Former Correctional Officer Charged with Sexual Assault of Inmates

Classification: Unclassified                                                                                    
Fully releasable (ATIP)? Yes
Branch / Agency: CSC

Issue: Truro Police Service have charged a former male correctional officer at Nova Institution for Women with six sexual-assault charges, six charges of breach of trust and one charge of communication for the purpose of obtaining sexual services. The charges have led a senator to call for increased oversight of CSC.

Proposed Response:

Background: In December 2018, the Correctional Service of Canada (CSC) received the allegations of sexual assault on an offender by a correctional officer at Nova Institution for Women. After reviewing the allegations, the employee was placed on administrative leave and an internal disciplinary investigation into the employee’s behaviour was convened, as per the Treasury Board Guidelines for Discipline and consistent with CSC’s own internal process. In March 2019, the investigator provided CSC with her preliminary findings and on March 29, 2019, CSC contacted the Truro Police with details of the allegations uncovered in the disciplinary investigation.

Mistreatment of Offenders

All Correctional Service of Canada (CSC) staff members have the obligation to report any situation where they believe an offender is being mistreated, harassed or discriminated against by a staff member. CSC is responsible for resolving situations of mistreatment, harassment, or discrimination of which they are made aware, whether or not a complaint/grievance has been made, and to take immediate corrective action as appropriate. Upon becoming aware of such allegations, CSC will take action and assess the validity and seriousness of the allegations by obtaining the specific details of the case.

Indeterminate CSC employees must demonstrate an ability to work in a women-centred environment and must complete women-centred training before they begin working with women offenders.

Commissioner’s Directive 577 on the staff protocol in women offender institutions outlines our responsibility  to ensure that the dignity and privacy of women offenders are respected to the fullest extent possible, and that they are provided an environment that is safe and secure, while also ensuring that the presence of men in the workplace does not expose staff or offenders to vulnerable situations. 

Disciplinary Action

CSC does not tolerate failure by staff to abide by the rules of professional conduct and code of discipline that are outlined in CD 060: Code of Discipline. All allegations of staff misconduct are thoroughly investigated by CSC and disciplinary measures may be taken, where appropriate, in accordance with the Government of Canada’s Guidelines for Discipline and the CSC’s Instrument of Delegation of Authorities in the area of Human Resource Management. The provisions of the Privacy Act prevent the disclosure of the specific names and positions of the employees involved.

Standards of Professional Conduct

As per CSC policy, management is responsible for ensuring that all employees are adequately trained and informed of the Standards of Professional Conduct and the Code of Discipline and other directives and regulations, as well as promptly and impartially taking appropriate corrective action when necessary. All CSC employees are responsible for adhering to the Standards of Professional Conduct. Overall, CSC staff are expected to conduct themselves in a manner which reflects positively on the Public Service of Canada and must fulfil their duties in a diligent and competent manner with due regard for CSC’s values and principles, as well as in accordance with policies and procedures laid out in legislation, directives, manuals and other official documents. Employees have an obligation to follow the instructions of supervisors or any member in charge of the workplace and are required to serve the public in a professional manner, with courtesy and promptness. Arising from the Standards of Professional Conduct are a number of specific rules that CSC employees are expected to observe. The various rules pertain to such issues as the responsible discharge of duties, conduct and appearance, relationships with other staff members and offenders, conflict of interest and the protection and sharing of information.

CSC Values and Ethics Framework

CSC is committed to a strengthened values and ethics program that responds to the nature of the correctional environment and the Values and Ethics Code for the Public Service and creates a stronger values-based workplace. CSC’s Values Statement, which is consistent with the CSC Code of Discipline and Standards of Professional Conduct, guides behaviour, decision making and discretionary judgement within CSC. CSC staff is expected to demonstrate the following shared, reciprocal values in all their interactions with offenders, colleagues, (peers, subordinates and superiors), partners, stakeholders and the public: respect, fairness, professionalism, inclusiveness and accountability. CSC’s Office of Internal Disclosure provides information to employees about making disclosures related to wrongdoing in the workplace, as defined by the Public Servants Disclosure Protection Act, and other possible redress mechanisms. This Office also convenes investigations, as appropriate, in relation to allegations of wrongdoing in the workplace and reports publicly all founded cases of wrongdoing. Violations of the Values and Ethics Code for the Public Service are subject to administrative investigations by CSC, which, depending on the nature of the issue, may be conducted by the Values and Ethics Branch. The majority of cases are managed at the local/regional or institutional level, and certain cases may be referred to national headquarters.

Contacts:

Prepared by: Stephan Dietz, Officer Parliamentary Relations, 613-355-1224
Approved by: Kirstan Gagnon, Assistant Commissioner, Communications & Engagement, 613-995-6867

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