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 being 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 Q1 Recommendations

Year	Category of Reported Concern	Nature of Allegation	Conclusion and Corrective Action
Q1 2026	HR, Diversity, and Respectful Workplace	It was alleged that a City employee engaged with a citizen in an inappropriate and public manner.	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.
Q1 2026	HR, Diversity, and Respectful Workplace	It was alleged that a City employee, as an applicant to a job posting, misrepresented their qualifications to The City.	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.
Q1 2026	HR, Diversity, and Respectful Workplace	It was alleged that on an ongoing basis, an employee left a designated work area prior to the completion of a scheduled shift.	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.

Year

Category of Reported Concern

Nature of Allegation

Conclusion and Corrective Action

Q1 2026

HR, Diversity, and Respectful Workplace

It was alleged that a City employee engaged with a citizen in an inappropriate and public manner.

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.

Q1 2026

HR, Diversity, and Respectful Workplace

It was alleged that a City employee, as an applicant to a job posting, misrepresented their qualifications to The City.

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.

Q1 2026

HR, Diversity, and Respectful Workplace

It was alleged that on an ongoing basis, an employee left a designated work area prior to the completion of a scheduled shift.

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
Q4-2025	Business Integrity, Conflict of Interest	It was alleged that a City employee was providing personal care services to colleagues from their City office location during work hours.	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.
Q4-2025	HR, Diversity, and Respectful Workplace	It was alleged that a City employee engaged with multiple citizens in an inappropriate and public manner.	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.
Q4-2025	HR, Diversity, and Respectful Workplace	It was alleged that a City employee negatively referenced multiple members of the public, while in conversation with a third party.	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

Category of Reported Concern

Nature of Allegation

Conclusion and Corrective Action

Q4-2025

Business Integrity, Conflict of Interest

It was alleged that a City employee was providing personal care services to colleagues from their City office location during work hours.

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.

Q4-2025

HR, Diversity, and Respectful Workplace

It was alleged that a City employee engaged with multiple citizens in an inappropriate and public manner.

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.

Q4-2025

HR, Diversity, and Respectful Workplace

It was alleged that a City employee negatively referenced multiple members of the public, while in conversation with a third party.

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
Q3-2025	Misuse, Misappropriation of Assets	It was alleged that a City employee collected personal loyalty reward points on purchases made with a City-issued Corporate Credit Card.	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.
Q3-2025	Business Integrity	It was alleged that a City employee communicated personal information to a non-employee.	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.

Year

Category of Reported Concern

Nature of Allegation

Conclusion and Corrective Action

Q3-2025

Misuse, Misappropriation of Assets

It was alleged that a City employee collected personal loyalty reward points on purchases made with a City-issued Corporate Credit Card.

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.

Q3-2025

Business Integrity

It was alleged that a City employee communicated personal information to a non-employee.

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
Q1-2025	Business Integrity	It was alleged that an employee distributed emails to multiple non-City recipients in a manner that exposed personal information.	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.

Year

Category of Reported Concern

Nature of Allegation

Conclusion and Corrective Action

Q1-2025

Business Integrity

It was alleged that an employee distributed emails to multiple non-City recipients in a manner that exposed personal information.

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.