I think this is a prime example of weasel behavior. Mr. Carney, while in an acknowledged position of authority for the orchestra, is not documented as having the ability to determine your employment status, so he is not your “supervisor”, per se, and he is not held to the standard that a supervisor would be in regards to his disgusting behavior to a fellow musician in a subordinate position. The recommendation that the BSO warn him that future instances of lying during an internal investigation can warrant termination, while doing little else in these cases, suggests he didn’t violate a documented policy and thus couldn’t be terminated with-cause, perhaps due either to an existing contract or state law. Hopefully this has been fully rectified so that future instances of misconduct can have the appropriate repercussions. This type of behavior is just absolutely unacceptable and should not be tolerated in any workplace.
I think this is a prime example of weasel behavior. Mr. Carney, while in an acknowledged position of authority for the orchestra, is not documented as having the ability to determine your employment status, so he is not your “supervisor”, per se, and he is not held to the standard that a supervisor would be in regards to his disgusting behavior to a fellow musician in a subordinate position. The recommendation that the BSO warn him that future instances of lying during an internal investigation can warrant termination, while doing little else in these cases, suggests he didn’t violate a documented policy and thus couldn’t be terminated with-cause, perhaps due either to an existing contract or state law. Hopefully this has been fully rectified so that future instances of misconduct can have the appropriate repercussions. This type of behavior is just absolutely unacceptable and should not be tolerated in any workplace.