To Investigate or Mediate?

To investigate or mediate?

To investigate or mediate?

Sometimes managing staff can seem like a test of one’s skill to be able to delicately walk on eggshells, particularly when one staff member starts making veiled complaints about another.

No manager should dismiss or ignore such comments, avoid the conversation, or offer comments of consolation or agreement (either implicitly or explicitly).

Continue reading

Eddie McGuire and The Bystander

Eddie McGuire and The Bystander

Eddie McGuire and The Bystander
The recent comments made by Eddie McGuire while commentating on the coin toss by Cynthia Banham has had plenty of air time. I question the co-commentators who were laughing and agreeing with Eddie’s comments.

What is their role as the ‘bystander’? We talk about the role of the witness in our bullying and harassment training, we coach staff to speak out and speak up. Mention the phrase: ‘The standard you walk past is the standard you accept’ and everyone nods in earnest agreement.

Continue reading

Managing Narcissistic Behaviour in the Workplace

Managing Narcissistic Behaviour in the Workplace

Staff demonstrating narcissistic behaviours can undermine a company’s culture and character. Our Advanced Conflict Resolution training sessions can be tailored to include discussions on narcissistic behaviour. Discussions about behaviours in a workplace that may be influenced by one or more personality trait disorders can only be general in nature.

While the concept of ‘patterns of behaviour’ and typical types of behaviour can be discussed, specifically how the behaviour is revealed and therefore what strategies can be applied is most effectively explored in one of our Executive Coaching programs.

Continue reading

Fixed-Term Contract Terminations – Fair Work Commission View

When Is A Fixed Term Contract Of Employment Not A Fixed Term Contract

A recent Fair Work Commission (FWC) determination (Nesci v The Playford Hotel – [2018] FWC 5777) should have many employers scurrying to review the fixed term contract of all employees.

On 5 July 2017 Ms Nesci accepted a 12 month fixed term contract of employment which gave the start and end date of the contract as 3 July 2017 and 5 July 2018 respectively. This contract included an automatic unprotected “minimum employment period” of six months (which included a three month probationary period) during which time either party would be able to terminate the contract with one week’s notice.

Continue reading

Support Options For Workplace Investigation Complainants

If a complainant has a workplace investigation held against them what support can they call upon?

A complainant can be supported during a workplace investigation with a support person. In fact, anyone who is involved in a formal investigation, i.e. a complainant, respondent or even a witness, should be offered the right to have a support person present, throughout the process.

However, a support person is purely there to help show support. They are usually silent but can ask questions to help clarify the process.

Continue reading