Addressing a Workplace Complaint
The university has developed a process for addressing workplace complaints that includes both a formal investigation process and more informal resolution options.
When undertaking workplace investigations in the workplace, the university must ensure a thorough investigation in a timely, procedurally fair and transparent manner, however, not all complaints will necessitate a formal investigation. Some complaints may be more appropriately and expeditiously addressed through an informal resolution process.
Informal Resolution Process
This may include problem solving meetings, mediation, facilitated group discussions, or a change in worksite to name a few. There are a variety of informal resolution options available and the best option will depend on the specific circumstances of each case and the willingness of the parties involved. Some options may be:
- Respectfully address the situation with the individual. You may want to practice this conversation first with a colleague or one of the parties mentioned below.
- Reach out to your supervisor.
- Reach out to your Union Steward, Faculty Association Representative, or MaPS Representative.
- Seek coaching from the assigned HR Partner.
- If situation doesn't improve, keep an incident log by date with a description of each incident.
Formal Resolution Process
For MaPS and Support Staff
A formal complaint may involve filing a grievance or a formal investigation through HR. The formal process for academics is still in development.
In general, when a complaint is received by HR, a determination as to whether a formal investigation is necessary will be made upon assessing the complaint and following an initial consultation with the complainant.
For an overview of the HR formal investigation process see the Investigation Flow Chart.
To register a formal complaint, use the Complaint Form.
Formal Resolution Process
For Academic Staff
A formal written complaint may be filed with your Dean or equivalent or you may contact the Faculty Association to discuss filing a grievance.
In general, when a complaint is received by a Dean, a determination as to whether a formal investigation is necessary will be made upon assessing the complaint and following an initial consultation with the complainant.
Deans or their equivalents will work with their HR Partners in an investigation and will ensure academic staff are offered representation by the Faculty Association if they so choose.