HomeMy Public PortalAboutBy-Law 2016-36 Adopt Codes of Conduct for Council and EmployeesCORPORATION OF THE MUNICIPALITY OF TWEED
BY-LAW NO. 2016-36
Being a By -Law to adopt Codes of Conduct for Council and Employees for the
Municipality of Tweed.
WHEREAS the Municipal Act, 2001 provides the general authority for Councils to adopt
policies;
NOW THEREFORE the Council of the Corporation of the Municipality of Tweed enacts
as follows:
1. That the Code of Conduct attached hereto as Schedule "A" to this By -Law is
hereby adopted as the Council Code of Conduct for the Municipality of Tweed.
2. That the Code of Conduct attached hereto as Schedule "B" to this By -Law is
hereby adopted as the Employee Code of Conduct.
3. That this By -Law shall come into force and take effect immediately upon the
passing thereof by the Council of the Corporation of the Municipality of Tweed.
Read a first and second time this 26th day of July, 2016.
Read a third and final time, passed, signed and sealed in open Council this 26th day of July,
2016.
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Schedule A By -Law 2016-36
Municipality of Tweed Council Code of Conduct
Purpose
The purpose and intent of this policy is to establish guidelines for ethical and
interpersonal standards of conduct for Members of Council by improving the quality of
public administration and governance and by encouraging high standards of conduct on
the part of all government officials.
a) Protect the public interest.
b) Encourage high ethical standards among Municipal Council Members.
c) Provide a universal understanding of the fundamental rights, privileges, and
obligations of Municipal Council Members.
d) Provides a means for Municipal Council Members to obtain authorization for
some contemplated conduct in circumstances where they are uncertain as to the
ethical appropriateness of that conduct.
e) Set out the means of correcting unethical conduct.
f) Municipal Council Members hold positions of privilege. Therefore, they must
discharge their duties in a manner that recognizes a fundamental commitment to
the well-being of the community and regard for the integrity of the Corporation.
g) The importance of Policy:
i. ensures equitable treatment of citizens;
ii. ensures equitable treatment of employees;
iii. communicating corporate priorities to employees;
iv. ensuring compliance with statutory requirements;
v. minimize liability risks;
vi. ensures accountability at all levels;
vii. ensures optimal use of available resources;
Duty of Council
This Code of Conduct is a public declaration of the principals of good conduct and
ethics (standards of behaviour) "that we, the Members of the Municipality of Tweed
Council have decided its' stakeholders could reasonably expect of us as Members of
Council to demonstrate in the performance of our responsibilities as elected community
representatives".
Attaining an elected position within one's community is a privilege which carries
significant responsibilities and obligations. Members of Council are held to a high
standard as leaders of the community and they are expected to become well informed
on all aspects of municipal governance, administration, planning and operations. They
are also expected to carry out their duties in a fair, impartial, transparent and
professional manner. The key stakeholders, although obvious at first, represent a broad
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Schedule A By -Law 2016-36
base of interests and concerns which require fair and open attention, adjudication and
disposition.
These key stakeholders include, but are not limited to:
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a) Residents
b) Ratepayers
c) Other Members of Council
d) Staff
e) Local Boards and Committees
f) Province of Ontario
g) School Boards and other Public Agencies
h) Suppliers
i) Chambers of Commerce
To assist the Municipality of Tweed Council in interacting effectively with all
stakeholders, the following obligations are expected of each Member of Council:
a) That they solemnly promise, declare and carry out their responsibilities as
prescribed in the oath of office.
b) That they familiarize themselves with and follow the Procedural By-law for
Council and its Committees.
c) That they follow the provisions of the Municipal Act, as amended, and read and
follow the Municipal Conflict of Interest Act. Under E -laws: http://www.e-
laws.gov.on.ca/index/html
Policy Statement
Local Government is an open, accessible, and accountable form of government. The
relationship of public trust and mutual respect that has evolved between government
and the public requires high standards of ethical conduct by municipal Council
Members.
