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maximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essential WORKPLACE INVESTIGATION WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essential WORKPLACE INVESTIGATION WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to SEXUAL HARASSMENT LAW CHANGES Sexual Harassment law changes. Sexual Harassment law changes – Respect@Work 2020 report. HR Managers, employers & business owners – have you reviewed your sexual harassment policies & training in light of working from home & the 55 recommendations contained within the AHRC Respect@Work report relating to the National Sexual HarassmentSurvey.
SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. INVESTIGATION DOCUMENT TOOLBOX ARCHIVES Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story. WORKPLACE INVESTIGATION EMPLOYERS DUTY OF CARE HIGH COURT Workplace Investigation Employers duty of care - High Court to consider if employers owe a duty of care to employees during a workplace investigation WORKPLACE INVESTIGATOR LICENCE Workplace Investigator Licence. Workplace Investigator Licence – I was recently asked “As an external HR consultant I have been asked to do a workplace investigation into a bullying complaint, do I need to have a licence to conduct workplace investigations?” The answer to this is a most definite YES, A Workplace Investigator Licence must be held to engage in the investigation of persons NATIONAL EMPLOYMENT STANDARDS 10 ENTITLEMENTS FAIR WORK ACT The National Employment Standards (NES) are 10 minimum employment entitlements that are set out in the Fair Work Act 2009. The NES have to be provided to all employees. The national minimum wage and the NES make up the minimum entitlements for employees in Australia. An award, employment contract, or registered agreement can’t provide for FAIR WORK ACT ADVERSE ACTION CLAIMS Fair Work Act Adverse Action Claims – Many businesses have had to deal with the cost, disruption and trouble caused by a claim that the business has allegedly taken adverse action against an employee because the employee exercised a workplace right or had a protected attribute. Experience tells us that often the claim is made before or during a disciplinary or performance management process.VICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essential WORKPLACE INVESTIGATION WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essential WORKPLACE INVESTIGATION WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
CONDUCTING WORKPLACE INVESTIGATIONS Conducting Workplace Investigations Plus – 1 day course – 9 hours approx. This is also a condensed version of the 2 day course. It is recommended for HR professionals and managers involved in the investigation of misconduct or complaints. Like the 2 day course this is a highly interactive course where participants receive instructionaround
SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story. WORKPLACE INVESTIGATOR LICENCE Workplace Investigator Licence. Workplace Investigator Licence – I was recently asked “As an external HR consultant I have been asked to do a workplace investigation into a bullying complaint, do I need to have a licence to conduct workplace investigations?” The answer to this is a most definite YES, A Workplace Investigator Licence must be held to engage in the investigation of persons PHIL O'BRIEN WORKPLACE INVESTIGATOR Phil O’Brien Workplace Investigator Phil O’Brien Workplace Investigator – The principal of Australian Workplace Training and Investigation (AWPTI) Phil O’Brien is a highly experienced and skilled workplace investigator, Lawyer and former member of the NSW Police who can guide you through the minefield of workplaceinvestigations.
WORKPLACE INVESTIGATION ALLEGATIONS AND PROCEDURAL FAIRNESS Workplace Investigation Allegations. Workplace Investigation Allegations and Procedural Fairness- The importance of ensuring correct procedure when it comes to advising a person subject of a complaint what the actual allegations against them are. During the course of an investigation there comes a point where you must ensurethat the person
NATIONAL EMPLOYMENT STANDARDS 10 ENTITLEMENTS FAIR WORK ACT The National Employment Standards (NES) are 10 minimum employment entitlements that are set out in the Fair Work Act 2009. The NES have to be provided to all employees. The national minimum wage and the NES make up the minimum entitlements for employees in Australia. An award, employment contract, or registered agreement can’t provide for UNFAIR DISMISSAL FLAWED INVESTIGATION JENNIFER WALKER V In this unfair dismissal case at the Fair Work Commission, the applicant Ms Walker was the manager of the Salvation Army’s store in Lidcombe, Sydney. She had been an employee of the Salvation Army for 11 years and during that time had an unblemished employee record. In July 2016, Ms Walker served a customer who wished to purchase items ofVICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essential WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essential WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to WORKPLACE INVESTIGATION TRAINING The training is not just theoretical, it is based on actually incidents, complaints and issues experienced. Please contact us enquiries@awpti.com.au or on 02 9674 4279 if you would like more information or would like to book a course. AWPTI – workplace investigation Sydney and through-out NSW, QLD and Victoria. Workplace training national wide. SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. SEXUAL HARASSMENT LAW CHANGES Sexual Harassment law changes. Sexual Harassment law changes – Respect@Work 2020 report. HR Managers, employers & business owners – have you reviewed your sexual harassment policies & training in light of working from home & the 55 recommendations contained within the AHRC Respect@Work report relating to the National Sexual HarassmentSurvey.
