HR Investigations
Independent, procedurally fair investigations into complaints and allegations, run at arm's length from the people involved, so the findings hold up if the matter later reaches the Fair Work Commission, a court or a regulator.
What We Investigate
- Misconduct and serious misconduct allegations
- Bullying, harassment and sexual harassment complaints, including positive duty obligations under the Sex Discrimination Act 1984 (Cth)
- Code of conduct, fraud and policy breach matters
- Grievances and interpersonal conflict where an independent view is needed
- Psychosocial risk and participant welfare throughout the process
How It Runs
- Scoping and terms of reference: the allegations, the scope, the standard of proof and who the investigation reports to
- Planning: evidence, witnesses, confidentiality, and any interim arrangements such as a stand down on full pay
- Allegation letters and interviews: allegations put clearly, a genuine opportunity to respond, support person offered, everything recorded
- Analysis: findings made on the balance of probabilities, with the Briginshaw principle applied to serious allegations
- Report: written findings, reasoning and evidence, with recommendations kept separate from the decision
You receive: terms of reference, allegation and interview correspondence, a written findings report with the evidence relied on, and a separate recommendations note. The investigation and the disciplinary decision are deliberately kept apart. The decision maker remains the employer.