• «
  • 1
  • 2
  • 3
  • 4
  • 5
  • »
Aug 01

Why you can’t afford to ignore bad behaviour in the workplace

Bad behaviour and conflict are common in Australian workplaces. In a major 2016 survey, 14% of Australian workers described their workplace environment as ‘toxic’, 20% had experienced major problems in communication with a co-worker or boss, and 50% reported that they have experienced one or more serious incidents of conflict or other negative conduct at […]

Jul 25

Evolving approaches to managing workplace conflict

Eleven years on from 2007, when we first started Worklogic, it is interesting to reflect on what the evolving approaches to managing workplace conflict and complaints. 1. Workplace Investigation remains the key tool for serious allegations A solidly conducted workplace investigation has been, is, and always will be a fundamentally important response when allegations of […]

Jul 11

How to respond to a vexatious complaint

In previous blog posts we have explored the issue of vexatious complaints, and provided some key principles that should guide your approach as an employer in such situations. The recent case of Ms Linda Hanrick v Meridian Lawyers [2018] FWC 3256, decided on 5 June 2018, explored this issue, and offers a fresh example for […]

Jul 04

Recording Work Conversations

Secret recordings of conversations at work are becoming increasingly common.  As mobile phones become ubiquitous, the ability to record a conversation in the workplace becomes as easy as a button discreetly pushed in a pocket or handbag. In the context of workplace conflict, where they can be presented by employees as supporting evidence for an […]

Jun 27

Employer best-practice in preventing sexual harassment in the workplace

As you may know, the latest impact of our current post-Weinstein awareness of sexual harassment has been the announcement last week by the Sex Discrimination Commissioner, Kate Jenkins, of a national inquiry into sexual harassment in Australian workplaces. It was interesting to note that Commissioner Jenkins specifically identified that “the global conversation about sexual harassment […]

Jun 20

Exceptions to procedural fairness principles when conducting a workplace investigation

There are certain key principles of procedural fairness which need to apply when conducting an workplace investigation into allegations of inappropriate behaviour at work. These include these two key rules: 1. The individual who is the subject of alleged misconduct has the opportunity to respond to specific allegations 2. Individuals have an opportunity to respond […]

Jun 06

Protecting Workplace Disclosures

The Royal Commission into Misconduct in the Banking, Superannuation and Financial Services Industry has raised many questions for organisations across Australia about preventing unethical conduct: What prevents people speaking up when they become aware of misconduct? What protections does my organisation have in place to prevent a culture of normalised misconduct developing? Are people in […]

May 09

A failure to investigate can be bullying: Lessons in triaging employee complaints

The recent anti-bullying order in the Fair Work Commission matter of Watts v Ramsay Health Care serves as a timely reminder of importance of ensuring that as managers and Human Resource professionals, you understand the requirements and purpose of your Bullying and Harassment policies. Specifically, it highlights that poor management decisions, in this case, the […]

May 02

Procedural Fairness and Interviewing

Over the last few months, I have had the opportunity to speak to various HR membership groups about workplace investigations, and, in particular, how to maintain procedural fairness. One of the questions I am frequently asked is: “In what order should I interview the participants, and why?” Procedural Fairness Recap At Worklogic, we take into […]

Apr 11

Recent investigation cases: The employer’s duty of care towards its employees during a workplace investigation

In recent years, there has developed an increasing awareness of the potential negative impacts of a workplace investigation on participants. Historically, the focus has been on the impact of the investigation on the complainant. This is because the written complaint will often refer to the impact of the respondent’s alleged behaviour, and put the investigator […]

  • «
  • 1
  • 2
  • 3
  • 4
  • 5
  • »

Read More