Date issued: 01/09/1986
Revision date: 01/08/2018
To promote fairness, objectivity, and avoid perceived or actual conflicts of interest in the workplace due to the supervision of a relative or an intimate relation.
The Government of Saskatchewan is committed to ensuring fair and equitable supervisory, managerial and personnel practices, and maintaining fair and objective work relationships.
The aim of this policy is not to discourage the employment of an employee's relative or intimate relation in the public service, but to ensure that relatives, and intimate relations, are not involved in supervisory relationships with each other.
The Government of Saskatchewan hiring and management practices are based on the principles of merit and equity, and are guided by the public service values as outline in our Commitment to Excellence.
An individual is eligible for employment with Executive Government as long as he or she will not be in a direct supervisory relationship with an employee who is a relative or intimate relation.
No employee shall participate in a personnel decision where the employee's objectivity may be compromised, or appear to be compromised, because his or her relative or intimate relation is the subject of the decision.
In addition to applying this policy at the hiring stage, it also applies to promotions, demotions, transfers or other movements of an employee within the public service.
In instances where this policy conflicts with an employee's rights under a collective bargaining agreement, the provisions of the collective bargaining agreement apply.
Where it is reasonable and practical to do so, a permanent head may take steps, in consultation with the Public Service Commission, to rearrange reporting relationships to avoid existing supervisory relationships between an employee and a relative or intimate relation.
This policy applies to all employees appointed under The Public Service Act, 1998 and volunteers working on behalf of Executive Government, persons employed on personal service contracts and fee-for-service individuals under contract with Executive Government.
To ensure that program interests are not compromised by the constraints of the policy, a permanent head may make an exception within his or her agency as long as appropriate steps are taken to avoid conflicts or potential conflicts of interest. This includes circumstances where it is not feasible to rearrange the reporting structure, work unit, responsibilities, etc.
Examples of situations which may be valid grounds for an exception are:
- areas with critical recruiting problems, such as of low populated areas in the north, etc.; or
- the marriage of two existing permanent employees, when it is not possible or practical to transfer one to a different work unit, branch or division.
Employee's Duty to Disclose
Employees are required to disclose a potential conflict involving a relative or intimate relation to their manager or supervisor. This may include a possible escalation to a permanent head if required.
'relative' - means a spouse, common-law spouse, parent (including step or foster parent), father-in-law, mother-in-law, brother (including step or foster brother), brother-in-law, sister (including step or foster sister), sister-in-law, child (including step or foster child), son-in-law, daughter-in-law, aunt, uncle, niece, nephew, grandparent, grandparent-in-law, grandchild, or first cousin.
'intimate relation' - means a person in a consensual romantic, sexual or dating relationship.
The Public Service Act, 1998, Subsection 20(2)
PS 801: Conflict of Interest.
For inquiries, please contact the Human Resource Service Centre.