Whistleblower Program: Frequently Asked Questions

The Whistleblower Program is a secure, confidential process for reporting concerns about the wrongdoing involving County staff or contractors.

All reports are reviewed fairly, equally and objectively.

Residents of Sturgeon County, County employees, and vendors may report concerns in good faith about suspected wrongdoing within Sturgeon County through the Whistleblower Program (WBP).

The Whistleblower Program does not apply to councillors and elected officials. Other laws and processes apply to elected officials, please contact the Province of Alberta with any concerns.

It helps keep County operations honest, protects the public interest, and ensures concerns are handled fairly and safely.

You should report serious wrongdoing, such as breaking the law, misuse of public money, fraud, major safety or environmental risks, gross mismanagement, or directing someone else to commit wrongdoing. Any other clearly reported concern about possible wrongdoing that is reported honestly in good faith.

Good faith means your report is honest, based on facts, and you are reporting it for the right reasons, not to harm someone, or make a false complaint.

Knowingly making a false report can lead to discipline or the end of a business relationship with the County.

Reports can be submitted in the following ways to the third-party whistleblower service provider (MNP LLP):

• Phone (toll free): 1-866-529-9589
• Fax: 1-403-269-8450
• Email (English): ethics.alert@mnp.ca
• Email (French): alerte.ethique@mnp.ca
• Via the portal: whistleblower.mnp.ca/sturgeoncounty

If you choose to use your name, your identify will only be shared on a need-to-know basis, when required to resolve the matter or when required by law. The investigator will take all reasonable steps to protect the identity of the person who made the report.

Yes. You can make a report without giving your name. If you report anonymously, you will not receive updates about the investigation.

• Reports can be submitted in the following ways to the third-party whistleblower service provider (MNP LLP):
  • Phone (toll free): 1-866-529-9589
  • Fax: 1-403-269-8450
  • Email (English): ethics.alert@mnp.ca
  • Email (French): alerte.ethique@mnp.ca
  • Via the portal: whistleblower.mnp.ca/sturgeoncounty

Include what happened, who was involved (if known), when it happened, and any documents or evidence you have. More detail helps the County look into the issue properly.

If known, your report should include:

• The name(s) of the person or people involved.
• Dates, times, and locations.
• Any evidence that was collected legally, such as photos, emails, or invoices.

You may also include:

• Your name and contact information, if you choose to provide it.
• Whether you tried to raise the concern through other Council policies or processes, and what happened as a result.

You may submit evidence that was gathered legally, such as:

• photos
• emails
• invoices

The complaint is reviewed first to confirm it falls under the Whistleblower Program and to decide whether an investigation is needed.

The Whistleblower Program (WBP) will stay in contact with the whistleblower as the concern moves through the program process.

The disclosure is reviewed by the hotline service provider.

Each disclosure with undergo and initial screening process to determine if the matters should be referred to the CAO, Mayor or Deputy Mayor, with a summary of key information. The purpose of the initial assessment is not to decide whether the concern is true or false.

The provider then sends the report and initial assessment to either the Chief Administrative Officer (CAO) or, to the Mayor, or to the Deputy Mayor.

• Concerns about the CAO will be sent to the Mayor or Deputy Mayor.
• Concerns about County administration will be sent to the Chief Administration Officer (CAO).

Investigations are handled by trained and experienced staff who specialize in conducting confidential investigations. Please note that the investigation may be completed internally or externally, depending on the nature of the disclosure.

All information included in a report is kept strictly confidential and is shared only with those staff members who are required to complete the investigation.

No. Some complaints may be handled under another policy, may not involve wrongdoing, or may not have enough information to investigate. This is determined by the CAO or the Mayor or the Deputy Mayor, determined by the circumstances of the disclosure.

If no investigation will take place, the CAO, Mayor, or Deputy Mayor will provide a written notice to the person who reported the concern.

The notice will explain:

• What the concern was about, and
• The outcome of the investigation, including the reasons for the decision.

After a concern is assessed, it may be investigated internally or by an independent third‑party investigator. They collect information, interview people, and review the facts fairly and confidentially.

If more than one report relates to the same concern or wrongdoing, a single investigation may be completed instead of separate investigations.

If an investigation is stated, the CAO, Mayor, or Deputy Mayor will provide a written notice to all parties involved within 30 days, to inform them of the investigation status and what the disclosure is about.

Yes. Reports are handled confidentially. Information is only shared when necessary for the investigation, required by law, or needed for safety and fairness.

Information may be shared only when it is:

• Needed to properly investigate the concern.
• Required by law.
• Necessary when the public interest is more important than keeping the information confidential.
• Needed to prevent a serious and immediate risk to the life, health, or safety of a person, or to the environment.
• Required for fairness, so a person accused of wrongdoing has enough information to respond to the concern.

Where possible and allowed by law, the person who made the report will be told whether the matter was reviewed and whether action was taken.

Actions may include fixing processes, discipline, ending contracts, or reporting the matter to police or regulators.

The CAO, Mayor, or Deputy Mayor will provide written notice to the person who reported the concern. This notice will explain the outcome of the investigation, the decision made, and the reasons for that decision.

Any lessons learned or opportunities for improvement will be shared with leadership.

It depends on the issue. The County works to handle complaints as quickly as possible while being fair and thorough.

The Whistleblower Program (WBP) will stay in contact with the whistleblower as the concern moves through the program process.

Yes. The County does not allow retaliation against anyone who reports wrongdoing in good faith or helps with an investigation.

Protection starts as soon as a person asks for advice about reporting or makes a report—even before an investigation begins.

Retaliation is any punishment or unfair treatment because someone reported wrongdoing or helped with an investigation. This can include being fired, demoted, harassed, threatened, or treated unfairly at work.

Any complaint of retaliation will be reviewed and investigated. Retaliation is treated as a serious policy violation.

Employees, contractors, or volunteers who retaliate may face discipline, up to and including termination of employment or ending their business relationship with the County.

Yes. Normal performance management, discipline for unrelated issues, or organizational changes can still occur—as long as they are not connected to the whistleblower report.

If someone is accused of wrongdoing, the County treats the matter seriously but fairly. An allegation is not proof.

Yes, as much as possible. The identity of the accused is protected and only shared when necessary for the investigation or required by law.

No. Discipline does not happen automatically. First, the County reviews the information and decides whether an investigation is needed.

Yes. If an investigation goes ahead, the person accused will be told what the allegations are and given a chance to respond.

Yes. The County follows principles of fairness and natural justice. This means the investigation is impartial, based on facts, and allows the person accused to provide their side of the story.

Depending on the situation, the County may take corrective action, apply discipline, end a contract, or report the matter to police or regulators.

If the investigation does not find wrongdoing, no disciplinary action is taken related to the report.