Jun 30

Why can’t I be a secret witness? Confidential vs anonymous in workplace investigations

The ideal workplace investigation is conducted confidentially. Complainants, respondents and witnesses are asked to not discuss their involvement in the investigation process or anything that is discussed with others at the workplace, with the exception of human resources representatives or a support person. Participants are asked to observe confidentiality so that each person provides their […]

Jun 17

[WEBINAR ON DEMAND] Essential Skills for Managers – How to fix a dysfunctional team

Do you manage a dysfunctional team or support managers in trying to fix dysfunctional teams in your role? If so this webinar is a must for you. In this webinar, Principal Consultant, Simon Thorne will discuss what causes dysfunction in teams and how to fix it as detailed in the Fix Your Team book, written by […]

Jun 10

Updates to Whistleblower policy and the benefits of an independent reporting service

Serious complaints of inappropriate behaviour are often not reported because employees don’t feel comfortable or secure to report to a manager. The earlier a complaint is received, the quicker it can be dealt with and often the outcomes are far more beneficial. Investigations Support Officer, Emine Yavuz discusses how an independent whistleblowing service should be a […]

Jun 02

Determining the scope of your investigation – what to do if you to have too many allegations.

Commonly employees present complaint documents which describe the alleged behaviour in broad terms (“I have been subject to constant bullying behaviour”), employing emotive language to describe the behaviour and the impact that it has had on them.  Whilst this is to be anticipated and is perfectly reasonable way to raise a workplace complaint, that document […]

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