Where to go for Help or Support?

First, employees are invited to speak with their immediate supervisor or team leader. However, the following people can also provide support:

Immediate Supervisor/Team Leader

  • who might be aware of other factors that need to be considered;
  • who may have experienced a similar situation in the past; and/or
  • who can help in decision-making.

Higher Management Level

  • who might be aware of other factors that need to be considered;
  • who may have had a similar situation in the past;
  • who can help in decision making; and/or
  • who may have a different perspective to add.

Labour Relations Advisors

  • who can provide a perspective removed from the workplace;
  • who can provide advice and options based on previous discussions, actions and jurisprudence; and/or
  • who have access to several resources, including central agency direction and advice from Corporate Services, Labour Relations and Legal Services.

Union Representative

  • who can provide a perspective removed from the workplace; and/or
  • who can provide advice and options based on previous discussions, actions and jurisprudence.

Senior Official Responsible for the Application of the Values and Ethics Code

Ms. Élise Boisjoly

Please visit the Values and Ethics home page for more information on the role and mechanism to support ESDC employees on the application of the Code.

Senior Disclosure Officer

Ms. Élise Boisjoly:

  • who can receive allegations of wrongdoing.

If you have questions or concerns about wrongdoings in the workplace, or questions about the Public Servants Disclosure Protection Act, please consult the webpage Disclosure of Wrongdoing.

Delegated Manager for the Prevention and Resolution of Harassment in the Workplace

Danièle Besner:

who, in addition to her regular duties, is responsible for overseeing the complaint process if and when a harassment complaint has been filed.

This consists of six steps:

  1. Filing/receiving the complaint
  2. Screening and acknowledgement of complaint
  3. Review of complaint
  4. Mediation
  5. Investigation
  6. Decision

Review of the complaint requires that the delegated manager assess the complaint, determine the appropriate course of action, and ensure that the appropriate measures are implemented to resolve a complaint.

ESDC is committed to providing a workplace environment that supports productivity and the personal goals, dignity and self-esteem of every employee. In the workplace, you have the right to be treated fairly and with respect, in an environment free of discrimination, harassment and offensive behaviour.

Conflict of Interest and Post-Employment measures

Under the Code, public servants must complete a Conflict of Interest Disclosure to declare potential conflicts of interest on appointment. Moreover, there is a continuing obligation on the part of public servants to report any changes to their personal situations that may subsequently give rise to a potential conflict of interest.

The Conflict of Interest Disclosure outlines:

  • Employee ownership of assets
  • Receipts of gifts
  • Hospitality or other benefits
  • Participation in any outside employment or other activities that could give rise to a conflict of interest.

Office of Informal Conflict Management

Helps employees prevent, manage and resolve workplace conflicts in an informal way.

The Office of Informal Conflict Management (OICM) provides free, voluntary and confidential services for all employees at ESDC, Service Canada and the Labour Program. Services include consultations, conflict coaching (individual and group), facilitated conversations, mediation, group conflict interventions and information sessions.

Contact us: