Whistle-blower Program: recommendations

A component of each whistle-blower investigation is, where possible and appropriate, to determine underlying causes of procedural failure or control weakness leading to a concern b​eing reported.

Recommendations are raised to the attention of Administration with a view that, if implemented, these corrective actions would mitigate opportunity for similar activities to reoccur.

Recommendations are made based on the concern or issue reported and are not limited to substantiated allegations.

2026 Recommendations

2026 Q2 Recommendations

Year Category of Reported Concern Nature of Allegation Conclusion and Corrective Action
Year: Q2 2026 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that a City employee engaged in disrespectful behaviour directed toward colleagues which was contrary to the Respectful Workplace Policy. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

The investigation confirmed the alleged behaviour to be considered Harassment as defined by the Respectful Workplace Policy.

As a result of the investigation, Administration has taken appropriate corrective action.
Year: Q2 2026 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that an employee, acting in a position of leadership, breached the confidentiality of direct reports. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

The investigation determined that employee identities were inappropriately disclosed during discussions with direct reports, behaviour considered Disrespectful Behaviour as defined by the Respectful Workplace Policy.

As a result of the investigation, Administration is taking appropriate action to address the behaviour and policy violation.
Year: Q2 2026 Category of Reported Concern: Business Integrity Nature of Allegation: It was alleged that an employee used a personal mobile device to inappropriately capture confidential video from a City network device. Conclusion and Corrective Action:

The Whistle‐blower Program’s investigation determined the allegation was substantiated.

The investigation determined that the employee misused their access to confidential information and inappropriately shared it with colleagues, in violation of the Respectful Workplace Policy and Conflict of Interest Policy.

As a result of the investigation, Administration is taking appropriate action to address the behaviour and policy violations.
Year: Q2 2026 Category of Reported Concern: Business Integrity Nature of Allegation: It was alleged that a City employee was using their City employment status to benefit a personal business. Conclusion and Corrective Action:

The Whistle‐blower Program’s investigation determined the allegation was substantiated.

The investigation determined that an employee's use of their City title in promotion of a personal business was in violation of the City's Conflict of Interest Policy.

As a result of the investigation, corrective action was taken by Administration to ensure removal of public communication from the personal business as it involved the employee's role at The City and coached the employee on how to remain aligned with the policy on a go-forward basis.
Year: Q2 2026 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that an employee requested an employee, in a lower position, engage in inappropriate activity on their behalf. Conclusion and Corrective Action:

The Whistle‐blower Program’s investigation determined the allegation was substantiated.

The investigation determined that the employee requested a direct report to access confidential and restricted information from their secondary employment, an inappropriate request considered Disrespectful Behaviour as defined by the Respectful Workplace Policy.

As a result of the investigation, Administration is taking appropriate action to address the behaviour and policy violation.
Year: Q2 2026 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that an employee made inappropriate comments to a colleague. Conclusion and Corrective Action:

The Whistle‐blower Program’s investigation determined the allegation was substantiated.

The investigation determined that the employee’s comments were inappropriate and considered Sexual Harassment as defined by the Respectful Workplace Policy.

As a result of the investigation, Administration is taking appropriate action to address the behaviour and policy violation.
Year: Q2 2026 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that employees acting in the capacity of hiring managers did not adhere to The City’s hiring procedures. Conclusion and Corrective Action:

The Whistle‐blower Program’s investigation determined the allegation to be substantiated. The investigation did not conclude wrongdoing.

The investigation determined that certain recruiting decisions were made due to incorrect information provided by an applicant who ultimately did not meet specific conditions for entry into the temporary employment opportunity.

As a result of the investigation, the WBP made recommendations for Administration to review the investigative findings with the hiring manager to ensure that greater scrutiny is applied to determining program entry qualifications and ongoing compliance with the Employment and Hiring Standard and collective agreement.

2026 Q1 Recommendations

Year Category of Reported Concern Nature of Allegation Conclusion and Corrective Action
Year: Q1 2026 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that a City employee engaged with a citizen in an inappropriate and public manner. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

The investigation determined that the City employee’s behaviour was not aligned with multiple City policies, including the Code of Conduct and Respectful Workplace Policy.