Definitions
a) Municipal Council Members — include the Mayor, Deputy Mayor, and
Councillors of the Municipality of Tweed.
b) Public Comment — disclosures made in a public speech, lecture, radio or
television broadcast, in the press or book form.
c) Confidential Information — while the classification of information as
"confidential" is a matter of Council discretion whether labelled as confidential or
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Schedule A By -Law 2016-36
not, disclosure of information will not constitute a breach of the Code of Conduct
unless that information is an inherently confidential nature such as:
i. Personal data of employees or others.
ii. Records related to internal policies and practices, which if disclosed, may
prejudice the effective performance of a municipal operation.
iii. Records of a financial nature reflecting information given or accumulated
in confidence.
iv. Files prepared in connection with litigation and adjudicative proceedings.
v. Reports of consultants, policy drafts and internal communications, which,
if disclosed, may prejudice the effective operation of the municipality.
d) Municipality — includes the Corporation of The Municipality of Tweed.
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Responsibilities
Statement of Commitment
We, the Members of the Corporation of the Municipality of Tweed Council, are
committed to discharging our duties conscientiously and to the best of our ability.
In the performance of our community role we will act with honesty and integrity and
generally conduct ourselves in a way that both generates community trust and
confidence in us as individuals and enhances the role and image of the Council and
local government generally.
In addition to all legislative requirements, we the Members of the Corporation of the
Municipality of Tweed have adopted the requirements of this Code of Conduct and
ethics are standards that we will adopt in the performance of our role.
Standard of Conduct
a) Members of Council must not make improper use of information acquired or have
improper use of their position as a Member of Council;
b) Members of Council are to act honestly and with reasonable care and exercise
due diligence in the performance and discharge of official functions and duties;
c) Members of Council shall, at all times, seek to advance the common good of the
community which they serve and act in the best interest of the municipality and in
such a way that the credibility and integrity of the municipality is not
compromised;
d) Members of Council shall truly, faithfully and impartially exercise the office to the
best of their knowledge and ability; and
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Schedule A By -Law 2016-36
e) Member of Council shall perform the functions of office in good faith, honestly
and in a transparent manner.
Conduct to be Observed
a) Statutory Provisions Regulating Conduct
This Code of Conduct is supplemental to the existing statutes governing the conduct of
members. Five pieces of legislation govern the conduct of Members of Council.
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i. Municipal Act, 2001, s.223.2(1), as amended;
ii. Municipal Conflict of Interest Act;
iii. Municipal Elections Act, 1996, as amended;
iv. Municipal Freedom of Information and Protection of Privacy Act; and
v. the Criminal Code of Canada also governs the conduct of Members of Council.
b) Municipal Act 2001, as amended — Legislated Responsibilities
The following are distinct and specialized roles carried out by Council as a whole and by
individual Councillors' when performing their other roles. The key requirements of these
roles are captured as noted under 3.c).
c) Role of Council as noted under Section 224. 2006, c. 32, Sch. A, s.99
(a) to represent the public & to consider the well-being & interests of the
municipality;
(b) to develop and evaluate the policies and programs of the municipality;
(c) to determine which services the municipality provides;
(d) to ensure that administrative policies, practices and procedures and
controllership policies, practices and procedures are in place to implement the
decisions of the Council;
(d.1) to ensure the accountability and transparency of the operations of the
municipality, including the activities of the senior management of the
municipality;
(e) to maintain the financial integrity of the municipality; and
(f) to carry out the duties of council under this or any other Act.
Role of Head of Council as noted under Section 225. 2006, c.32, Sch.A, s. 100
(a) to act as Chief Executive Officer of the municipality;
(b) preside over Council meetings so that its business can be carried out
efficiently and effectively;
(c) to provide leadership to the Council;
(c.1) without limiting clause (c), to provide information and recommendations to
the Council with respect to the role of Council described in 224 (d) and (d.1);
(d) to represent the municipality at official functions; and
(e) to carry out the duties of the head of Council under this or any other Act.
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Schedule A By -Law 2016-36
Role of Officers and Employees as noted under Section 227, 2006,c.32, Sch. A,
s.100
(a) to implement Council's decisions and establish administrative practices and
procedures to carry out Council's decisions;
(b) to undertake research and provide advice to Council on the policies and
programs of the municipality; and
(c) to carry out other duties required under this or any Act and other duties
assigned by the municipality.
