CBC reports that the K-W symphony board of directors has offered Martin Fischer-Dieskau his old job back.
The whole controversy about his dismissal — the outrage of symphony subscribers, the resignation of the board and this decision by the new board to offer the job back — is really quite interesting.
Perhaps the previous board made a bad decision, and, for whatever reason, didn't want to reverse it. Perhaps it made a good decision, and, due to pressure from members, resigned to let the membership (or a least a different subset) reconsider the decision. The only thing I know for sure is that most of the meetings about this issue (at least the important ones) have been in camera.
I understand that many people think human resources matters should be discussed confidentially. And that's fine, to some extent. But the decision to dismiss an important employee should be explained. Unfortunately, many people are frightened of the consequences of justifying a dismissal publicly. Particularly in the case of Fischer-Dieskau, whose reputation is so important to his employment prospects, the possibility of a lawsuit likely intimidates many members of the board. But, if you're right to fire him — have a reasonable reason for dismissing him — what do you have to be afraid of? The annoyance of a frivolous lawsuit? Perhaps. But consider the consequence of not providing a reason: weeks of bad publicity, a wholesale change of directors, unrest and mistrust between the members and the board . . . What's the least favourable outcome?
