Innocent until proven guilty - and as they weren't found guilty, why
should it be mentioned. No smoke without fire, so although found
innocent it still creates suspicion.
I would be annoyed if it was me,
Brenda
Brenda Scourfield
Team Leader
I.T.
Pembrokeshire County Council
County Hall
Haverfordwest
SA61 1TP
01437 775380
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]] On Behalf Of Phil Bradshaw
Sent: 06 June 2011 15:39
To: [log in to unmask]
Subject: [data-protection] References
Employee is accused of theft in the workplace. Police are involved.
Arrested and charged. Thrown out at Crown Court pre-case conference when
evidence found to be wholly insufficient to convict. Proceeds
nevertheless to full internal disciplinary hearing with similar result.
No case to answer.
Employee later applies for external jobs. Manager mentions in giving a
reference that there had been disciplinary proceedings.
Assuming that the reference was factual and complete (i.e. that it says
employee returned to work with no adverse findings) :
1. If no specific question was posed by the prospective employer, was
mentioning the disciplinary proceedings at all without prior discussion
with employee unfair processing of personal data ? Was there any good
reason to do so ?
2. If yes, do you nevertheless agree that if the question was
specifically asked "Has X ever been subject to disciplinary proceedings"
then the answer 'yes' must be given with an explanation ?
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