Department of Finance Code of Conduct

Revised: September 2025

The Department of Finance Code of Conduct consolidates the overarching principles and obligations of employees under the Treasury Board of Canada Secretariat's Values and Ethics Code for the Public Sector and Directive on Conflict of Interest as well as the pre-existing Conflict of Interest Code for the Department of Finance. The Code provides general guidelines and resources to help ensure we all demonstrate leadership through ethical behaviour.

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Preamble

The Department of Finance has a long-standing reputation for excellence, accountability, and ethical conduct in serving the Minister, the Government of Canada, and the Canadian public. Canadians trust us to develop sound financial and economic policies that support their standard of living and quality of life. We believe that the way we demonstrate our commitment to public service values and ethics, day in and day out, is essential to earning and maintaining that trust.

We are expected to provide professional, objective, and impartial advice that serves the public interest. Our commitment to values and ethics is especially critical given our access to sensitive economic, fiscal, financial, and tax information. We must protect all classified and non-public information and ensure it is never used or disclosed for personal or third-party benefit.

This commitment should be evident in every aspect of our work: how we manage budgets and financial transactions, how we conduct procurement, how we ensure fairness and transparency in staffing, and how we demonstrate respect for one another. Making the right decisions is easier when we understand and apply our shared public service values.

Each of us has a responsibility to be familiar with the Department of Finance Code of Conduct. If you are uncertain about your obligations, seek guidance from the appropriate source. The Code forms part of our terms and conditions of employment and is intended to help us recognize ethical considerations and uphold the Department's core values in our daily work. We are each accountable for putting these principles into practice and for demonstrating personal and professional integrity in all that we do.

As public servants, we uphold the fundamental value of non-partisanship by ensuring our work remains free from political bias and by refraining from activities that could compromise, or appear to compromise, our impartiality. We count on the mutual respect of Ministers and their staff to help preserve this neutrality by not directing or pressuring us to shape advice according to political interests. Together, we share responsibility for maintaining a trusted, professional, and impartial public service that serves all Canadians with integrity. The Deputy Minister serves as the primary non-partisan liaison between the political leadership (the Minister) and the professional public service, ensuring that government priorities are implemented while upholding the neutrality, integrity, and independence of the public service.

In addition to their leadership responsibilities, Assistant Deputy Ministers have a key role in upholding the non-partisan nature of the public service, including recognizing and addressing situations where political considerations may inappropriately influence administrative or operational decisions. Employees are expected to maintain political neutrality in their duties and to raise concerns if they believe the impartiality of the public service is at risk.

To support this commitment, the Office of Values and Ethics serves as a trusted resource, providing advice, promoting awareness, and helping prevent issues before they emerge, so that all employees can navigate ethical challenges with confidence and uphold the highest standards of public service.

Department of Finance Code of Conduct

About the Department of Finance Canada

The Department of Finance and its employees develop policies and provide advice to the government with the goal of creating a healthy economy for all Canadians. More specifically, the Department:

• plans and prepares the federal government's budget;
• analyzes and designs tax policies;
• develops regulations for Canada's banks and other financial institutions;
• administers the transfer of federal funds to the provinces and territories;
• develops policies on international finance and helps design Canada's tariff policies; and
• monitors economic and financial developments in Canada and provides policy advice on a wide range of economic issues.

Chapter I: Values and Ethics

The role of federal public servants

Federal public servants have a fundamental role to play in serving Canadians, their communities and the public interest under the direction of the elected government and in accordance with the law. As professionals whose work is essential to Canada's well-being and the enduring strength of the Canadian democracy, public servants uphold the public trust.

The Constitution of Canada and the principles of responsible government provide the foundation for the role, responsibilities and values of the federal public sector.^{Footnote 1} Constitutional conventions of ministerial responsibility prescribe the appropriate relationships among Ministers, parliamentarians, public servants,^{Footnote 2} and the public. A professional and non-partisan federal public sector is integral to our democracy.

Public servants working in the Department of Finance are accountable to their departmental managers, to the government and to the public in the way they conduct themselves. Public servants are expected to carry out their assigned duties conscientiously and in accordance with the Department's policies and guidelines. Public servants should carefully consider the potential impact that their decisions and actions may have on all stakeholders including the public, their co-workers and others. They should make appropriate choices as to what is right and what is wrong, even when legal and regulatory decisions do not require it.

The role of Ministers

Ministers are also responsible for preserving public trust and confidence in the integrity of public sector organizations and for upholding the tradition and practice of a professional non-partisan federal public sector. Furthermore, Ministers play a critical role in supporting public servants' responsibility to provide professional and frank advice.^{Footnote 3}

Application

Acceptance of these values and adherence to the expected behaviours are a condition of employment for every public servant in the federal public sector, regardless of their level or position. A breach of these values or behaviours may result in disciplinary measures, up to and including termination of employment.

More specifically, compliance with this Code (which includes the pre-existing Conflict of Interest Code for the Department

of Finance in Annex A, as well as the Treasury Board of Canada Secretariat's Values and Ethics Code for the Public Sector and Directive on Conflict of Interest)is a condition of employment^{Footnote 4} for all public servants working in the Department of Finance, including indeterminate and term employees (full and part-time), persons on secondment to the Department, casuals, students and employees on leave with or without pay.^{Footnote 5}

Employees on leave without pay for more than two years are not required to declare assets in their annual Confidential Report.

Although individuals on incoming Interchange Canada assignments are not public servants, they are expected to comply with the requirements of this Code. Volunteers and other persons not employed by the Department and who participate in organizational activities, which assist the Department in carrying out its mandate, are expected to respect the requirements of this Code. Governor in Council appointees, such as deputy heads, are subject to the Conflict of Interest Act and the Values and Ethics Code for the Public Sector. The Department of Finance Code of Conduct came into force on April 2, 2012.

Objectives

This Code outlines the values and the expected behaviours that guide public servants in all activities related to their professional duties. By committing to these values and adhering to the expected behaviours, public servants strengthen the ethical culture of the public sector and contribute to public confidence in the integrity of all public institutions.

The Public Servants Disclosure Protection Act(PSDPA) requires the establishment of both a public sector code of conduct and a departmental code of conduct. The Values and Ethics Code for the Public Sector, established by the Treasury Board of Canada Secretariat, fulfills the first requirement and the Department of Finance Code of Conduct fulfills the second requirement of the PSDPA.^{Footnote 6} This Code includes the pre-existing Conflict of Interest Code for the Department of Finance (Annex A). It should also be read in conjunction with the Values and Ethics Code for the Public Sector and the Directive on Conflict of Interest.

Please visit the Values and Ethics InfoSite page to view the above documents in their entirety.

Statement of values

These values are a compass to guide public servants in everything they do. They cannot be considered in isolation from each other as they will often overlap. This Code and departmental policies are important sources of guidance for public servants as they are expected to integrate these values into their decisions, actions, policies, processes and systems.

Similarly, public servants can expect to be treated in accordance with these values by the Department of Finance.

Respect for Democracy

The system of Canadian parliamentary democracy and its institutions are fundamental to serving the public interest. Public servants recognize that elected officials are accountable to Parliament, and ultimately to the Canadian people, and that a non-partisan public sector is essential to our democratic system.

