Grievance Policy - Sturt Fleurieu

REGISTRAR GRIEVANCE PROCEDURE
This policy statement has been developed to mediate grievances raised between
Registrars enrolled in the Australian General Practice Training Program and Sturt
Fleurieu General Practice Education and Training (Sturt Fleurieu).
When a grievance arises as a result of registrar performance, the issue of performance
will be managed in accordance with existing Registrar remediation policy. Resolution
of performance issues will therefore occur before any grievances against Sturt Fleurieu
staff are considered.
As Registrars are employees of the training practices, grievances raised in relation to
employment must be managed in the context of the employer/employee relationship.
Informal Grievances
An informal grievance can be raised with the CEO or other senior members of the Sturt
Fleurieu training program. In this instance, the Chief Executive Officer (CEO), in
association with senior staff, will mediate the grievance and keep notes of meetings
that may occur while resolution is underway.
Formal Grievances
A formal grievance may not normally be lodged unless the matter has been first
referred for resolution under the informal procedures. If the grievance is raised in
relation to assessment of clinical performance (as assessed by the Registrar
Performance Review Committee), the issue of performance remediation must be
resolved before the grievance is considered.
1. Notification of a formal grievance must be lodged, in writing, with the CEO.
2. The CEO will appoint an appropriate person to conduct a preliminary
investigation into the substance of the grievance and advise him/her on the
substance of the grievance.
3. The CEO may, on finding that the complainant has, prima facie, a grievance:
a. find in favour of the complainant and advise the complainant and
respondent in writing of this fact and take such action as appropriate
including actions described in the formation of the Grievance
Committee;
b. find that, although there is, prima facie, a grievance, on balance the
behaviour or action complained of is justified; and advise the
complainant and respondent in writing of this fact and take such action
as appropriate including actions described in the formation of the
Grievance Committee, or
c. refer the matter to a Grievance Committee
4. On finding that there is not, prima facie, a grievance, for example, because it is
ill-advised, misguided, frivolous, malicious or vexatious, the CEO will advise the
complainant, and where appropriate other parties, in writing of this finding and
the reasons for the finding and where appropriate take action in accordance with
relevant staff provisions against the complainant.

5. If the grievance is not resolved by the CEO to the complainant's satisfaction the
complainant may request, in writing, and within seven days, that the matter be
referred to a Grievance Committee.
6. Upon receiving a request to refer a grievance to a Grievance Committee, the
CEO will:
a. convene a Grievance Committee and refer the matter to that committee
within two weeks of the receipt of the request, and
b. advise the complainant, in writing, that the grievance has been referred
to a Grievance Committee.
Grievance Committee
1. A Grievance Committee established by the CEO will comprise four members: a
Chairperson, appointed by the CEO from a pool consisting of the Chair, Sturt
Fleurieu, (or delegate), the CEO, the RLO and one other GP Supervisor.
2. No person who has been directly involved in the decision or matter that is the
subject of the grievance will serve on the Grievance Committee.
3. The Grievance Committee will:
a. interview such persons or seek any further information it considers
desirable; and
b. determine whether the grievance is justified; and
c. recommend action to the CEO in respect of the grievance. Such action
may include counselling either or both parties, arranging for conciliation
of the grievance, disciplinary action through the Medical Board of SA (if
appropriate) or that no further action to be taken. The recommended
action may also cover matters such as a proper division of work, the
appropriate level of tasks and/or appropriate workplace behaviour and
where appropriate, on-going monitoring arrangements.
Action by the CEO
On receipt of a Grievance Committee report, the CEO will
1. take appropriate action; and
2. notify in writing both the complainant and respondent of the outcome of the
process and specify the action to be taken.
The decision of the CEO as noted above is the final step in the grievance procedures
process.
Record Keeping
Accurate and appropriate records will be kept by the person/s responsible at the
particular stage of the grievance process being undertaken.
1. In the case of informal grievances, notes may be kept whilst action to resolve
the grievance is being taken.
2. In the case of formal grievances, records will be forwarded to the General
Manager Operations. When the process is complete all records will be kept in a
confidential grievance file in Sturt Fleurieu Office.
Grievance against decisions or actions of the CEO
For grievances lodged against decisions or actions by the CEO, but not including
decisions or actions taken in relation to matters under this policy, the Chair, Sturt
Fleurieu will replace the CEO in the operation of the Grievance Policy.