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Complaints and grievances are on the rise in Australian workplaces and it has become common for employers to be taken to task in courts, tribunals and the media for failure to deal with them effectively. Failure to take appropriate steps at an early stage can do irreparable damage to workplace relations, employee productivity and the reputations of individuals and your organisation.

Employers have a common law right to resort to summary dismissal of an employee for serious and wilful misconduct, drunkenness, dishonesty or disobedience. Termination of employment is however the ultimate sanction and dismissal is not a right that should be exercised without a thorough and competently conducted investigation. A finding of unfair dismissal can be costly.

Allegations of serious misconduct should be fully investigated and those accused must be accorded procedural fairness. There are many advantages in having such allegations dealt with by impartial external investigators, who can save you time and money and remain at arms length from the often intense and emotional responses that workplace complaints and grievances can engender within an organisation.

Our Associates are former chief executives, senior human resource managers, psychologists and legal practitioners who assist Australian businesses and public bodies in these complex and sensitive matters.

We are Licensed Private Inquiy Agents, NSW CAPI Lic No. 409539493.

The information contained in this website is not intended to constitute legal advice nor should it be construed as such.

Serious Misconduct

The Australian Workplace Relations Regulations 1996 define serious
misconduct as wilful, or deliberate behaviour by an employee that is
inconsistent with the continuation of the contract of employment and conduct
that causes imminent, and serious, risk to the health, or safety, of a
person or the reputation, viability or profitability of the employer's

Investigation Associates Australia
We provide investigation services in Australia to assist employers in dealing with allegations of misconduct, employee misconduct, employee grievances, employee complaints and workplace grievances. Our Investigators conduct factual investigations, collecting documentary evidence and other evidence in conjunction with corporate counsels and the staff of professional standards units. They use best practice methodology in accordance with administrative law, applying the relevant standard of proof, the balance of probabilities. A recommended finding is made as to whether the allegation is sustained or not sustained is provided. In the event that allegations are found to be vexatious or misconceived the client is advised accordingly.

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