Example:

An analyst provides objective, evidence-based advice to inform ministerial decisions, without inserting personal views or political bias. They recognize that elected officials are ultimately accountable to Canadians and ensure their work supports informed, democratic decision-making.

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.

Example:

A manager ensures that team meetings are inclusive by actively seeking input from employees with diverse backgrounds and experiences, including those in remote locations, in the official language of the employee's choice. They foster a respectful dialogue where all contributions are valued.

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 federal public sector.

Example:

A Finance employee reviewing a funding proposal identifies a potential conflict of interest due to a past professional relationship and proactively discloses it to the Office of Values and Ethics to maintain impartiality and transparency.

Stewardship

Federal public servants are entrusted to use and care for public resources responsibly, for both the short and long term.

Example:

A project officer responsibly manages their program's operating budget by monitoring expenditures, seeking value for money, and returning unused funds for reallocation, ensuring efficient use of public resources.

Excellence

Excellence in the design and delivery of public sector policies, programs and services is beneficial to each aspect of the Canadian public. Engagement, collaboration, effective teamwork and professional development are all essential to a high-performing organization.

Example:

A commitment to excellence means using rigorous research methods and consulting diverse and credible resources. Employees avoid relying on single-source data and ensure their analysis is thorough, objective, and supports sound, evidence-based decision-making.

Expected behaviours

Federal public servants are expected to conduct themselves in accordance with the values of the public sector and these expected behaviours.

1. Respect for Democracy

Public servants shall uphold the Canadian parliamentary democracy and its institutions by:

1. Respecting the rule of law and carrying out their duties in accordance with legislation, policies and directives in a non-partisan and impartial manner.
2. Loyally carrying out the lawful decisions of their leaders and supporting Ministers in their accountability to Parliament and Canadians.
3. Providing decision-makers with all the information, analysis and advice they need, always striving to be open, candid and impartial.

2. Respect for People

Public servants shall respect human dignity and the value of every person by:

4. Respecting every person and treating everyone fairly.
5. Valuing diversity and providing the benefit of combined unique qualities and strengths inherent in a diverse workforce.
6. Helping to create and maintain a safe and healthy workplace that is free from harassment and discrimination.
7. Working together openly and honestly and being transparent to bring engagement, collaboration and respectful communication.

3. Integrity

Public servants shall serve the public interest by:

8. Acting every time with integrity, and in a manner that will bear the closest public scrutiny, an obligation that may not be fully satisfied by simply acting within the law.
9. Never using their official roles to inappropriately obtain personal gain or to benefit or disadvantage others.
10. Taking all possible steps to prevent and resolve any real, apparent or potential conflicts of interest between their official responsibilities and their private affairs in favour of the public interest.
11. Acting in such a way as to maintain their employer's trust.

4. Stewardship

Public servants shall use resources responsibly by:

12. Effectively and efficiently using the public money, property and resources managed by them.
13. Considering the present and long-term effects that their actions have on people and the environment.
14. Acquiring, preserving and sharing knowledge and information as appropriate.

5. Excellence

Public servants shall demonstrate professional excellence by:

15. Providing fair, timely, efficient and effective services that respect Canada's official languages.
16. Continually improving the quality of policies, programs and services they provide.
17. Fostering a work environment that promotes teamwork, learning and innovation.

Avenues for resolution

The expected behaviours are not intended to respond to every possible ethical issue that might arise in the course of a public servant's daily work. When ethical issues arise, public servants are encouraged to discuss and resolve these matters with their immediate supervisor. They can also seek advice and support from the Office of Values and Ethics or from other appropriate resources within the Department of Finance, such as support services and Designated Officials.

Public servants at all levels are expected to resolve issues in a fair and respectful manner and consider informal processes such as dialogue or mediation.

As provided by sections 12 and 13 of the PSDPA, if public servants have information that could indicate a serious breach of this Code they can bring this matter, in confidence and without fear of reprisal, to the attention of their immediate supervisor, the Department of Finance Disclosure Protection Officer (DPO) or the Public Sector Integrity Commissioner.

The DPO is responsible for supporting the Deputy Minister in meeting the requirements of the PSDPA. The DPO helps promote a positive environment for disclosing wrongdoing, and deals with disclosures of wrongdoing made by employees of the organization. Visit our InfoSite for further information on the roles and responsibilities of the DPO.

Before disclosing wrongdoing, please refer to the Department's Policy on Disclosure of Wrongdoing, which provides information on appropriate protocols, such as respecting the confidentiality rules associated with disclosure of wrongdoing.

Any member of the public who has reasons to believe that a public servant has not acted in accordance with this Code can bring the matter to the DPO or to the Public Sector Integrity Commissioner to disclose a serious breach of this Code.

Duties and obligations

Public servants

Public servants are expected to abide by this Code and demonstrate the values of the public sector in their actions and behaviour. If a public servant does not abide by these values and expectations, they may be subject to administrative or disciplinary measures up to and including termination of employment.

As provided by sections 12 and 13 of the PSDPA, if public servants have information that could indicate a serious breach of this Code, they can bring this matter, in confidence and without fear of reprisal, to the attention of their immediate supervisor, the DPO or the Public Sector Integrity Commissioner.

Managers

Public servants who are managers are in a position of influence and authority that gives them a particular responsibility to exemplify the values of the public sector. They are also expected to ensure compliance with the Code and to take appropriate and timely action to address ethical concerns raised by employees.

A manager is expected to demonstrate leadership in respecting this Code and its underlying policies and particularly:

• encourage dialogue on values and ethics;
• exemplify the values and behaviours of respect for democracy, respect for people, integrity, stewardship and excellence;
• maintain open, positive communications and working relationships;
• respect equity and diversity in all their dimensions;
• promote and recognize excellence; and
• encourage personal and professional development in a learning environment.

To support managers in these responsibilities, a scenario repository and a practical guide/toolkit are available to help initiate values-based conversations during team meetings and to provide guidance for navigating ethical challenges in the workplace.

Deputy Minister

The Deputy Minister of a public sector organization has specific responsibilities under the PSDPA, including establishing a code of conduct for the organization, and an overall responsibility for fostering a positive culture of values and ethics in the organization. The Deputy Minister of the Department of Finance ensures that employees are aware of their obligations under the Values and Ethics Code for the Public Sector and this Code of Conduct, and that they can obtain appropriate advice within the organization on ethical issues, including possible conflicts of interest.

The Deputy Minister ensures that this Code, the Values and Ethics Code for the Public Sector, the Directive on Conflictof Interest and internal disclosure procedures are implemented effectively in the Department, and are regularly monitored and evaluated.

The Deputy Minister is responsible for ensuring the non-partisan provision of programs and services by the Department.

The Deputy Minister is subject to the Values and Ethics Code for the Public Sector and to the Conflict of Interest Act.

Disclosure Protection Officer

The DPO helps promote a positive environment for disclosing wrongdoing, and deals with disclosures of wrongdoing made by the public servants of the Department. Senior officers are responsible for supporting the Deputy Minister in meeting the requirements of the PSDPA. In the Department of Finance, the DPO is also the Director, Values and Ethics.

