Item - 2023.CC11.2

City Council on October 11 and 12, 2023, adopted the following:

1. City Council request the Province of Ontario to amend the City of Toronto Act, 2006, to address instances of workplace harassment and discrimination by Members of Council and Members of local boards and recommend the amendments require that:

a. members of Council, their staff, and members of local boards should have mandatory training in workplace anti-harassment/discrimination requirements;

b. there should be a duty for Members of Council, their staff, and members of local boards to report harassment/discrimination in the workplace;

c. an appropriate range of penalties should apply when someone has been found to have engaged in harassment/discrimination in the workplace;

d. remedial measures and supports should be available and the interests of complainants must be accommodated in a trauma-informed process;

e. appropriate support and indemnification should be provided to Members of Council, their staff, and members of local boards;

f. workplace harassment/discrimination complaints should be investigated in a fair, efficient and independent manner; and

g. workplace harassment /discrimination cases should be heard, and have penalties, if any, imposed by a court or administrative tribunal; these cases should not be debated and decided at Council.

2. City Council forward this request to Premier Doug Ford, the Minister of Municipal Affairs and Housing, Toronto Members of Provincial Parliament, Member of Provincial Parliament for Orléans, Stephen Blais, and the Association of Municipalities of Ontario for information.

3. City Council request the Integrity Commissioner to consult with the City Clerk, City Manager and City Solicitor and report back to City Council by the second quarter of 2024 about making workplace anti-harassment/discrimination training mandatory for Members of Council and Members of local boards under the City’s codes of conduct and for Members’ staff under the Human Resources Management and Ethical Framework for Members’ Staff.

4. City Council request the Integrity Commissioner to consult with the City's Chief People Officer about the design and delivery of mandatory workplace anti-harassment/discrimination training for Members of Council and their staff and Members of local boards.

5. City Council request the Integrity Commissioner to consult with the City Clerk, City Manager and City Solicitor and report back to City Council by the second quarter of 2024 about making it mandatory to report workplace harassment/discrimination under the City’s codes of conduct for Members of local boards and for Members of Council and Members’ staff under the Human Resources Management and Ethical Framework for Members' Staff.

6. City Council request the Integrity Commissioner to consult with the City Clerk, City Manager and City Solicitor and report back to City Council by the second quarter of 2024 about having the Integrity Commissioner serve as the ethics executive for Members’ staff under the Human Resources Management and Ethical Framework for Members' Staff.

7. City Council request the City Clerk, City Manager and City Solicitor to consult the Integrity Commissioner and report back to City Council by the second quarter of 2024 about updating and consolidating the Human Resources Management and Ethical Framework for Members' Staff to include the human resources policies specifically governing Members’ Staff.