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Grievances and disciplinary matters

The relevant procedures for the holders of University offices are as set out in Statutes and Ordinances, in Statute U, Chapter II, III and VI. There are also equivalent procedures in respect of unestablished staff (see below). Further advice is available from the Human Resources Division.

Grievances

If you feel you are being treated unfairly, first talk to your local administrator or head of institution to see if the problem can be resolved informally. If the problem persists or is very serious, you may wish to make a formal complaint under the relevant procedure for your staff category below.

Bullying and harassment

If you feel that you have been a victim of bullying or harassment, or are accused of such behaviour, you should refer to the Mutual Respect Policy which sets out guidance on how this is dealt with as well as the support available.

Disciplinary procedures

In cases where the work performance or conduct of an individual member of staff is considered unsatisfactory, it may be necessary for the head of institution to instigate disciplinary action. The relevant procedures must be followed (see above) and the member of staff has the right to be accompanied at any formal hearing and to present their own case.

Specific guidance is available on the acceptable use of computer facilities, email and the Internet, as abuse of these can lead to disciplinary action.

Misconduct in research

Allegations of misconduct in research are rare but the University takes them very seriously. Proven misconduct in research is regarded as serious or gross misconduct or, in the case of officers, as good cause for disciplinary action under  Statutes and Ordinances, Schedule to Statute C, Chapter III, Special Ordinance C(xii) and Special Ordinance C(xiii), and will normally merit dismissal. The University is committed to ensuring that allegations of misconduct in research are investigated with all possible thoroughness and vigour.