As a result of the investigation, Administration has taken appropriate corrective action.
Year: Q1 2026 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that a City employee, as an applicant to a job posting, misrepresented their qualifications to The City. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

The investigation determined that a false document was produced as evidence to meet the minimum education qualification required for the position to which the candidate applied. The action was determined to violate the City's Code of Conduct.

As a result of the investigation, Administration had taken appropriate correction action.
Year: Q1 2026 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that on an ongoing basis, an employee left a designated work area prior to the completion of a scheduled shift. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated as a violation of the Code of Conduct.

The investigation determined inconsistencies between the employee’s arrival time, departure time, and work time recorded.

As a result of the investigation Administration accepted recommendations to address the policy violations and compliance with expected work hours.

2025 Recommendations

2025 Q4 Recommendations

Year Category of Reported Concern Nature of Allegation Conclusion and Corrective Action
Year: Q4-2025 Category of Reported Concern: Business Integrity, Conflict of Interest Nature of Allegation: It was alleged that a City employee was providing personal care services to colleagues from their City office location during work hours. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the activity to be unsubstantiated as a violation of City policy.

While investigation confirmed the activity occurred, service was determined to have been provided as a personal hobby, while employees were on personal break time, and free of compensation.

As a result of the investigation, Administration accepted a recommendation to ensure the cessation of the activity on City premises, and to coach the employee on their obligations under the Business License Bylaw.
Year: Q4-2025 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that a City employee engaged with multiple citizens in an inappropriate and public manner. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

The investigation determined that the City employee’s behaviour was not aligned with multiple City policies including the Code of Conduct and Respectful Workplace Policy.

As a result of the investigation, Administration has taken appropriate corrective action.
Year: Q4-2025 Category of Reported Concern: HR, Diversity, and Respectful Workplace Nature of Allegation: It was alleged that a City employee negatively referenced multiple members of the public, while in conversation with a third party. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

The investigation determined that the City employee’s behaviour was not aligned with multiple City policies including the Code of Conduct and Respectful Workplace Policy.

As a result of the investigation, Administration has taken appropriate corrective action.

2025 Q3 Recommendations

Year Category of Reported Concern Nature of Allegation Conclusion and Corrective Action
Year: Q3-2025 Category of Reported Concern: Misuse, Misappropriation of Assets Nature of Allegation: It was alleged that a City employee collected personal loyalty reward points on purchases made with a City-issued Corporate Credit Card. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

The investigation confirmed that the employee procured goods on behalf of The City using a Corporate Credit Card and collected personal loyalty reward points, in violation of the Accounts Payable Policy and supporting procedures, which prohibit the collection of personal rewards on City purchases.

As a result of the investigation, the Whistle-blower Program recommended that an appropriate discussion with the employee and their leadership peers occur to reinforce The City’s expectation for adherence to the Accounts Payable Policy. 
Year: Q3-2025 Category of Reported Concern: Business Integrity Nature of Allegation: It was alleged that a City employee communicated personal information to a non-employee. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

The investigation determined that direct message communications between the employee and non-employee contained personal thirdparty information requiring protection under the Freedom of Information and Protection of Privacy Act.

As a result of the investigation, Administration took appropriate action, including discipline and retraining, to ensure the employee's ongoing compliance with The City’s legislated obligation to protect personal information.

2025 Q1 Recommendations

Year Category of Reported Concern Nature of Allegation Conclusion and Corrective Action
Year: Q1-2025 Category of Reported Concern: Business Integrity Nature of Allegation: It was alleged that an employee distributed emails to multiple non-City recipients in a manner that exposed personal information. Conclusion and Corrective Action:

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

This investigation confirmed the activity, considered to be caused by human error, as a breach of the FOIP Act. The investigation determined the nature of the content distributed was not confidential.

As a result of the investigation, recommendation was made for the employee to receive appropriate coaching and training to mitigate against recurrence and to remain in compliance with The City’s obligation to protect personal information.