How about schedule 7 (5) Management forecasting and (7) Negotiations?
Both give a degree of leeway, especially I would have thought if an
investigation was ongoing at the time.
However, I imagine that you would need to disclose somne information to
them as part of any disciplinary process ultimately?
Iain Harrison
Information Governance Officer
Contracts & Governance Team,
Customer & Workforce Services,
Coventry City Council
Council House,
Earl Street
Coventry, CV1 5RR
Telephone No: 024 7683 3305
Fax No: 024 7683 3395
www.coventry.gov.uk
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]] On Behalf Of Matt Cooper
Sent: 02 September 2008 14:23
To: [log in to unmask]
Subject: [data-protection] staff investigations
I just wanted to check with list members that I havent missed something
on an issue that has arisen here.
I have received a SAR from a member of staff who is currently subject to
a misconduct investigation. I have gone to HR to gather the information
but a question has arose as to whether its appropriate to provide
information about the individual whilst the misconduct investigation
remains ongoing.
I have advised that there is no exemption to prevent release under DP of
information collected during the investigation (other than removing
third party data, cat e data under the exemption etc).
I just wanted to double check I wasn't missing something obvious? Im
anticipating an argument that release at this stage may hinder the
investigation but can't see any exemptions to refuse to release such
information under a SAR?
Grateful for a second opinion
Best regards
Matt Cooper
University of Wales, Newport
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