A police check comes back with something on it. Do you know what to do next? Most businesses don’t and that’s where the risk starts.

Automatically knocking back a candidate because of a criminal record can land you in front of the Australian Human Rights Commission. Dismissing an employee the moment a charge surfaces — without asking whether it’s actually connected to their job is one of the most common and costly mistakes employers make.

A Queensland Rail train driver had an eight-ball-a-day cocaine habit, pleaded guilty to drug possession, passed every workplace drug test, and still walked away with a $30,000 Fair Work payout. Because the employer couldn’t prove the connection between his off-duty conduct and his ability to do the job safely.

That’s not a one-off. It happens constantly.

Join us for a 1-hour live Q&A with HR Guru Kendel Van Workum, who has handled more of these situations than she cares to count.

Why attend?

Because if you’re running police checks without a clear policy or making dismissal calls based on a charge rather than a connection to the role you are exposed. Get clear on what the law actually requires before it becomes your problem.

Introducing our guest speaker…

Hosted by HR Gurus + Emily & Jessy

About this webinar

Police checks are standard practice. But most businesses have no idea what to do with the results.

A record doesn’t automatically mean someone is unsuitable for a role. And a criminal charge outside of work doesn’t automatically mean you can dismiss someone. The law requires more than a gut-feel decision it requires a documented, defensible process.

In this session, Kendel walks through what the law actually says about criminal history in recruitment and once someone’s already hired including real Fair Work decisions that will make your jaw drop.

Including which businesses are most at risk if they get this wrong.

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