Understanding neurodiversity is part of a person-centred and procedurally fair approach to workplace investigations. Investigators can support neurodivergent participants through clear communications, flexible scheduling, sensory-friendly environments and extra processing time in interviews.
Accommodating neurodiverse participants in workplace investigations Read More »
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
Case review | Enterprise Agreements, workplace investigations and investigation reports Read More »
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
The ABC of workplace investigations in schools Read More »
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
5 Strategies To Avoid Defamation In Workplace Investigations Read More »