The DPO's duties and powers within the Department also include the following, in accordance with the internal disclosure procedures established under the PSDPA:

1. Provide information, advice and guidance to public servants regarding the Department's internal disclosure procedures, including making disclosures, conducting investigations into disclosures and handling disclosures made to supervisors.
2. Receive and record disclosures and review them to establish whether there are sufficient grounds for further action under the PSDPA.
3. Manage investigations into disclosures, including determining whether to deal with a disclosure under the PSDPA, initiate an investigation or cease an investigation.
4. Coordinate handling of a disclosure with the senior officer of another federal public sector organization, if a disclosure or an investigation into a disclosure involves that other organization.
5. Notify the person(s) who made a disclosure in writing of the outcome of any review and/or investigation into the disclosure and on the status of actions taken on the disclosure, as appropriate.
6. Report the findings of investigations, as well as any systemic problems that may give rise to wrongdoing, directly to the Deputy Minister, with recommendations for corrective action, if any.

Director, Values and Ethics

The Director, Values and Ethics, is designated by the Deputy Minister as the senior official responsible for ensuring that all public servants working in the Department of Finance are aware of their obligations and comply with this Code, the Values and Ethics Code for the Public Sector and the Directive on Conflict of Interest.

The Director reports directly to the Deputy Minister on Code-related matters. The role of the Director is to receive, record, review and protect confidential disclosure reports filed under this Code; resolve conflict of interest issues; and provide information, training and advice to departmental personnel on matters relating to conflict of interest and generally on matters of values and ethics.

Treasury Board of Canada Secretariat – Office of the Chief Human Resources Officer

In support of the Treasury Board President's responsibilities under section 4 of the PSDPA, the Office of the Chief Human Resources Officer (OCHRO) is responsible for promoting ethical practices in the public sector. The OCHRO will work with all relevant partner organizations to implement and promote the Values and Ethics Code for the Public Sector, and will provide advice to chief executives and designated departmental officials with respect to its interpretation.

The Chief Human Resources Officer may issue directives, standards and guidelines related to the Values and Ethics Code for the Public Sector.

The OCHRO will monitor the implementation of the Values and Ethics Code for the Public Sector in organizations with a view to assessing whether the stated objectives have been achieved.

Public Service Commission of Canada

The Public Service Commission of Canada is responsible for conducting staffing investigations and audits to safeguard the integrity of the public service staffing system and administering certain provisions related to political activities to maintain the non-partisanship of the public service in accordance with the Public Service Employment Act.

Other duties and obligations

Access to information and privacy

The Access to Information Act gives every Canadian citizen, permanent resident, individual or corporation present in Canada the right to request access to records that are under the control of federal government institutions regardless of their format. It also contains exemptive provisions which may be used to protect certain types of information from disclosure. Of note is section 67.1 of the Act which makes it a criminal offence to intentionally destroy, mutilate, alter or conceal a record or to direct, propose, counsel or cause any person to do the same in order to prevent its access under the Act.

The Privacy Act protects the privacy of individuals with respect to their personal information and it governs the federal government's collection, retention, use and disclosure of that information. The Act also provides individuals (including those in Canada who are not permanent residents or citizens) with a right of access to their personal information subject to the exemptive provisions that can be used to protect certain types of personal information from disclosure. Breaches of personal information are investigated internally and possibly by the Office of the Privacy Commissioner of Canada.

Contact the Access to Information and Privacy Division for more information.

Communication with the media

Only designated and authorized spokespersons within Media Relations at the Department of Finance may make statements or comments to the media.

If a call from the media is received, it must be referred to Media Relations. The role of Media Relations is to ensure that media requests are handled by experienced staff in a timely manner.

The Minister of Finance is the only person who can conduct television or radio interviews on behalf of the Department of Finance.

The departmental spokespersons are the only Finance officials who can be quoted by name for attribution by the print and electronic media.

If an employee receives a call from a journalist about a working paper or analytical paper, this call must also be referred to Media Relations. The spokesperson, a communications strategist and the Assistant Deputy Minister or the Director General of the relevant policy branch will generally discuss the appropriate response.

Disclosure of wrongdoing

"Wrongdoing" under the PSDPA is a violation of an Act of Parliament or the legislature of a province, or any regulations made under any such Act; the misuse of public funds or assets; a serious breach of this Code of Conduct; or gross mismanagement in the public sector. It may involve an act or omission that creates a substantial endangerment to the life, health or safety of persons and of the environment; or it could involve knowingly directing or counselling a person to commit a wrongdoing.

In accordance with the PSDPA, employees are encouraged to come forward if they believe that a serious wrongdoing has taken place in the workplace. In making a disclosure, employees shall be treated fairly and in confidence and be protected against reprisal.

Finance employees may make a disclosure of wrongdoing to the Disclosure Protection Officer or to the Public Sector Integrity Commissioner. If an employee makes a disclosure of wrongdoing to their supervisor, the disclosure must then be forwarded to the Disclosure Protection Officer.

A flowchart outlining the process can be found at the end of this Code in Appendix 2.

Duty of loyalty

The duty of loyalty has long been a fundamental value and requirement of the Public Service of Canada. In Canada's system of parliamentary democracy, public servants owe a duty of loyalty to their employer. This duty derives from the essential mission of the public service to help the duly elected government, under law, to serve the public interest. The duty of loyalty reflects the importance and necessity of an impartial and effective public service.

Employees must ensure that their public statements or actions do not impair their ability to carry out their duties or call into question their impartiality in carrying out their duties. Internal avenues should be used to bring criticism to the attention of management.

Employees must refrain from making any statement critical of the Department of Finance or government policies, programs, or officials. They must also refrain from making any statement on political matters through any public media, either directly or through a third party, where their statement might create a conflict with their duties or Department of Finance and Government of Canada programs and policies.

Given technological innovations, such as social networking websites, employees should exercise caution in using publicly accessible media to express criticism of government policy as it may impair (or be perceived as impairing) their ability to carry out their official duties in an objective and impartial manner. Employees should not use public forums to disclose non-public information.

Financial management

Designated employees are responsible for collecting, receiving, managing or disbursing public money. These are serious responsibilities, and the management of financial resources must be exercised with due diligence and in accordance with Treasury Board of Canada Secretariat and Department of Finance policies and procedures. It is imperative that all financial management activities comply with the Financial Administration Act.

Procurement integrity and Conflict of Interest Attestation

In alignment with the Treasury Board of Canada Secretariat's Directive on Conflict of Interest, Department of Finance employees are expected to uphold the highest standards of ethical conduct in all procurement-related activities. Employees involved in contracting or procurement processes must remain alert to real, potential, or perceived conflicts of interest and conduct themselves with integrity, transparency, and impartiality. To strengthen accountability and reinforce ethical decision-making, the Department has introduced a Procurement Conflict of Interest Attestation. Through this attestation, employees confirm their understanding of key procurement principles, such as fairness, confidentiality, and impartial assessment, and disclose any relationships or circumstances that could influence or appear to influence procurement decisions. Employees must also seek prior approval from the Office of Values and Ethics before engaging in personal contracts (e.g., contracting as a consultant) with other government departments where direct or indirect benefits may be received. In this context, "personal contracts" refers to contracts held by an individual as a private citizen, outside their official duties (e.g., consulting, operating a sole proprietorship, or providing services to another department).

