Conclusion of the case and further follow-up

• About handling reported cases
  • All reported cases must be handled in line with UiO's reporting procedures.
• Initial investigations
  • Confirmation of receipt of a report, identification, and invitations to attend meetings
• Conducting meetings
  • Meetings with both the reporter and whoever is reported
• Conclusion and further follow-up
  • How to conclude a case and draw a conclusion, and follow it up by introducing measures

Media interest and how you deal with it

• Be aware that the media may be very interested in the case.
• Remember that you have a duty of confidentiality and that you cannot comment on personnel cases to the media.
• Clarify with the faculty, and if necessary with the main UiO authorities, about who should speak to the press and what information can be released.
• Requests for access from the media or others are handled in accordance with the Norwegian Freedom of Information Act.

Concluding a case

• Consider whether or not new information has emerged during the process that the counterparty should have the opportunity to respond to.
• Whoever is responsible for follow-up should ensure that the case has been investigated as well as possible before it is concluded.
• Processing the case shall be documented in writing and shall be concluded to show whether or not any censurable conditions or behaviour have occurred.
• The parties to the case are entitled to know the conclusion of the case reported.

Further follow-up

• The employer is responsible for implementing any measures which might be required to reestablish a proper working environment. Consider whether or not help will be required from the Occupational Health Service or external parties (Norwegian) in this regard.
• Even if it is concluded that no censurable behaviour has occurred which would provide grounds for a formal reaction, the employer will be able to follow up the case with the employee concerned and point out that such behaviour must not be repeated.
• If the conclusion of the case reported is that censurable behaviour has occurred which could involve a breach of the service duties of the person concerned, the manager shall consider whether or not there are grounds for opening a personnel case.
• Any personnel cases shall be opened as separate cases which shall be followed up in line with the Norwegian Civil Servants Act and the Norwegian Public Administration Act.
• A personnel case could result in the following reactions:
  • A written or verbal warning
  • Disciplinary action
  • Removal of duties/responsibilities
  • Redeployment
  • Dismissal