Victorian VPS misconduct policy: check the allegations, evidence and proposed outcome separately
This policy guides how Victorian Public Service employers handle allegations against employees covered by the agreement. It distinguishes an allegation from a finding and a finding from the proposed discipline. Check the policy and applicable local procedure before replying to a show-cause letter.
How it works in practice
An investigator with prior personal involvement must not conduct the investigation. Look for written allegations and particulars, the applicable rule or procedure, the right to a representative or support person, and a genuine chance to respond. If material is withheld or redacted, the question is whether the employee still has enough information to understand and answer the case, subject to the agreement’s limits.
Once findings and a proposed outcome are notified, answer both. For example, a prison officer may dispute what occurred in the first place, and separately explain why the proposed outcome would be disproportionate even if a finding stands. Save the dates and copies of each notice, and ask promptly for any missing particulars or material. If suspended, check the written reasons and the policy’s four-week review process.
Source and status
This Victorian Public Service common policy was listed as updated 23 December 2025. It guides clause 27. The Victorian Government says common policies prevail over inconsistent agency policies, while the agreement and applicable legislation prevail over the common policy. Check coverage before relying on it, particularly outside the Victorian Public Service.
Read the official policy PDF and check the common policy register. General information only.
Read the official policy PDF on this page
© Copyright State Government of Victoria. Unaltered copy of the official source PDF, reproduced under Creative Commons Attribution 4.0. Check the official source for later updates.
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