We know that bullying, harassment and sexual harassment in the workplace is stressful to the victims, but it is often forgotten that the responsibility for dealing with and/or investigating these matters can also be very stressful on managers and HR professionals.
I wonder if this stress is the cause of investigations either not being done at all or being done in a less than effective manner. Managers and HR professionals are often blamed if they get it wrong, or take to long and you…Continue
Recently an employee who was terminated for workplace misconduct as as result of drinking too much alcohol on Anzac Day and was awarded $8229.00 after the Fair Work Commission found that her dismissal was valid but none the less harsh under the circumstances.
Avril Chapman was employed by the Tassal Group. Her job involved scaling, slicing, weighing and packing fish. She had been employed since 1 August 2012 and was terminated for workplace misconduct on 1 May 2017.
When faced with issues of workplace misconduct or complaints or grievances employers have a duty of care to respond in a manner that ensures a safe working environment. – Read more about the duty of care
Generally when you receive a complaint you have 3 choices;
1. Outsource to an external investigator (See what the FWC had to say about outsourcing investigations…Continue