Trackita

Trackita transforms enterprises to improve their technology, processes and people.

    • Grievance Handling

    POLICY  

    Grievance Handling Policy
    At Trackita Pty Ltd, we value a cooperative and supportive work environment where employees and management can resolve issues amicably and fairly. Sometimes, challenges or concerns may arise that cause dissatisfaction or distress. This policy outlines how to raise and address these concerns—referred to as “grievances”—in a private, efficient, and equitable manner.

    1. Purpose and Scope

    • Purpose: Provide a clear and straightforward process for employees to report, discuss, and resolve any work-related issues or complaints.
    • Scope: This policy applies to all employees and contractors at Trackita Pty Ltd. It covers all workplace grievances, including but not limited to disagreements, unfair treatment, harassment, and discrimination.

    Note: The procedures in this policy do not form part of any employment contract. Trackita Pty Ltd reserves the right to amend or rescind these guidelines at its discretion.

    2. What is a Grievance?

    A grievance is any concern or complaint about work conditions, colleague or management behavior, perceived unfair treatment, harassment, or discrimination. It can include:

    • Disagreements with coworkers or supervisors
    • Concerns about an unfair decision or process
    • Allegations of harassment, bullying, or discrimination
    • Any other work-related issue that causes distress or dissatisfaction

    3. Approaches to Resolving Grievances

    3.1 Informal Discussion

    1. Direct Communication: If you feel comfortable, speak directly with the person involved to clarify the issue. Misunderstandings can often be resolved quickly through open conversation.
    2. Voluntary Participation: Neither party is obligated to participate in informal talks. If either side is uncomfortable, you may proceed to the next step.

    3.2 Management Involvement

    • Speak to a Manager: If direct communication isn’t viable or doesn’t resolve the issue, raise the matter with your manager. They can provide guidance, facilitate discussions, or engage appropriate resources within the company.
    • Escalation: If necessary, your manager may escalate the issue to senior management or Human Resources for further support.

    3.3 Formal Complaint

    • Written Submission: If informal resolution proves unsatisfactory or inappropriate for the situation, you can lodge a formal complaint with a senior manager or HR.
    • Required Details: Include the nature of the concern, relevant dates, individuals involved, any evidence (emails, messages, photos), and the names of witnesses.

    4. Handling Complaints

    4.1 Confidentiality

    • Privacy: All complaints are handled with discretion. Information is shared only with those who need to know to resolve the issue or fulfill legal obligations.
    • Record-Keeping: Written records may be kept for documentation and reference, stored securely.

    4.2 Fairness and No Retaliation

    • Impartial Process: Complaints are addressed promptly and impartially.
    • Protection: Employees who lodge or participate in a grievance process will not face retaliation or adverse treatment for raising concerns in good faith.

    5. Investigation Process

    1. Investigation Team: If a formal investigation is deemed necessary, Trackita will appoint an investigator—possibly from within the Company or an external specialist.
    2. Interviews: The investigator will interview parties involved. You may bring a support person to these meetings if you wish.
    3. Evaluation: All evidence, statements, and documentation will be reviewed. The investigator will provide findings to management, which will determine any actions to be taken.

    6. Potential Outcomes

    • Complaint Upheld: If the complaint is substantiated, the Company may take corrective measures, including apologies, official warnings, or termination of employment (depending on severity).
    • Insufficient Evidence: Even if the complaint cannot be conclusively proven, Trackita may recommend training, increased monitoring, or other steps to foster a respectful environment.
    • Vexatious or False Complaints: If an investigation concludes that a complaint was made maliciously or without factual basis, the complainant may be subject to disciplinary action.

    7. Appeals and External Options

    • Internal Review: If you are dissatisfied with the outcome, you may request a review by more senior management or HR.
    • External Agencies: You can also seek guidance or file a complaint with external bodies such as the Australian Human Rights Commission or the Fair Work Ombudsman.

    8. Related Policies

    This Grievance Handling Policy aligns with and is supported by other Trackita policies, including:

    • Code of Conduct
    • Workplace Anti-Bullying & Anti-Harassment Policy
    • Equal Employment Opportunity and Anti-Discrimination Policy

    9. Commitment to a Fair Workplace

    By following the guidelines in this policy, we aim to address employee concerns promptly, confidentially, and respectfully—thereby maintaining a positive, productive, and supportive environment for all. If you have any questions regarding this policy or need help initiating a complaint, please contact your manager or Human Resources.