SAFE WORKPLACES FOR ALL

This is not a partisan issue. It is a workplace safety, accountability, and human rights issue.

For years, Ontario municipalities lacked a meaningful mechanism to remove elected officials who engaged in serious misconduct. While councillors could lose their seat for absenteeism, there was no practical process to remove a member for harassment, bullying, discrimination, or other serious violations of workplace safety and ethical standards.

In 2026, the Ontario government passed the Municipal Accountability Act (Bill 9), creating a process that allows for the potential removal of a councillor from office in cases of serious misconduct. This represents an important step forward and reflects years of advocacy by survivors, municipal leaders, Integrity Commissioners, and workplace safety advocates across the province.

However, significant concerns remain. The legislation requires findings from both the municipal Integrity Commissioner and the Integrity Commissioner of Ontario, followed by a unanimous vote of council (excluding the member in question). In practice, this means a single councillor can effectively prevent the removal of a colleague, even after independent oversight bodies have concluded serious misconduct occurred.

Accountability should not depend on political unanimity.

The current system still places elected officials in the position of determining consequences for their colleagues, turning what should largely be a workplace safety and accountability matter into a political decision.

When accountability mechanisms fail, the consequences extend far beyond a single workplace. Survivors may choose not to come forward. Talented municipal employees and elected officials may leave public service. Public trust is eroded, and taxpayers are often left to absorb the costs associated with investigations, litigation, and organizational dysfunction.

Progress has been made, but the work is not finished.  Safe workplaces for all.

Record your experiences by writing down everything you remember and, if possible, discuss the incident with a trusted friend, colleague, family member, therapist, or support person. Document as much of the misconduct as possible and retain any written communications, photographs, screenshots, recordings (where legally permitted), or other evidence.

If you are a municipal employee, consider reporting the incident to your supervisor (if you feel safe doing so), your union representative, and/or your workplace's human resources department. Familiarize yourself with your municipality's Code of Conduct, Workplace Harassment Policy, and any other relevant policies.

If financially feasible, seek professional guidance from a lawyer who specializes in employment law, human rights law, or municipal governance.

Before pursuing this avenue, be aware that the process can be lengthy and may require recounting your experience multiple times, which can be emotionally difficult and, at times, re-traumatizing. However, the Integrity Commissioner process remains one of the primary accountability mechanisms available for addressing misconduct by elected municipal officials.

Your anonymity is generally protected throughout the process unless you choose to identify yourself publicly, although the respondent may be able to infer your identity depending on the circumstances of the complaint.

If you decide to file a formal complaint with your municipality's Integrity Commissioner (IC), documentation and evidence are extremely important. The IC will determine whether the allegations warrant a formal investigation. Contact information for the IC can typically be found on your municipality's website.

If an investigation proceeds, it may involve interviews, requests for documentation, and consultations conducted by the IC or an external investigator. Investigations can take months to complete, so it is important to prepare for a process that may not provide immediate resolution.

Following an investigation, the Integrity Commissioner may issue a report with findings and recommendations to council. Historically, sanctions were limited to measures such as reprimands, suspension of pay (up to 90 days), and removal from committees or boards.

As of 2026, Ontario's Municipal Accountability Act (Bill 9) introduced a process that allows for the potential removal of a councillor from office in cases involving serious misconduct. However, this process requires findings from both the municipal Integrity Commissioner and the Integrity Commissioner of Ontario, followed by a unanimous vote of council (excluding the member in question). While this represents progress, many advocates have raised concerns that the threshold remains exceptionally high and may limit the effectiveness of the legislation in practice.

Throughout this process, prioritize your wellbeing. Accountability processes can be emotionally exhausting and may take far longer than expected. If available to you, seek support from a therapist, counsellor, victim services organization, employee assistance program, or trusted support network.

Give yourself permission to step back when needed. While advocacy and accountability matter, your health, safety, and healing matter too.

Most importantly, remember that you are not alone. Many people have walked this path before you, and there are individuals and organizations willing to support you along the way.

DISCLAIMER: THIS DOES NOT CONSTITUTE LEGAL ADVICE.