Guiding Principles
  • Both complaint and response should be timely and clearly documented.
  • Procedures should be transparent, while seeking to preserve the dignity of all concerned.
  • All parties have the right to be heard in a manner that is fair and follows the principles of natural justice.
  • Complaints should be resolved / dealt with at the lowest administrative level possible.
  • Restorative practice should inform our actions.
  • All parties should have a right of appeal if these principles have not been followed.

Complaints Against Staff

1   All serious complaints shall be presented in writing. 
     The principal's secretary is available to document a complaint, in confidence, if required.
     Serious complaints include those
  • by parents against teachers, boarding supervisors or other staff regarding treatment of students;
  • alleging any criminal conduct or unlawful activity;
  • alleging harassment of any kind;
  • against the Principal, which shall be addressed and referred to the Board.
2    Less serious complaints may be received verbally by the Principal, Deputy Principal, Assistant Principal,
      Director of Boarding or Dean. Where possible the matter should be resolved at the lowest administrative level.         
      When a less serious complaint has been received by a staff member other than the Principal, the Principal will be 
      informed of the issue and proposed resolution plan for ratification.

3    All serious complaints, except in exceptional circumstances (e.g. complaints against the Principal) are          
      referred to the Principal, who will: 
  • comply with the terms of any applicable employment agreement and workplace policies(taking professional advice where necessary); AND 
  • if appropriate in the circumstances, arrange for the issue to be mediated (whether by the Principal or some other person) to the satisfaction of all parties, or adjudicate on the complaint; AND/OR 
  • refer the complaint to the appropriate Board providing a report with all relevant information affecting the complaint. 
4    If any party is dissatisfied with the result of the Principal's adjudication, that party shall refer the complaint to the     
      appropriate Board. 

5    Any complaint referred to a Board will be: 
  • dealt with in-Committee; 
  • considered on the information presented in writing; 
  • either concluded, with no further action taken, or referred to the Personnel Committee. 
6    If a complaint includes an allegation of unlawful conduct (e.g. assault, dishonesty, sexual misconduct or misuse
      of  drugs) by a staff member, then, subject to the terms of any applicable employment agreement and workplace    
      policies, after taking professional advice, the Board may suspend the staff member pending the outcome of any 
      investigation into the allegation. 

7    After a hearing the Personnel Committee may: 

      (a) find the complaint not established; 
      (b) find the complaint established and recommend that the Board: 
  • take no further action; 
  • reprimand the staff member; 
  • warn the staff member; 
  • institute a programme of restitution and/or counselling; 
  • suspend the staff member; 
  • dismiss the staff member.