Many of us hoped that we had left the world of bullies behind in grade school, but unfortunately it’s just as common to find a bully in the workplace as it is in the school playground. Workplace bullying can have a major negative impact on any work environment, leaving individuals feeling victimised, uncomfortable, and insecure […]

Determining whether management action is reasonable requires an objective assessment in the context of the circumstances and knowledge of those involved at the time. The consequences that flowed from the management action taken, and the emotional state and psychological health of the worker involved, may also be relevant.   Reasonable management action may include: Performance […]

Workplace Mediator Brief: Aresolution Our mediation process involves conducting individual preliminary meetings with all stakeholders, individual meeting and coaching with key parties to help them to consider resolution and possible agreements, a joint mediation meeting and post mediation follow up including coaching and support for all stakeholders.   All formal agreements are captured in writing […]

Investigation Interview Transcripts   To record or not record workplace interviews?   Leave the audio recorder for the police detectives.   The audio recording offers you be most accurate account of the interview conversation however, the presence of the audio recorder during a workplace investigation interview can make people nervous and inhibit open disclosure.   […]

Preparing for your workplace investigation  To help minimise the cost of an external investigator we suggest that you prepare the following information: Review of applicable company policies, including how they are communicated to employees, whether followed, etc.; Summary of the complaint, including how the employer received notice, as well as a chronology of important events; […]

It is critical that the workplace investigation report is perceived as procedurally fair by employees. Research demonstrates that employees will be more likely to accept the outcome of an investigation they do not like, if it is perceived as procedurally fair. Protocols for procedural fairness in workplace investigations Established procedures for investigation and resolution or […]

Bullying and Harassment Claims against Managers on the Rise Protecting your manager’s right to performance manage. A staggering 70% of claims of bullying and harassment are from employees towards their managers. Changes to the Fair Work Act mean that complaints are not subject to the scrutiny of a third party and require more rigorous investigations. The majority of […]

Dealing with difficult situations training On completion a participant will be able to: Identify the common elements of a difficult situation Analyse what works and what doesn’t when dealing with difficult situations Justify reactions to difficult situations and how these shape outcomes Use listening, paraphrasing and questioning to understand the other person’s perspective Apply assertiveness […]

Changes to Fair Work Act mean greater protection for employees There has been a significant increase in workplace bullying complaints in the last few years, particularly around the area of performance management or other situations where there are points of difference between employees and their supervisors. Changes to the Fair Work Act – are quite […]

GMA Twilight Drinks – “Charming Corporate Snakes” with Heidi Smith  Friday 10th May 2013 5.30pm – 7pm University Club of Western Australia $10 members/$20 non-members (tickets at the door) Heidi Smith is an organisational psychologist registrar and conflict management specialist with a dynamic breadth of conflict resolution expertise. Climbing the corporate world can be like playing […]