1. Organisations need to investigate
every instance of suspected
fraud, theft, dishonesty, bullying,
harassment, bias and other
unethical behaviour.
Do you?
THE TRAINER
Thirty three years’ continuous experience in law
enforcement (NSW) as an operator, educator and
advisor. This included risk management (strategic
and tactical) within protracted serious crime
investigations. Managed the performance and
development of supervisors for effective leadership
including highest ethical practice and service delivery.
Since 2009 engaged by both government and private
industries for investigations, consultations and
delivery of training.
TESTIMONIALS
“We commissioned Graham to devise this training.
I’m more than satisfied with the high quality product
delivered.”
– Manager Airport Security,
Sydney Airport Corporation Limited
“My line managers provided me wide ranging positive
feedback about Graham’s workplace investigations
workshop. I hope it will be part of our routine staff
development strategy”
– Operations Manager, SNP (Aviation) Security
INVESTIGATION SERVICES
Red Ibis Pty Ltd, as a Master Licensed
Commercial and Private Inquiry Agent,
can provide investigation of unethical
behaviour in the workplace.
Red Ibis Pty Ltd
Graham Maranda Director
T 0413 643 994
E graham@redibis.com.au
www.redibis.com.au
PO Box 276
Petersham 2049
Licensed Security Consultant #409855936
Corporate Master License #410213025
ABN 47133141205

2. Workplace Training:
CONDUCTING Investigations
Australian workplace laws require the investigating
process to be totally and unquestionably fair.
Otherwise, decisions affecting an employee could be
lawfully challenged and annulled. The employer could
attract litigation costs. This one-day workshop equips
participants for responding properly to apparent
unethical (rather than incompetent) behaviour by an
employee. In teaching procedural fairness, it benefits
the efficient management of people, finances and other
resources for a healthy workplace culture.
LEARNING OUTCOMES
Respond fairly and efficiently to a complaint or
allegation
Create a Plan of Inquiry (Action Plan)
Gather, record and secure relevant evidence
Prepare and conduct workplace interviews
Produce a Report of Inquiry into
Complaint / Allegation
GENERAL SKILLS DEVELOPMENT
Communicate clearly and fairly with staff and clients
Cooperate and consult for a peaceful workplace
Follow ethical practice in everyday routines and
behaviours
Keep documented records for efficiency and
transparency
Employ logical analysis
ADMINISTRATION AND COST
• Workshop can be tailored to suit client’s needs
• Minimum 6 / maximum 14 participants
• Includes a personal flash drive containing tools,
templates and notes
• Client to provide venue with projector equipment
• Duration 7 hours (including breaks)
8. Organise and conduct interviews
[Types of interview; using the record of interview
format linked to procedural fairness; template for
typed Records of Interview provided and discussed]
9. Practise during workshop scenario
[Simple complaint scenario provided – participants to
determine what breaches were allegedly committed;
list what they would gather as evidence and who they
would interview [Plan of Inquiry]; devise questions –
some role play interviewing by participants; Interview
Plan template provided]
10. Compose a Report of Inquiry
[Structuring the Report for the information of others,
including possible future legal purposes, as a record
of findings and also evidence of procedural fairness -
template provided]
WORKSHOP OVERVIEW
1. Follow ethical and professional requirements
[Investigator’s role; attitude and approach; conflicts
of interest; confidentiality; assessing a complaint;
defining a complaint]
2. Develop and document a framework for inquiring
[Scenario discussed, and associated template
provided]
3. Determine your authority - Powers of Inquiry
[Seeking senior management approval; investigator’s
right to ask questions and take evidentiary items]
4. Gather evidence and maintain transparency
[Ensuring all evidence –both for and against - is
gathered / recorded; types of evidence sources;
inspecting site of complaint; making records to ensure
transparency]
5. Obtain, record and store [secure] evidence
[Statements plus other associated documents;
maintaining appropriate record of action; best
practice on storing evidence]
6. Apply rules of evidence
[Basic concepts - civil law versus criminal law;
applying appropriate civil standards of proof;
procedural fairness; making decisions based on
the balance of probabilities]
7. Obtain oral evidence
[Questioning witnesses- when, where,
how and why; what to ask; how to
frame and present questions;
witness mindsets; procedure
when a third party is
present]