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https://www.fairworkcentre.com.au/newsblog/Employer-Tips/Giving-Notice-for-Possible-Termination-Meetings/
Given the above, it is advisable that where a meeting is to be held that may result in the termination of employment, an employer should disclose the nature of the meeting beforehand, and provide the employee with reasonable notice to arrange for a support person to be present that may support and assist the employee at that meeting.
https://www.bizfilings.com/toolkit/research-topics/office-hr/conducting-a-termination-meeting
It's natural for a person being fired to feel resentment toward you and your business. So, everything you do in a termination meeting should be designed to minimize, as much as possible, this natural resentment. We say that not so much out of concern for the worker who is being discharged, but for your own self-protection.
https://employsure.com.au/blog/the-role-of-a-support-person/
Jun 27, 2014 · The role of a support person. It is important to confirm to the support person at the outset of the meeting what their role is in the meeting. It should be explained to the support person that they are present in the meeting for emotional support only and they are …
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 there was no unreasonable refusal by the employer.
https://www.hcamag.com/au/specialisation/employment-law/opinion-what-is-the-role-of-a-support-person/150475
In Victorian Association for the Teaching of English Inc v de Laps [2014] FWCFB 613, an unfair dismissal application, the Full Bench of the FWC held that the obligation for employers to allow an employee to bring a support person to a meeting to discuss termination of employment did not extend to allowing that support person to be an advocate.
https://www.andersons.com.au/lawtalk/2014/july/support-persons-at-disciplinary-meetings/
Jul 08, 2014 · A letter providing notice of a formal meeting was provided to the employee including the following statement: You may bring a support person if you wish. Please note that the role of the support person is to provide you with emotional support. The support person is not to act as your advocate and should not speak on your behalf.Phone: 82386666
https://www.hcamag.com/au/specialisation/employment-law/support-persons-and-the-disciplinary-process/145632
At commencement of the meeting, employers may wish to clarify to all in attendance of what the support person can and cannot do. Where a support person is “overtly interventionist”, employers should consider suspending the meeting. Ensuring that an employee is afforded procedural fairness, including not refusing a support person in the ...Author: Victoria Bruce
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://workplaceinfo.com.au/termination/unfair-dismissal/analysis/fwc-clarifies-role-of-a-support-person
Feb 26, 2014 · The employer wrote to the employee directing her to attend a meeting. The letter stated: ‘You may bring a support person if you wish. Please note that the role of the support person is to provide you with emotional support. The support person is not to …
https://workplaceconflictresolution.com.au/role-support-person-disciplinary-conversation/
Jun 02, 2014 · However, whether the support person can advocate on the employee’s behalf is another matter entirely and managing yet another person in a delicate meeting imposes a different set of challenges: What role should a support person play? Are there limits upon their interactions in the meeting? Can they advocate for the person whom they are ...
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