Sexual Harassment, Discrimination and Bullying Policy Version: 1.2 Provost and CEO Approved: July 2017 Date of next review: July 2018 Sexual Harassment, Discrimination and Bullying Addendum: Student Services Engagement at Emmanuel College 1. Scope This policy applies to: board members; all staff, including: managers and supervisors; full-time, part-time or casual, temporary or permanent staff; job candidates; student placements, apprentices, contractors, subcontractors, visiting guests/lecturers and volunteers; residential Students; how Emmanuel College provides services to clients and how it interacts with other members of the public; all aspects of employment, recruitment and selection; conditions and benefits; training and promotion; task allocation; shifts; hours; leave arrangements; workload; equipment and transport; on-site, off-site or after hours work; work-related social functions; conferences wherever and whenever staff may be as a result of their Emmanuel College duties; staff treatment of other staff, of clients, and of other members of the public encountered in the course of their Emmanuel College duties. 2. Aims Emmanuel College is committed to providing a safe, flexible and respectful environment for staff, students and clients, free from all forms of discrimination, bullying and sexual harassment. All Emmanuel College staff and students are required to treat others with dignity, courtesy and respect. By effectively implementing our Sexual Harassment, Discrimination and Bullying Policy we will attract and retain talented staff and students and create a positive environment for all members of the College. Page 1 of 20
3. Rights and responsibilities All staff are entitled to: recruitment and selection decisions based on merit, appropriateness to the role and capability and not affected by irrelevant personal characteristics, such as race or colour; work free from discrimination, bullying and sexual harassment; the right to raise issues or to make an enquiry or complaint in a reasonable and respectful manner without being victimised; reasonable flexibility in working arrangements, especially where needed to accommodate their family responsibilities, disability, religious beliefs or culture. All students are entitled to: admission decisions based on merit and the entry requirements for the College, not affected by irrelevant personal characteristics, such as race or colour; reside at College free from discrimination, bullying and sexual harassment; the right to raise issues or to make an enquiry or complaint in a reasonable and respectful manner without being victimised; reasonable flexibility where needed to accommodate disability, religious beliefs or culture. All staff and students must: follow the standards of behaviour outlined in this policy; offer support to people who experience discrimination, bullying or sexual harassment, including providing information about how to make a complaint; avoid gossip and respect the confidentiality of complaint resolution procedures; treat everyone with dignity, courtesy and respect. 3.1 Additional responsibilities of managers and supervisors Managers and supervisors must also: model appropriate standards of behaviour; take steps to educate and make staff and students aware of their obligations under this policy and the law; intervene quickly and appropriately when they become aware of inappropriate behaviour; Page 2 of 8
act fairly to resolve issues and enforce workplace behavioural standards, making sure relevant parties are heard; help staff and students resolve complaints informally; refer formal complaints about breaches of this policy to the appropriate complaint handling officer for investigation; ensure staff and students who raise an issue or make a complaint are not victimised; ensure that staff recruitment and student admission decisions are based on merit and that no discriminatory requests for information are made. 4. Unacceptable workplace conduct Discrimination, bullying and sexual harassment are unacceptable at Emmanuel College and are unlawful under the following legislation: Sex Discrimination Act 1984 (Cth) amended by the Sex and Age Discrimination Legislation Amendment Act 2011 Racial Discrimination Act 1975 (Cth) Disability Discrimination Act 1992 (Cth) Age Discrimination Act 2004 (Cth) Australian Human Rights Commission Act 1986 (Cth). Staff (including managers) and students found to have engaged in such conduct will be counselled, and/or disciplined in line with procedure. Breaches may lead to formal discipline up to and including dismissal from employment or forfeiting the right to live and study at the College. 4.1 Discrimination Discrimination is treating, or proposing to treat, someone unfavourably because of a personal characteristic protected by the law, such as sex, age, race or disability. Discrimination can occur: Directly, when a person or group is treated less favourably than another person or group in a similar situation because of a personal characteristic protected by law (see list below). For example, a worker or student is harassed and humiliated because of their race or A worker is refused promotion because they are too old Page 3 of 8
