Another one outed

[Blue63 82]

I'm not sure that our verbose friend Limmy got a fair trial, do some checking on our friend Sheriff Scott Pattison & wife Aileen, there definitely an Irish connection there for sure

[quinty 1,445]

Principal and Vice Chancellor Sir Jim McDonald

16 Richmond Street, Glasgow G1 1XQ. Scotland, United Kingdom Telephone +44 (0)141 552 4400 (main switchboard)

[WadeWilson 4,670]

Well... he seems fairly fucking obsessed!

He claims not to like Irish flags (or politics) at domestic sporting occasions... but has a Twitter handle of 'Moykil?' Aye, very good.

PS - On a side-note, I wish TMTBCT would get a proof-reader.

[quinty 1,445]

http://www.strath.ac.uk/media/ps/comms/documents/Public_Interest_and_Disclosure_Policy.pdf

PUBLIC INTEREST DISCLOSURE (WHISTLEBLOWING) POLICY

This policy is intended to assist individuals who believe they may have discovered malpractice

or impropriety. This policy is designed to allow employees or other members of the University to

raise concerns or to disclose information which the individual believes shows malpractice.

A number of policies and procedures are already in place within the University including fraud

prevention; grievance and complaints; discipline; dignity and respect. This policy is not intended

to replace these other procedures but, rather, is intended to cover concerns which are in the

public interest and may (at least initially) be investigated separately but might then lead to the

invocation of such procedures. These concerns might include:

• Financial malpractice, impropriety, fraud or theft

• Corruption, bribery or blackmail

• Failure to comply with a legal obligation or with the Statutes, Ordinances and

Regulations of the University

• Dangers to health and safety or the environment

• Criminal activity

• A miscarriage of justice

• Academic or professional malpractice

• Improper conduct or unethical behaviour

Anonymous Allegations

This policy encourages individuals to put their name to any disclosures they make. Concerns

expressed anonymously are much less powerful, but they will be considered at the discretion of

the University. In exercising this discretion, the factors to be taken into account will include:

- the seriousness of the issues raised;

- the credibility of the concern; and

- the likelihood of confirming the allegation from attributable sources

Independent Advice

If anyone has concerns about raising such matters, or if they wish further advice, then they can

contact the Head of Internal Audit. If they would prefer to speak to someone outwith the

University then they can contact Public Concern at Work for free, confidential advice on 020

7404 6609 or at helpline@pcaw.co.uk. Or they may visit Public Concern at Work’s website at

www.whistleblowing.org.uk

http://www.strath.ac.uk/media/ps/humanresources/policies/DignityandRespectPolicy.pdf

University of Strathclyde

Dignity and Respect: Policy 1

Dignity and Respect

Policy

1 Policy Statement

The University of Strathclyde is a community within which all staff, students and visitors are valued

for their contribution. It is the University’s expectation that all staff, students and visitors participate

in the life of the University in a manner which ensures that everyone that they encounter as a

member of this community is treated with dignity and respect. In particular members of the

University community are expected to uphold the core values of respect for others and equality of

opportunity, openness, integrity and honesty.

2 Purpose of Policy

The purpose of this policy is to:

 Confirm the University’s commitment to providing an environment within which all staff,

students and visitors are treated with dignity and respect at all times.

 Confirm the University’s commitment to providing an environment which is based on a

sense of community and which is free from discrimination, harassment, bullying and

victimisation (for definitions of these terms please see Appendix A.)

 Ensure that the University complies with its legal requirements as defined under the Equality

Act 2010.

 Outline the informal and formal mechanisms and support which are available to staff and

students if they perceive that they have been harassed, bullied or victimised.

3 Scope

This policy covers all members of the University community including:

 All members of staff holding a contract of employment, honorary staff and staff from other

organisations on placement or visiting the University.

 All students, including visiting and placement students.

 Visitors, including external persons or agencies using the University’s premises.

 Contractors working at the University.

 Individuals working or acting on the University’s behalf including suppliers of goods and

services.

4.2 Individual Responsibilities

To ensure successful implementation of this policy, all individuals must:

 Make themselves familiar with this policy and their responsibilities under it.

 Participate in training which supports the implementation of this policy.

 Behave in a positive manner at all times to ensure the University is a community within

which all members are treated with courtesy and respect.

 Not participate in, or condone, any acts that could be perceived to constitute discrimination,

harassment, bullying or victimisation.

[West_Side 1,571]

Principal and Vice Chancellor Sir Jim McDonald

16 Richmond Street, Glasgow G1 1XQ. Scotland, United Kingdom Telephone +44 (0)141 552 4400 (main switchboard)

Yeah, you're not going to get any help from him. I go to Strathclyde. He's well known for being a scum fan. Also gives himself the highest wage of any academic principal in Scotland. Man's an absolute wank.

[quinty 1,445]

http://www.strath.ac.uk/media/ps/comms/documents/Code_of_Practice_-_Conflicts_of_Interest.pdf

A conflict of interest is a situation where the personal interest of an employee is likely to

appear to influence the objective exercise of an aspect(s) of his/her duties as an

employee of the University. It should be noted that a conflict of interest may be

perceived, potential or actual, and that all such scenarios fall within the scope of this

Code of Practice.

