Share this page Print

Reporting concerns


man holding a phone

Speak up!

How to report concerns

City employees work in all corners of Calgary and we rely on each other to report concerns or raise questions about practices and behaviours so we can build and maintain a strong workplaceAny location where City work is being or may be conducted including work-based social gatherings. A workplace can include City buildings, vehicles, off-site meetings, customer sites or telework locations. culture.

Reporting is about knowing when something isn’t quite right and doing something about it − speaking up. Sometimes it takes courage to speak up, but voicing your questions or concerns demonstrates your commitment to The City and to your colleagues.

All employees are encouraged to start by reporting concerns to their leader.

If you notice something that does not seem right, safe or appropriate, let someone know. All employees are encouraged to start by reporting concerns to their leader. Your leader has access to the tools and resources to address your concerns or guide you on next steps.

If speaking to your leader is not an option, you can also speak to your leader’s supervisor, your union rep or the Human Resources Business Partner in your business unit. Human Resources Support Services at 403-268-5800 can give you contact information or redirect your call.


woman looking at laptop

Specific concerns can also be reported in other ways:

To Report... Contact... At...
Emergencies Fire/Police/EMS 9-1-1
Breach of privacy or misuse of information Freedom of Information and Protection of Privacy (FOIP) Program Administrator Business Unit FOIP administrator list
Chemical or hazardous materials concerns or spills/soil contamination at construction sites Environmental Contact
City of Calgary Fire Department (CFD)
311
CFD: 9-1-1 for emergencies or
403-264-1022 for non-emergencies
Corporate waste concern Corporate Waste Diversion 311
Disrespectful behaviour or discrimination Leader, Human Rights and Respectful Workplace 403-268-2594
Inappropriate statements on social media, at public events or in the news Public Relations Team public.relations@calgary.ca
Safety concerns or hazards Business Unit Safety Advisor, your supervisor or the online safety reporting tool myCity/Safety
Workplace violence or threats, security concerns or incidents, illegal drugs, theft and other criminal matters Corporate Security 403-268-8868
Report a security incident (network access required)

 

The Whistle-blower program

The Whistle-blower Program provides an additional mechanism for employees (and Calgarians) to report instances of fraud, waste or wrongdoing by employees or others who conduct business with The City.

Employees are expected to report Code-related concerns to their leader or through the other avenues listed earlier. If you feel you are unable, as a result of circumstances, to report within these channels, you can report your concerns through the Whistle-blower Program. Call 1-866-505-5039 or report online.

Investigations – what happens when I report a concern?

The City takes violations of its Code seriously. Reports of concerns or violations may lead to an investigation to determine if there has been a breach in policy. Investigations may also help identify what went wrong and why. They also help us identify improvements in workplaceAny location where City work is being or may be conducted including work-based social gatherings. A workplace can include City buildings, vehicles, off-site meetings, customer sites or telework locations. practices for everyone.

Investigations are most often led by a leader and supported by a subject matter expert, such as an HR Business Partner, Security Advisor, or Safety Advisor. The subject matter expert will depend on the nature of the incident or situation. Investigators are committed to getting the full story and may contact other people, including witnesses to gather new information or verify information already gathered. During investigations, employees are expected to co-operate fully and provide information that is accurate, honest and complete. Information gathered during an investigation is kept confidential, except in cases where it is necessary by law to provide information to a third party, or in order to complete a full and fair investigation.

Based on the results of the investigation, disciplinary or non-disciplinary corrective action may be taken. Additionally, depending on the findings from the investigation, measures may be taken in the workplaceAny location where City work is being or may be conducted including work-based social gatherings. A workplace can include City buildings, vehicles, off-site meetings, customer sites or telework locations. to prevent a similar situation from occurring again.


employee speaking with supervisor

Protecting those who report

As employees, it is important that we are able to ask questions and raise concerns about our Code of Conduct freely, and with an expectation that our concerns will be taken seriously and treated fairly.

The City wants to hear from you and is committed to protecting employees who raise concerns in good faith. We are committed to protecting the rights of those who:

  • Report breaches or suspected breaches of our Code honestly and in good faith.
  • Co-operate in Code-related investigations.
  • Raise questions about our Code, a business practice, decision or action.
  • Seek guidance on how to handle a particular situation.

Retaliating against an individual under any of the circumstances above, including harassing, intimidating, bullyingA conscious, willful, deliberate and repeated activity marked by an imbalance of power, intent to harm and/or threat of aggression. Bullying can be verbal (name-calling, put-downs, threats), social (exclusion, gossip, ganging up), physical (hitting, damaging property) or cyberbullying (using technology to harass or threaten). Bullying can occur within a peer group or between groups. It can occur at work and outside of work. or ostracizing, is in itself a violation of our Code and will be subject to disciplinary action.

Reporting a false claim, for the purpose of causing harm to, intimidating or harassing another individual is also a violation of the Code and will be subject to disciplinary action.

The City wants to hear from you and is committed to protecting employees who raise concerns in good faith.

Consequences of non-compliance

What happens when an employee’s behaviour does not live up to Code expectations?

Report Investigation Action taken
The City takes violations of its Code very seriously. When employees have concerns about a potential Code breach, they are expected to report the details of their concern. Reports of violations or retaliation may lead to an investigation. Based on the results of an investigation, disciplinary action may be applied if:
  • An employee has violated the Code or asked others to violate it.
  • An employee has intentionally not reported a violation of the Code or has withheld information during an investigation.
  • An employee has retaliated against an employee who reported a concern.
  • An employee has deliberately made a false report or accusation against another.

 

The City may use disciplinary or non-disciplinary methods to address a behaviour that needs to change. The Labour Relations Policy addresses investigations, counselling and expectations, as well as discipline. When disciplinary action is justified, it will be applied fairly and consistently in accordance with the Labour Relations Policy (HR-LR-002) or the Exempt Staff Policy (HR-LR-006). Discipline can result in action up to and including termination of employment.

Some policy violations or behaviours may also result in a legal response including civil litigation or the involvement of the police in cases of criminal code violations. Examples include, but are not limited to, theft, fraud and violence.



Back to the top