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Department of Fisheries and Oceans Canada Code of Conduct

Table of Contents

Message from the Deputy Minister

As public servants within Fisheries and Oceans Canada, we hold a unique and essential role in serving Canadians while upholding the Values and Ethics Code for the Public Sector. Our work requires a strong commitment to ethical behaviour guided by our values, ensuring that we maintain the confidence and trust of Canadians.

By engaging with the communities we serve, we help foster trust in government operations. Our role reflects not only our dedication to the mission of our Department but also our broader responsibility to uphold the public’s confidence in the work we do. Our Department has an important mandate that directly touches the lives of many families and communities across Canada, and each and every one of us has a key role to play in its delivery.

The renewed Fisheries and Oceans Canada Code of Conduct (the Code) reflects the evolving needs of our Department, ensuring it remains a relevant and practical guide for all employees. It continues to define the ethical standards that govern our professional activities, setting clear expectations for conduct. By aligning with the dynamic needs of our Department, the Code supports integrity, accountability, and public trust, helping guide our actions as we fulfill our mandate.

This document is integral to shaping who we are as public servants and what unites us in our work at Fisheries and Oceans Canada. It builds upon the broader Values and Ethics Code for the Public Sector, while emphasizing the specific values and ethical expectations unique to our Department. By setting clear standards for behaviour, the Code ensures that all actions we take in fulfilling our mandate reflect the integrity and responsibility entrusted to us. Just as our personal values guide our decisions in life, the organizational values outlined in this code are designed to steer the decisions we make in our professional lives.

Public service reputation, workplace ethics, and public trust are not built through directives or policies alone; they are earned daily through the countless actions we take across the country.

To maintain and strengthen our organization’s reputation, each of us must ensure that our actions and decisions align with our organizational values, contributing to our continued success and integrity.

Let us be proud.

Application

This code is effective as of April 2, 2012 and updated on September 23, 2025. It has been developed in fulfillment of the legislative requirementFootnote 1 under the Public Servants Disclosure Protection Act (PSDPA).

The code incorporates our responsibilities under the Values and Ethics Code for the Public Sector and the Directive on Conflict of Interest, which are consistent with our culture and our unique roles and duties. It also provides all employees with guidance on expected behaviours and appropriate conduct as they carry out their duties on behalf of the Department.

The Code applies to all employees of Fisheries and Oceans Canada—regardless of level or position—as a condition of employment. This includes employees on leave, including leave without pay, for the duration of their leave.

All employees are expected to understand and uphold the values and standards set out in the Code. Breaches may result in disciplinary action, up to and including termination. While management is responsible for ensuring the Code is shared and discussed with new and current staff, each employee is ultimately accountable for being familiar with its content.

Part 1: Our Values in Practice

A) Our Values

The following values serve as a compass to guide us in all our actions. They help us understand our expectations and responsibilities within the organization. While they often overlap, they should not be considered in isolation. This code is a key source of guidance, and we are expected to integrate these values into our decisions, actions, policies, and systems. In turn, we can expect to be treated according to these values by our organization.

The departmental values are grounded in the federal public sector values of:

  1. Respect for Democracy
  2. Respect for People
  3. Integrity
  4. Stewardship
  5. Excellence

1. Respect for Democracy

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

At Fisheries and Oceans Canada, respect for democracy means that we align efforts, energy and expertise with government and departmental priorities. It means that we serve the public by providing impartial service and advice that is forthright and free from political influence. We provide the same support to the elected government regardless of who is in office. It also means that we raise concerns with management by using the internal processes available to us.

2. Respect for People

Treating all people with respect, dignity, and fairness is essential to our relationship with the Canadian public and fosters a safe, healthy work environment. This promotes engagement, openness, and transparency. The diversity of our people and the ideas they bring drive our creativity.

At Fisheries and Oceans Canada, respect for people means that we respect human dignity and we carefully consider the impacts of our words and actions on others and adjust our behaviours accordingly.

It means we act with awareness towards the unique values, socio-cultural traditions, knowledge systems, histories, rights and interests of Indigenous Peoples, actively contributing to meaningful reconciliation. This entails active learning, unlearning, and listening to Indigenous voices, while creating space for Indigenous leadership and inclusion. It requires transforming systems and policies to reflect and respect Indigenous ways of knowing and doing. It also involves valuing Indigenous voices, including federal employees, evaluating progress honestly, addressing barriers, and implementing changes with accountability and transparency.

We strive to create an inclusive, respectful and accessible workplace for everyone. This includes showing understanding and providing accommodations for individuals with apparent and non-apparent disabilities, and for anyone who may need support, including all marginalized groups. Our commitment ensures the promotion of mental, psychological, and physical well-being for everyone. Acknowledging and embracing diverse perspectives and practices, as well as cultivating cultural awareness, enables us to interact respectfully with individuals from all backgrounds. We actively speak up against harassment, discrimination or violence in the workplace and avoid any language, gestures, or actions that might belittle, embarrass, or intimidate others. We demonstrate humility and strive to improve our understanding when we inevitably make mistakes. Principles of speaking truth, keeping commitments, and respecting relationships are paramount.

Respect for People means that we respect the need for an appropriate balance between work and personal lives. It also means recognizing and valuing the diverse roles, responsibilities, and contributions of our colleagues, regardless of level or function. We strive to treat one another with professionalism, courtesy, and civility in all interactions, fostering a positive and inclusive work environment. Finally, it means that we adopt behavior and language that promote pride in our work, uphold the reputation of our Department and enhance its corporate image.

3. Integrity

Maintaining honesty, transparency, and accountability in all actions and decisions is essential to building and preserving public trust.

At Fisheries and Oceans Canada, integrity means the way in which we achieve results is as important as the achievements themselves. It means upholding the highest ethical standards in every action, decision and interaction including promoting fairness and ensuring equitable access to opportunities and resources for all employees, regardless of their background or identity.

It means that we prevent and correct situations where there is, or appears to be, favouritism or nepotism and we accept responsibility for our actions and report inappropriate conduct to management to build and maintain trust and accountability. Integrity means that we live up to our commitments within the workplace and with partners, Indigenous Peoples and stakeholders.

We foster a culture of scientific integrity and excellence, as outlined in the Policy on Science Integrity. This includes our commitment to make the best use of available scientific information in the development or co-development, design, conduct, management, review, communication, and application of research. We apply this same rigour when providing science advice and supporting departmental decision-making.

