We know that there are serious consequences for breaching the Code. We uphold the law and our standards.
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We strive for excellence through quality assurance, continual improvement, diligence, and focus on service and compliance. We are professional. We work together to create healthy workplaces by interacting with civility and respect, embracing diversity and inclusiveness, and making efforts to ensure people feel heard and valued. We do this to support the physical and psychological health, safety, and well-being of all CRA employees, managers, and executives. We show respect. We look for mutually beneficial solutions, support each other in "doing the right thing", appropriately share information, and engage in meaningful consultations, reflection, and dialogue.
We collaborate. We are the CRA , and this is how we work. It describes the values, and guides the conduct of all federal public servants.
The full VECPS , featuring the values of respect for democracy, respect for people, integrity, stewardship, and excellence, forms part of this CRA Code of integrity and professional conduct Code. Employment at the CRA requires that we become familiar with this Code, the VECPS , and the Directive on conflict of interest, gifts and hospitality, and post-employment , and abide by them — both in letter and in spirit.
These terms and conditions of employment support us in doing the right thing. No code can be all encompassing, and situations may arise that are not addressed specifically in the Code. If you find yourself in a dilemma, or have a question about what to do, or how to act, you do not have to face such situations on your own. Start by reviewing this Code.
It links to a number of integrity resources, including relevant laws and policy instruments, as well as a CRA -specific Model for integrity-based decision making. Then discuss the issue with your manager. Our mission is to administer tax, benefits and related programs and to ensure compliance on behalf of governments across Canada, thereby contributing to the ongoing economic and social well-being of Canadians.
What you need to know
Few things erode public trust faster than employee misconduct, or the perception that employee misconduct has not been managed appropriately. Consequences and corrective actions play an important role in safeguarding CRA integrity. The Agency takes misconduct very seriously. Consequences of misconduct are based on the severity of the incident, and its impact on trust both inside and outside the Agency. Misconduct can result in disciplinary measures, up to and including termination of employment.
Every day we affect the lives and well-being of others through how we interact, and make decisions. We enhance public trust when we deliver results, behave ethically, go the extra mile, ask questions, create, and innovate. Public trust strongly influences the voluntary compliance on which our tax administration is built, helping us to achieve our mission in a sustainable way. We work together to foster a culture of integrity. We build trust from the inside out, starting with each other.
We balance clear rules with strong values, and align our decision-making and our actions with those rules and values. Our culture is about everything we do, and how we do it, bringing out the best in our organization, the best in us, and in our work, practices, and relationships. It is vital to our success as an organization. The personal example of leaders — including executives, managers, supervisors, team leaders, and anyone in a position of influence — speaks louder than any code.
By demonstrating tone at the top, leaders create healthy and respectful workplaces, which set employees up for success. Leaders can also access topics and information to encourage integrity discussions by consulting Discussing Integrity at the CRA. The CRA Integrity Framework Framework incorporates everything we do to optimize security, trust, health, productivity, and sustainable success.
The Framework illustrates the scope and complexity of protecting Canada's tax administration. It reinforces that safeguarding integrity is a shared responsibility, and strengthens integrity management. CRA leaders have a duty to set the right Tone at the top through exemplary conduct, and must:. We share an obligation to protect and strengthen our culture of integrity by never concealing or condoning misconduct, and by respectfully challenging behaviour that does not reflect our rules or our values.
There are a number of options to support us in fulfilling these obligations. If you observe or are aware of any act of misconduct, you are obliged to report it and can do so without fear of reprisal.
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Taking reprisal against an employee who reports misconduct, or directing someone else to do so, is itself considered a serious form of misconduct. If founded, it will be subject to discipline. If you observe behaviour that does not reflect our rules or values, seek advice from your manager. You can also contact Internal Affairs and Fraud Control Division or the CRA anonymous internal fraud and misuse reporting line to report fraud or misuse of Agency information, resources, or assets.
It also provides protection to them against reprisal when they do so. The Internal Disclosures Policy allows you to bring forward information concerning wrongdoing at the CRA , and ensures that you are treated fairly and are protected from reprisal. Before making a disclosure, please consult the Internal Disclosures Procedures to ensure that you follow the important protocols. Access to any CRA or taxpayer information, assets, or property is a privilege, not a right.
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This access is determined on a need-to-know basis, and can therefore vary even among individuals who work in the same program area, or who perform the same duties. In order to achieve our mandate, taxpayers and benefit recipients must trust that we will protect their private information, and that we carry out our work in the public interest. We must also protect employee information, CRA proprietary information, government property or valuables, and any taxpayer property that is in our possession or control.
We all agree to uphold the public trust when we swear or affirm the Oath or affirmation. This affirmed commitment continues even after an employee leaves the CRA. If the security of CRA information is compromised, it must be reported immediately.
Caught Between Conscience and Career
We are committed to respecting the privacy and protecting the confidentiality of all information held by the CRA. The CRA takes steps to prevent, and detect any unauthorized access or unauthorized disclosure of taxpayer information, and we take this responsibility very seriously. You must only access, process, store, modify, or handle taxpayer information for work-related purposes, and in the way specified by the CRA. It could also result in the reassessment or revocation of your reliability status and security clearance. The Office of the Privacy Commissioner, and the individual whose information was disclosed could be also notified.
You may only access, handle, use, process, modify or store personal or proprietary information required to perform your duties for example, to conduct an audit, take a collections action, or manage a staffing process and in the way specified by the CRA for example, respecting the security designation on the file such as "confidential", or "Protected B". You are prohibited from removing, hiding, changing, damaging, manipulating, or destroying, any official information, record, or document. You are also prohibited from copying or making public any official information, record, or document without express authorization from your manager.
All personal or proprietary information of taxpayers, benefit recipients, third-party providers for example, contractors and suppliers , and CRA employees must be protected in accordance with applicable legislation, such as the Income Tax Act , Excise Tax Act , and the Privacy Act , and kept in strictest confidence. This requirement includes, but is not restricted to, books and records electronic or physical , and financial instruments. The public also has the right to formally ask for and obtain copies of CRA documents through an access to information request, or a personal information request.
There are serious consequences for anyone who destroys, alters, falsifies, or conceals documents requested as part of an access to information ATI request, with the intent of denying access. For more information, please see Section If you receive a subpoena, court order, or other legal document instructing you to provide information to an investigator, or to provide access to CRA information systems, documents and records to the extent such access is legally permitted , advise your manager immediately.
Your manager will consult with the delegated manager or program authority, and will guide you through the appropriate steps. Failure to do so may attract disciplinary measures. The law permits authorized managers to access tax information to supervise, evaluate, or discipline an employee. For example, a supervisor may conduct a review of files an employee has worked on to assess the quality of the work.
This access is strictly limited to information that is relevant to the purpose. Upon approval from the appropriate management level, an employee may also use relevant tax information to challenge a performance evaluation or disciplinary action. We work together to protect CRA and government of Canada property. This includes, but is not restricted to, computers including laptops and other electronic devices , telephones, software, electronic and paper files, documents and data, office equipment and supplies, video equipment, telecommunications devices, ID cards, vehicles, buildings, and other physical premises.
5 Problem Employees and What You Can Do About Them
CRA and Government of Canada property, assets, valuables, and equipment. You may only use government owned or leased property, assets, valuables, and equipment for official purposes, unless you have pre-authorization for personal use. If any items are lost, stolen, or damaged, advise your manager right away.