Agency Policies


1. General Policy Statement

Inverness County Home Support Society (Society) has established a Code of Operational Conduct and Ethics (the Code) to provide all employees, officers and directors of the Society with general guidance in fulfilling their responsibilities to the Society and their clients.

The guiding principles of this Code are:

  1. Respect for and compliance with the laws, rules and regulations of Canada, the Province of Nova Scotia and the County of Inverness and any other rules and regulations that are applicable to the Society.
  2. All employees, officers and directors of the Society while acting in their capacity as employees, officers and directors of the Society will conduct themselves with honesty and integrity, and will demonstrate respect for co-workers and clients

Employees, officers and directors of the Society are required to act in an honest and ethical manner that ensures:

  • Respect for clients, and other employees, officers and directors;
  • Compliance with all laws, rules and regulations;
  • The avoidance of conflicts of interest and reporting of any incidents that may give rise to a conflict of interest;
  • That actual or apparent conflicts of interest are dealt with in an appropriate manner;
  • Prompt internal reporting of violations of this Code to an appropriate person.

This Code does not attempt to address all situations where an ethical issue is involved. Rather, it is designed to provide employees, officers and directors with general guidance in the performance of their duties. Employees, officers and directors should consult with the Society (Agency) Director for more information on issues not addressed in this Code.

2. Real and Apparent Conflicts of Interest

Conflicts of interest are prohibited. All employees, officers and directors of the Society should be scrupulous in avoiding a conflict of interest. A conflict of interest exists where an individual’s private interests interfere of conflict in any way (or appear to interfere or conflict) with the interest of the Society.

A conflict of interest situation can arise when an employee, officer or director takes actions or has interests that make it difficult to perform his or her duties objectively and effectively. A conflict of interest may also arise when an employee, officer or director, or members of his or her family receives improper benefits as a result of his or her position in the Society, whether received from the Society or a third party.

Employees, officers or directors who become aware of a conflict of interest or the appearance of a conflict of interest should immediately report the situation to his/her immediate supervisor or to the Society (Agency) Director.

Examples of conflict of interest include:

  • Owning a material interest in an entity that does business or seeks to do business with the Society;
  • Being employed by, performing services for, or serving as an officer of, or serving on the Board of Directors of any such entity;
  • Making an investment that could compromise one’s ability to perform his/her duties to the Society; or
  • Having an immediate family member who engages in any of the activities identified above.

Employees, officers and directors should not seek or accept for their own benefit, or for the benefit of any immediate family member, any favours, preferential treatment, benefits, documents, gifts or other consideration as a result of their association with the Society; except those usual and normal benefits directly provided by the Society.

3. Disclosure of Information

Employees, officers and directors of the Society must not disclose any confidential information entrusted to them by the Society, a client of the Society, or any other party that the Society does business with, unless authorized by the Society (Agency) Director.

4. Fairness

Each employee, officer and director should endeavor to deal fairly and honestly with the Society’s clients and the client’s family members or designated contacts. Employees, officers and directors must not take advantage of any other party. In particular, employees, officers and directors must not engage in fraud, manipulation, concealment, abuse of privileged information, misrepresentation or omission of material facts or any other unfair or illegal practice.

5. Protection of Society Assets

Employees, officers and directors should protect and safeguard from harm the Society’s assets. Theft, misappropriation and unauthorized destruction of the Society’s assets is illegal and in direct violation of the Society’s obligations to the District Health Authorities to which the Society must report. Employees, officers and directors must use the Society’s assets for legitimate Society purposes.

6. Reporting Illegal or Unethical Behavior

Employees are encouraged to talk to supervisors, managers or other appropriate personnel about observed illegal or unethical behaviour.

Employees are encouraged to talk to supervisors, managers or other appropriate personnel about the appropriate conduct in a particular situation. Employees, officers and directors who are concerned that violations of this Code have occurred or that illegal conduct by Employees, officers and directors of the Society have occurred, or may occur, should contact their supervisor. If an employee, officer or director is not comfortable approaching their supervisor they may contact the Society (Agency) Director.

The information, provided by employees, officers and directors shall be kept confidential and anonymous if requested, subject to applicable law, regulation or legal proceedings.

7. General Conduct Prejudicial to the Society

Employees, officers and directors shall not engage in criminal, dishonest, or disgraceful conduct or other conduct prejudicial to the Society.

8. Compliance as an Element of Performance

Compliance with the Code will be an element in evaluating the performance of all employees. Employees are required to sign a statement that will be filed in their personal record, indicating that they have read and understood the Code, and agree to abide it by.

9. Discipline

Any officer or employee who violates this Code will be subject to disciplinary action, up to and including termination of employment with the Society.

10. Retaliation

The Society will not permit retaliation of any kind against any employee, officer or director who has reported In good faith a violation of this Code.