WORKPLACE INVESTIGATIONS AND DISPUTE RESOLUTION

Dealing with disputes and grievances can be complex and depending on the nature of the issue, may require differing approaches and methodologies.

So if this happens in your organisation, there are significant benefits to be gained from getting assistance from an objective third party.

At Focus HR we are able to provide support to businesses in a range of investigation services from dealing with informal complaints to significant behavioural issues requiring formal investigation.

WORKPLACE INVESTIGATIONS

Focus HR conducts workplace investigations into allegations of misconduct, serious misconduct, bullying, sexual harassment, vilification, victimisation and discrimination.  We ensure that the obligations of procedural fairness, privacy and natural justice are met through the process and apply the appropriate degree of thoroughness and rigour.

On completion of the workplace investigation, the business owner or manager receives a comprehensive report on the findings.

WHEN MIGHT YOU NEED TO INSTIGATE AN INVESTIGATION?

Commonly, this will be as a result of a complaint or allegations about an employee's conduct or performance.

If you have received a complaint (whether formal or informal) about alleged bullying, sexual harassment or discriminatory behaviour you have a legal obligation to act.

WORKPLACE MEDIATION

We also offer mediation services as a dispute resolution process to organisations who find themselves managing workplace conflict. Through this mediation process we work with individuals to help them identify and articulate their key issues. We then facilitate communication with the relevant parties in order to resolve the issues identified. 

Our end goal is to empower people to have effective conversations to resolve issues, creating a lasting impact on their interactions and relationships in the workplace.  

WHEN MIGHT YOU NEED WORKPLACE MEDIATION?

Where there are conflicts arising as a result of misunderstanding, personality clashes or a differences of opinion, the best outcome is for people to resolve these though effective communication.  Sometimes they just need some help in stepping through that process!

 

Focus HR is also able to provide additional insight into whether or not a company’s policies support an effective dispute handling process, any underlying causes observed and assist the organisation in identifying the appropriate follow up action.