Decision - City Clean Independent Inquiry

9.1 The Committee considered a report of Director of Human Resources & Organisational Development. 1.1 In July 2023 the Council launched an independent inquiry into serious whistleblowing complaints about behaviours and activity within the Council's waste service (City Clean). 1.2 The outcome report was received on 13 th November 2023 and describes numerous accounts of appalling behaviour faced by staff and managers at City Clean. This report presents the findings of the inquiry and seeks formal approval for the recommendations of the report and the subsequent action plan that has been developed to ensure the serious and devastating findings of the report are addressed. 9.2 Councillors Taylor, Rowkins and Shanks and Councillor Robins commented and contributed to the debate . 9.3 Chair welcomed the proposed joint amendment from Councillors Shanks who spoke about the report as outlined in 2.7. Councillor McNair seconded the amendment on the failings of the Council as outlined in 2.8. 9.4 It is noted that the report was received with thanks for all the work put into it. 9.5 In response to questions raised. The changes in disciplinary panel procedures will be made in July and a report will be brought back in May of this year. 9.6 The budget had to be flexible to include funding various legal process in relation to concerned staff. 9.7 The amendment fell. Resolved That the Strategy, Finance & City Regeneration Committee: 2.1 Noted the findings of the independent inquiry report, as detailed in Appendix 1. 2.2 Noted and reinforces the apology issued by the Council's leadership to every staff member who has been affected by these behaviours, past and present, and to residents whose service has been affected by the dysfunction that has resulted. 2.3 Approved all recommendations of the independent inquiry report, as detailed on pages 18-19 of Appendix 1, and the action plan in Appendix 2. 2.4 Gave delegated authority to the Director of HR&OD to issue and serve the necessary notice on or after 26 th January 2024 to terminate the council's existing disciplinary and disputes procedures. 2.5 Authorised the Director of HR&OD to take all steps necessary or incidental to preparations for the implementation of arrangements that will replace the role of Personnel Appeal Panels in those procedures, and therefore cease any involvement of members in employment procedures from 26 th July 2024 (aside from statutory responsibilities associated with disciplinary action against Statutory Chief Officers under the law or against other Chief Officers under the JNC terms and conditions). 2.6 Noted that a further report with the proposed new disciplinary and disputes procedure and necessary amendments to the Council's Constitution to remove reference to the Personnel Appeals Panel will be brought to Council or the Strategy, Finance & City Regeneration Committee for approval.

The report investigates alleged bullying, intimidation, sexual harassment, racism, homophobia and disability discrimination within Brighton & Hove City Council’s City Clean waste service. It concludes that the working environment was toxic and that some GMB representatives had obstructed management and disciplinary processes, while noting that most accused individuals had not been given an opportunity to respond.