Canberra - Investigating Workplace Misconduct 

James Troup - Wednesday, August 04, 2021

Training Opportunity - Canberra - 24 August 2021 

INVESTIGATING WORKPLACE MISCONDUCT  

One of the most critical skills required by HR professionals in Australia today is the ability to undertake effective, quality and procedurally appropriate investigations into workplace misconduct.  

WISE Workplace’s foundation training program Investigating Workplace Misconduct provides participants with the essential knowledge and practice skills to lead or participate in the investigatory process.  

This one-day workshop focuses on the investigatory processes required to effectively asses complaints, interview relevant stakeholders, gather evidence and make critical decisions that effect employees. Industry case studies which highlight current case law, industrial legislation, and the latest research on investigation methods, including interviewing techniques and the accessibility of digital information are just some of the features of this course.  

For information about this invaluable course click the link below or contact our team on 1300 580 685 or admin@wiseworkplace.com.au  

#WISEWorkplace #ProfessionalDevelopment #Training #HumanResources #Investigation #Misconduct #Allegation #Complaint #HumanResources #WorkplaceInvestigation #Melbourne #Victoria  

Importance of Professional Development in Workforce Retention

Vince Scopelliti - Tuesday, August 03, 2021


Providing your workforce with contemporary, relevant and engaging #ProfessionalDevelopment opportunities is an important part of workforce retention as well as essential to building capability and expertise within your business. This is particularly important in areas such as #HumanResources, #Complaints Management and #Investigations – organisations can’t afford to lose critical knowledge, nor can they risk having gaps in the currency of workforce knowledge or capability. 

Investing in quality professional development can assist in: 
  • Employee job satisfaction, loyalty and engagement 
  • Improving productivity and capability in key areas 
  • Broadening skill sets and creating workforce flexibility 
  • Succession planning 
  • Establishing a reputation as an employer of choice in the market 

WISE Workplace are industry experts in supporting organisations build purposeful, effective and engaging professional development programs. In addition to our public training courses, we offer custom corporate training packages across a number the corporate, not for profit and government sector. For more information about how WISE Workplace can assist your organisation contact us on 1300 580 685 – admin@wiseworkplace.com.au. 


#WiseWorkplace #Training #Workplace #EmployeeEngagement

Unfair Dismissal

Vince Scopelliti - Monday, August 02, 2021


A QLD Worker has won an #UnfairDismissal case after being terminated by his employer for refusing to carry out work that they believed to be unsafe. It was held that the employees have the right to refuse to perform unsafe work that would expose them to a serious health or safety risk, and that refusal is a "workplace right" in the context of the Fair Work Act. 

This case highlights the importance of employers understanding the interrelationship between employment and safety laws. Whenever a performance or conduct matter relates to a health or safety event, a secondary consultation is always wise. 


#WISEWorkplace #UnfairDismissal #WorkplaceRelations #FairWork

NEW CHILD SAFE STANDARDS FOR VICTORIA - JULY 2022

Vince Scopelliti - Monday, July 05, 2021


NEW CHILD SAFE STANDARDS FOR VICTORIA – JULY 2022 

The Commission for Children and Young People have announced that new Child Safe Standards will be coming into force in #Victoria in July 2022. WISE Workplace welcomes these reforms which will strengthen and enhance the obligations of 50,000+ organisations to keep children safe by ensuring:

- availability of an accessible complaints management system 
- enhancing reporting obligations 
- requiring tailored workforce training and development, which consider the risks and complexity of each role 
- a values-based approach to #recruitment of staff and volunteers 
- #culturalsafety, #diversity and #equity are upheld 
- proactivity in relation to digital and physical safety through the introduction of a positive duty. 

Now is the time for organisations to review their governance arrangements, policies, procedures, culture and capability in readiness for these important changes. WISE Workplace can help. 

In addition to providing complaints and investigation services relating to child safety matters, WISE Workplace has established a strategic partnership with safeguarding consultancy FamSAFE. Together we provide our clients with end to end workplace solutions to enhance the experience of health, safety and wellbeing of children and young people. 

For more information about this service offering, or for support in getting ready for the introduction of these new standards, reach out today on 1300 580 685 – admin@wiseworkplace.com.au. 

