Investigations & procedural fairness | Page 54 (571 items)

A tribunal has upheld an employer's decision to sack a worker who admitted - then denied - that he sent a s-xually suggestive email from a colleague's account.

An employee sacked for using foul language during an altercation with his supervisor will receive compensation, after the Fair Work Commission found an HR manager misrepresented a "crucial issue" when documenting the incident.

Can HR professionals restrict who attends investigative interviews as a support person? How should interviewers deal with uncooperative respondents? When is it OK to audio-record interviews? This Q&A with expert investigator Harriet Stacey answers these questions and more.

In this 22-minute Q&A session, WISE Workplace principal Harriet Stacey answers your questions about best-practice workplace investigative interviews.

An employer that failed to clearly state in its policies that sexual harassment is illegal has been found vicariously liable for an employee's inappropriate conduct.

An expert investigator has outlined what HR professionals should consider when deciding whether to audio-record or take notes during workplace investigative interviews.

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;
• rules around record-keeping, and more.

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.

Do you know how to obtain an honest, reliable account from a complainant after a workplace incident? Watch this webcast to learn which steps to take.



The presentation, by WISE Workplace founder and expert interviewer Harriet Stacey, covers:

• the aim of the complainant interview;
• the nature of incidents reported by complainants;
• the role of memory;
• cognitive interviewing strategies;
• applying the PEACE model to complainant interviews; and
• recording interviews.

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.