King acts as an independent investigator into bullying, harassment,
sexual harassment and other employment situations where an experienced,
independent investigator is required or when a grievance or disciplinary
appeal needs to be heard by an independent person.
About the Investigator
King Associates has been established since 1990
and provides professional HR and Management Consultancy services to a
wide spectrum of businesses from SMEs to plcs and the 'not for profit'
sector. Gill King,
Chartered FCIPD FIMC CMC FIoD, Managing Consultant, has
extensive experience in HR and line management and has successfully
brought about and managed the change process in a number of
organisations. She has carried out a number of projects involving
confidential interviews with staff, including sensitive investigations
into cases of bullying and harassment and an investigation into anonymous
letters concerning the Directors of a Housing Association.
is a Management Consultant specialising in Human Resources with extensive experience in HR Personnel &
Training. She has worked at Board level with a diverse range of
clients and has been a Non-Exec Director of a Housing Association.
King Associates' are registered under the Data
Protection Act to process personal data. Our
Philosophy for working with clients and their staff is available,
together with a fuller Profile of
information imparted to Gill King, her Associates or staff, or knowledge
gained about a client, its activities, its management, its Board, staff
or members whilst undertaking a project will be treated in strictest
confidence, both during and after completion of the project. Gill King is
subject to the Ethical Guidelines of both the Institute of
Consultancy and the Chartered Institute of Personnel & Development.
Specific Projects related to Bullying and Harassment were
- Sexual harassment against a female employee by a
Senior male Manager. This was a very male-dominated organisation
which only required an investigation and no recommendations or
conclusions by an investigator. A separate panel reviewed the
- Within a charity, found against a Senior
Management Team member who was bullying a male employee and then
went on to threaten another male and bully a female employee both on
the same day, leading to his suspension and eventual dismissal via a
compromise agreement. The initial investigation and final compromise
negotiation involved dealing with the Manager's Union Official.
- An investigation into a grievance brought by an
HR Manager who had gone off sick and then complained of bullying by
his Chief Executive led to other instances of bullying being
uncovered and further grievances coming to light. Again there was
liaison with the HR Manager's Union Official and the organisation's
lawyers. Found against the Chief Executive who regrettably committed
suicide prior to the case being finalised.
- The receipt of anonymous letters by the Housing
Corporation and the Board of a Housing Association, raising concerns
about the competence of the Directors, led to a full investigation
involving a questionnaire to staff and 'one to one' interviews. A
report to the Board, including a number of recommendations for
change, was submitted and accepted and feedback to staff was
prepared on behalf of the Chairman of the Board.
- For a Housing Action Trust, where the employee
was also a tenant, carried out two investigations (1) into a
complaint by an employee of bullying by his manager and (2) a
grievance against the organisation as he was also being harassed by
a fellow tenant. The bullying complaint in effect re-opened an
earlier bullying complaint which had not been concluded when the
employee went sick for the first time with stress. The second
bullying complaint was against the same manager who had been
promoted back to head the new team which the employee had joined
after returning to work after the first complaint (he went sick
again before the second complaint). The manager was vindicated and
the organisation was found not guilty in connection with the tenancy
complaint (the employee was trying to queue jump to get a new
house). The employee is still employed, the manager received some
coaching and procedures in respect of re-housing were reviewed.
- Heard an appeal in a small business where a 60%
shareholding Managing Director dismissed a 40% shareholding
Director. He had a County Court summons out against her and she had
two Tribunal cases pending against him for the Wages Act and Unfair
Dismissal. Ended up mediating between the two parties and reaching a
solution which was executed by compromise agreement. All legal
proceedings were dropped.
- For a Government Department undertook a bullying investigation following a complaint from an employee who went off sick prior to raising complaints of bullying against five individuals with whom she had worked. Uncovered other bullying that had been going on by the employee's manager (who himself had left the organisation with a grudge) towards the manager and employees now being cited by the ex-employee who was his protege and with whom he was now working. The organisation upheld the findings of our report and used this to back their defence of the claim made by the ex-employee.
- With the exception of the Appeal hearing, the
above cases involved lengthy and thorough investigations, some of
which were very sensitive and were undertaken through the Chief Executive
or Chairman of the Board of the organisations concerned.
- In addition have been involved in arbitration
regarding a pay claim by Directors; have represented the management
case for dismissal of an employee whilst undertaking an interim role
as Head of HR; dealt with other internal grievances and dismissal
appeals; provided back-up support and advice for the management and
HR representatives of a client undertaking another bullying claim
with Union involvement; and advising clients generally on specific
disciplinary and dismissal issues.