⭐️Claire Watt⭐️ Chartered (FCIPD)’s Post

Workplace investigations play a vital role in resolving disputes at work. 🤝 When a potential disciplinary or grievance issue is brewing, a quiet word or informal action just won’t do. Instead, you’ll need to investigate the matter - promptly and fairly - and do all you reasonably can to find out what’s happened. 🕵️ Done well, investigations help protect your organisation by uncovering the facts and identifying any potential misconduct. They support informed and objective decisions and help keep things less stressful for all involved. On the flip side, if handled badly, workplace investigations can damage your reputation and could land you in legal hot water. 🥵 For that reason, it’s crucial to get it right. ✅ We’re well aware that each workplace investigation varies in complexity, circumstances and facts. However, there are some general principles to follow which can lend a helping hand. Watch our latest video, where we run through the steps to ensure your workplace investigation runs smoothly, minimises stress for all involved and avoids the risk of legal action. 👩⚖️ Watch it here 👇 https://lnkd.in/ggdq-_t3

Workplace investigations play a vital role in resolving disputes at work. 🤝 When a potential disciplinary or grievance issue is brewing, a quiet word or informal action just won’t do. Instead, you’ll need to investigate the matter - promptly and fairly - and do all you reasonably can to find out what’s happened. 🕵️ Done well, investigations help protect your organisation by uncovering the facts and identifying any potential misconduct. They support informed and objective decisions and help keep things less stressful for all involved. On the flip side, if handled badly, workplace investigations can damage your reputation and could land you in legal hot water. 🥵 For that reason, it’s crucial to get it right. ✅ We’re well aware that each workplace investigation varies in complexity, circumstances and facts. However, there are some general principles to follow which can lend a helping hand. Watch our latest video, where we run through the steps to ensure your workplace investigation runs smoothly, minimises stress for all involved and avoids the risk of legal action. 👩⚖️ Watch it here 👇 https://lnkd.in/dJ73vfSA

Workplace investigations play a vital role in resolving disputes at work. 🤝 When a potential disciplinary or grievance issue is brewing, a quiet word or informal action just won’t do. Instead, you’ll need to investigate the matter - promptly and fairly - and do all you reasonably can to find out what’s happened. 🕵️ Done well, investigations help protect your organisation by uncovering the facts and identifying any potential misconduct. They support informed and objective decisions and help keep things less stressful for all involved. On the flip side, if handled badly, workplace investigations can damage your reputation and could land you in legal hot water. 🥵 For that reason, it’s crucial to get it right. ✅ We’re well aware that each workplace investigation varies in complexity, circumstances and facts. However, there are some general principles to follow which can lend a helping hand. Watch our latest video, where we run through the steps to ensure your workplace investigation runs smoothly, minimises stress for all involved and avoids the risk of legal action. 👩⚖️ Watch it here 👇

Workplace investigations play a vital role in resolving disputes at work. 🤝 When a potential disciplinary or grievance issue is brewing, a quiet word or informal action just won’t do. Instead, you’ll need to investigate the matter - promptly and fairly - and do all you reasonably can to find out what’s happened. 🕵️ Done well, investigations help protect your organisation by uncovering the facts and identifying any potential misconduct. They support informed and objective decisions and help keep things less stressful for all involved. On the flip side, if handled badly, workplace investigations can damage your reputation and could land you in legal hot water. 🥵 For that reason, it’s crucial to get it right. ✅ We’re well aware that each workplace investigation varies in complexity, circumstances and facts. However, there are some general principles to follow which can lend a helping hand. Watch our latest video, where we run through the steps to ensure your workplace investigation runs smoothly, minimises stress for all involved and avoids the risk of legal action. 👩⚖️ Watch it here 👇

We are seeing a rise 📈 in the need for investigations 🔍in the workplace. I think there has been a bit of sun ☀️ and everyone goes a little wild 🤪 How are things in your company, is it hotting 🔥 up ⬆️ ? #workplace #investigation #smesupport #hrconsultancy

Workplace investigations play a vital role in resolving disputes at work. 🤝 When a potential disciplinary or grievance issue is brewing, a quiet word or informal action just won’t do. Instead, you’ll need to investigate the matter - promptly and fairly - and do all you reasonably can to find out what’s happened. 🕵️ Done well, investigations help protect your organisation by uncovering the facts and identifying any potential misconduct. They support informed and objective decisions and help keep things less stressful for all involved. On the flip side, if handled badly, workplace investigations can damage your reputation and could land you in legal hot water. 🥵 For that reason, it’s crucial to get it right. ✅ We’re well aware that each workplace investigation varies in complexity, circumstances and facts. However, there are some general principles to follow which can lend a helping hand. Watch our latest video, where we run through the steps to ensure your workplace investigation runs smoothly, minimises stress for all involved and avoids the risk of legal action. 👩⚖️ Watch it here 👇

