The Grievance Resolution process can be used by employees to resolve grievances effectively, quickly and where possible at a workplace level (using this process will allow managers/supervisors and their staff to get back on the job).

1. Can be accessed by all Queensland Rail Staff.

2. Can be used by employees who are questioning decisions or who have concerns regarding workplace matters.

Examples may include:

(a) Discrimination
(b) Workplace Harassment
(c) Discipline (informal discussions and disciplinary interviews only)
(b) Conditions of service
(c) QR policy application

3. Can not be used on issues regarding:

(a) Reduction, Exclusion and Dismissal
(b) For appeals against appointments to permanent positions for A05, P03, T03, CI4, 057, ET5 and below the discipline appeals process should be used.
The Discipline Appeals Process can be accessed for these issues.

4. Supervisors and managers responsibilities include:

(a) Treating grievances seriously and confidentially
(b) Advising employees of the process and how to access it
(c) Ensuring that all grievances are dealt with within specified timeframes
(d) Keeping employees updated on the progress of their grievance
(e) Observing the principles of due process - each employee is to be treated with respect, fairness and impartiality
(f) Ensuring prompt action is taken

5. Employee's responsibilities include:

(a) Advising the supervisor / manager that they are lodging a grievance under the Grievance Resolution Policy.
(b) Using the Grievance Resolution Policy to genuinely attempt to resolve the issue
(c) Moving their grievance through the levels of management outlined.
(d) Not lodging grievances that are silly or intended to provoke.

The Grievance Resolution Process has been separated into two distinct stages:

1. Informal

2. Formal

This is when an employee lodges a Verbal Grievance.
To do this the following steps should be taken:

Step 1

The employee approaches the immediate supervisor advising them of the grievance.
This is a verbal discussion between supervisor and employee.

Step 2

The supervisor should discuss the matter with the employee within 24 hrs.
If this is not possible, then immediately inform employee and arrange an alternate time.

Step 3

The supervisor should try and resolve the grievance within 5 working days.
If this is not possible, the employee should be kept informed of what is happening with his/her grievance.

Step 4

The employee should be advised of any action that has been, or will be taken, to resolve the grievance.

Step 5

If the employee is not satisfied with the supervisor's response, he/she can approach the next level of supervisor.When the grievance process is taken beyond the first level supervisor, the grievance must be made in writing. Once in writing, the grievance becomes a formal procedure (see Formal Stage)

This is when an employee lodges a written grievance.

To do this the following steps should be taken.

Step 1

The next level of supervisor / manager should follow the same process outlined in steps 1 to 4 of the Informal Stage.
If the employee is still not satisfied with the manager's response, they can approach the next level of management continuing up to the Group General Manager Freight (Level 2).

Step 2

If resolution of the grievance is still unsuccessful, the employee and/or manager can refer the matter to the General Manager Employee Relations and the Secretary of the relevant union/s, these parties will take appropriate action to try and resolve the matter.

Step 3

If the grievance is still unresolved, the employee may refer the matter to an external body.
There are two external bodies that may be relevant:

1. Queensland Anti-Discrimination Commission
(Hears issues of discrimination and/or harassment)

2. Queensland Industrial Relations Commission (QIRC)
(Hears issues related to industrial matters only)

NOTE Employees can approach an external body (eg. QIRC) at any stage of the Grievance Resolution Process.