AIBU - do I have a moral obligation to raise these concerns and how long should I wait?
IndigoHexagon · 08/09/2022 22:18
Ok - first bit of background and sorry for the length.
Apologies for not giving specific info in terms of specific business sector (need to be vague for the moment)
Within the last six months I started a job as a senior manager for a small company (it’s not a charity but not exactly a not for profit either) that provided private services within an area of healthcare that deals with vulnerable people.
About two weeks in a few niggling doubts started to creep in - there was just something off about the director and their claims to be offering a unique service.
Now, months later my concerns have escalated to the point where last week I started researching the governing body and other agencies that would be in a position to investigate whether my concerns were valid. My main concern is the fitness to practice of the practitioner, but also possible data manipulation in order to ‘sell’ further services which would also include the concern that vulnerable people were victims of obtaining money by deception, falsely advertising the services as custom and tailored to the individual, and also miss-selling and making claims that the service will help the clients in their dealings with other agencies, without explaining the additional emotional, time and monetary costs it would involve, and fraudulently claiming expenses against the business for personal use on the ground that they were for client benefit when they absolutely are not.
I had other concerns relating to the way the business is run and how complaints or disagreements between the director and clients and staff are handled which is one of the reasons that I resigned from my position with immediate effect this week (following an unexpected turn of events following a disagreement with aforementioned director).
I actually feel nothing but relief at my departure (and maybe a little guilt that I’ve left behind a small number of staff that I have been shielding from the worst of the directors behaviour). I had been looking for a legitimate reason to leave.
However, the director has not taken my decision to leave well - they are an incredibly manipulative, egotistical, narcissistic person who will never ever admit any potential wrongdoing.
I know in my heart, that I cannot morally, leave my concerns as easily as I’ve left the company.
What I am concerned about is that should I raise the above (and more) to the governing body, or other agencies, including the non executive directors, some of whom are very friendly with the director, then it will be twisted into an attempt to get ‘revenge’ on them.
I am angry, though trying not to let myself give into it, but these concerns were pre-existing and I feel, fairly serious!
Aibu? Should I still raise them and if so what would be an acceptable period to wait so that anyone I speak to going forward will see me a calm and concerned citizen rather than as a bitter ex-employee?
Am I being unreasonable?AIBU
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Notateacheranymore · 08/09/2022 22:21
As long as you present your findings, with verifiable evidence, that claim of a desire for revenge is baseless.
What are the chances of seeking legal advice so you leave no loopholes?
IndigoHexagon · 08/09/2022 22:29
Thanks for replying.
The problem is that partly due to the way in which I left, and because of data protection laws I haven’t be able to take any physical evidence with me.
I am 99.9% certain that all my concerns are valid, but of course there is a that small margin of doubt.
An investigation, or audit of the paperwork held by the company and examination to the data would be able to verify my claims but is that enough?
Having just made myself temporarily unemployed, I can’t afford to take legal advice but I have been looking for agencies that might be able to advise.
I wont lie, I am scared of how they might react to the claim and that they may lash out in some way (not necessarily physically) in an attempt to intimidate me.
Notateacheranymore · 08/09/2022 22:33
Easy for me to say, but I think the moral imperative stands to protect the vulnerable.
So sorry you’re in this position.
Are there no allies you could contact still in the business to discreetly gather information in the next week/month, maybe. Softly softly, catchy monkey.
Pantsomime · 08/09/2022 22:34
Is there an industry specific auditor, get in touch with them. Most sectors have an independent body for whistleblowing without retaliation. If they are given grants too, there will be a governing body who can investigate
IndigoHexagon · 08/09/2022 22:50
Unfortunately the company is too small and none for the few remaining staff would have access to the evidence (vastly different job roles).
I actually don’t believe the non family members of staff will be employed for much longer, either through their own choice or by the directors as the division of the company they work for is not making any money and unlikely to any time soon, much to the directors ire.
I have made a list of governing bodies that I’d need to contact, and I’m considering some advice from a solicitor if I can get a free half hour!
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