Informal Proceedings.
HR Employment Disputes.
Our team is often called upon to transcribe meetings and informal proceedings, providing an impartial record of what was said and by whom. Informal settings like HR employment disputes, arbitrations, and mediations can often be the first steps in a legal process. Having a third party create a ‘courtroom’ transcript builds trust in a process ‘done right’ and serves as a solid foundation for moving forward.
UK-GDPR: Since these documents will contain personal information—and depending on the nature of the grievance, may include quite sensitive details—it is crucial that the process complies with the UK-GDPR regulations. Confidentiality agreements must be signed, and the option to de-identify speakers in the transcripts to protect their identity should be explored. This can be requested and implemented through the order form if necessary.
” … Records should be treated as confidential and be kept no longer than necessary in accordance with the data protection principles set out in the Data Protection Act 2018. This Act also gives individuals the right to request and have access to certain personal data stored about them. See Appendix 5 for further information. Copies of meeting records should be given to the employee including copies of any formal minutes that may have been taken. In certain circumstances (for example to protect a witness) the employer might withhold some information….”