Harassment and discrimination

The Department of Finance promotes a professional and respectful work environment where diversity is valued. Everyone is entitled to work in an environment free from harassment, violence and discrimination. While management is responsible for fostering such an environment, it is everyone's responsibility to treat fellow employees with fairness, respect and dignity. For more information visit the Occupational Health and Safety Infosite page. This page provides comprehensive information on workplace harassment and violence prevention, including how to submit a Notice of an Occurrence of Harassment and Violence, an overview of the resolution process, a manager's guide, and details on available support measures at Finance.

Security of information

Employees must fully respect the confidentiality requirements for information obtained through their position in the Department of Finance. Documents containing confidential/secret information must be strictly controlled at all times and not be displayed in elevators or left in conference rooms, on desks or in other locations where they may be seen by the public or by employees who do not have a legitimate need to know. Unnecessary copying of confidential/secret documents should be avoided. Documents containing confidential information must be placed in a secured cabinet. For more detailed guidance, please consult the Guidance for Employees of the Government of Canada: Information Management Basics and the Foreign Interference and Security of Information Act.

Depending on the circumstances, in the case of a privacy breach, contact the Director of Security Services and the Director of Access to Information and Privacy immediately for further guidance.

Employees are responsible for safeguarding all sensitive and classified information entrusted to them, whether in physical or electronic form. This obligation applies equally to in-office and remote work environments. Employees must comply with all departmental policies, government-wide security directives, and applicable legislation related to information security. Protecting information from unauthorized access, disclosure, alteration, or destruction is critical to maintaining the trust of Canadians and ensuring the integrity of government operations.

Use of electronic networks

Access to government electronic network facilities is a privilege that comes with the responsibility to use them appropriately, securely, and in compliance with applicable policies. While departments are responsible for providing secure digital services, employees share accountability for protecting information and ensuring responsible use of network resources. Limited personal use of electronic network facilities, including accessing the Internet and sending personal emails using departmental systems, is permitted during personal time, provided it does not interfere with official duties, incur additional costs to the Department, or compromise the security and integrity of government systems and data. Employees should limit themselves to authorized uses and avoid any unlawful or unacceptable use of electronic networks. The Policy on Service and Digital and the Directive on Service and Digital provide detailed information in this regard.

Use of social media

Public servants have the right to participate on social media in their personal lives; however, they must do so in a manner that upholds the values and ethics of the public service. Even when using personal accounts on personal devices, employees should be aware that their identity as public servants may be known or easily discovered. This can lead others to associate personal views with their professional role, potentially giving posts more weight due to perceived access to privileged information. Employees must exercise sound judgment to ensure that their online activities do not compromise the professional, respectful, and non-partisan execution of their duties.

Social media blurs the lines between personal and professional life. Comments that appear to criticize government policies, political actors, or the organization can raise questions about an employee's ability to provide impartial advice, implement policy faithfully, or serve Canadians without bias. The right to freedom of expression is not absolute; it must be balanced with a public servant's responsibilities, including the duty of loyalty, respect for democracy, and the need to maintain public confidence in an impartial and effective public service. Ethical decision-making online means asking: Could what I post call into question my ability to carry out my responsibilities in a non-partisan and unbiased manner?

Employees must avoid posting content that could be seen as disrespectful, partisan, discriminatory, or in conflict with the values of the public service. Personal actions in digital spaces can have consequences on professional credibility. All employees are expected to conduct themselves in a way that reflects the public service's core values, upholds this Code of Conduct, and reinforces trust in the integrity of the institution. For more information, consult the Treasury Board of Canada Secretariat's Guidance for Public Servants on their Personal Use of Social Media.

Workplace health and safety

Maintaining a safe and healthy work environment is a shared responsibility. During the course of their duties, employees are expected to comply with all instructions concerning health and safety in the workplace in accordance with the Canada Labour Code, Part II. Employees must take all reasonable and necessary precautions to ensure their own health and safety, as well as that of their colleagues and any persons granted access to the workplace, including identifying and reporting hazards, participating in training, and using equipment and facilities appropriately. This applies equally to remote and in-office work environments. For further guidance, employees are encouraged to consult the Occupational Health and Safety team. 

Political activities and non-partisanship

Political activities include actions taken in support of or in opposition to a political party, candidate, or issue, such as expressing political views publicly, attending partisan events, or volunteering for a campaign, while candidacy specifically refers to running for elected office at the federal, provincial, territorial, or municipal level. Public servants have the right to engage in political activities, provided such activities do not impair, or are not perceived to impair, their ability to perform their duties in a politically impartial manner. Non-partisanship is a cornerstone of Canada's public service and critical to maintaining public trust in its neutrality, professionalism, and integrity.

Employees must ensure that their political involvement, whether at the federal, provincial, territorial, or municipal level, does not conflict with their official duties or compromise the non-partisan nature of the public service. Employees considering engaging in a non-candidacy political activity are encouraged to complete the Public Service Commission of Canada's Political Activities Self-Assessment Tool to help themselves evaluate the risks associated with political activities and determine whether they may need approval or should refrain from engaging in certain activities. The Designated Political Activities Representative within the Department of Finance is available to provide guidance and support to employees seeking clarity on permissible activities or navigating questions of non-partisanship. Employees are encouraged to consult with this representative early if they are considering any form of political involvement.

Public servants also have a responsibility to maintain a clear boundary between their work and political activity when interacting with ministerial staff. While it is appropriate to provide expert, evidence-based advice to support government decision-making, it is equally important to safeguard the independence and impartiality of that advice. Employees must not alter or tailor their professional recommendations to fit a political lens, nor should they feel pressured to do so.

Pressure to align with political priorities can sometimes be subtle and may manifest as implied expectations to align advice or communications with partisan positions. Employees should feel empowered to raise concerns through appropriate channels, such as supervisors, Values and Ethics advisors, or the Departmental Political Activities Representative, if they believe they are being asked to act in a manner inconsistent with their duty to remain impartial. For more information, consult the Public Service Commission of Canada website.

Responsible use of artificial intelligence (AI)

Employees must use artificial intelligence (AI), including generative AI tools, responsibly, ethically, and in alignment with Government of Canada values and policies. When using AI in their work, employees are expected to exercise sound judgment, safeguard privacy, protect sensitive information, and avoid introducing bias or harm. All AI use must be transparent and accountable, and support evidence-based decision-making. Employees must not rely on AI tools to make decisions without appropriate human oversight and should ensure outputs are critically assessed for accuracy and relevance. As outlined in the Treasury Board of Canada Secretariat's guide on the use of generative artificial intelligence, public servants have a duty to maintain public trust, and any use of AI must reinforce, not compromise, the integrity, impartiality, and professionalism of the public service. Consult the departmental guidelines for the responsible use of generative AI for additional information.

