If you have a difficult staff member, especially with grievances, give them the day off

  • Tell Inspector up front, better still have a pre-prepared note explaining why you have done this
  • Give inspector contact details (ensure you have permission) if the Inspector wants to interview them
  • Make full disclosure of what you have done and why

Why do this

  • You have control of the narrative
  • You will demonstrate that you are aware of the problem
  • You ensure that the 99% GOOD is not tainted by the 1% bad
  • You declared it up front so the CQC have to include this in their report
  • If they don’t give you credit, you can challenge on factual inaccuracy and get the report amended

If you don’t take these steps, then the CQC will hear from staff first, and if it goes into the report, you have no other grounds to mitigate or challenge factual accuracy of the findings

Disruptive staff and grievances are part of life, there is no need to hide it, but you can show you are trying to manage it responsibly. Some staff can be hard to manage and employment laws favour employees, the Inspector will understand this



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