The Complaint Letter About Harassment is a crucial document used in Australian workplaces when formal documentation of harassment incidents is required. It serves as an official record and initiates formal proceedings under various Australian laws, including the Sex Discrimination Act 1984, Fair Work Act 2009, and state-specific legislation. This document should be used when informal resolution attempts have been unsuccessful or when the severity of the harassment warrants immediate formal action. The letter must include specific details about incidents, their impact, previous actions taken, and desired outcomes. It's essential for establishing a paper trail and ensuring compliance with legal requirements for harassment complaints in Australian jurisdictions. The document can be submitted to various authorities including internal management, human resources departments, or external bodies such as the Australian Human Rights Commission.
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1. Recipient Details: Full name, title, and address of the person or organization to whom the complaint is directed
2. Subject Line: Clear identification that this is a formal harassment complaint
3. Introduction: Writer's identification and role/relationship to the organization or context where harassment occurred
4. Details of Harassment: Specific incidents with dates, times, locations, and descriptions of what occurred
5. Impact Statement: Description of how the harassment has affected you personally, professionally, or emotionally
6. Previous Actions Taken: Documentation of any prior attempts to address the issue informally or through other channels
7. Requested Action: Clear statement of what outcome or resolution you are seeking
8. Closing: Professional closing with expected timeframe for response and your contact information
1. Witness Information: Include when there are witnesses to the harassment incidents who can corroborate your account
2. Legal Rights Reference: Include when you want to specifically reference relevant laws or workplace policies that have been violated
3. Safety Concerns: Include when there are immediate safety or well-being concerns that need to be addressed
4. Medical Impact: Include when the harassment has resulted in documented medical or psychological effects
5. Union Representative Details: Include when you have union representation involved in your complaint
6. Confidentiality Statement: Include when you need to specifically request confidential handling of the complaint
1. Evidence Log: Chronological list of all harassment incidents with detailed information
2. Communication Records: Copies of relevant emails, messages, or other communications related to the harassment
3. Witness Statements: Written statements from witnesses who observed the harassment
4. Medical Documentation: Copies of medical records or psychological assessments if relevant
5. Previous Complaints: Copies of any previous formal or informal complaints made about the same issue
6. Photo/Video Evidence: Any visual evidence of harassment incidents where available
7. Policy Documents: Relevant workplace policies, codes of conduct, or procedures that have been violated
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Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Risk Management
Ethics and Governance
Workplace Health and Safety
People and Culture
Industrial Relations
Management
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Human Resources Director
Compliance Officer
Employee Relations Manager
Workplace Health and Safety Manager
Department Supervisor
Line Manager
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Diversity and Inclusion Manager
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Risk Management Officer
Employee Assistance Program Coordinator
Union Representative
Workplace Investigation Officer
Ethics Officer
Training and Development Manager
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