Oakham Town Council Staffing Committee Addresses Complaints, Staff Wellbeing, and Training
Cllr C Nix Deputy Mayor and cllr P Ainsley Oakham Mayor
Oakham Town Council's Staffing Committee convened on Wednesday, April 23, 2025, to address several key issues, including a formal complaint lodged by Councillor Brookes, measures to support staff wellbeing, and professional development for the Town Clerk.
The meeting was attended by Councillors S-A. Wadsworth, P. Ainsley (Chair), C. Nix, and C. Clark.
A significant portion of the meeting was dedicated to discussing a formal complaint from Cllr Brookes, detailed in emails dated April 3rd and April 16th, 2025, regarding the Clerk and Deputy Clerk. After what was described in minutes as a "lengthy and robust discussion," the Committee unanimously agreed on a formal response to be sent to Cllr Brookes, proposed by Cllr Wadsworth and seconded by Cllr Clark.
The response, penned by Staffing Committee Chairman Cllr Paul Ainsley, assured Cllr Brookes that his concerns were reviewed "thoroughly and impartially." Key points from the Committee's response included:
Information Requests: Acknowledging that response times can vary due to workload, the Committee committed to reviewing procedural consistency to ensure equitable responses for all councillors, denying that varied response times imply bias.
Communication Protocols: Cllr Brookes was strongly advised to review the updated Oakham Town Council Communication Protocol, particularly sections on response standards and the correct use of CC and BCC, to align with council expectations and legal obligations.
Public Statements: Concerns about statements regarding emails would be verified with the Clerk, and any inaccuracies addressed.
Staff Behaviour: Issues regarding the Deputy Clerk’s conduct would be managed by the Town Clerk, who directly supervises the Deputy Clerk, in line with established policies. The Committee emphasized that "substantiated evidence is crucial to ensure fair and impartial review."
Confidentiality: All parties would be reminded of their confidentiality obligations regarding data handling. The Committee requested Cllr Brookes provide any further evidence relevant to his complaints.
Following the Committee's response, Cllr Brookes expressed his disappointment, stating the complaint was necessary due to unanswered questions from previous months and "rude email correspondence from staff." He emphasised his expectation of "professional and mutual respect" and not to be made to feel uncomfortable
Cllr Brookes also raised serious concerns about the conduct of Cllr Paul Ainsley, the Chairman of the Staffing Committee and Council. He cited an incident the previous evening where a fellow female council member was allegedly "broke down in tears in their car after an encounter with Cllr Paul Ainsley." Cllr Brookes described Cllr Ainsley's conduct towards this member as "bullying and disgusting" and confirmed he had raised this concern directly with Cllr Ainsley.
Review of Responses and Subsequent Staff Absence
The minutes also noted that Cllr Wadsworth raised concerns about some of the communications and responses she had received. It was agreed that Cllr Wadsworth would meet with the Town Clerk to explore these responses further. If concerns persisted, the matter would return to the Staffing Committee.
However, there was subsequent development: "Cllr Wadsworth arranged this meeting with the Deputy Clerk and was then told the deputy clerk was taking the day off. Shortly after this both the Clerk and Deputy Clerk went home sick due to stress related illness."
In light of the prevailing atmosphere, the Staffing Committee unanimously agreed to implement several measures aimed at bolstering staff wellbeing. An email outlining these proposals, proposed by Cllr Ainsley and seconded by Cllr Clark, was to be sent to all councillors and staff. The proposed measures include:
Strengthening the Councils Code of Conduct: To clarify expectations and effectively address inappropriate behaviour.
Confidential Reporting Mechanisms: Establishing or enhancing private channels for staff to report concerns about councillor behaviour.
Support Services: Providing external mental health support and resources for stress management.
Training Programs: Delivering sessions on respectful communication and conflict resolution.
Independent Mediation: Engaging independent mediators to resolve conflicts constructively.
Cllr Ainsley, in the drafted communication, emphasised that these proposals aimed to "ensure a transparent, fair, and supportive work environment."
Cllr Brookes said he does not feel the above proposals address his or other members' concerns. He is confused as to why Cllr Paul Ainsley appears to be setting up systems for staff to complain against councillors when the issue is that there are no proper procedures in place for councillors to raise complaints or concerns about staff. referring to confidentiality obligations Cllr Brookes stated that when he raised his complaints in confidential emails to members, these were immediately shared with all staff by a fellow member and the chairman of the council. He said this is unbelievable and unacceptable, damaging conduct.
CiLCA Training for the Town Clerk
Finally, the Committee unanimously approved a plan for the Town Clerk, Chris, to undertake Certificate in Local Council Administration (CiLCA) training. Starting September 2025, Chris will be paid for an additional 0.5 day a week above his contracted hours to work from home and complete the training, which is anticipated to take approximately eight months. This motion was proposed by Cllr Wadsworth and seconded by Cllr Clark.
The meeting highlights a period of tension within Oakham Town Council, with the Staffing Committee taking steps to address formal complaints while also proactively seeking to improve staff welfare and professional standards.