Do I need an external investigator?
You may need an external investigator if:
- you prefer the matter to be dealt with independently complex or serious issues or senior employees are involved
- the matter is subject to external scrutiny or litigation
- you have insufficient resources to allocate to a complex and time-consuming investigation
- Your HR staff have an actual or potential conflict of interest
Our expertise
Our investigators have expertise in investigating all kinds of workplace conduct, complying with:
- Fair Work Commission requirements for investigations
- Industrial Relations Commission requirements for public sector investigations
- the Australian Public Service Act 1999, Regulations and guidelines for investigating Public Service employees
- state and territory government regulation concerning public sector misconduct– for example the NSW Government Sector Employment Act 2013 and Rules, the Queensland Public Service Act 2008 and the Victorian Public Administration Act 2004
- requirements for investigation of reportable conduct involving children and/ or vulnerable persons
- public interest disclosure or whistleblower rules.
They are skilled at planning and scoping investigations, interviewing, evidence gathering, recording and analysis, and report writing.
They work efficiently to complete projects within given timeframes, are committed to impartiality and ethical practice, trained in cultural competency and trauma-informed approaches and have the ability to treat persons from diverse backgrounds and with diverse needs equitably and respectfully.
Measures taken by WEIR investigators to ensure procedural fairness include:
- drafting clear and unambiguous allegations
- providing reasonable notice of interviews
- providing necessary particulars of the allegations, in advance if required
- following up and considering any exculpatory evidence
- accommodating any special needs of the interviewee
- advising the respondent that they may bring a support person to the interview
- giving the respondent an opportunity to respond to any amendments to allegations and to any new evidence of a critical nature.
We offer workplace investigative services in the following areas:
- workplace misconduct, including bullying and harassment
- employee grievances and complaints
- workplace incidents, including death and injury
- privacy or confidentiality breaches
- discrimination on the grounds of race, age, disability and other criteria
- fraud, theft and misuse of employer resources
- conflicts of interest
- adverse action and victimisation
- leaking of sensitive and confidential information
- review of actions and investigations to ensure proper process
- compliance with laws such as firearms legislation, licensing, work health and safety
We also investigate incidents which are monitored or must be reported to regulatory agencies or professional bodies – for example, NDIS, corruption watchdogs, aged care and health service providers.
We have a multidisciplinary team and easy access to external support such as computer forensics, forensic accounting, or handwriting analysis.
From the time you receive an allegation or complaint, we will:
- assess the matter
- resolve matters which do not require investigation
- manage any risks
- comply with laws or reporting requirements
- investigate effectively and efficiently
- provide you with clear findings and recommendations.
We offer workplace investigation services nationwide, both face-to-face and virtually. Contact us to speak to a consultant.