Workplace investigations play a vital role in resolving disputes at work. 🤝 When a potential disciplinary or grievance issue is brewing, a quiet word or informal action just won’t do. Instead, you’ll need to investigate the matter - promptly and fairly - and do all you reasonably can to find out what’s happened. 🕵️ Done well, investigations help protect your organisation by uncovering the facts and identifying any potential misconduct. They support informed and objective decisions and help keep things less stressful for all involved. On the flip side, if handled badly, workplace investigations can damage your reputation and could land you in legal hot water. 🥵 For that reason, it’s crucial to get it right. ✅ We’re well aware that each workplace investigation varies in complexity, circumstances and facts. However, there are some general principles to follow which can lend a helping hand. Watch our latest video, where we run through the steps to ensure your workplace investigation runs smoothly, minimises stress for all involved and avoids the risk of legal action. 👩⚖️ Watch it here 👇 https://lnkd.in/gAK35EGc

Workplace investigations play a vital role in resolving disputes at work. 🤝 When a potential disciplinary or grievance issue is brewing, a quiet word or informal action just won’t do. Instead, you’ll need to investigate the matter - promptly and fairly - and do all you reasonably can to find out what’s happened. 🕵️ Done well, investigations help protect your organisation by uncovering the facts and identifying any potential misconduct. They support informed and objective decisions and help keep things less stressful for all involved. On the flip side, if handled badly, workplace investigations can damage your reputation and could land you in legal hot water. 🥵 For that reason, it’s crucial to get it right. ✅ We’re well aware that each workplace investigation varies in complexity, circumstances and facts. However, there are some general principles to follow which can lend a helping hand. Watch our latest video, where we run through the steps to ensure your workplace investigation runs smoothly, minimises stress for all involved and avoids the risk of legal action. 👩⚖️ Watch it here 👇 https://lnkd.in/dQZP4YJ8

Some of the most common workplace investigation mistakes are the following: 1. Organization does not investigate at all - The organization may become aware of the possibility of workplace misconduct yet elects not to inquire further for a number of reasons. Remember, as a representative of the organization you can’t “un-know” that misconduct might have happened. You may need to investigate. 2. Organization does not investigate in a timely fashion. The organization may not feel that the matter is important enough to be a priority to investigate, so there may be delays in conducting the investigation. This can be problematic especially since the witness recollections fade over time. 3. Accused (Respondent) is not afforded procedural fairness. In some cases, the accused is not supplied with the allegations made against them before their interview or at all during the investigative process. If so, the perception of unfairnesss to the accused would call into question the investigative process and could be fatal to the investigation. 4. Investigator Bias One of the most common mistakes in workplace investigations happens when the investigator feels they know what happened before they done any interviews. Perhaps the complainant has filed several frivolous complainants in the past and the investigator feels that the current complaint, like the others, is also frivolous. This mistake can be fatal to the overall process. Can you think of any other common mistakes in workplace investigations?

A common misconception is that serious misconduct automatically justifies summary dismissal - this recent decision reminds us that’s not always the case! The recent decision in Haley v Laing O'Rourke Australia Management Services Pty Ltd (No 8) [2024] FedCFamC2G 779 serves as a cautionary tale to employers. In this decision, the court awarded $1.5 million to the applicant for adverse action and repudiation of contract. This included compensation for loss of income (including future loss of income), incidental costs (including legal fees and relocation costs), and for hurt, distress and humiliation. This damages award was substantial, nothing the employee’s salary was $400K at the time of dismissal. The court found that the respondent took adverse action against the applicant because the applicant exercised a workplace right. About a month before the alleged serious misconduct, the applicant had made a complaint to the respondent, stating that he felt 'overwhelmed and overworked' and that his workload was impacting his personal life. The court also found that the employee, who had been employed with the respondent for 17 years, was wrongfully dismissed following a flawed investigation process. The key lessons learned from this decision include:  ⭐ Serious misconduct does not automatically justify summary dismissal. ⭐ A poorly handled workplace investigation will expose employers to risk (commercial and reputational). ⭐ It is prudent that workplace investigations are conducted by suitably qualified and experienced investigators. ⭐ All of the circumstances should be carefully considered before taking action against an enmployee (even if the serious conduct is substantiated). Norfolk Workplace Consulting offers investigation services by experienced and licensed investigators. Our investigators offer independent, thorough workplace investigations, ensuring that your sensitive workplace matters are handled with professionalism and integrity. Need support? Contact us today for expert advice.