Indirectly, when an unreasonable requirement, condition or practice is imposed that has, or is likely to have, the effect of disadvantaging people with a personal characteristic protected by law (see list below). For example, redundancy is decided based on people who have had a worker s compensation claim rather than on merit. Protected personal characteristics under Federal discrimination law include: a disability, disease or injury, including work-related injury; parental status or status as a carer, for example, because they are responsible for caring for children or other family members; race, colour, descent, national origin, or ethnic background; age, whether young or old, or because of age in general; sex; industrial activity, including being a member of an industrial organisation like a trade union or taking part in industrial activity, or deciding not to join a union; religion; pregnancy and breastfeeding; sexual orientation, intersex status or gender identity, including gay, lesbian, bisexual, transsexual, transgender, queer and heterosexual; marital status, whether married, divorced, unmarried or in a de facto relationship or same sex relationship; political opinion; social origin; medical record; an association with someone who has, or is assumed to have, one of these characteristics, such as being the parent of a child with a disability. It is also against the law to treat someone unfavourably because you assume they have a personal characteristic or may have it at some time in the future. 4.2 Bullying If someone is being bullied because of a personal characteristic protected by equal opportunity law, it is a form of discrimination. Page 4 of 8
Bullying can take many forms, including jokes, teasing, nicknames, emails, pictures, text messages, social isolation or ignoring people, or unfair work practices. Under Federal law, this behaviour does not have to be repeated to be discrimination it may be a one-off event. Behaviours that may constitute bullying include: sarcasm and other forms of demeaning language; threats, abuse or shouting; coercion; isolation; inappropriate blaming; ganging up; constant unconstructive criticism; deliberately withholding information or equipment that a person needs to do their job or access their entitlements; unreasonable refusal of requests for leave, training or other workplace benefits. Bullying is unacceptable at Emmanuel College and may also be against occupational health and safety law. 4.3 Sexual Harassment Sexual harassment is a specific and serious form of harassment. It is unwelcome sexual behaviour, which could be expected to make a person feel offended, humiliated or intimidated. Sexual harassment can be physical, spoken or written. It can include: comments about a person s private life or the way they look; sexually suggestive behaviour, such as leering or staring; brushing up against someone, touching, fondling or hugging; sexually suggestive comments or jokes; displaying offensive screen savers, photos, calendars or objects; repeated unwanted requests to go out; requests for sex; sexually explicit posts on social networking sites; Page 5 of 8
insults or taunts of a sexual nature; intrusive questions or statements about a person s private life; sending sexually explicit emails or text messages; inappropriate advances on social networking sites; accessing sexually explicit internet sites; behaviour that may also be considered to be an offence under criminal law, such as physical assault, indecent exposure, sexual assault, stalking or obscene communications. Just because someone does not object to inappropriate behaviour in the workplace at the time, it does not mean that they are consenting to the behaviour. Sexual harassment is covered in the College as a workplace and as a student residence when it happens at work, at work-related events, between people sharing the same workplace, between colleagues outside of work and between students living at College or engaging in College activities. All staff, volunteers and students have the same rights and responsibilities in relation to sexual harassment. A single incident is enough to constitute sexual harassment it does not have to be repeated. All incidents of sexual harassment, no matter how large or small or who is involved, require employers and managers, and those charged with the pastoral care of students to respond quickly and appropriately. Emmanuel College recognises that comments and behaviour that do not offend one person can offend another. This policy requires all staff, volunteers and students to respect other people s limits. 4.4 Victimisation Victimisation is subjecting or threatening to subject someone to a detriment because they have asserted their rights under equal opportunity law, made a complaint, helped someone else make a complaint, or refused to do something because it would be discrimination, sexual harassment or victimisation. Victimisation is against the law. It is also victimisation to threaten someone (such as a witness) who may be involved in investigating an equal opportunity concern or complaint. Victimisation also includes peer pressure. It is unacceptable for students or staff to pressure other members of staff or other students in order to coerce them into taking a particular course of action. This behaviour will not be tolerated at Emmanuel College and will be subject to disciplinary measures. Page 6 of 8
