SAFE WORKPLACES FOR ALL

This is not a partisan issue. This is a human rights issue. Local politicians can be forced to vacate their seat between elections for absenteeism but not for assaulting their colleague, a member of their staff or a member of the public.  Unless they are behind bars, they are allowed to stay, they might lose pay, but they are allowed to stay. This creates credibly unsafe work environments for councils across Ontario, municipal employees and those engaging in local politics. 

The current system has a municipal Integrity Commissioner complete a third party investigation which results in a report being presented to council. Council members are then forced to have the final say on whether their colleague should be reprimanded, making what should be an HR issue, a political one.

The system is dysfunctional and enables a culture of silence.  Why? Because what is the point in speaking out when in the end, the disparaging council member can stay until the next election (most do) and can still run in the next election (some actually do!)  The ultimate result is that top talent quietly exit municipal politics and local governments for safer working conditions and the taxpayer is left holding the bill for the resulting lawsuits. 

We need change. Local politicians and municipal organizations like the Association of Municipalities of Ontario are leading the way for changes to the Ontario Municipal Act and together we will see the progress needed to create safe workplaces for politicians, municipal employees and those engaging in the political environment. Safe workplaces for all.

Document:

Record your experiences by writing down everything you remember and engage in a conversation with a trusted friend, colleague, or family member to discuss the incident. Endeavour to document as much of the misconduct as possible, obtaining written or legally obtainable proof.

If you are a municipal employee, consider reaching out to your supervisor (if you feel comfortable) and your union to report the incident, referencing the municipal code of conduct where applicable.

If financially feasible, seek professional guidance from a lawyer.

Integrity Commissioner:

Before pursuing this avenue, be aware that the process can be lengthy and may involve recounting your experience multiple times, potentially re-traumatizing you. However, this is the only recourse for addressing misconduct by elected officials, as municipal human resources have limited, if any, power. Your anonymity is generally protected unless you choose to go public, although the council member might deduce your identity during the investigation.

If you opt to file a formal complaint with the Integrity Commissioner (IC) for your municipality, having substantial evidence is crucial, as the IC determines whether to investigate the allegations. You can find the IC's contact information on the municipal website.

If the IC initiates an investigation, it may involve interviews conducted by the IC or a consultant. Expect the process to take time, as a swift resolution is unlikely. Following the investigation, the IC will compile a report with recommendations presented to the council. While the council has the authority to accept or modify the recommendations within the bounds of the Ontario Municipal Act, consequences are limited, such as a maximum of 90 days of lost pay. Importantly, the council member will  retain their seat at the council table, although they may lose positions on committees and boards.

Self-Care:

Throughout this challenging process, prioritize self-care. It can be emotionally taxing, so if accessible, seek support from a professional therapist. Alternatively, there are some free resources listed below. Surround yourself with a supportive network and take breaks when needed, at times it may feel all-consuming. While the process may feel isolating, remember that you are not alone.

DISCLAIMER: THIS DOES NOT CONSTITUTE LEGAL ADVICE.