Misuse or Misappropriation of Assets produced another 15 substantiated investigations, highlighting systemic problems with attendance management and conflict‑of‑interest controls. In one case, “a City employee was working a second job with an outside employer while on paid sick leave with the City.” In others, employees “were found to be working a second job during their working hours with the City,” misrepresenting hours worked to inflate overtime, using City vehicles for personal purposes, or being “found to be sleeping while on shift.”
Employee misconduct can be a more serious issue if there’s more than one employee committing the misconduct, according to a previous report.
Discipline for misconduct
The pattern of allegations underscores that misconduct is not confined to one unit or type of behaviour. Transit Services generated the highest number of reports (90, or 30% of the total), but Public Works, Emergency and Protective Services, Community and Social Services, and Recreation, Cultural and Facility Services all recorded double‑digit case counts.
Human Resources‑related cases, covering “workplace culture or labour relations issues,” also spiked to 28, up from just seven in 2024.
Management responses show that discipline and policy fixes are now routine outcomes when misconduct is confirmed. In 2025, leaders issued 112 corrective actions tied to investigated reports, including 37 mandatory reviews of policies and procedures, 15 written communications to all staff in affected departments, 11 process improvements, and a series of individual sanctions. These ranged from letters and verbal warnings to increased performance management, suspensions and five terminations, along with at least one case of financial repayment.