Victimisation is a very serious breach of this policy and is likely (depending on the severity and circumstances) to result in formal discipline against the perpetrator. Emmanuel College has a zero tolerance approach to victimisation. 4.5 Gossip It is unacceptable for staff and students at Emmanuel College to talk with other staff members, clients, students or suppliers about any complaint of discrimination or harassment. Breaching the confidentiality of a formal complaint investigation or inappropriately disclosing personal information obtained in a professional role (for example, as a manager) is a serious breach of this policy and may lead to formal discipline. 5. Merit at Emmanuel College - All recruitment and job selection decisions at Emmanuel College will be based on merit the skills and abilities of the candidate as measured against the inherent requirements of the position regardless of personal characteristics. - All student admission decisions at Emmanuel College will be based on merit the suitability of the student as measured against the inherent requirements of the College regardless of personal characteristics - It is unacceptable and may be against the law to ask job candidates, either staff or students, questions, or to in any other way seek information, about their personal characteristics, unless this can be shown to be directly relevant to a genuine requirement of the position. 6. Resolving issues at Emmanuel College Emmanuel College strongly encourages any staff member or student who believes they have been discriminated against, bullied, sexually harassed or victimised to take appropriate action by following the process below. 6.1 Employee assistance services and Student services Emmanuel College staff and students are entitled to professional counselling from the College Sexual Harassment Advisors, the Assistant Dean Pastoral, or the College Chaplain, or other pastoral care staff. Employee and student assistance counselling is confidential and nothing discussed with a counsellor will be communicated back to the Emmanuel College management without the express permission of the individual. It is important to realise that if the complaint is escalated, the Provost and CEO of the College will be informed. Employee assistance program counselling is available to Emmanuel College staff and students regardless of whether the issue is related to a workplace problem or some other issue for the staff member or student. Page 7 of 8
7. Other relevant Emmanuel College policies Staff are encouraged to read this policy in conjunction with other relevant Emmanuel College policies, including: Work Health and Safety policy Disciplinary and Grievance Policy The Emmanuel College Mission statement Emmanuel College Code of Conduct Student Services Engagement at Emmanuel College 8. More information If you have a query about this policy or need more information please contact the General Manager - Finance and Operations. Page 8 of 8
Student Services Engagement at Emmanuel College Emmanuel College Sexual Harassment, Discrimination and Bullying
Contents Student Services... 2 Preparatory Stages: Prior to Start of Academic Year... 2 Step One:... 2 Step Two:... 3 Step Three:... 3 Aim of On-Going Student Engagement with Student Services... 3 Code of Conduct:... 3 Access Information:... 3 Collaborative Support:... 4 Friends and Family... 4 Student Leaders include both Wing Community Leaders (WCL) and Emmanuel College Student Club leaders (ECSC) Leaders... 4 College Staff... 4 Procedure Guidelines... 4 Initial Meeting... 5 Informal Procedures for Concerns, Incidents or Allegations... 6 A) Mental Health Crisis and Concerns... 6 B) Intoxication... 7 C) Harassment, Intimidation and Bullying (including through social media)... 7 Formal Procedures for Complaints or Incidents... 8 A) Physical Assault... 9 B) Sexual Harassment... 10 C) Sexual Assault... 10 Appendix... 11 Internal Support Services... 11 External support services... 11
Student Services The Student Services team at Emmanuel College has been developed to provide a robust framework of support and guidance for students. This document is meant to work in tandem with the established policies and procedures of Emmanuel College and provide clarification of roles, give guidelines for engagement and outline considerations of distinct incidents that may arise. It has been created to be consistent with procedure guidelines outlined by the Human Rights and Equal Opportunities Commission (HREOC), best practices of ethical communication and Mental Health First Aid (MHFA) Australia. Preparatory Stages: Prior to Start of Academic Year The College employs a variety of staff who contribute to the Student Services Team as either their primary or secondary role. These include: Dean of Students Assistant Deans: o Academic o Mental Health o Residential Night Hall Porters Residential Tutors Weekend Hall Porters Administration/Front Desk Chaplain Step One: Allocate advisory positions to Student Services Team Members in advance of the start of the year. Team members may hold more than one appointment. UQ Liaison (always Dean of Students) Academic Advisor (always the Assistant Dean (Academic)) Mental Health First Aid Officer (MHFAO has MHFA Accreditation and can function as a counsellor/coach, triage external services and coordinate continuum of care within the limitations of the College) Disability Advisor (person experienced with disabled and/or identifies as disabled) Resident Life Advisor (always Assistant Dean (Residential) liaison for residential tutors and hall porters) 2 Sexual Harassment Advisors, one male and one female (persons experienced in trauma support and holding MHFA Accreditation) Clearly communicate to student community, security staff, hall porters and residential tutors the identity of these advisors, the location of their offices and contact details. The advisors ought to participate in the Planning and Orientation week as well as maintain avenues of engagement over the course of the academic year via planned Facebook posts; regular email updates; Student Handbook; wing posters; and, workshops/tutorials. Page 2 of 11
