Bernardine King

Writer

Co-Founder - Head of Investigations

Profile

Join date: Feb 10, 2026

About

Bernardine King is Co-Founder of Clearmarc and a highly respected leader in workplace investigations, governance, and risk advisory. With over 25 years’ experience, she has led complex investigations and compliance initiatives across large, regulated organisations, supporting boards and executives through sensitive and high-risk matters.

Bernardine is known for her calm, evidence-based approach and commitment to procedural fairness, helping organisations navigate misconduct, conflict of interest, and governance issues with confidence and integrity.

Posts (6)

Aug 5, 2026 ∙ 4 min

10 Signs Your Contractor Might Actually Be an Employee

Why contractor classification is about more than what's written in the contract. Businesses engage contractors for flexibility, specialised skills and scalability. But one of the most common misconceptions is that a signed contractor agreement is enough to establish an independent contractor relationship. Across Australia and many APAC jurisdictions, regulators and courts increasingly look beyond the contract itself. They examine how the relationship operates in practice who controls the...

Jun 29, 2026 ∙ 3 min

10 Third-Party Due Diligence Red Flags Every Procurement Team Should Check Before Signing a New Supplier

This article provides general information only and should not be relied upon as legal, financial or procurement advice. Businesses should seek professional advice appropriate to their circumstances. Choosing the Right Supplier Is About More Than Price Selecting a new supplier is one of the most important decisions a business can make. While price, capability and delivery timelines often receive the greatest attention, the risks associated with engaging the wrong supplier can far outweigh any...

May 25, 2026 ∙ 3 min

When HR Handles It Alone: Why Sensitive Workplace Investigations Often Escalate

Most workplace issues don’t begin as crises. A complaint is raised. A concern is mentioned quietly. A manager notices tension within a team. At first, it feels manageable — something internal HR can resolve informally and quickly. But in many organisations, that’s exactly where escalation begins. Because when sensitive workplace investigations are handled without independence, structure, or investigative expertise, small issues can rapidly evolve into legal disputes, reputational damage,...