Duty to Fidelity

You as a member are frequently in possession of information about the employer operations or clients which, if made public, either at or away from work, would harm the employer's business interests or reputation in the communities. CUPE Members are expected to prove worthy of the trust placed in them by the employer through our relationship. There is an implied obligation, that Employees act in the best interests of the employer at all times. This means CUPE members must ensure they do not follow a course of action that harms or places the employer at risk. Specifically, CUPE members have a duty to avoid conflicts of interest and to not compete with CGS (which includes working for others during working hours). Personal actions and communications, for example posts on social media such as Facebook, MySpace, Twitter or LinkedIn must not be harmful to the business interests of CGS, and must not contain personal information about others as described below. If you are in doubt, you should review the issue with your supervisor before proceeding. Get that in writing by the way. Confidential information will only be released where mandated by applicable legislation, including the Municipal Freedom of Information and Protection of Privacy Act (MFIPPA) CUPE members need to also be aware that they must not divulge personal information about other people, nor may they divulge confidential or sensitive information while engaging in personal use of social networking websites such as, but not limited to: Facebook, MySpace, Twitter and LinkedIn. Posting of confidential and/or sensitive information or information that could damage the reputation of CGS is strictly prohibited. This includes posting offensive statements about other Supervisors or other Employees. In accordance with MFIPPA, CUPE members are barred from using information obtained in the course of performing their jobs in any way unless that information has been publicly released. This includes that Employees must not use information for personal transactions which will provide a material benefit to themselves, another person or entity (financially or in any other material way). For example, an Employee who learns that a parcel of land is being seriously considered for commercial development before that knowledge is public, and purchases an adjacent lot in expectation of its value appreciating, has failed in their duty of fidelity. Many employers do not usually have Employees sign a Declaration of Confidentiality. It is to be understood that maintenance of Confidentiality is a condition of employment for all CGS Employees for example. Please check your employers standard operating procedures or employee handbook for further information.