A CALL for an ‘overdue’ external investigation into ‘bullying’ allegations in a council department has reared its head again.

At the full council meeting on Thursday last week, Councillor Ian Tilbury presented a question to leader of Basingstoke and Deane Borough Council Councillor Clive Sanders, claiming he was still hearing concerns from current and former members of staff at the authority, adding they felt they had been ignored.

Cllr Tilbury cited external investigation calls made in the last eight months about allegations of a ‘bullying culture’ within the borough council’s Law and Governance unit, made by one former member of staff in the Gazette.

Meanwhile, another issue raised was that of another former staff member receiving an anonymous email from an encrypted address to her personal account, threatening her adult son, in November last year after she had left the authority with no job to go, citing her experience of the culture within the unit for her reasons for leaving.

An investigation into the situation in the unit was conducted by senior management within the council and a Human Resources Committee meeting, held behind closed doors, deemed this was a sufficient enough response.

A council-led investigation over the email found no evidence it came from someone within or connected to the authority.

At the meeting, Cllr Tilbury said: “To date no such investigation has taken place, despite the fact the media were incorrectly advised that an independent review had taken place when in fact the review was carried out by senior management.

Referencing the threatening email, he added: “To date whoever is responsible for this has yet to be brought to justice. Given the subject matter, access to personal details and the issues raised, It appears highly likely whoever was responsible had connections with BDBC.

“Would the leader therefore agree an independent investigation into all these issues is now long overdue?”

Cllr Sanders said: “Harassment and bullying is something which we should all deplore, whether it is at work, between colleagues, at home in a domestic or social context or even in politics, national or local.

“Respect, and the maintenance of respect for one another, even if we may disagree with their views, is a cornerstone of a civilised society.

“Therefore this council has in place very clear policies on harassment and bullying, and on whistleblowing to enable any cases that may arise to be identified and dealt with quickly.

“These are policies which I am sure are supported by all members regardless of their political allegiance or none. This is not and should not be a party-political issue.

“The circumstances to which this question refers arose at the end of last year, partly as a result of unattributed allegations made in the local press about bullying and harassment in the law and governance unit of the council.

“The situation was complicated by separate reports of online harassment of a former employee in that unit by someone unknown including various threats to their family. There was no evidence the two issues were directly connected.

“In response a number of actions were taken. As leader I requested a report to be submitted to HR Committee to examine whether there were specific issues to be dealt with in the legal department and what policies and processes were in place to deal with them.

“This was prepared by the deputy chief executive as an independent senior officer with no direct line management relationship to the situation. He in turn used external advice to advise him on his appraisal to ensure impartiality. That report was submitted to HR committee on the 16th February and discussed fully.

“Given the subject matter and the significant risk of identification of individuals that committee debate was held in private in accordance with legal advice received.

“It is true that a number of visiting members including the questioner and others requested a separate enquiry by an external body. That point was considered but in the end the conclusion of the committee, democratically arrived at, was that was not required.

“I did however move a resolution which was accepted that a further report be brought back to HR committee in June to review actions already in hand. That happened on June 18th and the [HR} committee duly noted [in June] the progress in outcomes that were being achieved, including seminars held on mental health issues.

“A separate investigation into the anonymous online harassment of the former employee and allegations made surrounding it was also carried out under the established complaints procedure by Rebecca Emmett, executive director of borough services. This involved liaison with the police because of the content of the online material.

“A copy of the investigation report was given to the complainant but in essence no evidence could be found as to who was the originator of the online harassment, nor was there any evidence to implicate any employee or member of the council. A copy of the investigation report was also forwarded to the police.

“Cllr Tilbury refers to being approached by current and former members of staff who have raised concerns that they claim have been ignored. As far as I can ascertain the council is not aware that any allegations of bullying and harassment of staff have been, or are being, ignored.

“If Cllr Tilbury has any such information, or indeed if anyone else, staff, union or member does, I would urge them to contact the head of human resources without delay so that the matter can be followed up quickly and effectively.

“My conclusion is that these matters have been correctly, thoroughly and effectively investigated, lessons have been learnt where appropriate and necessary actions undertaken. I would therefore support the democratic decision of the HR committee that no external enquiry is necessary.”