Workplace Investigation
Workplace Investigations are essential in todays employment landscape
In light of the recent changes in Industrial Relations law, it’s more critical than ever to conduct thorough and fair workplace investigations. AHR is dedicated to helping your organisation manage these investigations, ensuring compliance and fostering a fair and productive work environment.
The Importance of Workplace Investigations
With the updates in Industrial Relations law, conducting proper workplace investigations is essential. These investigations are key to resolving disputes, handling complaints, and maintaining a safe and respectful workplace. AHR is equipped with the expertise to manage these complex processes effectively.
“Click on the Book a Free Consult” or call 1800 577515 Contact us today!
Our Services
Comprehensive Investigations
Employee disputes and misconduct are common in any workplace. Allegations of harassment, discrimination, bullying, and fraud can present significant challenges. AHR conducts thorough workplace investigations tailored to your business needs. We manage every step, from initial complaint assessment to final report, ensuring a thorough and unbiased investigation.
Incident Investigations
In the event of a workplace incident, AHR conducts thorough investigations. We handle everything from evidence collection to witness interviews and report compilation, helping you resolve incidents promptly and effectively
Strategic Support
AHR takes a strategic approach to workplace investigations. We tailor our services to your unique business needs, whether it’s redundancy processes, contracting issues, or restructuring, aligning with your long-term business goals.
Frequently Asked Questions
Who is Involved in a Workplace Investigation?
Complainant: The person who raised the grievance. The investigator will gather further information and any supporting evidence from the complainant.
Respondent: The individual accused of misconduct. The investigator will provide them with the allegations and offer them the opportunity to respond and submit supporting documentation.
Witness: Anyone who can provide relevant information about the alleged misconduct. Witnesses might have observed the incident or have knowledge of related events.
Support Person: A friend, family member, or similar who supports someone during the investigation.
Investigator: An impartial professional who conducts the investigation, interviews all relevant parties, reviews materials, and makes factual findings. This can be an internal HR team member or an external investigator for serious or sensitive cases.
6 Steps to the Workplace Investigation Process
1. Complaint: Acknowledge the complaint promptly. Obtain detailed information from the complainant, who should be allowed a support person. Decide whether to proceed with an investigation.
2. Preparation & Notification: Plan the investigation, determine its scope, identify parties, and document the process. Notify the respondent and remind them of confidentiality.
3. Collect Evidence: Review the complaint, interview witnesses, and gather evidence, including written communications, internal documents, or CCTV footage.
4. Develop Allegations: Draft clear allegations and send them to the respondent, providing time for a response and preparation for an interview.
5. Make a Determination: After gathering all information, determine if the allegations are substantiated. Share findings with the complainant and respondent.
6. Manage Outcomes: Communicate effectively and support employees through the outcomes, ensuring their wellbeing and safety.
Timeline for Workplace Investigations
The duration of a workplace investigation varies based on stakeholder availability, types of evidence, and any new issues arising during the process.
Considerations Before Conducting an Investigation
– Determine if a formal investigation is necessary.
– Consider the cost and implications of a mishandled investigation.
– Develop a clear communication strategy.
– Identify if there is a wider problem in the workplace.
– Assess potential impacts on the work environment and culture.
Mitigating Risks: A well-conducted investigation can defend against unfair dismissal claims. Properly documenting the process and ensuring procedural fairness are crucial.
Impact on the Team: Maintaining confidentiality is vital. Public incidents may require transparent handling to maintain employee trust and demonstrate action against misconduct.
Escalation to Workplace Investigation: Not all disputes require formal investigations. Mediators can often resolve conflicts unless they escalate to serious misconduct.
Contact Us
AHR ensures your workplace investigations are handled professionally and in compliance with the latest Industrial Relations laws.
“Click on the Book a Free Consult” or call 1800 577515 Contact us today to learn more.
Trust AHR to manage your workplace investigations with expertise and integrity, allowing you to focus on running your business.
We’re here to support you and your business when you need us.
The AHR team pride ourselves on providing expert local HR Consultants to assist with your workplace issues.
personalised support
We will appoint your own Tasmanian and locally based HR Consultant to provide professional advice and support to you and your team.
You will not have to endure any call centre conversations when working with the AHR team.
Big Business advice in small business language
The AHR team understand HR practices and terminology can be very involved and at times confusing. That is why we provide corporate level advice in a way that small business owners can understand and relate to.
As we achieve your business strategy, and your business grows and develops, we have the ability to upscale our services to meet your business needs.
LOCALS THAT UNDERSTAND YOUR BUSINESS NEEDS
We are Tasmanians, primarily helping Tasmanians.
We understand the local business environment and the issues local businesses face. That’s why working with the AHR team will provide you the knowledge and support you need to continue to grow your business and team.