#WiseWorkplace #Melbourne #ChildSafety #ChildSafeStandards #Complaints #Investigations #ReportableConduct #ChildAbuse #Safeguarding

Perth Conducting Workplace Investigations Advanced

Vince Scopelliti - Tuesday, May 25, 2021

Perth – limited vacancies available for our June Public Training Course

CONDUCTING WORKPLACE INVESTIGATIONS (ADVANCED)

Perth 22nd to 24th of June 2021

This in-depth program is tailored to meet the needs of government investigators and HR personnel who are required to conduct or supervise investigations into workplace misconduct including but not limited to, harassment, bullying, interpersonal grievances, fraud, or corruption.  

Delivered over three days, the WISE Workplace Conducting Workplace Investigations (Advanced) course is suited to individuals with prior industry knowledge and experience in the field who are seeking to enhance capability, consolidate knowledge, build processes and improve practical skills in line with the Australian Government Investigation Guidelines.  

This public training course is located in Perth, Western Australia, and runs from the 22nd of June to the 24th of June inclusive.

For information about this invaluable course click the link below or contact our team on 1300 580 685 or admin@wiseworkplace.com.au 

 

#WISEWorkplace #ProfessionalDevelopment #Training #HumanResources #Investigation #Misconduct #Allegation #Complaint #humanresources #WorkplaceInvestigation #Perth #WesternAustralia

http://www.wiseworkplace.com.au/training/conducting-workplace-investigations-advanced


Melbourne Investigating Workplace Misconduct

Vince Scopelliti - Tuesday, May 25, 2021

Melbourne - limited vacancies available for our June public training course. 

INVESTIGATING WORKPLACE MISCONDUCT 
Melbourne 2nd June 2021

One of the most critical skills required by HR professionals in Australia today is the ability to undertake effective, quality and procedurally appropriate investigations into workplace misconduct. 

WISE Workplace’s foundation training program Investigating Workplace Misconduct (IWM) provides participants with the essential knowledge and practice skills to lead or participate in the investigatory process.

This one-day workshop focuses on the investigatory processes required to effectively asses complaints, interview relevant stakeholders, gather evidence and make critical decisions that effect employees. Industry case studies which highlight current case law, industrial legislation, and the latest research on investigation methods, including interviewing techniques and the accessibility of digital information are just some of the features of this course.

For information about this invaluable course click the link below or contact our team on 1300 580 685 or admin@wiseworkplace.com.au

#WISEWorkplace #ProfessionalDevelopment #Training #HumanResources #Investigation #Misconduct #Allegation #Complaint #HumanResources #WorkplaceInvestigation #Melbourne #Victoria 

National Volunteer Week

Vince Scopelliti - Wednesday, May 19, 2021



Happy National Volunteer Week, Australia! Australia has over six million volunteers who support charities, not for profit organisations, special interest groups and businesses. Volunteers play a vital role in our communities and contribute over 600 million hours each year helping others.

Many organisations do a fantastic job of recognising and valuing their volunteers. An important part of supporting volunteers is ensuring that they are aware of their rights, duties and responsibilities relating to their duties. This includes their right to provide feedback, raise concerns, report an incident or make a complaint.

We often find that organisational complaints systems and processes don’t meet the needs or expectations of volunteers. This can lead to volunteers choosing to leave their volunteering role rather than raising concerns and navigating the ‘corporate system’. Having a fair, equitable, transparent and accessible feedback process which meets the needs of your volunteers is essential. 

WISE Workplace are experts in complaints management, incident investigations and workplace mediation involving employees and volunteers. For information about how WISE Workplace can assist your business, reach out on 1300 580 685 – admin@wiseworkplace.com.au

#WISEWorkplace #Volunteers #Volunteerism #NationalVolunteerWeek  

May 17 is the International Day Against Homophobia - IDAHBOT

Vince Scopelliti - Monday, May 17, 2021

May 17 is the International Day Against Homophobia, Transphobia and Biphobia (IDAHOBIT). IDAHBOT is a great opportunity for organisations to highlight their commitment to LGBTQIA+ inclusion and diversity, and to reinforce the position that discrimination has no place within their business.

The importance of inclusive, non-discriminatory workplace practices and culture is not a new concept. In fact, the conversation about inclusivity has been going on for decades. In addition, workplaces have been obliged to not engage in discriminatory practices for many years...so why is discrimination still an issue, and what can employers do about it?

Policies, Procedures & Training

Documenting and describing your company’s commitment to LGBTQIA+ inclusion is the first step. Training staff (particularly human resource staff and front-line managers) is the second. This is essential in order to ensure that all staff are provided with clear information regarding your business' commitment to inclusion, as well as ensuring those responsible for supervising and managing staff have been afforded the opportunity for professional development and learning in relation to workplace discrimination.

