When Governors get to know of a potential dispute what should they do?

The Clerk to the Governors can be asked to

  •  make sure disputes handled by all sections of the administration are reported and held on file centrally,  in anonymised form as far as possible
  • keep a record of the methods used to resolve disputes, comparative speed and costs,  and success in terms of the continuing of students to completion and of working relationships among staff
  • make sure the patterns of disputes arising are reviewed and any potential systemic concerns noted
  • make sure systemic concerns are considered and action taken to put right and breakdown of good practice
  • list lessons learned and check at intervals that they have been learned and similar problems are not continuing to arise
  • report numbers and types of dispute arising and resolved to the governors regularly

Other things you may find useful

Getting to grips with being a governor,  published by the LFHE includes a discussion of governor involvement in Module 5, with a brief mention of the possibility that governors maybe asked to sit on an appeal panel under the institution’s grievance or disciplinary procedures.

http://www.lfhe.ac.uk/governance/govpublications/gettinggrips.pdf

The Institute of Chartered Accountants in England & Wales has produced guidance on the whistleblowing obligations that companies have under the Combined Code on Corporate Governance. They recommend that companies include the following questions when they review the efficacy of their arrangements:

  • Are there issues or incidents which have otherwise come to the board’s attention which they would have expected to have been raised earlier under the company’s whistleblowing procedures?
  • Are there adequate procedures to track the actions taken in relation to concerns made and to ensure appropriate follow-up action has been taken to investigate and, if necessary, resolve problems indicated by whistleblowing?
  • Have confidentiality issues been handled effectively?
  • Is there evidence of timely and constructive feedback?
  • Have any events come to the committee’s or the board’s attention that might indicate that a staff member has not been fairly treated as a result of their raising concerns?
  • Is a review of staff awareness of the procedures needed?

Information from Public Concern at Work can be accessed at

http://www.pcaw.org.uk