Nobody raised an issue about the Sky football presenters evidence being
reversed in the decison making process.
To describe that:-
The first
reported breach of conduct was the later evidence,
The sacking
occurred as a direct result of an earlier breach of conduct coming to
light after a warning had been given for the later incident, which one
assumes provided evidence of a mode of conduct.
If an employer took no
action for a recorded breach, would it be right upon a second recorded
breach to take action and then, referring back to the earlier breach,
move to final actions. This seems to be an important point in this
recorded world, with potential to reverse some earlier levels of
understanding, otherwise methods of working which 'saved' recordings
providing evidence of policy breaches without taking action until
enough existed to achieve particular objectives could become
commonplace.
So the question is do politics rule (defensive and
offensive) and it is acceptable to show a mode of conduct and
immediately sack, or would ethical codes require that having found
recordings identifying conduct not up to standard and which had been
accepted within the work environment by not being reported or
challenged, that educational process should be implemented before
further action is taken after the date it was officially reported and
warned about as a disciplinary offence. (i.e. In the Sky case the
later incident). I suspect there will at the least be levels of
seriousness involved in any answers.
Ian W
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