Menu
MCR Workplace Investigations provide specialist workplace investigation and mediation services involving employee behaviours and conflict affecting the workplace. We are highly experienced in conducting complex and sensitive, disciplinary, misconduct and safeguarding investigations.
With thorough understanding and application of the WA Reportable Conduct Scheme and what constitutes reportable conduct under the scheme, we provide high-level independent investigation services when child-related organisations are required to investigate allegations and provide a report to the Ombudsman on the outcome, and any action taken.
We can also provide training to employees regarding the WA Reportable Conduct Scheme, reporting obligations and the investigation process.
Professionally, and in relation to relevant qualifications, MCR Workplace Investigations have forensically interviewed children and vulnerable adults and been involved in multi-agency child protection investigations since 1999.
We provide expert advice relating to workplace investigations involving children, vulnerable adults and persons with a disability and ensure a trauma informed approach is applied whenever engaging with children, families and all parties involved within the investigation process.
Bullying can take many forms, including unwelcome jokes, teasing, nicknames, emails, pictures, text messages, social isolations, or unfair work practices.
Bullying behaviour can be obvious or covert and may involve, for example, aggressive or intimidating conduct, belittling, or humiliating comments, spreading malicious rumours, teasing, practical jokes or ‘initiation ceremonies’, exclusion from work-related events, unreasonable work expectations, including too much or too little work, or work below or beyond a worker’s skill level, displaying offensive material, and pressure to behave in an inappropriate manner. Reasonable management practices are not classed as bullying.
We conduct bullying investigations in a fair and objective manner, ensuring that all parties involved are heard to ensure that the context of the behaviour and impact to individuals, groups and the workplace are properly considered and reported upon.
Harassment is uninvited, unwelcome behaviour that does not have any legitimate workplace function. Harassment includes any written, physical and verbal conduct that from the perspective of a reasonable person is intimidating or humiliating against another person.
Harassment is any behaviour which is not asked for and not wanted and which may occur because of a person’s sex, race, religion, age, pregnancy, marital status, disability, transgender (transexual) status or sexuality.
We conduct harassment investigations in a fair and objective manner, ensuring that all parties involved are heard to ensure that the context of the behaviour and impact to individuals, groups and the workplace are properly considered and reported upon.
Sexual harassment can be defined as any unwelcome conduct of a sexual nature, such as an unwelcome sexual advance or unwelcome request for sexual favours, in circumstances in which a reasonable person would be offended, humiliated or intimidated.
The Equal Opportunity Act 1984 (WA) and the Sex Discrimination Act 1984 (Cth) provide that it is unlawful to engage in sexual harassment and organisations must take proactive, positive and meaningful action to prevent workplace sexual harassment, sexual discrimination and victimisation from occurring in the workplace.
MCR Workplace Investigations are highly experienced in investigating sexual harassment across industries and investigate sensitively and confidentially in relation to involved parties.
Racial harassment generally includes racially‑based threats, taunts, abuse or insults that disadvantage another person in their workplace or other area covered by anti‑discrimination laws.
For example, racist jokes, racist graffiti and name-calling are examples of racial harassment and aspects of racial harassment can constitute a criminal offence.
We conduct investigations involving racial harassment in a fair and objective manner, ensuring that all parties involved are heard to ensure that the context of the behaviour and impact to individuals, groups and the workplace are properly considered and reported upon.
Corporate whistleblowing laws require companies to investigate allegations of serious wrongdoing and companies are required to have a whistleblower policy outlining how they will investigate allegations.
MCR Workplace Investigations have experience of investigating Public Interest Disclosures in accordance with legislative and policy requirements and can assist government departments to deal with referrals in accordance with the Corruption, Crime and Misconduct Act 2003 (CCM Act).
Conflict of interest may consist of actual or perceived conflict of interest between personal interests and the impartial fulfilment of an employee’s professional duties.
Conflicts can include financial interest, personal benefit, gifts, use of confidential information, improper or undue influence, and honesty and integrity.
MCR Workplace Investigations provide desktop reviews to advise on whether behaviours may have breached organisation policy or can conduct an investigation in a fair and objective manner.
We ensure that all parties involved are heard to ensure that the context of the behaviour and impact to individuals, groups and the workplace are properly considered and reported upon.
We provide preliminary fact-finding investigations through structured interviewing of potential witnesses to determine whether a more formal misconduct investigation or process may be warranted against an employee, or to identify what may be happening in the workplace.
