Someone independent looks into it

Sometimes issues can escalate, or the issue can go beyond something that is appropriate to be managed by Fire and Emergency.  An independent, impartial third party is needed. Speak Safe @ Fair Way provides independent investigations.

If your issue involves bullying, harassment, sexual harm, or a power imbalance, then an independent investigation is likely.

We'll independently manage the process and share our investigation’s findings.

Speak Safe @ Fair Way will manage the process in confidence and with sensitivity, directing the scope of the investigation and the timeframes for completion of each phase.  

How it works

  • Get in touch

    You can get in touch by phone, email or online.

    Get in touch Process
  • Check

    We will check whether we can investigate and confirm if it is within our jurisdiction.

    Find out more
  • Notify

    We will advise Fire and Emergency so they can consider next steps internally while the investigation is underway.

  • Set up

    We start by creating a terms of reference for the scope of the investigation.

    Using info
  • Investigate

    The investigation begins. This might include interviews with you or your team, reviewing processes and policies, and reviewing evidence.

    What happens complaint
  • Findings

    A draft report is shared for comment. At the conclusion of the process, we provide a final report on our findings.

    Considering complaint
  • Progress check

    After we deliver our findings, we put in place check-ins to follow up on progress of the Fire and Emergency decision process.

    Adjudication Arbitration Review

What happens after an investigation?

  • At the end of the investigation, we provide a report on our findings. It could include insights and observations on what to do next.

    Fire and Emergency has an agreed process after Fair Way has concluded our investigation to ensure a decision is made in a timely manner.

    Upon receipt of the findings report the Fire and Emergency case manager will be responsible for ensuring the decision maker has the information required to make a decision.  The process occurs in three phases:

    1. Findings meeting
    2. Draft decision
    3. Final decision.

    During this period, Fair Way will continue to follow up and record progress of the Fire and Emergency decision making process. This will be reported back to Fire and Emergency on a monthly basis.

    If further support is required following an investigation, for example training or facilitated conversations with the team, we may be able to provide wraparound services, or help you understand what else is available to you.  

  • When can we investigate?

    If your issue involves bullying, harassment, sexual harm, or a power imbalance, then an independent investigation through Speak Safe @ Fair Way is likely.

About the investigation service

  • Who can access this service?

    Investigations are part of the Speak Safe @ Fair Way service which is open to all Fire and Emergency personnel, including volunteers. It’s available nationwide so we can help wherever you are.

  • What can Fair Way investigate?

    As part of the Speak Safe @ Fair Way service, we can conduct an independent investigation if your issue involves:

    • bullying
    • harassment
    • sexual harm
    • power imbalance.
  • How long does it take?

    This will vary based on the unique nature and needs of each investigation. During the initial phase, the investigator will establish who needs to be involved in the process, what the scope of the investigation is and will set expectations around the timeframe.

  • Who might be involved?

    The terms of reference will outline the scope of the investigation. The investigator is likely to arrange meetings with the person making the complaint (the complainant) and the person or people involved in the complaint (the respondent/s). They may also want to meet with any witnesses or key team members to help establish the facts.

  • Are conversations on the record?

    The purpose of an investigation is to establish the facts and the investigator has a responsibility to share what they discover. Any evidence, verbal or written communications, and documentation may be shared and used for the purposes of the investigation. For example, it may be disclosed to others for comment or used in the investigation report.

    People providing evidence (whether volunteers, other staff, managers or the public) will be advised that what they disclose may be passed on by the investigator to the people involved (the complainant and respondent) so everyone involved has a clear understanding of the allegations and has an opportunity to respond to the evidence and issues.

  • Why are independent investigations important?

    By using an independent expert, you’ll be more willing to engage in the process and internal biases can be lessened, leading to trustworthy and accurate findings that can be used to direct next steps.

    We’re licensed private investigators under the Private Security Personnel Licensing Authority (PSPLA) and carry a full permit to conduct workplace investigations.

Get in touch Process

How to get started

Get in touch by freephone, email or online and we’ll guide you through the process.