I was dismissed from my employment I’ve worked for over 25 years unblemished service, I logged a complaint internally and escalated the complaint and was transparent about being an internal employee to officers. One of the complaints referenced in my disciplinary outcome - relating to parking issues due to my neurodiversity, I originally submitted in February 2024 - In my email (dated 27 February 2024), I explicitly referenced the complaint status and engaged directly with the service to seek an update. I didn’t realise that I couldn’t access my own information as it was only information I had volunteered to gain support from my employer. I had submitted and the manager of that service had referred the appeal for assessment. At no point did they raise concerns regarding inappropriate access or conduct, and my transparency in referencing the case details further evidences that I did not believe I was breaching any policies which I was dismissed for gross misconduct earlier this month.
The (HR Business Partner) reviewed my supporting evidence and liaised directly with that relevant department regarding the matter after I was asked to submit to them to see if there was any reasonable adjustments with parking. Her response acknowledged my circumstances and the challenges I faced, including ADHD and parking accessibility, and offered a solution involving a revised parking arrangement. I declined the offer as it was too costly and wouldn’t benefit from it being a hybrid worker. Importantly, at no stage did the HR flag the fact that I had viewed my own complaint via the system as a concern or potential breach. This I feel raises a significant question of procedural consistency: if the individuals directly involved in the complaint did not identify the access as improper—and indeed corresponded with me constructively on the matter—it is unreasonable to retrospectively characterise the action as deliberate misconduct.
However the HR business partner was also involved in the disciplinary of the same case although I don’t thing they realise that it’s the same case they helped me with- with this dual involvement—both in responding to the original complaint and later supporting the disciplinary process throughout I feel this may present a conflict of interest. If they, as a key point of contact throughout, did not identify any issue with my access or actions originally, how could I reasonably have known that my conduct was inappropriate? This undermines the assertion that I acted deliberately or with intent to misuse systems and surely not have been dismissed!