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https://legalvision.com.au/support-person-in-a-disciplinary-meeting/
May 07, 2018 · A Support Person in a Disciplinary Meeting. You only have to allow a support person in a meeting if it is a disciplinary meeting. Disciplinary meetings are serious meetings between an employee and one or more of their managers. These meetings …
https://employsure.com.au/blog/the-role-of-a-support-person/
Jun 27, 2014 · Employees are entitled to have a support person present during a meeting related to performance management, investigations and disciplinary action.Failure to afford an employee a support person in a meeting in relation to a dismissal can result in the dismissal being deemed unfair due to the employee not being afforded procedural fairness.
https://www.employmentlawhandbook.com.au/what-is-the-role-of-a-support-person-in-disciplinary-meetings/
Unreasonably refusing to allow the employee to have a support person present will point to unfairness. But what is the real role of the support person? How far does “support” extend? The role of a support person to assist an employee during discussions relating to dismissal is an important element of fair dismissal processes.
https://www.hcamag.com/au/specialisation/employment-law/support-persons-and-the-disciplinary-process/145632
Support persons and the disciplinary process. ... there are limitations to what role that support person can play during the meeting. The support person cannot advocate on behalf of the employee, answer questions on behalf of the employee or provide explanations or make submissions for the employee, says employment law specialists Workplace Law ...Author: Victoria Bruce
https://www.raineycollins.co.nz/your-resources/articles/what-role-does-an-employees-support-person-play-in-the-disciplinary-process
Mar 29, 2007 · Record that the employee has been given the opportunity to have a support person present. Where an employee chooses not to have a support person present at the disciplinary meeting, the employer should ensure that they make a note of that fact and also seek their reason. This reason should also be included in the employer’s interview notes.
https://hradvance.com.au/news-articles/disciplinary-meeting-what-if-a-support-person-isn-t-available
An attempt by the employer to accommodate the employee’s request for postponement would be viewed favourably by the Fair Work Commission in any subsequent unfair dismissal matter. These previous cases heard by employment tribunals give some guidance on this issue.
https://workplaceconflictresolution.com.au/role-support-person-disciplinary-conversation/
Jun 02, 2014 · What is the role of a support person in a disciplinary conversation? ... clarifying the role of a support person in a meeting. An employee brought an unfair dismissal claim against her former employer and one of her complaints involved her support person not being allowed to act as an advocate; her employer rejected this, suggesting in a letter ...
https://www.andersons.com.au/lawtalk/2014/july/support-persons-at-disciplinary-meetings/
Jul 08, 2014 · The line between an advocate and support person in the context of disciplinary meetings has been a grey area in the law for some time. The Fair Work Act 2009 (Cth) ("FW Act") does not provide an inherent right to be "represented" by a lawyer, union official or support person during any form of disciplinary proceedings.However, the FW Act does provide that an employer cannot …Phone: 82386666
https://www.fwc.gov.au/unfair-dismissals-benchbook/what-makes-dismissal-unfair/unreasonable-refusal-support-person
Oct 21, 2019 · It was also noted that whether a support person 'assists' the employee at a disciplinary meeting is relevant when considering s.387(d). For the purposes of s.387(d), it was found that the support person sufficiently assisted the employee and that …
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