About the policy
Our Conflict of Interest policy provides rules and guiding principles to help employees avoid a conflict of interest situation. A conflict of interest might occur if you have, or are perceived to have, influence on City decisions that might benefit you, a relative, a friend, or a connected party like another employer.
It might also occur if you have a private or personal interest that can influence, or even appear to influence, the impartial exercise of your City duties. Conflicts of interest can affect The City’s overall reputation.
There are six parts to this policy that you should know about:
- Outside interests
- Gifts, favours, and services
- Furthering private interests
- Using City assets
- Using confidential information
- Political activity
Let’s take a closer look at two:
Gifts, Favours and Services
Gifts, favours or services that are connected directly or indirectly to your performance or work at The City.
What is allowed? General hospitality among people conducting business is acceptable. Tokens exchanged as part of protocol, festivities and normal presentations to an employee at a public function are also allowed.
Example: A City employee receives a discount on goods or services because the service provider has a contract with The City. This discount does not apply to all City employees.
Guide me: You cannot receive a gift that would appear as if you are obligated to an individual or organization. Additionally, the gift, favour, or service should not convey that this is an acceptable or required method to obtain work or consideration from City employees.
Furthering Private Interests
A conflict of interest exists when there are competing interests between your role as a City employee and your off-duty interests or activities. This includes:
- using your public role to influence a City decision that could benefit your private interest, or that of a relative, business associate or friend;
- taking part in a decision that could benefit the private interests of you, a relative, a business associate or friend.
Example: I am a leader who has responsibility for setting schedules, assigning work and reviewing performance. My brother-in-law has been successful on a competition and will soon be reporting to me.
Guide me: A conflict of interest, and/or perception of favouritism, can arise from direct or indirect supervisory relationships. Leaders and employees need to advise Human Resources of supervisory relationships if an employee is related to, or involved in a relationship with, a leader or supervisor so that other options can be explored.
Questions about this policy?
- Talk to your supervisor or HR Business Partner to request clarification.
- Management can contact LR for policy interpretation.
Download the full policy below.
Click to expand the following case study.
- Download: Conflict of Interest Policy
- Download: Policy tip sheet
View the complete Code of Conduct policy library