Practical insights on resolving workplace complaints and creating a positive culture at work. Please note that the information in these posts is general in nature, and you should always seek specific advice that takes into account each unique situation.
In this post, we highlight a hidden risk for both investigators of workplace allegations and HR professionals involved in any disciplinary decisions following an investigation, where additional evidence contributes to the decision to terminate employment. In these situations, employers must provide the this additional information – either as separate allegations, or as relevant evidence – […]
HR professionals and managers are always aware of the legal obligations of employers to protect the health, safety and wellbeing of their employees. In this environment, when you become aware of an employee complaint, the inclination is to immediately “take action”. However, a recent decision of the Queensland Industrial Relations Commission highlights why it is […]
I have recently sent off my ballot in my local council elections and the results of council elections all over Victoria have now been determined. Hundreds of councillors are now taking up their positions on local councils, some for the very first time. The challenge facing local government chief executives and their delegated staff is […]
Workplace investigations can be costly, time-consuming and difficult matters and, if not well managed, can lead to significant management, legal and/or reputational problems for an organisation. There are numerous reasons why it may be advisable to appoint an external investigator rather than to deal with the matter internally, particularly when the matter is complex, sensitive […]
The US Republican Presidential candidate’s recent comments regarding his attitudes and behaviour towards women are utterly appalling. In response to universal condemnation, Donald Trump has attempted to justify his behaviour by saying, amongst other things, that it was “locker-room talk”. This attempted justification appears to refer to some implicit rule that when men are in […]
Investigations by independent, external workplace investigators are increasingly common in Australian workplaces. The need for an external investigation particularly arises in circumstances where a complaint is complex, multi-faceted, sensitive, messy or “political”. For this reason, external investigations can tend to take longer than initially envisaged. The inherent risk associated with the behaviour that instigated the […]
“To plebiscite or not to plebiscite”, that is the question While the nation debates the merits (or lack thereof) of a plebiscite on same-sex marriage, the important question for all workplaces should always be ‘how confident are you that your workplace culture is one which demonstrates respect and courtesy for all?’ Even at […]
A workplace investigation is a complex tool, comprising of many moving and important parts, and much needs to occur to ensure it runs smoothly. One of the most important requirements of an investigation is the acquisition of relevant evidence and the best, and usually most available source, comes from people. Getting the most from an […]
A common challenge for investigators is bullying allegations in which the alleged conduct is argued to have been reasonable management action. What is bullying? The definition of bullying found in the Fair Work Act 2009 (Cth) is ‘repeated unreasonable behaviour by an individual, or a group of individuals, towards a worker or […]
When I first started working in higher education I had little concept of the scale and complexity of a university. I had gone to university, but up until that point I had thought of them exclusively as providers of tertiary degree education. I had little understanding of universities as centres for research and innovation and […]