Investigations & procedural fairness | Page 55 (637 items)

Bullying investigations often uncover new allegations in the course of interviewing respondents, so employers must ensure they take steps to avoid "scope creep", an experienced investigator warns.

A worker's claim that an HR advisor tried to coerce him not to challenge a workplace investigation's findings has been rejected in the Federal Court.

The Fair Work Commission has criticised an employer's investigation and subsequent dismissal of a worker for misconduct, saying its HR manager should have ensured a proper process was followed in its show-cause meeting.

A worker who was sacked for breaching his employer's zero-tolerance drug and alcohol policy has had his unfair dismissal claim rejected, despite his employer questioning the test results and admitting to procedural unfairness.

In a case the Fair Work Commission found "disturbing on a number of levels", an employee whose supervisory practices constituted bullying and harassment has failed in her unfair dismissal claim.

Court and Fair Work Commission rulings this year have changed the way your organisation should manage its employment law compliance and liability risks. Watch this webcast to understand how to manage its legal exposure.

An employer with a "broad" video surveillance policy did not have a valid reason for terminating a manager who used it to monitor staff performance, the Fair Work Commission has ruled.