Many people start off each year with a bundle of resolutions – to eat better, to exercise more, to spend more time with the kids… the list goes on. The start of a new calendar year is also a fantastic time for businesses to take stock and reassess. If your workplace culture is getting […]
It goes without saying that injuries occur in all workplaces, not just the community sector. Yet there are certain unexplained injuries within care environments that should receive particular attention. We set out our top three 3 tips for investigators when confronted with an unexplained injury allegation in aged or disability care contexts. 1. […]
Jill McMahon – Wednesday, June 08, 2016 While workplace corruption can take many forms, it can also exist in silence and censorship. A corrupt group of workers may keep silent about their activities, or they may impose silence or censorship on others to ensure that their conduct is not reported. This makes corruption very difficult […]
We’re all guilty of it: we ask a question that we don’t really expect to be answered in full. We’ve been socialised to do this; “how’s it going?” really means “I see you.” The usual answer “good” completes the interaction, but often isn’t even true! Investigators have to learn to listen. And listening well means […]
How to Cover Essential Rights in an Interview Covering the essential rights of a person in an interview is crucial to procedural fairness. If the interviewee is not made aware of their rights from the outset, anything that they may say during the interview may be viewed as being lacking in procedural fairness and of […]
Tiptoeing Through the Minefield of Raising Allegations There’s an awful lot at stake when conducting workplace investigations, and so they need to be handled with care and skill. It really is like tiptoeing through a minefield. One wrong move can cause an explosion of legal consequences that may harm your organisation. One key area of […]
How to Stop Workplace Bullying in its Tracks Workplace bullying is an enormous problem, which can be very difficult to manage effectively. Not only does the victim experience high levels of stress, but bullying can cause a loss of productivity, and prevent staff from being able to work together. It can also result in more […]
When Should a Matter be Handed to Police for Investigation? Police involvement in a workplace incident is an unwelcome prospect for any organisation. It is often difficult for employers to know what matters should be reported to the police, at what stage of the process to contact the police, and how to proceed once the […]
Versions of Events Differ? Raising Challenges in Interviews If you are conducting a workplace investigation, no doubt you’re dealing with something unpleasant. All the more so because at some point you will have to conduct an interview with the person against whom allegations have been made. Allegations have been made, an interview is required To […]
How to Use Timelines in Interviews When conducting an investigative interview in the workplace, finding out exactly ‘who did what when’ can be somewhat easier said than done. Because we are generally interviewing a number of people and collating various documents and/ or items, we need to find ways to accurately collect and reconcile the […]