Global Therapy Training (GTT) is committed to maintaining a safe, respectful, and supportive online learning and working environment for all staff, students, and visitors/guests. This combined Harassment, Grievance, and Disciplinary Policy sets out the process for addressing harassment, grievances, and inappropriate conduct. It also provides a clear structure for disciplinary actions related to violations of these policies.

1. Policy Overview

GTT is dedicated to addressing and resolving any issues of harassment, bullying, victimisation, or grievances. In cases where individuals fail to adhere to GTT's standards of conduct, disciplinary actions will be initiated to ensure a respectful and safe environment for everyone.

2. Disciplinary Policy

The Disciplinary Policy applies to all GTT staff, students, and visitors/guests, covering inappropriate behaviour in an online environment, including but not limited to harassment, bullying, and grievances. Disciplinary procedures aim to correct misconduct and protect the wellbeing and rights of individuals within the GTT community.

3. Categories of Misconduct Misconduct that may trigger disciplinary action includes:

• Harassment: Any behaviour that creates an intimidating, hostile, or degrading environment for others (e.g., offensive comments, inappropriate digital communication, etc.).

• Bullying: Repeated offensive, malicious, or insulting behaviour that undermines or intimidates another individual or group.

• Victimisation: Subjecting someone to detriment for making, or being perceived to have made, a harassment or grievance complaint.

• Discrimination: Treating someone unfairly based on their race, gender, disability, sexual orientation, religion, or any other protected characteristic.

• Grievances related to unfair treatment: Failure to resolve issues informally or through the grievance process, if they involve breaches of policy or procedure.

• Unprofessional Behaviour: Any behaviour that is disruptive, unprofessional, or detrimental to the online learning or working environment.

• Violation of GTT’s Code of Conduct (including online): Failure to adhere to GTT’s code of conduct when interacting online (e.g., inappropriate use of social media or digital communication tools).

4. Procedure for Disciplinary Action

Disciplinary actions will follow a fair and transparent process, ensuring the rights of both the complainant and the respondent are respected.

A. Investigation Process

1. Initial Report:

If a report of misconduct, harassment, or grievance is received, an investigation will be initiated. Reports can be made informally or formally as per the procedures outlined above.

2. Investigation:

o The appointed investigator(s) (an impartial staff member) will gather information from the complainant, the alleged harasser/respondent, and any witnesses.

o Relevant evidence (e.g., emails, chat logs, recordings) will be reviewed.

o The respondent will be given the opportunity to explain their side of the situation.

3. Confidentiality:

All parties involved will be asked to maintain confidentiality throughout the investigation process. Information will only be shared on a need-to-know basis to ensure a fair and impartial resolution.

B. Possible Disciplinary Actions

After the investigation, if the behaviour is substantiated, GTT may implement one or more of the following disciplinary actions, depending on the severity of the offense:

1. Verbal or Written Warning: A formal notice that further misconduct will result in more serious consequences. The warning will be documented and stored in the individual's file.

2. Mandatory Training or Counselling: The respondent may be required to attend training (e.g., harassment prevention, professional conduct, etc.) or seek counselling to address the behaviour.

3. Suspension: Temporary suspension from online classes, work duties, or other GTT activities for a specified period. This action may be accompanied by a requirement to attend a review meeting to discuss progress and improvement.

4. Final Written Warning: If the behaviour continues despite previous warnings, a final written warning may be issued, outlining the potential consequences if the behaviour does not cease.

5. Expulsion or Termination: In cases of serious misconduct, repeated violations, or failure to comply with previous disciplinary actions, GTT may take the final step of terminating the individual’s participation (in the case of students) or employment (in the case of staff).

o Students may be expelled from the program and removed from GTT’s online systems.

o Employees may be terminated and prohibited from accessing GTT’s resources.

6. Legal Action: In cases of severe misconduct, particularly in cases of harassment, discrimination, or other unlawful behaviour, GTT may refer the matter to external authorities for legal action or involve law enforcement if appropriate.

5. Rights of the Respondent

Throughout the disciplinary process, the respondent will have the following rights:

1. Right to be Informed: The respondent will be informed of the allegations made against them and will have an opportunity to respond.

2. Right to a Fair Hearing: The respondent is entitled to a fair hearing where they can present evidence and provide an explanation for their actions.

3. Right to Appeal: The respondent may appeal any disciplinary decision in writing within a specified period (e.g., 10 working days) to an independent review panel.

4. Right to Support: The respondent can seek advice and support from a designated support person throughout the process.

6. Sanctions for Serious Misconduct

Certain behaviours, especially those that involve serious misconduct, may result in immediate action:

• Sexual Harassment: Immediate suspension and potential expulsion/termination.

• Hate Speech/Discrimination: Immediate suspension, followed by a formal investigation and potential expulsion/termination.

• Physical Threats or Violence: Immediate suspension, with investigation and possible legal action.

7. Grievance and Appeal Procedure

1. Grievance Filing: If an individual is dissatisfied with the outcome of a harassment or disciplinary decision, they may file a formal grievance. This should be submitted in writing to a designated grievance officer.

2. Investigation of Grievance: The grievance will be reviewed and an investigation will be conducted. This may involve a meeting with the complainant and the relevant parties to ensure all sides are heard.

3. Outcome: The complainant will receive a formal written response to their grievance, including any findings and resolutions or next steps.

4. Appeal Process: Both the complainant and respondent may appeal decisions made in the grievance or disciplinary process if they believe the outcome is unjust.

The appeal must be made within a set period, such as 10 working days, and will be reviewed by an impartial panel.

Note: This policy will be reviewed periodically to ensure that it remains effective and aligns with current legal requirements, best practices, and GTT’s commitment to creating a positive and respectful online learning and working environment.