CONDUCTING WORKPLACE INVESTIGATIONS Conducting Workplace Investigations Plus – 1 day course – 9 hours approx. This is also a condensed version of the 2 day course. It is recommended for HR professionals and managers involved in the investigation of misconduct or complaints. Like the 2 day course this is a highly interactive course where participants receive instructionaround
INVESTIGATION DOCUMENT TOOLBOX ARCHIVES Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace WORKPLACE INVESTIGATOR LICENCE Workplace Investigator Licence. Workplace Investigator Licence – I was recently asked “As an external HR consultant I have been asked to do a workplace investigation into a bullying complaint, do I need to have a licence to conduct workplace investigations?” The answer to this is a most definite YES, A Workplace Investigator Licence must be held to engage in the investigation of persons MISCONDUCT INVESTIGATIONS AVOIDING BIAS IN WORKPLACE Misconduct Investigations avoiding bias. Misconduct Investigations avoiding bias. It is not uncommon especially when the outcome is disputed, for an employee subject of a complaint or grievance to claim that the investigation was unfair or investigator was bias or perhaps a conflict of interest existed, especially if there is an adversefinding.
NATIONAL EMPLOYMENT STANDARDS 10 ENTITLEMENTS FAIR WORK ACT The National Employment Standards (NES) are 10 minimum employment entitlements that are set out in the Fair Work Act 2009. The NES have to be provided to all employees. The national minimum wage and the NES make up the minimum entitlements for employees in Australia. An award, employment contract, or registered agreement can’t provide forVICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialSUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.VICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialSUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.VICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do COMPLAINT MANAGEMENT TRAINING Complaint Management Training PLUS can be a 1 or 2 day course that comprises the elements above plus interview practice with facilitators in the roles as complaints, witnesses and respondent. This course has been designed for business owners, managers and supervisors of all levels it is not as in depth as the full Investigation Workplace SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. CONDUCTING WORKPLACE INVESTIGATIONS Conducting Workplace Investigations Plus – 1 day course – 9 hours approx. This is also a condensed version of the 2 day course. It is recommended for HR professionals and managers involved in the investigation of misconduct or complaints. Like the 2 day course this is a highly interactive course where participants receive instructionaround
HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION Workplace Investigation. Workplace Investigation – what can you do with uncooperative parties during an investigation. An issue that may be confronted during a workplace investigation is uncooperative parties, complainants, witnesses and the person subject of the complaint (generally referred to as the respondent). WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story. PHIL O'BRIEN WORKPLACE INVESTIGATOR Phil O’Brien Workplace Investigator Phil O’Brien Workplace Investigator – The principal of Australian Workplace Training and Investigation (AWPTI) Phil O’Brien is a highly experienced and skilled workplace investigator, Lawyer and former member of the NSW Police who can guide you through the minefield of workplaceinvestigations.
