Student discipline

This policy and procedure is to be used by Mathisi where a student continually breaches Mathisi rules or where a single incident is a serious breach of discipline.

Scope: This policy covers all students enrolled within Mathisi.

Definitions: Students have a right to:

  • Be treated with respect and fairly.
  • Pursue their learning activities in a supportive and stimulating environment.
  • Learn in an environment free of discrimination and harassment.
  • Privacy of their personal information and student records held by Mathisi.
  • Lodge a complaint without fear of victimisation.

Student responsibilities:

  • Treat other students andMathisistaff with respect and fairness.
  • Follow any reasonable direction fromMathisistaff.
  • Not engage in plagiarism, collusion or cheating in any assessment activity.
  • Submit assessment events by the due date or seek approval to extend the due date.
  • Behave honestly in their dealings with Mathisi.
  • Refrain from swearing.
  • Behave in a responsible manner by not:

–           Harassing fellow students or Mathisistaff.

–           Damaging, stealing, modifying or misusing property (including electronic records).

–           Engaging in any other behaviour that could offend, embarrass or threaten others. Breach of discipline means any conduct that impairs the reasonable freedom of other persons to pursue their learning or work.

A student commits a breach of discipline if they:

  • Unlawfully remove, damage or use any property of another person or Mathisi.
  • Act dishonestly in any way in relation to any courses they are currently enrolled in.
  • Fail to pay or wilfully disputes payment for any courses they have enrolled in and it is found that there is clear evidence of an enrolment.
  • Obstruct staff of Mathisi in the performance of their duties.
  • Commit or engage in any dishonest or unfair act in relation to an assessment activity.
  • Wilfully disobey or disregard any lawful order or direction given by a member of staff.
  • Fail to pay financial commitments to Mathisi.
  • Discriminate against a person on the grounds of the person’s age, race, gender, sexual orientation, transgender, marital status, physical or intellectual disability or religion.
  • Incite hatred towards, serious contempt for or severe ridicule of a person, or group of persons, on the grounds of the person’s age, race, gender, sexual orientation, transgender, marital status, physical or intellectual disability or religion of the person or members of the group.


  1. Mathisiis committed to the principle of ensuring every student has the right to participate in training programs, free of inappropriate behaviour that may impair the learning processes, or the well-being of individuals.
  2. Both staff and students have an interest and a responsibility to prevent minor behavioural problems from becoming larger ones.
  3. Attempts are to be made to solve behavioural problems of students through discussion and mediation before more formal procedures are invoked.
  4. Mathisi’s training manager may apply any of the following penalties where they are satisfied a breach of discipline has been committed and the penalty matches the seriousness of the breach:
  • A verbal or written reprimand.
  • Restitution of property removed or damaged.
  • Use of specified equipment only in accordance with certain conditions (for a set period).
  • Exclusion from Mathisi.
  • Delay issue of certificate until the student has complied with Mathisi’s order.
  1. The student may appeal the penalty under Mathisi’s customer complaint and appeals policy.


  1. A staff member who believes a breach of discipline has occurred should report the breach to Mathisi’s training coordinator without delay.
  2. The staff member must report the breach to Mathisi’s training coordinator in writing via email to:

This report must include the following particulars:

  • Student name and program.
  • Description of the breach of discipline.
  • Damage or inconvenience caused by the breach.
  • Level of cooperation given by the student.
  • Evidence available to support the claim of a breach.

Note: In situations of greater urgency, such as cheating or harassment, an oral report will be made to Mathisi’s training coordinator in the first instance, followed by the written report soon after.

  1. Within seven days of the report, the training coordinator will contact the student privately. The student will be cautioned and advised of the possible consequences and the grounds for such report. Confidentiality of this discussion will be maintained.
  2. Any penalty to be imposed will be communicated to the student in writing within 10 days of the above discussion. The student must also be advised of the right to appeal the penalty under Mathisi’s customer complaints and appeals policy.
  3. Actions taken under this policy will be documented and archived for audit purposes (in accordance with Mathisi’s privacy policy).
  4. Mathisi’s training coordinator will be the person responsible for the implementation and maintenance of the policy.
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Access and Equity

Mathisi is committed to providing all students with equal opportunity to pursue their training and development.

