Corporate Legal

Policies and Corporate Legal

P5 – Ethical Behaviour

Originator: Vice President – Finance and Administration
Approver: President’s Council
Effective: April 21, 2015
Replaces: May, 2010

1. Preamble

RRC Polytech is proud of its reputation as an excellent institute of post- secondary education. Successfully retaining this reputation requires ethical behaviour at every level of operation.

Our business partners, donors, alumni, governmental agencies, potential employers of our students and the public in general expect and demand relationships based on integrity and trust.

The College believes its corporate responsibility extends beyond the statutory obligation to comply with legislation. All employees are expected to exhibit a commitment to integrity and professionalism.

Policy P2 – Public Interest Disclosure, Whistleblower Protection outlines the steps required by the Public Interest Disclosure (Whistleblower Protection) Act to report significant, serious unethical behaviour. The College believes this Act is a minimum standard of conduct.

This policy is meant as a guide to help employees to act in an ethical way and make ethical decisions when the answers are unclear.

2. Policy

It is the policy of RRC Polytech that employees will engage in ethical behaviour. It is incumbent upon any member of the College community who becomes aware of Unethical Behaviour as defined by this Policy to make disclosure of such information. There will be no reprisal when such a disclosure is made in good faith.

3. Definitions


Reprisal – any action an employee believes has been taken against them because he has disclosed or co-operated in an investigation of Unethical Behaviour. Reprisal could include a hostile work environment, unfair changes to employment conditions, discipline, demotion or other unwanted actions.


Unethical Behaviour – Dishonest or ethically questionable activity. Knowledge of Unethical Behaviour that goes unreported may be of itself Unethical Behaviour.

4. Application

Guide to Ethical Behaviour


Employees need to make a sincere and honest evaluation before taking action. The following questions can be given thought when evaluating an ethical position:

  1. Is this action legal?
  2. Does this action reflect the College’s Statement of Values?
  3. Is this the right thing to do?
  4. Is this the appropriate thing to do considering all of the circumstances?
  5. Would it appear to a reasonable observer that it is the right thing to do?
  6. Would I want others to know about my actions in this matter?
  7. What would the public response be if this action attracted media attention?
  8. Did I talk to the right people before acting?
  9. Is this consistent with standards of conduct, or code of ethics of my professional designation?


Employees are encouraged to speak to their supervisor, the Director – Human Resources Services, Corporate Counsel, or the Vice President of Human Resources & Sustainability when making decisions regarding the ethics of a situation. These resources are available to all employees in a confidential manner.

Reporting Unethical Behaviour


It is incumbent upon College employees who become aware of Unethical Behaviour to make a disclosure. Procedures for this disclosure can be found in policy P6 – Disclosure, Consequences and Responsibilities.


If an employee believes that there has been a reprisal due to their disclosure of Unethical Behaviour, the employee may seek redress by means of the Collective Agreement or the Terms and Conditions of Excluded Staff.

RRC Polytech campuses are located on the lands of Anishinaabe, Ininiwak, Anishininew, Dakota, and Dené, and the National Homeland of the Red River Métis.

We recognize and honour Treaty 3 Territory Shoal Lake 40 First Nation, the source of Winnipeg’s clean drinking water. In addition, we acknowledge Treaty Territories which provide us with access to electricity we use in both our personal and professional lives.

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