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 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.
2021 Recommendations
| Year | Category of Concern | Nature of Allegation | Conclusion and Corrective Action |
|---|---|---|---|
| Q4-2021 | HR, Diversity and Respectful Workplace | It was alleged that a City employee in a leadership role engaged in disrespectful behaviour directed toward staff. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
The investigation determined that the leader’s behaviour was not in alignment with the Respectful Workplace Policy.
Appropriate corrective action was taken to reinforce expectations for the leader to support a respectful workplace. |
| Q4-2021 | Accounting, and Financial Statements | It was alleged that an employee on a leave of absence was compensated at their regular rate of pay. |
The Whistle-blower Program’s investigation determined the allegation was substantiated.
Investigation confirmed that due to incorrect processing of an employee’s absence, time coding was not adjusted, and the employee received their regular pay.
As a result of the investigation, corrective actions have occurred including training and reinforcing supervisor reporting responsibilities for employee absences. The City procedure for recovery of excess payments has been followed. |
| Q4-2021 | HR, Diversity and Respectful Workplace | It was alleged that a City employee raised concerns to management in an inappropriate manner that was disrespectful to colleagues. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
The investigation confirmed the employee’s manner in raising concerns to management was inappropriate.
As a result of the investigation, the employee received coaching regarding behavioural expectations and guidance to raise concerns in a more effective and respectful manner. |
| Q4-2021 | Business Integrity | It was alleged that a Board Member appointed by Council participated in a vote of a matter to which they had a conflict of interest. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
The investigation determined that the conflict of interest required declaration and abstention from the vote. The Member’s vote was however immaterial as the motion was carried unanimously by the remaining Members and meeting quorum would have been maintained had recusal occurred.
The Member has been reminded of the need for such declarations, and the WBP has recommended that Administration review and consider the need to strengthen language in the Code of Conduct for Citizen Appointed To Council Established Boards, Commissions and Committees. |
| Year | Category of Concern | Nature of Allegation | Conclusion and Corrective Action |
|---|---|---|---|
| Year: Q3-2021 | HR, Diversity and Respectful Workplace | It was alleged that multiple employees in leadership roles interfered with a recruitment competition. |
The Whistle‐blower Program’s investigation determined the allegation to be substantiated.
The investigation confirmed that while certain actions taken by the employees not directly involved in the recruiting and selection process were not appropriate and demonstrated poor judgment, they did not impact the hiring decision.
As a result of the investigation, a number of appropriate corrective actions have been undertaken including coaching of the employees and recruitment training for all leaders in this work area. |
| Year: Q3-2021 | HR, Diversity and Respectful Workplace | It was alleged that a City employee engaged in disrespectful comments directed toward a colleague in a lower position. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
Investigation determined that while the comments of the senior employee were aligned with their supervisory function, the tone and delivery of the messaging was not aligned with expectations set out in the Respectful Workplace Policy.
As a result of the investigation, a recommendation was made for reinforcement of expectations of an employee in a leadership role. |
| Year: Q3-2021 | HR, Diversity and Respectful Workplace | It was alleged that a City employee engaged in a disrespectful behaviour. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
Investigation determined that the employee made an inappropriate gesture not aligned with the Respectful Workplace Policy.
As a result of the investigation, appropriate corrective action was taken to reinforce expectations of employees to comply with the Respectful Workplace Policy. |
| Year: Q3-2021 | Misuse, Misappropriation of City Assets | It was alleged that a City employee removed City assets from City property without approval. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
Investigation determined that the employee removed City property without authorization, in contravention of the Labour Relations Policy as it relates to malfeasance.
As a result of the investigation, appropriate corrective and disciplinary action was taken. |
| Year | Category of Concern | Nature of Allegation | Conclusion and Corrective Action |
|---|---|---|---|
| Year: Q2-2021 | HR, Diversity and Respectful Workplace | It was alleged that a City employee in a position of leadership observed disrespectful behaviour in the workplace and did not take immediate corrective action. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
The investigation determined that the leader did not immediately denounce inappropriate behaviour when it was observed. In so doing, the inappropriate behaviour was implied as acceptable.
Corrective action has occurred to reinforce The City’s expectations of employees and leaders in supporting a respectful workplace. |
| Year: Q2-2021 | HR, Diversity and Respectful Workplace | It was alleged that overtime opportunities and assignments were being influenced by a conflict of interest. |
The Whistle‐blower Program’s investigation determined the allegation to be unsubstantiated.
