Resident Council

This resident forum is where you can voice your needs in terms of the services and programs provided within the Home. Any recommendations you have are reviewed by the Director.


Family Council

Your family has a voice here. Family Council helps improve the quality of life of the residents and lets families weigh in on decisions.


Care Conferences

Care conferences give the resident, family members and staff—such as doctors, nurses; dietary, activation and physiotherapy staff—an opportunity to discuss together the direction of the care and the needs of the resident. The first conference happens within a month of admission, then each year after that.


Whistle-Blowing Protection

What is Whistle-blowing?

Someone blows the whistle when they tell someone in authority about a dangerous or illegal activity happening. This can include health and safety risks environmental issues, fraud, poor standards of care or other problems.

Why is Whistle-blowing important?

Managers at the John M. Parrott Centre (JMPC) have a duty to prevent dangerous or illegal actions or abuse to residents, resident’s family, volunteers, employees, and the property of the JMPC.  Everyone including staff, visitors, residents, volunteers and or family members have an important part to play.  Often it is only through whistleblowing that information comes to light.

To support “Whistle-blowing Protection”, No person shall retaliate against another person, whether by action or omission, threaten to do so because.

  •   Anything has been disclosed to an inspector
  • Anything has been disclosed to the Director.
  • Any other personnel of the Ministry
  • Anything disclosed at Residents Council
  • Anything disclosed at Family Council


  • To give persons a way of raising concerns in a structured and supportive environment within The John M Parrott Centre.
  • To promote the feeling of confidence that people can bring up
  • To genuinely felt concerns without fear of recrimination/retaliation. 
  • To emphasize JMPCs commitment to investigating and taking firm Management action where wrongdoing may be proven.
  • To support residents/staff/families/volunteers/others, so they can voice their opinion, concerns without retaliation.  

Retaliate means:

  • Dismissing a staff member
  • Disciplining or suspending a staff member
  • Imposing a penalty upon any person
  • Intimidating, coercing or harassing any person
  • Threatening a resident to be discharged from the HOME
  • To discontinue any service or care of a resident or threat of any such change or discontinuation.

When should a concern be raised?

If any person should find out about activities that harm residents, employees, volunteers, families of residents, or visitors of the Home it should be reported.

Examples could be, but not limited to:

  • Illegal activities
  • Risks to health and safety
  • Damage to environment
  • Misuse of funds of residents or others
  • Fraud or corruption
  • Abuse of residents
  • Other wrongdoing, (including attempts to cover up wrongdoing)
  • Any information that could put residents at risk
  • Poor Service/Care provision.


Every person is guilty of an offence that does anything prohibited by the above statements.

Protection from legal action

No action or other proceeding shall be commenced against any person for doing anything mentioned in the above clauses. (When should a concern be raised?)

May Not Discourage reporting:

None of the following persons shall do anything that discourages, is aimed at discouraging, or that has the effect of discouraging a person from reporting any of the above:

  • The licensee of a long-term care home or a person who manages a long-term care home
  • If the licensee or the person who manages the home is a corporation, an officer or director of the corporation
  • A member of the committee of management for the home
  • A Staff member.

No person mentioned above shall do anything to encourage a person to fail to do what they have a duty to do, which is report.

Complaint to Ontario Labour Relations Board:

Where a staff member complains that an employer or person acting on behalf of an employer has contravened the above, the staff member may either have the matter dealt with by final and binding settlement by arbitration under a collective agreement if any, or file a complaint with the Board in which case any rules governing the practice and procedure of the Board apply with all necessary modifications to the complaint.