Sound familiar?
Workplace investigations
A complaint needs a fair next step, not another round of opinions. An independent investigation helps you understand the relevant facts before deciding what to do.
- A grievance or bullying complaint with disputed facts.
- Conduct concerns that management cannot fairly investigate itself.
- A policy breach needing a documented, impartial response.
A practical next step
How I help
- 01
Set a clear scope
We agree the allegations, applicable policies, reporting arrangements and investigation terms.
- 02
Gather the information
Relevant records and interviews are collected. People have an appropriate opportunity to respond to allegations affecting them.
- 03
Assess fairly
I consider the information impartially against the agreed scope and relevant standard of proof.
- 04
Provide a written report
You receive findings and the basis for them. The employer remains responsible for decisions and any action that follows.
Who it’s for
Available to councils, schools, health services, aged and disability care providers, and small and family businesses.
Serving Northern Rivers NSW, Tweed, Gold Coast, Brisbane and SE Qld, with Australia-wide online appointments. In-person availability is agreed for your location.
Areas we serve →Why Open Hands
Lorraine Dawson is an AMDRAS-accredited mediator and qualified lawyer (LLB), with a master’s in HR and organisational development. She brings an impartial, practical understanding of the people and legal issues involved.
Meet in person or online. Information is handled confidentially, subject to agreed terms, legal obligations and relevant safety exceptions.
Questions people ask
General information only, not legal advice. Your circumstances and the current rules matter.
How is an investigation different from mediation?
An investigation examines facts and makes findings within its scope. Mediation helps participants negotiate a way forward without deciding the allegations.
Who makes the employment decision?
The employer does. The investigation report informs that decision; it does not automatically determine disciplinary action.
Are interviews completely confidential?
No absolute promise can be made. Information is handled sensitively, but relevant information may need to be shared for procedural fairness, reporting or legal obligations.
How long does an investigation take?
It depends on the scope, records, number of interviews and availability of participants. We discuss a realistic timetable before work begins.
Can interviews be online?
Yes, where suitable. Privacy, access needs and the reliability of the process are considered when choosing the format.
Start with a conversation.
Thirty minutes, no cost, no obligation.