Acting deceptively and dishonestly during a workplace investigation will irreparably damage the relationship of trust and confidence between employer and employee.
This is the latest message from the Fair Work Commission and employers should pay particular attention.
Luckily, with the right investigation tools employers should be able to bear the brunt of discontented employees who allege unfair dismissal.
Taking a witness’s statement is a fundamental step in a workplace investigation.
It cannot be avoided or shortcut.
An HR investigator has an obligation to make enquiries with all potential witnesses and obtain a comprehensive version of what they know. That version is taken in statement format.
Many HR investigators fall down when it comes to this most essential of skills. Make sure you are not one of them by attending our webinar.
We will share with you 5 reasons why you MUST know how to take good witness statements…
In another “when will they ever learn” example, a Sunshine Coast employer has been hit with a 6 figure payout for the consequences of failing to investigate workplace bullying – burying your head in the sand is now a costly option.
After multiple failures from senior staff members and a general disregard for the basic tenets of a workplace investigation, this incredibly costly mistake contains some harsh realities for employers.
Miss this week’s lesson at your own peril.
While it might sound strange, simply having a valid reason for sacking an employee is not enough.
An employer has a number of obligations to fulfill before being able to dismiss an employee for serious misconduct.
If these obligations are fast-tracked, sidestepped or ignored completely, there will be serious ramifications for the employer and their desired disciplinary outcome. Find out how one employer got it wrong!
Argumentative. Abrasive. Difficult. Uncivil. Insubordinate.
These are just some of the words used by the Fair Work Commission to describe this employee.
Why then did the Commission decide his dismissal was harsh, unjust or unreasonable?
Read on to find out what critical investigation pitfalls this employer encountered when confronted with a dismissive and uncooperative employee.
Multiple failures by the employer in a recent sexual harassment claim has lead QCAT to describe the ensuing workplace investigation as “inept and unprofessional”.
General disregard for the basics of an HR investigation meant that the employer could not escape liability for the sexual harassment of an employee. It was accepted in the case that the combination of the sexual harassment and the subsequent mishandling of the complaint caused the employee to suffer psychiatric injury.
It is relatively easy to avoid the costly mistakes of this employer in an HR investigation, as long as you follow a few simple steps. Read on to find out how …
