Investigations & procedural fairness | Page 63 (656 items)

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.

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.