Investigations & procedural fairness | Page 57 (592 items)

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.

Knowing what to expect of bullying and harassment victims during investigations can help HR professionals ensure they get "complete and untainted" information, say expert investigators.

The Federal Parliament's inquiry into workplace bullying reports that improving workplace culture is "the greatest investment that can be made" toward eliminating the problem, and advocates management targets for encouraging positive workplace behaviour.

Failing to properly manage alcohol risks at end-of-year functions exposes employers to four key areas of legal risk. Here, employment lawyer Luke Connolly outlines the steps to take before your event.

Investigations into workplace incidents and allegations can go awry if HR practitioners don't avoid common pitfalls during interviews, say expert investigators Harriet Stacey and Alison Page.

HR professionals who recognise the warning signs of someone who may be stealing from their company can take steps to stop fraud or theft before it goes too far, Lander and Rogers partner Craig Higginbotham and senior associate Aaron Goonrey told an employer briefing recently.

In an important ruling for employers, a tribunal has cleared an organisation of vicarious liability for sexual harassment, finding that it took "all reasonable steps" to prevent the behaviour from occurring.

A recent workers' compensation decision involving an employer's bungled inquiry into a workplace conflict of interest should ring alarm bells for employers, and highlights some important do's and don'ts for investigating personal or sensitive matters.

Here are five tips for investigating potentially sensitive or personal issues at work, from experienced investigator and workplace lawyer, Brad Petley.

Dealing with the facts of workplace complaints, rather than the "labels" given to behaviour, helps to resolve potential bullying issues quickly, says senior HR practitioner and employment lawyer, Nicole Gower.