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Grievance Handling and Workplace Investigations Awareness

Name: Grievance Handling and Workplace Investigations Awareness
Price: 39 AUD
Availability: InStock

Most workplace complaints are not lost on the facts. They are lost on the way the complaint was handled. This course covers what to do in the first conversation, how to decide whether something needs a formal investigation, what procedural fairness actually requires, how to run and finish an investigation so the outcome holds up and the handling failures that turn a manageable complaint into a far more expensive problem. Written for the manager who receives the complaint, not for lawyers.

About 45 minutes100% online, self-pacedSix months of access

What You Will Learn

Handle the first conversation without damaging what follows
Decide whether a complaint can be resolved informally or must be investigated
Explain what procedural fairness requires and why an outcome fails without it
Apply the balance of probabilities and understand why serious allegations need stronger evidence
Separate a finding of fact from the decision about what to do
Recognise victimisation and the duty to protect a complainant afterwards

Course Content

Final Assessment: 10 questions, 80% pass mark, retakes available

Who This Course Is For

Managers, supervisors, business owners, team leaders and anyone in a people or human resources role who might receive a complaint, decide what happens next or be asked to look into one.

Written by Kam Askari, Managing Director of Creative Directions Management Consulting Pty Ltd, ISO 9001, ISO 14001 and ISO 45001 Lead Auditor. MBA, Graduate Diploma in Occupational Health and Safety, MAICD. Checked against the sources listed below.

Sources and Legal References

Always rely on the current version on the regulator’s website.

Accreditation: This is a non-accredited awareness course. It builds general awareness of complaint handling and workplace investigation practice and does not issue a formal qualification. It is not legal advice and it does not make you a qualified workplace investigator. Employment, discrimination and work health and safety obligations differ by jurisdiction and by circumstance and serious matters warrant advice from a solicitor or an experienced external investigator. Nothing here promises that following this process will prevent a claim or determine how any tribunal or court would decide a matter.