Allegations of misconduct in the workforce are very serious and can be extremely damaging to an individual if these allegations are unfounded or untrue.
That is why Procedural Fairness has been enshrined into the Fair Work Act 2009, giving employees the chance to defend themselves against allegations of wrongdoing in the workplace.
It is also called Natural Justice and should be offered to all employees before a decision is made in regard to the termination of employment to ensure a fair hearing and to minimise the risk of unfair dismissal.
Before having their employment terminated, they should be offered Procedural Fairness procedures that include:
And the employee is also entitled to:
The rights of an employee when it comes to Procedural Fairness
As an employee, you have several rights under workplace legislation when it comes to Procedural Fairness to give you the best possible opportunity to present your case. If you face allegations of misconduct, termination of employment or other significant disciplinary measures, you have the right to:
To ensure that Procedural Fairness is conducted in a way that ensures the employee has all of their rights adhered to and the best possible chance to appeal or deny any disciplinary action, a professional, third-party organisation is the best solution for a non-biased investigation and hearing.
Precise Investigation has experience working in commercial, insurance, government and other organisations conducting investigations and hearing and can ensure the correct outcome is reached for all parties.
For extra support or assistance with your case, please do not hesitate to contact us at firstname.lastname@example.org or Tel: 03 9564 7303.