It is also important to clearly communicate the steps that people need to take to query or complain about a workplace practice or the conduct of an employee if they believe it breaches organisational policy. All concerns regarding discrimination should be reviewed and investigated – this demonstrates both your committment to eliminating discrimination, and your dedication to improving the diversity and culture of your workplace.

Visibility Matters

Promoting the visibility of your organisations committment to inclusivity is a great way to introduce or enhance a culture of safety and diversity. Simple and effective ways to improve your organisations visible support of LGBTQIA+ people include:

  • Displaying posters and signage of LGBTQIA+ inclusive flags in workplaces
  • Describing the organisation's committment to inclusive recruitment practices when advertising positions with in your company
  • Displaying LGBTQIA+ committment statements on your company’s website
  • Reviewing web copy, brochures, corporate documentation, forms and promotional material to ensure that your company's use of images, photographs and language is inclusive and contemporary.

By enhancing the visibility of your committment to inclusiveness, your organisation gives a clear signal to internal and external stakeholders that you value and respect diversity.

Discrimination and Bias

Identifying when and where discrimination occurs within your business is another important task. We often think about discrimination as overt, direct and explicit – a cisgender candidate being offered a job over a more qualified trans candidate for example. Whilst this type of discrimination sadly does still occur, discrimination arising from unconscious bias or implicit bias is more common, and also more difficult to detect and correct.

Unconscious bias describes the attitudes we hold about others as reinforced by our own personal environment, identity and experiences. Our preconceived beliefs, attitudes, perception of stereotypes, and social perceptions of gender identity and sexual identity can all result in the formation of unconscious bias.

In the workplace, unconscious bias about LGBTQIA+ people could impact the way your organisation advertises, recruits, selects and manages staff. Whilst not intentional, it may still be discriminatory and can adversely impact your workplace culture and your employee experience. Investigaing complaints or concerns relating to possible unconscious bias can also be difficult and complex experience.

Reflecting on individual and collective unconscious bias in the workplace can assist leaders and managers to identify opportunities for improvement, and contribute towards building diverse and inclusive workplace practices.

WISE Workplace proudly celebrates International Day Against LGBTQIA+ Discrimination. All people have the right to live and work free from discrimination. WISE Workplace is committed to providing an inclusive and safe workspace for all, and to ensuring our clients are empowered to implement best practice policies to protect the rights of asasasasa employees. If your organisation requires support in managing complaints or investigations relating to discrimination, WISE Workplace can assist your business, reach out on 1300 580 685 – admin@wiseworkplace.com.au


Supporting stakeholder wellbeing during an investigation

Vince Scopelliti - Thursday, April 15, 2021

Participating in a formal workplace investigation can be a stressful and difficult experience, whether you are a complainant, respondent, witness, manager or HR professionals. Organisations need to consider how the health, safety and wellbeing of all participants can be supported during an investigation and how they can meet their duty of care. Some simple preventative practices can be of significant benefit - here’s how.

Employee Assistance Programs

One of the first tasks to action when an investigation needs to take place is to ensure that all parties involved have access to wellbeing and support services. Employee Assistance Programs (EAP) are an important source of impartial support and can assist stakeholders in improving their resilience and reducing the impact of stress during difficult times.

Make sure you provide information to stakeholders about the services available through your EAP provider, including details of how to access the service and important information about their rights and entitlements (such as the right to privacy). Don’t forget to document this step.

If the investigation is likely to be complex or involves sensitive or potentially traumatic elements, it is a good idea to check with your EAP provider that they have people with the right skills and training to support employees involved in a workplace investigation. That way, you can confidently refer your workers to a quality service with reliable support.

Clarity & Communication

Another way that the potential stress and strain of an investigation can be reduced is by providing clear and regular communication to stakeholders. For most employees, being a party to an investigation is a very foreign experience. When people feel uncertain and unsure about what to expect during an investigation, the risk of someone experiencing stress and anxiety can increase. This can also have the effect of increasing conflict, complications and parties seeking help from lawyers or other advocates.

Wherever it is possible and appropriate to do so, keep stakeholders informed about procedural matters such as timeframes, organisational policies and processes. Ensure that they have been provided with the information they need to understand how the principles of procedural fairness will be applied in relation to the investigation, their rights and entitlements. Make sure you also let them know who they can contact if they need additional information or want to query a particular process.

Confident & Skilled Investigators

So, your employees are being supported and they understand what to expect during the investigation as well as their rights. The next step is making sure that people leading the investigation are experienced, confident and expertly skilled in their practice.  When an investigation is of a highly sensitive nature, relates to a critical incident or involves a vulnerable person it is also essential to ensure that the interview and investigation process does not contribute to or cause further harm or distress.

