Harassment and discriminatory behaviour is not only harmful to the victim, but also to the success of your business by lowering productivity and increasing staff turnover.

Employers need to be proactive in addressing hostile behaviour that may be embedded in the workplace culture. Examples of a potentially hostile working environment are where racially or sexually crude conversations, innuendo or offensive jokes are part of the accepted culture.

Under occupational health and safety legislation, employers and employees are required to comply with any measures that promote health and safety in the workplace.

Employee misconduct and serious misconduct covers a whole range of behaviours and courses of action.  Misconduct usually implies an act done wilfully with a wrong intention, and conveys the idea of wrongful intention.

Matters of serious misconduct often will lead to termination.  It is therefore absolutely critical that an investigation into these matters is conducted by an expert who understands the laws of evidence and Fair Work requirements.  We have found that this is an area that employers typically need outside support due to a lack of experience.

Organisational fraud is more common than most businesses think. It can have differing impacts on the success of a business, regardless of size. In the most serious of cases, employee fraud can lead to business failure and destroyed careers.

Misplaced trust, reduced morale, inadequate hiring and supervision policies, and a failure to implement strong internal controls create an environment that is ripe for an employee to commit fraud.  Organisational fraud is therefore about opportunity.