This resource is from the Issues section. This section contains some general information about the methodology of the Virdi Inquiry.

Sections available here:

• General information
  • Methodology of the inquiry

General information

Methodology of the inquiry

The terms of reference explain that it was never the intention of the Inquiry that the case involving PS Gurpal Virdi be re-investigated.

The Inquiry was formed under Section III of the Local Government Act and has no powers to require witnesses to attend or to present evidence. In essence the Inquiry has proceeded to:

• Read background information:
  • Legislation
  • Police Regulations
  • Employment Tribunal Rules
• Obtain an overview of evidence presented to and findings of:
  • the Discipline Tribunal
  • the Employment Tribunal Case
• Digest background information on policing issues eg:
  • Stephen Lawrence Inquiry and Report
  • HMIC Reports
  • internal MPS publications
• Invite parties involved in the case to attend Panel Meetings and/or send written submissions.
• Obtain the views of staff internally and interested parties externally on the effect on trust and confidence in the Metropolitan Police Service.
• Seek the views of staff association/trade unions.
• Compare experience of discipline, grievance and employment tribunal processes with other public and private sector organisations.
• Obtain best practice guidance from leading bodies eg:
  • Commission for Racial Equality (CRE)
  • Association of Conciliation and Arbitration Services (ACAS)
  • Her Majesty's Inspectorate of Constabulary (HMIC)
• Link into ongoing work with the Home Office and Association of Chief Police Officers (ACPO) to avoid unnecessary duplication of work.

Work undertaken

To fulfil the terms of reference for the Inquiry, it has been necessary to:

1. examine the necessary paperwork and receive presentation on Police Regulations, the old and new Misconduct Proceedings, Rules and Procedures in Employment Tribunals;
2. examine the statements, transcripts and papers associated with the Disciplinary Hearing and subsequent Appeal;
3. examine the statement and judgement of the Employment Tribunal proceedings;
4. receive 162 papers at 20 meetings;
5. write to 157 bodies inviting them to submit evidence to the Inquiry;
6. invite MPS staff to submit information - via 'The Job' and Police Notices;
7. hold a Focus Group with all staff associations and trade union;
8. receive personal submissions at Panel meetings from:

• senior officers within the MPS responsible for Departments who had involvement in the Case, the Disciplinary Hearing or Employment Tribunal
• police officers involved in the Disciplinary Tribunal and/or Employment Tribunal
• people as identified by PS Virdi
• other Police Forces
• Independent Advisory Group
• Commission of Racial Equality
• Association of Conciliation and Arbitration Services
• IONNAN
• Police Complaints Authority
• Member of Parliament for Ealing, Southall

9. links were made with the Home Office review of Misconduct Procedures and The Association of Chief Police Officers work on the Grievance Machinery;
10. visits were made to MPS departments eg: Welfare, Personnel, Grievance, Equal Opportunity Monitoring Unit and the Positive Action Team, to establish procedural matters and practices.

Timetable

It was originally anticipated that the final Report would be considered by the Police Authority in July 2001. Unfortunately it was not possible to receive all the personal submissions before the end of June 2001. These were scheduled for Autumn 2001. The Final Report was published on 9 January 2002.

The following pages on the MPA website are relevant:

• Virdi Inquiry terms of reference
• Virdi Inquiry panel members
  Biographical details of the Virdi Inquiry panel members.