Grievances and disciplinary matters
The relevant procedures for the holders of University offices are as set out in Schedule to Statute C, Chapter III, Special Ordinance C(xii) and Special Ordinance C(xiii). There are also equivalent procedures in respect of unestablished staff (see below). Further advice is available from the Human Resources Division.
Links to University policies and support services related to this section:
- Disciplinary action, grievances and appeals
- Schedule to Statute C, Chapter III, Special Ordinance C(xii) and Special Ordinance C(xiii)
- Dignity at Work Policy (2023 ed.)
- Misconduct in Research Policy
- Support Services at the University
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, please refer to the University's Dignity at Work Policy (2023 ed.) which sets out guidance on how this is dealt with as well as the support available.
Preventing harassment and sexual misconduct towards students
The University’s single comprehensive source of information (SCSI) brings together information for current and prospective students and staff about how the University prevents and responds to harassment and sexual misconduct. It includes clear information about the University’s policies, how to get support, how to raise concerns, and what to expect from the processes followed by the University. Staff should familiarise themselves with the SCSI so they can help signpost students to appropriate support and resources and understand their responsibilities in creating and maintaining an inclusive community, where students, staff and other persons are able to report behaviour that may amount to harassment and/or sexual misconduct and know this will be taken seriously. A link to the SCSI is shared with students and staff in writing at least once a year and is included in key University materials, such as prospectuses, student handbooks and staff guides.
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.