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eWISE July 2019                                     
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eWise - July 2019

What's New?

Our Investigating Abuse in Care short course is proving to be popular, with our Melbourne session (23-26 July 2019) being sold out! Limited spaces are available for our Sydney session being held 6-9 August 2019.  Enrol now, as this is the last scheduled Abuse course for 2019! 

Other upcoming training courses and dates are listed below, but are also available on our website

A big thank you to those of you who donated to our CEO Vince Scopelliti's 'Vinnies CEO Sleepout' fund raising event. We raised a total of $4582! All money raised goes directly to St Vincent De Paul Society, and will assist them to develop 'conference programs' and support local people in need. 

In The News

From 1 July 2019, the new Federal Whistleblower laws took effect. 

The Whistleblower Laws introduced: 

- Expanded whistleblower protections regarding all Australian Companies;

- A requirement for larger Australian companies to introduce a Whistleblower Policy; and

- New significant penalties for breaches of whistleblower protections, ranging up to $10.5 million. 


The law requires all public companies and large private companies to introduce a Whistleblower Policy. This also applies to companies with:

- Consolidated 'Group' revenue in excess of $50m;

- Consolidated gross assets of more than $25m or more; 


- 100 or more employees at the end of the financial year. 

The Whistleblower policy must be in place before 1 January 2020 or else companies may face fines of up to $12,600. 

We have assisted a number of organisations with implementing a response to these changes, including the provision of a Whistleblower Hotline through our Grapevine service. 

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The Fair Work Commission has increased the filing fee for 'dismissal, general protections and anti-bullying applications', being made under sections 365, 372, 294, 773 and 789FC of the Fair Work Act 2009. From 1 July 2019 this has increased to $73.20. 

Additionally the high income threshold in unfair dismissal cases increased to $148, 700 and the compensation cap to $74,350. 

- - - 

Staff at a Sydney Chinatown restaurant have been found to have been paid as little as $5 an hour, slept on milk crates in the kitchen and were sacked via social media according to a recent complaint to the Fair Work Ombudsman. 

Hospitality workers protested at the restaurant and its sister venue in Melbourne on Tuesday night. Calculations have suggested that some staff have been underpaid almost $10,000 in just a few months.  

The Union has demanded the Ombudsman investigate the restaurant, including their process for dismissing employees, exploitation of migrant workers and potential wage theft.

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If you are interested in reading our blogs they are released weekly on our Facebook, Twitter and LinkedIn social media pages - simply search for WISE Workplace on your chosen social media platform.  


Creating an Action Plan: ToR and External Investigators

By Vince Scopelliti

When conducting a workplace investigation, it is crucial to be able to demonstrate that appropriate procedures have been followed. This is essential in defending any subsequent action that may be taken. 

It can be helpful for employers to create an action plan utilising Terms of Reference (ToR) and the services of an external investigator to keep the investigation process on track.

Read the full article


Receiving Workplace Complaints

By Vince Scopelliti

Employers should be well aware of the legal and associated requirements that come into play when someone int heir workplace raises their hand with a grievance. 

Complaints about unacceptable and/or inappropriate behaviour can arise from any work area, and in regard to a wide variety of issues.

Read the full article


Uncovering the Steps of an Effective Investigation Process

By Vince Scopelliti

For many employers, a workplace investigation process can appear quite challenging to navigate. Questions around the actual subject of the investigation, and who is best qualified to carry out this important task, can immediately arise. 

The investigation process itself is characterised by a number of important processes that are designed to reduced the risk of negative perceptions and/or potential legal pitfalls at a later date. 

Read the full article


Social Media Misconduct: The Need for a Fair Investigation 

By Vince Scopelliti

An ever-increasing key dilemma for employers in the modern age is how to deal with the misconduct by staff through their use of social media platforms. 

The list of potentially offending conduct is lengthy. For example, staff might call in sick bu then post details of their activities on social media.

Read the full article


What's On


Conducting Workplace Investigations - Advanced (3-days)

Location: Brisbane
Date: 10 - 12 September 2019 

Location: Sydney
Date: 16 - 18 October 2019 

Location: Melbourne
Date: 12 - 14 November 2019 

Investigating Workplace Misconduct (1-day)

Location: Perth

Date: 29 July 2019 

Location: Hobart
Date: 13 August 2019 

Location: Darwin
Date: 16 September 2019 

Location: Canberra
Date: 19 November 2019 

For more information on Investigating Workplace Misconduct

Investigating Abuse In Care (4-day)

Location: Sydney
Date: 6-9 August 2019 

For more information on Investigating Abuse In Care




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