Common use of Conflict of Interest and Other Policies Clause in Contracts

Conflict of Interest and Other Policies. 9.1 The Manitoba Government Conflict of Interest Policy will apply to the Employee during the period of this Agreement. The Employee must complete and provide to Manitoba the Conflict of Interest Declaration Form attached as Schedule “A”, on or before the effective date of this Agreement. At any time during the term of this Agreement that it becomes necessary, the Employee will immediately initiate the disclosure process if they suspect they have, or may reasonably be perceived to have, or may reasonably foresee having, a conflict of interest. 9.2 The Employee must review and comply with Manitoba’s Code of Conduct applicable to political staff, and all rules, regulations, and policies of Manitoba that govern the conduct of its political staff, as amended from time to time, including without limitation any workforce management policies for: (a) A respectful workplace, including policies for addressing and preventing harassment, including sexual harassment and bullying; (b) Employee conflict of interest; (c) Workplace impairment; (d) Reasonable accommodation; (e) The use of technology in the workplace, including employee network usage, the use of virtual private network and mobile devices; (f) The use of internet and social media; and (g) Employee conduct in relation to offences under the Criminal Code (Canada), a drug related offences under any other federal law and offences under any other federal or any provincial law. 9.3 The Employee is subject to restrictions on political activities while employed in the Public Service, in accordance with the provisions of Part 6 of the Regulation, as amended from time to time. 9.4 Employee shall act at all times in accordance with the Oath or Affirmation of Office, sworn or affirmed by the Employee upon appointment. 9.5 The Employee is required to complete the following courses available online through OSD, within the first two (2) weeks of entering into this Agreement: (a) Manitoba Government Corporate Orientation; (b) Supporting an Ethical Environment in the Manitoba government; (c) Building Respectful Workplaces: Foundations; (d) Information Security Awareness; (e) The Accessibility for Manitobans Act (AMA); (f) Inclusion and Diversity in the Workplace; (g) Our Shared Journey toward Truth and Reconciliation; and (h) any other courses that Manitoba may require, from time to time, at Manitoba’s expense. 9.6 In the event that the duties and responsibilities or physical location of the Employee’s work do not enable them to access a computer to complete the courses set out in subsection 9.3, Manitoba will make alternate arrangements. 9.7 As a condition precedent to employment, Employee agrees and consents to the disclosure and release of personal information necessary for the purpose of Manitoba conducting a high level enhanced security clearance, which includes a Criminal Record Check and Adult and Child Abuse Registry Checks, to determine Employee’s suitability for employment. Employee will take all necessary steps to effect these checks when requested not later than 3 weeks after the commencement of this employment agreement. This Agreement may be voided if Manitoba finds the Criminal Records Check, Adult and Child Abuse Registry Checks to be unsatisfactory.

