Sep 20

Are You OK? Wellbeing, Performance and Conduct of Employees with a Mental Illness

This month, the RUOK Day campaign prompted us at Worklogic to think again about mental health. The employers we work with are always well intentioned – they want to support their employees through anxiety and depression, as well as other illnesses and personal crises. But how should the employer respond when the employee’s mental illness […]

Sep 13

When is it appropriate to test employees for drug and alcohol use?

Australian employers have a legal obligation to provide a safe workplace. However, must all employers have a drug and alcohol policy? And what if the employer offers, or encourages employees to consume alcohol within working hours or, within the scope of their position. Some employers provide free alcoholic drinks for all staff at work, or […]

Sep 06

Minimising the impact of workplace conflict on mental health

Conflict in the workplace is inevitable; there will be disagreements about workplace matters and there will be personality clashes. Where conflict is not well managed it can be damaging and certain types of conflict will always be damaging, such as bullying behaviour, discrimination, harassment and intimidation. Where conflict is left unresolved it can intensify and spread, affecting […]

Aug 30

How not to run a workplace investigation

For those who are fond of watching police dramas and legal shows, the term ‘investigation’ brings to mind police style interrogation, a relentless pursuit of ‘the truth’ and cases resolved on a ‘hunch’. In fact, a workplace investigation should be a formal process with a predominant emphasis on fair procedure, an enquiry into allegations of […]

Jul 12

Top 10 Misconduct Cases

In this week’s blog post – part of our celebration of Worklogic’s 10th anniversary – Worklogic Associate Director Jason Clark looks back at some notable misconduct cases over the last 10 years. Some cases are noteworthy because of the new obligations they imposed on employers, or because they developed our understanding of key concepts like […]

Jul 05

Managing Workplace Risk – What has changed in 10 years?

2007 Kevin ’07 stormed the electoral polls and Australia was anticipating many years of Kevin Rudd as our new Prime Minister. In the same year, Grevis Beard and Rose Bryant-Smith formed Worklogic. Worklogic stood the test of time (unlike the Rudd Government…) and has built on its beginnings to become the leading workplace investigation and […]

Jun 28

10 Best Practice Interventions Post-Investigation

Our research “Aftermath or Afterglow: Improving Team Dynamics and Workplace Culture After a Misconduct Investigation” has revealed a treasure-trove of practical tips for employers, international best practice and ‘things to think about’ following a workplace investigation. In our last two blog posts, we considered the role of employment policies and the importance of doing something to […]

Jun 21

The One Thing You Should do After an Investigation

Our inaugural research “Aftermath or Afterglow: Improving Workplace Culture & Team Dynamics After a Misconduct Investigation” focused on the various interventions that can employers can make after a complaint and investigation, and how effective the our research participants judged those interventions to be. One of the key findings of our research is – perhaps not […]

Jun 14

After an Investigation: The Role of Policies in Improving Workplace Culture and Team Dynamics

In Worklogic’s inaugural research “Aftermath or Afterglow: Improving Team Dynamics & Workplace Culture Following a Misconduct Investigation” conducted with Monash University PhD student, Sarah Carrier, we explored the interventions that employers can take to rebuild team dynamics and organisational culture following a misconduct investigation. The research explored the latest academic research and the results of an employer survey to determine what […]

May 17

Bayly’s case: implications for workplace investigations

Recent interim orders of the Fair Work Commission (FWC) effectively prevented an employer from taking further steps to finalise its investigation of an employee’s conduct and take disciplinary steps against her, until the FWC had determined the employee’s stop-bullying application. In this blog post, we discuss the background to this case and highlight the potential […]

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