Indicator 3.12.8

Employee representation is freely chosen or elected by their peers without interference from management.
The UoC staff may wish to have employee representation in the form of a committee to support the grievance mechanism. In this case, the committee:
- can vary in size depending on the size of the UoC
- should include representation for diverse groups and consider the needs of vulnerable groups. For example:
  - ensuring a representative number of men and women
  - ensuring that migrant employees are included
  - if the UoC is unionised, a member of the Trade Union should be included.
The UoC staff may wish to have employee representation in the form of a committee to support the grievance mechanism. In this case, the committee:
Employee representatives:
- have been trained and are knowledgeable about the business and common grievances that occur
- understand human rights issues including labour rights, community rights, and Indigenous peoples’ rights, as applicable
- are seen as accessible and impartial
- have appropriate skills and authority level to investigate and resolve grievances, and where appropriate, facilitate dialogue, remedy and identify areas of improvement
- are protected from any reprisals, particularly where they are involved in sensitive issues.
- The same employee representation may also take on the role of supporting the implementation of the human rights policy (see indicator 3.1.3).

evidence of training for employee representatives on the relevant topics
clearly documented roles and authority levels needed for employee representatives
job descriptions for employee representatives
records of employee representative selection process
minutes of any committee meetings.