Confidentiality
Every municipal Council Member must hold in strict confidence all information of a
confidential nature acquired in the course of his or her term with the municipality.
Without restricting the scope of this rule, the following shall be considered breaches of
the Code of Conduct:
a) To use confidential information, which is not available to the general public, and
to which Members of Council have access by reason of his/her position with the
municipality to further his/her personal interests or the interests of others.
b) To disclose, either directly or indirectly, release, make public or in any way
divulge any such information (verbal or written) or any aspect of the in "Closed
Session" deliberations to anyone, unless expressly authorized by Council or
required by law to do so.
c) To disclose to unauthorized persons confidential information to which the
Member of Council has access by reason of his/her position as a Member of
Council with the municipality.
d) Council shall comply with the Municipal Freedom of Information and Protection of
Privacy Act at all times. Public comments, discussions and disclosures to the
media regarding employees of individuals that breach a person's privacy is
deemed to be a contravention of this Code of Conduct.
Personal Gain
a) A Member of Council may not use their position, privileges, or confidential
information obtained as the Mayor, Deputy Mayor, or Councillor for private gain
or to improperly benefit another person.
b) A Member of Council may not be a party to or beneficiary under a contract for:
i. the provision of goods or services to the municipality; or
ii. the performance of any work otherwise than as a Member for the municipality;
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c) A Member of Council may not obtain a financial interest in any business of the
municipality; or
d) A Member of Council may not appear on behalf of any other person before the
Council or a Committee for a fee or other consideration.
Respect the Decision Making Process
All Members of Council shall communicate accurately the decision of Council or
Committees, in such a manner that shows respect for the decision making process of
Council or Committees whether they agree or not.
Conduct Respecting Staff
Only Council as a whole, where applicable, has the authority to approve budget, policy,
Committee processes and other such matters. Accordingly, Members shall direct
requests outside of Council or Committees approved budgets, as per the protocol
identified by the Chief Administrative Officer.
a) Under the direction of the CAO or designate staff serves the Council as a whole
and the combined interests of all members as evidenced through the decisions of
Council.
b) Council shall be respectful of the role of staff to advise based on political
fairness, and objectivity, and without due influence from any individual member
or group of the Council.
c) No Member of Council shall maliciously or falsely harm the professional or ethical
reputation or the prospects or practice of staff. All Members shall show respect
for the professional capabilities of the staff of the Municipality of Tweed.
d) No Member of Council shall compel staff to engage in partisan political activities
or be subject to threats or discrimination for refusing such activities.
e) Council shall not use or attempt to use their authority or influence for the purpose
of intimidating, threatening, coercing, commanding or influencing any staff
member with the intent of interfering with the person's duties including the duty to
disclose improper activity.
No Member of Council shall:
i. maliciously or falsely injure the professional or ethical reputation by spreading
malicious rumours;
ii. cause persistent, excessive, nit-picking, unjustified criticism and constant
scrutiny;
iii. exclude or ignore the target;
iv. refuse to acknowledge the target or his/her contributions;
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Schedule A By -Law 2016-36
v. undermine the target's efforts by setting impossible goals and deadlines; and
vi. impede or have influence on an employee's effort in advancing, promotions or
transfers.
Bullying is the ongoing health or career endangering mistreatment of an employee, by
one or more of their peers or high-ups. This takes the form of psychological
harassment.
Interpersonal Behaviour of Members of Council
a) Treat Every Person with Dignity, Understanding and Respect
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Members of Council shall abide by the provisions of the Human Rights Code and, in
doing so, shall treat every person including other Members of Council, Committees,
Boards, corporate employees, individuals providing services on a contract basis and the
public with dignity, understanding and respect for the right to equality and the right to an
environment that is safe and free from harassment and discrimination.
b) Not to Discriminate
In accordance with the Human Rights Code, Members of Council shall not discriminate
against anyone on the basis of their race, ancestry, place of origin, colour, ethnic origin,
citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same -
sex partnership status, family status, or disability. "Age", "disability", "family status"
"record of offences", "same sex partnership status" shall be ad defined in the Human
Rights Code.
