"It's an occupational hazard that people in privileged positions just
have to accept."
Then the real offence is breach of policy and / or bringing the
organisation into disrepute, not making a sexist remark as such. On that
basis I certainly have no sympathy, but that is not how it is reported.
Phillip Bradshaw
Information Manager
Democratic Services
Room CY5C, County Hall
EMail: [log in to unmask]
Phone: 029 2087 3346
Mobile : 07890 265987
Fax: 029 2087 3349
Content Management
Online Collaboration
Cut cost, and not trees....
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]] On Behalf Of Ward, Ciaran
Sent: 27 January 2011 12:16
To: [log in to unmask]
Subject: Re: [data-protection] The temporal ethics of evidence.
Anyone who works in broadcasting should know that while they're off air
there's a reasonable chance they will be being recorded or filmed,
especially at a media-saturated event like a Premiere League football
chance. Andy Gray and Richard Keys were in their place of work not at
the pub. Any employer will have a code of conduct in place, but the
fact that both broadcasters are well-known public figures means their
misdemeanours will be pounced upon by the media. It's an occupational
hazard that people in privileged positions just have to accept.
Ciaran Ward - Information Officer
Lee Valley Regional Park Authority
Myddelton House, Bulls Cross, Enfield, Middlesex, EN2 9HG
Tel: 01992 717711 Fax: 01992 709922
www.leevalleypark.org.uk
P please don't print this e-mail unless you really need to
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]] On Behalf Of Ian Welton
Sent: 27 January 2011 11:58
To: [log in to unmask]
Subject: [data-protection] The temporal ethics of evidence.
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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