complaint about neighbour

Person_one

yvonne13 wrote: »

To be honest none of us know what she did why OP felt her life was a living hell. It could be a case of maybe fighting over property boundary's, parking to close, playing music loud at night, anything.

I personally would not like to know that someone has lost there job just because I can't stand them.

If she is a registered nurse and her case goes to the NMC they will start 'fitness to practice' proceedings and I think they are usually very fair and balanced, although I have no personal experience.

Nursing isn't like working in Tesco or a bank, there are very vulnerable people in her care. I'd find it harder to live with myself if I believed someone to be genuinely dangerous, didn't say anything, and then saw their name in the papers years later.

Unfortunately, the chances are high that she's actually an unregistered HCA who are pretty much untrained and unregulated but do most of the actual caring on wards these days, don't get me started on that though!

concerned43

She is a regisered nurse and I have been on the receiving end of her abuse, intimidation and threats! not just her but her whole family! I could have pressed charges but I felt too intimidated to do so as her family had put a brick through my window when I first got the police involved. They are not a family to be messed with.

jackyann

It is true that none of us knows the truth of anything posted on here, but we offer support & advice in good faith.
A registered nurse would not be removed from the register just because a neighbour complained about her behaviour. It would be properly investigated, and simply that in itself might give the nurse cause for reflection.
People in public service roles do have a right to a private life that is separate from their work, but they are expected to behave reasonably, in a manner that does not bring them into disrepute. I completely agree with this.
It is a question of recognising that anyone might be a bit silly or have the odd episode of poor judgement when off-duty, but that being intimidating & threatening demonstrates a more fundamental attitude that is at odds with the conduct expected of a nurse.
That means the odd noisy party, even an occasional argument with a neighbour will not mean being struck off; but the kind of menacing & threatening behaviour described will be a serious cause for concern.
If concerned43 feels this is the case, the NMC will listen to their concerns and investigate.

Gavin83

kingfisherblue wrote: »

Milliebear is correct - a warning of this type will almost certainly appear on an enahnced CRB disclosure. Enhanced disclosures are mandatory for those who may come into contact with vulnerable people during their work, including those who work with children, adults with disabilitites, and sick people.

Even if there is no conviction, there is a space for what is commonly known as 'soft information' - this can include something as little as being questioned by the police. It is highly unlikely that a warning against abuse and harrassment would not appear.

Hospital staff have to have enhanced CRBs at regular intervals - I think it is three years in most cases. This woman should have informed her employers of the warning - she can and probably will face disciplinary action when they find out (assuming she has not informed them, in which case, she may already have faced disciplinary action).

Im not sure this is the case. I have a police formal warning but it didn't appear on my enhanced CRB check, despite the fact the CRB was done two years after I gained the formal warning. In a round about way I work with vulnerable children and adults and therefore it is essential to my job. I don't actually think my warning would affect my job or my ability to do my job but I've got a copy of the CRB and Im 100% sure it isn't on there.

Correct me if Im wrong but it depends on the warning type anyway. A formal warning doesn't actually go on your record, it only remains at the police station for 5 years, or something like that. I took it from the original post this was the type of warning received. Did she actually go to court for this offence or was it just handed to her by a policeman?

milliebear00001

Gavin83 wrote: »

Im not sure this is the case. I have a police formal warning but it didn't appear on my enhanced CRB check, despite the fact the CRB was done two years after I gained the formal warning. In a round about way I work with vulnerable children and adults and therefore it is essential to my job. I don't actually think my warning would affect my job or my ability to do my job but I've got a copy of the CRB and Im 100% sure it isn't on there.

Correct me if Im wrong but it depends on the warning type anyway. A formal warning doesn't actually go on your record, it only remains at the police station for 5 years, or something like that. I took it from the original post this was the type of warning received. Did she actually go to court for this offence or was it just handed to her by a policeman?