4. Stewardship

Federal public servants are entrusted with using and caring for public resources responsibly, both in the short and long term. How we manage these resources is crucial, as it directly impacts our ability to fulfill our duties effectively and serve the public with responsibility and care.

At Fisheries and Oceans Canada, stewardship means that transparency and fairness is essential in all processes. This applies not only to financial transactions, whether purchasing, contracting, or travel, but also to the responsible use of data, infrastructure, and research investments. All decisions must be conducted in a way that can withstand scrutiny and ensure accountability.

Government assets are to be used solely for official purposes or as explicitly authorized, ensuring that resources are dedicated to serving the public interest and fulfilling the Department's mandate. This practice is crucial for maintaining transparency, accountability, and integrity in the actions and decisions of public servants. By adhering to these principles, government assets are protected from misuse, supporting the efficient and effective delivery of public services. Upholding these standards reinforces public trust and ensures that government resources are utilized in a manner that aligns with the highest ethical and professional guidelines.

5. Excellence

Excellence in designing and delivering public sector policy, programs, and services strengthens trust in government and improves the lives of Canadians. Engagement, collaboration, effective teamwork, and ongoing professional development are essential to fostering a high-performing organization.

At Fisheries and Oceans Canada, excellence means delivering results through innovation, sound science and services to Canadians. It also means ensuring that we, and those for whom we are responsible, reach our full potential in an environment that values equity, inclusion, and diverse perspectives. It involves prioritizing collaboration and consultation with internal and external partners and stakeholders, while upholding our commitment to workplace safety, security, and inclusivity.

B) Workplace Leadership

Everyone is a model for others and, as such, is a leader. No matter where we are or what our role is within the organization, we demonstrate leadership by modeling our behaviour and actions according to this code.

Ethics in the workplace is a shared responsibility—we all have a duty to uphold ethical conduct and to speak up or report when we witness unethical behaviour.

We are expected to:

Supervisors and managers are visible role models, especially for those people who work directly with them, and as such are held to the highest standards. Supervisor and managers lead by example and set the tone for ethical conduct. Their actions establish a foundation of trust and inclusivity which speaks louder than any written code.

Supervisors/managers must demonstrate ethical leadership by:

Ethical leadership is about guiding others with integrity, making decisions based on fairness and transparency, and fostering an environment where respect, accountability, and the well-being of individuals are consistently prioritized.

The Ethical Leadership: Guiding Principles for Managers helps to outline what ethical leadership is and provide guiding principles to help you contribute to DFO’s ethical workplace culture.

C) Examples of Behaviours to Avoid

The organizational values outlined in this code define the expected behaviours. Since we may occasionally stray from these values, it is important to recognize unacceptable behaviours so that we can avoid them. Such behaviours harm the workplace environment and directly impact productivity and employee well-being. Below is a list of examples of behaviours to avoid:

Part 2: Guidelines and Expectations of Conduct

This part of the Code provides specific guidelines related to expected behaviours for certain circumstances. Although not exhaustive, it addresses many situations we face on a daily basis.

1. Care and Use of Government Property

Property, equipment, materials, vehicles or facilities purchased or leased by the Department are owned by the Government and, by extension, the people of Canada. They are to be used for official purposes only, unless we have received management authorization for any other use. In all cases, use must never be for outside business interests or for any other form of personal gain.

We are expected to account for and protect any government property and valuables under our control. If any item is lost, stolen or damaged, we must immediately report it to our supervisor.

Unless we have received authorization by the delegated authority, we must return all government property received as part of our duties when we leave our position, or when we are requested to do so by a proper authority.

Conservation and Protection (C&P) uniformed employees must adhere to the National Policy with Respect to Fishery Officer Uniform Clothing and the Directive on Fishery Officer Uniforms Clothing. These include the proper wearing, maintenance and disposal as indicated in the relevant manual, policy and directive.

Our government-issued credit card must be used for official Fisheries and Oceans Canada business only. We are responsible for its use and for paying the invoice in a timely manner. Please refer to the DFO Directive on Acquisition Cards.

Any knowledge, information or technology created by the Department or by departmental employees, to meet operational requirements must be dealt with in accordance with the guidelines as defined in Intellectual Property in the Public Service. The Fisheries and Oceans Canada Intellectual Property Management Policy and the Fisheries and Oceans Intellectual Property Management Guidelines may also apply.

2. Confidentiality and Use of Information

As employees of Fisheries and Oceans Canada, we uphold our commitment to integrity, accountability, and respect by safeguarding personal and official information in accordance with all relevant legislation, directives, and departmental procedures.

We respect and protect official information by accessing it only when authorized and when it is necessary for our work. We are committed to using this information responsibly and never for personal benefit—whether our own or that of others. In keeping with our values of integrity and accountability, we uphold the accuracy and preservation of records and avoid any actions that could compromise their integrity.

In keeping with our values of honesty, fairness, and respect for privacy, we are committed to gathering and sharing information in a lawful, accurate, and transparent manner. We respect the confidentiality of personal and sensitive information entrusted to us—both during and after our employment—and disclose it only when authorized by legislation, departmental policy, or a court of law. Whether in professional, public, or social settings, we exercise discretion and uphold the trust placed in us, especially when handling confidential matters or conducting investigations and prosecutions.

When we leave the employment of the Department, we do not take with us or retain any official records or documents, including paper documents, electronic or digital information, videos, etc. unless authorized under the Access to Information Act and Privacy Act.

3. Providing Testimony and Information

When called upon to testify in court proceedings or to provide information during an investigation, judicial inquiry, fact-finding meeting, or disciplinary hearing, we are expected to do so in a full and forthright manner. We do not knowingly provide false, misleading, or inaccurate information, and we avoid speculation or personal opinions. Guided by our core values of honesty, integrity, and impartiality, we conduct ourselves ethically and with professionalism—recognizing that our actions in these moments reflect not only on us as individuals, but on the trust placed in the public service as a whole.

4. Electronic Networks Access and Use

The Department’s electronic network supports a wealth of information and is a cost-effective tool for communications, service to the public, departmental visibility, gathering job-related information and much more. We must use the network effectively and be cautious not to expose the Department or ourselves to potential harm.

The electronic network is for official use only. However, limited personal use of the network is permitted, provided it complies with all related legislation, policies and guidelines. This must not affect our productivity or that of our colleagues or impose a storage burden on computer systems.

