Ways to engage us

Who it suits

• Serious allegations, or matters that could lead to dismissal or a serious warning
• Complaints about managers, executives, HR or the board, or where internal staff are close to the people involved
• Employers with no one internal who is trained, independent and available
• Matters in small, connected communities, including Bowen Basin towns, where independence is hard to maintain internally

What you get

• A procedurally fair, impartial investigation, from informal complaints to complex formal matters
• One-on-one interviews, in person or by video call, with written consent from every participant
• An impartial and thorough assessment of the evidence and whether each allegation is substantiated
• Specialist options: experienced female investigators, LGBTIQ+ sensitive handling, and translation services on request
• A timeframe agreed at the start. Many investigations are completed within about a week; larger or more complex matters take longer

Typical steps

1. Free initial consultation to talk through the matter
2. Assess the matters raised and formulate the allegations
3. Agree terms of reference: scope, allegations, deliverables and timeframe
4. Notify the parties and run the interviews
5. Give the respondent a genuine opportunity to respond
6. Findings and report. You decide what action to take

Who it suits

• Employers who have just received a complaint, grievance or allegation and are not sure what to do next
• Matters where it is unclear whether a formal investigation, informal resolution or a referral elsewhere is the right response

What you get

• Help assessing the matters raised: is a formal investigation the right response, are there immediate safety or welfare steps, does the matter need to go elsewhere (for example to police or a regulator), and is it a public interest disclosure?
• Allegations that are appropriately formulated: specific enough that the respondent knows what is alleged (what, when, where, who)
• Identification of any process you are required to follow, for example under your enterprise agreement, policies or contracts

Typical steps

1. Free initial consultation
2. Assess the matters raised
3. Formulate the allegations and identify required processes
4. Decide the proportionate response with you, for example a full investigation or a guided internal investigation

Who it suits

• Low-level, straightforward matters where a trained, independent manager or HR officer has time to investigate
• Organisations that want to build their own capability while keeping the process fair

What you get

• Advice and guidance for your team on the allegations, the process and the report
• Support so your organisation conducts investigations at acceptable levels of procedural fairness

Typical steps

1. Free initial consultation
2. Your investigator runs the investigation, with our advice on the allegations, process and report
3. Your decision-maker considers the report and decides the outcome

Who it suits

• Organisations with an in-house HR or people and culture team that runs its own investigations
• Employers who have recently had an investigation challenged, or a complaint handled badly
• Boards and executives who want independent assurance that complaints are handled fairly and consistently
• Employers preparing or reviewing a Queensland sexual harassment prevention plan

What you get

• A review of your internal investigation protocol, procedures, documentation and reporting
• A detailed report identifying vulnerabilities, areas for improvement and recommendations

Typical steps

1. Free initial consultation
2. Agree the scope of the audit, including how files are accessed, de-identified and stored
3. Audit of your protocol, procedures, documentation and reporting
4. Detailed report with recommendations
5. Optional training, tools and ongoing support for your internal investigators and HR team

Who it suits

• Organisations that have completed a workplace investigation and need to repair the team, processes or culture
• Organisations looking to refine their workplace culture, with or without a recent investigation

What you get

• A four-phase approach that can be customised to your needs
• Policy and protocol audit, improved complaint procedures, and manager and employee training
• Ongoing monitoring and audits so the new culture is maintained

Typical steps

1. Policy and protocol audit
2. Improving workplace complaint procedures
3. Manager and employee training
4. Review and optimise