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.

2025 Recommendations

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.

2024 Recommendations

2024 Q4 Recommendations

Year	Category of Reported Concern	Nature of Allegation	Conclusion and Corrective Action
Q4 2024	HR, Diversity, and Respectful Workplace	It was alleged that a City employee engaged in disrespectful behaviour contrary to the Respectful Workplace Policy.	The Whistle-blower Program’s investigation determined the allegation to be substantiated. The Investigation confirmed the alleged behaviour to be contrary to the Respectful Workplace Policy. As a result of the investigation, Administration has taken appropriate corrective action.
Q4-2024	HR, Diversity, and Respectful Workplace	It was alleged that a successful employment candidate misrepresented their qualifications to The City.	The Whistle-blower Program’s investigation determined the allegation to be unsubstantiated. The investigation determined that assessment of the successful candidate’s qualifications satisfied the posted qualifications and aligned with The City’s recruitment procedures. As a result of the investigation, the WBP recommended that Administration reinforce the need for hiring managers to complete all required documents which form a complete recruitment file.

Year

Category of Reported Concern

Nature of Allegation

Conclusion and Corrective Action

Q4 2024

HR, Diversity, and Respectful Workplace

It was alleged that a City employee engaged in disrespectful behaviour contrary to the Respectful Workplace Policy.

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

The Investigation confirmed the alleged behaviour to be contrary to the Respectful Workplace Policy.

As a result of the investigation, Administration has taken appropriate corrective action.

Q4-2024

HR, Diversity, and Respectful Workplace

It was alleged that a successful employment candidate misrepresented their qualifications to The City.

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

The investigation determined that assessment of the successful candidate’s qualifications satisfied the posted qualifications and aligned with The City’s recruitment procedures.

As a result of the investigation, the WBP recommended that Administration reinforce the need for hiring managers to complete all required documents which form a complete recruitment file.

2024 Q3 Recommendations

Year	Category of Reported Concern	Nature of Allegation	Conclusion and Corrective Action
Q3-2024	HR, Diversity, and Respectful Workplace	It was alleged that a City employee engaged in disrespectful behaviour directed toward a colleague which was contrary to the Respectful Workplace Policy	The Whistle-blower Program’s investigation determined the allegation to be substantiated. The Investigation confirmed the alleged behaviour to be contrary to the Respectful Workplace Policy. As a result of the investigation, Administration has taken appropriate corrective action.
Q3-2024	HR, Diversity, and Respectful Workplace	It was alleged that a City employee engaged in disrespectful behaviour directed toward a colleague which was contrary to the Respectful Workplace Policy	The Whistle-blower Program’s investigation determined the allegation to be substantiated. The Investigation confirmed the alleged behaviour to be contrary to the Respectful Workplace Policy. As a result of the investigation, Administration has taken corrective action in the form of coaching.

Year

Category of Reported Concern

Nature of Allegation

Conclusion and Corrective Action

Q3-2024

HR, Diversity, and Respectful Workplace

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

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

The Investigation confirmed the alleged behaviour to be contrary to the Respectful Workplace Policy.

As a result of the investigation, Administration has taken appropriate corrective action.

Q3-2024

HR, Diversity, and Respectful Workplace

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

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

The Investigation confirmed the alleged behaviour to be contrary to the Respectful Workplace Policy.

As a result of the investigation, Administration has taken corrective action in the form of coaching.

2024 Q2 Recommendations

Year	Category of Reported Concern	Nature of Allegation	Conclusion and Corrective Action
Q2 2024	HR, Diversity, and Respectful Workplace	It was alleged that a City employee acted in a conflict of interest during recruitment for a vacant position.	The Whistle-blower Program’s investigation determined the allegation to be unsubstantiated as a policy violation. Investigation determined that circumstance necessitated the employee be placed in a known conflict of interest, which was then appropriately managed to mitigate adverse effect. As a result of the investigation, the Whistle-blower Program recommended that Administration provide clarity regarding the various recruiting options available to hiring managers.
Q2 2024	Health, Safety and Environment	It was alleged that a city employee was engaging in an unsafe recreational activity in the workplace.	The Whistle-blower Program’s investigation determined the allegation to be substantiated. The investigation did not, however, determine wrongdoing. The investigation confirmed that a lawful recreational activity occurring in certain work areas was not aligned with The City’s current work safe culture. As a result of the investigation the Whistle-blower Program recommended that Administration determine how to support similar recreational activities in a manner that aligns to The City’s work safe culture.

Year

Category of Reported Concern

Nature of Allegation

Conclusion and Corrective Action

Q2 2024

HR, Diversity, and Respectful Workplace

It was alleged that a City employee acted in a conflict of interest during recruitment for a vacant position.

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

Investigation determined that circumstance necessitated the employee be placed in a known conflict of interest, which was then appropriately managed to mitigate adverse effect.

As a result of the investigation, the Whistle-blower Program recommended that Administration provide clarity regarding the various recruiting options available to hiring managers.

Q2 2024

Health, Safety and Environment

It was alleged that a city employee was engaging in an unsafe recreational activity in the workplace.

The Whistle-blower Program’s investigation determined the allegation to be substantiated. The investigation did not, however, determine wrongdoing.

The investigation confirmed that a lawful recreational activity occurring in certain work areas was not aligned with The City’s current work safe culture.

As a result of the investigation the Whistle-blower Program recommended that Administration determine how to support similar recreational activities in a manner that aligns to The City’s work safe culture.