Clearly communicate to all College staff the roles and responsibilities of the Student Services team members as well as encourage them to alert a member if they have concerns about the wellbeing of a student. Step Two: During P Week inform Student Leaders of advisors and communicate policy and procedures surrounding Student Services. Ensure all Student Leaders have MHFA training, standard first aid training; fire training; alcohol awareness; consent awareness; and participate in workshops during P & O Week concerning the creation of safe spaces and safe communities in conjunction with Student Services Team members. Step Three: The Student Services team will endeavour to meet as a whole team once a week to update progress, challenges and reviews of their respective engagement with students for the purpose of ensuring comprehensive support services development. At times through the year this may include conducting surveys to collect feedback from students regarding effectiveness of services in meeting their needs; planning for subsequent P and O weeks; room allocations matters; leadership development; wing leader appointments; applications for returning to college and any matters regarding student wellbeing and morale. Aim of On-Going Student Engagement with Student Services Transitioning to University level study, living within a community of peers and becoming a young adult poses a number of challenges for students. While every effort is made to encourage engagement and maintain a culture that is positive and supportive, incidents do occur that may have an impact on wellbeing and we are reliant on disclosure to initiate appropriate support. Therefore, all activities of the Student Services team are guided by the following three principles with a primary aim of reducing the barriers for seeking help and connecting students with appropriate resources and support providers. Code of Conduct: Student Services Team Members uphold the following priorities for all students: The right to privacy, as such we respond to requests for assistance discreetly The right to confidentiality, which is held within the team and as such students are free to consent for disclosure between student services team members as warranted to address their needs The right of self-efficacy and choice, which is reflected in our communication and services offered The right to safety and security within this community, given through prompt attention The right to accurate information, which shall be made readily available Access Information: Facilitate ongoing student access to relevant services at college, UQ, and in the community via a variety of media. This is done as College recognises that residents should have multiple options for support and engagement and the right to choose such support. This includes and is not limited to: Page 3 of 11
Contact details and office hours of Student Services Team Members (appendix) Contact details of local GPs (appendix) UQ Student Services The UQ Student Union Crisis Numbers and Websites (appendix) o Emergency and Sexual Assault Crisis Websites/Numbers o Headspace Taringa o Beyond Blue Collaborative Support: College recognises that seeking help is often difficult or scary for many students and there are a number of barriers which may need to be addressed. As such the Student Services team encourages students to sustain a robust network of support in collaboration with Student Services. Friends and family - College recognises that students usually seek support from family and friends (resident and non-resident). As such, College will endeavour to have open lines of communication and contact with the families and friends of students, so long as it does not breach confidentiality or privacy laws. Student Leaders include both Wing Community Leaders (WCL) and Emmanuel College Student Club Committee (ECSC) Leaders - WCL shall be resident in each wing and be provided with appropriate training and guidance to be able to respond to and provide support to students (as per step two in the preparatory stage noted above). It is not expected that WCL or ECSC Leaders shall be the only source of support, and as such are encouraged to recognise when to report and facilitate student engagement with support services at college/uq/ in the community. College Staff - At any time, any student can contact any member of College staff regarding any concerns relating to themselves or other students. College staff not on the Student Services Team are expected to relay said concerns directly to a member of the Student Services Team. Procedure Guidelines The following guidelines have been drafted in the reflection of the Mental Health First Aid approach to providing assistance to distressed individuals and responding to potential trauma. Any and all issues that come to the attention of Student Services Team members will be assessed and either resolved informally, to the extent the team member is capable, or delegated to an appropriate team member. The below outline of the procedure steps will be explained in general under each heading followed by further details according to incident type. 1. Initial meeting 2. Informal procedures for concerns, allegations or incidents a. Mental Health crisis and concerns b. Intoxication c. Harassment, intimidation and bullying (including through social media) 3. Formal procedures for complaints or incidents a. Physical assault b. Sexual Harassment c. Sexual Assault Page 4 of 11
