And what of behaviour consequenced

And what of behaviour consequenced? The Amcor Board took decisive action and sacked several of its executives in the wake of the price fixing allegations that emerged in 2004. Christine Nixon attempted to do that months ago when she sought powers to suspend and/or dismiss police over serious matters and still some police members cried foul and still the Police Nike Shox Rivalry, Association defended them to the death. What does someone have to do in this country before an organisation can cut the tangled parachute for the sake of others? The smear campaign against Janet Mitchell, former Police Association President eventually wore her down and ran her out of town. Ultimately the OPI will determine whether or not the infamous Kit Walker affair and the defamatory emails allegedly sent by someone in the Association are worthy of further scrutiny or punishment but what about the casualties of war along the way including organisational brand and public confidence? Why should thousands of other dedicated and decent sworn and unsworn staff of Victoria Police have to pay a price?

In an era where companies are obsessing (yes, right word) about how to hold on to good people, why give them the cringe factor about their employer as collateral damage? What does scandal, corruption and poor culture mean for the collective esteem of those who work in an organisation where Kids' Nike Shox,bullies, sociopaths, misogynists, bigots and narcissists rule the roost either formally or informally. What respect exists for senior managers who may not perpetrate such examples of bad behaviour but effectively condone it because the perpetrators are popular and charismatic, opinion leaders or money makers or well-connected to the right people and therefore become Teflon-coated?

It is imperative in a civilised democracy country like ours that there are laws and regulations that obstruct impassioned managers wishing to jump the gun on process and punish or exit staff without the punishment fitting the crime or worse still, where no 'crime' was committed. Thus the means to uphold the principles of natural justice must be fundamental to any workplace relations regime. The system must make it difficult to do the wrong thing but if we are going to jealously guard good culture, it must not be almost impossible to do the right thing. Undoubtedly many organisations make brave decisions every day about what they will or won't put up with. The context in which they operate must support that and where an employee can always cite custom and practice as a reason why things shouldn't change, ethical management will draw a new line in the sand, Nike Shox R4,ensure everyone can see it and demand that everyone respect it or expect to face the consequences. A Spanish proverb notes that every cask smells of the wine it contains. We will inevitably be judged by the company we keep and what we condone and reward in the people that work in our companies.