Examples of acceptable personal use during breaks and lunch time include limited online banking transactions, reading or writing personal emails or surfing the Web on acceptable sites.

Examples of unacceptable activity of the electronic network includes use for private business, personal gain or profit, political activity, sending chain letters or abusive messages, etc.

Remember: access to the electronic network can always be traced back to the user.

For additional information, please consult the Treasury Board Secretariat’s (TBS’S) Policy on Service and Digital and Directive on Service and Digital, as well as DFO’s Monitoring of Network Usage and Employee Acceptable Network and Device Use.

5. Use of Generative Artificial Intelligence Tools

Generative Artificial Intelligence (AI) is a type of AI that produces content such as text, audio, code, videos and images. Content is generated based on information that the user inputs, which consists of “prompts”. It may be used when performing and/or obtaining support for certain tasks, such as writing and editing documents, summarizing information and conducting research.

It is recognized that generative AI may offer many potential benefits to employees in terms of productivity and efficiency. While the most beneficial use of these tools still requires further analysis, employees must exercise cautions, as they can generate inaccurate content, amplify biases and violate intellectual property, privacy and other laws.

Prior to using generative AI tools, to comply with security, transparency and accountability expectations, employees must ensure that their use is consistent with the Government of Canada’s Guide on the Use of Generative Artificial Intelligence.

To be consistent with the Department’s Policy on Science Integrity, these tools are to be used only with human oversight, control, careful review and respect for information security and are not to be used when factual accuracy or data integrity is required. Also, content produced by generative AI must be clearly identified.

Employees are also encouraged to ensure that AI-generated content respects and reflects diverse perspectives, voices, and experiences—especially when working with or about Indigenous Peoples, marginalized communities, and other historically excluded groups. This includes reviewing content for bias or stereotyping, consulting relevant guidance or experts where appropriate, and ensuring the content aligns with the principles of inclusion, cultural sensitivity, and reconciliation.

Sensitive data, including but not limited to protected, classified and/or personal information, can only be entered into tools managed by the Government of Canada and that have been approved by the Department for a given classification level. Entering such information into unapproved tools may result in injury to the Department’s reputation, partners, intellectual property, and other interests.

AI is a rapidly evolving field, and as such, our guidance for employees will continue to develop over time. While we've aimed to be as thorough as possible, there may be considerations that have not yet been identified or included in this document. We will continue to update our guidance as the technology—and our understanding of its implications—advances.

6. Duty of LoyaltyFootnote 2

Public servants have a duty of loyalty to their employer, the Government of Canada, stemming from the public service’s vital role in assisting the duly elected government, within the bounds of the law, to serve the public interest and execute government policies and ministerial decisions. This duty reflects the importance and necessity of an impartial and effective public service to achieve this mission.

Freedom of expression is a deep-rooted value in our democratic system. It is entrenched in the Canadian Charter of Rights and Freedoms (the Charter) and all Canadians, including federal public servants, enjoy this right.

At the same time, the Public Service of Canada is an important national institution, part of the essential framework of Canadian parliamentary democracy. Through the support we provide to the duly constituted government, public servants contribute in a fundamental way to good government, democracy and Canadian society.

As a result, we have unique responsibilities that are part of our conditions of employment. While our right to freedom of expression is protected in the Charter, as public servants, we are also required to be – and to be seen to be – objective and impartial in fulfilling our responsibilities, and to demonstrate loyalty to our employer, the Government of Canada.

Given these responsibilities, employment in the Public Service involves acceptance of certain restraints, one of the most important of which is the use of caution when it comes to making criticisms of the Government. While we are free to question policies, procedures or instructions, we should do so within the appropriate internal channels. When doing so, we must exercise caution in ensuring that our public statements have no impact on our ability – or the perception of our ability – to objectively and impartially perform our duties as a public servant.

As employees of Fisheries and Oceans Canada, making certain public commentary or criticism, such as signing a petition or publicly speaking out against a policy, direction, position or program of our department, could bring into question the real or perceived ability to perform our official duties in a completely objective and impartial manner. In general, the closer our official duties and workplace are to the issue, the greater the risk of our objectivity and impartiality being called into question.

When balancing our right to freedom of expression with the importance of our duty of loyalty to our employer and impartiality of the public service, we should consider the following:

In many circumstances, we can voice our opinions on government positions, policies or decisions. However, in certain circumstances, this balance may only be achieved by limiting our freedom of expression. We must consider these factors and exercise sound judgment before engaging in such activities.

For further guidance, refer to the TBS document entitled Duty of Loyalty.

7. Use of Social Networks

The Department recognizes the importance of the use of social media platforms and actively endorses their use as a communications tool to reach and interact with its employees as well as the public.

However, it is important to remember that social networks are public forums, and the comments and behaviours we exhibit there can become part of the public record. As public servants—particularly those in uniform—we have a heightened responsibility to uphold our organizational values, especially respect for democracy and respect for people. Even when using social media on personal time and from personal accounts or profiles, we are expected to conduct ourselves in a manner consistent with the Values and Ethics Code for the Public Sector and the trust placed in us by the public.

Content such as comments, criticisms, pictures, videos and personal information that we share on these platforms are not private, therefore we must exercise caution in what we say and post, always keeping in mind our duty of loyalty, security of information, the reputation and professionalism of the Department and the Government of Canada, and respect for colleagues.

When using social networks in an official capacity, public servants must adhere to the legislative and policy requirements set by the Government of Canada and their department. Departmental employees engaging in social media, whether for personal or professional purposes, are expected to exercise the same level of thoughtful judgment and decision-making as they would in any other workplace context.

For more information, employees can also consult the TBS document Guidance for Public Servants on their Personal Use of Social Media.

8. Public Comments

As Fisheries and Oceans Canada employees, our public comments can easily be seen by others as the voice of the Department. With this in mind, we cannot publicly comment on the Department’s position on any subject unless it is part of our official duties.

When authorized, before making public comments, we must make every effort to obtain accurate information and facts by consulting with the proper colleagues, partners and/or stakeholders to address sensitivities and not going outside the scope of our knowledge and expertise. We must avoid expressing personal opinions on departmental policies and programs, limiting our public comments to factual information.

As a science-based department, Fisheries and Oceans Canada recognizes that sharing and showcasing science is essential to advancing knowledge and delivering on our mandate. While engaging with the broader scientific community and the public, it is important that we respect legal constraints on information disclosure, follow established departmental procedures, and exercise caution and sound judgment when communicating classified, sensitive, or protected scientific and research information.

