The Employment Relations Authority has rejected a claim
for unjustified disadvantage from a Senior Consultant at a South Island law
firm. The Consultant had previously been
a Senior Partner in the firm and after retiring was re-engaged as a Consultant
by the firm.
Some of the other Partners became concerned about his
behaviour in inviting young female staff out to lunch and for drinks and for
inappropriate touching of staff. They
had a meeting with him and brought up these matters in expectation that he
would amend his behaviour appropriately.
However, shortly after the meeting he again sought to
invite a young female staff member out for dinner and she raised the matter
with the HR Department, because of the uncomfortable feelings she had as a
result of these approaches.
The firm carried out a formal disciplinary process and
issued a final warning to the Consultant for his behaviour.
The Consultant attempted to say that the process was
unfair and disadvantaged him, but the Employment Relations Authority found that
the process followed by the law firm was completely standard. It had fairly brought the allegations to his
notice and given him an opportunity to respond to them. It then considered all the evidence before
reaching a decision and issuing the final warning. The Consultant’s claim was therefore
dismissed.
Alan
Knowsley
Employment
Lawyer Wellington
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