• Replies 8 replies
  • Subscribers 6 subscribers
  • Views 1593 views
  • Users 0 members are here
Options
Related

Recording 1-2-1 meetings

Daniel

I've just returned from a very interesting and informative two days at the CIPD conference. One session was around dealing with Bullying and Harassment. We were given a scenario where an employee has accused her boss of sexually-harassing her in a 1-2-1 meeting. We were given options as to how we would deal with it, and a lively discussion ensued. 

The problem is that many of these cases are essentially one person's word against another and it comes down to who we believe. Does anyone record meetings? Would it make sense, and protect both parties if we stipulated that there will be a webcam in all meeting rooms? 

Parents
  • No!

    Does sexual harassment only happen in formal 1-2-1s ? Is this really where the employment relationship has got to that everything needs to be recorded? Should we all wear body cams 24/7?

    Managers should have multiple interactions with their teams both formal and more often informal. Coaching, training, guidance and advising. Surely it can’t be suggested all this is recorded?

    How many hundreds of hours of “evidence” would this produce? Sorry I just thinkthus is a terrible idea and one I Hope is a long way off if ever

    This is where the concept of reasonably belief comes in. You investigate. You examine all the evidence and then you decide.
  • in reply to Keith
    hi Keith, thanks for your response. I agree that this is not where I would like to see the future of working relationships go. But in this #metoo era we are in a situation where an accusation can be seen as proof in itself that the act took place. It would protect both employees from harassment (I doubt anyone would get 'handsy' if they knew they were on camera) and would also allow a robust defence if there were any spurious claims. We live in a society covered by CCTV, I see cyclists wearing dashcams - why should the employment relationship be any different?

    Sorry if it seems I'm trying to be a bit controversial, but it does seem to be the logical next step. Otherwise, we can be in a position of ruining reputations, careers and marriages on the basis of 'he said, she said.'
Reply
  • in reply to Keith
    hi Keith, thanks for your response. I agree that this is not where I would like to see the future of working relationships go. But in this #metoo era we are in a situation where an accusation can be seen as proof in itself that the act took place. It would protect both employees from harassment (I doubt anyone would get 'handsy' if they knew they were on camera) and would also allow a robust defence if there were any spurious claims. We live in a society covered by CCTV, I see cyclists wearing dashcams - why should the employment relationship be any different?

    Sorry if it seems I'm trying to be a bit controversial, but it does seem to be the logical next step. Otherwise, we can be in a position of ruining reputations, careers and marriages on the basis of 'he said, she said.'
Children