We work with and advise clients on mitigating strategies to minimise the risk of potential complaints, prevent misconduct arising and changing the culture of a team or business area.
MCR Workplace Investigations are listed by Sport Integrity Australia as an independent investigator to provide independent investigative services to sport, focused on misconduct and the safeguarding of children.
We can assist to review sport organisation policies to support handling of complaints, allegations, and breaches of the National Integrity Framework.
MCR Workplace Investigations have successfully conducted workplace investigations on behalf of clients working as partners for governments, indigenous organisations, land councils and not-for-profit organisations working alongside Aboriginal and Torres Strait Islander people and communities.
Whilst acknowledging cultural rights, we can investigate cultural safety matters in collaboration with First Nations Business and Cultural Consultants, to improve behaviours and a safe cultural environment.
With professional experience in NDIS Regulatory Compliance and complex NDIS Investigations, we provide consultancy advice to assist NDIS Providers in meeting their responsibilities and obligations under the NDIS Act, NDIS Code of Conduct and Practice Standards. We also conduct Reportable Incident investigations, helping Providers to report to the NDIS Quality and Safeguards Commission regarding whether reportable incidents could have been prevented, how well the incident was managed and resolved, what if any remedial action may be required to prevent similar incidents from occurring, and to report upon whether other persons or bodies need to be notified.
We provide an independent and confidential mediation process facilitating communication between parties to explore, identify and understand their needs and interests and use creative problem-solving techniques to enable the parties to reach their own mutually acceptable agreement.
Organisations must be committed to developing and operating efficient, effective, economical and sustainable procedures for the procurement of all goods and services and adopting a value for money approach, which allows the best possible procurement outcome to be achieved.
MCR Workplace Investigations provide reviews or investigations to assist organisations to identify whether a breach of internal policies has occurred relating to the purchase of goods and services, and whether internal procedures are suitably robust and compliant with relevant legislation.
Section 409 of the Criminal Code states:
(1) Any person who, with intent to defraud, by deceit or any fraudulent means —
(a) obtains property from any person; or
(b) induces any person to deliver property to another person; or
(c) gains a benefit, pecuniary or otherwise, for any person; or
(d) causes a detriment, pecuniary or otherwise, to any person; or
(e) induces any person to do any act that the person is lawfully entitled to abstain from doing; or
(f) induces any person to abstain from doing any act that the person is lawfully entitled to do,
is guilty of a crime and is liable —
(g) if the person deceived is of or over the age of 60 years, to imprisonment for 10 years; or
(h) in any other case, to imprisonment for 7 years.
Alternative offence: s. 378, 414 or 417.
Summary conviction penalty (subject to subsection (2)):
(a) in a case to which paragraph (g) applies: imprisonment for 3 years and a fine of $36 000; or
(b) in a case to which paragraph (h) applies: imprisonment for 2 years and a fine of $24 000.
(2) If the value of —
(a) property obtained or delivered; or
(b) a benefit gained or a detriment caused;
is more than $50 000 the charge is not to be dealt with summarily.
(3) It is immaterial that the accused person intended to give value for the property obtained or delivered, or the benefit gained, or the detriment caused
Fraudulent behaviour can include inappropriate behaviour relating to timesheets, use of equipment, manipulating or inflating procurement, travel, expenses and use of corporate credit cards.
MCR Workplace Investigations are highly experienced in identifying, investigating and mitigating fraud related behaviour connected to the workplace.
We provide reviews and investigations to assist organisations identify whether any suspected fraudulent behaviour has breached internal policies, and whether internal procedures are suitably robust to mitigate a risk of fraud.
A workplace grievance is a problem, concern, issue or incident raised by a worker and may include interpersonal conflicts between employees, the physical work environment or perceived unfairness in the workplace.
A workplace grievance can become protracted and complex if not managed and can quickly erode a harmonious working environment and affect employee morale, performance, trust and confidence in the organisation.
MCR Workplace Investigations conduct grievance investigations in a timely and effective manner to help organisations meet business as usual needs, whilst conducting investigations in a fair and objective manner and ensuring that all parties involved are heard to ensure that the context of the behaviour and impact to individuals, groups and workplace are properly considered and reported upon.
We conduct grievance investigations according to organisational Grievance Handling Policies and Procedures.
