Discussion Guide for Supervisors

Updated Code of Conduct (2020)

• The ESDC Code of Conduct (Code) is your guide to help you do your job, to ethical decision-making, to professional behaviour, and to conduct expected in the workplace. It applies to ESDC, Service Canada and the Labour Program.
• The Code is a condition of employment. This means that a breach of the Code can lead to administrative or disciplinary measures, including termination of employment. The Code is tailored to reflect our own departmental needs and circumstances. I invite you to read the Code and if you have any questions, to discuss them with me. Another resources on the Code is the Office of Values and Ethics.

What has changed in the Code?

• The Code has been updated to reflect changes in Canadian society, new legislation and jurisprudence. The key updates are on the following:
  • Supervisors are role models: must exemplify the Code through personal example to set the climate for the work environment and shape the culture of the workplace
  • Violence, harassment, and discrimination: are not acceptable and not tolerated. All of us have a responsibility to act when we see, experience or manage such a situation.
  • Conflict of interest measures are expanded to explain:
    • how off-duty conduct can become work-related
    • how supervisors are expected to:
      • make decisions in the best interest of the department and perform their duties in an objective manner
      • must not have family members and/or close friends that officially report to them
      • not form intimate relationships with any individual that is reporting to them
  • Electronic Network: Use of the department's electronic networks is monitored, and additional examples of acceptable, unacceptable and unlawful activities are provided
  • Use of social media: online bullying and harassment are considered breaches of the Code
  • Impairment in the workplace: essentially, do not report to work impaired or consume intoxicants while on duty or while on the premises where ESDC conducts its business, except for medically certified reasons and as long as it does not pose safety hazards.
  • Disclosure of Wrongdoing: Providing additional information as to roles and responsibilities and naming an alternate Senior Disclosure Officer (the Chief Audit Executive) in cases of allegations of wrongdoing involving the Senior Disclosure Officer (ADM of Integrity Services Branch) or their office.
  • Fundraising and soliciting:
    • The officially supported charitable initiatives within the public service are the Government of Canada Workplace Charitable Campaign (GCWCC)—represented as the ESDCCC within the Department, the Royal Canadian Legion Poppy Fund, and the Blood donor clinics/Héma Québec.
    • Fundraising and soliciting support for other charitable activities (not officially supported) requires the support of the Office of Values and Ethics (OVE) and written authorization from the Deputy Head.
    • Fundraising or soliciting activities within the workplace for non-charitable initiatives (e.g. support for children's sports teams, sale of items, posting of signs or offers) requires management approval.
  • Examples of serious offences and breaches to the Code are provided.

Quick Overview of the Code

• The Code helps answer the following types of questions, for example:
• May I accept hospitality or gifts from clients or contractors?
• How am I expected to protect confidential client or employee information?
• Could holding another job with another employer put me in a conflict of interest with my regular job as an ESDC employee?
• What should I do if I witness discrimination or harassment?
• The Code cannot address every situation you might face in the workplace. This is why, if you find yourself in a situation where you are unsure of how to act, I invite you to discuss your concerns with me and together we will try to resolve the issue. We will seek subject matter expert advice if and when needed.
• The Department has mechanisms in place for staff to report incidents of wrongdoing. Employees who make a disclosure of wrongdoing are protected from reprisals as per the Public Servants Disclosure Protection Act.