Answered step by step
Verified Expert Solution
Link Copied!

Question

1 Approved Answer

TASK B DESCRIPTION You will need to demonstrate appropriate actions for the below incident. Your assessor will provide instructions to the people playing the roles

TASK B DESCRIPTION

You will need to demonstrate appropriate actions for the below incident.

Your assessor will provide instructions to the people playing the roles of Aafia and Fred before acting out the role play.

Fred has been a line cook in your restaurant for 3 years. He is a committed worker and is well liked by the kitchen staff and front of house. He often jokes around however the jokes are never usually directed at other staff.

A new staff member Aafia has started as a hostess. She is on a student visa and has been in Australia for 12 months. She is from a small Indonesian island and is of Muslim faith.

All the staff have welcomed her and helped her understand the work responsibilities and customer needs. Aafia has stated that she cannot eat or handle pork based products but is able to serve them to customers.

Fred was informed this information and made sure that all pork products are plated and Aafia does not need to handle or touch any products.

Aafia has come to you raising concerns that she overheard Fred in the kitchen making comments about putting bacon into the next meal Aafia orders on her break. She is concerned that her food will be contaminated if she orders from the restaurant.

When you asked Fred about this, he said he was only joking and would not really put it into her meal.

Aafia is now concerned that she will be targeted as she raised this concern.

COMPLAINT RESOLUTION TEMPLATE (STAFF)

To be completed by staff who wish to make a Formal Complaint to their supervisor under the Complaints Procedure.

The Complaint Procedure allows MIA to deal with complaints raised about other staff members, or matters that adversely affect a staff member's ability to work productively in a positive work environment including complaints relating to unlawful discrimination, harassment, victimisation and bullying.Before you complete this form:

  • Consider your options to resolve the complaint by reviewing theComplaints Policy. Complaints can be resolved informally through self-resolution, by an assisted-resolution process, or by the formal process;
  • Read the Complaint procedureand this form in full so that you understand what you are required to provide to raise a complaint formally;
  • If you have already tried to resolve the complaint yourself or with the support of your supervisor and are now proceeding to a formal complaint resolution process, you should provide details in the space provided in this form;
  • Complete all relevant sections of the form, providing all the information as available and required. If a particular field in the form is not relevant mark N/A;
  • The quality and completeness of the information and/or evidence you provide to your Supervisor will enable them to deal with your complaint as promptly and effectively as possible.

To allow for the timely resolution of your complaint, provide this form to your supervisor, for actioning.

If the complaint is about your supervisor, provide this form to your supervisor's supervisor.

SECTION 1. GENERAL INFORMATION
Date form submitted DD/MM/YY
Name of Staff Member (making complaint) Complainant:
Position Title:
Department Unit:
Work Location:

Name of Supervisor:
Preferred method of contact

Phone

E-mail Other

Number:

E-mail Address:

SECTION 2. DETAILS OF THE COMPLAINT

The date that the event occurred, action or matter arose

Detail the complaint:

Include details of the incident/action that led to you raising this concern. Please provide as much relevant detail as possible, including dates, times and events in chronological order.

If there are multiple matters, list each separately. If you require additional space, you may attach an additional page to this template.

Name of person whom the complaint

is about (where appropriate) Respondent:

Did anyone else witness the events that led to this complaint?

Yes No

Name(s): .................................................................................

Do you have any evidence of what has occurred?

Yes (Attach a copy to this document)

No

SECTION 3. INFORMAL RESOLUTION

Self-Resolution

Have you tried to resolve the complaint informally?

Yes

No

Assisted-Resolution

Did you seek the support of your supervisor, or another person to help you to resolve your complaint?

Yes

No

When did you or your supervisor try to resolve the matter?

Date:

DD/MM/YY

Detail what you and/or your supervisor did to try to resolve the problem informally

SECTION 2. DETAILS OF THE COMPLAINT

The date that the event occurred, action or matter arose

Detail the complaint:

Include details of the incident/action that led to you raising this concern. Please provide as much relevant detail as possible, including dates, times and events in chronological order.

If there are multiple matters, list each separately. If you require additional space, you may attach an additional page to this template.

