Our harrassment policy states that following satisfactory resolution of an
informal complaint, Harrassment Contact Officers will provide the Diversity
advisor with a confidential written summary of the case. Similarly if staff
have resolved a complaint themselves they should forward a written summary
of the facts in confidence to the diversity advisor.
It is useful to keep these reports to develop a picture of whether there are
pockets of cases in areas of the business or surrounding particular
managers. If we keep these records without the individual knowing are we on
dodgy ground and potentially they could ask for access? Should individuals
that have been complained about be sent a copy by the individual to get
round this or should we just not keep any records centrally of informally
resolved cases?
Any advice appreciated!
Stewart.
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