P CLIFFORD BRADSHAW

  P CLIFFORD BRADSHAW WAS A CIVIL SERVANT WORKING FOR WEALDEN DISTRICT COUNCIL IN THEIR PLANNING DEPARTMENT

POTTY TRAINING - Using a potty may be a new skill for your planning team to learn. It's best to take it slowly and go at your candidates pace, about the same pace as a child should do the trick. Being patient with them will help them get it right, even if they sometimes feel frustrated. They should be taught that every person is entitled to a toilet no matter how much their team are out to get any challenging member of the public - and yes we know how irritating it is to be caught out - and yes of course that makes you hate that member of the public more - so that you try another dirty trick. So, if you are going to plan a vendetta, be sure that you don't get caught with your trousers down. Bury your target good and proper - or he or she may come back to haunt you with the inconvenient truth and reveal what you did and why you did it.

P Clifford Bradshaw was a civil servant at Wealden District Council working in the planning department and is known for scrutinizing applications as they are received. His job appears to have been to screen applications to persuade applicants to use wording and change the reasons for the application is such a way as to disadvantage the applicants.

He is alleged to have poorly advised Michael and Valerie Punter when they were making an application for a change of use, or to vary a condition relating to farm buildings at the Bushy Wood animal sanctuary, instead advising them to apply for planning permission, when a condition personal to Gordon Worcester could simply have been changed to reflect the new owner's name in respect of stabling for horses.

This led to the farm buildings that were a permitted development, being bulldozed under the lead of Ashley Brown and Ian Kay. Ian Kay's father in law was Denis Best, a competing local builder and member of the mason secret society.

Mr Bradshaw (allegedly) also poorly advised Nelson Kruschandl and others in relation to applications relating to the old generating station at Lime Park, Herstmonceux in East Sussex.

Shame on you Mr Bradshaw.

Ever been caught with your trousers down

It appears from the letter below that in addition to screening applications that he may also have been the author of other official correspondence.

You could always blow the whistle and clear your conscience Mr Bradshaw. We look forward to hearing your side of the story. We'll print what you want to say, just please come out of the closet and reveal the inner working of Wealden. It is in the public interest to know.

CONSPIRACY OF SILENCE - In keeping with the refusal of Sussex Police to provide a copy of their register of Masons, Wealden District Council refused to allow Nelson Kruschandl sight of the secret reports that were put to a committee of members in secret meetings between 1982 and 1986. These Reports were the basis of authority to enforce against a domestic use on the basis that the old generating rooms were not original. Later in 1998 and 1998 evidence surfaced to prove that Wealden's George White and Thomas Hoy had lied to Inspector Raymond Dannreuther in 1987. In these closed session reports the members were told the truth, admitting what the buildings actually were - but the exact opposite information was presented to the Secretary of State's Inspector - not once, but for a second time in 1997 before Inspector Raymond Michael.

Note also that although the officer named as dealing with the matter is Rex Pettigrew, that P Clifford Bradshaw actually signed the letter. This is much the same as using David Whibley's name on letters as a patsy for the recent Stormtrooping by Kelvin Williams in 2017 - once again aided and abetted by Sussex Police.

EMPLOYMENT RIGHTS ACT 1996 & PUBLIC INTEREST DISCLOSURE ACT 1998

You may be aware of the tenets of the Employment Rights Act 1996 as amended by the Public Interest Disclosure Act 1998 (Whistleblowing) in respect of victimisation if as a result of reporting any matter to your Council as per “Part IVA Protected disclosures:”

43A Meaning of “protected disclosure”.

In this Act a “protected disclosure” means a qualifying disclosure (as defined by section 43B) which is made by a worker in accordance with any of sections 43C to 43H.

43B Disclosures qualifying for protection.

(1) In this Part a “qualifying disclosure” means any disclosure of information which, in the reasonable belief of the worker making the disclosure, tends to show one or more of the following—

(a) that a criminal offence has been committed, is being committed or is likely to be committed,

(b) that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he is subject,

(c) that a miscarriage of justice has occurred, is occurring or is likely to occur,

(d) that the health or safety of any individual has been, is being or is likely to be endangered,

(e) that the environment has been, is being or is likely to be damaged, or

(f) that information tending to show any matter falling within any one of the preceding paragraphs has been, is being or is likely to be deliberately concealed.

(2) For the purposes of subsection (1), it is immaterial whether the relevant failure occurred, occurs or would occur in the United Kingdom or elsewhere, and whether the law applying to it is that of the United Kingdom or of any other country or territory.

It appears to us that Section 43B (b) of the 1998 Act may apply and upon reading the information that you have requested of us, you may come to realise that your Council is acting in a way that qualifies as Malfeasance rather than Misfeasance in Public Office, and so may wish to blow the whistle, with all of the protections that the 1998 Act gives to you in respect of the Public Disclosure that you may care to make.

In the case of a Disclosure, most likely to the Chief Executive, Monitoring Officer, District Auditor and Leader of the Council, should you be dismissed or treated in a way that constitutes Constructive Dismissal (that amounts to the same thing, then see section 103A:

“103A Protected disclosure.

An employee who is dismissed shall be regarded for the purposes of this Part as unfairly dismissed if the reason (or, if more than one, the principal reason) for the dismissal is that the employee made a protected disclosure.”

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