WORKPLACE INVESTIGATOR LICENCE Workplace Investigator Licence. Workplace Investigator Licence – I was recently asked “As an external HR consultant I have been asked to do a workplace investigation into a bullying complaint, do I need to have a licence to conduct workplace investigations?” The answer to this is a most definite YES, A Workplace Investigator Licence must be held to engage in the investigation of persons NATIONAL EMPLOYMENT STANDARDS 10 ENTITLEMENTS FAIR WORK ACT The National Employment Standards (NES) are 10 minimum employment entitlements that are set out in the Fair Work Act 2009. The NES have to be provided to all employees. The national minimum wage and the NES make up the minimum entitlements for employees in Australia. An award, employment contract, or registered agreement can’t provide for UNFAIR DISMISSAL FLAWED INVESTIGATION JENNIFER WALKER V In this unfair dismissal case at the Fair Work Commission, the applicant Ms Walker was the manager of the Salvation Army’s store in Lidcombe, Sydney. She had been an employee of the Salvation Army for 11 years and during that time had an unblemished employee record. In July 2016, Ms Walker served a customer who wished to purchase items of AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialSUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.VICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3. MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialSUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.VICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do COMPLAINT MANAGEMENT TRAINING Complaint Management Training PLUS can be a 1 or 2 day course that comprises the elements above plus interview practice with facilitators in the roles as complaints, witnesses and respondent. This course has been designed for business owners, managers and supervisors of all levels it is not as in depth as the full Investigation Workplace SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. CONDUCTING WORKPLACE INVESTIGATIONS Conducting Workplace Investigations Plus – 1 day course – 9 hours approx. This is also a condensed version of the 2 day course. It is recommended for HR professionals and managers involved in the investigation of misconduct or complaints. Like the 2 day course this is a highly interactive course where participants receive instructionaround
HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION Workplace Investigation. Workplace Investigation – what can you do with uncooperative parties during an investigation. An issue that may be confronted during a workplace investigation is uncooperative parties, complainants, witnesses and the person subject of the complaint (generally referred to as the respondent). WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story. PHIL O'BRIEN WORKPLACE INVESTIGATOR Phil O’Brien Workplace Investigator Phil O’Brien Workplace Investigator – The principal of Australian Workplace Training and Investigation (AWPTI) Phil O’Brien is a highly experienced and skilled workplace investigator, Lawyer and former member of the NSW Police who can guide you through the minefield of workplaceinvestigations.
WORKPLACE INVESTIGATOR LICENCE Workplace Investigator Licence. Workplace Investigator Licence – I was recently asked “As an external HR consultant I have been asked to do a workplace investigation into a bullying complaint, do I need to have a licence to conduct workplace investigations?” The answer to this is a most definite YES, A Workplace Investigator Licence must be held to engage in the investigation of persons NATIONAL EMPLOYMENT STANDARDS 10 ENTITLEMENTS FAIR WORK ACT The National Employment Standards (NES) are 10 minimum employment entitlements that are set out in the Fair Work Act 2009. The NES have to be provided to all employees. The national minimum wage and the NES make up the minimum entitlements for employees in Australia. An award, employment contract, or registered agreement can’t provide for UNFAIR DISMISSAL FLAWED INVESTIGATION JENNIFER WALKER V In this unfair dismissal case at the Fair Work Commission, the applicant Ms Walker was the manager of the Salvation Army’s store in Lidcombe, Sydney. She had been an employee of the Salvation Army for 11 years and during that time had an unblemished employee record. In July 2016, Ms Walker served a customer who wished to purchase items of AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the INVESTIGATION DOCUMENT TOOLBOX ARCHIVES Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialVICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the INVESTIGATION DOCUMENT TOOLBOX ARCHIVES Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialVICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to doHR PRODUCTS
AWPTI – workplace investigation Sydney and through-out NSW, QLD and Victoria. Workplace training national wide. Misconduct investigations, bullying investigations, harassment investigations & sexual harassment investigations, complaint investigations, grievance investigations, discrimination investigations. www.awpti.com.au. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION TRAINING The training is not just theoretical, it is based on actually incidents, complaints and issues experienced. Please contact us enquiries@awpti.com.au or on 02 9674 4279 if you would like more information or would like to book a course. AWPTI – workplace investigation Sydney and through-out NSW, QLD and Victoria. Workplace training national wide. SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace MISCONDUCT INVESTIGATIONS AVOIDING BIAS IN WORKPLACE Misconduct Investigations avoiding bias. Misconduct Investigations avoiding bias. It is not uncommon especially when the outcome is disputed, for an employee subject of a complaint or grievance to claim that the investigation was unfair or investigator was bias or perhaps a conflict of interest existed, especially if there is an adversefinding.
