Barrie Police Inspector Faces Ongoing Tribunal for Discreditable Conduct Charges

Barrie Police Service Inspector Valerie Gates, also wife of Chief Of Police Rich Johnston

By Justin Heath

In a case that has drawn significant attention in Barrie, Ontario, Inspector Valarie Gates, a 26-year veteran of the Barrie Police Service, is currently navigating a prolonged tribunal process under the Police Services Act. Gates faces two charges of discreditable conduct stemming from an alleged on-duty, internal incident. The first charge was laid in December 2023, followed by a second in June 2024, with both reportedly connected to the same series of events. As the tribunal hearings continue to unfold, the case raises questions about accountability, transparency, and the potential outcomes for high-ranking officers accused of misconduct.

Background of the Case

The allegations against Gates surfaced when a complaint was lodged with Barrie Police Deputy Chief R. Wyllie Allan, prompting an investigation by the Ontario Provincial Police’s Office of Professionalism, Respect, Inclusion, and Leadership. The specifics of the incident remain undisclosed, described only as an “on-duty, internal incident.” This lack of clarity has fuelled public curiosity, particularly given Gates’ prominent role in the force and her marriage to Barrie Police Chief Rich Johnston.

Gates, who began her career with Peel Regional Police in 1997 before joining Barrie Police in 2002, has built a reputation for her work in domestic violence, mental health advocacy, and child/youth initiatives. Promoted to sergeant in 2002, staff sergeant in 2018, and inspector in 2021, her career trajectory underscores her longstanding commitment to community policing. Despite the charges, Gates remains an active member of the Barrie Police Service, a fact that has added complexity to public perceptions of the case.

The tribunal process has been marked by delays, primarily due to the volume of evidence and ongoing disclosure requirements. Gates made her first virtual appearance in January 2024, with subsequent hearings in April, June, July, and September 2024. Most recently, a conference call was scheduled for April 2025, with motion hearings set for August 2025. These postponements reflect the procedural intricacies of Police Services Act tribunals, which prioritize thoroughness over expediency.

The Tribunal Process and Charges

Under the Police Services Act, discreditable conduct is defined as behavior that brings the reputation of a police service into disrepute, whether on or off duty. The charge, listed under Section 2(1)(a)(xi), is broad and can encompass a range of actions, from workplace conflicts to violations of professional standards. In Gates’ case, the internal nature of the incident suggests a possible dispute or misconduct within the police service, though no criminal charges have been reported.

The tribunal, presided over by retired Ontario Provincial Police Superintendent Morris Elbers for the first charge and Greg Walton for the second, operates as a quasi-judicial body. It involves a prosecutor, defense counsel, and a hearing officer who evaluates evidence and testimony. Unlike criminal courts, Police Services Act tribunals focus on professional accountability, with outcomes ranging from reprimands to demotion or, in extreme cases, termination.

Likely Outcome Based on Past Cases

Predicting the outcome of Gates’ tribunal requires examining similar cases under the Police Services Act in Ontario, particularly those involving discreditable conduct without criminal allegations. Historical precedents suggest a range of possibilities, influenced by factors such as the severity of the misconduct, the officer’s rank, and their service record.

Mild Penalties for Non-Criminal Conduct: In cases where discreditable conduct does not involve criminal behavior, outcomes often lean toward lighter penalties. For example, a Toronto police officer found guilty of discreditable conduct in 2020 for inappropriate workplace comments received a temporary demotion and mandatory training. The absence of criminal charges in Gates’ case aligns with this pattern, suggesting that termination is unlikely. Experts note that discreditable conduct without criminality rarely results in dismissal, especially for officers with long, commendable records.

Workplace Conflicts and Reprimands: Since Gates’ charges stem from an internal incident, they may involve interpersonal conflicts or breaches of protocol. In a 2019 case, an Ottawa police sergeant faced discreditable conduct charges for unprofessional behavior toward colleagues. The officer received a formal reprimand and was required to complete workplace sensitivity training. If Gates’ case involves similar issues, such as a dispute with a colleague, a reprimand or temporary reduction in rank could be a probable outcome.

Impact of Rank and Public Profile: As an inspector, Gates holds a senior position, which may amplify scrutiny but also afford her some leniency due to her service history. In a 2021 case, a high-ranking Ontario Provincial Police officer faced discreditable conduct charges for improper use of resources. The officer was demoted but retained their position, reflecting a balance between accountability and recognition of past contributions. Gates’ extensive career and advocacy work could similarly mitigate harsher penalties.

Transparency and Public Trust: The Barrie Police Service has emphasized transparency by engaging the OPP for the investigation, signalling a commitment to impartiality. However, the lack of public details about the allegations has sparked criticism. In past cases, such as a 2022 Hamilton police tribunal where an officer was reprimanded for off-duty conduct, public trust played a significant role in shaping outcomes. The tribunal may impose a penalty that addresses community concerns while preserving Gates’ career, such as a public apology or mandatory retraining.

Factors Influencing the Outcome

Several elements will likely shape the tribunal’s decision:

Nature of the Incident: Without specifics, it’s challenging to gauge severity. If the conduct involves a minor breach of protocol, penalties will likely be lenient. More serious allegations, such as abuse of authority, could warrant stricter measures, though still short of termination given the non-criminal context.

Gates’ Record: Her 26 years of service, including promotions and community-focused work, will weigh heavily in her favour. Tribunals often consider an officer’s overall contributions when determining penalties.

Public and Internal Pressure: Gates’ marriage to Chief Johnston complicates perceptions of impartiality. The tribunal may impose a visible penalty to counter any accusations of favouritism, ensuring public confidence in the process.

Precedent and Consistency: Ontario tribunals strive for consistency. Recent cases indicate a preference for corrective measures over punitive ones in non-criminal discreditable conduct matters.

Potential Scenarios

Based on past cases, the most likely outcomes for Gates include:

Formal Reprimand: A written or verbal admonishment, possibly coupled with an apology, is common for first-time, non-criminal offenses.

Temporary Demotion: A reduction in rank for a set period, such as six months to a year, balances accountability with career preservation.

Mandatory Training: Courses on workplace ethics or conflict resolution could address underlying issues without long-term career damage.

Combination of Penalties: A reprimand paired with training or a temporary loss of seniority is a frequent compromise in similar cases.

Termination, while possible under the Police Services Act, is rare for discreditable conduct absent criminal convictions or repeated offenses. Gates’ clean record and senior status make this outcome improbable.

Conclusion

As Inspector Valarie Gates’ tribunal hearings continue, the case underscores the delicate balance between holding police officers accountable and recognizing their contributions. While the specifics of the allegations remain under wraps, the ongoing delays suggest a complex investigation with significant evidence to review.

Drawing from similar Ontario cases, the tribunal is likely to impose a corrective penalty—such as a reprimand, temporary demotion, or training—rather than a career-ending sanction. This approach would address the misconduct while acknowledging Gates’ long service and the non-criminal nature of the charges.

The case also highlights broader issues of transparency in police disciplinary processes.

As Barrie residents await the tribunal’s decision, expected no earlier than late 2025, the outcome will likely set a precedent for how senior officers are held accountable in Ontario. For now, Gates remains active in her role, and the community watches closely as the process unfolds.

Justin Heath

Justin Heath is a  freelance writer for Veritas Expositae

You can reach him at justin.heath@veritasexpositae.com