Confidential Employment InvestigationsStephen is a associate member of the Association of Workplace Investigators, offering expert investigative services to employers dealing with complex workplace issues. Stephen specialises in conducting thorough and impartial investigations into cases involving serious misconduct, staffing concerns, fraud, theft, and a wide range of other work-related complaints.
Licensing and ExpertiseStephen holds an appropriate licence with the Private Security Personnel Licensing Authority (PSPLA), ensuring that all investigations meet the highest legal and ethical standards. His extensive experience in workplace investigations is complemented by a strong working knowledge of the Employment Relations Act 2000, positioning him as a trusted resource for employers seeking to resolve sensitive matters with diligence and care.
The Value of an Independent InvestigatorEngaging an independent, licensed investigator like Stephen offers significant protections for employers, by ensuring that investigations are conducted by a neutral third party with employers receiving reports that are completely unbiased and objective. This impartiality provides peace of mind, knowing that the process is fair, thorough, and in line with best practice standards.
Supporting Informed Employer DecisionsA properly executed workplace investigation is critical for employees facing the prospect of disciplinary action. By relying on Stephen’s expertise, employers can make well-informed decisions based on comprehensive and factual findings. This careful approach not only upholds procedural fairness but may also safeguard the employer should the matter escalate—such as if a personal grievance is raised and the case proceeds to the Employment Relations Authority or mediation.
Minimising Risk of Personal GrievancesOne of the most significant risks following a disciplinary process is the possibility of a personal grievance, such as a claim of Unfair Disadvantage. Stephen’s methodical and confidential approach ensures that investigations are completed with the utmost competency and discretion. All parties involved are treated equally and fairly, upholding the principles of natural justice and reducing the likelihood of successful grievances arising from flawed investigative processes.
Confidentiality and FairnessMaintaining strict confidentiality and fairness throughout the investigation is a cornerstone of Stephen’s practice. By adhering to these principles, he not only protects the rights of all parties but also enhances the credibility and reliability of his findings. Employers can be confident that every investigation is handled professionally, respectfully, and in accordance with legal requirements.
GUIDING PRINCIPLES FOR WORKPLACE INVESTIGATIONS
A. Decide toMake a d Decide whether to or not to investigate.
B. Choose an investigator.
C. Decide on the scope of the investigation.
D. Form an Investigation plan.
E. Communications with employee representatives and any witnesses.
F. Have a correct confidentiality and privacy system in place.
G. Evidence gathering and retention systems.
H. How to Conduct the interviews.
I. Good Documenting the investigation.
J. Investigation findings and exhibits.
K. Investigations reports.
