Jeremy Chambers Dismissed For Gross Misconduct.
Exclusive:
It is now known that Jeremy Chambers (pictured) former Corporate Director for Strategic Operations has been summarily dismissed for Gross Misconduct. Initially, Shepway District Council made it clear in an email to all Cllrs that he had been made redundant.
It has been alleged, that Jeremy was placed on gardening leave recently, (in Sept 2017) due to sexual harassment allegations made against him by a female member of staff. It is understood that there was more than one allegation. Whether or not this was over a period of time or on a specific date the allegations were received by Shepway District Council, is unknown.
Mr Chambers made it known on his Linkedin page that he was looking for his next career move – a local authority chief executive – as long ago as Jan 2017. Mr Chambers is a qualified Solicitor. We believe any career move may now be on hold or completely suspended.
SDC officials couldn’t even manage to tell their own counciliars the truth then..
In my opinion that shows a complete disregard for the victim.
Well done SV – if it wasn’t for your information gathering, this sordid episode would all have been swept under the carpet.
Gagging orders or Non-Disclosure Agreements (NDA)as they are called, how many have they given out? . The lady marched out was given money and a NDA to keep her mouth shut
And apparently he’s surfaced at Enfield Council
Extract from the SDC Council meeting minutes of 17th January 2018
http://www.shepway.gov.uk/moderngov/documents/g3205/Public%20minutes%2017th-Jan-2018%2019.00%20Council.pdf?T=11
From Mr Rylonsd to Councillor Monk, Leader of the Council
How many staff have reported bullying and/or sexual harassment for the period April 2014 – Dec 2017.
ANSWER:
‘There are a number of routes whereby a report of this kind could have been raised.
Firstly an employee could raise a formal grievance either directly to HR or via their line manager at which point an internal review by an appropriate manager supported by a representative from HR would take place. This could lead to a disciplinary investigation and a potential hearing should it be decided that there was an allegation to be addressed.
Secondly a disciplinary investigation could be started straight away should the allegation be made directly rather than starting with the grievance process. This would be led by an independent manager supported by HR and if the allegations were felt to be substantiated a formal disciplinary hearing would be arranged to review the evidence and reach an outcome on the matter.
Finally, an individual has the option of raising this type of allegation via the Council’s whistleblowing procedures. This could also then lead to a disciplinary investigation and a potential hearing. Any report, whether it be a verbal or written account, of bullying or sexual harassment would be treated seriously by the council.
During the period in question, April 2014 to December 2017, no reports have been made through any of these channels.’
SUPPLEMENTARY QUESTION:
I have been informed by some ex members of staff, who are willing to waive their right to anonyminity, that they had experienced sexual harassment. Would Shepway District Council support these ex staff in their claims?
ANSWER (GIVEN BY THE CHIEF EXECUTIVE):
There has been no evidence provided to the Council of any sexual harassment. Without appropriate evidence, the Council would make no further comment.
Top staff bully lower staff with threat’s, job losses, cuts, lack of staff to do the jobs , targets . . .