When drawing up your preliminary note of what you need to know as the product of your investigation, remember that the people being investigated have rights too. Some we will come to later in this series, including confidentiality and a fair process, but the first and most fundamental part of a fair “trial” is knowing … Continue Reading
All the best-practice recommendations about accommodating employees with disabilities stress the importance of dialogue with them about the limitations their disability may impose and the adjustments which might be made to help overcome them. Unimpeachable advice in principle, but not without risk in practice, as it turns out.… Continue Reading
How many letters have you written suspending an employee facing some form of disciplinary enquiry or dismissal, assuring him earnestly that it is a neutral act and in no way presumes any guilt?… Continue Reading
Most internal investigative processes are conducted in relative confidence and with as much discretion as possible. No such luxury for the BBC, forced (I will come back to that word) to carry out its process with Jeremy Clarkson in the full public gaze well before it can do so internally. Clarkson, already on a final … Continue Reading
My word, I hope somebody has a good explanation for this one. London Underground bosses have apparently required the removal from Tube offices in Essex of two small photos of the Queen, unwitting subject of bullying allegations made by a member of one rail union against a member of another. RMT and ASLEF union representatives … Continue Reading
I agree with Bob Crow. Not a sentence I ever saw myself writing, I have to say, but an impossible conclusion to avoid in relation to this week’s suspension of a railway worker who breached safety procedures to rescue a disabled woman who had fallen onto the track at Southend Central station minutes before a … Continue Reading
