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  1. The Government of the Northwest Territories (GNWT) is entrusted with the delivery of public services and the protection of the public interest. In view of the importance of this trust, it is essential that GNWT employees adhere to high ethical standards that maintain and foster public confidence.
  1. The purpose of the Code is to clarify activities that may constitute a conflict of interest and identify standards of conduct that apply to public servants both during and after their employment with the GNWT, ensuring continued public confidence.


  1. These guidelines apply to all employees of the Government of the Northwest Territories’ Departments and Agencies, except the Northwest Territories Power Corporation.


  1. Code means the Code of Conduct for the Government of the Northwest Territories Public Service.
  1. Conflict of interest may exist where there is a potential, perceived, or  actual incompatibility between an employee’s duties and their personal interests, or those of their immediate family or a friend. These interests can include, but are not limited to, financial interests including investments and business involvements; illegal activity; outside employment; service, either voluntary or paid, on a board, council, committee or other organization; as well as personal relationships, including those with immediate family and friends.
  1.  The Oath of Office and Secrecy confirms employees’ commitment to work as a public servant and to the protection of confidential information expected of every government employee. A public servant’s duty to maintain information confidentiality continues to apply after their employment ends.
  1.  Administrative Fairness means conducting the processes of government with fairness, equitability, and transparency, in abidance with applicable rules of order. It is the responsibility of employees to reflect the GNWT’s commitment to administrative fairness and to apply these standards in decision-making, service-delivery, and in the other processes of government.


  1. All public servants share the responsibility of maintaining a high level of integrity in the public service; and the GNWT must foster an environment where employees feel comfortable discussing conflict of interest issues or concerns without fear of reprisal.
  1. Employees must disclose, in writing, to their Deputy Head, any work-related or private business, commercial, personal, or other interests that might be perceived to conflict with their duties, as outlined in the Code.
  1. Employees must conduct themselves and perform their duties according to the principles of Administrative Fairness and according to the standards set out in the Code. Applying the principles of administrative fairness builds and reinforces confidence in government, both among the public and for employees, thereby enhancing the GNWT’s ability to deliver services and perform for residents.
  1. The Code is a condition of employment and employees are expected to comply both on and off duty. Employees who fail to do so may be subject to disciplinary action up to and including dismissal.


  1. All employees shall receive a copy of the Code of Conduct when hired. As outlined in the Code, public servants must read and sign the Oath of Office and Secrecy.
  1. Employees in management and supervisory positions are required to complete training in administrative fairness and its application in decision-making, service-delivery, and the other processes of government. Educational and training resources will be provided to all employees during employment on-boarding and made available for reference and use during employment. Employees will be regularly advised of their responsibility to consider and apply the principles of administrative fairness in the performance of their duties.
  1. Employees must obtain written approval from their Deputy Head before engaging in any outside activity or engaging in political activity or other provisions outlined in the Code. If permission is denied, written rationale will be provided to the employee.
  1. Where a Deputy Head denies an employee’s request under the provisions of the Code, the employee has the right to request a review of that decision to the Deputy Minister responsible for the Public Service Act. In the case of public servants employed under the Deputy Minister responsible for the Public Service Act, a review request can be made to the Secretary to Cabinet.
  1. Should an employee not agree with any decisions or actions taken as a result of the application of the Code, the employee may pursue the grievance process contained in the appropriate collective agreement or the Public Service Act.
  1. Complaints from the public about employees' conflicts (i.e., outside activities) will be referred to the appropriate Deputy Head. Deputy Heads are responsible for follow-up to complaints from clients or the public.



Public Service Act
Section 34, Political Partisanship

Public Service Regulations
Section 41-47, Grievances
Section 48, General
Section 49, Restricted Employees
Section 50, Restricted Employees, Mayor of Municipality
Section 51 (Schedule A), Oath of Office

Collective Agreement with UNW
Article 8, Restriction on Outside Employment

Collective Agreement with NWTTA
Article 24, Extraneous Duties and Outside Employment

Senior Managers' Handbook
Conflict of Interest

Excluded Employees' Handbook
Conflict of Interest

Financial Administration Manual
765 – Hospitality and Gifts

GNWT Public Service Code of Conduct

Oath of Office and Secrecy

Declaration of Outside Activity Form