News

PEEL’s message to clients to take care of respondents during investigations has been reinforced in a recent case considering a workplace harassment investigation. At a recent client breakfast, PEEL shared learnings from the 2016 International Association on Workplace Bullying and Harassment conference....Read More

Wow – casuals being eligible for redundancy entitlements, being able to bring claims of unfair dismissal…where to next?

Historically casual employment has been described as employment which is intermittent or irregular in nature. We know...Read More

Please join us in one or both of the following information sessions in Tamworth and sample this for your organisation!

• International Workplace Bullying Conference - What do you need to know?
  7 December 2016, 9am for meet & greet...Read More

A Respectful Workplace can be hard to define or verbalise in concrete terms. You know it when you see it and you know what it’s not. 

It’s inclusive of diversity, it’s where people feel valued, where conflict is addressed early and disrespectful behaviours are...Read More

PEEL is running our 1.5 day Workplace Investigations Training on 12 & 13 September, likely to be the last for 2016.

Register now to join at 2015 prices!

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PEEL Is Launching Workplace Investigations Training on 12 & 13 September 2016!

We have received interest from our clients to run our popular Workplace Investigations training publically again.

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We Are Looking For A New Team Member!

We are looking for a new team member and thought the best outcome would be achieved by connecting with our network. You all know...Read More

For many HR practitioners and line managers, conducting workplace investigations can be a daunting task, even if you’ve been through training or completed investigations in the past, they present their own unique challenges … Am I following due process? Are my interview questions appropriate? Do I...Read More

Knowing how to partner with an external workplace investigator is essential in order to ensure a thorough process which is fair for all involved and doesn’t result in breaches of law.

Recognise different roles

As external investigators we regard our professional integrity as...Read More

It’s great if your workplace investigation into misconduct, bullying or inappropriate behaviour can be managed internally. However, there are occasions when this is not possible or should not occur. Here are some ideas about when it is more appropriate to engage an external investigator.

When...Read More