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Support person shushed!

Support person shushed! (Last Updated On: September 10, 2014)

The Fair Work Commission has enforced a new decision that employers need to inform support persons who are present at disciplinary meetings to keep the gathering confidential. Disciplinary investigations and termination meetings whereby a support person is invited to provide moral provision, by law, all discussions and outcomes need to be kept within the walls and the attendees of that meeting. This may appear to be obvious under the serious circumstances of the gathering, nevertheless it is now essential that all employers inform the support person of discretion.

A recent breach of this confidentiality agreement saw a CFMEU union delegate with a final written warning because the employee forwarded an email about a disciplinary meeting in which he attended, with the inclusion of private matters, to people outside of the group of those who met. At his defence he stated that he was unaware he could not discuss the meeting with others.

Important information which is often discussed in these meetings involve in-depth details about the work conducted by the accused, such as security arrangements, patient medical history, customer, sales, product or financial information all of which have been compromised or experienced fault by the staff member. The meeting itself is taking place to discuss issues and must be handled with discretion as the negative circumstances surrounding the disciplinary action of an employee may have detrimental impacts, not only on the employee, but the company or brand of the employed.

If you would like to ensure that you are following the correct disciplinary procedures and prohibit information being leaked to people outside of the investigation of a staff member call Employsure today on 1300 651 415 or fill in the form below. We can outline your responsibilities as an employer when arranging a disciplinary meeting. We can provide you with the correct disciplinary procedures and policies to ensure that there are no breaches in confidentiality during disciplinary actions.

*Information sourced via the Workplace Express website.

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