c) Not to Engage in Harassment
In accordance with the Human Rights Code, harassment shall mean engaging in a
course of vexatious comment or conduct that is known or ought reasonably to be known
to be unwelcome. Without limiting the generality of the foregoing, Members of Council
shall not:
i. make racial, homophobic, sexist or ethnic slurs;
ii. display pornographic, homophobic, sexist, racist or other offensive or derogatory
material;
i ii. make leering (suggestive staring) or other offensive gestures;
iv. make written or verbal abuse or threats;
v. vandalize the personal property of others;
vi. commit physical or sexual assault;
vii. make unwelcome remarks, jokes, innuendos or taunting statements about a
person's physical appearance, racial background, colour, ethnic origin, place of
origin, citizenship, ancestry, creed,(religion or belief), sex, sexual orientation,
age, record of offences, marital status, same -sex partnership status, family
status, disability (physical or mental);
Schedule A By -Law 2016-36
viii. make unwelcome remarks, insulting gestures or jokes which cause
embarrassment or awkwardness;
ix. refuse to converse or interact with anyone because of their racial or ethnic
background, colour, creed, sex, sexual orientation, age, record of offences,
marital status, same -sex partnership status, family status, or disability;
x. make unnecessary or unwanted physical contact, including touching, patting, or
pinching; and
xi. demand sexual favours or requests.
Gifts, Hospitality, and other Benefits
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The objective of these policies is to ensure that Councillors make Council decisions
based on impartial and objective assessment of each situation free from influence of
gifts, favours, hospitality or entertainment.
In this policy, gifts, commission, hospitality, reward, advantage or benefit of any kind,
may be interchanged and shall be deemed to include all of the aforementioned.
a) The stipend paid to each Member of Council is intended to fully remunerate
Members of Council for service to the Corporation.
b) Members of Council are prohibited from soliciting, accepting, offering or
agreeing to accept any gifts, commission, hospitality, reward, advantage or
benefit or any kind, personally or through a family member or business
connection, that is connected directly or indirectly with the performance of
duties of office or dealings with the municipality or could reasonably be
construed as being given in anticipation of future or recognition of past
"special consideration".
The above policy does not preclude Members of Council from accepting:
i. Token gifts, souvenirs, mementoes or hospitality received in
recognition for service on a committee for speaking at an event or for
representing the Corporation at an event;
ii. Political contributions that are otherwise offered, accepted and
reported in accordance with applicable law;
iii. Food and beverages at meetings, banquets, receptions, ceremonies or
similar events;
iv. Food, lodging, transportation, entertainment provided by other levels of
government, by other local governments or by local government
boards or commissions;
v. A stipend from a board or commission that the Councillor serves on as
a result of an appointment by Council;
vi. Reimbursement of reasonable expenses incurred in the performance
of office;
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Schedule A By -Law 2016-36
vii. Reimbursement of reasonable expenses incurred and honorariums
received in the performance of activities connected with municipal
associations;
viii. Gifts of a nominal value that are received as a incident of protocol or
social obligation that normally and reasonably accompany the
responsibility of the office;
ix. Services provided without compensation by persons volunteering their
time for election campaign.
d) Where it is not possible to decline unauthorized gifts, hospitality or other
benefit, Members of Council shall report the matter to the Chief Administrative
Officer. The Chief Administrative Officer may require that the gift be returned
to the sender with an acknowledgement of the return and reference to this
Code of Conduct or be retained by the Corporation or be disposed for
charitable purposes.
e) Members of Council shall not place themselves in a position of obligation to
any person or organization which might reasonably benefit from special
consideration or may seek preferential treatment.
