Without procedural fairness, even the most seemingly justified disciplinary decisions can be challenged and overturned. Don't risk this happening after your next workplace investigation.
This webcast covers:
The three principles of procedural fairness;
The "evidence rule";
Practical case law lessons from past investigations; and more.
In a case fought over the use of double standards, a commission has found the ultimate sacking of one employee was too harsh, because another had not been dismissed despite displaying arguably worse behaviour.
Employers are occasionally tempted to "get tricky" with the Fair Work Act's support person provisions, but a workplace lawyer warns that cutting corners in an attempt to expedite disciplinary matters can come back to bite them.
Having a formal policy to govern what happens when an employee blows the whistle on alleged wrongdoing can deter misconduct and reduce the risk of bad press, according to law firm DLA Piper.
Even with the best of intentions, HR managers often escalate workplace conflict, but with the right approach they can be incredibly effective at minimising or even preventing it, according to Mindful Mediation founder Caryn Cridland.
The actions HR professionals take in response to employee grievances can have a huge impact on preventing and minimising workplace conflict. Here are 14 ways to de-escalate complaints.
One of the best ways to uncover the truth about a workplace incident or allegation is to build a close rapport with the employees involved, according to undercover operations expert Dr David Craig.
Two employees who were sacked after they punched a supervisor in the head were unfairly dismissed, the Fair Work Commission has found, in a case that illustrates the dangers of "unsophisticated" HR management.
Smartphone technology has made it relatively easy for employees to secretly record disciplinary or performance conversations, says Ashurst Australia partner Marie-Claire Foley, who warns that unlawfully obtained evidence can be admissible in court.
HR professionals should encourage managers to take all employee complaints seriously, because ignoring a "difficult" worker can lead to expensive legal claims and damaging workplace issues, says employment lawyer Shana Schreier-Joffe.
Some employers have successfully stepped up to the task of managing psychosocial safety, but in many other workplaces, initiatives are falling flat. Join us for an HR Daily webinar to understand what's holding back progress in this critical space and how to move forward.