This policy and procedure is to be used by Mathisi to integrate access and equity principles into all training and assessment activities it conducts or is conducted on its behalf.

Scope: This policy covers all of the Mathisi’s policies and procedures and all training function activities.

Definitions: Access and equity principles include:

– Equity for all people through the fair and appropriate allocation of resources.

– Equality of opportunity for all people without discrimination.

– Access for all people to appropriate quality training and assessment services.

– Increased opportunity for people to participate in training.

Disadvantaged groups who have traditionally been underrepresented include:

  • People with a disability.
  • Women.
  • People from non-English speaking backgrounds.
  • People in rural and remote areas.
  • Long-term unemployed.


Discrimination can be direct, indirect or systemic:

-Direct discrimination: Is any action, which specifically excludes a person or group of people from a benefit or opportunity, or significantly reduces their chances of obtaining it, because their status or personal characteristics, irrelevant to the situation (e.g. gender or ethnic origin), are applied as a barrier.

-Indirect discrimination: Is the outcome of rules, practices and decisions which treat people equally and therefore appear to be neutral; but which, in fact, perpetuate an initially unequal situation and can significantly reduce a person’s chances of obtaining or retaining a benefit or opportunity. Rules, practices and decisions are applied to all groups alike but it is the very assumption of a likeness that constitutes the discrimination.

-Systematic discrimination: A system of discrimination perpetuated by rules, practices and decisions which are realised in actions that are discriminatory and disadvantage a group of people because of their status or characteristics.

Sexual harassment:

Sexual harassment is unwelcome, unsolicited and unreciprocated conduct of a sexual nature which offends, intimidates, embarrasses or humiliates a person.

Sexual harassment is not interaction, flirtation or friendship that is mutual or consensual. Sexual harassment can take many different forms – it can be obvious or indirect, physical, verbal, written or pictorial (including email, text messaging or on social networking websites), repeated or one-off and perpetrated by males and females against people of the same or opposite sex.

It is unlawful for a person to sexually harass another person in a number of areas, including employment, education and the provision of goods and services.

In some circumstances sexual harassment may be considered criminal conduct. Any established case of sexual harassment will be treated as serious misconduct.


Mathisiseeks to provide an education culture marked by mutual respect, personal dignity and support for everyone’s skills and abilities, and to encourage further learning.

Mathisisupports an environment where employees and students may reasonably expect to pursue their work in a safe and civil online workspace free from discrimination, harassment, threatening or violent conduct or offences against individuals or property.

While some bullying may involve verbal abuse, bullying can also involve overt or covert intimidation. Bullying can be carried out indirectly, for example via email.

Bullying has a negative effect on both the recipient and the Mathisicommunity who witness the behaviour. Mathisitherefore recognises the right and responsibility of individuals to raise a complaint if they are exposed to bullying behaviour, whether directly or indirectly.

Bullying is not limited to, but may include overt behaviour such as:

– Abusive, insulting or offensive language

– Behaviour or language that frightens, humiliates, belittles or degrades, including criticism that is delivered insensitively/inappropriately

– Cyber bullying

– Harassment including on the basis of race, ethnicity, sexuality or disability

– Unnecessary or degrading references to an individual’s gender/sexual diversity

– Teasing or regularly making someone the target of pranks or practical jokes

Covert behaviour that undermines or disempowers others is also bullying and may include:

– Unreasonably overloading a person with work

– Setting timelines that are difficult to achieve or constantly changing deadlines

– Setting tasks that are beyond a person’s skill level

– Ignoring a person

– Deliberately denying access to information, consultation or resources

All employees and students have a right to participate in an environment free from bullying behaviour. They also have a responsibility to uphold Mathisi’spolicy on the prevention of bullying and to comply with the relevant legislation.

Employees and students are encouraged to bring bullying behaviours to the attention of Mathisi’scomplaints manager.