All media inquiries must be referred to Media Relations, contacts can be found at Media relations for Fisheries and Oceans Canada.

9. Scientific Integrity

The Department’s Policy on Scientific Integrity has been in effect since 2019. It establishes departmental standards for the development or co-development, design, conduct, management, review, communication and use of research, science, and related activities within the Department. The Policy applies to all employees involved in those activities.

For more information on how the Policy guides science at DFO, please refer to the Policy on Scientific Integrity.

10. Being Impaired / Showing Signs of Impairment

You are not permitted to consume alcohol, cannabis, illegal drugs, or other intoxicants while on duty or while on the premises where the Department conducts its business. Exceptions may be permitted on certain occasions involving responsible alcohol consumption, such as during special events like a diplomatic reception. This must be authorized by senior management. Being impaired or showing signs of impairment due to drugs or alcohol is not tolerated.

In addition, you must report for work fit for duty and remain so during the entire work period, free from the adverse effects of alcohol, cannabis, illegal drugs, opioids, and any other legal, controlled or illegal drugs or intoxicants.

As an employee, you are required to:

If you are concerned about substance dependence, information and help is available through the Employee Assistance Program (see Annex I for contact information).

If you become aware of substance use in the workplace that may be hazardous to your health or safety and/or that of your colleagues, you must advise your supervisor. This is required in accordance with section 126(1)(g) of the Canada Labour Code that states: “While at work, every employee shall report to the employer anything or circumstance in a work place that is likely to be hazardous to the health or safety of the employee, or that of the other employees or other persons granted access to the work place by the employer.”

Fishery Officers must also refer to section 13.2 (Fishery Officer Conduct).

11. Respect and Courtesy When Serving and Dealing with Internal and External Clients

At Fisheries and Oceans Canada, our roles often involve working with both internal and external clients, partners, and stakeholders. While these interactions can sometimes be challenging, all employees—including those in uniform—are expected to maintain professionalism and respect at all times. This includes during periods of personal stress or when facing provocation. Under no circumstances should we make abusive, threatening, insulting, offensive, or provocative statements or gestures toward—or about—another person.

Similarly, we can expect to be treated with respect by our clients, partners and stakeholders. In circumstances when this is not the case, and where appropriate, we can request the other party(ies) to remain respectful. In most cases, we can even postpone an interaction to a later time, when tempers have cooled.

Interactions with external stakeholders are an important part of our work. If you experience or witness behaviour from external stakeholders that is disrespectful, inappropriate, or harassing, you are encouraged to follow the guidance outlined in the Policy on Workplace Harassment and Violence Prevention. This policy provides information on how to raise concerns and access support while ensuring your well-being and protection from reprisal.

Your appearance at work might not directly affect the quality of your service, but it can affect how clients respond to you or the department. Your appearance should reflect the professional image of the department and be appropriate for the job that you do.

As many departmental employees wear uniforms and work with easily identifiable government assets (such as vessels, vehicles, or facilities), we are more visible and may encounter challenging client interactions from which we cannot withdraw. This is especially true when carrying out unwelcome activities, such as addressing fisheries violations or explaining unpopular decisions. To help manage these situations effectively, training is available to enhance conflict management skills, enabling employees to handle difficult circumstances with professionalism and resilience.

Please refer to Part 3, Section 7, Relationship/Partnership with External Partners Stakeholders regarding possible situations of conflict of interest when working with external partners and stakeholders.

12. Off-duty Conduct

Off-duty conduct is usually considered a private matter. However, it could become a work-related matter if itFootnote 3:

As Public Service employees, we must consider the impact of our actions even outside the hours of our employment. Off-duty activities may sometimes reflect on both the Department and the Government of Canada and affect the confidence and respect of the public.

Please note: Employees who are bound to the workplace for extended periods of time (i.e. in the field, research vessels) will find that the line between “on-duty” and “off-duty” becomes blurred. In these circumstances, we should be mindful of the public perception of our actions; the public does not distinguish whether we are on-duty or off-duty.

13. Fishery OfficerFootnote 4 Conduct

As Fishery Officers we are, and continue to be, subject to the Code in its entirety. The following standards of conduct are supplementary to all other expectations of behaviour already listed in this Code and are intended to clearly articulate the additional standards that apply to Fishery Officers.

Fishery Officers carry out the Department’s enforcement mandate and are a key contact group between the Department and the public. The professional and personal activities of Fishery Officers, as law enforcement / peace officers, reflect on the department and the Government of Canada. As such, as Fishery Officers we are expected to always conduct ourselves, both on and off duty, in a manner which will not discredit the Department. This also means that we must respect human dignity and carefully consider the impact of our words and actions on all individuals we engage with, whether in the course of our work or while carrying out our enforcement duties and functions.

As Fishery Officers we shall:

13.1 Demonstrate the highest standard of observance of the laws, including those that we are accountable for enforcing, and refrain from engaging in conduct that may adversely affect, or be perceived to adversely affect, the performance of our duties and our dealings with other law enforcement agencies. We shall inform our supervisor without delay should we be arrested, detained, or charged with any criminal offence or for a violation of the laws that we are accountable for enforcing.

13.2 Not perform our duties under the influence of alcohol, cannabis or any other impairing substances, and not to consume alcohol, cannabis or any other impairing substances while in uniform, whether on duty or not, or while on duty, whether in uniform or not as per Conservation and Protection’s (C&P’s) Directive on the Use of Alcohol, Cannabis and Other Impairing Substances. The sole exception shall be that alcohol may be consumed at a special event when in ceremonial uniform with prior authorization by a fishery officer at least one rank senior to the most senior fishery officer attending the special event. Under no circumstances will impairment due to the consumption of alcoholic beverages or cannabis or any other impairing substances be tolerated. If we take any medication that may impair our ability to discharge our duties, we shall inform our supervisor prior to reporting for duty.

13.3 Take reasonable steps to avoid conflicts of interest, as defined for all employees in Part 3 of this code. We shall:

Part 3: Conflict of Interest

A) Definitions

Conflict of interest: a situation in which a public servantFootnote 5 has private interests that could improperly influence the performance of their official duties and responsibilities or in which a 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 it is the case, and a potential conflict of interest could reasonably be foreseen to exist in the future.

