South of the border, an independent investigation concluded that Columbia County, OR’s city council member, CG, violated the county’s workplace bullying policy and retaliated or attempted to retaliate against an employee. The corrective measures included:

• Restrictions on communication with affected staff.
• Removal from certain committees.
• Mandatory training on workplace bullying and professionalism.

This approach is not that different North of the border.

Municipal politics has always been a high-pressure environment, but in recent years, harassment complaints against elected city council members seem to have surged. These cases often make headlines, not only because they involve public figures but also because they may expose gaps in governance and accountability. Understanding how investigations are structured, is essential for HR/LR/ER professionals, compliance officers, and municipal leaders.

1. Why Are Complaints Showing Up?

Across Canada, formal complaints against municipal elected officials seem to be rising, with Integrity Commissioner reports showing significant volumes: Vancouver logged 31 complaints in its latest reporting year, Calgary 51, Edmonton 17 (with harassment and bullying among the most common categories), and Ontario municipalities like Pickering reported 41 complaints in a single year, while Brampton recorded 8 combined formal and informal complaints. Although not all complaints involve harassment, commissioners consistently flag disrespectful, intimidating, or harassing conduct as a leading issue. There is no national aggregate, but these figures, combined with survey data showing 63% of local politicians experience harassment, underscore a growing governance challenge and the urgent need for stronger accountability frameworks.

City council meetings are public by design. This visibility means every interaction, whether collegial or contentious, is subject to scrutiny. When debates involve sensitive issues like land use, diversity, or budget allocations, tensions can flare. Employees and community members are increasingly willing to file formal complaints when they witness or experience inappropriate conduct.

Unlike employees, elected officials cannot be easily disciplined or terminated. They occupy a unique position at the top of the organizational chart, influencing workplace culture and staff morale. When misconduct occurs, municipalities often lack clear enforcement tools beyond censure or committee removal. This structural gap frequently pushes complaints into formal investigations, especially when staff wellbeing or public trust is at stake. And council member’s failure to comply with the prevention of harassment’s expectations could lead to public censure and restricted access to county facilities.

2. The Policy and Legal Structure Behind Investigations

When a harassment or bullying complaint targets an elected official, municipalities must navigate two overlapping frameworks: workplace harassment policies and codes of conduct for elected officials.

Workplace Harassment Policies. These policies apply when municipal employees file complaints against council members. In Ontario, for example, the Occupational Health and Safety Act (OHSA) obligates employers, yes, including municipalities, to investigate and address harassment that affects staff. This means HR/ER/LR departments must treat complaints against elected officials with the same seriousness as those involving any other workplace participant.

Codes of Conduct for Elected Officials. Municipal codes of conduct govern interactions among council members and their public duties. Under Ontario’s Municipal Act, 2001, S.O. 2001, c. 25, every municipality must adopt a code of conduct and appoint an Integrity Commissioner to enforce it. Similar frameworks exist in other provinces. These codes typically prohibit harassment, discrimination, and conduct that undermines public confidence.

3. How Investigations Typically Unfold

The investigation process is similar to other workplace investigations, beginning with an incident or complaint. And the first step is determining whether the issue falls under the workplace harassment policy, the code of conduct, or both. To ensure neutrality, municipalities usually retain a third-party investigator, often a workplace lawyer or HR consultant competent in investigations. This is critical because internal staff may lack the authority or independence to investigate elected officials.

The investigator conducts interviews, reviews documents, and examines meeting recordings. Procedural fairness is paramount: both the complainant and the respondent must have an opportunity to share their perspectives. Then, the investigator submits a report to council or the Integrity Commissioner. Findings may confirm or dismiss the allegations, and recommendations often include behavioral expectations, training, or restrictions on interactions.

For workplace harassment cases, the outcomes may be:

• Adjusting work arrangements to protect employees.
• Mandatory training for the official.
• Communication protocols to prevent further harm.

And for Code of Conduct breaches, the outcomes may be:

• Public censure.
• Removal from committees or leadership roles.
• Restrictions on staff interactions.
• In severe cases, referral to provincial oversight bodies.

Unlike traditional employment relationships, municipalities cannot terminate elected officials. Accountability relies on transparency, peer enforcement, and public pressure.

4. Why This Matters for Municipal Governance

The rise in harassment complaints against council members is not just a legal issue, it’s a governance challenge. Municipalities must balance employee safety, public trust, and democratic principles. Clear policies, independent investigations, and proactive training are essential to prevent misconduct and maintain confidence in local government.

The Columbia County case is a cautionary tale: even in jurisdictions with strong policies, enforcement can be complex when power dynamics and politics collide. For HR and compliance professionals, the takeaway is clear: prepare now. Review your harassment policies, update your code of conduct, and establish relationships with qualified investigators before a crisis hits.

5. Final Thought

Harassment complaints against elected officials are not going away. In fact, they’re likely to increase as political discourse grows more polarized and workplace expectations evolve. Municipal leaders who invest in robust frameworks today will be better equipped to handle tomorrow’s challenges, with fairness, transparency, and integrity.