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eWISE April 2014
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April eWise Newsletter

 

WISE would  like to announce it’s new partnership with ICETS as its Registered Training Provider for 2014. ICETS will provide expert online content to the Certificate IV and Diploma programs offered by WISE – refer to our training pages for further information about upcoming programs.his months newsletter deals with sexual harassment claims both at work and via twitter feeds.

Find out the details of two recent cases plus great information about how to conduct workplace investigations and the current state of play at the FWC



 

eWISE April 2014 | WISE Workplace
harriet-stacey

 
   
 

Teacher Awarded Compensation over Twitter Defamation

 

 The district court of NSW recently ordered a student to pay $105,000 in damages to a teacher after he defamed her on Twitter and Facebook. The impact of the negative comments were devastating for the victim and led to her taking extended sick leave and only returning to work on a part time basis.

 

Posting comments on social media which could damage a co-worker’s reputation can be seen as defamation and it is something everyone should be aware of. Cyber harassment and bullying need to be taken seriously by every organisation and policies put in place to make sure that employees don’t become victims of defamation or harassment online. You can read more about the issues involved this workplace bullying case on our blog.

Read the full article

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Changes to Anti Bullying Legislation – What are the Effects so Far?

Is your workplace struggling with allegations of bullying, harassment or misconduct? In many cases hiring an external investigator is the obvious step to resolving a difficult situation or conflict.

 

There are a few things organisations should keep in mind when working with an investigator to ensure that they get the best possible result. Inaccurate decisions could lead to legal headaches so make sure your investigator has access to all the records and evidence they need and that the lines of communication are kept open throughout the process. Working co-operatively with an external investigator can help you resolve the situation quickly and reduce the long term impact of harassment, bullying and misconduct allegations on your organisation.

Read the full article

eWISE April 2014 | WISE Workplace
 
   
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No harassment, no unfair dismissal – ruling clears Energy Australia

A recent ruling on the unfair dismissal allegations of former Energy Australia employee Kate Shea found that the claims were unsubstantiated. Ms Shea was made redundant in 2012 following a series of incidents where she complained about sexual harassment both against herself and another employee and accused Energy Australia of supporting a culture which condoned sexual harassment.

 

The complaints were investigated in 2011 and the employees involved were cleared of sexual harassment charges. On March 25th Justice Julie Ann Dodds-Streeton ruled that the redundancy had been made for sound business reasons and had no connection to Ms Shea’s previous complaints against the organisation.

 

For more details about the allegations and issues  read the full article

eWISE April 2014 | WISE Workplace 1
 
   
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What are the Steps Involved in An External Investigation?

A well-managed workplace investigation is essential if you want to ensure a fair and unbiased outcome but what can employers expect when they engage an external investigator? Although every investigation is different the process is the same in most cases whether the matter concerned involved bullying, harassment or other workplace misconduct. From the initial briefing to the final report and recommendations, it’s important that a fair and transparent process is followed.

 

Our recent blog post on the investigation process offers a quick guide to the eight steps of a workplace investigation, and what to expect when an external investigator is engaged.

Read the full article

eWISE April 2014 | WISE Workplace 1
 
   
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  What's On  
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Investigating Workplace Misconduct - Advanced course run by WISE in:

Location: Melbourne
Date:
13-15 May 2014 

Location: Brisbane
Date:
10-12 June 2014 

Visit website for further details

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Workplace Bullying Conference 2014 -Transitioning towards a bully free workplace


Location: Rendezvous Grand Hotel Melbourne
Date:  21 - 22 May 2014

Visit website for further details

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9th International Conference on Workplace Bullying and Harassment - Promoting Dignity and Justice at work

Location: Milan, Italy
Date: June 17-20, 2014

Visit website for more information



AHRI National Convention 2014

Location: Melbourne Convention and Exhibition Centre
Date: 19-21 August 2014


 
   
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