With apologies to Tolstoy, all investigation processes are alike, but each individual investigation is unhappy in its own particular way! There are frequently similar concerns raised by people entering this field for the first time and we have picked some of them to address today: 1. How long should an investigation take? This is of course […]
One of the topics that we often discuss at Worklogic is the necessity of ensuring that all workplace investigations are carried out in a procedurally fair manner, and in particular provide natural justice to any person responding to allegations. Looking at the bigger picture, however, it is equally important that before pushing the ‘formal investigation’ […]
Our blog post this week gives you a snapshot of five key, recent cases and the lessons to be learnt from them for employers. 1. Misuse of the Complaints Handling Process – Adamopoulos v Thompson Healthcare [2017] FWC 2505 In this case, three nurses colluded to bring about the termination of their Director of Nursing. […]
The quality and reliability of the outcomes of an investigation depends on a number of factors, not least of which is the quality of the evidence you, as an investigator, are able to collect in meeting with each of the witnesses. In addition to asking open, probing and relevant questions, an investigator should ensure that […]
In this free Worklogic webinar on demand, Worklogic Director, Jason Clark, provides practical advice on what to do when you suspect fraud might be occurring in your workplace. Watch webinar How to access our Webinars On Demand To access these webinars on demand, simply click on the watch webinar link above. You will need to provide […]
Interviewing staff who are traumatised, emotionally distressed or highly resistant to your process, takes a toll on the impartial investigator. Analysing evidence and defending your impartial findings can also be draining, and lonely, when subtle or overt pressures are brought to bear on your professionalism, or your conclusions. Effective investigators should exercise self-care to remain […]
With any investigation into allegations of workplace misconduct, it is imperative that the investigator maintains a neutral and objective approach, and does not make “cut corners” in the investigation process. Following the proper procedurally fair process will not only ensure that your investigation is beyond unfounded criticism, it will also mean that you are being […]
Unless a workplace investigation is to be conducted purely “on the papers”, the investigator will need to undertake interviews in order to gather relevant evidence for later analysis. But interviewing well is easier said than done! It is a skill that certainly is backed by theory and methodology, but is then best further learned, honed […]
“To outsource or not to outsource an investigation…” That is often the question HR professionals and senior managers are faced with when needing to conduct an investigation into serious misconduct at work. Factors of time, risk and cost will all influence this decision (see our related blog post “Warning Indicators – When to Conduct an External Investigation” […]
I was recently asked what Worklogic would like to see more of in 2018 – and my answer was “moral courage“. This is something that can be easier said than done – but you can never have too much of it. Wherever you work, and whatever your role in 2018, let’s be brave (or braver) in standing […]