Accommodating neurodiverse participants in workplace investigations
Digital evidence from a wide variety of online sources is commonplace in workplace investigations.
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Case review | Enterprise Agreements, workplace investigations and investigation reports
Aurizon Operations Limited v Cameron Webb [2024] FWCFB 318 KEY TAKEAWAYS: Enterprise Agreements often stipulate how investigation and disciplinary processes should be undertaken and what information must be kept confidential. A dispute concerning whether an employee facing potential termination was entitled to a copy of the investigation report was heard by the Full Bench of
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The ABC of workplace investigations in schools
KEY TAKEAWAYS Know: the relevant professional standards applicable mandatory reporting obligations Consider: consent to interview minors the need for support persons or other cultural advisors in interviews the suitability and privacy of interview locations Manage: real and perceived conflicts of interest between witnesses, the complainant and respondent confidentiality by limiting the number of witnesses interviewed
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5 Strategies To Avoid Defamation In Workplace Investigations
Famously dubbed the ‘defamation capital of the world’1, Australia is renowned for its ubiquitous embrace of defamation law and litigation. Between 2014 and 2018, Australia had twice as many libel claims as the United Kingdom, despite having less than half the UK’s population2. Though rare, workplace investigations are not immune to the risk of defamation
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