The URL can be used to link to this page

Home My Public Portal AboutEmployee Code of Conduct COUNCIL POLICY Effective Date November 23, 2018 Page 1 of 6 Section: Personnel Title: Employee Code of Conduct PURPOSE: The purposes of the Code of Conduct are to ensure that: a. The public has confidence in the impartiality, independence and integrity of the Town of Oliver (Town) employees; b. Employees respect one another, the public and Council members and recognize the unique role and contribution they have in making the Town a better place to work and live; c. The conduct of Employees in the performance of their duties and responsibilities with the Town is above reproach; d. Employees avoid any real or perceived conflict of interest; and e. Employees respect and uphold confidentiality requirements. SCOPE: This policy applies to all Town Staff members. POLICY STATEMENT: Local Government is an open, accessible and accountable form of government. The Town will enhance the relationship of public trust and mutual respect that has evolved between government and the public by requiring high standards of ethical conduct by Town employees. POLICY: 1. Ethical Standards for Employees 1.1 Employees shall endeavor to adhere to the following ethical standards: a. Carrying out their duties with professionalism and integrity and in a fair, impartial, honest and open manner; b. Recognizing that the function of the Town employee at all times is service to their employer and to the public; Employee Code of Conduct Page 2 of 6 c. Avoiding any situation which could impair judgment in the performance of duties or give that impression to others; d. Not knowingly engaging in any unlawful activity; e. Demonstrating the highest standards of integrity in all public activities to inspire public confidence and trust in public institutions; f. Serving the public with respect, concern, courtesy and equality; g. Approaching organizational and operational duties with a positive attitude and constructively supporting open communication, creativity and dedication to high standards of service; and h. Accepting the responsibility to keep up to date on emerging issues and administering the public’s business with professional competence, fairness, efficiency, impartiality and effectiveness. 2. Comply with the Law 2.1 Employees will comply with all applicable federal, provincial and local laws in the performance of their duties. These laws include, but are not limited to: the Financial Disclosure Act, the Freedom of Information and Protection of Privacy Act, the Human Rights Code, the Community Charter, the Local Government Act and all relevant Town bylaws and policies. 3. Gifts and Favours 3.1 Employees shall not accept any money, property, position or favour of any kind whether to be received at the present or in the future, from a person having, or seeking to have dealings with the Town. An employee shall immediately report to their supervisor, any offer they receive of any such money, property, position or favour. 3.2 For clarity, employees shall not accept any consideration or gratuity for advice given or materials prepared in connection with any application, submission, or proposal made to the Town Council. 4. Conflict of Interest 4.1 The Town strictly requires that its employees avoid any conflict of interest. A conflict of interest occurs when an employee is involved directly or indirectly in an activity, interest or association other than a job-related professional association or labour union, which could reasonably be perceived to influence an employee’s actions, recommendations or decisions in carrying out duties as an employee of the Town. Where an employee is uncertain as to whether a conflict of interest may exist, the employee should disclose the conflict to that employee’s supervisor who will make a determination whether a conflict exists. Employee Code of Conduct Page 3 of 6 4.2 Employees shall endeavor to: a. Declare any direct or indirect interest in any enterprise, which proposes to transact business with the Town. b. Declare at the earliest opportunity, in writing, any interest in any property directly or indirectly owned, leased or held under an Option to Purchase by the employee or the employee’s spouse which is subject to: • A rezoning application; • A subdivision application; • An application for a development permit; or • An application for exclusion from the Agricultural Land Reserve. c. Report in writing to the Chief Administrative Officer any conflict of interest or potential conflict of interest of which they are aware involving them or their family. d. Avoid any interest or activity which is in conflict with the conduct of official duties. e. Not promote a development application brought by the employee, an immediate relative or a family company of the employee and in particular shall not lobby or attempt to influence the Town or another employee responsible for reviewing or approving the application. f. Not place oneself in a position where they are or might reasonably be perceived to be under an obligation to any person who has business or other dealings with the Town and would benefit from special consideration or treatment. g. Not grant any special consideration or treatment to anyone unless authorized to do so by the Council of the Town or the Manager, unless the action constitutes a reasonable exercise of discretion which is assigned to the duties of the employee’s position. h. Not, except on their own behalf or on behalf of a charitable or non-profit organization, or as part of their duties to the Town, represent any private interests before Council of the Town or any of its Committees or Commissions. i. Advise their immediate supervisor of any approach made to them to engage in conduct which might constitute a conflict of interest. 5. Confidential Information 5.1 Employees shall respect the confidentiality of information concerning the property, personnel or legal affairs of the Town. Employees shall neither disclose confidential information without proper authorization, nor use such information to advance their personal, financial or other private interests. Employee Code of Conduct Page 4 of 6 5.2 Without limiting the foregoing, employees shall endeavour to: a. Not use, discuss or disclose information identified as or understood to be confidential to other employees, nor to persons or organizations outside of the Town except as authorized by their supervisor or Manager. b. Take reasonable care to prevent access to confidential material by unauthorized employees or members of the public. c. Only access confidential information that is needed for carrying out job duties. d. Only use confidential information for the purpose for which it was intended to be used and in accordance with the Freedom of Information and Protection of Privacy Act. 6. Use of Public Resources 6.1 Employees shall not use public resources that are not available to the public in general, such as equipment, supplies or facilities, for private gain or profit. 7. Maintenance of Town Records 7.1 Except in the normal course of duties, employees shall not in any way change or alter Town records or documents. IMPLEMENTATION OF THE CODE OF CONDUCT This policy will be posted in visible and accessible locations within the workplace and on the Town website. COMPLIANCE AND ENFORCEMENT 1. Town employees are encouraged to seek clarification from the CAO if they are uncertain as to whether an existing or contemplated action may contravene the code of conduct. 2. Complaints or inquiries concerning the ethical conduct of any Town employee shall be made in writing to the CAO. Complaints regarding the CAO shall be made to the Mayor and, in this case, the Mayor shall fulfill the obligations of the investigating officer in subsequent section. 3. All complaints or inquiries will be treated as confidential. If the employee is a member of CUPE, such employees shall be allowed representation of the shop steward. 4. A copy or summary of any written or oral complaint received is to be sent immediately to the employee complained against with a request to provide a written answer to the complaint. Employee Code of Conduct Page 5 of 6 5. The CAO shall investigate: a. All complaints or inquiries concerning the ethical conduct of a Town employee. b. On their own initiative, the conduct of a Town employee where they determine an investigation warranted. c. The CAO shall summarize the findings of the investigation in written or oral form and forward and or present to the employee complained against and the complainant their findings on the appropriate course of action to be taken. d. Where the CAO determines the conduct referred to them does breach the Code of Conduct, the CAO may: • Instruct the employee to divest themselves of the outside interest or transfer it to a trust; • Take disciplinary action in accordance with the normal progressive discipline system: 1. An oral or written reprimand 2. Suspension with or without pay 3. Dismissal 6. If there is a conflict between a provision in this Code of Conduct and a provision in a collective agreement or employment contract, the provision in the collective agreement or employment contract will prevail. Employee Code of Conduct Page 6 of 6 I acknowledge that I have read and understand the Employee Code of Conduct. Signed this ________ day of ______________, 20____ Name: Signature: