Addressing legislation updates, procedural fairness, and employer obligations
- Ensuring procedural fairness, independence, transparency, and standards of proof
- Understanding the requirements for workplace investigators (including workplace investigators that fall within the definition of a “Private Investigator” under the Private Security Personnel and Private Investigators Act 2010);
- Consideration of guidance from WorkSafe New Zealand and the Human Rights Commission in relation to sexual harassment;
- Understanding the obligations under the Employment Relations Act 2000, Health and Safety at Work Act 2015, Harassment Act 1997 and Human Rights Act 1993in relation to sexual harassment and reporting obligations;
- Consideration of recent decisions from the Employment Relations Authority, Employment Court and the Human Rights Review Tribunal in relation to investigations of bulling/sexual harassment claims; and
- Addressing the requirements of the Privacy Act 2020, Official Information Act 1982, Local Government Official Information and Meetings Act 1987, the long awaited Protected Disclosures (Protection of Whistleblowers) Bill which comes into force on 1 July 2022 and, for those who work in the Public Sector, the Public Sector Commission Workforce Assurance Model Standards.