Conflict of Interest and Other Policies. 9.1 6.1 The Manitoba Government Conflict of Interest Policy will apply to the Employee during the period of this Agreement. The Employee must complete and provide to Manitoba the Conflict of Interest Declaration Form attached as Schedule “A”, on or before the effective date of this Agreement. At any time during the term of this Agreement that it becomes necessary, the Employee will immediately initiate the disclosure process if they suspect they have, or may reasonably be perceived to have, or may reasonably foresee having, a conflict of interest. 9.2 6.2 The Employee must review and comply with Manitoba’s Code of Conduct applicable to political staff, and all rules, regulations, and will abide by the policies of Manitoba that govern in the conduct performance of its political stafftheir duties and responsibilities under this Agreement including, as amended from time to time, including without limitation any workforce management policies forlimitation: (a) A respectful workplace, including policies for addressing and preventing harassment, including sexual harassment and bullyingthe Manitoba Government Conflict of Interest Policy (attached hereto as Schedule “B”); (b) Employee conflict the Oath or Affirmation of interestOffice (attached hereto as Schedule “C”); (c) Workplace impairmentthe Employee Network Usage Policy; (d) Reasonable accommodationthe Social Media Policy; (e) The use of technology in the workplace, including employee network usage, the use of virtual private network and mobile devicesCriminal Charges Policy; (f) The use of internet and social media; andthe Workplace Impairment Policy; (g) Employee conduct in relation to offences under the Criminal Respectful Workplace Policy; (h) the Manitoba Government Code of Conduct, and (Canada), a drug related offences under i) any other federal law and offences under any other federal or any provincial law. 9.3 The such policies as Manitoba may communicate to the Employee is subject to restrictions on political activities while employed in the Public Service, in accordance with the provisions of Part 6 of the Regulation, as amended from time to time. These policies and the Code are available online at xxxxx://xxx.xxxxxxxx.xx/csc/policyman/index.html or will be provided by Manitoba, and are subject to updates by Manitoba from time to time. In the event that any policies that the Employee must abide by under this Agreement are updated, Manitoba will provide the updated policy to the Employee as soon as reasonably practicable. 9.4 Employee shall act at all times in accordance with the Oath or Affirmation of Office, sworn or affirmed by the Employee upon appointment. 9.5 6.3 The Employee is required to complete the following courses available online through OSD, within the first two (2) weeks of entering into this Agreement: (a) Manitoba Government Corporate Orientation; (b) Supporting an Ethical Environment in the Manitoba governmentGovernment; (c) Building Respectful Workplaces: Foundations; (d) Information Security Awareness; (e) The Accessibility for Manitobans Act (AMA); (f) Inclusion and Diversity in the Workplace; (g) Our Shared Journey toward Truth and Reconciliation; and (h) any other courses that Manitoba may require, from time to time, at Manitoba’s expense. 9.6 . These courses are subject to updates by Manitoba from time to time. In the event that any courses that the duties and responsibilities or physical location of the Employee’s work do not enable them to access a computer to Employee must complete the courses set out in subsection 9.3are updated, Manitoba will make alternate arrangements. 9.7 As a condition precedent to employment, Employee agrees and consents communicate same to the disclosure and release of personal information necessary for the purpose of Manitoba conducting a high level enhanced security clearance, which includes a Criminal Record Check and Adult and Child Abuse Registry Checks, to determine Employee’s suitability for employment. Employee will take all necessary steps to effect these checks when requested not later than 3 weeks after the commencement of this employment agreement. This Agreement may be voided if Manitoba finds the Criminal Records Check, Adult and Child Abuse Registry Checks to be unsatisfactoryas soon as reasonably practicable.

Conflict of Interest and Other Policies. 9.1 The Manitoba Government Conflict of Interest Policy will apply to the Employee during the period of this Agreement. The Employee must complete and provide to Manitoba the Conflict of Interest Declaration Form attached as Schedule “A”, on or before the effective date of this Agreement. At any time during the term of this Agreement that it becomes necessary, the Employee will immediately initiate the disclosure process if they suspect they have, or may reasonably be perceived to have, or may reasonably foresee having, a conflict of interest. 9.2 The Employee must review and comply with Manitoba’s Code of Conduct applicable to political staff, and all rules, regulations, and policies of Manitoba that govern the conduct of its political staff, as amended from time to time, including without limitation any workforce management policies for: (a) A respectful workplace, including policies for addressing and preventing harassment, including sexual harassment and bullying; (b) Employee conflict of interest; (c) Workplace impairment; (d) Reasonable accommodation; (e) The use of technology in the workplace, including employee network usage, the use of virtual private network and mobile devices; (f) The use of internet and social media; and (g) Employee conduct in relation to offences under the Criminal Code (Canada), a drug related offences under any other federal law and offences under any other federal or any provincial law. 9.3 The Employee is subject to restrictions on political activities while employed in the Public Serviceactivities, in accordance with the provisions of Part 6 of the Regulation, as amended from time to time. 9.4 The Employee shall act at all times in accordance with the Oath or Affirmation of Office, sworn or affirmed by the Employee upon appointment. 9.5 The Employee is required to complete the following courses available online through OSD, within the first two (2) weeks of entering into this Agreement: (a) Manitoba Government Corporate Orientation; (b) Supporting an Ethical Environment in the Manitoba government; (c) Building Respectful Workplaces: Foundations; (d) Information Security Awareness; (e) The Accessibility for Manitobans Act (AMA); (f) Inclusion and Diversity in the Workplace; (g) Our Shared Journey toward Truth and Reconciliation; and (h) any other courses that Manitoba may require, from time to time, at Manitoba’s expense. 9.6 In the event that the duties and responsibilities or physical location of the Employee’s work do not enable them to access a computer to complete the courses set out in subsection 9.3, Manitoba will make alternate arrangements. 9.7 As a condition precedent to employment, Employee agrees and consents to the disclosure and release of personal information necessary for the purpose of Manitoba conducting a high level enhanced security clearance, which includes a Criminal Record Check and Adult and Child Abuse Registry Checks, to determine Employee’s suitability for employment. Employee will take all necessary steps to effect these checks when requested not later than 3 weeks after the commencement of this employment agreement. This Agreement may be voided if Manitoba finds the Criminal Records Check, Adult and Child Abuse Registry Checks to be unsatisfactory.