Grievances Policy & Procedure

In a school community conflict is an inevitable part of relationships, differences of ethos, opinion, practice and growth. Most conflict is minor and easily resolved. Most conflict involves misunderstanding on the part of one or both parties involved.

For a dynamic community to operate effectively it requires transparency, trust, respect, dignity, understanding and communication. Power and control need to be avoided and replaced with respect for authority, justice and servant leadership. The most serious damage to a community is where there is breakdown in effective communication. Often things that are not said cause long term, festering problems. Equally, comments made in the heat of the moment can leave unresolved frustration and bitterness.

The resolution of all grievances needs to start from a perspective that is honouring to God. Not only what is done but also how it is done is vital. Damaging or destroying people because of motives such as revenge, bitterness, frustration and resentment does nothing to honour God or to love your neighbour. We need to be able to speak the truth in love.

While this policy acknowledges the desirability of resolving grievances within the school community by negotiation between the parties immediately involved, it establishes mechanisms for dispute resolution by a responsible third party.

Grievances take many forms in a school community from minor to major.
Grievance issues can be covered by other policies such as:

• Child protection legislation which may require reporting to DOCS
• Ombudsman legislation which may require reporting to the NSW Ombudsman.
• Industrial awards
• Legal rights and responsibilities
• Crimes act
• Contract Law
• Antidiscrimination legislation
• Privacy Act
• OH &S Regulations

The protocols for dealing with the above matters are covered separately. Where there is an apparent conflict of interest the school is required to firstly obey the relevant legislation. This, however, may cause offence to some members of the community who believe that we have taken sides, passed judgement or failed to support them adequately. This issue is often the result of being unable to discuss the matter immediately with a member of the community or to keep confidentiality.

Role of the Principal

The Principal is the sole employee of the School Board and has been delegated the responsibility to ensure the policies and direction of the School Board are effectively enacted.

The Principal is expected to fairly represent all the interests of the school community. The Principal is available, by appointment, to take representation from any stakeholder within the community. The Principal is not solely an advocate for any particular group or stakeholder. In the case of a grievance the role of the Principal is to seek information, attempt to instigate productive dialogue and to rule in the matter. Hence, the need to seek the truth respectfully, act justly and respond with wisdom in an environment of transparency. This always must happen within the appropriate industrial and legislative requirements.

In a school community mistakes will happen as they do anywhere and it is imperative that people be free to acknowledge their mistakes and to grow from them. Not withstanding the legislative requirements that don’t allow for some matters to be resolved merely by consultation and seeking forgiveness.

In most events the final decision rests with the Principal

Role of the School Board

Because the School Board has delegated the responsibility of the running of the school to the Principal they only rarely become involved in the grievance matters requiring their direct intervention.
Where a member of the community feels that the grievance issues have been handled poorly by the Principal they may write to the School Board through the Board Chairman, outlining concerns. The Board Chairman then must decide whether the matter needs to be further investigated by the Board. This would normally be done after consultation with the Principal. If the complaint is a serious matter, especially made against the Principal, the Board Chairman would be required to raise the matter at the next appropriate Board meeting. If the issue involved matters covered by legislation then the Board Chairman should seek legal or industrial advice before raising it at the meeting.

The School Office will, on request, supply a list of protocol indicating whom one can contact regarding a particular grievance.