Angelus' Post; A POOR DECISION IS A BITTER PILL TO SWALLOW

Maybe it is time the tables were turned or strategy altered somewhat to see if the confident decision-makers like the taste of their own medicine....

Are there any, "good faith and in the interest of the welfare of the company's appearance and wellbeing" issues which can be anonymously sent to the hotline or to the powers-that-be in regards to R. Huntley's/HR's theatrics or attitude not being of benefit or supportive to the employees?
Everyone has exploitable quirks/bad habits and Huntley is no exception. It could be possible one or more of these quirks or (daily?) incompetant acts really offends one or more of the employees to the point they feel they, " just can't work in his presence anymore and feel stressed (harassed)." Maybe they, "feel as if they are being stalked or powerless whenever in his presence?" I wouldn't presume to know this, but it is possible someone feels this way.
Is this truly a good example of a human resource if others are uncomfortable in the presence of one employed to be just that?

It just might be interesting to see what happens when you who believe in principle, fairness and truth fuel the flames of justice just a bit and expand your scope of action.
If The Company sees that in addition to their error there might be other issues behind it, they may once again re-open their closed report. It would also indicate all you have done to keep this issue at the forefront was not done out of malice or spite, but done in good faith. I know your hard work is truly from the outrage of unfairness, but a reminder to the rule-makers couldn't hurt, could it?

Don't know if this is a possibility, but maybe it gives food for thought.