Employee Community Standards

Ref. No.	Executive sponsor	Policy steward	Approval authority	First approved	Last reviewed	Effective date	Next review
42.01	Vice President, College Services and Strategy	Director, Human Resources	Executive Council	June 2, 2026	May 2026	August 15, 2026	May 2027

Purpose
1. Nova Scotia Community College’s mission of building Nova Scotia's economy and quality of life through education and innovation requires a shared commitment to the College’s core values and to high standards of ethical conduct. At NSCC, we hold ourselves accountable for the embodiment of these values and standards.
2. The Employee Community Standards Policy (ECS) outlines the standards of conduct by which employees and any applicable College Community member must govern themselves in carrying out College business and in interacting with each other, our learners, and the communities we serve, whether on or off campus, including the online environment.
3. NSCC’s intent is to address behaviours and conduct that do not align with the ECS via the appropriate approach. Breach of policy may result in relational, restorative, and/or disciplinary approaches. Behaviour raised under this policy may be addressed through other College policies or procedures, as determined by the College.

Scope
1. This policy applies to all Employees regardless of status, any contractor or volunteer and any College Community member who is conducting College business, regardless of location, all of whom are collectively included in the term Employee for purposes of this policy.
2. This policy applies to on or off campus conduct, including the online environment.
3. This policy applies in circumstances where an employee may represent, claim to represent, or would reasonably be perceived to represent the College.

Definitions

Key definitions are found in Appendix A - Definitions. Additional definitions are found in the Glossary of Terms.

