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.
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?