Is objectionable or unwelcome conduct with moderate impact, which may or may not have intent to cause harm and has a negative effect on the work environment or individual(s).

A confidential, no fee, counselling, work-health-life support, advisory, coaching and information service for employees and their families. This service provides mental, social, and financial wellbeing support. Visit calgary.ca/efap or myCity for options to access EFAP online or call 1-877-700-1424.

Is any single significant incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying or action by a person that the person knows, or ought reasonably to know, will or would cause offence or humiliation to an individual and/or a negative effect an individual’s health and safety.

A Leader means a person who is in a position of directing employees and/or work relating to any City Workplace, project, contract, or volunteer operation.  They have job titles such as City Manager, General Manager, Director, Chief, Manager, Deputy, Leader, Supervisor, Captain, Team Lead, Superintendent, Foreman, Lead Hand, Coordinator or similar.  This includes those temporarily acting in a Leader role or has been delegated a Leader’s duties. 

One that promotes employee well-being and actively works to prevent psychological workplace injuries. Psychological workplace injury is a negative emotion or stress reaction following exposure to a single or multiple workplace incident(s) resulting in a medical diagnosis.

A substance is any chemical or biological matter with a particular set of characteristics (including but not limited to alcohol, cannabis, legal/illegal drugs, and medication) that have known mind/mood altering and/or motor function altering effects on the human body.

Whether at a Workplace or work-related, Violence means the Threatened, attempted, or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, and includes domestic or sexual Violence.

Any location where City work is being or may be conducted including work-based social gatherings. A workplace can include City buildings, vehicles, off-site meetings, customer sites and telework locations.

Dear Code of Conduct,

My doctor has prescribed a new medication for a medical condition I have. One of the side effects of this medication is that it makes me feel quite sleepy, especially when I haven’t eaten for a while. As a City Bus Operator, I am required to “be on my toes” and alert while driving a City vehicle in heavy traffic and interacting with citizens using the transit system. Do I need to tell my supervisor every time I’ve taken my meds?

– Sleepy when Hungry

Dear Sleepy when Hungry,

I’m glad you asked – sometimes people think our Substance Use Policy only applies to illicit or illegal drugs but it can be any substance that affects your performance or ability to be safe.

For your protection, and to protect the safety of citizens, City employees must:

• Arrive in a condition fit for work.
• Remain fit for work at all times while on City business.

Inform your supervisor if you know your medication might impair your ability to drive your bus safely and effectively. If you are unsure whether you are fit for work, talk to your supervisor as soon as you can. They will likely contact a Corporate Health Consultant for guidance. If it’s believed to be unsafe for you to work, your supervisor will see if he or she can temporarily accommodate you so you can still work.

In both safety-sensitive and non-safety-sensitive roles, employees who take prescription or over-the-counter medication must advise their leader of any potential side effects that could impact their ability to work safely. You do not need to disclose the actual medication(s) you are taking or why you are taking them

Dear Code of Conduct,

My team leader suggested disabling a safety device (dead man’s switch) to speed up work. I know meeting our timelines is very important but I don’t feel the new process is safe. What should I do?

– Concerned about Safety

Dear Concerned about Safety,

Under provincial Occupational Health and Safety (OHS) legislation, employees have an obligation to refuse unsafe work. Disabling a safety device violates OHS legislation. If at any time you feel that something isn’t safe, you should speak to your leader immediately and/or contact your Safety Advisor immediately. Details of how this process works at The City are set out in our Occupational Health & Safety Policy. Do the right thing - speak up.

Dear Code of Conduct,

I am planning to meet up with some friends for a beer before I start my shift. Is that okay?

– Thirsty before Work

Dear Thirsty,

The answer is ‘it depends.’ If you hold a ‘safety-sensitive’ position you cannot be under the influence of alcohol, hallucinogenic or mind-altering substances at work. Even one beer puts you in this category. If you are not in a safety-sensitive position, the answer is different. You may be able to have a beer as long as you are able to report to your shift ‘fit for work.’ Use sound judgment on whether having a drink would affect your work. I would advise you to see if your business unit has any restrictions around the use of alcohol before you schedule the meet up. If you don’t already know, you may want to ask your supervisor if they are aware of a specific rule in your business unit.

Dear Code of Conduct,

I overheard a co-worker threaten another employee. I have approached the employee to get her to report it but she refused because she’s scared. What should I do?

– Concerned Co-worker

Dear Concerned Co-worker,

If you are concerned for your colleague there are a number of options available to you to communicate this concern. First, consider talking to your leader who may be able to look into the situation further. You can also contact Corporate Security or talk to the HR Business Partner in your business unit.​