According to the Federal Court of Appeal in ThreaderFootnote 6, the existence of an apparent conflict of interest must be determined by the following question: Would an informed person, viewing the matter realistically and practically and having thought the matter through, think it more likely than not that the public servant, whether consciously or unconsciously, will be influenced in the performance of their official duties by considerations having to do with their private interests?

In the public service, the appearance and perception of a conflict of interest is as important to manage as a real conflict of interest.

Conflict of duties: a conflict that arises, not because of a public servant’s private interests, but as a result of 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.

Third party: any individual, group, or organization external to the Government of Canada, such as a private individual, a business, a society, an association, or a university.

B) Prevention of Conflict of Interest

This section outlines the conflict of interest and post-employment requirements. These requirements are grounded in and serve to uphold our values. By upholding these ethical standards, we conserve and enhance public confidence in the honesty, fairness and integrity of the public service.

We 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 public service. With the permanent and pervasive nature of information technology, public servants should be particularly sensitive to real, apparent or potential conflicts of interest that may arise from messages and information transmitted via the Internet and other media.

It is impossible to foresee every situation that could give rise to a real, apparent or potential conflict of interest. When in doubt, we should refer to the requirements set out in this code to guide appropriate action. We can also seek guidance from our manager or the Values and Ethics Office.

In addition to the requirements outlined in this Code, we are also required to observe any specific conduct requirements contained in the statutes governing our department and our profession, where applicable.

Ultimately, each one of us is responsible for preventing, avoiding and mitigating our conflict of interest situations.

C) General Responsibilities and Duties

Our general responsibilities and duties include:

  1. Taking all possible steps to recognize, prevent, report, and resolve any real, apparent or potential conflicts of interest between our official responsibilities and any of our private affairs;
  2. Unless otherwise permitted in this Code, refraining from having private interests, which would be unduly affected by government actions in which we participate, or of which we have knowledge or information;
  3. Not knowingly taking advantage of, or benefiting from, information that is obtained in the course of our duties that is not available to the public;
  4. 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;
  5. Not assisting private entities or persons in their dealings with the government where this would result in preferential treatment of the entities or persons;
  6. Not interfering in the dealings of private entities or persons with the government in order to inappropriately influence the outcome;
  7. Maintaining the impartiality of the public service and not engaging in any outside or political activities that impair or could be seen to impair our ability to perform our duties in an objective or impartial manner;
  8. Ensuring that any real, apparent or potential conflict that arises between our private activities and our official responsibilities as a public servant is resolved in the public interest.

D) Conflict of Interest During Employment

In order to prevent and deal with situations of conflict of interest during employment, we are required to report in writing to the Values and Ethics Office, using the DFO Conflict of Interest (COI) Declaration Form, all outside activities, assets and interests that might give rise to a real, apparent or potential conflict of interest in relation to our official duties. Such a report is to be made within 60 days of our initial appointment or any subsequent appointment, transfer or deployment. This must be done in consultation with our manager.

Employees must regularly review their obligations under this code and whenever a major change occurs in their personal affairs or official duties. If a real, apparent, or potential conflict of interest exists, they must promptly inform the Values and Ethics Office by submitting a DFO COI Declaration Form. Additionally, employees must report any conflicts of interest annually through the Performance Management Agreement.

1. Personal Assets

We are required to evaluate our personal assets (ex: ownership in businesses, investments in regulated industries, self-directed investments and family interests that could be influenced by government decisions, etc.) taking into consideration the nature of our official duties and the characteristics of our assets. If there is any real, apparent or potential conflict of interest between the carrying out of our official duties and our assets, we are to report this matter to the Values and Ethics Office in a timely manner.

Where the Values and Ethics Office determines that any of these assets results in a real, apparent or potential conflict of interest in relation to our official duties, we may be required to divest those assets, or to take measures to resolve the conflict. We may not sell or transfer assets to family members or anyone else for the purpose of circumventing the compliance requirements.

The types of assets that should be reported and the procedures for reporting and managing such assets are set out in the Treasury Board Secretariat’s Standard on Preventing and Resolving Financial Conflicts of Interest.

For example, if we work in a section of the Department where we are involved in developing policies that will affect the fishing industry and we own publicly-traded securities in that same industry, we need to report these assets for review by the Values and Ethics Office.

2. Outside Employment or Activities

We may engage in employment outside the public service and take part in outside activities unless the employment or activities are likely to give rise to a real, apparent or potential conflict of interest or would undermine the impartiality of the public service or our objectivity.

After discussing with our manager, we are required to complete a DFO COI Declaration Form and submit it to the Values and Ethics Office when our outside employment or activities might subject us to demands incompatible with our official duties, or cast doubt on our ability to perform our duties or responsibilities in a completely objective manner. The Values and Ethics Office may require that the outside activities be modified or terminated if it is determined that a real, apparent or potential conflict of interest exists.

The outside activities listed below have significant risks of placing us in a real, apparent or potential conflict of interest with respect to our official duties as employees of Fisheries and Oceans Canada. If we participate in any of these activities, we must discuss them with our manager and report it to the Values and Ethics Office for review.

2.1 Fisheries and Oceans Canada Programs or Activities
2.2 Commercial Activities Related to Fisheries

During the assessment of this possible conflict of interest, the following criteria will be used to determine the nature of our duties and our visibility related to this activity:

2.3 Boards of Directors

Serving on a board of directors—whether as part of your official duties or in a personal capacity—may present a conflict of interest, especially if the organization’s mandate overlaps with or opposes that of Fisheries and Oceans Canada, or if it has dealings with the Department. If you participate on an external board, you may be required to complete the Board of Directors Assessment Tool. It is your responsibility to ensure that any outside appointments are appropriately managed and that any potential conflicts of duties are resolved in the public interest.

2.4 Contracting with the Government of Canada

If we receive a benefit or income either directly or indirectly from a contract with the Government of Canada, we are required to report such contractual or other arrangements to the Values and Ethics Office. The Values and Ethics Office will determine whether the arrangement presents a real, apparent or potential conflict of interest, and may require that the contract be modified or terminated. For more information, please consult the TBS Guide to Mitigating Conflicts of Interest in Procurement.

2.5 Adjunct Professorship

Adjunct professors are at all times employees of the Department and must continue to adhere to the values and expected standards of behaviour outlined in the Code. Given that this role may expose the Department and the Government of Canada to research security risks, university affiliation must not be used or leveraged to engage in activities that could create a real, potential, or perceived conflict of interest with public service duties. Any such situations must be promptly declared to the Values and Ethics Office to ensure adherence to ethical obligations and to uphold the integrity of DFO’s work.

