Nov 17

Four Tips for Conducting Trauma Informed Investigation Interviews

Workplace investigations are a necessary tool in an organisations’ tool kit. Done well, they areprocedurally fair, independent enquiries into the circumstances of a particular conflict, makingfindings of fact that enable an organisation to make informed and sensible decisions about managingthe risk of the conflict or complaint can inflame existing tensions, contribute to the breakdown ofworking […]

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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