BULLYING INVESTIGATIONS SYDNEY ARCHIVES Workplace bullying investigation Can a performance management or disciplinary process be conducted concurrently with a bullying investigation? Workplace bullying investigation – One of the most common issues arising from a performance management or a disciplinary process is a complaint of bullying or harassment made by the person subject of the process. NATIONAL EMPLOYMENT STANDARDS 10 ENTITLEMENTS FAIR WORK ACT The National Employment Standards (NES) are 10 minimum employment entitlements that are set out in the Fair Work Act 2009. The NES have to be provided to all employees. The national minimum wage and the NES make up the minimum entitlements for employees in Australia. An award, employment contract, or registered agreement can’t provide for WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.SEXUAL HARASSMENT
The case of Mathews v Winslow Constructors (Vic) Pty Ltd VSC illustrates a breach of duty of care in a sexual harassment matter in which the Supreme Court of Victoria has awarded an employee over $1.3 million in damages after finding that her employer was negligent in failing to provide a safe working environment and allowing her to be AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the INVESTIGATION DOCUMENT TOOLBOX ARCHIVES Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialVICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the INVESTIGATION DOCUMENT TOOLBOX ARCHIVES Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialVICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to doHR PRODUCTS
AWPTI – workplace investigation Sydney and through-out NSW, QLD and Victoria. Workplace training national wide. Misconduct investigations, bullying investigations, harassment investigations & sexual harassment investigations, complaint investigations, grievance investigations, discrimination investigations. www.awpti.com.au. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION TRAINING The training is not just theoretical, it is based on actually incidents, complaints and issues experienced. Please contact us enquiries@awpti.com.au or on 02 9674 4279 if you would like more information or would like to book a course. AWPTI – workplace investigation Sydney and through-out NSW, QLD and Victoria. Workplace training national wide. SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace MISCONDUCT INVESTIGATIONS AVOIDING BIAS IN WORKPLACE Misconduct Investigations avoiding bias. Misconduct Investigations avoiding bias. It is not uncommon especially when the outcome is disputed, for an employee subject of a complaint or grievance to claim that the investigation was unfair or investigator was bias or perhaps a conflict of interest existed, especially if there is an adversefinding.
BULLYING INVESTIGATIONS SYDNEY ARCHIVES Workplace bullying investigation Can a performance management or disciplinary process be conducted concurrently with a bullying investigation? Workplace bullying investigation – One of the most common issues arising from a performance management or a disciplinary process is a complaint of bullying or harassment made by the person subject of the process. NATIONAL EMPLOYMENT STANDARDS 10 ENTITLEMENTS FAIR WORK ACT The National Employment Standards (NES) are 10 minimum employment entitlements that are set out in the Fair Work Act 2009. The NES have to be provided to all employees. The national minimum wage and the NES make up the minimum entitlements for employees in Australia. An award, employment contract, or registered agreement can’t provide for WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.SEXUAL HARASSMENT
The case of Mathews v Winslow Constructors (Vic) Pty Ltd VSC illustrates a breach of duty of care in a sexual harassment matter in which the Supreme Court of Victoria has awarded an employee over $1.3 million in damages after finding that her employer was negligent in failing to provide a safe working environment and allowing her to be AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the INVESTIGATION DOCUMENT TOOLBOX ARCHIVES Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialVICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to do AUSTRALIAN WORKPLACE TRAINING & INVESTIGATION SERVICES IN Australian Workplace Training and Investigation is a Commercial and Private Investigator Master Licence holder, number 411939151. Our Vision: at Australian Workplace Training & Investigation is to Create unrivalled pathways to optimal workplace behaviour with our exceptional methods of analysing the source of misconduct andmaximising
INVESTIGATIONS
Workplace Investigations As a result of the current workplace restrictions we are now conducting all investigations remotely. We still have the capacity to be briefed, review documents and conduct all interviews remotely and have legally compliant transcriptsdrafted.
