Complaint management framework

USQ aspires to an organisational climate where all employees feel confident and comfortable about making legitimate and grounded complaints.  USQ encourages an employee who consideres that they have witnessed 'wrongdoing' to come forward and make a disclosure - this is sometimes known as 'whistleblowing'. When a disclosure is made, USQ commits to:

• protecting the dignity, wellbeing, career interests and reputation of all persons involved
• protecting the discloser from any adverse actions as a result of making the disclosure
• treating any bullying, harassment, unfair treatment, victimisation or discrimination that results from a disclosure being made as a breach of disciplinary procedures
• responding to the disclosure thoroughly and impartially
• where some form of wrongdoing has been found, taking appropriate action to deal with it, and
• keeping the discloser informed of the progress and outcomes

Types of complaints or disclosures

If you are aware of any activity or incident that you consider is wrongdoing or would adversely impact on the operation of USQ, you are encouraged to speak up and let someone know.

Public interest disclosures

The Public Interest Disclosure Act 2010 enables employees to raise genuine concerns, without fear, about unlawful, negligent or improper public sector conduct.  For a disclosure to receive the full protections of the Act, it must concern:

• official misconduct
• maladministration
• a waste of public funds
• danger to public health or safety
• danger to the health or safety of a person with a disability
• danger to the environment
• a reprisal.

In this instance, complaints must be made in accordance with USQ's Public Interest Disclosure Policy and are formally referred to as Public Interest Disclosures (PID). 

Disclosures may be made in instances where it is honestly believed, on reasonable grounds, that information tends to show any of the following actions:

• Official misconduct includes the performance of a dishonest or not impartial act, breach of trust or misuse of information or material acquired.  Further, where proved, it may be a criminal offence or treated as a disciplinary breach providing reasonable grounds for termination of employment.
   
• Maladministration includes an action or decision which is unlawful, unreasonable, unfair, improperly discriminatory or otherwise wrong that affects someone's interest in a substantial and specific way.
   
• Waste of public funds includes the uneconomical, inefficient or ineffective use of public funds which results in a subtantial loss or waste of public funds from negligent or improper management.
   
• Danger to public health or safety refers to any substantial and specific danger to the health or safety of the public.
   
• Danger to the health or safety of a person with a disability refers to any substantial and specific danger to the health or safety of a person with a disability.
   
• Danger to the environment includes any conduct that is an offence or contrary to Queensland environmental legislation.
   
• Reprisal is a detrimental act against a person because it is believed that somebody has made, or intends to make, a Public Interest Disclosure.

A Public Interest Disclosure may be made anonymously, however this can make it difficult to investigate the issue, to seek clarification or more information, or for you to receive feedback on the progress of your disclosure, however the University will act upon all disclosures which contain enough information to support further enquiry.  You are however strongly encouraged to identify yourself and the University will take all steps to ensure your confidentiality in all matters and protect you from retribution or reprisal.

You may also report a PID to another appropriate Queensland public sector entity that has the power to investigate and deal with the matter dependent upon the type of disclosure you are making (eg Crime and Misconduct Commission, Queensland Ombudsman, Queensland Audit Office or similar).   You should be aware that when you disclose to an external entity, it is very likely that it will discuss your case with the University. 

The Vice-Chancellor may also refer disclosures regarding suspicions of official misconduct to the Crime and Misconduct Commission on the advice of the Executive Director (Human Resources).

The flowchart (PDF 86kb) provided by the Crime and Misconduct Commission, Queensland Ombudsman and Public Service Commission may help you in considering whether your disclosure is a public interest disclosure or not.  If in doubt, speak to your manager/supervisor, or a member of Human Resources, or refer to the useful resources below.

Other complaints or disclosures

Other issues that you may be considering disclosing may involve activities such as bullying, harassment or other grievances - these are not Public Interest Disclosures.  This does not mean that you should not report them, however these important types of issues are dealt with through the following USQ policies and procedures:

• Grievance Procedures
• Anti-Discrimination and Freedom from Harassment
• Discrimination and Harassment Complaint Resolution for Employees
• Disciplinary Action for Misconduct or Serious Misconduct
• Student Complaints Management
• Misconduct in Research

 Reporting framework

You are also reminded that support and assistance is always availble through USQ's Employee Assistance Program.

Useful resources

• Making a public interest disclosure (a guide for individuals)
• Handling a public interest disclosure (a guide for managers and supervisors)