<div dir="ltr">Dear N. Noah<div><br><div class="gmail_extra"><br><div class="gmail_quote">2018-05-09 17:39 GMT+00:00 Noah <span dir="ltr"><<a href="mailto:noah@neo.co.tz" target="_blank">noah@neo.co.tz</a>></span>:<br><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><div class="gmail_extra"> <wbr> <wbr> <br><br><b>1. ETHICS: </b><br><br><br>We can see from incontrovertible evidence shared in the chat messages that both Chair and his Vice acted unethically engaged the CEO to privately discuss HR issues related to a member of staff that even the CEO was unaware of but yet also entertained it. </div></div></div></blockquote><div><br></div><div><br></div><div><br></div><div>How is chair and vice chair converstion with CEO about a something they think is critical to company unethetical? I think they have right to share their concerns.</div><div><br></div><div><br></div><div>Not you or me know the full story about this.</div><div><br></div><div><br></div><div> </div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><div class="gmail_extra"><br>In my humble opinion, these private chats alone were further evidence of unethical behavior with all the hallmarks of work-place harassment if you consider the contents showed in those discussions;<br><br>- the Directors undermined a member of staff who up to this point had been regarded as competent with unduly excessive and unfair criticism, deliberately constraining their ability to perform their duty<br></div></div></div></blockquote><div><br></div><div><br></div><div><br></div><div>Again, not you or I or anyone can determine competence of said staff base on the leak. You must also know of another board member at the time who report on this list that he is willing to testify to investigation and "it will not be on the staff's side". </div><div><br></div><div><br></div><div> </div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><div class="gmail_extra">- the Directors made threats/comments about the staff that relate to the employees job security without foundation and this is a form of work-place harassment. <br></div></div></div></blockquote><div><br></div><div><br></div><div>Maybe instead of jump to conclusion, you can ask what the chair and vice chair foundation was. Since none of us work at company or are board, we don't know that.</div><div><br></div><div><br></div><div> </div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><div class="gmail_extra"><br><b>2. HARRASSMENT:</b><br><br>Let me also point out to this community and the board, what I believe would be additional forms of harassment both ethically and morally.<br>- Insulting someone<br>- Unfair treatment based on gender or language<br>- Other misuses of power or position<br><br>Again, from the document that found itself on the mailing list, it was pretty obvious to all of us that inappropriate language was used by a member of staff and from your communication</div></div></div></blockquote><div><br></div><div><br></div><div>That should be responsiblility of HR and ultimely CEO no? If you want make this an issue, then you must also call for their resignation for not handle this internal staff harrassement leading to it being escalate to board and now in this court of public opinion (without all the facts)</div><div><br></div><div><br></div><div>While I have no problem with board related parts of report being disclose her, all parts about staff must remain confidential and internal to AFRINIC.</div><div><br></div><div><br></div><div> </div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><div class="gmail_extra"><br>I therefore call upon the board and management to sort out the looming human resource challenge facing AfriNIC today. </div></div></div></blockquote><div><br></div><div><br></div><div>Wait!!!! will that not be interfering? Is that not job of CEO and HR?</div><div><br></div><div> </div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><div class="gmail_extra"><br><br><b>3. ACCOUNTABILITY:</b><br><br>To conclude my submission, let me point out that the resolution passed by the board to task the GC to come up with Terms of Reference for the Investigation Committee in order to avoid conflict of interest on the past of the entire board was the proper thing to do and this reasoning should be followed to the end though I am surprised that the board tasked the GC to formulate the ToR, engage an IC but did not consider the privacy and confidentiality Implications of the process when it was clear that the community requested and expected an independent assessment of the situation and not a board view of the assessment. <br></div></div></div></blockquote><div><br></div><div><br></div><div>Need for accountability must not exceed need to keep any confidential staff issue in that report private. </div><div><br></div><div> </div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><div class="gmail_extra"><br>It is more surprising that the board did not anticipate the course of things and has now requested for more time to go through the report and so far we have not heard of any concrete actions or measures taken towards the staff issues.</div></div></div></blockquote><div><br></div><div><br></div><div><br></div><div>Wait!!! ... do you want board to give us concrete actions to solve staff issue? Is that not CEO and HR job? </div><div><br></div><div><br></div><div><br></div><div> </div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><div class="gmail_extra"><br><br>Its my personal recommendation that the board send back the report to the GC who should engage the IC to come up with a report that will not have legal implications to the organization due to the local Data Protection Laws. This should then be shared with the community and membership in my humble opinion.<br></div></div></div></blockquote><div><br></div><div><br></div><div>You and I agree on this conclusion. But unfortunate, since both issues are link very tightly, I suspect some member of this community will always be unhappy with that outcome.</div><div><br></div><div><br></div><div><br></div><div>Maybe, the board may be cover up something </div><div>Maybe, management may be cover up something</div><div><br></div><div>We dont know. Trust must start somewhere. If we cannot trust them, then maybe time to replace the hierachie with people that we can trust so they can do the work.</div><div><br></div><div><br></div><div> </div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div><div class="gmail_extra"><br><b>4. GOVERNANCE:</b><br><br>In terms of governance going forward, I believe the community and the membership want to see measures in place that will ensure a safe and conducive working environment for the staff and the organization at large. The board still has great opportunity to sort out a whole range of issues including improvement of existing measures in place.</div></div></div></blockquote><div><br></div><div><br></div><div><br></div><div>For the no. 3 time. That is job of CEO and HR. CEO is responsable for that to this community, not the board. Board' job is to judge whether that is the case.</div><div><br></div><div><br></div></div><div><br></div>-- <br><div class="gmail_signature">Borg le Chevalier<br>___________________________________<br>"Common sense is what tells us the world is flat" </div>
</div></div></div>