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At a disciplinary a manager:

 

Withheld evidence in order to make the case against the employee look a lot worse.

 

In the workplace a manager:

 

Regularly used a members only social media group to disclose staff's medical results.

 

Are either of these two gross misconduct?  

 

I have a video copy of this all on a usb sent by the employer.

 

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"It depends."

 

  • what examples of GMC are in the conduct policy?
  • it's a judgement call on whether what was withheld was material, it may or may not be misconduct. Also depends on the full investigation details. He might not have been asked in the first place.
  • it depends who is in the group and what exactly was said.

 

I'd need a lot more detail to offer anything useful. Maybe discuss in full with your union rep if you don't want to post here.

 

 

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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It's definitly an Information Governance issue as nothing should be revealed on Social Member that's from a confidential human resource record.

 

Get your Union to act on it.

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