Initial Meeting A member of the Student Services Team is typically made aware of a potential need for engagement with a student by being approached either directly by the concerned/distressed student or by a peer/other staff member with concerns about a student. Regardless of the source of initial engagement or nature of concern the essential goals of the initial meeting are: If it is an emergency situation, then emergency services should be contacted, and the Senior Management Team notified of the situation. Approach: o Make contact and meet up with student/s in need of support o Ask what they want for help o Advise what is within your role and ability to help with Assure: o Answer any questions regarding confidentiality and advise them of the Code of Conduct as relative to their concerns o As relevant, inform of the differences between informal and formal resolution procedures and assure them they have the right to formalize or withdraw from a complaint procedure at any time o As relevant, inform that they may approach an external agency, such as UQ services, police or the HREOC at any time Assess: o Listen to the student's concerns and discuss the issue with them o Determine the capability of student/s to resolve the issue and if necessary refer to another member of the Student Services Team (and notify the Dean of Students) for advice. o Identify the concern and provide advice as appropriate, including providing Access Information internal and external to the College o Identify possible action steps towards resolution o Identify collaborative support (Family, friends, wing leaders) o Identify feelings towards seeking relevant professional support Determine if proceeding informally or formally o Formal proceeding will require escalation to the Dean of Students and will be conducted consistent with the College's policies and procedure regarding investigations; Privacy; Disciplinary and Grievances; etc. Follow Up: At the end of the initial meeting, o Clarify next actions are understood, relevant and achievable o Book a follow up appointment with appropriate team member o Ask permission to make contact with collaborative support as appropriate o Ensure accurate contact details and invite to contact at anytime Record Keeping Recommendations Log: o Face to face meetings should be logged in the Team Member s outlook calendar or diary o Reasons for the meeting do not need to be disclosed Page 5 of 11
Diary Notes: o Keep notes secure which can be summarised and emailed to the Dean of Students if required in the event of a significant incident or formal complaint o The Dean of Students shall log the details in the secure incidents log of StarRez o Meeting notes may be reviewed by meeting participants for accuracy Diary notes may include: o Date and time of meeting o If appropriate identity of referral (internal or external) o Summary of need o Advice given/action taken o Follow up as required or delegated Collaborative Support Network: o Inquire about other students who may be involved or affected (even if only providing support). This is done to provide collateral support as needed. o Ensure confidentiality is maintained and o Align actions with Code of Conduct Informal Procedures for Concerns, Incidents or Allegations When student/s are involved in or report an incident, the Dean of Students shall be notified. Notification will be either through the Hall Porter s report, a direct Student report, a report from a Student Leader or via a member of staff. If the student who reported the incident is not the victim, the priority is to connect with the victimised student and offer support. After the initial meeting has been conducted, it ought to be more clear what issues need to be addressed, the level of distress the student is exhibiting and the impact on their ability to cope and engage with support. What follows is how to proceed with subsequent meetings related to specific incident types. A) Mental Health Crisis and Concerns This includes and is not limited to presentations of stress, overwhelm, procrastination, burnout, worry, indecision, grief, sleep disturbance, physical illness, chronic illness, injury, panic attacks, anxiousness and anxiety disorders, depression and mood disorders, bipolar disorders, trauma, psychosis, substance use problems and disorders, gambling problems, eating disorders, nonsuicidal self injury (NSSI), suicidal ideation, or suicide attempts. General Guidelines: Provide support for the student as appropriate to the training and ability of the team member, alert the Mental Health First Aid Officer, Disability Advisor or contact Emergency Services as needed. The team member providing support shall ensure that the student is made aware of options available to them. This may include: contacting Medical services; contacting University Support Services; contacting family or friends; etc. Students who are friends with the student experiencing the crisis should also receive support from the Student Services Team. This may also involve peer/family support; college provided support; referral to professional support. Page 6 of 11