For broader direction, the Government of Canada's AI Strategy for the Federal Public Service (2025–2027) outlines a vision for using AI to enhance services while upholding public trust. It emphasizes responsible, transparent, and human-centred AI adoption. For more information, visit the AI Strategy overview.

Resources

Bargaining agents

The following bargaining agents represent unionized public servants working in the Department of Finance and are available to assist their members and consult on workplace issues:

Association of Canadian Financial Officers (FI)

Canadian Association of Professional Employees (EC)

Public Service Alliance of Canada (AS, CR, GT, IS, LS, PM, ST)

The Professional Institute of the Public Service of Canada (CO, CS, PG)

Delegation of authorities

The Delegation of Human Resources Authorities and Delegation of Financial Signing Authorities set out the authorities that are delegated to Finance employees.

Employee Assistance Program

The Employee Assistance Program is available to all employees and their immediate family members, to help them better manage stressful situations and deal with difficult professional or personal situations. This voluntary and confidential service is offered at any time day or night, all year round.

Informal Conflict Management Services

The use of an interest-based approach and informal conflict resolution mechanisms such as coaching, facilitation and mediation can, in many instances, help to resolve issues and prevent situations from escalating to the point where processes such as a grievance or a harassment complaint are necessary. Confidential services are provided through the Treasury Board of Canada Secretariat's Informal Conflict Management Services. 

Prevention and resolution of harassment in the workplace

The departmental Work Place Harassment and Violence Prevention Policy aims to prevent harassment and violence in the workplace, respond to situations in which harassment or violence have occurred, and support victims. The Policy outlines the steps of the resolution process, additional recourse options, and support measures available at Finance. Employees may direct any questions regarding workplace harassment and violence to the Occupational Health and Safety team.

Ombud Services

The Department of Finance recognizes the value of early, informal conflict resolution and the importance of a safe, respectful, and ethical workplace. The Ombud provides independent, confidential, and impartial services to support employees in addressing workplace concerns. Employees can contact the Ombud to confidentially discuss issues, explore resolution options, and receive guidance, coaching, and conflict resolution tools. Employees are encouraged to make use of Ombud services as a proactive step in managing concerns and contributing to a positive and respectful work environment. Consult the Ombud services InfoSite page for more information.

Equity, diversity, inclusion, reconciliation and anti-racism

The Department of Finance is committed to fostering a respectful, inclusive and equitable workplace where all employees feel valued, heard and empowered to contribute fully. Equity, diversity, inclusion, reconciliation and anti-racism are foundational principles that support a thriving, innovative and just public service. These principles reflect our responsibility to ensure fair treatment, access and opportunity for all, while actively dismantling systemic barriers and addressing discrimination. Employees are expected to demonstrate respect for diverse perspectives and lived experiences, and to contribute to an environment free of racism, bias and exclusion. As part of this commitment, employees are encouraged to consult the 2024-2027 Equity, Diversity and Inclusion Action Plan and departmental accessibility initiatives. For support and resources, or to learn more about employee networks and ongoing initiatives, contact the Equity, Diversity and Inclusion team at EDI@fin.gc.ca or consult the Equity, diversity and inclusion Infosite page.

Employees on leave

Employees who are on leave and wish to report a concern or declare a change in circumstances are encouraged to contact the Office of Values and Ethics directly at valuesandethics-valeursetethique@fin.gc.ca to ensure timely and confidential support.

Chapter II: Conflict of interest and post-employment

Compliance with the conflict of interest and post-employment requirements set out in this chapter is a condition of employment for public servants in the Department of Finance. These requirements are grounded in and serve to uphold the values contained in the Values and Ethics Code for the Public Sector. By upholding these values, public servants conserve and enhance public confidence in the honesty, fairness and integrity of the public service. The Conflict of Interest Code for the Department of Finance (Annex A) sets out specific conflict of interest and reporting measures established by the Department.

Definitions

Conflict of interest: a situation in which the public servant has private interests that could improperly influence the performance of their official duties and responsibilities or in which the public servant uses their office for personal gain. A real conflict of interest exists at the present time, an apparent conflict of interest could be perceived by a reasonable observer to exist, whether or not it is the case, and a potential conflict of interest could reasonably be foreseen to exist in the future.

Conflict of duties: a conflict that arises, not because of a public servant's private interests, but due to one or more concurrent or competing official responsibilities. For example, these roles could include their primary public service employment and their responsibilities in an outside role that forms part of their official duties, such as an appointment to a board of directors or other outside function.

Employee: a public servant working in the Department of Finance, including indeterminate and term employees, persons on secondment to the Department, casuals, students and employees on leave with or without pay.

Prevention of conflicts of interest during and after employment

Employees maintain public confidence in the objectivity of the public service by preventing and avoiding situations that could give the appearance of a conflict of interest, result in a potential for a conflict of interest or result in an actual conflict of interest. Conflict of interest does not relate exclusively to matters concerning financial transactions and the transfer of economic benefit. While financial activity is important, conflicts of interest in any area of activity can have a negative impact on the perceived objectivity of the Department. With the permanent and pervasive nature of information technology, employees should be very careful while sending messages and transmitting information via the Internet and other media platforms. They should be careful that it does not give rise to a real, apparent or potential conflict of interest.

All employees have a responsibility to minimize the possibility of real, apparent or potential conflicts of interest between their most recent responsibilities with the Department and any subsequent employment outside the public service. Employees in positions at the EX minus 2 level and above ("designated positions") are subject to a one-year post-employment limitation period, during which time they must comply with specific employment-related restrictions.

1. Responsibilities and duties during employment

1.1 General requirements

1. Identifying, preventing, and resolving conflict of interest or conflict of duties situations during their employment with the Department of Finance, and when they leave the Department;
2. Reporting in writing to the Director, Values and Ethics all outside employment and activities, assets, liabilities and interests that might give rise to a real, apparent or potential conflict of interest in relation to their official duties and responsibilities;
3. Reporting in writing to the Director, Values and Ethics when concurrent or competing official responsibilities give rise to a conflict of duties situation;
4. Refraining from having private interests and engaging in outside employment or activities that may subject them to demands incompatible with their official duties, or that could be seen to impair their ability to perform their duties and responsibilities in an objective and impartial manner;
5. Reporting in writing to the Director, Values and Ethics before engaging in non-candidacy political activities that could constitute a conflict of interest or impair their ability to perform their duties and responsibilities in an objective and impartial manner.

When engaging in outside activities such as volunteer work or board membership, employees must consider potential conflicts of interest, particularly where there may be overlapping mandates, shared clients, or access to non-public information, and are encouraged to seek guidance from the Office of Values and Ethics when in doubt.

Managers and supervisors have an added duty to ensure their employees understand and comply with this Code, seek timely advice on potential conflicts of interest, protect personal information in accordance with the Privacy Act, and actively monitor adherence to values and ethics as part of performance management.

1.2 Financial mitigation

1. Implementing a financial mitigation strategy where the Director, Values and Ethics determines that any of their reported assets and liabilities would result in a real, apparent or potential conflict of interest in relation to their official duties and responsibilities;
2. Refraining from selling or transferring assets to anyone, including family members, or taking any other measures for the purpose of circumventing the compliance requirements set out in this Code or related instruments.