Breach of Policy
a) Any member of Council including the Mayor may submit a confidential written
allegation of a breach of the Code of Conduct to the Chief Administrative Officer.
b) The Chief Administrative Officer shall hold the allegation in confidence and shall
place the personal matter on the next Regular or Special Meeting of Council in
Closed Session.
c) When the matter is addressed at the next Council Meeting in Closed Session, the
party that is the subject of the allegation may ask to have the matter tabled to
allow said party to obtain legal counsel. In such case, a second meeting of
Council in Closed Session will be called no sooner than seven (7) days from the
date of the above referenced Council Meeting. The Party, so alleged, may then
introduce evidence including witnesses and legal counsel to support his or her
position.
d) Should Council determine that a member has potentially breached a policy of the
Code of Conduct, Council shall rise and report that such a determination has
been made and pass a resolution as to the outcome and the consequences for
such breach.
The breach shall be ratified by resolution in open session of Council.
e) Should Council feel that a breach may have occurred, but is unable to make a
determination, Council may pass a resolution requesting a Judge or the Ontario
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Schedule A By -Law 2016-31
Superior Court of Justice to conduct an investigation of the Member's conduc
under Section 274(1) of the Municipal Act. Should the Judge determine that
breach has occurred the consequences for such breach shall be determined it
accordance with this Policy.
f) Should a breach occur consequences for such breach may include, but are no
limited to, removal from Committee assignments either permanently or for ar
interim period, barring the Member from attendance at closed session meeting;
either permanently or for an interim period, "barring" the Member from beinc
circulated/informed of confidential materials/matters, or demand of an apology.
g) All breach's under this By -Law will be treated fair and in keeping with the severity
of the infraction giving due regard to the individual's previous conduct.
h) Nothing in this section restricts or attempts to countermand a Councillor's lega
right to challenge a decision by Council through established legal channels.
SIGNATURE
The undersigned Member of Council hereby acknowledges receipt of a copy a
By-law 2016-36, being the Mayor, Deputy Mayor and Councillors, "Code a
Conduct By -Law".
Signature of Member of Council Date of Signature
Acknowledgement of Receipt of Code of Conduct Policies
PRINTED NAME
NOTE:
The Member of Council acknowledges that a copy of By-law 2016-36 containing the Code o
Conduct Policy for Council was provided to the Member. One signed copy of the
"ACKNOWLEDGEMENT" was returned to the Clerk and the Member of Council retained
complete copy of the By-law.
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Schedule B By -Law 2016-3
Municipality of Tweed Employee Code of Conduct
Integrity
This is the foundation of public service. Public service is a public trust. A public service that does not have
integrity will never gain the public trust. This Code of Conduct reflects the shared values that we hold as
public servants for the Municipality of Tweed: the values that preserve the integrity of our municipal
government.
Our Shared Values
Integrity is the foundation of public service and our shared values are the pillars that support it. As
Municipal employees, we are proud to perform our work with:
• Transparency
• Impartiality
• Respect
• Accountability
Without all of these, there can be no integrity.
Why is it important to have a Code of Conduct?
A Code of Conduct sets out the core values we apply to our everyday experiences. When we
demonstrate these values, we build a Municipality with integrity that has the trust and confidence of the
public.
Municipal employees have, and should be seen to have, the highest standards of ethical behaviour —
anything less undermines our integrity, our effectiveness, and ultimately our reputation.
As employees of the Municipality of Tweed, this is our Code.
This Code of Conduct does not answer every question that is going to come up. Rather, it is designed to
promote ethical decision -making and behaviour, to make us think about how ethics guide us in doing our
jobs and to reinforce the expectations of us. It is about making ethics and integrity part of the way we
think about doing our jobs.
Ethical behaviour is not about finding all the right answers — it is about asking all of the right questions,
like:
Am I putting my own interests before the Municipality's?
Would I make the same decision if my managers, the public or the media were watching me?
Will I owe someone a favour if I do this?
Would I be offered this if I weren't an employee of the Municipality?
If you have a question or if you're looking for guidance, ask your Manager or ask the Municipality's
Solicitor.
Ask until you get an answer.
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Schedule B By -Law 2016-36
Transparency
Why is transparency important?
As public servants we are accountable for what we do and our accountability is ensured by transparency.
We must be open and honest in dealing with our managers, the public and Municipal Council. We owe it
to the public to not just do our jobs well, but to be open and honest about what we do.
What we do...