Workplace confidentiality involves any confidential information that an employee can come across in the ordinary course of business and can be categorised into personal information of customers and clients, employee information and business information.
Mishandling of confidential information is a risk to organisations of legal and non-legal action.
MCR Workplace Investigations provide desktop reviews to advise on whether behaviours may have breached organisation policy or legislation, and our investigations are conducted in a fair and objective manner, ensuring that all parties involved are heard to ensure that the context of the behaviour and impact to individuals, groups and the workplace are properly considered and reported upon.
An improper advantage consists of an advantage or a benefit that can include bribes, payments, gifts, meals, entertainment, travel expenses or fake agreements.
These behaviours can undermine organisation policies and processes relating to recruitment, tenders and procurement and anything that may be affected by bribery, corruption and extortion.
MCR Workplace Investigations can conduct reviews and investigations to assist organisations identify whether gaining improper advantage behaviours have occurred and whether such behaviour has breached internal policies, and whether internal procedures are suitably robust to mitigate risk.
MCR Workplace Investigations are highly experienced in handling complaints pursuant to Local Government Council Code of Conduct Division 3 Complaint Handling Policy.
We are suitably qualified and experienced to be appointed as Complaint Administrator to review and consider a Complaint and to report on the outcome and our findings to the Local Government organisation Complaints Officer for consideration by Council.
We conduct our reviews according to Council Policy to determine whether the Complaint is within jurisdiction, whether the Complaint is to be dismissed, offering mediation to parties, liaising with the Respondent, and facilitating their response, making a finding based on the balance of probabilities and preparing a report and recommendation to Council.
We always ensure that procedural fairness is provided to the Complainant and Respondent.
We provide significant investigator and investigations manager experience in managing reportable conduct, safeguarding, disciplinary and misconduct complaints, compliance, and investigations. We have proven ability to navigate complex investigations and workplaces and build rapport with all persons from diverse socio-economic and cultural backgrounds, including and not limited to children and vulnerable persons and those employed at different levels of seniority.
We have completed end-to-end misconduct/disciplinary investigations in several states involving respondents up to CEO level and sensitive matters of culturally unsafe environments in remote Aboriginal communities. We possess high-level interpretation of WA, interstate and commonwealth legislation and policies relating to local government, state government, commonwealth agencies, corporate entities and not-for-profit organisations including sporting organisations.
We have substantial experience guiding clients regarding investigations, improvements to internal policies and procedures and supporting clients to implement strategies and deliver change when business improvements are required. We have delivered training across industries, including how to conduct workplace and reportable conduct investigations.
We offer superior investigative skills through a background of detective policing, state and commonwealth public sector careers and have developed expertise in conducting interviews and investigations in a broad range of matters, including reportable conduct, child protection, disability services, and highly sensitive regulatory and compliance investigations. MCR Workplace Investigations is a nominated investigator with Sport Integrity Australia.
We provide professional experience of criminal investigations relating to child protection and serious sexual offences, having conducted a substantial number of forensic interviews with children and vulnerable adults, including persons with a disability.
We possess a high number of professionally recognised qualifications that compliment our practical experience, including qualifications relating to public sector, government and statutory investigations and leadership, enhancing our knowledge of State and Commonwealth government processes. We provide clients with highly regarded skills in interpreting and applying legislation, policy guidelines and procedures.
We provide our clients with exceptional verbal and written communication skills to support interviewing employees and providing exceptional reports and always follow a professional, pragmatic, and ethical approach. We are commercially astute with a clear understanding of the challenges facing small and large corporate entities when workplace complaints or misconduct are received and require a quality and procedurally fair independent investigation.
We combine our extensive experience and practical knowledge of contemporary investigation principles and laws, particularly those relating to evidence and procedural fairness, to conduct high-standard investigations and provide services to assist clients to investigate matters efficiently, expeditiously, and fairly.
About MCR Workplace Investigations
MCR Workplace Investigations provide specialist workplace investigation and mediation services involving employee behaviours and conflict affecting the workplace. We are highly experienced in conducting complex and sensitive, disciplinary, misconduct and safeguarding investigations.
About MCR Workplace Investigations
MCR Workplace Investigations provide specialist workplace investigation and mediation services involving employee behaviours and conflict affecting the workplace. We are highly experienced in conducting complex and sensitive, disciplinary, misconduct and safeguarding investigations.
