0 Support Options For Workplace Investigation Complainants

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.

0 Workplace Complaints And Manager’s Responsibilities

Managers can be held vicariously liable if they are aware that potentially unlawful behaviour (like bullying, sexual harassment, theft etc) is occurring and they do nothing to address the situation.

No Manager should ever agree to accept a complaint as a confidential discussion.

0 Should Every Workplace Complaint Be Investigated?

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question… Some situations might require a formal investigation, where complainants, respondents and witnesses are interviewed separately and a formal report is prepared (with findings and recommendations), while […]

0 Do You Have To Participate In A Workplace Investigation?

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question… Though you might think it would be in the interests of a complainant to support their complaint or the interests of a respondent to defend a […]

0 What Workplace Incidents Don’t Warrant A Formal Investigation?

Continuing our series of short videos on the subject of workplace investigations. It’s a subject that’s often misunderstood and even mishandled by leaders, managers and HR personnel. Today’s question…What is an example of an incident that doesn’t warrant a formal investigation? An example of an incident that doesn’t warrant a formal investigation would be something […]

0 When is Workplace Mediation Needed?

The majority of workplace conflict is interpersonal conflict arising from miscommunication, misunderstanding and inappropriate behaviours. In some cases, but not all, workplace mediation may be required to resolve the conflict. There will always be some type of conflict in the workplace because our communication skills are not always effective and constructive, we tend to misunderstand […]

0 What Is Genuine Redundancy?

Catherine Gillespie, Director of Workplace Conflict Resolution, and Martin Reid, Principal and Head of Litigation at Coulter Roache Lawyers, discuss what employers and managers need to understand about redundancy, particularly with respect to ‘genuine’ redundancy. Transcript Catherine:  Hi I’m Catherine Gillespie Director of Workplace Conflict Resolution and I’m speaking with Martin Reid, Principal and Head […]

0 Before You Dismiss An Employee

Interview between Catherine Gillespie, Director of Workplace Conflict Resolution, and Martin Reid, Principal and Head of Litigation at Coulter Roache Lawyers, discussing protocols and legal considerations for employers in Australia considering dismissal of an employee. Transcript Catherine:  Hi I’m Catherine Gillespie Director of Workplace Conflict Resolution and I’m speaking with Martin Reid, Principal and Head […]

0 Bullying In The Workplace And Relevant Implications

Interview between Catherine Gillespie, Director of Workplace Conflict Resolution, and Martin Reid, Principal and Head of Litigation at Coulter Roache Lawyers, discussing bullying in the workplace and relevant implications for employers. (See below for a transcript of the interview).

0 It’s Not About The Nail – Empathy And Attention

If you’re wondering why the famous “It’s not about the nail” video on YouTube struck a chord with so many (more than 6.5 million views so far) this interview might help explain it.