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Introduction
As employees of the Communications Security Establishment Canada (CSE), it is important that we protect and safeguard Canada’s national security, information, networks and resources. We take pride in knowing that the work we do makes a difference in the lives of Canadians as we contribute to a safer and stronger Canada.
As CSE employees, we must ensure that our actions comply with legislation, rules and policies. We maintain a high standard of conduct in everything we do to demonstrate that we can be trusted to protect CSE’s and Canada’s interests. Upholding the law is essential to our role. Failure to uphold these standards could have a negative impact on the workplace and on the security of CSE and its personnel. It could also jeopardize our employment and our ability to maintain our security status and/or clearance.
To fulfill CSE’s mission, we require a valid security status and/or clearance. We accept that for CSE to deliver on its mission and programs, we must demonstrate responsible conduct in our professional and personal lives. Our honesty and trustworthiness to protect CSE’s interests and loyalty to Canada will be assessed by security for the duration of our employment with CSE. We understand that access to sensitive information, assets or facilities is a privilege, not a right.
Objective and application
The CSE Values and Ethics Charter defines our organization’s key values and includes CSE’s policies on conflict of interest and disclosure of wrongdoing. These guide us in our day-to-day work and decision-making. The CSE Code of Conduct (the Code) expands upon these values to outline specific and practical expectations for our conduct and behaviour as representatives of CSE and the Government of Canada. Think of the CSE Values and Ethics Charter as a moral compass and the Code as a guide on how we are expected to conduct ourselves in the workplace and—as applicable—in our personal lives.
Failure to abide by the Code may result in administrative or disciplinary measures, up to and including termination of employment.
Adhering to the Code is a condition of employment for all employees and students (including indeterminate and term employees, employees posted abroad, employees on leave without pay, employees on secondment or interchange, and casual workers), regardless of position or level. Other individuals working at or visiting CSE—such as contractors, integrees and visitors—must also respect the spirit of the Code.
CSE leadership (in other words, executives, managers, supervisors and team leaders) is accountable for ensuring appropriate behaviour in the workplace and play a crucial role in fostering a safe, healthy and respectful work environment. They achieve this by consistently embodying CSE’s values and taking accountability for their decisions and actions, which are expected to be fair and objective. Failure to uphold these standards can significantly impact CSE’s culture, as well as employee behaviour and well-being. As such, our leaders are held to high standards and are expected to serve as ethical role models for their teams. This includes appropriately exercising their authority and effectively addressing workplace issues and instances of misconduct.
Although the Code prescribes principles and standards of conduct for CSE employees, it is not exhaustive. The absence of a specific standard of conduct does not mean that an action is condoned. We are all expected to understand and abide by the legislation, policies and procedures relevant to our responsibilities.
A breach of the Code occurs when we fail to meet the expected standards of conduct. Such a breach may result in disciplinary measures and/or a re-evaluation of our security status and/or clearance.
By adhering to the Code, we strengthen our workplace’s cultural values and contribute to fostering a healthy and respectful work environment. This builds trust among colleagues and public confidence in CSE. We can also expect to be treated in accordance with these values by our colleagues and management.
This Code does not override any policy, guideline or standard set by CSE or the Government of Canada. In cases of conflicting information, existing CSE or Government of Canada policies, guidelines or standards take precedence over the provisions outlined in this Code.
Definitions
Harassment and violence are defined as “any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation, or other physical or psychological injury or illness to an employee, including any prescribed action, conduct, or comment.”
Discrimination involves treating someone differently or unfairly because of a personal characteristic or distinction. There are 13 prohibited grounds for discrimination under the Canadian Human Rights Act: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.
A personal relationship includes a social, emotional, romantic, sexual or family relationship, including marriage or a common-law partnership or civil union, between two CSE employees, or between a CSE employee and a contractor or other individuals working at or for CSE.