WORKPLACE INVESTIGATION DOCUMENTS ESSENTIAL FOR WORKPLACE Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the INVESTIGATION DOCUMENT TOOLBOX ARCHIVES Workplace investigation documents – It is important to understand that a workplace investigation may be scrutinised by a court in the case of a complainant suing in negligence for a breach of a duty of care in a bullying or sexual harassment matter for example the case of Mathews v Winslow Constructors where an award of 1.3 million dollars was ordered or by the Fair Work Tribunal in the WORKPLACE INVESTIGATIONS WITNESSES Workplace Investigations Witnesses. Workplace Investigations Witnesses – In workplace investigations witnesses often play an important part in determining whether allegations made against a respondent are substantiated or not. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION ALLEGATION LETTERS We have 5 options that may assist you, we can; 1. Conduct the entire investigation for you, that includes drafting the letters of allegation, details here. 2. Provide you with comprehensive workplace investigation training, we conduct 1, 2 & 3 day courses to suit your needs, details here. 3.SUPPORT PERSON
Support person – workplace investigation – All you wanted to know about a support person but were too afraid to ask. It should be noted that under Section 387 of the Fair Work Act, in subsection “ (d) any unreasonable refusal by the employer to allow a person to have a support person present to assist at any discussions relating to MISCONDUCT INVESTIGATION ALLEGATION LETTERS AND PROCEDURAL Misconduct Investigation Allegation Letters. When AWPTI conducts an investigation we provide all the documentation including letters of allegation to our clients however I am often asked “Should we provide some sort of letter or email with the allegations?” The answer is always YES.. Why: Recently I published an article about allegation letters, procedural fairness and why it is essentialVICARIOUS LIABILITY
Vicarious Liability – employers be aware of duty of care. Employers have a duty of care to ensure that they take all reasonable steps to ensure that there is nothing in the workplace that could cause an employee to suffer an injury or to contract an illness this includes taking reasonable steps to eliminate and/or respond to workplace bullying, harassment and sexual harassment failure to doHR PRODUCTS
AWPTI – workplace investigation Sydney and through-out NSW, QLD and Victoria. Workplace training national wide. Misconduct investigations, bullying investigations, harassment investigations & sexual harassment investigations, complaint investigations, grievance investigations, discrimination investigations. www.awpti.com.au. HILL V HUGHES SEXUAL HARASSMENT Appeal – Hughes trading as Beesley and Hughes Lawyers v Hill FCAFC 126 (24 July 2020) On 24 July 2020, The Full Court of the Federal Court dismissed an appeal brought by lawyer Owen Hughes that he had sexual harassed his employed paralegal. The earlier judgment ordered Mr Hughes to pay damages of $120,000, plus $50,000 inaggravated
WORKPLACE INVESTIGATION TRAINING The training is not just theoretical, it is based on actually incidents, complaints and issues experienced. Please contact us enquiries@awpti.com.au or on 02 9674 4279 if you would like more information or would like to book a course. AWPTI – workplace investigation Sydney and through-out NSW, QLD and Victoria. Workplace training national wide. SEXUAL HARASSMENT TRAINING This course is provide remotely via Zoom or MS Teams. We charge a fixed rate with unlimited participants, contact us for details – enquiries@awpti.com.au. 2 – Understanding Sexual Harassment in the workplace 1 to 1 – 60 – 90 minute session designed for individuals. This session covers the same material as course 1 above. SERIOUS MISCONDUCT ARCHIVES Summary dismissal, Serious Misconduct, Workplace Investigations Summary dismissal, Serious Misconduct, Workplace Investigations – A recent case at the Fair Work Commission (Trialonas v Steric Solutions Pty Ltd) highlighted the need for employers to understand what Summary Dismissal is, how it applies to Serious Misconduct and the importance of thorough professional workplace MISCONDUCT INVESTIGATIONS AVOIDING BIAS IN WORKPLACE Misconduct Investigations avoiding bias. Misconduct Investigations avoiding bias. It is not uncommon especially when the outcome is disputed, for an employee subject of a complaint or grievance to claim that the investigation was unfair or investigator was bias or perhaps a conflict of interest existed, especially if there is an adversefinding.
