Guilty until Proven Innocent? Avoiding the Knee Jerk Reaction in Employment Investigations
It is unfortunate that in recent times allegations can be enough to impose a guilty finding on the alleged perpetrator, and the complainant is perceived as truthful and wronged. In the context of an employment complaint, employers need to take a step away from this mob mentality and ensure their investigations and actions accord with the law and good governance.
In the upcoming session presented by Mark Howard, Partner, HWL Ebsworth, Melbourne at the upcoming 9th Employment Law Melbourne Conference, this session will provide a tool kit for best practice handling of allegations in the workplace, including:
• Receiving a complaint and taking deep breaths
• Why knee-jerk reactions can lead to disaster - the perils of premature dismissal or sanctions
• Step by step guide to complaint management and investigation processes
• Treatment of the parties and avoiding claims of victimisation and pre-judgement
• Management of communications with parties, other employees and stakeholders
• The rules of procedural fairness and confidentiality
• Outcome, recommendations and dealing with any fallout when allegations are proven or not
• Policy checklist and review
Mark will solidify this information through cases and examples.
To learn more about this topic and the upcoming conference download the brochure.
About the Speaker:
Mark Howard is the National Practice Group Leader in our Workplace Relations and Safety Group.
Mark has more than 25 years experience in industrial relations and employment law. He specialises in providing advice to large corporate clients and statutory authorities and has a range and depth of experience across a broad range of industries, including government, building and construction, retail, manufacturing, financial services, insurance, technology and energy and resources.
Mark’s practice focuses on enterprise bargaining and workplace agreements, dispute resolution, business restructures, board and executive solutions and compliance and risk management. He also has experience in designing and delivering training programs for use by employers and regularly presents at seminars and conferences.