We are a small charity who have been finding our way over the course of approx 18 months due to many changes behind the scenes. Part of what we do is to offer artists/ creators in need, a cheap space to make their art within our leasehold premises. The artists are subscribers and members of the charity and were given a brief contract mentioning that part of the agreement to join would be to participate in meetings with the trustees etc.

Up to now, we have had no issues with any artist members and have had a happy community. One of the artist members is also an on site manager who is not paid for the work he does, there have been no complaints at all and the trustees have been very happy with his input.

One of the artists has recently created a very unpleasant situation with the on site manager and has refused to communicate with me (I am the company secretary and the senior administrator who oversees the artist spaces and premises). As a community group that relies on communication this is not acceptable.

Sadly, when the "contracts" were provided to new artists, as in the case of the one who is causing issues, there was no inclusion of a termination clause or code of conduct, simply a point that mentions the requirement to be involved with the group/ charity values and attend meetings.

The charity had an AGM late last year and all artist members along with other subscribers and trustees were invited and were present, except for this problematic individual. They wrote an email to say they would not attend but have no reason and later told another member they didn't want to attend if they were not allowed to speak, which was not the case.

More recently this member has verbally abused the on site manager inferring he is dangerous to women which is potentially liable. She has shown no respect to the people running the premises and her presence is now causing concern. The on site manager complained to the Trustees and myself, as a result I was given the go ahead to serve notice to the artist member.

However, it has caused more problems as the artist in question has contacted one of the trustees (despite never having bothered to meet her previously) to raise concern about her notice to leave. As the senior administrator, I am now feeling totally undermined and worried that this artist will be allowed to stay despite her behaviour/ attitude and serious verbal attack against the on site manager and fellow artist member.

Before I took the role within this charity I had many years experience in office managerial roles within small companies and have come across employee issues many times, often seeing an employee dismissed immediately for lesser actions than the one I am currently dealing with. However, the trustees are now very nervous about this member and meeting with her separately and I am convinced she will be allowed to stay. I think they are worried she can take legal action but everything I have researched shows that this would be unlikely.

If this member is allowed to stay this also, in my opinion, sets a precedent that others can be verbally abusive and disregard management with impunity. This individual will have been given power and she will never leave. This makes it very difficult for me to retain my position and the volunteer is also deeply upset and considering taking legal action against this individual for defamation.

The trustees have agreed we need to get detailed contracts drawn up asap (something I have requested for several months now)  and whilst this may protect us or make things easier going forward, it will not solve the issue we have with the current situation.

Any ideas anyone? Thanks!