Paula Hoctor

Digital evidence from a wide variety of online sources is commonplace in workplace investigations.

KEY TAKEAWAYS: 1. Quality surveillance evidence can be valuable in workplace investigations, providing: independent and direct records of incidents precise timing and identification of witnesses high reliability compared to witness recollection 2. Surveillance evidence can also have important limitations, including: storage and retention constraints legal compliance requirements quality and visibility issues resource costs for extensive

KEY TAKEAWAYS: Five key workplace investigation trends dominated 2024 and developments to watch in 2025: Workplace investigations and internal investigation teams on the rise | 2025 outlook: demand will continue Increased involvement of WHS teams in sexual harassment and bullying investigations | 2025 outlook: cooperation between HR and WHS will be critical, particularly as workplace

KEY TAKEAWAYS: workplace investigators are often exposed to confronting content and distressed people in the course of their work, putting them at risk of vicarious trauma and burn out we continue to see an increased demand for workplace investigations and skilled and resilient investigators while organisations are focused on resourcing and supporting the investigations function,

KEY TAKEAWAYS: the types of workplace surveillance – such as wearable cameras, fingerprint or eye scanners, employee activity or logging monitoring – has exploded since COVID and with rapid advances in technology employers have a responsibility to provide a safe workplace and safeguard their employees’ right to privacy it is helpful for workplace investigators to:

KEY TAKEAWAYS: Cultural competency assess team and individual cultural maturity and capabilities, including awareness of conscious and unconscious bias consider engaging an Indigenous engagement advisor to educate and upskill staff, particularly on issues such as gender, shame, kinship, and power imbalances, and how to sensitively manage these issues during an investigation. Investigation planning ascertain if

Gardner v Piacentini & Son [2024] FWC 211 KEY TAKEAWAYS Procedural fairness: an employee is to be provided with an opportunity to respond to the details of any allegations before factual findings are made a show cause meeting, held after the employer has decided to substantiate misconduct allegations, does not provide an employee with sufficient

Need to correct a toxic workplace culture? Or want to take the pulse of your workforce? Conducting a culture review is a vital first step. Reviews into workplace culture, parliamentary committees and industry or workplace specific examinations such as the Set the Standard Report and the WA Parliament’s inquiry into sexual harassment in the FIFO mining industry