BULLYING INVESTIGATIONS SYDNEY ARCHIVES Workplace bullying investigation Can a performance management or disciplinary process be conducted concurrently with a bullying investigation? Workplace bullying investigation – One of the most common issues arising from a performance management or a disciplinary process is a complaint of bullying or harassment made by the person subject of the process. NATIONAL EMPLOYMENT STANDARDS 10 ENTITLEMENTS FAIR WORK ACT The National Employment Standards (NES) are 10 minimum employment entitlements that are set out in the Fair Work Act 2009. The NES have to be provided to all employees. The national minimum wage and the NES make up the minimum entitlements for employees in Australia. An award, employment contract, or registered agreement can’t provide for WORKPLACE INVESTIGATION QUESTIONS WHAT AND HOW TO ASK Workplace Investigation Questions. Workplace Investigation Questions and the question of what and how to ask questions during an interview. The interview is typically a means to gather evidence, to clarify points made in a complaint, to find out what people saw, heard or experienced and also an opportunity for the person who is the subject of the complaint to provide their side of the story.SEXUAL HARASSMENT
The case of Mathews v Winslow Constructors (Vic) Pty Ltd VSC illustrates a breach of duty of care in a sexual harassment matter in which the Supreme Court of Victoria has awarded an employee over $1.3 million in damages after finding that her employer was negligent in failing to provide a safe working environment and allowing her to be* Youtube
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PARTNER WITH INVESTIGATION AND TRAINING PROFESSIONALS LET US SOLVE YOUR PROBLEMS Workplace investigations into issues such as complaints, misconduct and grievances can be a difficult, time consuming and stressful for the parties concerned. Let us assist you with timely and professional workplace investigations. WE CAN HELP BUILD YOUR HR TEAM Workplace Investigation Training – Complaints of bullying, harassment and sexual harassment are becoming more common in Australian workplaces. WE CAN TRAIN YOUR MANAGERS To understand Reasonable Management Action, Performance Management and Complaint Handling. Recommended for all managers/team. REDUCE COMPLIANCE RISKS By training your staff to understand their behavioural responsibilities you will help to address and reduce bullying, harassment and sexual harassment. HR PRODUCTS TO ASSIST YOU Make your life easier with our full range of HR products including manuals, an investigation document tool box and training programs.INFORMATION CENTRE
Here you will find useful articles on subjects such as workplace investigation, unfair dismissal and other employment law issues. FREE UP YOUR VALUABLE TIME Workplace investigations can be very time consuming, especially when there are other things that need to be done. Let us take away the stress and allow you to concentrate on other things as we free up yourtime
RESOLVE PEOPLE PROBLEMS & CONFLICTS Not all disputes in the workplace require an investigation. After an initial assessment if this is the case, we can assist and help you to effectively resolve interpersonal conflicts. SUPPORTING YOUR ORGANISATION We can provide you with support including reviewing and creating policies, job descriptions, training programs and contracts. AWPTI PROVIDES WORKPLACE INVESTIGATION AND TRAINING SERVICES BASED IN SYDNEY AND OPERATING THROUGHOUT AUSTRALIA. If you are a Manager, HR Manager or business owner you may have to deal with workplace issues including complaints, grievances, performance management, misconduct, bullying, harassment and other interpersonal related disputes. We can assist by taking away the stress by conducting professional and timely workplace investigations into these issues. We can also provide your employees, managers and HR professionals with interesting and engaging workplace training. _*** AS A RESULT OF A NUMBER OF REQUESTS WE HAVE CREATED INTERACTIVE WORKPLACE SEXUAL HARASSMENT TRAINING PROGRAMS – __MOREDETAILS HERE_
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OUR MISSION
At Australian Workplace Training & Investigation (AWPTI) our mission is to provided your business with experts who will conduct interesting and engaging workplace training and/or cost effective, timely and professional workplace investigations in to issues, complaints and grievances such as misconduct, bullying, harassment, sexual harassment and discrimination. Workplace issues have the potential to damage your business or organisation. Unresolved disputes and complaints can lead to disruption to the business, litigation and worker compensation claims. We also provide consultancy services and advice in all areasof HR.
An effective way to minimise workplaces issues and satisfy your duty of care is education and training. Australian Workplace Training & Investigation provides training programs that are practical and engaging covering the areas of complaint handling for managers; performance management and reasonable management action; misconduct investigation training for HR professionals and managers and bullying, harassment, sexual harassment and discrimination for all employees. Testimonials from some of our past clients can be found here. WHERE DO WE OPERATE? AWPTI is based in Sydney. We generally conduct investigations throughout NSW, the ACT, Queensland and Victoria and can also provide assistance or a referral in other states through one of our network ofinvestigators.
We provide workplace training services nationwide. In addition to misconduct issues relating to bullying and harassment, we provide expert investigation into fraud, theft, misuse of resources, breach of duties and Codes of Conduct and a range of other investigative assistance that can reduce the stress of trying to understand workplace legislation and investigations. Combining years of investigative experience, hands on knowledge of workplace investigation principles and laws, particularly those relating to procedural and substantive fairness, government and private sector workplace policies, Australian Workplace Training & Investigation has helped a large number of private and public sector clients by providing comprehensive investigations of workplace complaints efficiently, expeditiously and fairly. We ensure that all out investigations and training programs are consistent with the requirements of the Fair Work Commission and relevant State Industrial RelationsCommissions.
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