Adhering to IM Guidelines & Policies

Prior to an anticipated departure, managers of a departing employee must:

• Ensure that any electronic (including e-mails) or paper material created by the departing employee and considered as an Information Resource of Business Value (IRBV) be stored to a location that is accessible (Sharepoint, shared drive, filing cabinet etc.) with the appropriate level of security access.
• Ensure the departing employee deletes or destroys all transitory Information Resources. This includes deleting or destroying all transitory information stored on personal drives, Outlook mailboxes, hard-drives, paper files, etc., except when the information is required to be kept as a result of a litigation hold, ATIP, investigation or audit.
• Review the list of Information Resources departing employees wish to copy (such as an employee's Outlook Contact list, Outlook Calendar, personal mail,)
• Contact the Branch/Region IM Lead if guidance or advice is required.

How do I organize my information in preparation for retirement or departure?

Conflict of Interest – Post-Employment (COI/PE)

Before leaving their employment with the public service, employees are to disclose their intentions regarding any future outside employment or activities that may pose a risk of real, apparent or potential conflict of interest with their current responsibilities and discuss potential conflicts with their manager. This can be done by submitting a confidential report through ESDC's Human Resources Service Centre.

Employees in a designated position at risk for post-employment conflict of interest are subject to a one-year limitation period after leaving office. Before leaving office and during this one-year limitation period, employees are to report to the Deputy Head all firm offers of employment or proposed activity outside the public service that could place them in a real, apparent or potential conflict of interest with the employee's public service employment. Employees are to also disclose immediately the acceptance of any such offer. Please refer to additional details in section e) of the HRSDC Code of Conduct.

Consequences of non-compliance with the COI/PE Policy may include any measures allowed by the Financial Administration Act that Treasury Board may determine as appropriate.

An attestation statement to confirm that the employee is adhering to the Conflict of Interest and Post-Employment policy and procedures is captured within the Separation Clearance Process.