To say that a workplace investigation report is an important document is certainly something of an understatement. Following the investigation, the report will be relied upon for all manner of significant organisational decisions, tasks and action. As a result, it is essential that workplace investigators create a professional, transparent and unbiased document. ONE REPORT, MANY […]
Workplace bullying can sometimes be difficult to identify. After all, people from many different walks of life are thrown together in a working environment, and this will often result in personality clashes and natural disagreements. Not everybody in the office will be friends with each other. So how can you tell when something has strayed […]
In any workplace investigation, there will be multiple competing factors for an investigator to consider. One core issue is developing the appropriate interview strategy. Investigative interviewing requires careful consideration of the purpose of the investigation, and exactly who will be interviewed. There is also the question of tone – ensuring that the interview remains cordial […]
During the process of conducting workplace investigations, it is generally necessary to prepare letters of notification, and later, letters of allegation. We take a look at the difference between the two, and provide some tips on how to prepare these important documents. notifying the parties involved The letter of notification serves as confirmation that an […]
When conducting a workplace investigation, it is crucial to be able to demonstrate that appropriate procedures have been followed. This is essential in defending any subsequent action that may be taken. It can be helpful for employers to create an action plan utilising Terms of Reference (ToR) and the services of an external investigator to […]
Whistleblower protections have been top of mind for many Australian organisations recently, following a number of changes to the law. The Treasury Laws Amendment (Enhancing Whistle-Blower Protections) Bill 2017 is due to come into effect from July 2019. This will result in significant changes to the way whistleblowers are to be treated under a raft […]
Employers should be well aware of the legal and associated requirements that come into play when someone in the workplace raises their hand with a grievance. Complaints about unacceptable and/or inappropriate behaviour can arise from any work area, and in regard to a wide variety of issues. Grievance handling needs to be fair and consistent […]
For many employers, a workplace investigation process can appear quite challenging to navigate. Questions around the actual subject of the investigation, and who is best qualified to carry out this important task, can immediately arise. The investigation process itself is characterised by a number of important processes that are designed to reduce the risk of […]
An ever-increasing key dilemma for employers in the modern age is how to deal with the misconduct by staff through their use of social media platforms. The list of potentially offending conduct is lengthy. For example, staff might call in sick but then post details of their activities on social media. Employees could post inappropriate, […]
Employers often face a quandary in dealing with underperformers, and whether to place them onto a performance management program. It’s essential that any such move can always be considered to be ‘reasonable management action’ in response to inappropriate behaviours or inadequate or unsatisfactory performance, and not simply a way of bullying an employee. Let’s take […]