Putting Calgary First
I am responsible for: putting Calgary first
You are many things to different people, and balancing all of these roles can be tricky. As we carry out our work at The City, it is important that we are not influenced by personal or outside interests. We want to provide services to citizens in a way that is fair, objective and impartial so that we do not give anyone an unfair advantage, or create an advantage for ourselves. Putting Calgary first isn't just about being fair and honest; it is also about protecting our reputation and the trust citizens have in us.
Behaviours for putting Calgary first
Consider the greater good:
- Set aside personal views and focus on what is best for The City and its citizens.
- Tell your leader if you are asked to participate in making a decision on a matter which could benefit you or someone connected to you.
- Use your own time for private interests, such as taking part in a community event or political activity.
- Disclose any new, ongoing or possible conflicts of interests that you are aware of to your leader or HR Business Partner.
- Keep your outside interests separate and distinct from your job obligations, and maintain trust.
Setting an example:
- If a member of the public or an organization outside of The City offers me a meal, gift card, cash or tickets, I respectfully decline.
- When in doubt about a potential conflict of interest, I talk to my leader.
- I advise my leader if a person with whom I have a family or personal relationship is being considered for a job in my work area.
Be an ambassador:
- Treat all citizens, vendors and special interest groups fairly and consistently.
- Deliver services to citizens regardless of their political or world views.
- Act and communicate in a way that reflects positively on The City.
Setting an example:
- When I see a positive story about The City or my colleagues, I share it.
- When I see a City employee who has made a public statement online that reflects poorly on The City and/or a City employee I let my leader know.
- I only communicate with the media about City business if I have been authorized and completed training to be a designated spokesperson.
Behaviours to avoid: I will not...
- Be influenced to act in a way that is not in The City’s best interests.
- Post any information that could harm The City’s or my reputation including selfies of me in my work uniform.
- Use information I have access to at work for the benefit of someone I have a personal relationship with.
- Accept a discount on my personal purchases from a business, unless they offer a discount program to employees from multiple organizations.
- Identify myself as a City employee when I communicate my personal or outside interests publicly.
- Use my position, authority or influence to benefit myself, a relative, group I support or someone with whom I have a personal relationship.
- Accept a gift offered to me by a citizen or public group unless it is of nominal value (i.e. $25 or less). If it’s impossible to decline the gift, I seek advice from my leader.
- If it’s impossible to decline the gift, I seek advice from my leader.
- Ask for, or accept, any discount that a vendor may have negotiated with The City when I am purchasing something for my personal use.
Occurs when an employee has a private or personal interest that could influence or compete with, or be perceived to influence or compete with, the objective exercise of their City duties.
Is objectionable or unwelcome conduct with moderate impact, which may or may not have intent to cause harm and has a negative effect on the work environment or individual(s).
Is any single significant incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying or action by a person that the person knows, or ought reasonably to know, will or would cause offence or humiliation to an individual and/or a negative effect an individual’s health and safety.
A leader is a person who manages a group of City employees and provides direction and support to their team. Responsibility for disciplinary action related to the Code of Conduct must be escalated to an Exempt leader.
Involves a relationship of a romantic nature or a relationship which is sufficiently close that objectivity is either impaired or may be perceived to be impaired.
Includes, but is not limited to, being a candidate for elected office, campaigning for a candidate for elected office, fundraising for an election campaign, and/or promoting a political party or cause.
A declaration made by an employee in any public forum that relates to The City, City business or employees, including presentations made to Council or committee and/or community forums (open houses, information sessions, engagement events). Public statements may also include online and social media posts.
Is an individual with whom the employee has a family relationship and includes without limitation an employee’s: husband, wife, common-law spouse, adult interdependent partner, legally separated spouse, children and grandchildren (including foster or step), brother and sisters-in-law, dependents, parents (including parents-in-law), son and daughters-in-law, nieces or nephews, uncles or aunts, cousins and grandparents.
I always have choices. Which one feels right to me?
I work with a group of City customers. One of ‘my regulars’ often brings in gifts like food or gift cards to say ‘thank you’ for my work. What should I do?
It’s important that we treat citizens, vendors and special interest groups fairly and consistently. It’s important that you don’t put yourself into a conflict of interest situation. You should not accept a gift if it would appear you are obligated to an individual or organization–or convey that this is an accepted way to obtain service from City employees.
Dear Code of Conduct,
I have been an employee for two years. When I first started my wife was providing occasional services to The City as a contractor. I informed my supervisor of this when I first started. Since that time, my wife’s business has grown significantly and her company now provides regular services to The City accounting for a good percentage of her income. I am now in a position to use those services. Is this still okay?
– The Other Half
Dear The Other Half,
Thanks for checking in a second time. What may not have been an issue when you first joined The City could be an issue now, especially if your job has changed since your start date.
There appears to be a real potential for conflict of interest here. I encourage you to seek further guidance on this by talking to your leader or your HR Business Partner.
Dear Code of Conduct,
I have a number of employees on a temporary assignment, who all want to continue working at The City. For Christmas one employee gave me jewellery to thank me for being a great boss. Coincidentally, at the start of January I need to end one of the assignments. Is there a problem if I keep the gift or the employee who gave it to me?
Conflict of Interest often involves people’s perception that a conflict exists. In this case, there could be a problem, especially if that employee is successful in continuing to work in your area at the end of the temporary assignment.
If the jewelry is more than just a general trinket, then it would be best to explain to the employee who gave it to you that while you appreciate the gesture, it isn’t appropriate for you to accept the gift. Take this opportunity to explain the Conflict of Interest Policy section on gifts, hospitality and other benefits.
Generally speaking, a token of nominal value can be exchanged between employees or between employees and their supervisors. Examples might include a small bag of candies or a modest bouquet of flowers. Items exchanged when participating in the Corporate Recognition Program are also acceptable.
Dear Code of Conduct,
I noticed a City employee posting inappropriate comments about The City on a popular social-networking page. It’s not really my role to say anything, is it? What should I do?
– Proud of my City
Dear Proud of my City,
Even if you are not an official media spokesperson, you are still an ambassador of The City. If you come across posts, comments or images that could negatively impact our brand or reputation share this with your leader.
Whether the offensive post is from a City employee, contractor or even The City itself we want to know about them.
Putting Calgary First is supported by the following policies:
Resources supporting Putting Calgary First can be found in the resource section.
If you are unsure: ask questions and seek guidance
Your leader is there to provide clarity on expectations in the workplace and to support you.
If you are not comfortable speaking to your leader, you can speak with their leader. The Corporate Organizational Chart can help you identify who this is.
The HR Business Partner in your business unit can answer some of your questions or help you find someone who can. If you need to find contact information for your HR Business Partner call: 403-268-5800.