Activities such as adjunct professorships, guest lecturing, and collaborative research with other scientists, academic institutions, or private sector organizations can present potential conflicts of interest, regardless of whether a formal appointment exists. These engagements—while often associated with adjunct roles—are not exclusive to them and may arise informally. In all cases, it is important to recognize that such activities can pose both conflict of interest and research security risks. These activities must be disclosed and appropriately managed in accordance with departmental policies and procedures.

2.6 Research Security

Research security is a shared responsibility and an essential part of upholding our commitment to ethical conduct and safeguarding public trust. Employees play an active role in identifying and mitigating potential security risks and must take appropriate steps to ensure that departmental research, activities, and assets are protected.

Canada’s Policy on Sensitive Technology Research and Affiliations of Concern (STRAC) aims to mitigate risks associated with sensitive areas of technological advancement, such as artificial intelligence, biotechnology, and cybersecurity. This specifically targets organizations involved in research to ensure national security is not compromised. While the Policy on STRAC is one element, research security extends beyond sensitive technologies and can include areas such as partnerships and collaborations, data and intellectual property, publications, funding arrangements, cybersecurity, and physical security.

3. Political Activities

Part 7 of the Public Service Employment Act (PSEA) recognizes our right, as public servants, to engage in political activity so long as it does not impair, or is not perceived to impair, our ability to perform our duties in a politically impartial manner.

“Political activities” are defined in Part 7 of the PSEA as:

The Public Service Commission (the PSC) is responsible for safeguarding the political impartially of the Public Service and has the sole authority for granting permission to public servants to be a candidate in a federal, provincial, territorial or municipal election. The PSC may grant permission only if it is satisfied that the employee's candidacy during the election period will not impair, nor be perceived to impair, their ability to perform duties in a politically impartial manner.

3.1 Candidacy

In accordance with Part 7 of the PSEA, we are required to seek and obtain permission from the PSC before becoming a candidate or seeking nomination in a federal, provincial, territorial, or municipal election. We should also seek guidance from the Values and Ethics Office, who serve as the departmental Designated Political Activities Representative, on the process of requesting permission.

3.2 Non-candidacy

Examples of non-candidacy political activities are:

While in uniform, or visibly representing the Department, we shall not attend political gatherings or participate in any political activity. For further examples and guidance, please consult the PSC’s website.

If we are considering involvement in non-candidacy political activities, we should seek advice from our manager and/or the Values and Ethics Office, before acting. We should also refer to the Public Service Commission’s webpage on political activities.

If we wish to engage in a political activity not covered by Part 7 of the PSEA that could constitute a conflict of interest, we are required to report the proposed activity to the Values and Ethics Office who serve as the Department’s Designated Political Activities Representative.

Similarly, if we are subject to this Code but not subject to Part 7 of the PSEA, including casual and part-time workers, and wish to engage in any political activity that could constitute a conflict of interest, we must report the proposed activity to the Values and Ethics Office.

3.3 Holding a Position of Office in and/or Volunteering for First Nation Band Councils

Holding a position of office and/or volunteering in a First Nation band council is not considered a political activity under Part 7 of the PSEA. However, given the mandate of the Department, there may be instances when these types of outside activities could place us in a real, apparent or potential conflict of interest. If we participate in any of these activities, we must discuss it with our manager and if this participation could place us in a situation of real, apparent or potential conflict of interest, we must report it to the Values and Ethics Office for review.

The nature of our position (i.e. regulatory role, visibility, decision-making power, extent and nature of dealings with the First Nation band, area of work coverage, etc.) will be key in the assessment of whether or not there is a real, apparent or potential conflict of interest between our official duties and these outside activities.

4. Gifts, Hospitality and Other Benefits

4.1 Acceptance

We are expected to use our best judgment to avoid situations of real, apparent or potential conflict of interest by considering the following criteria on gifts, hospitality and other benefits while adhering to the overall principals outlined in this code.

We must not accept any gifts, hospitality or other benefits that may have a real, apparent or potential influence on our objectivity in carrying out our official duties and responsibilities or that may could create the perception of obligation to the donor. This includes activities such as free or discounted admission to sporting and cultural events, travel or conferences.

Although the normal expectation is that we do not accept gifts, hospitality or other benefits, it is permissible:

Soliciting or accepting a commission, reward, advantage or benefit of any kind from a person who has dealings with the Government, without obtaining the required written consent, is an offence under the Criminal Code as well as a serious breach of this code. This could be interpreted as a bribe.

For further information on the acceptance of gifts, please consult the departmental Guidelines on the Acceptance and Solicitation of Gifts, Hospitality and Other Benefits.

4.2 Situations Where it May be Impossible to Decline a Gift, Hospitality or Other Benefit

We are to seek written direction from the Values and Ethics Office where it is impossible to decline gifts, hospitality or other benefits that do not meet the principles set out above, or where it is believed that there is sufficient benefit to Fisheries and Oceans Canada to warrant acceptance of certain types of hospitality.

4.3 Honoraria

When we participate in events (speaker at a conference, panel, etc.) in our official capacity, we do not accept any form of honorarium, regardless of whether such participation was during work hours or not.

4.4 Travel Offers from a Third Party

In the course of our duties, we may receive offers from stakeholders other institutions (e.g., university or research organization) to cover travel-related costs when we are called upon to collaborate with them or are invited to a conference as a speaker or guest.

If a third party offers to pay or reimburse the costs related to our travel, we must assess whether the offer poses a risk of real, apparent, or potential conflict of interest, or may have, or give the appearance of having, influence on our objectivity in carrying out our official duties. We must also ensure that the acceptance of the offer would not contravene any legal, financial or policy requirements. Accepting any offer of funded travel from a third party is unacceptable when:

If management decides that there is a benefit to, and a value added for, the Department in our attending such an event, a departmental source funding should be identified to cover the cost of the travel.

5. Solicitation and Fundraising

Apart from fundraising for officially supported activities as the Government of Canada Workplace Charitable Campaign (GCWCC), we may not solicit gifts, hospitality, other benefits or transfers of economic value from a person, group or organization in the private sector who has dealings with the government. When fundraising for such official activities, we must obtain prior written authorization from the Level 2 delegated authority, as outlined in the Delegation of Human Resources Authorities Instrument, to solicit donations, prizes or contributions in kind from external organizations or individuals.