  1. The aim of the policy is to remove barriers and to open up developmental opportunities for all students by creating a workplace and training environment that is free from discrimination, harassment, bigotry, prejudice, racism and offensive behaviour.
  1. All students will receive fair and equitable treatment in all aspects of training and employment without regard to political affiliation, race, colour, religion, age, national origin, gender, marital status or physical disability.
  1. A person with a disability may be excluded under this policy if the disability could cause occupational health and safety risks to the person and/or other students (in accordance with any relevant legislation).
  1. All assessors are responsible to observe and be advocates for the policy.
  1. This policy will be widely disseminated in the education industry.
  1. Mathisi’spolicies and procedures will be monitored and reviewed to ensure they recognise and incorporate the rights of individuals.
  1. Mathisi’straining manager will be person responsible for the implementation and maintenance of the policy.


  1. The policy will be included in information provided to employers, assessors and students.
  1. Mathisi’sprocedures relating to training and assessment activities will focus on objective criteria based on merit.
  1. Any person with a complaint will be directed to use Mathisi’scustomer complaints and appeals policy and procedures.
  1. Issues raised in relation to this policy will be documented and archived.
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Plagiarism and Cheating Prevention Procedure

Mathisi training and assessment staff will maintain vigilance in all assessment events against any form of plagiarism or cheating.

Plagiarism and Cheating Penalty Procedure

Students identified as engaging in any actual or suspected form of activity in plagiarism or cheating in any assessment event must be reported to the relevant Mathisi training manager immediately following the discovery of the action.

Evidence of alleged plagiarism or cheatingmust be set out in a written report which includes a detailed account of the alleged plagiarism or cheating, or actual documented evidence of the plagiarism or cheating, and be submitted to Mathisi management by the relevant training manager immediately following the receipt of the trainers report.

Plagiarism and cheating at Mathisi is defined according to a system of three levels:

Minor: Instances are deemed minor where the act may be reasonably judged to result from careless practices and/or neglect of specific guidelines relating to assessment requirements by students, whose outcome compromises the purpose of an assessment to a limited extent only.

Moderate:Instances are deemed moderate where the act may be reasonably judged to be a breach of ethical knowledge and includes (but is not limited to):

  • Moderate plagiarism
  • Recycling an item from one unit and resubmitting it in complete or substantial form for another
  • Fabricating or falsifying data, experimental results or sources of information in an assessment
  • Colluding with another student about assessable work and representing that as individual work when such collusion has not been specified as acceptable within unit outlines or other assessment requirements

Major: Instances are deemed major where the act may be reasonably judged to be a serious breach of ethical knowledge and includes (but is not limited to):

  • Cheating in assessments
  • Major plagiarism
  • Fabricating or falsifying data, experimental results or sources of information

On the receipt of the written report detailing plagiarism or cheating, Mathisi management will seek an email, Skype or telephone interview with the student or students involved in the alleged allegation.

The student interview should be utilised to advise the student or students of the allegation and of their right to state their account of the alleged offence.

In the case of a student denying their involvement in plagiarism or cheating, Mathisi management will delay any further action until the allegation is further reviewed and evidence examined.

Where the allegation cannot be substantiated by reasonable evidence, the student’s assessment outcome will be upheld.

Where the allegation is authenticated by the evidence presented, the student assessment outcome will be cancelled and the student provided with an opportunity to take responsibility for their actions and own up to the offence.

Mathisi’schief executive shall apply their own discretion as to whether the student’s enrolment should be cancelled.

Where the allegation is authenticated and the student refuses to admit their wrongdoing, the assessment outcome will be cancelled.

The chief executive shall apply their own discretion as to whether the student’s enrolment should be cancelled and a statement of attainment issued for all units of competency previously gained.

All investigations will be dealt with in a confidential manner. Student interview outcomes will be recorded in writing and placed on the student’s file, which will be stored in compliance with Mathisi’s privacy policy. Please refer to Mathisi’sprivacy policy for more information.

Should a student decide to appeal the outcome, the student’s enrolment shall be maintained during the period of the appeal and only cancelled where the student’s appeal has been decided in favour of the decision to cancel their enrolment by an independent adjudicator. Please refer to Mathisi’s complaints and appeals policy for more information.

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