CD- 006: Code of Discipline

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Questions and Answers

What is one of the key responsibilities of a supervisor or manager in the Correctional Service of Canada?

To evaluate the personal lives of employees

To ensure all employees take regular vacations

To train employees on the Standards of Professional Conduct (correct)

To manage employee work schedules exclusively

What action should be taken if there is an incident of misconduct that could be a criminal offense?

Discuss the incident informally with coworkers

Notify the employee in question privately

Report the incident to the police of jurisdiction (correct)

Ignore the incident if it seems trivial

What is expected of each employee regarding the Standards of Professional Conduct?

To memorize the Standards only during training

To adhere to the Standards and be familiar with related policies (correct)

To share personal interpretations of the Standards with others

To prioritize personal opinions over the Standards

How should staff conduct themselves according to the Professional Standards?

By acting in a manner that reflects positively on the Public Service Signup and view all the answers

What is required of employees when receiving instructions from supervisors?

To follow the instructions of supervisors or any member in charge Signup and view all the answers

What is the main responsibility of the Institutional Head/District Director in a fact finding/investigation?

To specify the mandate to the investigator(s) Signup and view all the answers

Which of the following is not a requirement for investigators conducting a fact finding/investigation?

They should have a supervisory relationship with the parties involved Signup and view all the answers

How is the final fact finding/investigation report delivered?

To the Institutional Head/District Director and the Regional Deputy Commissioner Signup and view all the answers

What must be done if there are requests for documents related to the fact finding/investigation?

They should be obtained formally under the Access to Information Act or the Privacy Act Signup and view all the answers

What opportunity must be provided to the implicated parties during the fact finding/investigation process?

To make representations that will be considered in the final report Signup and view all the answers

What constitutes an infraction by an employee in the context of personal relationships with offenders?

Entering into an unapproved personal relationship with an offender Signup and view all the answers

Which action shows improper use of authority by an employee?

Using their title to influence a personal favor Signup and view all the answers

What is the primary obligation of all staff members regarding mistreatment of offenders?

To report the situation to their Manager or Institutional Head Signup and view all the answers

Which of the following is considered an infraction under the Policy on Government Security?

Failing to secure confidential information Signup and view all the answers

What is required if an employee gives or receives gifts from an offender?

Written permission from their supervisor Signup and view all the answers

How should an employee act upon witnessing harassment of an offender by a staff member?

Report it immediately to superiors Signup and view all the answers

What is a possible consequence of failing to disclose a conflict of interest?

Liability for professional misconduct Signup and view all the answers

What should be done about a situation of alleged mistreatment that has been reported?

Conduct a thorough investigation immediately Signup and view all the answers

Which statement accurately describes the relationship between staff and offender information?

Information must align with privacy laws and policies Signup and view all the answers

What is a requirement for hiring an offender for work?

Written permission from their supervisor must be obtained Signup and view all the answers

Which of the following actions is required by the Privacy Act?

Properly safeguarding all personal information Signup and view all the answers

What immediate action should be taken if an employee becomes aware of mistreatment allegations?

Act with due diligence to assess the situation Signup and view all the answers

Which behavior is not permitted regarding communication with offenders?

Sharing personal opinions and biases Signup and view all the answers

In the context of reporting wrongdoing, what should a staff member do if they are uncomfortable reporting to their immediate manager?

Consult the Senior Officer, Internal Disclosure Signup and view all the answers

Which action constitutes an infraction under the corrective service guidelines?

Fraudulently obtaining leave documentation Signup and view all the answers

What type of behavior could be viewed as unbecoming while on duty?

Expressing discourtesy to the public Signup and view all the answers

What obligation does an employee have if they are charged with a criminal offence?

To inform their supervisor before resuming duties Signup and view all the answers

Which of the following actions can lead to an employee's infraction regarding safety protocols?

Disregarding established safety practices Signup and view all the answers

What constitutes neglecting one's duty as a peace officer?

Failing to report an incident promptly Signup and view all the answers

How should employees conduct themselves in relation to offenders?

Promote honest and fair interactions with offenders Signup and view all the answers

Which scenario illustrates the misuse of authority by a supervisor?

Ignoring an employee's infraction Signup and view all the answers

What is considered an infraction related to the use of force?

Applying excessive force beyond what is reasonable Signup and view all the answers

Which behavior is seen as damaging the reputation of the Service?

Criticizing government policies harshly Signup and view all the answers

Which of the following actions is an infraction regarding employee conduct with public members?

Being abusive or discourteous to the public Signup and view all the answers

What is a violation associated with employee appearance on duty?

Displaying an unprofessional demeanor Signup and view all the answers

What constitutes an infraction in terms of reporting incidents?

Failing to report a work accident immediately Signup and view all the answers

Which action would not be considered a personal harassment infraction?

Respecting the boundaries of a colleague Signup and view all the answers

How should an employee handle finding contraband?

Report it to superior authority immediately Signup and view all the answers

Study Notes

General Responsibilities of Supervisors/Managers

Supervisors/managers must ensure employee training on Professional Conduct Standards, Code of Discipline, and relevant directives/regulations.
Supervisors/managers must take immediate, impartial corrective action when needed.
Supervisors/managers must report incidents/allegations of misconduct that could be criminal offenses to the proper police jurisdiction.