Similarly, if an outside individual or entity, with whom Fisheries and Oceans Canada has past, present or potential official dealings, offers a benefit to the Department such as funding for an event or a donation of equipment, we are to consider whether any real, apparent or potential conflict of interest exists, and obtain the consent in writing of our Regional Director General (RDG) or Assistant Deputy Minister (ADM) to accepting any such benefit. Consent will be provided in consultation with the Values and Ethics Office, as the delegated authority to provide direction as to whether gifts, hospitality are to be declined or retained by the Department, donated to charity, or disposed of.

The delegated authority may require that the activities be modified or terminated where it is determined that there is a real, potential or apparent conflict of interest or an obligation to the donor.

At Fisheries and Oceans Canada, we must consult the departmental Guidelines on Fundraising and Solicitation in the Workplace for acceptable related activities and conduct.

6. Avoidance of Preferential Treatment

We are responsible for demonstrating objectivity and impartiality in the exercise of our duties and in our decision-making, whether related to staffing, financial awards or penalties to external parties, transfer payments, program operations or any other exercise of responsibility.

This means that we are prohibited from granting preferential treatment or advantages to family, friends or any other person or entity. We are not to offer extraordinary assistance to any entity or persons already dealing with the government without informing our supervisor and obtaining their support. We also are not to disadvantage any entity or persons dealing with the Government because of personal antagonism or bias.

Providing information that is publicly accessible is not considered preferential treatment.

For example, while it is acceptable to mentor someone regarding general principles in staffing when we are not part of the staffing process, we cannot provide someone with information not generally available to others. We must inform our supervisor of a file that involves a person or entity with which we have a personal relationship (i.e. contract, recruitment, transfer payment, collaboration, etc.) and we must not be responsible for such a file.

We must never use our official identification, title or authority to obtain personal benefit, to exert influence, to obtain or appear to obtain any privilege, favour for ourselves or others, or to do anything that is illegal, improper or against the best interests of the public we serve or the Department. This would be a clear case of misconduct.

Employees involved in recruitment and hiring must carry out all stages with integrity and impartiality. We are expected to act professionally and ethically, in accordance with the terms and conditions of employment, relevant agreements, delegation instruments, and applicable legislation. If we have a personal relationship with a candidate or any connection that could suggest a conflict of interest, we must inform our manager or staffing advisor and recuse ourselves to ensure fairness in the hiring process.

7. Relationship/Partnership with External Partners and Stakeholders

As public servants, we are called upon to have dealings with a variety of partners and stakeholders. It is important to be, and to be perceived as being, impartial and objective in all our dealings with our partners and stakeholders, and to remember that we represent the Department and the Government of Canada. Care must be taken to keep our relationships with partners and stakeholders professional and to avoid any real, apparent or potential conflict of interest, especially if these become recurring and longstanding.

In a number of small communities, Fisheries and Oceans Canada form a visible and significant part of the community. In such cases, it may be a greater challenge for us to keep our professional and personal lives separate. Maintaining our professional demeanour in public fora and assessing the impact of our personal behaviour on our professional duties becomes especially important in these circumstances.

7.1 Consultation and Negotiation

In our role as public servants, we are often called upon to lead, manage and participate in consultations with diverse partners and stakeholders, either bilaterally or in multi-partner/stakeholder forums.

There are occasions when, as public servants, we are called upon to be negotiators, with other levels of government, Indigenous partners and other various stakeholders:

8. Reporting Relationships

Given that as supervisors we are expected to be unbiased and fair in managing our team, a reporting relationship between family members, friends or any one that we have a close, personal relationship with outside of work is a real conflict of interest and should be avoided since it creates the appearance of preferential treatment. The closeness and visibility of the relationship are considered factors in determining the extent to which the definition of family may be applied. For instance, close personal relationships that may not satisfy the legal definition of family but may contribute to a perception of preferential treatment should also be avoided in reporting relationships.

It is our responsibility to identify situations where we may be in a situation of potential conflict of interest and to take measures to avoid the conflict of interest. In cases where it is impossible to avoid the conflict of interest, management should consult with the Values and Ethics Office to assign certain management responsibilities regarding the reporting employee (performance assessment, leave approval, financial approvals, etc.) to another supervisor, and/or take other administrative measures to address the conflict of interest.

E) Conflict of Interest Before and After Leaving Employment

This section contains requirements for preventing post-employment conflict of interest situations before and after leaving Fisheries and Oceans Canada.

We all have a responsibility to minimize the possibility of real, apparent or potential conflict of interest between our most recent responsibilities within the federal public service and our subsequent employment outside the public service.

For example, if in our current duties we have significant dealings with an outside stakeholder, it is important not to benefit or appear to benefit from that relationship to obtain future employment with said stakeholder.

Before leaving our employment with the public service, we are to disclose our intentions regarding any future outside employment or activities that may pose a risk of real, apparent or potential conflict of interest with our current responsibilities and discuss potential conflicts of interests with our manager and/or the Values and Ethics Office.

The sole fact of rehiring a former public servant does not necessarily present a conflict of interest. In fact, in some cases, it might be the most cost-efficient way of dealing with short-term or specific recruitment needs. However, management should ensure good human resources planning, avoid preferential treatment, and respect policies and guidelines.

1. Post-Employment Limitation Period When in Designated Positions

At Fisheries and Oceans Canada, all executive (EX) positions are designated for post-employment limitation. In addition, the Deputy Minister can designate other positions based on their level of risk for post-employment conflict of interest situations. Such designations are to be communicated to potential and current employees.

If we occupy these designated positions, we are subject to a one-year limitation period after leaving employment with the federal public service. Before leaving and during this one-year limitation period, we are to report to the Values and Ethics Office all firm offers of employment or proposed activity outside the public service that could place us in a real, apparent or potential conflict of interest with our public service employment. We are also immediately to disclose the acceptance of any such offer.

Specifically, we may not, during this one-year period after leaving the federal public service, without the authorization of the Deputy Minister via the Values and Ethics Office:

  1. Accept appointment to a board of directors of, or employment with, private entities with which we had significant official dealings during the period of one year immediately prior to the termination of our service. The official dealings in question may either be directly on our part or through our subordinates;
  2. Make representations to any government organization on behalf of persons or entities outside of the public service with which we had significant official dealings, during the period of one year immediately prior to the termination of our service. The official dealings in question may either be directly on our part or through our subordinates; or
  3. Give advice to our clients or employer using information that is not publicly available concerning the programs or policies of the departments or organizations with which we were employed or with which we had a direct and substantial relationship.

