hawkwing wrote:
Spell it out. What did BYU do that the NCAA did not touch?
For Paterno, from everything I have read, based on what he was and was not told, he did the right thing. He reported it to the people responsible to investigate it and deal with it. Sandusky wasn't even on his staff at the time the incident was reported without specific details to him by the grad assistant. Sandusky had already retired.
There are HR laws and privacy issues that basically require you to report and butt out and trust appropriate authorities to handle it. From what I read, that is what Joe Paterno and the grad assistant did. They are not the villains, unless new information comes to light.
The guys it was reported to, who did not follow through, are and should resign or be fired all the way to the top of who knew about it and did not report it to the police. That is where the decision to not report it was made and where decisions to continue to give Sandusky access to
PSU facilities per his previous retirement arrangement were made.
From what I read, Joe Pa was never told the specifics of what was observed, but higher ups were told and Sandusky did not even work for Paterno at the time.
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Cop out.
If you find out that a guy is using your teams facilities to have some sort of nebulous/undefined child sex abuse, you don't just report it and move on with your life. Especially if that guy keeps on using your facilities. You call your admin and demand to know whats going on and whats being done.
JoPa did the bare minimum. It's enough to keep him out of jail, but not to deserve our sympathy.
Having been through compliance and ethics training at several large corporations, I am just telling you what processes are generally in place and what employees are directed to do in handling these.
He would be expected to not dig into details personally, but make sure the person who observed the incident got to the person responsible to handle the incident. If he had followed up later and asked what exactly was alleged or what exactly was done, he most likely would have been told that HR privacy policies would not allow sharing of those details with him because it was not his employee and he had no need to know.
These things get interesting. I once had a police officer talking to his office on the phone, IMHO, purposely say something loud enough to ensure that I would overhear it, because he could not legally tell me about it. On top of that, now I had heard information about an employee that I was not legally allowed to use in hiring and firing decisions. What to do? Who to further share that information with? How to not act upon it? Big questions.
I have had another situation where a person convicted of a felony cannot work for a company without a govt waiver. Someone anonymously reports a conviction of this person when they were in the military under military rules - technically not a felony because under military rules it was not, but under civil law it would be. I knew only what I just said, but company policy did not allow me to know specifics. I knew someone who did. Would have been a problem for both of us if I probed and he divulged. So I was left to wonder but TRUST that the persons responsible to deal with compliance, ethics, HR, and Privacy handled it appropriately within the law.
In both cases I mentioned above - I made sure the people responsible to handle it knew about it and knew everything I knew about it.
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