Problem 9: Dealing with a complaint of duress

As Deputy Vice Chancellor (Deputy Director), Director of Staffing, you are notified that a senior employee on a permanent contract of employment (with various additional statutory provisions and protective safeguards as set out by the University’s Articles of Government and Procedures) has raised, in writing, complaints of stress, illness and duress in relation to events of 4 Nov 1998, and has withdrawn a so-called ‘letter of resignation’ for these reasons, and whilst still officially under suspension on normal pay.

Would you:

a) write to the member of staff and invite him/her to a meeting
b) write to the member of staff and invite him/her to a meeting, whilst also notifying the Vice- Chancellor and Board of Governors of your intention
c) refer all matters to the Board of Governors for their advice and direction
d) adopt the ostrich position
e) ignore the complaints of stress, illness and duress and the ongoing (improper) suspension and inform the employee that you are not obliged to accept a withdrawal of a ‘letter of resignation’
f) ignore the complaint of stress, illness and duress and the ongoing (improper) suspension, and instead inform the employee that you are not obliged to accept a withdrawal of a ‘letter of resignation’ but that he/she will be contacted to discuss all aspects in relation to a ‘departure’ including pensions
g) ignore the complaint of stress, illness and duress and the ongoing (improper) suspension, and stop all pay and benefits to the employee before any kind of hearing to determine all matters, including the improper suspension on normal pay and all outstanding matters?