Investigations
Our focus is on establishing facts and providing valid solutions that suit our clients’ needs, while maintaining confidentiality and procedural fairness. We operate at all times within relevant legislative requirements and best practice principles. Our reports are clearly written and address the needs of the organisation. We undertake our investigations in accordance with legislative and policy requirements including the Local Government Industry Guidelines on Workplace Investigations, which are made pursuant to the Local Government (State) Award. We also have extensive experience in dealing with Public Interest Disclosures (PIDs).
Investigations can be undertaken to review and/or resolve:
- A complaint
- Staff grievances
- A process in accordance with procedures and best practice
- Maladministration or corruption
- Reporting to external agencies such as ICAC and the NSW Ombudsman.
We can independently handle investigations from receipt of the initial complaint, through to conducting interviews, reviewing procedures, processes and documentation, and producing a final report of findings and recommendations.”
We have independently investigated key areas including:
- Bullying and harassment
- Sexual harassment
- Inappropriate release or use of confidential information
- Social media
- Use of Council resources for private purposes
- Other employment (secondary employment)
- Conflict of interests
- Gifts, benefits and hospitality
- Misappropriation of funds
- Maladministration
- Political donations
- Development application processes
- Procurement and tendering processes
Note: We do not undertake private investigations
We have assisted councils in their journeys with the Independent Commission Against Corruption (ICAC). We often work with the council’s legal team to bring together key aspects of the matter and to meet legislative requirements by providing in-depth research and investigation. We also assist councils in their reporting obligations to the ICAC and undertake investigations required under section 53 and section 54 of the ICAC Act. We have had extensive experience working with councils involved in the Public Inquiries, and can assist the legal team, the Elected Council and the leadership team with practical knowledge and experience.
Grievances, Bullying and Harassment
Does one of your work areas have issues with bullying and harassment?
Have informal reports of bullying been raised with HR, and do they relate to one specific group?
Do your Employee Assistance Program Service (EAPS) reports suggest areas of concern?
Does one area have a higher rate of sick leave than others?
What did your last staff survey say about morale?
Do you have a higher level of attrition than previous years?
What do your workers’ compensation statistics show in that area?
Can you afford not to act under WH&S law on these signals?
Do staff require training in this area?
This is an area of increasing concern where today’s standards in workplace issues are not on the same playing field as yesterday’s supervisory styles. There is also a lot of media hype about bullying and some staff are therefore quick to make accusations regarding bullying that don’t always fit the definition.
It is often difficult for an internal employee to adequately review these kinds of issues.
As an external and independent organisation, we are well placed to review bullying and harassment issues. We listen to the concerns, review the issues and provide you with recommendations and outcomes to better manage the employee relationships.
This is one of the areas of state and local government in which we have significant experience. If we haven’t listed your issue here, don’t hesitate to get in contact. We have probably done it before – and a few times at that.