tag:blogger.com,1999:blog-28080901.post951957814070448381..comments2024-03-20T08:37:50.011+00:00Comments on Bullying of Academics in Higher Education: Making the star chamber workUnknownnoreply@blogger.comBlogger4125tag:blogger.com,1999:blog-28080901.post-46835899209686985922007-10-14T05:06:00.000+00:002007-10-14T05:06:00.000+00:00Profile of an Associate Deanwww.glam.ac.uk/sapssch...Profile of an Associate Dean<BR/><BR/>www.glam.ac.uk/sapsschool/staff/LewisRhobert.php<BR/><BR/>Rhobert Lewis was belatedly investigating an association of a researcher with an institution. That investigation started 3 days after the reserahcer challenged the management's false statements. <BR/>Rhobert Lewis first told the researcher that his university was not aware of the extent of his involvement with another institution. The researcher provided evidence to the contrary. He then sent an email to that researcher telling him that the university was not aware he was getting paid for his association. The researcher responded by reminding Rhobert Lewis that his contract of employment does not require declaring payments, it only requires declaring associations and responding to any queries on that association. The researcher also reminded Rhobert Lewis that he declared that he was a part-time research fellow at that specific institution early on and that, unlike the honorary association that he held at a third institution, is widely known to involve payment.<BR/>Rhobert Lewis was also provided solid evidence that the work was done during the weekends. Rhobert Lewis then decided to prolong the investigation 3 months, despite being aware that the reserahcer was suffering from poor health, whihc started prior to the investigtation. Communications between him and an HR manager proved that he was trying to prolong the investigation. Communications between him and management and HR shows him displaying disrespect towards the researcger's illnees. After pressing Lewis for an outcome, Lewis sent an email to HR to the effect that "this forces our hand". What they were tring to achieve is to get some research work completed and come up with a conclusion that ensures the credibility of the research fellow is damaged should that research fellow report the false statements made to the NERC. Despite the evidence and the conditions set in the contract of employment, Rhobert Lewis concluded the "investigation" with a statement that they were not aware of the "extent" of the researcher's association with "X University" and that the researcher has breached the contract. Rhobert Lewis failed to specify the exact clause that was breaced. The fact that the investigation was 7 months too late was of course not considered. The fact that there was no crossover in research was never accounted for. Rhobert Lewis claimed that no disciplinary action was taken to ensure the continuity of the project, not because the investigation was fundemantally flawed and immoral. <BR/><BR/>In contrast, the management was well aware of the external and time demanding activities of another research fellow, which incurred material rewards of a much larger scale, but refused to report or investigate. This is despite their knwoledge that that research fellow delibrately failed to record his activities in the university transparency reviews. This is also despite the fact that there was crossover between research done at their institution and other research.<BR/><BR/>As for Terry Driscoll, the UCU rep, well one only has to look at email exchanges bewteen him and HR ("Colleagues, I asked X to reconsider his situtuation" and "Ocupational health has a role to play" and " I don't know what else can be acheived"...). <BR/><BR/>Rhobert Lewis was the addressee in an email in which his colleague, Malcolm Thomas, made a racist statement about the targeted researcher, Rhobert Lewis, an associate dean fails to condemn Malcolm Thomas' statement and finds it unnecessary to start an "investigation" into what is clearly an environment of hate.<BR/><BR/>Did I mention that Malcolm Thomas was specifically appointed by the Rhobert Lewis to provide "pastoral support" after the researcher contacted the health and safety executive in the last month of his employment?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-28080901.post-73892171111137161422007-10-13T09:57:00.000+00:002007-10-13T09:57:00.000+00:00Thanks for the great tips... some new ones here we...Thanks for the great tips... some new ones here we hadn't thought about<BR/><BR/>...tee hee hee..<BR/><BR/>... we're the bullies and we don't care...<BR/><BR/>Let's hear it everyone..<BR/><BR/>..as loud as you can...<BR/><BR/>WE"RE THE BULLIES AND WE DON"T CARE<BR/><BR/>Aphra BehnAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-28080901.post-45374362744040577992007-10-13T09:55:00.000+00:002007-10-13T09:55:00.000+00:00I continue to be hounded... I just want to give up...I continue to be hounded... I just want to give up the fight....<BR/><BR/>...speak out against bullying...<BR/><BR/>....people in my university know that I feel that I am being bullied..<BR/><BR/>....they do nothing... except to try to discredit me...<BR/><BR/>...speak out against bullying...<BR/><BR/>...there are policies now..<BR/><BR/>.. Dignity at Work Policies..<BR/><BR/>...use them... people fought for those policies..<BR/><BR/>...universities use them hypocritically...<BR/><BR/>...speak out against bullying...<BR/><BR/>..do it now...<BR/><BR/>...bullying can kill...<BR/><BR/>..there is no neutral stance against bullying...<BR/><BR/>Haven't I read this somewhere before....?<BR/><BR/>Aphra BehnAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-28080901.post-52564031555145580622007-10-12T21:29:00.000+00:002007-10-12T21:29:00.000+00:00Check out this example of a biased disciplinary he...Check out this example of a biased disciplinary hearing chair:<BR/><BR/>http://www.sirpeterscott.com/secretmeeting.htmlAnonymousnoreply@blogger.com