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I think you also need to give some consideration to the nature of the allegation and who is making that allegation. Obviously if its of physical or sexual abuse then child safety is paramount and longer retention, regardless of the outcome of any investigation may well be justified. A more minor (and I use the word advisedly) offence of financial impropriety may warrant a shorter retention period. In my authority social care HR retain all papers on employees who are sacked for gross misconduct 'indefinitely' (although we are addressing that) but papers relating to investigations into employees who are found guilty of offences that don't warrant misconduct have the information destroyed after the warning period expires. For example a person who has been using the internet in work time for personal use might receive a 6 month warning (another offence within 6 months would lead to dismissal) and all papers relating to the disciplinary would be destroyed once the 6 months has expired. Also is it warranted to retain details of an allegation until someone is 70 if they are exonerated? Also what if the allegation is malicious? -----Original Message----- From: The UK Records Management mailing list [mailto:[log in to unmask]] On Behalf Of Gadsden Anne (RNL) NCAH NHS Trust Sent: Fri 09 February 2007 13:06 To: [log in to unmask] Subject: Re: Retention- Allegations against staff 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) [log in to unmask] -----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. ********************************************************************** This email and any files transmitted with it are confidential and intended solely for the use of the individual or entity to whom they are addressed. If you have received this email in error please notify the system manager. This footnote also confirms that this email message has been swept by MIMEsweeper for the presence of computer viruses using Sophos anti-virus software. www.mimesweeper.com www.sophos.com **********************************************************************