Name of person whom the complaint

is about (where appropriate) Respondent:

Did anyone else witness the events that led to this complaint?

Yes No

Name(s): .................................................................................

Do you have any evidence of what has occurred?

Yes (Attach a copy to this document)

No

SECTION 3. INFORMAL RESOLUTION

Self-Resolution

Have you tried to resolve the complaint informally?

Yes

No

Assisted-Resolution

Did you seek the support of your supervisor, or another person to help you to resolve your complaint?

Yes

No

When did you or your supervisor try to resolve the matter?

Date:

DD/MM/YY

Detail what you and/or your supervisor did to try to resolve the problem informally

In your opinion, what stopped the matter from being resolved informally?

SECTION 4. RESOLUTION SOUGHT

Describe the outcome or remedy that you are seeking (what you want).

Examples:

I want the respondent to stop or change the behaviour that gave rise to this complaint.

I want the respondent to understand why I am aggrieved.

I want to be able to enjoy coming to work.

I want to resume a good relationship with the respondent.

I would like to respondent to apologise for.......

Is there anything else you would like your supervisor to consider in resolving this complaint?

Are you willing to participate in resolution meeting to resolve the complaint?

Yes

No

Signature of complainant

Date:

SECTION 5. INITIAL ASSESSMENT

Supervisor /Assessor to completeOutline the details of the initial assessment of the complaint or attach a report to this form.

Is there reason to investigate further

Yes No

Outline the reasons why it is/is not necessary to investigate further

Supervisor Name

Date

SECTION 6. RESOLUTION MEETING

Supervisor to complete

Outline the details of the complaint

Or attach the detailed Investigation

Report to this form

Details of the resolution meeting:

  • Interviews with parties to the complaint and/or witnesses

Is the complaint founded?

Yes

No

Outline your recommendations to resolve the complaint

Investigator Name

Date

SECTION 7. RESOLUTION

Supervisor to complete

Outline the resolution to the complaint; and

Any proposed actions /interventions taken to resolve the complaint; and Any further action or monitoring that you will undertake to resolve the complaint.

Is the supervisor satisfied that the complaint has been resolved

Yes

No

If the complaint has not been satisfactorily resolved, are you

going to make a further attempt to

resolve the complaint

Yes

No

Does this matter give rise to a matter in another process e.g. misconduct process.

Yes

No

If yes, confirm that the matter has been referred to HR or relevant area.

Yes

No

If the complaint has not been resolved, and you do not intend to make a further attempt to resolve the complaint, what do you intend to do?

  • Close the complaint as it is ill founded
  • Close the complaint as there is no reasonable resolution available
  • Refer the matter to HR as the complaint is vexatious, malicious or frivolous
  • Monitor the situation
  • Implement an alternate solution
  • Notify the complainant that the complaint cannot be resolved and will be closed with no further action.

Once the complaint is resolved or closed, the details must be referred to the HR Advisor for recording

  • I have notified HR that the complaint has been resolved
  • I have notified HR that the complaint has not been able to be resolved and has been closed.

Supervisor Name

Date

SECTION 8. CLOSURE OF THE COMPLAINT

HR Advisor or Supervisor to complete

HR will follow-up to ensure that:

  • The complainant has been notified that the complaint has been resolved; or
  • The complainant has been notified that the complaint has been closed; or
  • The matter has been referred to the Executive Director Human Resources as the complaint is vexatious or malicious; and
  • A copy of all documentation in relation to the formal complaint has been saved.

HR Advisor or Supervisor Name

Date

Step by Step Solution

There are 3 Steps involved in it

Step: 1

blur-text-image

Get Instant Access to Expert-Tailored Solutions

See step-by-step solutions with expert insights and AI powered tools for academic success

Step: 2

blur-text-image

Step: 3

blur-text-image

Ace Your Homework with AI

Get the answers you need in no time with our AI-driven, step-by-step assistance

Get Started

Recommended Textbook for

Corporate Information strategy and management

Authors: Lynda M. Applegate, Robert D. Austin, Deborah L. Soule

8th edition

73402931, 73402932, 978-0073402932

More Books

Students also viewed these General Management questions