In most cases, a complaint may be handled between the agent and the client and a resolution determined, such as an apology to the contractor and a promise that conditions will change through staff education and training. Most larger companies have a grievance policy already in place to handle such issues and want to know if there have been any transgressions of their staff. There are differences between federal and state legislation, such as time and compensation limits and the areas they cover. For example, only The Human Rights and Equal Opportunities Commission handles religion-related discrimination. Individuals are free to contact both appropriate bodies and respective Complaint Officers will be able to advise the best route to take.
Officers are knowledgeable, sympathetic and helpful.
In most cases, and every case is unique, an Officer will suggest steps towards resolution before a Contractor considers submitting a formal complaint and a conciliation conference arranged. As with any legal procedure, the gathering of evidence is paramount. It is prudent to keep a paper-trail of discussions, such as emails, memos, letters and witness statements. If the discrimination or harassment is of a verbal nature, do not, under any circumstances, attempt to record comments without the explicit permission of the offending individual - it s against the law. The Australian Legal Information Institute contains over 1.5 million searchable, downloadable legal documents such as Acts, Regulations and detailed closed Cases.