Investigations
Investigations of student conduct are lead by our Student Investigation and Resolution Team (SIRT).
The Student Conduct Procedure outlines the process and is intended to ensure that investigations and outcomes are fair, proportionate and reasonable for all involved, reflecting established principles of natural justice while treating everyone with dignity and respect.
The proportionality of any action taken by the University, including disciplinary proceedings, will be determined by factors such as severity, intent, and impact. The University will consider the impact the investigation will have on those involved and will ensure appropriate support is provided to all parties.
At all stages of the conduct process, decisions will be based on the evidence available and the balance of probability. It is for the University to satisfy itself that it is more likely than not that the alleged misconduct occurred. Conduct Officer(s), the University Conduct Committee and the Appeal Committee will accept the explanation they believe is most likely to be true based on the evidence and the testimony of involved parties. In determining the appropriate penalty, the Conduct Officer(s), the University Conduct Committee and the Appeal Committee may consider the impact on the Reporting Party and any mitigation presented by the Reported Student.
Staff involved in disciplinary proceedings, including Conduct Officer(s) delegated to investigate reports or staff and students representatives appointed to serve on Committees shall be properly trained. Conduct Officer(s) will record decisions made in the course of the investigation and keep an accurate record of the evidence obtained, including how and when it was obtained.
The University has signed the Can't Buy My Silence pledge and has made a public commitment to never using non-disclosure agreements (NDAs) to silence people who come forward to raise complaints of sexual harassment, abuse or misconduct, or other forms of harassment and bullying.
Investigations involving conduct of staff members are supported by the People Directorate.
The resolving grievances at work policy outlines the process and is intended to ensure that investigations and outcomes are fair, proportionate and reasonable for all involved, reflecting established principles of natural justice.
Formal grievances and appeals are investigated independently, impartially and objectively, by an appropriate manager with no prior involvement in the matter. They must disclose any potential conflict of interest and should establish the facts of the case through:
- Careful analysis and clarification of all evidence presented by the grievant
- Identification of relevant witnesses for interview.
- Preparing in advance of meetings: considering the objectives of the discussion, preparing relevant questions, and identifying any other evidence and/or documentation to be referred to.
- Documenting the investigation in a report which ensures: all points and evidence in the grievance are clearly laid out and addressed through the investigation, and the findings, outcome(s) reached, and recommended action(s) (with timeframes where relevant) are detailed.
Additionally, witness statements should normally not be set aside due to the importance of fairness and transparency throughout the process.
Any conclusions will be fair, proportionate and appropriate.