SDG 8.2.8

Sunway University has established a formal grievance and appeal mechanism through Employees Grievance Procedures (2018, reviewed 2025) and Grievance Resolution Policy (2009, reviewed 2024) that provide clear procedures for employees to raise, appeal, and resolve workplace concerns in a fair and timely manner. The policy covers issues related to employee rights and workplace conduct, ensuring access to an impartial process for addressing and appealing work-related grievances. This mechanism reflects the University’s commitment to equitable treatment, fair labour practices and a harmonious work environment.

Employees Grievance Procedures (2018, reviewed 2025)

The grievance and appeal process follows a structured, multi-stage approach designed to ensure transparent and just resolution of employee concerns:

Preliminary Action: 
Employees are encouraged to resolve issues directly with the person(s) involved before initiating formal procedures.

Step 1 – Advice from Head of Department (HOD) / Head of Centre (HOC) / Dean
The HOD, HOC, or Dean listens to the employee’s concern and takes appropriate action to attempt resolution at the departmental or faculty level.

Step 2 – Conciliation by Senior Officer

• If unresolved, the matter is referred to a senior officer such as the Provost, Pro-Vice-Chancellor, or Head of Human Resources (or nominee).
• The senior officer reviews relevant information, meets involved parties separately or jointly, and advises findings and proposed actions.
• The Human Resources Department assists in implementing agreed actions and monitors compliance to ensure no discrimination occurs against the complainant or respondent.

Step 3 – Referral to the President or Nominee (Final Stage)

• Unresolved cases are referred to the President or nominee, who convenes a Grievance Resolution Committee (GRC) comprising senior management representatives. The GRC investigates the complaint, determines the facts in dispute, and recommends appropriate actions.
• Findings and resolutions are reported to the President, and both parties are informed of the outcome.
• The GRC oversees the implementation of approved actions as practicable.

Throughout the process, confidentiality, impartiality, and protection from retaliation or discrimination are upheld to ensure fairness and maintain a respectful workplace environment.