Work with the student to mitigate distress, identify goals, implement strategies and find solutions for their concerns. In Event of Hospitalization: If a student is required/requests to go to the hospital during a mental health crisis the Dean of Students shall be notified immediately. The Student Services Team will delegate an appropriate team member to stay in contact with the student while they undergo treatment. If the student wishes to return to College, maintaining contact will better facilitate re-integration into the college community. If a student wishes to return to college after having left to receive treatment, they must provide a letter from their treating doctor stating they are fit to return to College. This is also required for students leaving to receive medical treatment for physical health conditions. Hospitalization together with demonstration of adhering to treatment recommendations, including attending appointments and appropriate medication, is seen as a favourable outcome for both the College, and the student. B) Intoxication An intoxicated student may come to the attention of College staff via another student requesting assistance; through vomiting; through requesting assistance directly. Residential staff and wing leaders should take steps to ensure intoxicated person remains safe. Providing water and/or food as required. Removing other alcohol from their location. Under-age: If the student is under-age, then a member of the Student Services Team will check in with the student to determine if they were coerced or intimidated into drinking alcohol by another student. Inform the under-age student that the incident will be logged in StarRez. Reassure the student that the StarRez incident log is confidential and secure. If the under-age student was coerced or intimidated into drinking, then the procedure regarding Harassment/Intimidation/Bullying shall be followed. Legal-age: If the student is over-age but was engaging in behaviour in breach of College Alcohol Policy organising drinking games, providing alcohol to those under-18, or encouraging drinking to excess they shall be referred to the Dean of Students. A review into the student s overall conduct and behaviour at college may be conducted. Students who have been found to be in breach of the College s Alcohol Policy may be suspended or asked to leave College. C) Harassment, Intimidation and Bullying (including through social media) The complainant may be directly involved or a witness to distressing behaviour. Often they will express concern about their disclosure having negative consequences on the alleged perpetrator, who may be a peer in College. They may be concerned about experiencing victimization and Page 7 of 11
blame. They may feel reasonably confident in the issue being resolved informally. The primary aim of an informal approach to this type of incident is managing potential distress or trauma without engaging an investigation of the allegation to determine the degree to which the complaint is substantiated. Ensure the complainant is aware they can remain anonymous and their confidentially will be respected at all times. The team member providing support shall ensure that the complainant is made aware of options available to them this may include: informal procedures; contacting the police; contacting medical services; making a formal complaint to College; making a formal complaint to the University; mediation; etc. If they choose to attempt to resolve the situation informally, ensure the complainant is aware they can make a formal complaint at any stage and will continue to receive support from College staff. The team member providing support shall ensure that the complainant is aware that College will log the incident adhering to confidentiality and will honour the wishes of the complainant regarding proceeding towards resolution. If the complainant is unwilling to provide a written complaint, the diary notes of the member of staff providing support shall be used in the StarRez incident log. Reassure the student that the StarRez incident log is confidential and secure. The content of the incident log will be referred to when informing disciplinary action as a result of a formal review. Formal Procedures for Complaints or Incidents Persons directly involved, collaborative support or witnesses to harassment, intimidation, bullying, physical assault, sexual harassment and sexual assault can make formal complaints to College. A person does not need to be resident in the college to lodge a formal complaint. With these types of incidents the complainant will be encouraged to provide a written complaint to College in order to investigate the allegation and determine the extent to which the complaint is substantiated. When there is a formal complaint, the Dean of Students shall begin an investigation to identify the nature of the incident, those involved, and potential responses. Providing on-going support to those involved is paramount and as such the Dean of Students shall ensure the complainant/s and alleged perpetrator/s have access to appropriate support throughout the process by designating team members independent of the investigation procedure. The Dean of Student Services will log details of the incident and investigation in StarRez and ensure follow up has been completed sufficiently. General Guidelines: If the complainant decides to pursue informal options 1, they retain the right to make a formal complaint at any time. If the complainant has decided to make a formal complaint, explain to the complainant that they may or may not choose to participate in the investigation at any stage. 1 Note: Informal Resitution/Resolution is not an option in cases involving Physical and/or Sexual Assualt. Page 8 of 11
