Procedural Fairness

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Performance Management That Holds Up: Why a Valid Reason Is Only Half the Defence

Compliance /

An engineer with thirty years’ experience was dismissed for genuinely substandard work. Missed deadlines. Quality problems. A welding error that halted a production line.  The Fair Work Commission accepted there was a valid reason to dismiss him. He won anyway — and was awarded compensation of $21,471.15 plus superannuation — because the employer had no formal performance management process and gave him

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Workplace Investigations Done Right: How to Protect Your Organisation Through Process, Procedural Fairness and Privilege

Compliance /

A well-run workplace investigation is one of the strongest risk-management tools an Australian employer has. Done properly, it gives you a defensible basis to act on misconduct. Done poorly, the investigation itself becomes the liability — often costing more than the original complaint.  The difference comes down to process: right scope, procedural fairness, privilege considered early, and

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