The investigation confirmed that overtime opportunities were available to all employees and were assigned in an equitable manner free of inappropriate influence. The nature of the relationship between the supervisor and an employee was compliant with the Conflict of Interest policy.
As a result of the investigation, HR will support management in exploring opportunities to further mitigate the perception of preferential decision making. |
| Year: Q2-2021 | HR, Diversity and Respectful Workplace | It was alleged that a City employee had posted an inappropriate comment to social media. |
The Whistle‐blower Program’s investigation determined the allegation to be substantiated.
The investigation determined that the comment did not align with either the Social Media, Media Relations and Public Statements or Respectful Workplace policies.
As a result of the investigation, Administration has taken appropriate corrective actions to remove the offending post and ensure ongoing adherence to policy. |
| Year: Q2-2021 | Health, Safety and Environment | It was alleged that two City employees involved in a verbal altercation in the workplace resulted in a physical assault. |
The Whistle‐blower Program’s investigation determined the allegation to be substantiated.
The investigation determined that the activity was inappropriate and contrary to the Workplace Violence Policy.
As a result of the investigation, Administration has committed to ensuring that appropriate corrective action occurs, including reinforcement of The City’s expectations regarding appropriate workplace behaviour and reporting protocols. |
| Year: Q2-2021 | Misuse, Misappropriation of Assets | It was alleged that a City employee’s personal use of City technology was in a manner that violated the Acceptable Use of City Technology Resources Policy. |
The Whistle-blower Program’s investigation determined the allegation to be unsubstantiated.
The investigation did not identify evidence of use of technology that violated the Acceptable Use of City Technology Resources Policy.
As a result of the investigation, and despite the absence of wrongdoing, management has identified an opportunity to reinforce to employees in this work area the need to ensure appropriate use of City technology. |
| Year: Q2-2021 | HR, Diversity and Respectful Workplace | It was alleged that a City employee engaged in disrespectful behaviour directed toward a colleague in a lower position. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
The investigation determined that both employee’s behaviour were not appropriate for the workplace and not in alignment with the Respectful Workplace Policy.
Appropriate corrective action was taken to reinforce appropriate workplace behaviour and the need for compliance to the Respectful Workplace Policy. |
| Year | Category of Concern | Nature of Allegation | Conclusion and Corrective Action |
|---|---|---|---|
| Year: Q1-2021 | HR, Diversity and Respectful Workplace | It was alleged that multiple City employees engaged in disrespectful behaviour directed toward a colleague which were contrary to the Respectful Workplace Policy. |
The Whistle‐blower Program’s investigation determined one allegation to be substantiated.
The investigation determined that, despite other allegations not being substantiated, the interactions involving some employees nonetheless fostered a negative work environment for others.
As a result of the investigation, Administration has committed to developing a strategy to positively address interpersonal relationships in this work area to align with The City’s Respectful Workplace Policy. |
| Year: Q1-2021 | Misuse, Misappropriation of Assets | It was alleged that inappropriate paving of private driveways occurred in relation to a specific roadway paving project, at the expense of taxpayers. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated. The investigation did not, however, determine wrongdoing.
The investigation found that incorrect information provided by a property owner to the work crew resulted in the paving of a private commercial driveway without confirmation and required approval necessary to trigger cost-recovery measures.
As a result of the investigation, Administration has committed to recovering the cost of materials from the property owner and reinforcing to employees The City’s expectation for compliance with procedures and issue escalation protocols. |
| Year: Q1-2021 | Health, Safety & Environment | It was alleged that, following personal international travel, a City employee returned to work without completing a required quarantine period. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
Investigation confirmed that the employee did not adhere to The City’s mandatory 14-day quarantine period before attending at a City work location following international travel. The employee did not violate the federal Quarantine Act and no transmission of the COVID-19 virus was found to have occurred at the City work location.
As a result of the investigation, Administration applied appropriate disciplinary action. |
| Year: Q1-2021 | HR, Diversity and Respectful Workplace | It was alleged that two City employees acted contrary to the Respectful Workplace Policy in targeting a City employee by soliciting negative statements form colleagues. |
The Whistle-blower Program’s investigation determined the allegation to be substantiated.
The investigation determined that the solicitation of statements was inappropriate and should not have been condoned by a supervisor.
As a result of the investigation, appropriate corrective action will be taken to ensure the employees involved understand the negative effect of their actions which were contrary to the Respectful Workplace Policy. |