Professional Documents
Culture Documents
Lac V
Lac V
Lac V
Methodology
Two hours of training Section I - What are Ethics? Section II - Values and Ethics Code Section III - Conflict of interest and postemployment Questions?
ETHICS
CODE OF ETHICS
LAW
MORALS
MORALE
Dynamic
Decision Judgment Compliance Submission Conformity Discipline Authority
Motivation
Shared sense, Self-mastery Engagement and responsibility Adherence and sanction Conviction, awareness and sanction Conformism, routine, respect for others, fear of rejection Conviction and sanction Respect for rules, sanction
Provisions
Statement of Values, discussion, dialogue, orientation Statement of Values, discussion, dialogue, training, decisions, counsel, mediation and conciliation mechanisms Codes of ethics, training, discipline committee, ethics committee Legislation, citizenship education, courts, police, prison Implicit cultural system and customs, rituals and celebrations, group pressure Scriptures, charters, gathering places, authority Transmission, monitoring supervision
INTEGRITY
Public servants serve the public interest by: acting at all times with integrity and in a manner that will bear the closest public scrutiny, an obligation that may not be fully satisfied by simply acting within the law; never using their official roles to inappropriately obtain an advantage for themselves or others or to put others at a disadvantage; taking all possible steps to prevent and resolve any real, apparent or potential conflicts of interest between their official responsibilities and their private affairs in favour of the public interest; acting in such a way as to maintain their employers trust.
STEWARDSHIP
Public servants use resources responsibly by: effectively and efficiently using the public money, property and resources managed by them; considering the present and long-term effects that their actions have on people and on the environment; acquiring, preserving and sharing knowledge and information, as appropriate.
EXCELLENCE
Public servants demonstrate professional excellence by: providing fair, timely, efficient and effective services that respect Canadas official languages; continually improving the quality of policies, programs and services they provide; fostering a work environment that promotes teamwork, learning and innovation.
DUTY OF LOYALTY
Employment in the public service involves certain restrictions. Public servants owe a duty of loyalty to their employer, the Government of Canada. This duty derives from the essential mission of the public service to help the duly elected government, under law, to serve the public interest and implement government policies and ministerial decisions. The duty of loyalty reflects the importance and necessity of having an impartial and effective public service to achieve this mission.
The Duty of Loyalty is Not Absolute The Government is engaged in illegal acts. Government policies jeopardize life, health or safety. Criticism of the public servant does not affect his or her ability to fulfill his or her duties effectively, or the public perception of this ability.
Consultation
Do you have any comments and / or concerns in relation to Article 4.4.2? 2. Do you have any comments and / or concerns regarding the article about loyalty? 3. Do you have any comments and / or concerns in relation to other sections of the code?
Section III
Conflict of interest and postemployment
Outside activities
Conflict of Interest and Post-Employment In the public service, the appearance and perception of a conflict of interest present just as much risk and, consequently, are just as important to manage as a real conflict of interest. These considerations extend to employees planning to leave LAC and, in some cases, apply for a one-year period after their departure.
Conflict of Interest
In your opinion, to what extent is it acceptable to help a supplier obtain contracts with the Government of Canada? 1. always acceptable 2. sometimes acceptable 3. dont know 4. unacceptable
Courses of Action
An employee facing an ethical dilemma or wishing an interpretation of the VECPS and/ or the LAC Code of Conduct must: Step 1: Speak to supervisor about a solution or clarification. Resolution, or, if impasse, go to Step 2. Step 2: Speak to the conflict of interest administrator for a solution or clarification. Resolution, or, if impasse, go to Step 3. Step 3: The Champion, Values and Ethics reviews the issue and provides a decision or interpretation. Resolution, or, if impasse, go to Step 4.. Step 4: Grievance Procedure (contact union representative).
Step 1: Speak to supervisor about a solution or clarification. Resolution, or, if impasse, go to Step 2.
Step 2: The Champion, Values and Ethics reviews the issue and provides a decision or interpretation. Resolution, or, if impasse, go to Step 3..
Step 3: Report the situation to the Office of the Public Sector Integrity Commissioner of Canada.
Questions ?
Resource Persons
Mark C. Melanson, CGA Champion, Values and Ethics Senior Director General Services Branch Laurie-Eve Bergeron, CRHA Director Human Resources 550 de la Cit Boulevard Gatineau, Quebec K1A 0N4 Telephone: 819-918-7451 Sylvie Houle Manager, Labour Relations, Compensation and HRIS 8-49, 550 de la Cit Boulevard Gatineau, Quebec K1A ON4 Telephone: 613-808-5874 Fax: 819-934-5393 Email: sylvie.houle@lac-bac.gc.ca
Jos Vasquez Values and Ethics Senior Advisor Labour Relations and Compensation Section Human Resources Division Corporate Resourcing Branch 550 de la Cit Boulevard Gatineau, Quebec K1A ON4 Telephone: 613-410-4852 Fax: 819-934-4428 Email: Jos.Vasquez@bac-lac.gc.ca