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eWISE November 2014
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November 2014 eWISE Newsletter

Welcome to the November edition of eWISE.

This month I’d like to say a special thank you to the ICAC and the organisation team for the 10th National Investigations Symposium. It was a great event this year with many excellent presenters and it provided a fantastic opportunity for our community of investigators to come together and learn from each other.

In other news, the new Disability Inclusion Act 2014 will soon come into force, bringing changes to the NSW Ombudsman Act 1974. I have attached an information sheet about the changes for easy reference. 

We have also set our diary for courses available in 2015.


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The Cost of Ignoring Verbal Reports of Sexual Harassment

By Harriet Stacey

In Trolan v WD Gelle Insurance and Finance Brokers, the plaintiff was awarded damages in the order of $733,723 as a consequence of sexual harassment and bullying in the workplace. She had verbally informed her employer of the issues, without response. We look at the lessons around duty of care and the validity of verbal notifications provided to employers. Read more here

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Investigating Fraud? When Do You Have to Tell the Respondent?

By Harriet Stacey

Many workplace investigations require examination of highly sensitive issues. In cases of fraud allegations, establishing the best time and context to tell the respondent will require an objective assessment of the situation. Considering the stakes, investigators of workplace fraud can achieve the best outcome via good preparation and a cool head. Read more here.

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Shades of Grey: Raunchy Material and the Lessons From Shea

By Harriet Stacey

In Shea v Energy Australia Services Pty Ltd, Federal Court Justice Jessup demonstrated particular disapproval for the manner in which sexual text evidence had been obtained and utilised by the applicant. In arriving at his costs ruling in favour of the respondent, Justice Jessup admonished the applicant for her ‘unseemly’ behaviour in this respect. It certainly provides workplace investigators with pause for thought if obtaining information by irregular means. Read more here.

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Is an Employee Obliged to Divulge Facts About Their Partner?

By Harriet Stacey

In the recent case of Lakatos v Termicide Pest Control Pty Ltd, the FWC found that an employee was obliged to provide information about her partner when requested to do so by her employer. Her dismissal was not unfair, due to her refusal to cooperate. Read more here.

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International Investigative Interviewing Conference 2015

Location: Melbourne
Date: 22-26 June 2015

For more information

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No2Bullying Conference 2015

Location: Gold Coast
Date: 29-30 June 2015

For more information

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AHRI National Convention 2015

Location: Melbourne
Date: 25-28 August 2015

For more information

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Australian Public Sector Anti-Corruption Conference 2015

Location: Brisbane
Date: 17-19 November 2015

For more information


 
   
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