37 years and specialist behavioural practitioner since 1983. Fired by TEWV NHS after ten months following whistleblowing against malpractices including abusive seclusions and two resulting service wide inquiries and consequent practice changes and the personal thanks of the CEO. Fired a month later for looking at the particular seclusion victims file, not for confidentiality breaching but because it was for "too long". Currently trying to understand the NMC position. The picture is dismantling the time out cubicle designed by the psychologist that I was expected to put learning disabled people into as punishment in 1983.
Comment on: 'Chance to modernise NMC was squandered'
Comment on: 'Chance to modernise NMC was squandered'
I have to post this even at the risk of being struck off. I complained about a trusts abuses in 2011 (largely seclusion malpractices) that forced two internal inquiries including a "Seclusion Review" that concluded nothing wrong with trust practices. I was immediately fired on the claim that I accessed victims computer file for " too long". Trust referred me to NMC as it does all staff leaving or fired who might criticize it. NMC apparently hears if not welcomes all referrals. External independent solicitor sent back to my trust employment file and spent a year writing a new prosecution case that created new charges 1. I wrote a complaint report on my home computer (although encrypted). 2. I identified a severely learning disabled victim of abuse without their permission. Even the original charges brought by the trust that were necessarily dropped at the time were reproduced and I was found guilty of them. The NMC concluded that I hadn't followed trust procedures and policies but had simply made a lot of noise. I wrote hundreds of pages of complaint reports including a including two 50+ page reports and a 64 page letter to the trust chairman. Last July the CQC failed the trust on two major issues ie patient safety against potential abuse particularly seclusion. I represented myslf when the RCN told me to be quiet ie. behind a QC who would also have also cost a fortune. The NMC found me guilty of breaching the one patients confidentiality by identifying them, using my home computer and "accessing" other patients computer files some of which I was entitled to do and some of which were seconds and merely revealed the weakness of the system which afterwards had a "traffic lights" accidental accessing feature put on . The only breach I can see is when I questioned the trusts chairman and CEO directly (I insisted on their presence) at my appeal against dismissal and he revealed that the chairman had passed to him my private and confidential 64 page letter. Trust managers lied under NMC oath which I proved and the NMC described them as open and straightforward. I am sentenced to three years of arduous conditional practice conditions and the impossibility of a full time career contract ..possibly forever given application form NMC question requirements. The hearing was hostile interrupting my attempts to press managers for answers. I am not broken but am aware of others and organisations working tirelessly like PatientsFirst and my case was one of over 70 heard by Robert Francis QC. The NMC must have spent £1000s and £1000s and £1000s prosecuting me. They revisit everything not just the issue that fired you. All their hearing rooms were full and I think there are over 30 going on simultaneously at any one time. I will always complain about abuse and I am not submitting this anonymously.
My complaints about trust malpractices precipitated one then a second trust-wide internal inquiry. The first resulted in limited changes. My subsequent appeal against the limited findings and the consequent second major service wide report “The Seclusion Review” resulted in significant trust changes to long-standing locked seclusion practices across the forensic service and the introduction of behaviour pathway and positive programming principles. I received the written thanks of the trust CEO for "bringing the matter of seclusion to my attention". I was then disciplined and fired, not for legitimately accessing the clinical file of one seclusion victim but for accessing it for “too long”. Promptly referred to the NMC, its dispatched solicitor spent six months forensically examining my trust file and additionally charged that I had stopped the abuse against one severely learning disabled victim by revealing his identity to a select group of hospital managers and clinicians at the time but thus breaching the victims’ confidentiality. The NMC found the case proven. My urgent 24 page refutation of all findings was ignored including my compelling evidence that two senior trust managers had lied under NMC oath. I am subject to three years of conditional practice and evidence based personal development planning. At 58 my career and retirement plans are wrecked and my hitherto completely controlled epilepsy sufficiently deteriorated that since last year I can no longer drive. Exhaustion and depression are a constant concern. I can only work under zero hour contract arrangements where I can get it. Private sector service managers have been hugely supportive and even spoke up in support during the NMC hearing. Finally, the only proven example of confidentiality breaching in my case was the recorded admission during my appeal against dismissal hearing from the trust CEO that he had been given my private and confidential letter to the trust Chairman by the Chairman and without permission. The trust subsequently told the investigating NMC solicitor that the hearing recording and transcript had been “lost”. However, the deputy CEO under questioning later declared to the NMC hearing that it wasn't trust policy to provide appellants with transcripts, subsequently refuted by other former appellants.
I would be interested to know how such offers of case submissions should be made.
I could have done with Tina on the NMC panel of my recent case when a rogue NHS trust referred me after I forced two internal inquiries and stopped not just bad seclusion practices but particularly abusive examples involving learning disabled people.
Unfortunately the NMC decided to side with the trust and found me guilty of successfully stopping one particular abuse without the permission of the victim despite having previously reported it at length.
With a not dissimilar career of commissioning specialist services both in the NHS and private sector I am not looking forward to retirement but to any work I can find. My case is described on my twitter blog.
Comment on: What to do if you are referred to the NMC