A perceived conflict of interest is a situation which a reasonable person would consider

likely to compromise objectivity.

A potential conflict of interest is a situation which could develop into an actual or

perceived conflict of interest.

Situations giving rise to actual or perceived conflicts of interest are many and varied. It is

not possible to define all circumstances which may give rise to a conflict of interest, but

the following examples are identified to provide some guidance (this list is not

exhaustive):

i. The use of any of the University’s facilities to pursue an employee’s business,

commercial, or consulting activities of a personal nature;

ii. An employee conducting business, employment or activity outwith the University

which adversely affects his/her ability to perform his/her duties as specified in

their University contract of employment, or affects their actual performance;

iii. An employee using his/her University position to influence a contract or other

favourable terms for a company or business in which he/she, or a partner,

spouse, near relative (e.g. dependent children) or friend has a financial interest;

iv. A financial interest held by an employee, or his/her partner, spouse, near relative

or friend, in an external enterprise engaged in activities closely related to that

individual’s line of work or research in the University. This includes paid

consultancies, paid service on a board of directors or advisory board, or equity

holdings in or royalty income from the enterprise;Code of Practice on Conflicts of Interest

3

v. An employee using his/her position to influence the employment, promotion,

admission to a course of study, educational progression or other financial or nonfinancial benefit for a partner, spouse, near relative or friend;

vi. An employee using his/her influence to obtain financial or non-financial benefit for

him/herself or for a partner, spouse, near relative or friend in return for providing

an advantage, whether financial or non-financial, which is to the disadvantage of

the University;

vii. An employee who attempts to restrict rights governing the timing and content of

publications, except in instances properly approved by the University to protect

privacy, commercially sensitive proprietary information, or patentable inventions;

viii. An employee involved in externally funded activity which might infringe the right

of a student engaged in the activity to complete the degree for which he/she is

registered, and/or to publish freely his/her findings (except in circumstances

identified at vii above).

There are in addition certain circumstances which the University considers give rise to

clear conflicts of interest and so it has adopted specific policies and procedures for these

circumstances For example, further information relating to work for outside bodies and

personal consultancies is available o

[quinty 1,445]

PS - On a side-note, I wish TMTBCT would get a proof-reader.

Perils of wisdom

[RFC55 110,203]

Principal and Vice Chancellor Sir Jim McDonald

16 Richmond Street, Glasgow G1 1XQ. Scotland, United Kingdom Telephone +44 (0)141 552 4400 (main switchboard)

You do realise he's also a bitter rattler?

[RFC55 110,203]

The unis constitution is also not worth the paper it's written on. Things can be twisted depending on if they want you to stay or get rid of you

[quinty 1,445]

You do realise he's also a bitter rattler?

Yip, but, in order to bring this twat down properly, his is the office that all complaints should be submitted to in the first instance.

[RFC55 110,203]

Yip, but, in order to bring this twat down properly, his is the office that all complaints should be submitted to in the first instance.

You'll be lucky they look after their own in that shitehole

[The New Era 339]

4.2 Individual Responsibilities

To ensure successful implementation of this policy, all individuals must........

 Not participate in, or condone, any acts that could be perceived to constitute discrimination, harassment, bullying or victimisation.

[RFC55 110,203]

4.2 Individual Responsibilities

To ensure successful implementation of this policy, all individuals must........

 Not participate in, or condone, any acts that could be perceived to constitute discrimination, harassment, bullying or victimisation.

Last time a case of bullying went in front of HR the guy who's job I got was sacked and he was the victim

[elephants stoned 2,994]

Another vile bhigot unmasked what the blogger lacks in fluent grammar he makes up for with a grade A bheast detector

[Carsons Dog 9,878]

1. 
   Sandra Heidinger, Director of Human. Resources, at s.heidinger@strath.ac.uk or on 0141-548 3626.
   

Is that the love child of a heid banger and a hand wringer?

[WadeWilson 4,670]

Is that the love child of a heid banger and a hand wringer?

It's the hottest new Rom-Com at the cinema;

'When rabwilson Met Bluepeter9.'

[topgoalie 637]

And yet some still dont realise what we're up against.

Vile bigots in position of power, influential over those learning their trade.

And have no doubt of his influence in getting his prize students, young Declan and Bernadette, into jobs in msm and the teaching profession. And so it grows and grows.

and grows and grows and grows.This has been a concerted effort for YEARS..... .

[ArchibaldLeitch 380]

A rancid, bigoted individual.

No doubt knows the taste of sir jim mcdonalds cock.

[Paisleyready 6]

Obsessed people out there.

[mitre_mouldmaster 21,509]

My son wants to go to Strathclyde Uni next year, is this really the standard of people he will have to deal with.

Its a big place.

Some absolute rockets and some absolutely top notch professionals.

Dont let one guy taint the whole institution.

[weshallnotbemoved! 714]

All good things..

[TheKingObv 10,657]

Just when I thought it couldn't get worse than passing Tommy Sheridan