It is also important to make sure that you consider how the wellbeing of your investigator could be impacted. Think about their experience, skills, and specialist expertise. An investigator who is experienced in insurance fraud or financial misconduct may not be the right person to lead an investigation into discrimination or sexual harassment. Some good questions to ask yourself are:

  • Does my investigator have the requisite qualifications and industry experience to perform the task I am asking of them?
  • Does my investigator have the confidence, tools and techniques necessary to tackle difficult topics and subject matters, and to inspire trust in the parties?
  • Does my investigator have the resilience and insight to effectively manage any personal feelings or impacts which arise as a result of the investigation?  

If you can confidently answer “yes” to these three questions then you are on the right track. If not, don’t panic.

WISE Workplace provides a range of investigation services nation-wide. If you need assistance with managing an investigation, developing or strengthening your HR team’s skills in this area or would like to discuss how WISE Workplace could support your business please do not hesitate to reach out on 1300 580 685 or email admin@wiseworkplace.com.au .

Supporting stakeholder wellbeing during investigations

Vince Scopelliti - Friday, March 26, 2021

Participating in a formal workplace investigation can be a stressful and difficult experience, whether you are a complainant, respondent, witness, manager or HR professional. Organisations need to consider how the health, safety and wellbeing of all participants can be supported during an investigation and how they can meet their duty of care. Some simple preventative practices can be of significant benefit - here’s how. 4

Employee Assistance Programs 
One of the first tasks to action when an investigation needs to take place is to conduct a risk assessment based on the information available. This should include a vulnerability assessment and ensuring that all parties have access to wellbeing and support services at every stage of the process. Employee Assistance Programs (EAP) and or other similar programs are an important source of impartial support and can assist stakeholders in improving their resilience and reducing the impact of stress during difficult times. Make sure you provide information to stakeholders about the services available through your EAP provider, or any other alternative support services you can offer, including details of how to access the service and important information about their rights and entitlements (such as the right to privacy and access to a support person). Don’t forget to document this step. 
If the investigation is likely to be complex or involves sensitive or potentially traumatic elements, it is a good idea to check with your EAP provider or alternative support service that they have people with the right skills and training to support employees involved in a workplace investigation. That way, you can confidently refer your parties to a quality service with reliable support. 

Clarity & Communication 
Another way that the potential stress and strain of an investigation can be reduced is by providing clear and regular communication to stakeholders. For most employees, being a party to an investigation is a very foreign experience. When people feel uncertain and unsure about what to expect during an investigation, their stress and anxiety can increase, which can also have the effect of increasing workplace conflict, complications and parties seeking help from lawyers or other advocates. So wherever possible and appropriate, you should keep stakeholders informed about procedural matters such as timeframes, organisational policies and processes. Ensure that they have been provided with the information they need to understand how the principles of procedural fairness will be applied to the investigation, their rights and responsibilities. Make sure you also let them know who they can contact if they need additional information or want to query a particular process. 

Confident & Skilled Investigators 
So, your employees are being supported and they understand what to expect during the investigation. The next step is making sure that people leading the investigation are experienced, confident and expertly skilled in their practice.  When investigating matters which are highly sensitive, critical or involving vulnerable people it is also essential to ensure that the interview and investigation process does not contribute to or cause further harm or distress. It can also be wise to consider how the investigator will be perceived by parties in the interview context, making sure you also consider gender and cultural issues relevant to the matter. 
 It can also be important to ensure you consider the impact of the case on the wellbeing of your investigator. Think about their experience, skills, and specialist expertise. An investigator who is experienced in insurance fraud or financial misconduct may not be the right person to lead an investigation into discrimination or sexual harassment, and might find the subject matter challenging. Some good questions to ask yourself are: 
  • Does my investigator have the requisite qualifications and industry experience to perform the task I am asking of them? 
  • Does my investigator have the confidence, tools and techniques necessary to tackle difficult topics and subject matters, and to inspire trust in the parties? 
  • Does my investigator have the resilience and insight to effectively manage any personal feelings or impacts which arise as a result of the investigation?   
If you can confidently answer “yes” to these three questions, then you are on the right track. If not, don’t panic. WISE Workplace provides a range of investigation services nation-wide. If you need assistance with managing an investigation, developing or strengthening your HR team’s skills in this area or would like to discuss how WISE Workplace could support your business please do not hesitate to reach out on 1300 580 685 or email admin@wiseworkplace.com.au.