HARP Part 3

City Council Responsibilities

• Receives investigation reports involving the City Manager, City Clerk, City Solicitor, and Accountability Officers
• Receives recommendations from the City Manager related to complaint resolution for investigations involving Deputy City Managers
• Ensures complaint investigation results are communicated in writing to the parties
• Determines, where appropriate, corrective actions based on investigation findings

Integrity Commissioner Responsibilities

• Receives and assesses complaints involving the City Manager, City Solicitor, and City Clerk
• Oversees external consultants for investigations involving the City Manager, City Clerk, and City Solicitor
• Transmits investigation reports undertaken by external consultants to City Council where required

City Clerk Responsibilities

• Receives and assesses complaints involving Accountability Officers
• Oversees external consultants for investigations involving Accountability Officers
• Transmits investigation reports undertaken by external consultants to City Council where required

City Manager Responsibilities

• Receives and assesses the merits of a complaint involving Deputy City Managers and Division Heads
• Transmits investigation reports undertaken by an external consultant in relation to complaints involving Accountability Officers to City Council
• Makes recommendations to City Council about complaint remedies/corrective actions regarding Deputy City Managers
• Implements appropriate complaint remedies involving Division Head investigations

Deputy City Managers and Division Heads Responsibilities

• Provides leadership in creating and maintaining discrimination-free, harassment-free, and respectful workplaces
• Receives investigation reports and makes final decisions about corrective actions
• Communicates final decisions about corrective actions and the disposition of a complaint in writing to the parties
• Ensures resource availability and effective implementation of complaint settlements, remedies, and corrective actions
• Ensures staff are held accountable for their responsibilities under the policy and have the appropriate knowledge and skills to meet their obligations

All Toronto Public Service Supervisors/Managers/Directors Responsibilities

• Ensures divisional employment and service policy, program development, and implementation are inclusive and provide accommodation as required
• Models respectful behavior and addresses incivility
• Completes human rights training and ensures employees receive information and instruction on the Policy and Complaint Procedures
• Posts the current version of the Policy and Complaint Procedures in all work locations
• Addresses complaints/incidents of harassment/discrimination/reprisal when raised directly by employees or referred by the HRO
• Ensures complaints/incidents are addressed in a timely manner and investigation results letters are provided to parties
• Ensures the signed copy of the Declaration of Compliance is included in all City contracts, service agreements, Letters of Understanding, and Permits

People & Equity Division Responsibilities

• Removes barriers in employment policies and practices that may have the effect of discriminating against protected groups/individuals
• Works with the HRO to ensure harassment/discrimination advice to divisions is consistent with the policy and procedures
• Supports division management in addressing accommodation, harassment, and discrimination issues
• Works with divisions to ensure complainants/respondents receive investigation results from division-led investigations in writing
• Works with divisions to determine, where necessary, appropriate corrective actions to address policy breaches
• Makes training available for TPS management and employees on the Human Rights and Anti-Harassment/Discrimination Policy, Program, and related legislative obligations

Employee Responsibilities

• Ensures behavior is civil and respectful in relation to all employment/service provision activities
• Reports non-Code workplace harassment experienced or witnessed to division management
• Reports Code-related harassment, discrimination, reprisal experienced and/or witnessed to management and/or the HRO
• Documents details of harassment and discrimination that are experienced or witnessed
• Provides complaint details in writing using the Employee Harassment/Discrimination Complaint Form when requested