Respectful Workplace and Employee Code of Conduct Policy

Respectful Workplace and Employee Code of Conduct Policy

Goal

This policy aims to maintain a workplace founded on mutual respect, cooperation, and understanding, free from Discrimination, Bullying, and Harassment. It also establishes a mechanism for reporting and addressing employee misconduct.

Scope

This policy applies to all employees at any location where City business is conducted or where conduct may negatively impact the workplace.

Key Definitions

• Bullying and Harassment: As defined in WorkSafe BC’s Workers Compensation Act.
• Discrimination: As defined in the BC Human Rights Code.
• Employee: Includes City employees, contractors, officers, and management staff.
• Conflict of Interest: A situation where personal interests could improperly influence official duties.
• Gifts and Personal Benefits: Items or services received for personal use, such as cash, gift cards, event tickets, or discounts.

Policy

The City will not tolerate Discrimination, Bullying, or Harassment. Allegations of Employee Misconduct will be addressed fairly to maintain a respectful workplace.

Roles and Responsibilities

• Chief Administrative Officer (CAO): Oversees investigations, appoints investigators, issues discipline, and ensures compliance with this policy.
• Director of Corporate Services: Manages records of received gifts and personal benefits.
• Management: Creates a respectful workplace, addresses informal complaints, and ensures policy compliance.
• Employees: Conduct themselves according to this policy and report violations.

Workplace Conduct

• Employees must remain professional and ensure their work is carried out efficiently.
• Employees must avoid making negative public statements about the City, Council, or coworkers.
• Employees must follow directives and uphold Council policies, even if they personally disagree.

Conflict of Interest

• Employees must avoid conflicts between personal and professional interests.
• Employees must not use City resources for personal gain.
• All conflicts must be disclosed to the CAO.

Personal Use of Social Media

• Employees must not use City email addresses for personal social media accounts.
• Employees may not share unauthorized City-related content online.
• Public criticism of the City, Council, or coworkers is a policy violation.

Gifts and Personal Benefits

• Employees must not accept gifts or benefits intended to influence their duties.
• Gifts valued over $50 must be turned over to the City.
• Cash gifts are strictly prohibited.

Complaint Process

Resolving Workplace Disputes

• Employees are encouraged to resolve disputes directly when possible.
• Informal complaints can be submitted to management for mediation.
• Formal complaints must be submitted to the CAO using the official complaint form.

Investigation Process

• The CAO will review all complaints and determine the appropriate action.
• If the CAO is implicated, an independent investigator will be appointed.
• Both complainants and respondents will have an opportunity to respond.
• If misconduct is found, disciplinary actions may include termination.

Retaliation

No employee will face retaliation for filing a complaint in good faith. Retaliatory behavior is a separate offense under this policy.

Acknowledgment

Employees must sign an acknowledgment form confirming they have read and agree to abide by this policy.

For more details, employees should consult the full policy document and contact Human Resources.

By entering my name below, I confirm that I have read the policy.