Administrative Misconduct
Administrative misconduct encompasses various forms of inappropriate workplace behavior, including time theft, tardiness, absenteeism, unauthorized leave, engaging in personal activities during work hours, insubordination, neglecting duties or specific tasks, failing to follow instructions, or misusing government assets.
During the period, 14 instances of administrative misconduct were confirmed as described below:
- An employee refused to attend a performance meeting as directed and also used communication that inappropriately challenged management’s experience and expertise. A fact-finding resulted in a written reprimand.
- An employee recorded their disciplinary hearing without management’s knowledge or approval and also asked a paralegal staff to transcribe it on their behalf. This resulted in a fact-finding that led to a suspension without pay.
- A manager failed to take appropriate action after an employee on secondment informed them of concerns regarding harassment. This led to an investigation and partial findings of misconduct. This was resolved through other administrative measures, including updating standard operating procedures for Justice employees travelling overseas.
- An employee failed to report to work despite not having enough vacation leave credits and being advised by management that they were expected to report to work. They previously received a written reprimand for taking unauthorized leave. The leave was entered as unauthorized leave without pay.
- An employee disregarded management’s direction by involving themselves in a case where there was a conflict of interest. An investigation was initiated but the employee chose to resign prior to the conclusion of the process.
- An employee acted inappropriately, messaging managers and colleagues on numerous occasions regarding workplace issues they felt should be addressed. They also publicly posted videos and messages online, some of which contained departmental and client information. A health assessment revealed an existing medical condition affecting judgment. A fact-finding was conducted but ultimately this was resolved through other administrative measures (letter of expectations).
- An employee posted a memo on an internal database that stores legal opinions that unduly and unprofessionally criticized the employer and management. This was done in contradiction to instructions previously provided to the employee. A fact-finding led to a suspension without pay.
- An employee used employer resources (administrative supplies, etc.) for personal external paid work when they were told previously by the employer that they could not. They also had an interaction with a senior colleague where the colleague felt cornered and unable to leave the situation. An investigation took place leading to a written reprimand.
Absenteeism
There were five cases of absenteeism that were addressed though written reprimand, suspension without pay or other means.
Misuse of government assets
An employee repeatedly used their travel credit card for personal reasons, including for cash advances and to pay for plane tickets. A fact finding led to a suspension without pay.
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