Expected standards of conduct
The following section provides a general overview of the expected standards of conduct that everyone working at and for CSE is required to follow. CSE is an organization that prides itself on its commitment to diversity and support its workforce. This starts with each one of us demonstrating civility, respect, integrity, stewardship and professionalism every day.
We are required to become familiar with the expected standards of conduct, to understand their meaning, to seek guidance when required, and to make judgments on the potential present and long-term consequences of our actions before deciding how to proceed.
Civility and respect
a. Prevention of harassment, violence and discrimination
Every day, we work with people with diverse cultures, backgrounds and identities. It is our collective responsibility to foster a culture of inclusivity, with equal opportunities and fair treatment for all employees. We demonstrate our commitment to civility and respect by consistently choosing behaviours and language that support a safe, healthy and respectful workplace.
All employees are entitled to work in an environment that is free of harassment (including sexual harassment), violence, discrimination and retaliation. We strongly condemn any discriminatory or hateful behaviour. There is no tolerance for any form of harassment, violence, discrimination, inappropriate behaviour or biased conduct, including actions or statements that promote hate, violence, racism, sexism, homophobia, transphobia, ableism, or any other prejudice or intolerance.
We recognize the diverse identities, experiences and perspectives of our colleagues and strive to behave in a way that respects these differences. We understand that our colleagues may face multiple forms of discrimination or marginalization due to factors such as race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, or disability. We do not make assumptions or generalizations based on any singular aspect of a person’s identity, acknowledging the complexity of their lived experiences.
We are expected to foster a work environment where everyone feels safe every day. Displaying sexually suggestive images; making sexual advances, jokes or comments; commenting on someone’s appearance or body; pressuring someone into a romantic or sexual relationship; and persistently pursuing someone or making remarks about their gender or sexual orientation are all forms of sexual harassment.
Our communication is inclusive and affirming of colleague’s identities and experiences. We aim to understand and address intersecting identities respectfully and empathetically. By being mindful of our language and actions, we can contribute to a respectful environment where everyone feels valued.
b. How we treat each other
Treating all people with respect, dignity and fairness is fundamental to fostering a safe, healthy and respectful work environment that promotes engagement, openness and transparency. The diversity of our people and the ideas they generate are the source of our innovation. We always treat each other with respect and consideration. We do not tolerate any behaviour that is not conducive to an inclusive, equitable, diverse and respectful workforce.
We must be tactful and respectful in our interactions with others, including those whose opinions differ from ours. This applies to both online and in-person interactions. Offering and accepting constructive feedback, as well as actively contributing to team goals, are key components of respectful behaviour.
We allow others to determine for themselves how much personal information they wish to share at work or outside of the workplace, and we respect their need for privacy, both in person and online. This includes maintaining the confidentiality of others by not affiliating them with CSE or sharing personal information about them without their consent. Additionally, we are mindful not to overshare personal or sensitive details about ourselves that others may not want to hear. We respect their boundaries and comfort levels.
We understand that people have different preferences for personal space and boundaries, and we strive to respect these preferences. Unless required as part of our job (for example, IT support, cleaning, maintenance), we do not touch our colleagues’ personal belongings without their permission.
We also ensure that our work area does not display items that could reasonably be considered controversial, offensive or distracting to others.
Ultimately, we must conduct ourselves in a manner that builds and maintains good and collaborative relationships with our colleagues, partners and clients.
c. Respectful communication
A safe, healthy and positive workplace is rooted in effective communication. We must always communicate in a way that demonstrates mutual respect.
To help ensure that our interactions with others are conducted respectfully, we must be mindful of our tone and language, and of how our message may be perceived. This includes not making derogatory or inappropriate comments, jokes or remarks, and not using offensive or inappropriate language.
We maintain a work environment where both official languages can be used on a daily basis. We respect and encourage others to use the official language of their choice.
