Helen Gerrard, MG Corporation Board Director (2012), explains how MG Corporation is governed She talks about how it’s changed over time and how it represents different groups through the Dawang Council “Wi...
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Home
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01 Understanding governance
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02 Culture and governance
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03 Getting Started
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04 Leadership
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05 Governing the organisation
- 5.0 Governing the organisation
- 5.1 Roles, responsibilities and rights of a governing body
- 5.2 Accountability: what is it, to whom and how?
- 5.3 Decision making by the governing body
- 5.4 Governing finances and resources
- 5.5 Communicating
- 5.6 Future planning
- 5.7 Building capacity and confidence for governing bodies
- 5.8 Case Studies
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06 Rules and policies
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07 Management and staff
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08 Disputes and complaints
- 8.0 Disputes and complaints
- 8.1 Aboriginal and Torres Strait Islander and non-Indigenous approaches
- 8.2 Core principles and skills for dispute and complaint resolution
- 8.3 Disputes and complaints about governance
- 8.4 Your members: Dealing with disputes and complaints
- 8.5 Organisations: dealing with internal disputes and complaints
- 8.6 Practical guidelines and approaches
- 8.7 Case Studies
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09 Governance for nation rebuilding
- Governance Stories
- Glossary
- Useful links
- Acknowledgements
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MAARI MA HEALTH ABORIGINAL CORPORATION
Developing a confidential, flexible and fair grievance policy
Maari Ma Health Aboriginal Corporation is a community controlled regional health service providing for the needs of Aboriginal people in far west NSW.
Maari Ma promotes a friendly and supportive workplace where staff are able to perform to the best of their ability with confidence and respect. They have a grievance policy to support staff who feel they have been unfairly treated, to work through issues and actively contribute to a resolution. Their grievance system is confidential, flexible, fair, focused on resolution and accessible to all staff. The Human Resource Manager supports staff and managers in the process of managing grievances and developing confidence and experience to appropriately respond to staff issues. Some issues which cannot be resolved internally may end up being mediated by an independent party.