1.3 Contracts with the Government of Canada, non-public information, preferential treatment, and inappropriate influence

1. Seeking the approval of the Director, Values and Ethics before entering into a contractual arrangement with the Government of Canada for which they are receiving any direct or indirect benefit or income;
2. Refraining from knowingly taking advantage of or benefiting from information that is obtained in the course of their official duties and responsibilities and that is not available to the public; refraining from assisting outside entities or individuals in their dealings with the government, where this would result in preferential treatment or advantages to the entities or individuals; refraining from interfering in the dealings of outside entities or individuals with the government to inappropriately influence the outcome.

1.4 Gifts, hospitality and other benefits

Please consult the Guidelines on the Acceptance of Gifts, Hospitality and Other Benefits for detailed information on the rules and expectations in this area. Here are the main principles:

1. Refusing gifts, hospitality or other benefits if they may have a real, apparent or potential influence on their objectivity in carrying out their official duties and responsibilities or that may put them under obligation of the donor;

   For greater certainty, accepting gifts, hospitality or other benefits is permissible if they:

   1. are infrequent and of minimal value and are within the normal standards of courtesy or protocol;
   2. arise out of activities or events related to the official duties and responsibilities of the person employed; and
   3. do not compromise or appear to compromise the integrity of the person employed or the organization;
2. Reporting and seeking written direction from the Director, Values and Ethics when they cannot decline gifts, hospitality or other benefits that do not meet the criteria outlined above, or where it is believed that their acceptance would bring sufficient benefit to the organization.

1.5 Financial arrangements, solicitation, and use of government property

1. Refraining from undertaking any financial arrangements, including procuring goods or contracting services or administering grants and contributions or transfer payments, with outside entities or individuals where there is a risk for a real, apparent or potential conflict of interest or conflict of duties situation;
2. Refraining from soliciting gifts, hospitality, other benefits or transfers of economic value from outside entities or individuals that have, had or may have dealings with the organization, including during fundraising activities for the Government of Canada Workplace Charitable Campaign, without having received prior written approval from their deputy head;
3. Refraining from the direct or indirect use of or allowing the direct or indirect use of government property of any kind, including property leased to the government, for anything other than officially approved activities.

2. Post-employment responsibilities and duties

Employees must:

1. Before leaving the public service, report in writing to the Director, Values and Ethics all intended future employment and activities that might give rise to a real, apparent or potential conflict of interest in relation to their most recent duties and responsibilities;
2. If occupying a designated position, before leaving the public service and during the one-year post-employment limitation period:
   1. Report in writing to the Director, Values and Ethics all firm offers of employment and activities that might give rise to a real, apparent or potential conflict of interest in relation to their most recent duties and responsibilities;
   2. Seek the Deputy Minister's written approval before:
      1. accepting an appointment to the Board of Directors of, or employment with, outside entities or individuals with which they had significant official dealings, either directly or through their subordinates, in the year immediately prior to leaving their employment in the public service;
      2. making representations on behalf of entities or individuals outside of the public service to any government organization with which they had significant official dealings, either directly or through their subordinates, in the year immediately prior to leaving their employment in the public service;
      3. giving advice to their clients or any new employer by using information that is not publicly available. This could concern programs or policies of the Department or organization(s) with which they were employed or with which they had a direct and substantial relationship;
      4. Seeking the Deputy Minister's written approval if applying for a waiver or reduction of the one-year post-employment limitation period.

3. Mandatory procedures

Waiver or reduction of limitation period

A current or former incumbent of a designated position may apply to the Deputy Minister for a waiver or reduction of the applicable post-employment limitation period, by filing a written application with the Director, Values and Ethics.

The applicant must provide sufficient information to assist the Deputy Minister in determining if the waiver should be granted after considering the following criteria:

1. the circumstances under which the termination of their service occurred;
2. the general employment prospects of an employee or an ex-employee;
3. the significance to the government of information possessed by an employee or an ex-employee by virtue of that individual's position in the Department;
4. the desirability of a rapid transfer of an employee's or an ex-employee's knowledge and skills from the government to private, other governmental or non-governmental sectors;
5. the degree to which the new employer might gain unfair commercial or private advantage by hiring a new employee or an ex-employee;
6. the authority and influence possessed by that individual while in the public service; and/or
7. any other consideration at the discretion of the Deputy Minister.

4. Resolution

With respect to the arrangements necessary to prevent real, apparent or potential conflicts of interest, or to comply with the requirements set out above, it is expected that situations will be resolved through discussion and agreement between the public servant and the Director, Values and Ethics. In the case of a disagreement as to the appropriate arrangements to resolve a real, apparent or potential conflict of interest, the issue will be addressed through the resolution procedures established by the Deputy Minister.

5. Consequences

Employees are entrusted with a high level of responsibility in the performance of their duties. An employee who does not comply with the requirements set out in this Code may be subject to disciplinary measures, up to and including termination of employment.

Although this Code prescribes standards of conduct, they are not exhaustive. The absence of a specific standard of behaviour or guidelines covering a particular situation does not relieve an employee from the responsibility to act ethically. An action or omission may still be subject to disciplinary action. Do not assume that only one interpretation of a situation exists, particularly in conflict of interest situations such as outside activities or employment and investments. Consult a manager or the Director, Values and Ethics.

Annex A

Conflict of Interest Code for the Department of Finance

Ethical standards

The Department of Finance is a value-based organization that is committed to the highest standard of ethical and professional conduct.

Basic Principle

It is a basic principle of ethical conduct in the federal public service that a public servant's private interests and official duties should not conflict and that public office should not be used for private gain.

Special measures

This Code establishes specific measures to prevent conflicts of interest for persons working in the Department of Finance. In doing so, it aims to protect the reputation and integrity of both the Department and its employees.

Reason for measures

Specific measures are necessary for the Department of Finance because of the nature of the Department's work and the fact that it affects the financial markets and the economy more generally.

No use or disclosure of non-public information

The key principle of this Code is that persons who work in the Department of Finance must not use or disclose non-public information obtained in the course of their work for their own financial benefit or the benefit of others.

Policy on Conflict of Interest and Post-Employment

The requirements of this Code supplement and strengthen the conflict of interest provisions of the Treasury Board of Canada Secretariat's Directive on Conflict of Interest. The Directive on Conflict of Interest sets out general measures that apply to all public servants. It covers assets, outside employment or activities, and receipt of gifts, hospitality and other benefits as well as measures relating to solicitation, avoidance of preferential treatment and post-employment activities. It also sets out avenues for resolving conflicts.

Condition of employment

Compliance with this Code is a condition of employment for persons working in the Department of Finance. In the event, and to the extent, of any inconsistency between the measures established by this Code and those established by the Directive on Conflict of Interest, this Code shall prevail.

Integrated Code requirements

For convenience, the conflict of interest measures under this Code and the Directive on Conflict of Interest have been integrated and are collectively set out in this Code.

Application

All employees^{Footnote 7} must arrange their personal affairs and conduct themselves in a manner that will prevent real, potential or apparent conflicts between their private interests and the public interest served through their official duties. All employees should protect information obtained through their work and not use or disclose non-public information for personal profit or to enable others to profit.

