Suspended - Gross Misconduct

sangie595

ab1982 wrote: »

I'm calling bulls**t.

Off the record conversations maybe but "Public sector blacklists"... rubbish. Anyone maintaining such a list would be acting illegally. It happens now and then in certain industries but nobody in a public sector management position would take the risk of running, or subscribing to any blacklists because there is absolutley no benefit to them (they are just an employee too).

http://www.bbc.co.uk/news/business-36242312 is the last instance I heard of this happening.

It is not entirely rubbish. In fact absolutely nobody at all has blacklists because they would be illegal. But a fair few employers have ways and means, and that includes public sector employers. I know because I know a few local authorities who definitely don't have blacklists, but they have a list of something, somewhere, and if we ever find out where they will be in court too! The problem is finding evidence of such mechanisms. It may be obvious what they have done, but obvious and evidence aren't the same thing.

ab1982

sangie595 wrote: »

It is not entirely rubbish. In fact absolutely nobody at all has blacklists because they would be illegal. But a fair few employers have ways and means, and that includes public sector employers. I know because I know a few local authorities who definitely don't have blacklists, but they have a list of something, somewhere, and if we ever find out where they will be in court too! The problem is finding evidence of such mechanisms. It may be obvious what they have done, but obvious and evidence aren't the same thing.

I'm not convinced, whilst I'm sure there are off the record conversations, industries are incestuous and reputations follow people I cant quite beleive anybody would take the risk to maintain an actual tangiable list. There just isnt the reward for the risk in the public sector, in the private sector it may be worth the risk, in the public sector a manager just wouldnt give a s**t if an employee had a good track record or not, well they certainly wouldnt give enough of a s**t to do anything that would land them time inside, its not their money or time if the employee turns out to be a trouble maker.

polgara

Our organisation once dismissed an employee for gross misconduct and a few years down the line, after yet another Government led 'shakeup', we ended up transferring most of another trust into ours. Imagine our surprise when we realised from the due diligence that the dismissed employee had basically walked straight back into another clinical post with our neighbouring trust.

sangie595

ab1982 wrote: »

I'm not convinced, whilst I'm sure there are off the record conversations, industries are incestuous and reputations follow people I cant quite beleive anybody would take the risk to maintain an actual tangiable list. There just isnt the reward for the risk in the public sector, in the private sector it may be worth the risk, in the public sector a manager just wouldnt give a s**t if an employee had a good track record or not, well they certainly wouldnt give enough of a s**t to do anything that would land them time inside, its not their money or time if the employee turns out to be a trouble maker.

Well luckily I don't need to convince you, because I have the evidence of the experience. This is not about individual managers. It is about systems. I know at least one local authority who has a list of people they won't employ within the HR function. I know it exists because an employee told me about it. And applications don't go to managers directly, they go first to HR. Managers see the applications that HR give them- how would they know if any were missing? It took unions decades to prove black lists in construction, despite everyone knowing about them. How easy do you think it is to get evidence of the public sector maintaining black lists?

ab1982

sangie595 wrote: »

How easy do you think it is to get evidence of the public sector maintaining black lists?

I assume very difficult, thats probably why you dont have any.

Bonfire_Bride

How did it go? Or is it still pending?

Depending on the annual salary, the role, company etc...you could ask for a compromised agreement (now known as a settlement agreement). This has to be agreed by both parties and often involves plenty of conditions and will need to be overseen by a solicitor. Someone I know had one which involved a good reference, a small payout - this was in exchange for my friends promise that he would never take them to court for unfair dismissal or speak badly of the company.

He was in a new role within a month.

They can only say no.