Findings of investigation

[fedupworking]

Can anyone tell me if the findings of an investigation when allegations are made are dropped, can a manager keep the information in your personnel file and inform you that if in the future any other allegations are made the information in your file will be looked at again.

NHS employee working with the elderly (allegations investigated under the vulnerable adult?s policy)
I have a Clean record for over 20yrs, and feel my manager is threatening/victimising me.

It would make sense to retain the information to protect the vulnerable adults, especially if the allegations were dropped rather than them being unfounded.

Why keep them in my personnel file when dropped , it went from dropped to unfounded then no proven although I was informed that all witness statements agree'd with my statement.so in reality the investigation took place and nothinng to answer. but it can be used if other allegations occur ?

If it is unfounded then you have nothing to worry about.

If you have dozens of unfounded claims then questions need to be asked.

Huntley had plenty of allegations but was never convicted.

So long as the motivation for retaining information is in the interests of protecting vulnerable people, then it shouldn't be a problem.

Fully agree with you about protection vulnerable people, history behind this with my manager and I don't trust him, HR did not tell me that anything was to go on my file and that the matter was dropped.
So there for if its dropped why keep it in my file ?

It's kept in your file because it's to do with you. It is in your interests for it to be kept, because a contemporaneous record will carry more weight if the are any future allegations.

You should be able to see what is being kept (apply under Data Protection as a last resort).

What you say about the untrustworthiness of the other party in this makes it even moreimportant that the records be kept - if there are allegations/complaints about him in future, this might be useful material (establishing a pattern) in any investigations of him.

ok understand what you are saying and thanks, I have contacted HR to ask is this was a recommendation from them or is it managers take on it, I have a load of documentation and notes on manager from the beginning of last year where I feel ( and others feel) I?m being harassed but building it up for the future

If you are being harassed then make an early complaint.
Collate your evidence but don't present HR with a complaint when things really get too much. Make your complaint now so that this manager can be monitored and you will have a degree of protection from victimisation if you have already made a report.