Jason Clark
  • Male
  • Sydney
  • Australia
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Profile Information

What would you like to share about yourself?
As Worklogic's Associate Director in Sydney I facilitate access and provide a range of services, including workplace investigations, workplace reviews and training.
Company website/blog
http://www.worklogic.com.au
How many employees in your company?
1-49
What areas of HR are you particularly passionate about?
Workplace misconduct
Workplace investigations
Facilitating training about appropriate workplace behaviour, performance management and conducting workplace investigations
What kind of networking are you open to?
Open networking, Referrals between friends, Very targeted/niche, Invitation only

Jason Clark's Blog

Some tips to avoid a HR hangover on 1 July!

Posted on June 23, 2016 at 16:00 0 Comments

As this financial year sprints to the end, a lot of employees will be looking forward to the much awaited ‘end of financial year’ party. While this is a great way for employees to take a breath after the year that was, it can become a testing time for HR staff when last drinks are called.

To help minimise or avoid poor behaviour, here are some tips:

  • Remind employees about what constitutes unacceptable behaviour and the consequences for such behaviour.
  • Encourage…
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Workplace Investigation or Workplace Review?

Posted on June 7, 2016 at 15:13 1 Comment

Have you ever had that niggly feeling that something just is not right in a particular area of the organisation?  Perhaps staff are alerting you to the fact that someone is not behaving as they should, but are not prepared to make a formal complaint.  What can you do?  We would suggest you think about doing a workplace review.

What is the difference between a Workplace Investigation and a Workplace…

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What is one of the important things to get right in a workplace investigation?

Posted on June 7, 2016 at 15:04 0 Comments

When facilitating Effective Workplace Investigations training, participants will often ask me what I believe is the most important part of the investigative process. Naturally, my first thought is… Everything! That is because I believe workplace investigations are an essential part of any robust grievance handling process, and therefore need to be conducted in such a way that procedural fairness is maintained for all involved. Deconstruct the investigative process and you discover a number…

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