1. A member of the Personnel Department will act as Secretary to the Grievance Committee and will as appropriate give advice to the Chair of the Grievance Committee.

2. The Grievance Committee shall in all cases act independently and impartially. Rules of confidentiality shall apply throughout the proceedings. The Grievance Committee, at its discretion, may decide other matters of procedure and evidence not detailed here.

3. The Grievance Committee will hold a hearing where parties to the grievance may provide written and oral evidence and witnesses may be called. The Grievance Committee is empowered to decline to entertain written evidence from a witness where it cannot be shown to the satisfaction of the Grievance Committee that the purported evidence is germane to the case under consideration.

4. Parties to the grievance may be accompanied or represented by an Officer or Official of a recognised trade union, or by a friend or other representative.

5. The parties will be given written notice fourteen days before the hearing takes place. All written evidence will be circulated prior to the hearing. The Grievance Committee will complete the hearing as expeditiously as possible, normally within six weeks.

6. Although it is not formally required of the Grievance Committee, and does not form part of its function as prescribed by the Statutes Section 31, it may be that after hearing the evidence the Grievance Committee will attempt to conciliate between the parties. However if this is not appropriate or fails, action will be taken under paragraph 7 below.

7. The formal requirement laid on the Grievance Committee by the terms of the Statutes Section 31 is to inform the Council as to whether the grievance is or is not well founded. If it is well founded, the Grievance Committee shall make proposals for redress of the grievance as it sees fit and report its findings to the Council or to the Chair of Council who may act on the Council's behalf.

8. The Chair of the Grievance Committee will act on behalf of the Council and will notify the parties to the grievance as to the outcome.

9. No appeal shall be available against the findings of the Grievance Committee.

3.2 Disciplinary Tribunal (Statutes Section 31, paragraph 17)

1. The procedure shall ensure:
   1. that the member of staff concerned is entitled to be represented by another person, whether such person be legally qualified or not, in connection with and at any hearing of charges by a Tribunal;
   2. that a charge shall not be determined without an oral hearing at which the member of staff concerned and any person appointed by him or her to represent him or her are entitled to be present;
   3. that the member of staff and any person representing the staff member may call witnesses and may question witnesses upon the evidence on which the case against him or her is based; and
   4. that full and sufficient provision shall be made for postponements, adjournments, dismissal of the charge or charges for want of prosecution, remission of the charge or charges to the Vice-Chancellor for further consideration and for the correction of accidental errors.

2. The Secretary and Registrar or another officer appointed by the Vice-Chancellor shall act as Secretary to the Disciplinary Tribunal. A member of the Personnel Department shall be available to give advice to the Chair of the Disciplinary Tribunal as appropriate.

3. The Disciplinary Tribunal will complete the determination of charges as expeditiously as possible, normally within six weeks of the commencement of the hearing.