Employee Responsibilities

Employees must adhere to Professional Conduct Standards.
Employees must be familiar with and comply with all Acts, Regulations, policies, instructions, and directives related to their roles within the Correctional Service of Canada (CSC).

Professional Standards

Responsible Discharge of Duties

Employees must conduct themselves professionally, positively reflecting upon the Canadian Public Service.
Employees are expected to fulfill duties diligently, competently, and consistently with the organization's mission, policies, and procedures.
Employees must follow supervisor instructions and treat the public with professionalism, politeness, and promptness.

Infractions (Responsible Discharge of Duties)

Fraudulent attendance record keeping (failing to record or falsifying).
Unauthorized lateness, absence, or leaving assigned posts.
Fraudulent leave requests.
Refusal to testify in investigations related to Parliament acts or the Commissioner's Directive 041.
Making public statements harshly criticizing the Service, government, or policies.
Violating the Oath of Office and Secrecy.
Failure to act as a peace officer.
Disregard, or improper application of relevant legislation, directives, or Standing Orders.
Failure to obey lawful orders from superiors.
Unjustified waste, loss, or damages to Service or other property.
Making a false statement related to duty performance (intentional or unintentional).
Supervisors condoning or failing to address employee infractions, breaches, or irregularities.
Failure to report found contraband.
Performing duties carelessly posing risk of bodily harm
Excessive force when carrying out duties.
Negligent offender escapes.
Negligence in handling offender escape, assault-related incidents, or actions endangering life/property.

Conduct and Appearance

Professional conduct and appearance necessary, both on and off duty.
Employees expected to project a positive, professional image in their actions and words.
Professional attire required when on duty, considering safety.

Infractions (Conduct and Appearance)

Unprofessional appearance and/or deportment while on duty or in uniform.
Abusive/discourteous conduct toward public while on duty.
Actions that could discredit the Service while on or off duty.
Committing indictable offenses or offenses punishable by summary conviction under Canadian law that may damage the service or influence employment.
Failure to report criminal/statutory charges before returning to work.
Misappropriation/misapplication of public funds or property entrusted to the employee
Consuming alcohol/other intoxicants on duty.
Reporting for duty impaired (due to alcohol/drugs).
Sleeping on duty.

Relationships with Other Staff Members

Mutual respect, safe/healthy working environment free from harassment/discrimination are expected.

Infractions (Relationships with Other Staff Members)

Interference with other staff members' work.
Abusive/discourteous behavior toward other employees.
Participation in unlawful strikes or concerted actions resulting in absence from duty.
Coercing/inciting participation in illegal strikes/actions or infringing on Professional Conduct Standards.
Committing harassment, discrimination, or sexual harassment against a staff member.
Disregarding safety practices.
Failure to report a work accident.
Physical altercation with a staff member or member of public.

Relationships with Offenders

Employees encourage offenders to become law abiding citizens by establishing constructive relationships to promote community reintegration.
Relationships should exhibit honesty, fairness, and integrity, showing respect of offenders' cultural, racial, and religious background, along with their civil rights, and avoiding conflict of interest with offenders, their families.

Infractions (Relationships with Offenders)

Mistreatment, humiliation, harassment, discrimination, or abusive conduct toward offenders or their families.
Improper use of title or authority for personal gain.
Unauthorized personal relationships with offenders/ex-offenders, their families.
Offering/receiving gifts or engaging in personal transactions with offenders/ex-offenders or their families.
Hiring an offender without supervisor's written consent.
Receiving/giving contraband to/from offenders/ex-offenders or their families.
Failure to report mistreatment, harassment, or discrimination reported against offenders by co-workers.

Conflict of Interest

Employees should uphold honesty and integrity while performing duties on behalf of the government.
Employees must avoid business/private ventures that could conflict with their duties.

Infractions (Conflict of Interest)

Failing to disclose a conflict of interest.
Failing to follow the Commissioner's decision regarding conflict of interest.
Improper use of title or authority for personal gain.
Improper use of employee services, Service property or offender labor for officially unapproved activities.

Information obtained through employment must follow Access to Information Act, Privacy Act, Government Security Policy, and Oath of Secrecy.
Employees must timely share relevant information with offenders, other criminal justice agencies, victims, as required by policy/legislation.

Failure to safeguard documents, reports, directives, manuals, other Service information.
Non-compliance with Access to Information Act and Privacy Act.
Violations of Government Security Policy.
Failure to disclose appropriate information needed to be shared.

Reporting and Responding to Allegations of Mistreatment, Harassment, or Discrimination (Annex A)

All staff have an obligation to report suspected staff mistreatment, harassment, or discrimination towards offenders.
Institutional Heads/District Directors are responsible for these incidents.
Institutional Heads/District Directors are responsible for immediate resolution of these incidents whether a formal complaint is made, and they must report staff incidents that could be a criminal offense to the police.
A process is outlined for reporting by staff to address and deal with these issues properly.
A thorough assessment, potentially including investigations, mediation, and informal resolutions, are part of the process.
Documentation is required for all steps in the reporting and resolution of these allegations.
Resources are available for support in situations of allegations including Labour Relations, Values, Integrity, Conflict Management Branch, etc.

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Description

This quiz covers the essential responsibilities of supervisors and employees within the Correctional Service of Canada. It highlights the importance of adhering to professional conduct standards, taking corrective actions, and fulfilling duties diligently. Test your knowledge on the roles and expectations in the correctional environment.