The team member providing support shall ensure every effort is taken to prevent negative victimisation as per College policy. The parties involved are permitted to have a support person, advocate or other representative accompany them to any interviews or meetings. The parties are entitled to review the diary notes and acknowledge that they are accurate. Supporting Team Member (non-investigative role): The Supporting Team Member shall ensure that the victim is aware that the incident will be logged and that they are assured of confidentiality; The supporting Team Member will advise that their role is one of support but not formal advocacy. The Supporting Team Member shall ensure that the victim is made aware of options available to them. This may include: contacting the Police; contacting medical services; making a formal complaint to College; making a formal complaint to the University; mediation; informal process etc. The Supporting Team Member shall arrange for follow up with the victim either in the form of meetings or communication via phone, text, or email. The Supporting Team Member will attend appointments, medical services or police with the victim as requested or warranted. Recommended sequence of events (as per HREOC) Complainant is interviewed and the allegations are particularized in writing. Allegations are conveyed to the alleged perpetrator in full. Alleged perpetrator is provided with opportunity to respond and defend themselves. If there is a dispute over facts, statements from any witnesses and other relevant evidence is gathered. A finding is made as to the degree the complaint is substantiated. The Dean of Students will complete a written report documenting the investigation process, the evidence, the finding and recommended outcome/s to be submitted to the Provost and CEO or appropriate decision maker. Recommended outcome/s is implemented or an alternative course of action may be offered for review. A) Physical Assault Offer first aid treatment and contact emergency or police services as warranted. If the victim is unwilling to provide a written complaint, the diary notes of the member of staff providing support shall be used in the StarRez incident log. Reassure them that the StarRez incident log is confidential and secure. If the victim has decided to make a formal complaint, arrange for them to meet with the Dean of Students promptly and attend the initial interview. Page 9 of 11
B) Sexual Harassment If the complaint is made to a member of staff who has not received the appropriate training, they shall immediately contact the Sexual Harassment Officer and the Dean of Students. Appropriately trained staff shall provide support for victim/s as appropriate. If the student indicates, this may involve peer support; college provided support, referral to professional support. Ensure the victim is aware they can remain anonymous and their confidentially will be respected at all times. C) Sexual Assault Offer comfort and first aid treatment. Contact emergency or police services as prompt medical assessment is important. If the complaint is made to a member of staff who has not received the appropriate training, they shall immediately contact the Sexual Harassment Officer and the Dean of Students. Appropriately trained staff shall provide additional support for victim/s as appropriate. If the victim is unable to provide a written complaint, the diary notes shall serve in place of the complaint, until the victim can make an informed decision about how they wish to proceed. When appropriate, the victim will be informed that college will log the incident and may investigate it to the degree that there may be a safety concern for other members of the college community. Their confidentiality and privacy is of top priority. Assure the victim that their wellbeing is of paramount importance and they may or may not choose to participate in the investigation at any stage. Page 10 of 11
Appendix Internal Support Services In case of emergency (after hours) notify the hall porter/night staff (07) 3871 9100 External support services Lifeline (24 hours): Ph 131114 Suicide Call Back Service (24 hours): Ph 1300 659 467 Domestic Violence Helpline (24 hours): 1800 811 811 (womensline) or 1800 600 636 (mensline) Alcohol and Drug Information Service (24 hours): Ph 1800 177 833. 1800 Respect (24 hours): Ph 1800 737 732 UQ Student Services: Ph. (07) 3365 1704 Website: http://www.uq.edu.au/student-services/ UQ Disability: Ph: (07) 3365 1704 Website: http://www.uq.edu.au/student-services/disability Medical Centre Telephone Numbers University Health Service 07 3365 6210 Security - Medical Emergency Response Unit 07 3365 3333 St Lucia Family Practice (The Ville ) 07 3371 8662 or 07 3870 2020 245 Hawken Drive, St Lucia Monday to Friday: 9.00am 5.30pm Saturday: 9.00am 12.00 noon Taringa 7 Day Medical Practice 07 3870 7239 15 Morrow Street, Taringa 7.00am 12.00 midnight Indooroopilly Day and Night Medical Centre 07 3878 3733 66 Station Road, Indooroopilly Monday to Friday: 7.00am 8.00pm Saturday: 8.00am 1.00pm Page 11 of 11