Sep 16

Respect@Work: what do the recent changes to sexual harassment laws mean for complaints handling and investigations?

Upcoming changes to sexual harassment laws present an important opportunity for employers to review their frameworks for compliance and prevention of sexual harassment in the workplace. Parliament has now passed a raft of amendments, reflecting an increasing societal and regulatory focus on how best to combat this pervasive workplace issue. The changes mark the Government’s […]

Sep 03

[WEBINAR ON DEMAND] Ask Us Anything About Mediations & Coaching

In this Worklogic webinar, Angela Seach, Simon Thorne and Melanie Roberts draw on their experience to discuss anything you want to know about Mediations and Coaching. Topics include: when should I consider mediation to address complaints of inappropriate behaviour? what are the different types of coaching and when should they be deployed? what are the […]

Aug 26

The Aftermath of a Workplace Investigation

We have completed our workplace investigation, summarised and assessed all the relevant evidence, made a decision, on the balance of probabilities, whether allegations have been proven or not and provided a comprehensive investigation report. This should solve the workplace conflict and allow everyone to move forward. Unfortunately, this is not always the case. Although the […]

Aug 05

Conflict coaching as a tool for reform

Tolerance of racist and sexist behaviour and comments in the workplace can cause serious damage to individuals, cause conflict between colleagues and impact the broader workplace culture, resulting in workplace complaints, high turnover and loss of productivity. If your organisation has a repeat ‘low-level’ offenders who fail to understand the impact of their behaviour (perhaps […]

Jul 29

[WEBINAR ON DEMAND] A complaint of sexual misconduct has been made, now what?

During this webinar, Worklogic Director Jason Clark, reflect on his experience managing and investigating allegations of sexual misconduct. Going beyond the process itself, Jason will provide insight into issues which need to be considered once the complainant has been made, during and potentially after. As a snapshot, Jason will discuss: A refresher of the usual […]

Jul 21

How to cull misconduct allegations to those that really matter- a Preliminary Assessment approach.

Managing complaints about workplace misconduct is never an easy task. The process is usually accompanied by high emotions, personal and professional impacts and risks, and of course, a very real need to prioritise an organisational response. However, it doesn’t have to be an ‘all or nothing’ approach when it comes to decisions about workplace investigations. […]

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 […]

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