Swinburne University

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Swinburne University
Boundaries of acceptable behaviour

• Roman Ruzbacky 9214 4804

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Contacts

• Roman Ruzbacky
• Human Resources Consultant (EEO) 9214 4804
  Mobile [phone]
• Jan Edwards
• Manager of Student Equity 9214 8852
• Discrimination/Harassment Advisors
• http//www.swinburne.edu.au/corporate/hr/equity/wh
  o_to_speak_to/advisors.htm
• New Swinburne EEO Web Pages
• http//www.swinburne.edu.au/corporate/hr/equity/

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Some Recent Trends (on the radar)

• Student to student bullying, student to teacher
  bullying
• Aggressive emails to other students or teachers
• Bullying via technology SMS, internet
• Inappropriate behaviours and language
• Derogatory behaviour towards women (sexual
  harassment)
• Ganging up and dominant cliques
• Racism/ Religious intolerance/Conflict based on
  ethnicity

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Possible factors that may lead to unreasonable
behaviour?

• Unintentional bullying/discrimination
• Communication, Self Interest, Agendas, Vexatious
  complaints
• Personal welfare. What happens outside of study?
• Non-disclosure of disability, mental illness or
  learning difficulties
• High support need students
• Financial Situation
• Cultural complexities/ Class environment

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Possible factors that may lead to unreasonable
behaviour?

• High to unreasonable demand on levels of service
• Perceived workloads and time management
• Students not being clear about core requirements
  of course (integrity of the course)
• Parents
• Generational issues
• General decline of behaviour?
• Reality of doing work?

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Fun in the workplace

• Why cant we have fun in the workplace any
  more?
• You cant say or do anything anymore!
• Its all too politically correct!
• Its all become too sterile.
• Why cant we do/say this in the workplace
  when it happens everywhere else?
• (Language, Assumptions, Change Challenge)

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What can go wrong?

• Blurred lines (counselling/ friendships/ meeting
  place/ after hours/ email correspondence)
• Situation escalating not nipping behaviours in
  the bud or ignoring situation
• Personal well being of teacher or student,
  stress/ time/ loss of control
• Damage to personal and/or professional reputation
• Not following process or procedural fairness (eg.
  confidentiality, natural justice, consent, no
  further action)
• Complaints going to EOC VIC Commission or
  WorkSafe

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Objectives of awareness raising

• Demonstrate our duty of care to staff and
  students. (where does it extend?)
• Meet our legislative requirements under vicarious
  liability.
• Ensure students understand the ramifications of
  inappropriate, discriminatory and bullying
  behaviour.
• Provide genuine support and tools for
  teachers/staff/students in dealing with these
  issues.
• Educate staff and students about equity issues
  and acceptable behaviours.

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Objectives cont.

• Provide a uniform and consistent message and
  advice on equity related issues
• Promote acceptable standards of behaviour at
  Swinburne.
• Continue to encourage students to seek support.
• Ensure complaints process for students highlights
  good complaints process handling.

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Occupational Violence

• Any incident where an employee/student is
  threatened or physically attacked (criminal
  proceedings)
• Security 9214 3333
• OHS Consultant 9214 4616
• Examples
• striking, scratching, biting, spitting or any
  other type of direct physical contact
• throwing objects
• attacking with any type of weapon
• pushing, shoving, tripping or grabbing
• any form of indecent physical contact or sexual
  harassment

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Swinburne Policies

• General Grievance Students
• http//ppd.swinburne.edu.au/stuinf/GeneralGrievanc
  eStudents.htm
• Anti Discrimination
• Sexual Harassment
• Bullying and Violence in the Workplace

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Options for complaint resolution

• 1. Self management
• 2. Informal Complaint
• Discrimination/Harassment Advisor
• Course Coordinator
• Human Resources Consultant (EEO)
• Manager of Student Equity
• Swinburne Student Amenities Association
• OHS Consultant
• 3. Formal complaint

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Complaints

• Procedural Fairness
• Natural Justice / Confidentiality/
  Defamation/Consent
• Documentation
• Summary of behaviour/ Effect on person/ Outcomes/
  Examples
• Proactive steps (preventative if possible)
• Eg. Record/Time keeping. Meetings. Agendas.
  Collective. Support Networks. Focus on behaviour
  and organisations expectations.
• Taking the emotion out. Taking you time.

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Resolution what can be done?

• Requesting Bullying/Harassment to Stop
• Clear Boundaries
• Clearly defined roles and responsibilities
• Separation
• Mediation by an independent body
• Appropriate action (training, discipline,
  counselling)
• Apology
• Education Awareness

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Contacts

• Victorian Equal Opportunity and Human Rights
  Commission
• http//www.humanrightscommission.vic.gov.au/Home.a
  sp
• Level 3/380 Lonsdale St, Melbourne 9281 7111
• Victorian WorkCover Authority
  www.workcover.vic.gov.au 9641 1444