Just come across this Sue and like everyone think you’re brill for standing up and being counted.
I’ve had to adjudicate on processes like this in the past and its not easy. So where ever you can, reference substantiated things. Emails, meetings with witnesses etc. Don’t know the circumstances obviously but try to show his behaviour and actions (or lack of them) rather than your feelings.
As a reasonable person you will naturally write in a gentle tone. In normal situations that might ok, but this is not a reasonable situation so make sure you put your points over strongly. It makes life easier for others to digest timelines and bullet points rather than huge amounts of prose.
Remember one of the things you are fighting for is the success of the company and the team they have invested in. Show how his behaviour is preventing quality, productivity etc. This also removes the issue of being a victim. This might sound rather impersonal but it is an empowering approach rather than an emploring one. I’ve found it encourages those judging it to become empathetic rather than sympathetic, and its a crucial difference.
Its worth getting a dispassionate person to read it before handing it over. TJ has offered (I think) and I’ll be on Elf’s pootle if you want a chat (You are going aren’t you!) even though it might be abit late for the letter. You can email as well if you want.
Keep busy and balanced.
Anyway let the jokes continue….