If it went to disciplinary then we would regard it as a 'major' Human
Resources record and kept for 6 years after the employee leaves service
(then summary up to their 70th birthday).
You would presumably instigate an investigation into any allegation made
against a member of staff. I would have thought that even if it did not
go to disciplinary, and there was no basis found for the allegation, you
should still keep a record of the investigation in case a challenge is
made to your original findings. Of course a member of staff may not be
too happy to have an allegation kept on file if no proof and no further
action was taken, but I would still argue against getting rid of the
records, because you still need to show that you have followed due
process - for the sake of the complainant, and for the sake of the
member of staff, and also for the sake of your organisation!
Anne
Cumberland Infirmary
(01228 814539)
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-----Original Message-----
From: The UK Records Management mailing list
[mailto:[log in to unmask]] On Behalf Of Fiona Lewis
Sent: 09 February 2007 11:58
To: [log in to unmask]
Subject: Retention- Allegations against staff
Hi,
I've been asked about the retention of records relating to allegations
against staff, including those at schools.
Does anyone know of a retention period I should use or is willing to
share what they use?
Many thanks.
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