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Wisely, or not at all

Wisely, or not at all

By Anna Kelly

Workplace Relations 


Employers have a range of complaint handling and dispute resolution mechanisms available to them and workplace investigations should only be undertaken when absolutely necessary. In April this year, the High Court revoked special leave in Govier v The Uniting Church in Australia Property Trust (Q),1 deciding that the absence in evidence of an employment contract impeded its ability to determine questions about whether an employer has a duty to protect an employee from psychological damage caused by a workplace investigation.

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