"Every time council denies there is a problem, the more it incites people affected and provokes them to air their story," says the employee's spouse.
Current and former council staffhave created a website on wordpress.com to provide an avenue for colleagues to "feel safe to speak out".
Hamilton News understands staff sometimes refer to colleagues who they believe are being bullied, or harassed, as "dead men walking" in so far as they would likely leave, or be "exited" from the organisation.
The latest allegations follow a damning whistle-blowing report compiled by current and former council staff that alleged an ingrained culture of bullying and harassment within the organisation.
Councillor Dave Macpherson tabled the report at a finance and monitoring committee meeting earlier this year.
The report wasn't received by the committee on the advice of chief executive Barry Harris that it was a legal risk to council. Most of the committee members returned the report, of which a censored version has been published online.
A science educator at council-run Waikato Museum, Dr Raymond Mayes, died earlier this year. His death is not considered suspicious. His widow, Julie, wants the coroner to investigate whether her husband's death was triggered by workplace bullying after the museum went through a restructure that resulted in budget cuts, staff losses and an increased workload.
Mr Macpherson maintains council needs to deal with its "entrenched culture" of bullying and harassment before anyone else is harmed.
The employee believes ill-feeling among staff has intensified since Dr Mayes' death.
An independent report released earlier this year by Quality Environmental Consulting (QEC) outlined 39 recommendations to improve the ways in which council deals with claims of bullying and harassment.
Council organisational development general manager Olly Te Ua said 32 of the 39 recommendations have been closed.
"The most recent has been the review of council's anti-bullying and harassment policy and processes, including the 11 policy recommendations made in the QEC audit. This policy and process review has been conducted and agreed to by the Public Service Association.
"Six of the remaining seven QEC recommendations regarding hazard and risks will be completed as part of the health and safety software upgrade under way and the remaining action will be completed as part of an annual end of year review."
A council source says the channels through which complaints are raised need to be addressed and suggests an independent foundation could be formed to advocate for people who feel bullied in a workplace setting.
"Traditional unions seem powerless when an employer continues to deny there is a serious problem."
Mr Te Ua said there was a range of ways people could raise a complaint of bullying and harassment.
"We have 20 trained peer support people represented at all of our sites across the city. People can also raise complaints with their union delegates, their unit manager, their general manager, or the chief executive."