I thought it informational that when presenting witnesses before any tribunal, they are carefully scrutinised. For example the following is from a recent unfair dismissal decision:
“I found the applicant to be an impressive witness. His oral evidence was clear, plausible and consistent both internally and with the contemporaneous documents that he filed with his statement.
“Mr Gummi’s written statement, on the other hand, contained a number of sweeping factual assertions about the applicant’s alleged misconduct, none of which were backed up by any specific evidence. I also note that Mr Gummi lives in Canberra and was not closely involved in the day-to-day running of the restaurant, except that he was at the restaurant on some weekends. This in itself limited the weight I could give to his evidence. For example, while he purported to give evidence about the applicant’s hours of work during the week, he also admitted that he was not present during this time. In contrast to the applicant, I did not find Mr Gummi to be a credible witness. Therefore, where there is any inconsistency between the applicant’s evidence and that of the respondent, I prefer the former”.
Greg Reiffel Industrial Relations & Human Resources Consulting has been providing the following services to businesses for over 30 years:
- General HR and IR advisory service.
- Fair Work Commission representation (eg unfair dismissals, adverse actions, etc.).
- Workplace investigations and mediations.
- Policies and procedures.
- Discipline & Termination.
- People Audits (are you at risk of prosecution?).
- Enterprise Agreements, Contracts of Employment, Individual Flexibility Agreements.
- On-site HR services.
Contact Greg on 0438 906 050 or mailto: email@example.com.