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FWC clarifies support person vs advocate controversy

FWC clarifies support person vs advocate controversy

A recent FWC appeal decision has shed light on the obligations of employers during workplace investigations, particularly when it comes to support persons.

The employer concerned was faced with a raft of accusations by a sacked employee that it had denied her procedural fairness by the manner in which the workplace investigation was carried out.

For now at least, the FWC decision puts to rest arguments about the extent of an employer’s obligation where a support person is requested.

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FWC upholds HR investigation of ‘workplace clown’

FWC upholds HR investigation of 'workplace clown'

This employer’s investigation of a workplace ‘clown’ was no laughing matter.

Despite what some may consider to be a ‘harmless joke’ the employee’s mimicking of a co-worker’s accent was something more sinister.

Luckily a watertight workplace investigation process ensured its sacking of the employee withstood the scrutiny of the FWC.

Investigating the workplace jokester who denies any wrongdoing can be daunting.

Find out how this employer got it right.

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Two social media dismissals, two different FWC outcomes – why?

Two social media dismissals, two different FWC outcomes - why?

Social media misuse by employees continues to present unique challenges to employers.

Two recent dismissal cases demonstrate the delicate balance between an employer’s right to control the out of hours use of social media by employees and the communications about work related matters by employees on social media that are regarded as truly private.

Read on to understand the key differences between these two recent cases, and how their outcomes affect your next social media workplace investigation.

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