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Workplace Relations policy

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Section 1 - Preamble

The Deakin University Enterprise Agreement 2017 came into effect on 6 July 2017. This Policy is currently under review and will be updated as soon as possible to reflect any new changes.

(1) This Policy was approved by the Vice-Chancellor on 21 November 2008 and incorporates all amendments to 27 May 2015.

Governing law

(2) The law governing the Workplace Relations Policy at Deakin University includes both the common law and legislation, in particular:

  1. Age Discrimination Act 2004 (Cth)
  2. Disability Discrimination Act 1992 (Cth)
  3. Equal Opportunity Act 2010 (Vic)
  4. Equal Opportunity for Women in the Workplace Act 1999 (Cth)
  5. Fair Work Act 2009 (Cth)
  6. Human Rights and Equal Opportunity Commission Act 1986 (Cth)
  7. Occupational Health and Safety Act 2004 (Vic)
  8. Ombudsman Act 1973 (Vic)
  9. Privacy Act 1988 (Cth)
  10. Racial Discrimination Act 1975 (Cth)
  11. Sex Discrimination Act 1984 (Cth)
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Section 2 - Purpose

(3) This Policy supports the effective resolution of workplace relations matters in accordance with the Enterprise Agreement and relevant policies and procedures.

(4) The Workplace Relations procedure documents how to comply with this Policy.

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Section 3 - Scope

(5) This Policy applies to all staff at the University.

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Section 4 - Policy

(6) The University is committed to promoting a workplace culture that encourages the prompt and effective resolution of any complaint, dispute or grievance arising out of employment at the University and will focus on resolving such matters at the local level wherever possible.

(7) The University has prescribed a range of complaint processes in the Staff Complaints, Disputes and Grievances procedure. To assist in the resolution of formal workplace relations complaints, where appropriate, the University will establish a Review or Appeal Committee in accordance with the Deakin University Enterprise Agreement 2013.

(8) The University acknowledges that sound management of workplace change requires the involvement of the people directly affected by the change and is committed to a process of regular communication and consultation throughout the period of change.

(9) The University acknowledges the right of staff to take lawful industrial action in accordance with the Workplace Relations procedure.

(10) The University acknowledges the entitlement of staff to lodge complaints about administrative actions and decisions of the University with the Victorian Ombudsman. A staff member may choose to refer a matter to the Ombudsman at any stage, but this normally occurs after the exhaustion of all internal complaints processes.

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Section 5 - Procedure

(11) Refer to the Workplace Relations procedure.

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Section 6 - Definitions

(12) There are no definitions arising under this Policy.