Kate Green says telling her story of harassment while working in the City of London’s Housing Stability Services (HSS) department triggered a quick response from Civic Administration, a notice that her severance payments and benefits would be slashed to her minimum entitlement under the Employment Standards Act. “After the CTV interview aired, the next day the city reached out to my lawyer and said that I had breached their respectful workplace policy and code of ethics,” Green said. On Oct. 27, Green appeared on CTV News regarding her human rights complaint and the subsequent investigation that determined she had experienced workplace harassment from the Director of Housing Stability Services, Craig Cooper. A summary of the investigation’s findings on June 25, 2025 concluded she experienced “disrespectful, harassing, and discriminatory conduct,” and that a pattern of micromanagement by Cooper “negatively impacted your team’s efficiency and morale.” The investigation determined Cooper, “… can be loud and at times rude while interrupting others and barking orders. The investigator found that this behaviour impacted employees and community representatives.” Three other allegations in her complaint were deemed not substantiated. Then in September, she was fired without cause from her job overseeing contracts directing government funding to frontline homelessness agencies. She refused the city’s offer of $5,000 in general damages because it required signing a non-disparagement agreement, but she was still provided a period of salary continuance in lieu of notice about her termination. Green’s lawyer Susan Toth is blunt about the city’s response to the news story. “They are now trying to punish Kate for blowing the whistle by threatening her and cutting off her salary continuance and benefits,” she said. Meanwhile, an internal email sent to HSS staff on Nov. 3 was independently obtained by CTV News. Deputy City Manager, Social and Health Services Kevin Dickins wrote, “I wanted to let you know that Craig Cooper will be returning to the role of director, Housing Stability Services this week, as he officially steps back into the role with so many important projects and system transitions on the go.” The summary of the human rights investigation sent to Green in June committed that, “Interim measures assigning the Respondent (Cooper) to a role outside HSS will remain in place until workplace restoration efforts are complete.” On Friday, Civic Administration again declined to be interviewed by CTV News. Instead, City Manager Sandra Datars Bere sent an email stating that all matters of this nature are taken very seriously by the City of London and that council-approved policies are followed. Datars Bere writes, “When investigations result in findings, staff are advised, and corrective or restorative measures are implemented. Confidentiality of personal information is maintained for all employees, including complainants and respondents in internal investigations, and is required under privacy laws that apply to the city.” Toth rejects the city’s use of confidentiality rules in this situation. “The city is weaponizing confidentiality; the purpose of confidentiality is to be a shield and not a sword for retribution,” she said. As for Green, the city’s decision to slash her severance wasn’t the only response to the news story. She believes an outpour of messages from Londoners proves that this is an important matter of public interest. “I was honestly blown away,” she said. “I’ve heard from so many women and men sharing their support, their own personal stories, not just with the city but with other employers.” City Manager Sandra Datars Bere’s written response to CTV News’ interview request on Nov. 7, 2025: “The City of London takes all matters of this nature very seriously and has comprehensive, council-approved policies and procedures that govern and support staff conduct. The city’s respectful workplace policy and staff code of ethics clearly outline behavioural expectations and the processes in place to address concerns. When issues are raised, the city takes appropriate steps to review and investigate all claims. Depending on the situation, this may involve supervisors, managers, directors or the city’s Human Rights Division. Employees also have the option to go directly to the Human Rights Division to share concerns confidentially and seek assistance. When investigations result in findings, staff are advised, and corrective or restorative measures are implemented. Confidentiality of personal information is maintained for all employees, including complainants and respondents in internal investigations, and is required under privacy laws that apply to the city. As the administrative lead of the organization, I work closely with staff leaders, elected officials, and bargaining agent representatives to maintain a safe, respectful, and inclusive workplace. This includes regular staff training, access to supports, and the consistent application of our policies. The city’s anti-racism and anti-oppression framework, embedded in council’s Strategic Plan, continues to guide this work. The city is committed to ensuring restoration and supports for all staff, engaging individuals from across the organization, including those directly affected. The goal is to ensure that staff receive appropriate assistance as needed, communication remains open, and the team environment continues to be supported as we move forward.”
