| Date | 3 September 2026 |
| Time | 12.00pm-3.40pm AEST (Bris time) |
| Venue | Live Online & Recorded Recording Access Expires 3 October 2026 |
| Pricing | $440 Price includes GST |
| CPD | Addresses 7.2 of the Australian Professional Standards for Teachers |
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Program
12.00 LawSense Welcome
12.05 Chairperson’s Remarks
Catherine O’Kane, Principal, All Hallows’ School
12.10 The QLD Reportable Conduct Scheme: Navigating Grey Areas of “Significant Neglect” and “Significant Emotional and Psychological Harm”
Outlining the Reportable Conduct Scheme
- Outlining the reportable conduct scheme – definitions of reportable conduct and who it can be made about
“Neglect” and “emotional or psychological harm”
- Examining the definition, in practice, of:
- significant neglect of a child
- behaviour that causes significant emotional or psychological harm to a child
- Managing practical issues and problems:
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- managing, in practice, the identification of reportable “neglect” and “emotional and psychological harm”
- dealing with allegations concerning children who turn 18
- exploring the implications for your student discipline policies and record-keeping
Attitude of Regulator
- Understanding the current attitude of the regulator in evaluating and managing reporting
Learning from School Experiences in QLD and Other States
- Learnings from examples, including in other states:
- examples of when schools have not reported but should have and vis-versa
- responding to challenging scenarios
Ben Tallboys, Principal, Russell Kennedy; Legal Counsel, Association of Heads of Independent Schools Australia
1.10 Break
1.20 Best Practice in Managing a Staff Member Who is the Subject of a Reportable Conduct Allegation and Investigation
Rights and Obligations Regarding the Staff Member, Psycho-Social Hazards
- Examining your obligation in practice to the staff member the subject of a reportable conduct allegation or investigation, including:
- obligations of procedural fairness
- the extent to which the staff member should be informed of details of the investigations
- the extent to which you can inform other staff about the allegations and investigation
- impacts in the staff member and obligations under psycho-social hazards laws
When to Stand Down the Staff Member
- Examining when you should stand down the staff member and on what terms
Managing the Staff Member and Student Where the Staff Member Has Not Been Stood Down
- Exploring when circumstances may not meet the threshold where a staff member should be stood down
- Best practice in managing the staff member and student while the investigation is ongoing:
- optimising risk and safety assessments for both the student and staff member
- managing communications with parents, staff and the school community
Dealing With the Fallout – Managing Circumstances Where Findings Are Made Against the Staff Member or The Staff Member is Exonerated
- Examining rights, obligations, steps to take and best practice where:
- findings are made against the staff member
- the staff member is exonerated
Megan Kavanagh, Partner, Colin Biggers & Paisley Lawyers
Jay Keenan, Solicitor, Colin Biggers & Paisley Lawyers
2.20 Break
2.30 Exploring Best Practice Reportable Conduct Investigations
- Outlining the legal framework applying to reportable conduct investigations
- Understanding the expectations of the Queensland Family and Child Commission (QFCC)
- Examining the Rules of Natural Justice / procedural fairness obligations and how they apply at different points in the process
- Assessing when to use an external investigator. Who should conduct the investigation if you decide to do it internally?
- Examining key considerations in planning an investigation including ensuring the investigation is child centred and trauma informed
- Examining what evidence you should consider obtaining and understanding the value of different types of evidence – hearsay versus “first hand” evidence, independent and corroborative evidence
- Dealing with contradictory evidence
- Managing communications, confidentiality, and privacy rights
- Assessing the evidence and making findings – what level of evidence is enough? When can you accept a version of events without corroborating evidence?
- Optimising your report to the QFCC
Fiona Manderson, Principal, Aloncaws Mediation & Investigation; Inhouse Counsel, Hillcrest Christian College
3.30 Closing Remarks
3.40 Event Close
Presenters / panelists include:
 | Ben Tallboys provides sector-specific, practical legal solutions to schools across Australia. Ben is a passionate and effective advocate for principals dealing with complex matters relating to parents, staff and students, as well as their own employment. |
 | As part of her education and health care practice Megan Kavanagh provides operational advice regarding child protection, responding to third party court matters, dealing with and responding to parent/client and community complaints. Megan drafts policy and procedure to assist her clients to respond to these matters. |
 | In addition to giving general employment and safety advice on front and back-end matters, Jay Keenan regularly assists Megan to advise clients in the education, care and faith-based sectors in relation to child safety and other regulatory requirements. |
 | Fiona Manderson has been a practicing solicitor for more than 20 years working in traditional law firms and Legal Aid Queensland before a nearly six-year stint as Head of Compliance, Risk & Legal at Hillcrest Christian College. She has now opened her own business – Aloncaws Mediation & Investigation and is transitioning out of her inhouse role at Hillcrest. |