Interviews are an integral part of any workplace investigation, and play a vital role in ensuring a fair and just outcome after bullying, misconduct or unsafe work. Watch this webcast to develop your skills and help your organisation make the best decisions after workplace incidents.
In this presentation expert investigator Harriet Stacey, from WISE Workplace, explains:
the PEACE framework for structuring workplace interviews;
how to interview the respondent of a workplace allegation;
how to apply procedural fairness principles during interviews;
privacy, confidentiality, anonymity and related considerations;
Employee claims under the Fair Work Act are increasingly targeting individuals, so HR practitioners should ensure they help directors and officers to understand their potential liability, says employment lawyer Ben Gee.
Fair Work Australia's reinstatement of a Virgin flight attendant, who was sacked following a dispute over his hair length, should not discourage employers from enforcing grooming policies, says Hicksons partner Brad Swebeck.
HR professionals should ensure they understand all the components of settlement deeds, or risk protracted negotiations and unenforceable agreements, according to employment lawyer Karen Jones.
Thinking through the practical steps involved in a termination of employment will help HR professionals ensure a settlement deed properly addresses an employer's interests, says Harmers team leader, Karen Jones.
Do you know your recitals from your releases? Your testimonium from your testatum? Watch this webcast to ensure your employee settlement deeds are watertight.
When interviewing a complainant about workplace bullying or other allegations, it's vital for HR professionals to understand their potential impact on the quality of information reported, says expert investigator Harriet Stacey.
Business leaders who are committed to building a safe and healthy workplace must be prepared to make gutsy decisions in the name of culture and ethics, even if those decisions appear to fly in the face of business interests, says HR consultant Leanne Faraday-Brash.
