Good leaders and organisations want to support complainants, and take their complaints seriously. But not every complaint has the same seriousness, actionability, or ring of truth to easily reach consensus on the appropriate workplace response. How can you filter the substantive issues from perceived issues, while bringing all your decision-makers and managers along for the…
Sexual harassment investigations can be harrowing and difficult even for seasoned investigators. Apart from the challenging human side of things, the new legislative definition of sexual harassment does not serve to lighten the investigator’s load. However, the new definition does offer a reasonably clear scope of elements to form the basis of robust interview planning…
The quality of an allegation can make or break your investigation, and the resulting disciplinary or industrial outcomes. We strongly encourage peer review of your allegations before they are issued, but even if you’re working alone this checklist will help you produce quality allegations in every case. Have you got your language and structure right?…
In almost every investigation class, we hear the classic question: what do you do with a “he said, she said”? The reason for this is that most learners have had experience with these challenging cases. Remote work has increased the prevalence of evidence such as this. Teams have become smaller and employees are working more…