Thursday, 12 March 2015

Clarkson - it's not that simple.

The furore about Jeremy Clarkson's latest misdemeanour rumbles on.

As things stand, we don't know the full facts, but it appears that he struck a BBC producer during an argument.

He's said some "questionable" things in the past, and is apparently on a final warning - if it's found that he did indeed assault the producer in question, the case for his sacking would appear to be open and shut.

However, let's look at this another way:

If a union member who was on a final warning, and was subject to a disciplinary hearing for striking a colleague came to me for help in my capacity as a union rep, what would I do?

My first course of action would probably be to attempt to persuade them to resign.  If someone is in a situation where dismissal is more likely than not, it looks better on their record if they resign rather than be dismissed.

However, if that person was determined to go through with the hearing, I would attempt to make a case for retaining them - maybe based on the value they bring to the business, the work that they do, and what they contribute.  (I accept that it would be a weak argument in the face of the facts, but I would still attempt to make it.)

In that situation, I would do my best for the member to save their job - that's how I see my role as a union rep.

So, am I saying that I would attempt to prevent Jeremy Clarkson being sacked?  I suppose I am.

And on that bombshell.....

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