When is a Workplace Investigation required?

Some of the circumstances in which our clients engage us include:

• Where there are serious allegations of breach of company policies or procedures such as bullying, harassment or discrimination claims.

• If it is suspected that an incident of misconduct has occurred and the facts are not clear or may be disputed.

• Where there are competing versions of events and expertise is required to identify the true state of affairs.

• Where allegations are made against senior managers or a CEO where there would be a perception of bias if a person employed by the organisation was to conduct the investigation.

What you can expect from us

• Assistance in identifying the investigation scope.

• Support in preparing communications to complainant, respondent and witnesses as required.

• Experienced investigators who are skilled in engaging sensitively or assertively as required with a range of personality types and who will apply the principles of natural justice in all dealings with respondents and/or their representatives.

• Preparation of written witness statements for all persons interviewed.

• A comprehensive investigation report including an executive summary, outline of the process of the investigation, detailed findings of fact and clear recommendations (where requested and appropriate, for example improvements to workplace policies or procedures to mitigate future risks).

• Fast turnaround and a pragmatic approach without compromising the integrity or thoroughness of the investigation.

For further information or to enquire about a potential workplace investigation, please contact Gavan Cooper at gavan@cooperhardiman.com.au or Ed Thomas at ed@cooperhardiman.com.au.