Chapter 3: Post–employment measures
Objective
The objective of these measures is to establish rules of conduct regarding post employment.
Overall responsibility
Without unduly restricting their ability to seek other employment, former Parks Canada employees should undertake to minimize the possibility of real, apparent or potential conflicts of interest between their new employment and their most recent responsibilities within the Agency. Before leaving employment, all Parks Canada employees should disclose their intention of future employment and discuss potential conflicts with their supervisor.
Application
The overall responsibility cited above applies to all Parks Canada employees covered by the Code .
The measures that follow apply specifically to those Parks Canada employees staffed in Parks Canada executive positions (PCX) or their equivalents as well as PCX minus 1 and PCX minus 2 positions and their equivalents.
The Chief Executive Officer may designate other positions as being subject to these measures (where the position involves official duties that raise post–employment concerns), or exclude positions from the application of the post–employment measures (when the official duties of these positions do not raise concerns for post employment). Before doing this, the Chief Executive Officer must consult the appropriate bargaining agent, if applicable.
Before leaving office
Parks Canada employees must disclose, in a Code of Ethics Report to their Human Resources Manager, all firm offers of employment that could place them in a real, apparent or potential conflict of interest situation. They must also immediately disclose the acceptance of any such offer.
Limitation period
Former Parks Canada employees shall not, within a period of one year after leaving office:
- Accept appointment to a board of directors of, or employment with, entities with which they personally, or through their subordinates, had significant official dealings during the period of one year immediately prior to the termination of their service;
- Make representations for, or on behalf of, persons to any department, agency or organization with which they personally, or through their subordinates, had significant official dealings during the period of one year immediately prior to the termination of their service; or
- Give advice to their clients using information that is not available to the public concerning the programs or policies of the Agency, departments or organizations with which they were employed or with which they had a direct and substantial relationship.
Reduction of limitation period
The Chief Executive Officer has the authority to reduce or waive the limitation period of employment for a Parks Canada employee or former Parks Canada employee. Such a decision should take into consideration the following:
- Circumstances under which the termination of their service occurred;
- General employment prospects of the Parks Canada employee or former Parks Canada employee;
- Significance to the government of information possessed by the Parks Canada employee or former Parks Canada employee by virtue of that individual's position in the Parks Canada Agency;
- Desirability of a rapid transfer of the Parks Canada employee's or former Parks Canada employee's knowledge and skills from the government to private, other governmental or non–governmental sectors;
- Degree to which the new employer might gain unfair commercial or private advantage by hiring the Parks Canada employee or former Parks Canada employee; and
- Authority and influence possessed while at the Parks Canada Agency, and the disposition of other cases.
Exit arrangements
The Chief Executive Officer must ensure that a Parks Canada employee who is intending to leave the Parks Canada Agency is aware of these post–employment measures.
Reconsideration
A Parks Canada employee or former Parks Canada employee may apply to the Chief Executive Officer for reconsideration of any determination regarding his/her compliance with the post–employment measures.
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