Whistle-blower Program: recommendations

The Whistle-blower Program’s investigation confirmed the activity and determined the allegation to be unsubstantiated as wrongdoing.

The employee was found to have been working within The City’s Telework program terms and conditions that were in effect and available to all employees.

As a result of the investigation, the Whistle-blower Program made a recommendation for Administration to review and align the Telework program with the Work From Outside Calgary program to clarify work location expectations.

The Whistle-blower Program’s investigation determined the allegation to be unsubstantiated.

Investigation determined that the recruitment of the family member was completed in alignment with the City’s Employment Policy and Conflict of Interest policy.

Following the investigation, Administration accepted a recommendation to review and monitor the roles and responsibilities of the employees involved to ensure ongoing compliance with the Conflict of Interest policy.

The Whistle-blower Program’s investigation determined the allegation to be substantiated. 

The investigation determined that the interaction with the citizen was appropriate, however, ought to have occurred in private.

As a result of the investigation, Administration took appropriate corrective action in reinforcing to the employee the need to conduct engage in discussions in a manner that aligns with the Respectful Workplace Policy.

It was alleged that perimeter fencing at a City facility insufficiently protected wildlife from the risk of harm.

The Whistle-blower Program’s investigation determined the allegation to be substantiated.

The investigation determined that due to operational needs and capital project work prior to 2019, the effectiveness of existing perimeter fencing was compromised and provided wildlife with unintended points of entry to the property. Work to repair fencing and points of controlled entry was completed in 2021 with appropriate consideration to wildlife safety and compliance with the City of Calgary Environmental Policy.

As a result of the concerns raised by this investigation, Administration has committed to enhance monitoring of wildlife activity and access points to the property.

The Whistle-blower Program’s investigation determined the allegation to be unsubstantiated as wrongdoing.

The investigation determined that the employee’s absence from portions of the conference was anticipated and pre-approved by a supervisor.

As a result of the investigation, the Whistle-blower Program recommended that the approving supervisor be engaged in a discussion regarding effective decision-making to support best use of City resources.

The Whistle‐blower Program’s investigation determined the allegation to be substantiated.

The investigation confirmed that the employee’s actions were purposeful and not aligned with The City’s Code of Conduct or the Labour Relations Policy.

As a result of the investigation, appropriate corrective action will be taken by Administration.

The Whistle‐blower Program’s investigation determined the allegation to be substantiated.

The investigation determined that an unsecured social media account was associated to a self‐identified City employee and was found to contain material that was offensive and contrary to the City’s Social Media, Media Relations, and Public Statements Policy.

As a result of the investigation, the WBP recommended that Administration take appropriate corrective action including training to reinforce the employee’s obligations to remain compliant with policy.

It was alleged that a contractor actively providing services to The City was noncompliant with the COVID‐19 Contractor and Volunteer Vaccination Policy.

The Whistle‐blower Program’s investigation determined the allegation to be substantiated.

Investigation confirmed the non‐compliance and corrective action was taken to bring the contractor into compliance with the COVID‐19 Contractor and Volunteer Vaccination Policy.

The Whistle‐blower Program’s investigation determined the allegation to be substantiated.

The investigation confirmed that the employee breached the Conflict of Interest Policy in failing to inform the supervisor, which resulted in the employee, with whom there was a family relationship, benefiting from incorrect time records and associated compensation.

As a result of the investigation the time records have been corrected and Administration has undertaken several corrective actions including reinforcement of policy compliance expectations to the employee.

It was alleged that a City employee engaged in disrespectful behaviour directed toward multiple colleagues which were contrary to the Respectful Workplace Policy.

The Whistle‐blower Program’s investigation determined the allegation to be substantiated.

The investigation determined that the employee’s behaviour was not aligned with the Respectful Workplace Policy.

The employee’s supervisor has taken appropriate corrective action to address the allegation substantiated.

The Whistle‐blower Program’s investigation determined the allegation to be substantiated.

The investigation confirmed the misuse of the City vehicle wash bay, in breach of the Labour Relations Policy as it relates to malfeasance.

As a result of the investigation, the Whistle‐blower Program recommended to Administration that it take appropriate corrective action to support ongoing policy compliance.