Two staff members complain separately about a work colleague but do not want to be identified. What do we do need to consider?Posted in : First Tuesday Q&A NI on 4 June 2013
Where an employee wants to remain anonymous when raising complaints against another employee, the employer should first try to establish the reason for the request for anonymity.
The reason for the request and the motives of the complainant need to be explored. In doing so the employer should carry out a balancing act between that perceived need and, in the event this is a potential disciplinary issue, the accused's need to know details of the case against him/her. In disciplinary proceedings, witnesses' anonymity may be protected.
It is not always necessary as a matter of course for the employee to know the identity of witnesses. What is important is that the employee knows the case they
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
Back to Q&A's This article is correct at 02/09/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.