Conflict of interest prevention

Duty to prevent conflicts and protect information

All staff members must arrange their personal affairs and conduct themselves in a manner that will prevent real, potential or apparent conflicts between their private interests and the public interest served through their official duties.  All employees should protect information obtained through their work and not use or disclose non-public information for personal profit or to enable others to profit.

Publicly traded securities

Employees should be aware that investments in publicly traded securities can give rise to a real, potential or apparent conflict of interest because of the nature of the Department's work and the market sensitivity of non-public information to which employees have access.

Public interest prevails

Any conflict between an employee's private interests and their official duties must be resolved in favour of the public interest.

Values and Ethics Office

Responsibility

The Director, Values and Ethics has lead responsibility for the application of this Code, the Directive on Conflict of Interest, the Values and Ethics Code for the Public Sector and the Department of Finance Code of Conduct. The Director reports to the deputy head on Code-related matters.

Role

The role of the Director is to receive, record, review and protect confidential disclosure reports filed under this Code and the Directive on Conflict of Interest. The Director also resolves conflict of interest issues, and provides information, training and advice to departmental personnel on matters related to conflict of interest and values and ethics.

Compliance measures

Measures

This Code establishes two specific conflict of interest compliance measures for employees:

(1) a mandatory annual Affirmation and (2) mandatory annual disclosure of reportable publicly traded securities. All other compliance measures are pre-existing and established by the Directive on Conflict of Interest.

The integrated compliance measures under this Code and the Directive on Conflict of Interest are set out below:

• Disclosure of Conflicts of Interest – promptly reporting any real, apparent, or potential conflicts.
• Post-Employment Obligations – respecting restrictions after leaving the public service.
• Avoidance of Preferential Treatment – ensuring decisions and actions are impartial.
• Compliance with Other Pre-Existing Measures – as set out in the Directive on Conflict of Interest.
• Act with integrity and honesty.
• Treat others with respect and inclusiveness.
• Take responsibility for your actions.
• Communicate openly and clearly.
• Maintain professionalism at all times.
• Commit to ongoing learning about ethics.
• Avoid any form of harassment or discrimination.
• Always put the public interest first.

Single-form filing

A streamlined electronic form has been created to simplify reporting under this Code and the Directive on Conflict of Interest. You can easily access and submit the form through the Values and Ethics Portal.

1. Affirmation

Affirmation Requirement

All employees must affirm initially, and annually thereafter, that they have read this Code and have reviewed their personal circumstances in light of the requirements of this Code and the Directive on Conflict of Interest.

Simple Affirmation

Employees with nothing to report are required to file an Affirmation only. An Affirmation is a formal statement made by employees confirming that they have read and understood the Code, have reviewed their personal circumstances, and declare that they have no conflict of interest to report. It serves as a declaration of compliance with the Code's requirements when no reportable conflicts exist.

2. Confidential Report

Confidential Report

All employees with reportable interests must file a Confidential Report.

A Confidential Report is required in the circumstances set out in paragraphs (a) to (c) below.

Mandatory securities reporting

a) Annual securities disclosure

A Confidential Report must be filed annually by all employees who directly or indirectly hold reportable publicly traded securities or who manage such securities on behalf of another. The Confidential Report must disclose all security holdings and trades during the 12 months preceding the annual filing date or during the period since the employee filed the last report. The requirement to report applies whether or not the employee views the securities and trades as giving rise to a real, potential or apparent conflict of interest. Employees are not required to disclose the assets or securities of their spouse or partner if they do not have ownership, joint control, or decision-making authority over them

See Part 1.1 of Annex B for examples of reportable publicly traded securities.

Reporting other assets, liabilities, activities or gifts

(b) General disclosure

Every employee who

1. has other reportable assets (i.e., assets other than publicly traded securities required to be disclosed under (a) above);
2. has reportable direct or contingent liabilities;
3. participates in reportable outside activities or employment, or
4. has received a reportable gift, hospitality or other benefit,

must file a Confidential Report if they think that the reportable interests, activities or gifts/benefits give rise to a real, potential or apparent conflict of interest with respect to their official duties.

See Parts 1.2 and 1.3 of Annex B for examples of reportable assets, liabilities and outside activities.

Reporting due to major change in circumstances

(c) Change-of-circumstance disclosure

All employees must review their compliance obligations every time a major change occurs in their personal circumstances or official duties. If an employee thinks that the change in their circumstance gives rise to a real, potential or apparent conflict of interest, a Confidential Report must be filed within 60 days of the change.

Changes that may trigger the requirement to file a new Confidential Report include:

1. an appointment, deployment, transfer or assignment to a new position within the Department;
2. a significant change in the duties of an employee's existing position (e.g., assignment to a special project); or
3. a significant change in an employee's assets (including publicly traded securities), liabilities or outside activities.

3. Transactional advice

Advice on planned transactions

If in doubt as to whether or not a planned financial transaction might give rise to a real, potential or apparent conflict of interest, employees are encouraged to consult the Director, Values and Ethics before entering into the transaction. Financial transactions include, but are not limited to, securities transactions, investment property transactions and currency trades for speculative purposes.

Conflict avoidance

Employees should not enter into planned financial transactions that the Director, Values and Ethics has determined would give rise to a real, potential or apparent conflict of interest.

Review and determination process

Review by the Office of Values and Ethics

The Director, Values and Ethics will review all Confidential Reports filed. If additional information is required, an employee who filed the Confidential Report will be contacted first. If further information is required, the employee's manager or Assistant Deputy Minister may be contacted to obtain information on the employee's duties and responsibilities, to assist in determining whether a conflict of interest exists.

Process when Conflict found

If the Director, Values and Ethics determines that a real, potential or apparent conflict of interest exists, they will attempt to resolve the conflict with the employee in question. If the matter cannot be resolved, it will be referred to the deputy head or their delegate for decision. The employee will be informed of the referral, provided with an opportunity to make written submissions and informed of the decision in writing.

Timeliness

The review and determination process will be conducted in a timely manner.

Conflict resolution measures

Divestment of securities and other assets

If it is determined that an employee's publicly traded securities or other assets create a real, potential or apparent conflict of interest, the requirement to divest set out in the Directive on Conflict of Interest will apply. Assets are usually divested by selling them through an arm's-length transaction or by making them subject to a blind trust arrangement.

Blind trust costs

If it is appropriate to establish a blind trust, the divesting employee may be reimbursed for certain trust costs by the deputy head.

Methods of resolving other conflicts

Conflicts arising out of liabilities, participation in outside employment/activities or receipt of gifts/other benefits may be resolved by requiring the employee to settle the liability in question, avoid, curtail, modify or withdraw from the conflicting activity, or decline, return or otherwise dispose of the gift/other benefit received.

Efforts to reach mutual agreement

In determining appropriate corrective action, efforts will be made to achieve mutual agreement with respective employees. Consideration will be given to such factors as:

1. the specific responsibilities of an employee;
2. the value and types of assets and interests involved; and
3. the actual costs to be incurred by divesting the assets or shedding the interests, as oppose to the potential that the assets and interests represent for a conflict of interest.

