Manitoba Government Code of Conduct

Part A: Manitoba Government Code of Conduct

Expected Behaviours

Employees demonstrate the values for an ethical public service through their actions and behaviours. The following section outlines expected behaviours of employees, in which these values are embedded. These behaviors are also derived from the values for both ethical and effective public service in The Public Service Act.

The Code does not attempt to set rules addressing every situation. In cases where appropriate conduct is unclear, it is the employee's responsibility to seek the advice and direction from their supervisor.

Citizen-Centred Service

Employees are accountable for the programs and services provided to Manitobans. Employees must ensure contact with the public is reliable, courteous, and respectful, and that all Manitobans have equal access to goods and services. This includes recognizing and affirming the Treaty rights of Indigenous peoples in the Constitution, and advancing reconciliation with Indigenous peoples as laid out in the Reconciliation Strategy. The Path to Reconciliation Act, Accessibility for Manitobans Act and Accessibility Standards, Manitoba Government Accessible Customer Service Policy, Diversity and Inclusion Policy, French Language Services Policy, Respectful Workplace Policy: Addressing and Preventing Sexual Harassment, Harassment and Bullying, and The Human Rights Code provide further information on providing citizen-centred service.


Employees must maintain the confidentiality of information gained, in any form as a result of their work, and ensure that the privacy of individuals and their information is maintained, including after the employment relationship ends. Information that is not generally shared with the public should not be disclosed or commented on, including to the media or on social media. Employees must be aware of, and observe the confidentiality provisions of the Oath or Affirmation of Office Regulation, The Freedom of Information and Protection of Privacy Act (FIPPA), The Personal Health Information Act (PHIA), and the Use of Technology Policy Statement that governs digital conduct.

Conflict(s) of Interest

As outlined in the Conflict of Interest Policy, employees must resolve any conflict between their official duties and their personal or private interests, in favour of the public interest. This includes outside employment and volunteer activity, as well as the interests of immediate family, friends, and relatives.

On and Off-Duty Conduct

To maintain public confidence, whether on or off-duty, employees are expected to obey all laws, and carry out their duties in accordance with legislative requirements, government policy, and directives. When off-duty, employees are expected to use discretion to ensure that any personal activities do not bring disrepute to the Manitoba government, which includes activities or actions that could negatively affect the government's interests, property, security, reputation, or employee health and safety. Further information is included in policies such as Criminal Charges, Oath or Affirmation of Office Regulation, Conflict of Interest, Respectful Workplace Policy: Addressing and Preventing Sexual Harassment, Harassment and Bullying, Diversity and Inclusion Policy, and Use of Technology Policy Statement.

Performance Standards

In order to provide quality services and programs that meet the needs of Manitobans, the public service must be comprised of well-qualified and dedicated employees with the abilities, skills, training and competence to perform their position duties. Managers must encourage and support ongoing learning, and employees must be open to, and strive for continuous development. Further information is available in the Learning Policy, the Performance Development Policy, the Educational Opportunities Policy Statement, and the Talent Acquisition Policy.

Political Impartiality and Political Rights

Regardless of which political party is in office, all employees share the responsibility of respecting partisan and non-partisan roles to provide objective and stable delivery of government programs and services to Manitobans. Non-political employees are required to provide the same support to the elected government regardless of which political party is in office. They should be aware of their own personal views and ensure that these views do not influence the way in which they carry out their duties.

With the exception of deputy ministers, employees have the right to be politically active. However, employees must exercise political rights appropriately. When an election has been called, employees must take further precautions to ensure that they do not undertake any activities that could call into question their non-partisanship or which could give rise to criticism that public resources are being used for partisan purposes.

Further information on non-partisanship and political rights is available in the Guidelines for elected officials and political staff on ensuring a non-partisan public service (intranet access required) and in the Guidelines on the conduct of government and public servants prior to and during a general provincial election (intranet access required). Employees may also consult Part 5, Section 34 (Political Activities of Core Public Service Employees) of The Public Service Act and Part 4 of the Public Service Regulation.

Public Resources

Employees are accountable for public resources and must ensure they are using these resources in an efficient, responsible, and accountable manner. Public resources are to be used for government business only, and include human, financial, and technological resources, and government property, information, and equipment. Further information is available in the Use of Technology Policy Statement (including the Social Media Policy and the Government of Manitoba Employee Network Usage Policy (intranet access required), Oath or Affirmation of Office Regulation, and other policies and procedures that safeguard the use of public resources.

Respectful Workplaces

It is the collective responsibility of all employees to contribute to, and maintain, a respectful workplace environment that is free from all forms of harassment, including sexual harassment and discrimination. Employees must cooperate, be supportive and value the diversity of their fellow colleagues and the public.

It is recognized that employees may interact with colleagues and the public outside of the workplace and outside of working hours. Where such interactions occur, employees are expected to refrain from any conduct that could negatively affect the workplace, or the reputation of the Manitoba government. Further information is outlined in the Respectful Workplace Policy: Addressing and Preventing Sexual Harassment, Harassment and Bullying, the Diversity and Inclusion Policy,and The Human Rights Code.

Safe Workplaces

Managers and supervisors must ensure that Manitoba government workplaces are safe for their employees and the public. Employees must follow the policies and procedures established by their department or branch to eliminate or minimize occupational safety and health risks at their workplace. See The Workplace Safety and Health Act, Workplace Safety and Health Policy (intranet access required), and the Workplace Impairment Policy for more information.