Waknin v Servcorp Administration Pty Ltd [2023] FedCFamC2G 634 (19 July 2023) When weighing two conflicting accounts in a workplace investigation, investigators should consider plausibility and seek to corroborate each party’s version of events. A recent adverse action case highlights the difficulties inherent in making findings of fact when faced with two conflicting accounts about […]
“Time for respect: Fifth national survey on sexual harassment in Australian workplaces” was released by the Sex Discrimination Commissioner Kate Jenkins last week, giving us a clear message that rates of sexual harassment in our workplaces remain unacceptably high. The Report shows that one in three people experienced workplace sexual harassment in the past five
Consider a scene often encountered in workplace investigations: two parties involved offering conflicting accounts. No witnesses. No other direct evidence available. The classic ‘one person’s word against another’ scenario. How do you resolve the conflict? Is plausibility a legitimate factor to help choose between competing versions? A recent FWC decision has highlighted the role of
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On 30 November 2021, the Victorian Equal Opportunity and Human Rights Commission (VEOHRC) released a new report (the Report) that should serve as a wake-up call for all organisations, and a model for those with the courage to identify and begin to address cultural issues in their workplace. VEOHRC’s Review into Workplace Equality in Ambulance
Ambulance Victoria Review Volume One – Safety, Respect and Trust Read More »
On 2 September 2021, legislative changes were passed to reflect recommendations made in the Respect@Work National Inquiry Report of March 2020. These amendments are aimed at strengthening and simplifying the existing legal frameworks protecting workers from sexual harassment and sex discrimination in the workplace. In this article, we explore some key implications for workplace investigators
Sexual Harassment Investigations: 3 Key Implications Of Respect@Work Changes Read More »
