Conducting a workplace inquiry or investigation is often a period of great stress, but it can also be one of great opportunity. Such stress often comes from the highly charged emotional environment and the sense of loss felt by many of the people involved. Opportunity arises from the chance to fix a problem and to gain credibility through an approach that is conscientious and demonstrates integrity. This program offers a systematic approach to managing the process and highlights some of the pitfalls for those who have responsibility for the outcome.
Who Will Benefit
Individuals who have, or who are likely to be given, the responsibility for initiating, completing and reporting on a workplace inquiry or investigation. Prior experience of investigations into employee behaviour such as inappropriate conduct, discrimination, harassment or a reported bullying allegation is not required.
Those interested in incident or accident investigation should refer to Preventing and Responding to WHS Incidents.
- Organisational and personal obligations to respond to complaints
- Legal issues and obligations
- Defining the scope of the investigation
- Principles of natural justice
- Gathering information discreetly and objectively
- Sifting through the evidence
- Reporting the findings
- Recommending approaches to avoid recurrences.
Participants should be able to:
- Develop a plan for implementing a workplace inquiry or investigation
- Define the legal issues
- Complete the work whilst maintaining a high level of integrity and respect for all parties
- Gather evidence and interview key stakeholders
- Prepare a report of their findings.