We must also be mindful of our non-verbal communication, such as facial expressions and gestures. Non-verbal behaviour can send a stronger message than spoken words. Thoughtful communication helps to create an inclusive environment, especially for those who may process communication differently. We must respect diverse manners of expression, recognizing that people experience and interact with the world around them in different ways.
As a diverse organization made up of employees with unique perspectives, backgrounds and experiences, it is important to acknowledge that our interactions may be influenced by our individual beliefs. We must remain respectful when communicating with people who hold differing views. Everyone is expected to actively engage with others, to seek to understand their position without interrupting, and to behave in a just, courteous and reasonable manner.
d. Internal networking tools
CSE’s internal networking tools and platforms are meant to promote collaboration to fulfill work objectives and enrich CSE’s culture, and to support our work functions and activities.
During online CSE-sanctioned events, we encourage constructive dialogue by using the chat feature responsibly and by expressing thoughts and opinions respectfully, understanding that our views may differ from others.
We must maintain the same level of respect and professionalism online as we do in person. All behaviours outlined in this Code must also be followed when using CSE’s classified and unclassified networking tools.
We must ensure that our online interactions demonstrate good judgment and that we engage in respectful communication when using internal networking tools. This includes not using these tools to comment negatively on individuals or groups of individuals. We are expected to adhere to this requirement on all CSE platforms, tools, blogs and restricted-access chatrooms, classified or unclassified.
We must consider how the content we post may be perceived by others and not rely solely on our intent.
Raise workplace concerns directly and respectfully to a manager or to the person or team responsible for the concern being raised. We are always respectful and constructive when challenging, questioning or expressing our views on business-related issues. Our online communication should reflect a work environment that promotes well-being, safety and inclusion.
At its discretion, management may monitor the use of CSE’s internal public networking platforms. Content considered inappropriate may be removed, and further action may be taken when required.
e. Interactions with public and internal/external partners
Our obligation to interact with others in a civil and respectful manner extends to our interactions with the public and our partners, including third party personnel, contractors, students, integrees, academia partners, other government departments and the Five Eyes community.
Inappropriate or disrespectful behaviour may pose a reputational risk to CSE. As such, our interactions with our professional partners must be rooted in respect, compassion and collaboration. Courteous, prompt, sensitive and professional service to the public and external partners reflects well on CSE and on the Government of Canada as a whole.
Integrity and stewardship
f. Financial management
As CSE employees, we are entrusted to use and care for public resources. To fulfill this responsibility, we must adhere to sound financial management practices to maintain public trust and uphold the integrity of CSE.
We follow established procedures and reasonable standards of care when accounting for, safeguarding and using government money, credit cards, assets or any other item with a financial value. We use and safeguard CSE’s resources responsibly and with the appropriate approvals. We are expected to make the most effective and prudent use of resources entrusted to us, ensuring efficiency and accountability.
We must only exercise financial authorities for which we have proper delegation and training.
Before approving commitments and certifying expenditures, we must conduct a careful review and exercise due diligence. This includes following financial policies, procedures and tools provided by CSE, as per the Financial Administration Act.
We must not purposely bypass or circumvent financial and administrative controls. In addition, we must ensure that we have the necessary documentation for financial transactions and expenditures such as travel expenses and purchases of goods and services to ensure transparency, accountability and compliance with financial delegation obligations.
We must provide fair and accurate costing and expenditure information for decision-making processes within CSE.
It is important to follow fair, open and transparent contracting practices, in line with the Government of Canada. This includes obtaining all necessary oversight, approvals, documentation and budgeting before submitting a new procurement request or amending an existing contract.
In addition, any contracting situations that could create an apparent, potential or real conflict of interest, or that could involve risks related to employer-employee relationships, must be disclosed promptly. Proper mitigation procedures must be followed, in collaboration with the Contracting and Procurement team and the Ethics Office.
