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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 Management 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.

2019 recommendations2018 recommendations

 
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2019 Recommendations

​Year ​Category of Concern ​Nature of Allegation ​Conclusion and Corrective Action
​Q1‑2019 HR, Diversity and Respectful Workplace It was alleged that a City employee negatively referenced a member of the public, while in conversation with a third party.​
​​​The Whistle-blower Program’s investigation determined the allegation to be unsubstantiated. The investigation did not confirm that the disparaging comment, as alleged, was made by the city employee. As a result of the investigation, recommendations were made to strengthen internal training and awareness of effectively responding to citizen concerns.
​Q1‑2019 HR, Diversity and Respectful Workplace ​It was alleged that the City’s recruiting procedures were not respected and the outcome of a specific competition was influenced by a familial relationship between a City employee and the successful candidate. ​The Whistle-blower Program’s investigation determined the allegation to be unsubstantiated. The investigation determined that the successful candidate was qualified for the role and was selected in alignment with The City’s recruiting procedures. The investigation did not support the alleged influence by a family member. As a result of the investigation, a refresher training opportunity was identified specific to recruiting and selection training.
​Q1‑2019 Misuse, Misappropriation of City Assets
​It was alleged that a City employee was stealing time on an ongoing basis. ​​​The Whistle-blower Program’s investigation determined the allegation to be unsubstantiated. As a result of the investigation, several of the employee’s work practices were identified by management as requiring improvement, resulting in a number of corrective actions including coaching and training on appropriate record keeping.
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