Where there might be a conflict between our personal interests and those of the Municipality, we disclose
that fact immediately, in writing, and seek guidance from our managers.
We abide by the laws and Municipal policies that apply to such things as keeping records of our important
decisions, the retention of records and freedom of information.
We provide full written disclosure when offering information.
We understand that, over time, circumstances can change and we may need to disclose again: the
obligation to disclose is a continuing one.
Impartiality
Why is impartiality important?
As public servants, we have to do our jobs with the Municipality of Tweed's best interests in mind, not our
own. We have to do our jobs without bias, without favour and without allowing outside interests to conflict
with work decisions.
What we do...
We make work decisions without consideration of our personal interests or those of our family and
friends. When buying goods or services, we comply with the Municipalities procurement by-laws and
policies.
We ensure that our outside activities do not conflict with our jobs.
We do not...
Participate in decisions that benefit ourselves or our friends and family.
Supervise members of our family or make decisions that affect their employment.
Accept gifts, hospitality or entertainment from people who do, or want to do, business with the
Municipality.
A note on family
The Municipality of Tweed recognizes how important our families are to us, and the importance of close
family relationships. We need to be aware that, in this Code of Conduct, the interests of our families are
also our own interests.
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Schedule B By -Law 2016-36
What is important is making sure that we do not use our positions as Municipal employees to give
preferential treatment, whether it is to ourselves, our families or our friends.
The Municipality takes a broad approach to the term "family" and it may include relatives beyond what
might generally be considered "immediate family", such as cousins, in-laws, etc. If in doubt about
something, ask your manager.
Impartiality - Avoiding conflicts of interest
Why is this important?
Avoiding conflicts of interest is one of the fundamental principles of ethical behaviour. Public confidence
in the Municipality can exist only if employees are known to be acting in the public interest, rather than
pursuing their own interests. If faced with a situation where you could directly benefit from a decision you
make, you need to disclose your interest, in writing, to your manager and remove yourself from the
decision -making process.
The need for disclosure and withdrawal from the decision making process applies not only to financial
interests, but includes any personal benefit, or any benefit to your family and friends.
You also have to be mindful that there are situations where it might look to someone else that you have
conflicting interests.
Ask yourself this question: Would someone who knew all of the details of the situation think I might have
a conflict of interest? If the answer is "yes", then disclose the situation to your manager.
After you have disclosed an actual or potential conflict of interest, you need to avoid any involvement in
the matter. That is why disclosure is important: so that others know not to involve you as well.
Impartiality - Employment matters
Why is this important?
We encourage public confidence by ensuring that Municipal business is conducted fairly and free from
nepotism. This leads to a shared expectation that all hiring, promotions, performance appraisals and
discipline will be undertaken in an impartial manner. Impartiality in employment matters also helps to
ensure that the Municipality respects its collective agreement obligations.
The Municipality does not allow family members to be:
• Supervised by or subordinate to one another
• Given preferential treatment in being recruited or selected for vacancies
• Appointed to positions where job responsibilities are incompatible with positions occupied by other
family members
If you find yourself in a situation like those described above, or in any other situation that could raise a
concern with nepotism, you should disclose it to your manager.
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Impartiality - Outside activities
Why is it important?
The Municipality of Tweed encourages employees to become involved in their community, including
participation in such things as community organizations, advocacy groups or charitable associations.
However, it is also possible that some outside activities can interfere with our ability to do our jobs or may
undermine the neutrality of the Municipality. It is our shared responsibility to prevent situations where the
perception of conflict of interest exists.
What we do...
We remove ourselves from decisions that might affect, or might be seen to affect, the interests of other
groups or organizations that we participate in.
We seek a leave of absence if we want to run for elected office, even if it is outside the Municipality or
with another level of government, board or committee.
We do not...
• Take on other work that
conflicts with our Municipal hours of work
• Interferes with the efficient performance of our duties
• Competes with Municipal services
• Creates a real or perceived conflict of interest with our Municipal duties
Impartiality - The duty of loyalty
Why is loyalty important?
Tweed Municipal Council is the elected voice of the citizens of the Municipality of Tweed. Its members
have been elected to set the policy direction of the municipality.