We must not claim benefits for ourselves or others without valid entitlement. Additionally, we are responsible for promptly reporting any overpayments or other payment errors or inconsistencies.
g. Confidentiality and exposure of information
As a signals intelligence and cyber security organization, it is paramount that we safeguard information and assets effectively to protect classified and sensitive data. The exposure of sensitive information can put the safety of our colleagues and the public at risk and pose a serious threat to national security.
CSE is committed to maintaining a high standard of integrity and trust. We understand the importance of safeguarding confidential information to uphold the trust of Canadians, our clients and our partners. This dedication is integral to our success and reputation.
This includes not taking information classified above “Protected B” home with us without proper authorization and safeguards, and not discussing classified information around people who do not have a “need-to-know.”
We are entrusted with maintaining strict confidentiality on all non-public and classified information, including policies, programs, practices and procedures, as well as personal data accessed as part of carrying out our duties. It is our responsibility to securely protect, collect, handle, store, transmit and dispose of information, regardless of its format. We understand that CSE works in an open and shared space. As such, we apply the “need-to-know” principle with those around us and ensure that sensitive conversations cannot be overheard. We also ensure that sensitive and confidential conversations take place in areas with the appropriate clearance.
Furthermore, we must adhere to relevant legislation, directives and procedures governing the handling of protected or classified information. This includes properly classifying and safeguarding documents, and promptly reporting any unauthorized access of files to our management. We must only access the information that we need to perform our duties.
h. Electronic network access and use
We are required to adhere to the policies, directives and guidelines pertaining to the use of electronic devices on the CSE network.
When using CSE’s computer systems, equipment or software, we must take necessary precautions to safeguard against any potential security threats. This includes preventing:
- accidental or intentional destruction of data and equipment
- disclosure of sensitive information or access credentials
- theft
- and corruption
- exposure to viruses.
We must also receive the appropriate approvals before travelling outside Canada with a CSE-issued device.
If we become aware of any information security breaches, we must promptly report them to our management for further action.
Any information accessed, stored, sent or received through CSE’s electronic networks is subject to routine monitoring. Although all personal information breaches within CSE systems are handled and addressed appropriately, we cannot expect privacy when visiting websites or sending e-mails while connected to CSE’s network, regardless of whether the information is personal or related to CSE business.
When using artificial intelligence (AI) tools tools to carry out our work duties, we are accountable for adhering to the CSE principles for AI ethics and other applicable policies and procedures.
i. Hours of work
We are expected to work our full hours. This includes adhering to our telework agreement, schedule and approved work location. We must inform our management of changes to our regular scheduled work hours.
We must follow the established procedures when requesting a change in our regular work schedule, as permitted under the Collective Agreement, terms and conditions of employment, and applicable policies. This includes submitting leave requests in a timely manner and requesting leave only for its intended purpose. In the case of absences from work because of illness or an emergency, we advise our management as soon as possible and inform them, where possible, when we expect to return to work. Management retains the right to request a medical note.
Professionalism
j. Care of use of CSE property and assets
We are responsible for the effective and appropriate use of CSE’s property and assets while conducting our official duties. This includes safeguarding all property in our possession and control, and ensuring it is properly used, stored and maintained.
We must adhere to safety and security standards, rules and procedures for workplace and equipment usage. We must not engage in behaviour that could lead to injury or property damage.
Additionally, we should be considerate of others by using shared resources responsibly. This includes parking spaces, designated bike and scooter areas, and gym equipment. Whenever we use CSE property, whether for work-related tasks or personal activities, we must demonstrate cleanliness, order and respect for our shared spaces.
If any item is lost, stolen or damaged, we must report the incident promptly to our management and to the team responsible for the item.
k. Consumption of intoxicants and smoking
We are expected to report to work fit to perform our duties, not under the influence of intoxicants that may impair our judgment or ability to work safely and effectively. This extends to times when we are on standby for duty.
