Intervention
PEEL’s message to clients to take care of respondents during investigations has been reinforced in a recent case considering a workplace harassment investigation. At a recent client breakfast, PEEL shared learnings from the 2016 International Association on Workplace Bullying and Harassment conference. We spoke about the importance of being mindful …
Leaders are sometimes called upon to lead a performance management process for employees where there are issues of underperformance or misbehaviour. Emotions often run high during performance management meetings which can make them difficult to manage, especially when an external party is present as a support person. But what is …
Dealing with employee issues informally can be a great way of working to improve things gradually whilst maintaining healthy relationships. But what risks does informal management action represent? Is it OK to pull someone aside for a quick chat about their performance? Could this expose you to a bullying claim? …
It’s not easy knowing when to mediate and, once you are in there, achieving a successful and sustainable mediation outcome. Like any other craft there are some tricks and techniques to help you along the way. Here are some key lessons learnt through our mediation practice that you may find …
Who should have access to an Investigation Report and can ‘Legal Privilege’ protect the confidentiality of an investigation report? It is important to be mindful during a workplace investigation of who has access to the investigation report. We have been asked by many clients over the years for advice in …
