Summary#

Calgary City Council received the Administration Code of Conduct Annual Update for the Corporate Record on March 31, 2026, approving it on the consent agenda. The decision does not amend a law or change the Code; it records City staff’s annual report on the program and its 2025 work. The report says the program aims to support ethical behaviour and a respectful workplace.

• The report fulfils a 2023 Council direction for annual updates to go to the Audit Committee as reports.
• City staff report that they updated related policies, standardized investigation processes and strengthened program oversight in 2025.
• Staff also redesigned mandatory training, with launch planned for 2026; Council’s decision did not itself approve new training rules.

What it means for you#

• City employees: The report describes changes to workplace policies and program practices, but the decision does not set out new employee duties or a process for making complaints.
• Calgarians: The decision does not directly change public services, taxes, fees or benefits.

Money#

The report says Code of Conduct activities are covered by existing operating budgets; it gives no separate cost estimate.

• No new spending amount, savings estimate or staffing figure is provided.

What is unclear#

• The supplied material refers to Attachment 2 for details on policy changes, training and oversight, but does not include its contents.
• The report does not set out the Code’s full rules or explain how investigations work, including timelines, appeals or reporting of individual cases.
• It does not say what the 2026 training will contain or how its results will be measured.

Case for#

• City staff say the updates strengthen investigation standards, oversight and privacy and workplace-safety protections. They report completing all recommendations from the 2023 program audit.
• Staff report that employee survey results improved from 2023: 75% said they felt able to discuss Code concerns with a leader, and 68% said they could report related behaviour without fear of retaliation.

Case against#

• The survey results are not universal: 25% did not report feeling empowered to discuss concerns, and 32% did not report being able to report behaviour without fear of retaliation. The report does not explain those responses further.
• The report describes improvements but, without the detailed attachments or investigation data, readers cannot assess how the changes work in practice or whether concerns are resolved.