Grievance and Complaints Procedure
Version: 1.0
Effective: 1 July 2026
Owner: Jodie Bricout, Chief Strategy and Commercial Officer
1. Purpose
Adelitics Pty Ltd (ACN 665 405 569) is committed to resolving workplace issues promptly and fairly. This procedure gives employees a clear pathway to raise concerns, whether about their employment conditions, relationships at work, or how a policy or decision has been applied.
Raising a concern is not something to be discouraged. It is far better for issues to be surfaced and addressed early than to fester and escalate.
2. Scope
This procedure applies to grievances raised by employees about matters including:
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The application of Adelitics policies or employment conditions
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Interpersonal conflict or relationship issues at work
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Concerns about how they have been treated by a manager, colleague or client
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Decisions affecting their employment
Allegations of bullying, harassment or discrimination should also follow this procedure but may run concurrently with the processes in the Bullying, Harassment and Respect at Work Policy and the Equal Opportunity Policy.
3. Principles
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Issues will be addressed promptly: acknowledgement within two business days, initial response within five
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The process will be fair to all parties
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Confidentiality will be maintained as far as possible
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No one will be penalised for raising a genuine concern in good faith
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Where possible, resolution will be sought at the lowest appropriate level
4. Step 1 Direct Discussion
Where you feel comfortable doing so, the first step is to raise the issue directly with the person involved. This is often the quickest and most effective way to resolve a misunderstanding or minor issue.
If you would like support with this conversation, speak to Jodie Bricout or Mark Stephens in the first instance.
5. Step 2 Formal Grievance
5.1 How to raise a formal grievance
Put your grievance in writing and provide it to Jodie Bricout. Your written grievance should describe:
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The nature of your concern
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The relevant facts and when they occurred
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What outcome or resolution you are seeking
If your grievance involves Jodie Bricout, direct it to Mark Stephens instead.
5.2 What happens next
Adelitics will:
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Acknowledge receipt of your grievance within two business days
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Meet with you to discuss the matter and understand your concerns
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Investigate as necessary. This may involve speaking to other parties
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Provide you with a written response within ten business days where possible, or advise you of the expected timeframe if longer
5.3 The respondent
Where your grievance involves another person, that person will be notified that a concern has been raised and given a fair opportunity to respond. The details of your grievance will be shared only to the extent necessary to investigate and respond fairly.
6. Step 3 Escalation
If you are not satisfied with the outcome of Step 2, you may request that the matter be reviewed by a director not involved in the original decision. Bring any new information or the basis of your dissatisfaction in writing.
Adelitics will respond to an escalated grievance within ten business days of receiving the escalation request.
7. External Options
At any point, you may also seek resolution through external channels, including:
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Fair Work Commission for disputes about NES entitlements, general protections, or unfair dismissal (where eligible)
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Equal Opportunity Commission of South Australia for discrimination or harassment complaints
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SafeWork SA for work health and safety concerns
Using this procedure does not prevent you from accessing external channels, and using external channels does not prevent you from using this procedure.
8. Protection Against Retaliation
Adelitics will not tolerate any retaliation against an employee who raises a grievance in good faith. Retaliation is itself a breach of Adelitics' policies and will be treated as a disciplinary matter.
9. Record Keeping
Records of formal grievances and their outcomes will be kept confidentially by Jodie Bricout and retained for at least seven years.