Any warning, whether formal or not, any arrest, any 'interview' by an officer, any complaint made about you (no matter whether it was substantiated or not) should be electronically filed by the police staff involved with it. All of these would appear on an enhanced CRB, but not an ordinary CRB - depends which you had. It also, of course, depends on whether the officer did their job properly and made a record at the station - but they should be doing this.

The enhanced CRB - diclosing all 'soft info', as well as convictions, was brought in because after the Soham case it emerged that several complaints of sexual offences had been made against Ian Huntley well before the murders. Because he'd never been charged, these did not show up on his police check when he took the job of a school caretaker. In theory, today, they would.

Savvy_Sue

Gavin83 wrote: »

I have a police formal warning but it didn't appear on my enhanced CRB check, despite the fact the CRB was done two years after I gained the formal warning.

It may not have shown on YOUR copy of the disclosure, but are you sure it wasn't on the copy sent to your employer?

milliebear00001 wrote: »

Any warning, whether formal or not, any arrest, any 'interview' by an officer, any complaint made about you (no matter whether it was substantiated or not) should be electronically filed by the police staff involved with it. All of these would appear on an enhanced CRB, but not an ordinary CRB - depends which you had. It also, of course, depends on whether the officer did their job properly and made a record at the station - but they should be doing this.

The enhanced CRB - diclosing all 'soft info', as well as convictions, was brought in because after the Soham case it emerged that several complaints of sexual offences had been made against Ian Huntley well before the murders. Because he'd never been charged, these did not show up on his police check when he took the job of a school caretaker. In theory, today, they would.

but not necessarily on the applicant's copy.

Gavin83

So effectively your saying you could be denied a job based on a crime you haven't been convincted of?

I'm also sure it wasn't on my employers copy and it was certainly an enhanced CRB due to the nature of my job. I've been given a formal warning and also had my details taken before that. I guess it's possible the officer didn't record it properly but I'd imagine this is unlikely, an officer surely knows how to record a crime.

milliebear00001

Gavin83 wrote: »

So effectively your saying you could be denied a job based on a crime you haven't been convincted of?

I'm also sure it wasn't on my employers copy and it was certainly an enhanced CRB due to the nature of my job. I've been given a formal warning and also had my details taken before that. I guess it's possible the officer didn't record it properly but I'd imagine this is unlikely, an officer surely knows how to record a crime.

Yes, you are likely to be denied a job working with anyone vulnerable IF the issues recorded on your CRB are such that you could be deemed a threat. So, for example, teachers (such as myself) might be allowed a job if they'd been done for cannabis possession or shoplifting in their youth, but not if they'd been accused of assaulting a child (even if they'd never been convicted of it).

jackyann

We are going a bit off-topic, but the issues about warnings, concerns etc. and the enhanced CRB do highlight the tensions between "justice seen to be done" and protecting the vulnerable.
Sometimes it is about the number of concerns: being questioned once about child abuse because of an odd set of circumstances might mean nothing; being accused but not convicted on a dozen occasions would ring warning bells.

Savvy_Sue

Gavin83 wrote: »

So effectively your saying you could be denied a job based on a crime you haven't been convincted of?

Yes, and what's more the employer / potential employer wouldn't be able to tell you what was on the disclosure sent to them.

Rarely happens, but it CAN happen.

milliebear00001 wrote: »

Yes, you are likely to be denied a job working with anyone vulnerable IF the issues recorded on your CRB are such that you could be deemed a threat. So, for example, teachers (such as myself) might be allowed a job if they'd been done for cannabis possession or shoplifting in their youth, but not if they'd been accused of assaulting a child (even if they'd never been convicted of it).

As milliebear says.

jackyann wrote: »

We are going a bit off-topic, but the issues about warnings, concerns etc. and the enhanced CRB do highlight the tensions between "justice seen to be done" and protecting the vulnerable.

CRBs have got nothing to do with justice being seen to be done. But yes, we are a bit off topic, however the OP can see that this could have serious repercussions for her nfh.