CD- 006: Code of Discipline

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.

Protection and Sharing of Information

• 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.

Infractions (Protection and Sharing of Information)

• 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.