NDIS providers can face complex complaints involving worker conduct, participant safety, reportable incidents and regulatory obligations. This practical guide explains when a formal investigation may be required, how to structure the process, what evidence to gather and how to ensure procedural fairness.

Six women and girls made similar complaints over thirteen years. None were proven in court. NCAT still refused a Working with Children Check clearance. Here is how the Tribunal reasoned through a pattern of unproven allegations, and what it means for risk assessments.

A maintenance officer threw a punch at a bar 200 metres from the office, after the Christmas party had officially ended. The Fair Work Commission upheld his summary dismissal. The decision is a clean case study in out of hours conduct, missing CCTV, shifting accounts and the limits of a provocation argument.

An allegation letter overstated what the evidence actually proved, and blurred a genuine performance issue with an unproven misconduct claim. The result: an otherwise defensible dismissal found unfair.

An assault finding under the NSW Reportable Conduct Scheme isn't the end of the analysis. Here's how to tell whether it also meets the higher threshold of a serious physical assault, plus a checklist and reference table to work through it.

Poorly drafted allegations and a mislabelled reportable conduct classification cost the ACT Education Directorate on appeal. A case study in why the wording of allegations matters as much as the conduct itself.

A 22 year Woolworths employee was dismissed after repeated absences linked to his own illness and his son's addiction and mental health struggles. The Fair Work Commission's Full Bench upheld the dismissal for absenteeism. Here is what employers should take from the decision.

An employee dismissed after a failed Performance Improvement Plan took his case to the Fair Work Commission, then got caught using AI in his own submissions.

Section 57 of the Children's Guardian Act sets out exactly what children and parents must be told during a reportable conduct investigation, and when an organisation can hold information back. Here's what that looks like in practice.

A recent Fair Work Commission decision provides a useful example of how a dismissal can be procedurally fair and supported by a valid reason, yet still be found to be harsh.

Reportable conduct investigations rarely announce themselves. One day it's business as usual, the next you've got seven business days on the clock, a child's safety to think about, and an employee who deserves a fair process, all at once.

A recent Fair Work Commission decision provides a useful example of how a dismissal can be procedurally fair and supported by a valid reason, yet still be found to be harsh.

Identifying whether a complaint may involve reportable conduct is one of the most important early steps in any child-related workplace investigation.

Many organisations do not think closely about reportable conduct until a serious allegation is made about a worker, volunteer or contractor. By that stage, decisions often need to be made quickly.