Final Report of the Morris Inquiry: The Case for Change

THE CASE FOR CHANGE
that it is necessary for police officers to become employees to gain additional
employment law rights. Indeed, there is ample precedent for police officers
acquiring employment rights by being treated as if they were employees, rather
than losing their status as office holders.
1.8 We are, therefore, recommending that employment law should be extended to
police officers within the framework of the office of constable. This will, of course,
include the right of recourse to the Employment Tribunal for claims of unfair
dismissal.
1.9 We considered the current regulatory framework for dealing with complaints
and allegations of misconduct against police officers in great detail. We received
overwhelming evidence criticising nearly all aspects of the current regime and its
application.
1.10 There is no compelling reason for retaining this framework and for police
officers to be treated differently from their police staff colleagues and from the rest
of the working population of this country. We are recommending its replacement
with a disciplinary procedure based on the recent ACAS Code of Practice on
Disciplinary and Grievance Procedures.
1.11 We also believe that there is an argument for revisiting the current Code of
Conduct for police officers and devising a new Code, perhaps based on the Code
of Ethics for the Police Service in Northern Ireland. This Code would form part of
the terms and conditions for police officers, and in so far as is practicable, should
also apply to police staff.
People Issues
1.12 As part of our consideration of how the MPS approaches employment
matters, we examined the current role and profile of the Human Resources
directorate in the MPS. We are firmly of the view that people management issues
should be higher on the organisation’s agenda.
1.13 We consider that human resource issues require greater prominence and that
this can be achieved in a number of ways.
1.14 Human Resources should have a voice at the highest level of the organisation
and play a strategic role as the guardian of the welfare of police officers and staff,
including in disciplinary cases. The directorate should also be responsible for issues
relating to diversity and for Employment Tribunal claims.
1.15 A major part of our task was to examine the current policies, procedures and
practices of the MPS for dealing with grievances and workplace conflicts. This led
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