Phil O'Brien
  • Male
  • Sydney NSW
  • Australia
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Phil O'Brien posted blog posts
Friday
A blog post by Phil O'Brien was featured

Workplace Investigations Complaint Ownership

Workplace Investigations Complaint OwnershipWorkplace Investigations Complaint Ownership – What if the employee does not want an investigation into their complaint?In some circumstances, an employee may raise a workplace issue with their employer or make an “informal” complaint but does not wish for any formal action to be taken, what are the options for the employer, Manager or HR professional.While it is important to listen to the person making the complaint it is equally important for the…See More
Thursday
Phil O'Brien updated their profile
Thursday

Profile Information

What would you like to share about yourself?
I am a highly experienced and skilled workplace investigator and trainer and lawyer who can take the stress out of conducting workplace investigations and provide you and your employees with up to date a relevant training in the areas of misconduct, Reasonable Management Action, performance management, bullying & harassment and other issues facing employers and workplaces.

You can contact me on 02 9674 4279.
Company website/blog
http://www.awpti.com.au
Personal blog
http://https://awpti.com.au/articles/
How many employees in your company?
1-49
What areas of HR are you particularly passionate about?
Workplace Investigations
Workplace Investigation Training
Management training
Employee training
Employment Law
Performance management
What kind of networking are you open to?
Open networking, Referrals between friends

Phil O'Brien's Blog

Dealing with Difficult Respondents in Workplace Investigations

Posted on December 6, 2019 at 10:00 0 Comments

Workplace Investigations Difficult Respondents – What can or should you do? – Remain calm and professional,  do not engage in arguments and stick to your interview plan/process.

At times during a workplace investigation you may have to deal with difficult respondents, this can occur in a number of ways;

  1. The respondent refuses/declines to attend an interview to discuss complaint/allegations made against them.
  2. The respondent refuses/declines to answer questions or…
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Workplace Investigation Questions

Posted on December 5, 2019 at 15:02 0 Comments

Workplace Investigation Questions and the question of what and how to ask questions during an interview.

The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.

There are two key elements to the actual interview that are of paramount importance – asking questions and listening to…

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Workplace Investigations Complaint Ownership

Posted on December 5, 2019 at 14:06 0 Comments

Workplace Investigations Complaint Ownership

Workplace Investigations Complaint Ownership – What if the employee does not want an investigation into their complaint?

In some circumstances, an employee may raise a workplace issue with their employer or make an “informal” complaint but does not wish for any formal action to be taken, what are the options for the employer, Manager or HR professional.

While it is…

Continue

Workplace bullying and sexual harassment: no complaint, no witnesses

Posted on April 24, 2018 at 8:00 0 Comments

What do you do if you know or suspect that the culture is bad & that bullying & sexual harassment is happening, but you don’t have any proof or actual complaints.

This can be tough as you have a duty of care to take all reasonable steps to provide a workplace that is free from bullying & sexual harassment, so I recommend a 3 step approach.

1. Conduct training to outline what bullying & sexual harassment are, the behavioural expectations of your organisation…

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