Protection of personal Information

Privacy protection

Personal information provided will be collected, used, disclosed, stored and disposed of in accordance with the Privacy Act and the Department's security policy.

Primary use

The primary use of the information is for review by the Director, Values and Ethics and the deputy head in administering the conflict of interest provisions. The information will be shared on a limited, need-to-know basis only and solely for the purposes of the review and determination/conflict resolution processes, as set out above.

Information, training and counselling

Advisory services

Employees are encouraged to seek guidance from the Director, Values and Ethics on their personal or financial circumstances or on any other matter relating to conflict of interest.

Information and training

Employees will be provided with copies of and written information on this Code and the Directive on Conflict of Interest. Appropriate information and training will be provided on an ongoing basis and included in the orientation course for new entrants to the Department of Finance.

Failure to comply

Disciplinary action

Any employee who does not comply with the requirements of this Code and the Directive on Conflict of Interest is subject to appropriate disciplinary action, up to and including termination of employment.

Inquiries

Questions regarding the meaning or application of this Code or the Directive on Conflictof Interest may be directed to the Office of Values and Ethics.

Annex B

Reportable and Non-Reportable Assets, Liabilities and Outside Activities

1. Assets, liabilities and outside activities subject to a Confidential Report

1. Reportable publicly traded securities

   The following are non-exhaustive examples of publicly traded securities that must be disclosed in an annual Confidential Report whether the securities are directly or indirectly held and whether or not the employee views the securities as giving rise to a real, potential or apparent conflict of interest:

   1. stocks, shares, bonds, convertible bonds, debentures, trust units (including income, royalty and realty trust units), commercial paper, medium-term notes and derivatives of any of the foregoing, whether held individually or in an investment portfolio account;
   2. shares, units or similar equity interests in sector investment funds – i.e. funds that concentrate their investments in specific businesses, industries or sectors of the economy, including, but not limited to, funds that invest primarily in issuers involved in mining, oil and gas extraction, precious metals, finance, insurance, broadcasting, transportation, science and technology and telecommunications – but not the underlying securities;
   3. publicly traded securities such as those described in paragraphs (a) and (b) above held in wrap accounts;
   4. publicly traded securities such as those described in (a) and (b) held in Tax-Free Savings Accounts, self-directed or self-administered Registered Retirement Savings Plans, Registered Education Savings Plans, Registered Disability Savings Plans or similar tax-related savings vehicles, established for the employee's own benefit or for the benefit of others; and
   5. publicly traded securities held and traded through investment clubs.

   NOTE: Investments in Treasury Bills, certificates of deposit, money market mutual funds and diversified investment funds are exempted from disclosure and do not require a Confidential Report unless, due to the particular nature of the employee's official duties or the non-public information to which they have access, such investments give rise to a real, potential or apparent conflict of interest.

   For definitions, please see the Affirmation/Confidential Report form.

2. Other reportable assets and liabilities

   The following are non-exhaustive examples of other assets and liabilities that must be disclosed in a Confidential Report if, objectively viewed, they give rise to a real, potential or apparent conflict of interest:

   1. interests in partnerships, proprietorships, joint ventures, private companies and family businesses, in particular those that own or control shares of public companies or that do business with the government;
   2. interests in labour-sponsored venture capital corporations or similar entities;
   3. commercially operated farm businesses;
   4. real property that is not for the private use of employees or their family members (e.g., investment property);
   5. commodities and foreign currencies held or traded for speculative purposes;
   6. assets placed in trust or resulting from an estate of which the employee is a beneficiary;
   7. secured or unsecured loans granted to persons other than to members of the employee's immediate family;
   8. direct and contingent liabilities in respect of any of the assets described in this section; and
   9. any other assets or liabilities that give rise to a real, potential or apparent conflict of interest due to the particular nature of the employee's official duties or the non-public information to which they have access, including assets and liabilities that would otherwise be non-reportable.

3. Reportable outside activities or employment

   The following are non-exhaustive examples of outside activities/employment that must be disclosed in a Confidential Report if, objectively viewed, they give rise to a real, potential or apparent conflict of interest:

   1. teaching or public speaking;
   2. publishing books, articles or editorials;
   3. providing consulting services;
   4. lobbying;
   5. conducting a self-owned business;
   6. accepting an appointment to a Board or Tribunal;
   7. sitting on a Board of Directors of a not-for-profit organization;
   8. performing volunteer work;
   9. receiving a benefit or income either directly or indirectly from a contract with the Government of Canada; and
   10. having any other remunerated or unremunerated employment, non-required membership or involvement in a professional, business, financial, commercial, educational, consulting, charitable, philanthropic, non-commercial, political or other type of organization or association.

2. Assets, liabilities and outside activities not requiring a Confidential Report

The following are examples of assets, liabilities and outside activities that generally do not require a Confidential Report:

1. primary and secondary residences, recreational properties and farms used or intended for use by employees or their families and mortgages on such properties;
2. household goods and personal effects;
3. works of art, antiques and collectibles held for the private use of employees or their families;
4. automobiles and other personal means of transportation;
5. cash and deposits;
6. Canada Savings Bonds and other similar investments in non-tradable securities of fixed value issued or guaranteed by any level of government in Canada or agencies of those governments;
7. assets held in Registered Retirement Savings Plans and Registered Education Saving Plans that are not self-directed or self-administered and assets other than reportable publicly traded securities held in self-directed or self-administered Registered Retirement Savings Plans and Registered Education Savings Plans;
8. investments in money market mutual funds, Treasury Bills, certificates of deposit and diversified investment funds;
9. guaranteed investment certificates and similar financial instruments;
10. annuities and life insurance policies;
11. pension rights;
12. money owed by a previous employer, client or partner;
13. personal loans received from immediate family members of the employee and small personal loans received from other persons where the employee has loaned the moneys receivable;
14. any liability, such as a car loan, home renovation loan or credit card account, from a financial institution or business entity granted on terms available to the general public; and
15. any position, membership or outside activity required to be held or engaged in as a condition of employment or as part of an employee's official duties.

Appendix 1

Appendix 2

Making a disclosure: Your options

When you witness or suspect wrongdoing in the workplace, you have three main disclosure options:

Values & Ethics Office: Disclosure Protection Officer (DPO)

• Provides confidential advice on the disclosure process
• Can guide you through internal disclosure process
• Coordinates investigations and ensures protection from reprisal

Your supervisor

• You may choose to disclose directly to you immediate supervisor
• The supervisor must then address or forward the concern appropriately to the DPO

Office of the Public Sector Integrity Commissioner (PSIC)

• Independent external body, outside the Department
• Handles disclosures of serious wrongdoing across the public service
• Provides an impartial process and legal protection under the Public Servants Disclosure Protection Act (PSDPA)

Definitions

• Disclosure: Reporting information about a serious wrongdoing that could harm public interest.
• Wrongdoing (PSDPA) includes:
  • Breaking a law or a regulation;
  • Misuse of public funds or assets;
  • Gross mismanagement;
  • Serious breach of code of conduct; or
  • Creating a serious danger to health, safety, or environment.

You can also consult the more detailed step-by-step flowchart of the process for disclosing wrongdoing as outlined in the PSDPA.