72.1.    A ‘grievance’ is any type of problem, concern or complaint related to a staff member’s employment conditions and may include an act, behaviour, omission, situation, or decision in which the employee perceives to be unfair or unjustified. The grievance procedures will not be used to the extent that a grievance relates to a decision outlined in the review of decision provisions (clause 73).

72.2.    A staff member who feels aggrieved about a matter as defined in clause 72.1 is expected to raise the issue(s) with their supervisor, or the supervisor’s supervisor, as soon as practicable. The supervisor must initiate discussions with the staff member within two working days of receiving the grievance. The aims of such discussions are to determine whether a genuine grievance exists; gather information as required to assist with the resolution of the grievance; and resolve the grievance or arrange mediation or conciliation to attempt to resolve the grievance. 

72.3.    A staff member who feels that the matter has not been resolved may initiate a formal grievance in accordance with University grievance resolution procedures. 

72.4.    Where a staff member uses the grievance process, the grievance process would normally be fully exhausted before any dispute is raised under clause 74 - Dispute avoidance and settlement (if applicable).