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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 […]

Feb 25

The Importance of Being Prepared & Taking a Trauma Informed Approach

By Kristina Jaks, Worklogic Consultant Last week a young woman came forward and disclosed details of a serious sexual assault, a rape, that she alleged occurred in her workplace in early 2019.   Ordinarily, this may not get much media coverage.  In this instance, her place of work ensured her story would be front page news. As the […]

Dec 02

Procedural fairness in investigations of reportable conduct allegations

A reportable conduct investigation is necessarily different, and can sometimes be more complex to navigate, than other types of workplace investigations. In a reportable conduct context, it is obviously imperative that the investigator ensures all children are provided the opportunity to be involved (unless there is a very good reason that they are not) and […]

Nov 25

Toxic at the Top: What to do when your Leadership is Rotten

Have you ever left a job because of rotten management? It is one of those intractable problems many people face over their working life: “I don’t want to have to leave but I cannot see a way around the awfulness of continuing to work here.” Changing jobs (supposing alternatives are available) is a stressful business. […]

Oct 28

Dealing with ‘he said, she said’ situations when investigating complaints

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 […]

Sep 16

How to support vulnerable participants during a workplace investigation

“Hard on the problem, soft on the people”. It’s a well-worn leadership mantra, but does it have a place in investigations? As an investigator, one of your primary goals is to ensure that you get the best evidence you can from all participants in your investigation. Being fair and objective does not preclude compassion. What […]

Sep 09

Learnings on when to investigate workplace complaints and what is reasonable management action

For more than a decade, Worklogic has had the privilege of working with a broad range of organisations and workplaces across both the public and private sectors. As well as fact finding (workplace investigations and review of critical incidents), our work has also focused on prevention and improvement, as we work with clients to improve […]

Jun 24

Inappropriate behaviour complaint

Dealing with complaints of inappropriate workplace behaviour is arguably on the list of managers least favourite tasks. However, it is important that when a complaint of inappropriate behaviour is made, the issues are addressed, as an untended complaint can often take root and grow into a much bigger issue. Increased emphasis on organisational values and […]

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