Employees of the Public Service of Canada must ensure that all aspects of their roles and responsibilities uphold the Values and Ethics Code for the Public Service and maintain the integrity of the RCMP.
As per the Code pertaining to Conflict of Interest Measures and as per RCMP core values, the VEO recommends employees avoid any actual, apparent or potential conflicts of interest.
This applies to everyday work responsibilities and conduct. All steps must be taken to ensure impartiality and fairness in relationships as well as to protect the image of the RCMP in such areas as gifts, post-employment and secondary employment. All employees must continue to uphold the organization’s high standards and conduct themselves in ways that enhance the integrity of the RCMP.
Gifts, hospitality or other benefits that could influence employees in their judgement and performance of official duties and responsibilities must be declined. Employees must not accept, directly or indirectly, any gifts, hospitality or other benefits that are offered by persons, groups or organizations having dealings with the government.
Accepting offers of incidental gifts, hospitality or other benefits arising out of activities associated with the routine performance of their official duties and responsibilities is not prohibited if such gifts, hospitality or other benefits:
While the RCMP recognizes customary business practices such as offering and accepting gifts or providing and receiving hospitality benefits, it is expected that all employees of the RCMP, regardless of status, respect the law and government policies. This is especially true in the operations of the RCMP where there is a greater onus on employees to exercise discretion.
It may be exceptionally difficult to decline gifts, hospitality or other benefits offered by individuals or organizations from different cultures with particular approaches to gifts. In such cases, every effort should be made to decline the gifts without offending the persons involved. If it is not possible to decline the gift, hospitality or other benefits, employees must immediately report the matter to a manager or supervisor. The manager or supervisor may require that a gift of this nature be retained by the RCMP or be disposed of for charitable purposes.
All gifts, awards and bequests, if they are money or converted into money, acquired in connection with the performance of a regular or civilian member’s duties are to be deposited into the Consolidated Revenue Fund to the account of the Benefit Trust Fund. Public Service employees are required to turn over gifts to the RCMP via their supervisor.
It is important to note that this guide also applies when the RCMP is the organization acting as host. It is critical that all RCMP sponsored events and their respective budgets conform to Treasury Board policy and RCMP procedures and guidelines and be approved before any funds are dispersed.
Employees must seek approval prior to engaging in any outside activity (including secondary employment) which is likely to give rise to a real, potential or apparent conflict of interest. It is an employee’s responsibility to report any outside activity that is directly or indirectly related to the employee’s duties.
Members should not accept remuneration from any government department, agency, or Crown corporation without permission as per section 55 of the RCMP Regulations.
All employees must arrange their personal affairs in a manner that ensures they are able to meet their obligations to the RCMP, including, where applicable, emergency duties.
Employees must not take improper advantage of their work experience and/or position after leaving the Force. Restrictions on post-employment may apply, especially in the time period immediately following departure from the Force.
The unauthorized personal use of RCMP equipment is prohibited. This applies to such items as computers and vehicles. Authorized personal use of vehicles is subject to current “personal use” in the Income Tax Act and Treasury Board.
The RCMP image enjoys world-wide recognition as a primary symbol of Canada and as such it is often assumed that this image is in the public domain and can be used without restriction. This is not the case. Use of the RCMP image is strictly regulated pursuant to provisions in the Trade-marks Act, Copyright Act and the RCMP Act.
The RCMP name and a series of RCMP images are also protected from unauthorized use by virtue of their designation as “Official mark” pursuant to the Trade-marks Act. No person may use these “Official marks” without the consent of the RCMP.
RCMP employees will take all necessary steps to protect third party proprietary information, in compliance with the spirit and intent of the Access to Information and Privacy Acts.
There are some exemptions to the release of information. This includes, but is not limited to, security issues and proprietary information. By law, federal institutions are required to protect some proprietary information or information given in confidence by private sector suppliers of goods and services. For example trade secrets, financial, commercial, scientific and technical information confidentially supplied to a government institution can be exempted from disclosure. However, to qualify, this information must always have been treated with confidence by the third party. Information in which a disclosure could result in financial loss or prejudice the competitive position of the third party or interfere with contractual negotiations can be exempted. This is by no means an exhaustive list of exemptions but serves to act as a guide. Please refer to the above noted acts for more information.
It is important to note that suppliers of goods and services to the RCMP have similar obligations. All contracts must comply with Treasury Board and RCMP policies, standards and guidelines such as establishing safeguards for the protection of classified information provided to the supplier for the purposes of their contracts.