2. Waiver or Reduction of Limitation Period

Should we be offered a position that could breach one or more of the three items listed above, we must apply to the Values and Ethics Office for a written waiver or reduction of the post-employment limitation period. To do so, we are to provide sufficient information to the Values and Ethics Office to assist the Deputy Minister in making a determination as to whether to grant the waiver taking into consideration the following criteria:

  1. the circumstances under which the termination of services occurred;
  2. our general employment prospects;
  3. the significance to the government of information we possessed by virtue of our position in the public service;
  4. the desirability of a rapid transfer of our 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 us;
  6. the authority and influence we possessed while in the public service; and/or
  7. any other consideration at the discretion of the Deputy Minister.

Part 4: Resolution of Values and Ethics Issues

The guidelines set out in this code are not intended to respond to every possible ethical issue that might arise in the course of our daily work. When these issues arise, we are encouraged to discuss and resolve these matters with our manager in a timely manner. We can also seek advice and support from the Values and Ethics Office.

We are all expected to resolve issues in a fair, respectful and timely manner and consider informal processes such as dialogue or mediation. If necessary, formal recourse such as grievances may also be used.

As provided by Sections 12 and 13 of the Public Service Disclosure Protection Act (PSDPA), if we have information that could indicate a serious breach of this code, we can bring this matter to our immediate supervisor, the departmental Senior Officer for Disclosure, or the Public Sector Integrity Commissioner.

When faced with an ethical dilemma, the following decision-making steps can assist us in determining an appropriate course of action. We should ask ourselves the following questions:

  1. What is difficult about this situation?
  2. Is what I want to do legal and consistent with guidelines, policies and this code?
  3. Is what I want to do consistent with our departmental values?
  4. What are the consequences and impacts of the possible actions and decisions? Do they in any way impact my ability, real or perceived, to do my job effectively and impartially?
  5. Have I asked for advice from an independent, trusted person or service?
  6. How would the media, my management or the public perceive the situation if my actions were reported on the front page of a newspaper?
  7. Am I comfortable with the decision I am about to make?

Although this code sets standards of behaviour for all employees of Fisheries and Oceans Canada, they are not all-inclusive. The absence of a specific standard of behaviour does not mean that an action is condoned and consequently it may still be subject to disciplinary measures up to and including termination of employment.

Always remember that you are responsible for your choices and actions.

Part 5: Resources and Contacts

Any questions related to this code can be discussed with our manager or supervisor. For additional guidance concerning this code, please contact the Values and Ethics Office at DFO: DFO.ValuesandEthics-Valeursetethique.MPO@dfo-mpo.gc.ca.

Office of the Ombuds

The Ombuds provides a safe place for all persons working at Fisheries and Oceans Canada to voluntarily raise, discuss and explore options to constructively resolve work-related issues.

The Ombuds reinforces a workplace culture that focuses on values, respect, teamwork, fairness, civility, responsibility and accountability.

Informal Conflict Management Services

Conflict management provides employees and managers with a confidential, neutral forum in which to discuss and resolve workplace conflicts before initiating a formal process, or after putting a formal process on hold to attempt to resolve the conflict informally.

For general information about Informal Conflict Management Services, please consult the Frequently Asked Questions.

Senior Officer for Internal Disclosure

The Senior Officer for Internal Disclosure helps promote a positive environment for disclosing wrongdoing and deals with disclosures of wrongdoing made by public servants of their organization as per the Public Servants Disclosure Protection Act (PSDPA). The Senior Officer for Internal Disclosure is responsible for supporting the Deputy Minister in meeting the requirements of the PSDPA.

For information or to make a disclosure please contact: DFO.DisclosureOffice-BureauDivulgation.MPO@dfo-mpo.gc.ca.

Employee Assistance Program (EAP)

If we find ourselves needing mental health support, including if we are in a distressing situation, we have access to the Employee Assistance Program, which also includes services for immediate family members.

This program can assist with your concerns such as relationship challenges, work life balance, occupational stress including exposure to traumatic incidents, work difficulties (such as conflict, dealing with change), etc. It is important to speak to our supervisor, manager or other advisors if challenging situation that could affect our professional relationships or performance at work.

The EAP is accessible 24 hours a day, 7 days a week at: 1-800-268-7708.

Harassment & Violence Prevention and Resolution Centre

If you feel you have experienced or witnessed an incident of harassment and violence, or if you have concerns regarding your workplace, you can contact the Centre for a private consultation no matter your role, level or situation.

Contact: DFO.HarassmentViolenceCenter-CentreHarcelementViolence.MPO@dfo-mpo.gc.ca.

Accessibility Secretariat

The Accessibility Secretariat is dedicated to fostering an inclusive and accessible workplace that embodies values such as respect, fairness, diversity, and accountability while advancing accessibility within the public service.

To report on barriers experienced, or any matter related to accessibility please contact: DFO.AccessibilitySecretariat-SecretariatdelAccessibilite.MPO@dfo-mpo.gc.ca.

Union Representatives

Assistance for represented employees is also available from our respective union representatives.

Part 6: Reference Documents

The following is a list of references that relate to the Fisheries and Oceans Canada Values and Ethics Code of Conduct. It is by no means exhaustive, but it includes the most relevant material.

Acts and Regulations

Access to Information Act
Canada Labour Code
Criminal Code of Canada
Financial Administration Act
Public Servants Disclosure Protection Act
Public Service Employment Act
Public Service Labour Relations Act
Privacy Act
Accessible Canada Act

Fisheries and Oceans Canada Policies and Guidelines

Boards of Directors Assessment Tool  
Values and Ethics Office
Policy on Science Integrity
Guidelines on the Acceptance and Solicitation of Gifts, Hospitality and Other Benefits
Guidelines on Fundraising and Solicitation in the Workplace
Intellectual Property Management Guidelines
Intellectual Property Management Policy
Using Acquisition Cards (Finance and Administration 101)
Policy on Workplace Harassment and Violence Prevention

Treasury Board Policies and Directives

Directive on Acquisition Cards  
Directive on Conflict of Interest
Policy on Transfer Payments
Directive on Service and Digital
Policy on Service and Digital
Values and Ethics Code for the Public Sector
Policy on Communications and Federal Identity
Key Leadership Competencies

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