SpineyNorman
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Spiney re HR investigating: as I've said a couple of times now, you check at each stage re confidentiality. From the outset of the complaint you make it clear that confidentiality has the proviso that the organisation at some point may have to breach confidentiality to the complainant if there's a duty to report to the police.
So as matters unfold, it may well be that the complainant has to be told that the organisation is reporting to the OB even if they won't. Then the OB decide whether to take it up with complainant (who can then tell OB that they don't want to pursue it, if applicable) but the organisation has covered its back.
Then the organisation carries on with the investigation, and makes an employment decision based on balance of probabilities. And the OB (if applicable) pursue separately and maybe prosecute, and then any conviction is made on higher criminal burden of proof. So the alleged abuser could be sacked (or whatever sanction) but still be not prosecuted, or prosecuted and found not guilty.
And there's all sorts of variations on the above - that's just a summary.
Yeah they've not done the investigation properly - I certainly don't think they've taken the steps they should have taken - the whole thing has been a massive fuck up from start to finish. But it's not right to say this was intended to be the equivalent to a criminal investigation - the woman didn't want to take it to the police and the 'punishment' wouldn't and couldn't have been any more severe than getting the boot from the party (which some might argue is more reward than punishment).
I just think that what they've done is bad enough without adding stuff about them running their own parallel criminal justice system.