The public has an interest in ensuring that Municipal employees are committed to carrying out the will and
decisions of Council, and that public servants are, and are perceived to be, impartial in carrying out their
duties.
Given the public interest in an impartial public service, employees must exercise restraint in any criticism
of the Municipality of Tweed policy and consider how their public comments may affect the public
perception of the Municipality.
What we do...
We recognize that Council is the elected voice of the citizens of the Municipality of Tweed and we respect
the decisions of Council.
We distinguish between our personal comments or opinions and our jobs with the Municipality.
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We do not...
Make comments that disparage or harm the reputation of the Municipality, Council or our co-workers.
Claim to speak on behalf of the Municipality unless we have been authorized to do so.
Make personal comments using municipal letterhead, our Municipal e-mail address or anything else that
implies a connection between our personal comments or opinions and the Municipality.
Respect
What does it mean at the Municipality of Tweed?
We are guardians of public funds and responsible for delivering a wide range of important public services,
which are supported by members of the public through their taxes. We owe the public nothing less than
our full commitment to doing the best job we can.
Our own actions reflect on our co-workers and define our workplace. We have an obligation to help build
pride in our Municipality, to respect the dignity and diversity of our colleagues and to treat them as we
would like to be treated ourselves.
While it takes hard work to gain the respect of others, even small lapses can erode confidence in the
Municipality. To ensure that our conduct does not diminish respect for ourselves, our co-workers and for
the Municipality, we maintain and exemplify the highest standards of behaviour.
Things we do to show respect
• We devote ourselves fully to our jobs during our working hours and do not allow our personal
activities (e.g. reading a magazine, surfing the internet, texting, social media etc.) to interfere with
our work.
• We ensure that all property (including cash, cheques, documents, inventories and equipment) in
our care as part of our job is properly secured and protected at all times.
• We handle sensitive and confidential information with care and disclose only in accordance with
the Municipal Freedom of Information and Protection of Privacy Act ("MFIPPA").
• We keep records of our important decisions.
• We are honest, polite and courteous when we deal with people, whether they are members of the
public, Council or our co-workers.
• We recognize that we are the public face of the Municipality, so we dress appropriately.
• We foster an atmosphere of collegiality and support our coworkers in their work.
• We provide excellent customer service every day.
We do not...
• Harass or intimidate others. The Municipality has absolutely no tolerance for this kind of
behaviour.
• Download or install personal software without prior written consent from management.
• Manipulate, falsify, alter or amend documents, information or records for fraudulent purposes.
• Access, distribute or display inappropriate material (including sexually explicit, discriminatory,
abusive, defamatory or obscene material) using Municipal property, including the Municipality's
computer network.
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Schedule B By -Law 2016-36
• Publicly disparage the Municipality, our co-workers or Council.
Accountability
Why is accountability important?
This Code of Conduct sets out a vision of Municipal employees as transparent, respectful and impartial.
We are proud to live these principles in our work every day and we encourage accountability in this
regard. We know that breaches of the values set out in this Code can only erode our reputation and,
ultimately, our integrity. We owe it to the taxpayer and to ourselves to be accountable for our actions.
What we do...
• We know the Code and comply with its principles.
• We disclose breaches of the Code immediately, whether they are committed by ourselves or a co-
worker.
• We fully cooperate with investigations into alleged wrongdoing.
• We understand that breaches of the Code shall be subject to disciplinary action, up to and
including termination.
• We seek interpretation of the Code from the CAO and Solicitor's Office.
• We make observance of the Code part of our daily work and review the Code as part of our
annual performance planning cycle.
We do not...
• Retaliate against anyone who has come forward with a complaint, or any witnesses to complaints.
• Assume that violations of the values in this Code are someone else's problem.
Reporting and Whistleblower Protection
If you become aware of a violation of the Code of Conduct or another Municipal policy, you should report
the matter to your manager.
No employee will be disciplined for making a report in good faith about a violation of this Code of Conduct
or another Municipal policy, nor will the Municipality tolerate any retaliation against an employee who has
made such a complaint or participated in an investigation. However, an employee making false
accusations will be disciplined.
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