Following this week's report into the death of Chief Constable Michael Todd, employers are no less prepared to deal with senior staff who are vulnerable to blackmail.
Todd disappeared while out walking in northern Wales on March 10 2008. His body was found the next day on the summit of Snowdon, along with letters addressed to his family. He was consequently linked to nearly 40 women during his six years in Manchester, including five officers and staff.
The report by Sir Paul Scott-Lee QPM, head of the West Midlands police force, concluded that rumours of Todd's love life were an open secret among many officers and that he had a "wide range of relationships with different women".
Sir Paul wrote: "The failure of Michael Todd to fully disclose the extent of his marital affairs made him potentially vulnerable to compromise."
Todd disappeared while out walking in northern Wales on March 10 2008. His body was found the next day on the summit of Snowdon, along with letters addressed to his family. He was consequently linked to nearly 40 women during his six years in Manchester, including five officers and staff.
The report by Sir Paul Scott-Lee QPM, head of the West Midlands police force, concluded that rumours of Todd's love life were an open secret among many officers and that he had a "wide range of relationships with different women".
Sir Paul wrote: "The failure of Michael Todd to fully disclose the extent of his marital affairs made him potentially vulnerable to compromise."
Andrew Bayjou, associate at Loch Associates, believes there isn't a lot more employers can do to guard against the lifestyle choices made by Todd.
"There is some vetting that can be done by CRB checks, contacting referees and even at the interview stage about their lifestyle, but the questions need to be proportionate," he told Personnel Today.
"In this Facebook generation, some employers do monitor their employees' and applicants' lifestyles via social networking sites, but there is potential discrimination in doing so."
Bayjou adds that it was likely there will be several more cases like Todd's before employers look to more effective vetting measures.
"The truth is, they could go down the route of hiring a PI, but to do so would suggest you have initial concerns about a candidate's background, and if that's the case - why go on?"
"There is some vetting that can be done by CRB checks, contacting referees and even at the interview stage about their lifestyle, but the questions need to be proportionate," he told Personnel Today.
"In this Facebook generation, some employers do monitor their employees' and applicants' lifestyles via social networking sites, but there is potential discrimination in doing so."
Bayjou adds that it was likely there will be several more cases like Todd's before employers look to more effective vetting measures.
"The truth is, they could go down the route of hiring a PI, but to do so would suggest you have initial concerns about a candidate's background, and if that's the case - why go on?"
