On November 1, 2014, the Public Service Labour Relations and Employment Board (PSLREB) was created. The PSLREB was created when the Public Service Labour Relations Board (PSLRB) and the Public Service Staffing Tribunal (PSST) merged. This PSLRB website is in the process of being phased out in favour of the new PSLREB website. During a period of transition, this PSLRB website will continue to provide archived reports, decisions, and transitional information. Please visit the new PSLREB website for the most recent content.
1.1 This Code of Conduct outlines the standards of conduct applicable to all employees of the PSLRB and NJC. It provides guidance to employees on how to deal with people and situations inside and outside the PSLRB and NJC. In this Code, any reference to the PSLRB includes the NJC.
1.2 This Code also applies to students and employees occupying casual positions. Board members are subject to a separate Code of Conduct.
1.3 This Code operates in conjunction with the Values and Ethics Code for the Public Sector.
2.1 This Code comes into effect on April 2nd, 2012
3.1 The PSLRB strives to be a dynamic and accessible workplace where, together, we realize our potential by:
1 – Showing leadership,
2 – Using and developing our skills to the fullest; and
3 – Sharing our knowledge and experience
The PSLRB is committed to fostering a workplace in which decision making and conduct are inspired by its values:
Our collective commitment is to give top priority to these values.
Integrity – Integrity is the cornerstone of good governance and democracy. By upholding the highest ethical standards, public servants conserve and enhance public confidence in the honesty, fairness and impartiality of the public sector.
PSLRB employees shall serve the public interest by:
Excellence – Excellence in the design and delivery of public sector policy, programs and services is beneficial to every aspect of Canadian public life. Engagement, collaboration, effective teamwork and professional development are all essential to a high-performing organization.
PSLRB employees shall demonstrate professional excellence by:
Confidentiality – Protecting all confidential information obtained in the course of employment is essential to ensuring the PSLRB’s impartiality and ensuring fairness for stakeholders.
Subject to specifically authorized disclosures and to the PSLRB’s Information Management Policies and Procedures, PSLRB employees shall maintain confidentiality by:
Respect for People – Treating all people with respect, dignity and fairness is fundamental to our relationship with the Canadian public and contributes to a safe and healthy work environment that promotes engagement, openness and transparency. The diversity of our people and the ideas they generate are the source of our innovation.
PSLRB employees shall respect human dignity and the value of every person by:
Impartiality – Remaining and appearing to remain impartial and objective in carrying out our responsibilities.
PSLRB employees shall remain impartial and objective by:
4.1 The Chairperson, Directors/Managers, employees and the Senior Officer for Disclosure have the following responsibilities and/or authorities:
The Chairperson has the overall responsibility to foster a positive culture of values and ethics. He or she ensures that employees are aware of their obligations under this Code and that employees can obtain appropriate advice on ethical issues.
He or she is responsible for demonstrating leadership in respecting this Code of Conduct and exemplifying the values of the PSLRB.
He or she must ensure that all possible breaches of this Code are thoroughly investigated, and, based on the results of an investigation, ensure that appropriate action is taken.
He or she must designate a point of contact where members of the public can raise concerns about the conduct of employees of the PSLRB that is, in their view, inconsistent with the values and commitments set forth in this Code of Conduct.
Directors/Managers lead by example in modeling behaviours, ways of working and practices that embody the values of the PSLRB.
They support employees who in good faith raise questions or concerns about integrity and Code compliance.
They incorporate and promote principles of equality, fairness and diversity.
They provide a copy of this Code to all new employees and ensure that its standards are communicated to, and implemented by their team.
They take appropriate actions at the earliest opportunity to deal with non-compliance with this Code.
They must familiarize themselves with the contents of this Code, abide by it and conduct themselves in a manner that reflects the overall spirit of the Code and its values.
They must seek advice from their supervisor or the Director, Human Resources who is the Senior Officer for Disclosure when they are uncertain about any aspect of this Code.
The senior officer for disclosure helps promote a positive environment for disclosing wrongdoing and deals with disclosures of wrongdoing made by employees. The senior officer is responsible for supporting the Chairperson in meeting the requirements of the Public Servants Disclosure Protection Act (PSDPA).
The senior officer’s duties and powers within the PSLRB also include the following, in accordance with the internal disclosure procedures established under the PSDPA:
5.1 Neither this Code nor the Values and Ethics Code for the Public Sector can anticipate all possible ethical questions or situations that may arise in the course of an employee’s daily activities. When such questions arise, employees are encouraged to discuss and resolve these matters with their supervisor, manager or with the Director, Human Resources/Senior Officer for disclosure.
Employees at all levels are expected to resolve issues in a fair and respectful manner and consider informal processes such as dialogue, facilitated discussions, or mediation.
Reporting concerns about potential wrongdoing is a key feature of good governance. It is an early warning system indicating that our organization may be exposed to serious problems that could affect its ability to fulfill its mandate in the public interest. Bringing to light these concerns allows the Chairperson to take appropriate action, to address organizational problems and to prevent similar situations in the future. Reporting wrongdoing takes courage and is a commendable act of service. It reflects a strong commitment to our organization.
Employees have a duty of loyalty to their employer. Employees who know of a breach of either this Code of Conduct or the Values and Ethics Code for the Public Sector, or feel that they are being asked to act in a way that violates the values and commitments contained in these instruments, can bring it, without fear of reprisal, to the attention of their supervisor, or of the Senior Officer for Disclosure.
In certain limited circumstances, disclosure of actions contrary to the Code of Conduct may also be made to the Office of the Public Sector Integrity Commissioner at http://www.psic-ispc.gc.ca: For more information, please consult the PSDPA Public Servants Disclosure Protection Act.
6.1 This Code and the Values and Ethics Code for the Public Sector form part of the conditions of employment for employees of the PSLRB.
7.1 This Code will be reviewed in consultation with the Employee Consultation Committee once a year to ensure its relevancy; its application will be monitored on an on-going basis to ensure timely adjustments.
8.1 Enquiries with respect to this code can be addressed to the Director, Human Resources/Senior Officer for Disclosure.