Thu 22 Aug, 2019 07:57 pm
As part of our workplace induction, you are advised that if you have any criminal matters before the court, you are to advise your Manager or a Manager in your area as soon as possible.
As a team leader at the time, it was brought to my attention over lunch that my staff member was in court a few weeks beforehand. As a team leader, I asked someone to verify this information for me by accessing the staff member's court file.
As soon as I verified that this was fact I went straight to my Manager to report it. That was 2017 and this year I am now being investigated for misconduct. Apparently it is not my job as team leader to do, I should have asked the Manager to look at the file instead.
Our company rules state that court records are not to be viewed if it is not part of your job, or for misuse or for own profits.
As a team leader, I would think that I am well within my rights and job description to confirm information that a staff member has failed to report.
I am inclined to agree, but management should have made this clear to every one in her position.
Who was the 'someone' who accessed this information, and why does anyone
have access to other people's court files?
I think everything that goes to trial is public information in the US. I'm less sure about other possible court records.
Here job applications often have to provide a police check, but the applicant has to apply for the check, or the prospective employer needs the person's permission to do so.
I don't think just anyone has the right to see another person's court file, but I could be wrong.
It seems very invasive to me.
You didnt follow procedures. You were supposed to report to Manager; you went to “someone” to get verification.
Hello everyone, thank you for your replies. I am not located in the US and my workplace is the courts, so that is why we have access to court files.
I can see that that would make it easy to access other people's files, but I still don't understand why it's okay to do it, or why just anyone can do it.