Impairment can lead to the compromise of sensitive information, which may endanger the safety and security of our colleagues and the public, posing a potential threat to national security. At a work-related event where alcohol may be consumed, we are expected to demonstrate an appropriate level of restraint when consuming intoxicants to prevent impairment. Failure to prevent impairment at a work-related event could result in the re-evaluation of our security status and/or clearance.
If we smoke or use smoking devices, we do so during breaks only and not inside any building where CSE conducts its business. We must comply with all applicable laws, bylaws and building restrictions related to smoking in the workplace or in public spaces.
l. Personal relationships
We are expected to maintain professionalism in our interactions with others and must not engage in behaviour that could disrupt our healthy, safe and respectful work environment. Personal relationships in the workplace must not interfere with job performance, negatively impact workplace culture, or create tension or conflict among coworkers. All personal relationships and interactions should be respectful and should not detract from overall workplace productivity or morale.
We have a responsibility to disclose to management a personal relationship that could lead to an apparent or real conflict of interest in the workplace, as defined under the CSE Values and Ethics Charter. Management may implement measures to mitigate conflict of interest situations related to personal relationships.
m. Social media
As CSE employees, our duty of loyalty extends to our personal activities. It is important to remember that we are public servants and must uphold Canada’s democratic principles at all times. This includes remaining politically non-partisan. Therefore, we must exercise caution when making public comments, expressing personal opinions or taking actions that could damage CSE’s reputation or public confidence in our organization or the Government of Canada.
We must use sound judgment to ensure that our personal and professional use of social media does not compromise CSE’s reputation, its protected information, or our working relationships with our colleagues, key partners and clients.
More importantly, given CSE’s unique mandate, we have exceptional considerations beyond those of most government departments. We must be mindful that foreign-based actors may seek out and leverage our public comments to carry out activities that negatively impact Canada. We must actively prevent this by exercising caution and discretion in our communication.
As such, when using social media, we:
- are mindful of our duty of loyalty and remain non-partisan do not disparage CSE, its employees or the Government of Canada
- do not discuss work-related issues, problems or matters
- do not comment on matters of current political controversy when the statement or action may create a conflict with the duties of our position at CSE
- recognize that only authorized CSE spokespersons can issue statements or make comments about CSE’s position on a given subject
- are cautious when referencing CSE to avoid being misconstrued as representing the organization’s position
- exercise caution when posting pictures, videos and information consider CSE’s reputation, internal and external working relationships, and possible risks to the safety of individuals and colleagues
n. Off-duty conduct
We are expected to exercise good judgment in both our personal and professional lives, including
- personal social media use
- outside employment
- political activities
- authorized government travel all interactions outside of the workplace
Off-duty conduct can become a work-related matter if it negatively impacts CSE or other CSE employees. Engaging in bullying, harassment or other inappropriate behaviour towards a colleague outside of work premises, during personal time, or on external social media is unacceptable and could be considered off-duty misconduct.
Since we must maintain our security status and/or clearance, discretion is important. We may need to demonstrate restraint in our personal behaviour to prevent the disclosure of sensitive information or to avoid any actions that may negatively impact our reputation or that of CSE.
When we can be identified as CSE employees outside of work (for example, during our commute or lunch break), the public may associate our off-duty actions with our on-duty roles. CSE’s reputation depends on our professionalism both at work and outside of work.
We are therefore expected to refrain from engaging in off-duty conduct that could
- be considered a serious breach or infraction of the Criminal Code of Canada
- be harmful to CSE’s reputation
- make it difficult for CSE to manage its operations efficiently or to direct its workforce
- render us unable to perform our duties properly
- reasonably lead other employees or potential candidates to refuse or be reluctant or unable to work with CSE
Any arrests, detentions or charges—within or outside Canada—are considered a change in personal circumstances and must be reported to security immediately. We must also report any conduct that may represent a security risk to CSE.
We have a responsibility to disclose our outside activities or employment so that any potential conflicts of interest can be evaluated, as defined under the CSE Values and Ethics Charter.