| The Campaign for Freedom of Information |
A Guide to the Right to Know Bill
This guide refers to Draft 1.0 of the bill, dated 7.7.92 which is subject to consultation and revision
INTRODUCTION
Information about disciplinary proceedings against an official would be accessible if (a) they related to a matter of public interest or (b) they related to a complaint by an individual, in which case they would be available to that individual. In other cases disciplinary proceedings would be exempt.
Substantial and unreasonable interference with the authority's work
Applicants would be able to make broad requests for all records on a particular subject. But if such a request involved a substantial number or volume of records (eg "all records relating to environmental pollution"), and locating them all would interfere substantially and unreasonably with the authority's work, the request can be refused. However:
Broadcasting materials
Information or recordings which were obtained or produced in order to be broadcast by the BBC (the only broadcasting body falling with the definition of a 'public authority') are not subject to the bill. Other types of information - eg about administration - would be accessible.
Disclosure in the public interest
Even exempt information may be disclosed in the public interest if there is reasonable evidence of significant (a) abuse of authority or official negligence (b) injustice to an individual; (c) danger to health or safety (d) unauthorised use of public funds.
In such circumstances it is no longer self-evident that the public interest is best served by continuing to keep exempt information confidential. The Commissioner would be able to consider whether disclosure was justified in the public interest, taking account of all the circumstances, including any damage or benefit that might result, and could order disclosure. Disclosure would not automatically follow, particularly if the abuse was minor and the potential damage from disclosure significant.
Notice to third parties
Before an authority gives access to third party information it must notify the individual or company from whom the information was obtained. If the third party considered the information was exempt it could appeal against the proposed disclosure to the Commissioner or Tribunal.
Notification of benefits
The bill contains a special procedure to help non-commercial organisations get in touch with particular classes of individuals to notify them of benefits they can claim or invite them to take part in research likely to help them. Their names and addresses could not be disclosed under the bill, as this would breach their privacy. Instead the authority would have to send a notice from the organisation to the individuals concerned, provided this did not interfere substantially and unreasonably with he authority's work.
Decision-making guidelines
An authority would have to make available any guidelines it uses in making decisions affecting the rights or obligations of individuals, such as the internal rules for determining eligibility for benefits or liability for tax. If an authority failed to do so and an individual suffered some disadvantage as a result he or she would be entitled to compensation and to have an unfavourable decision set aside.
Appeals
The bill would be enforced by a Commissioner and Tribunal similar to the Data Protection Registrar and Tribunal. These would provide a cheaper and less intimidating remedy than the courts and permit a consistent body of case law to be built up more quickly.
The first stage in challenging a decision would be to ask the authority itself to conduct an internal review of its decision. Experience in Australia is that such internal review leads to more information being released in about a third of all cases, probably because more senior officials are involved. If an authority failed to complete the review within 14 days the applicant would be free to complain to the Commissioner.
The Commissioner
The Commissioner would have the power to examine any record including one containing exempt information and make enforceable orders requiring authorities to comply with the bill. Failure to comply, or obstruction of an investigation, could be referred to a court and dealt with by it as contempt of court.
The Tribunal
Appeals against the Commissioner's decisions could be made to a tribunal, whose chairman and deputy chairman would be lawyers.
Each party to an appeal would normally pay its own costs. But the Tribunal may order the authority to pay the applicant's costs where an appeal has raised an important issue of principle. Any party which had been responsible for frivolous, vexatious, improper or manifestly unreasonable action or delay could be ordered to pay the costs of other parties.
Defamation etc
An authority or its employees could not be sued for defamation, breach of confidence or breach of copyright for disclosing information under the bill. However, a person who obtains a record under the bill and publishes it would have no special protection against action for defamation.
Reprinting an official record released under the bill would not infringe Crown copyright. But a third party who supplied a document to an authority retains copyright even if it is released under the bill. This prevents an applicant commercially exploiting someone else's material. The normal "fair dealing" defence under copyright law would allow the applicant to publish reasonable extracts or the whole document if it is short, for the purpose of criticising it or reporting on current events.
An official who mistakenly disclosed information in good faith in the belief it was required under the bill would not commit an offence under the Official Secrets Act or any other statute.
The fact that there was abuse of authority, etc would not in itself be a defence - it is only in these circumstances that the defence could be argued. The defence involves weighing the benefit against the damage. Exposing a minor abuse of authority would not justify disclosing information likely to cause serious damage: the benefit would have to outweigh the potential damage.
In the case of a civil servant or government contractor, the public interest defence would only be available if the person had previously taken reasonable steps to comply with established procedures for drawing the abuse etc to the attention of the appropriate authorities, without effect. The only exception would be if the matter was of such urgency that these steps could not reasonably be expected to be effective.
The bill would give individuals a right of access to their own employment records.
Definition of "employment record"
The right of access applies to a record held by an employer about an individual who is or has been an employee or who has applied for employment. It also applies to records of "employment reference agencies", that is bodies who collect information about individuals in order to supply it to employers. The best known example is the Economic League.
Applications
An individual would have to apply for access in writing to the holder of the record. Once an application has been received the holder of the record would be prohibited from destroying the record, or deleting information on it - failure to comply would be an offence. Access would have to be given within 30 days. Any unintelligible terms on the record would have to be explained.
The employer would have to state whether it had obtained information about the applicant from an employment reference agency and if so give the agency's name, the date, and inform the applicant that he or she can apply directly to the agency for access to any record which it holds.
Exempt information
Information can be withheld if its disclosure would be likely to cause significant damage to defence, the lawful activities of the security or intelligence services, international relations or would interfere with law enforcement, the privacy of others, or - in the case of health information - if disclosure would cause serious harm to the health of the applicant. The precise exemptions are identical to the corresponding exemptions under Part 1 of the bill.
Corrections and compensation
There is a right to correct inaccurate information and to be compensated for damage or distress resulting from its use. These provisions are identical to the corresponding clauses of Part 1 above.
Enforcement
This Part of the bill would be enforced in the courts.
The bill would amend the Companies Act 1985, to require the disclosure of additional information in companies' annual reports. This Part is an expanded version of the Corporate Safety & Environmental Information Bill introduced by Jeff Rooker MP in December 1991.
The bill applies to companies with 50 or more employees: these are companies defined as 'medium' and 'large' under the Companies Acts. (Annual reports of small companies are in any case unlikely to have significant circulation.)
The bill requires companies to make public various types of information which will already be known to them - they would not have to collect new information. Annual reports would have to show:
These are listed in the bill and include legislation dealing with consumer protection, public safety, environmental protection, health and safety at work, racial and sexual discrimination, equal pay and unfair dismissal. Any formal notices, orders or injunctions under any of the specified powers would have to be disclosed, unless they had been set aside on appeal. Convictions for offences under such legislation would also have to be specified.
These would be expressed as the 'incidence rate' - the number of injuries per 100,000 employees. This would permit the company's performance to be compared with the industry average, and its own record in previous years.
Details of any specific payments would not be required in the annual report but would have to be made available on request. No information about identifiable individuals could be released without their consent or their next of kin's.
The bill will require disclosure of certain information about company pension funds, where this can be done within the scope of the bill (ie by amendment to the Companies Act rather than the specific legislation on pension funds).
(The provisions on pension funds are currently being drafted: suggestions for what information should be required would be welcome.)
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