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

Concluding a case

• The case should be sufficiently informed before a conclusion is reached. 
• Consider whether or not new information has emerged during the process that the counterparty should have the opportunity to respond to.
• The case should be investigated as well as possible before it is concluded.
• Processing the case shall be documented in a final report and shall be concluded to show whether or not any censurable conditions or behaviour have occurred.
• A person who reports on behalf of another will be notified when the case is completed.
• A person who reports their own experience will be informed of the conclusion. As verbal information alone can be difficult to manage in these situations, it is recommended that the reporter receive the conclusion in writing.
• The person reported about will be informed of the conclusion. As verbal information alone can be difficult to manage in these situations, it is recommended that the reported receive the conclusion in writing.
• When the final report is archived EIR shall receive a copy. 

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, the employer may state that something unfortunate has happened. This may provide grounds for further follow-up and feedback to ensure this does not happen again. 
• 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 and 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