Regular readers (and investigators) will know that, in a workplace investigation, findings of fact are made on the available evidence and on the balance of probabilities (‘more probable than not’). In doing so, the ideal scenario in making findings is to have ‘direct’ (eye witness) evidence that is corroborated by other evidence. Still more ideal […]
Undoubtedly one of the most frequent questions I am asked when I tell people what I do for a living, is “How do you work out who to believe?” As investigators we are asked to make findings of fact on the balance of probabilities. In considering all of the available evidence and arriving at those […]
The decision to either mediate or investigate is a choice that human resources professionals face regularly, and it is usually a matter of choosing from several pretty unpalatable options. At Worklogic, we often provide assistance to our clients in determining the best course of action for resolving conflict and complaints. What we know for certain […]
Being interviewed as part of a workplace investigation can be stressful and intimidating for everyone involved – complainant, respondent, and witnesses. Being able to have someone to support them during the interview process can provide comfort to participants. Best practice, and many workplace policies, provide for a support person to see that employee wellbeing is […]