Policy
1. Guiding Values
  The actions we choose to take as individual employees reflect on us all and influence how others perceive NSCC. The Employee Community Standards provides an overview of key practices and behaviours which support NSCC’s values and mission. Complying with the behavioural expectations set out below is a condition of employment. Our guiding values are:
  1. Student Success
  2. Employee Success
  3. Accessibility
  4. Diversity and Inclusion
  5. Safety
  6. Innovation
  7. Sustainability
  8. Public Accountability
2. Behavioural Expectations
  1. Employees must act in a manner that supports our guiding values, both in performing their daily job functions, their behaviour online, and in relation to any off-duty activities, which could negatively impact:
    1. NSCC’s pursuit of its mission and vision.
    2. The Employee’s ability to perform their duties satisfactorily.
    3. NSCC’s management and support of Employees and students.
    4. The working, living, and learning environment and/or
    5. NSCC’s reputation.
  2. Persons in a Position of Authority are responsible for ensuring that volunteers and contractors are aware of the expectations within this policy.
  3. College policies set out standards of behaviour and expectations of Employees which support the College's values and operations. The College requires that its Employees be familiar with its policies and act in accordance with them.
3. Expectation of Professionalism
  Employees must lead by example by acting with professionalism. Professionalism includes demonstrating integrity, respect, accountability and a commitment to the College’s mission, vision, and values. Core elements of appropriate professional behaviour include but are not limited to:
  1. Responsible, Safe and Ethical Job Performance
    1. Meeting all work obligations (being on time, present and productive).
    2. Devoting time, energy, and ability to their position, as required by their employment responsibilities and any governing professional standards.
    3. Encouraging positive work behaviour, including promoting appropriate personal and professional workplace relationships and boundaries.
    4. When on College business or learning activities, refraining from engaging in behaviour that may bring their own reputation or that of the College into disrepute.
    5. Performing their work in a safe, responsible manner, including, but not limited to following all health and safety protocols, and remaining free from the influence of drugs or alcohol.
    6. Complying with NSCC policies.
  2. Respectful Interaction with Others
    1. Treating others with respect, dignity, courtesy, honesty, and fairness, and with proper regard for their rights, safety, and welfare.
    2. Contributing to a workplace that is free of harassment, sexual violence, bullying, or discrimination against Community College members; fostering a climate of diversity and inclusion and seeking to avoid or remove obstacles to accessibility within the scope of their role.
    3. Working together as a team to build a positive work environment built on open communication, constructive interpersonal relationships, effective conflict and issues resolution, cooperative problem solving and reporting issues or concerns appropriately to the manager.
    4. Fostering a climate of treating each other, and those who interact with the College, with consideration and respect. Every Employee and member of the College community has the responsibility to uphold our values and to understand the impact of their behaviour. Members of the community are expected to collaboratively resolve concerns, maintain effective relationships, and contribute to a positive, inclusive community culture.
    5. Considering how social identity, culture, values, and beliefs impact perceptions of what is civil and respectful behaviour. Perceptions can also vary by place, time, and context. While factors such as identity may influence perception of behaviour, we will consider the impact of the behaviour and respond to concerns in an effective, inclusive, and equitable way.
  3. Acting with Integrity
    1. Refraining from all professional or personal relationships which could create a potential conflict of interest or commitment for the employee, including consensual romantic and/or sexual relationships. In the event such relationships exist or develop, they must be disclosed per the Conflict of Interest and Commitment policy.
    2. Refraining from engaging in or pursuing, romantic and/or sexual relationships with students. The College prohibits such relationships between its employees and students, while they are pursuing studies at the College, as they can give rise to actual or perceived conflicts of interest, undermine the integrity of the learning environment and pose a risk that they exploit the relationship of authority and trust that is inherent in the relationship between employees and students. In the event such relationships are pre-existing, they must be disclosed per the Conflict of Interest and Commitment policy.
    3. Safeguarding the College’s assets, resources, information, data, etc. and using them responsibly and only as required for college purposes.
    4. Only using College information for authorized purposes and in a manner aligned with any applicable legal, ethical, and professional standards.
    5. Complying with copyright laws and policies and upholding the College's values of academic integrity.
    6. Refraining from unethical behaviour such as misappropriation or misuse of college assets, theft, or inaccurate reporting of financial information for personal advantage of oneself or others.
  4. Avoiding Inappropriate Communications
    1. Respecting the privacy and confidentiality interests of the College and others and avoiding any inappropriate disclosure of personal or confidential information.
    2. Not using social media or any other public forum to disparage the College, co-workers, or students and not contributing content that would bring the College, yourself or other employees or students into disrepute or would harm their standing in the community.
4. Compliance
  1. Conduct which undermines the College’s values or which breaches any of the standards of conduct set out above, or any other College policy, is a breach of this Policy (See ECS Guidelines for examples of breaches).
    1. Employees must not tolerate or participate in behaviour that is inconsistent with college policies and the Employee Community Standards.
    2. Employees who are uncertain as to whether a particular course of action or decision is or would be contrary to the Policy or any other College policy should consult with a manager or senior leader to obtain direction or guidance.
  2. The College may address a suspected breach of this policy through applicable policies and procedures as determined by the College, or as matters of discipline under collective agreements.
  3. Policy breaches will result in sanctions and may include disciplinary measures up to, and including, termination of employment. Breaches may, as appropriate, result in relational or restorative approaches as determined by the College. For further information on these practices, please refer to the Respectful Community Guidelines.
  4. Anyone with information suggesting that a breach of the Policy has been committed is expected to report it to their manager or a Senior Leader. Reports of potential breaches will be shared with the HR Lead in confidence for advice and guidance regarding next steps.
  5. Concerns related to bullying, harassment, discrimination, hate, or racism as they relate to Human Rights, will not be addressed through this policy. If HR determines issues of this nature may be present, they will enact the Duty to Consult with the Human Rights Office (HRO) and may request a Collaborative Case Response Table to action and address the matter under the Human Rights Prevention of Harassment and Discrimination Policy. If concerns related to sexual violence are noted, HR will enact the Duty to Consult with the HRO and may refer the matter to the HRO as part of the Sexual Violence Policy.
  6. There shall be no retaliation for those who raise a concern under this policy, as per the College’s Safe Disclosure Policy.
5. Confidentiality
  1. The College will maintain strict confidentiality at all times in the reporting, review, fact-finding and, when appropriate, investigation of alleged violations of the Policy.
  2. All records are to be kept confidential and securely filed within Human Resources.
  3. The College will take every reasonable precaution to protect the concerns and identity of those involved to the greatest extent possible.
  4. All parties will be required to maintain confidentiality to ensure the integrity of process.
6. Abuse of Policy
  1. The College requires any employee raising concerns regarding an alleged breach of the Employee Community Standards do so in good faith based on an honest belief a violation has occurred.
  2. An individual acting in good faith will not be disadvantaged or lose their employment status by reporting their concerns, even when concerns cannot be substantiated under the applicable policy.
  3. The willful misuse or abuse of the policy may result in disciplinary action up to and including termination of employment.
7. Communication and Acknowledgement
  In order to communicate the College’s expectations with respect to the Employee Community Standards, the College will provide every employee, regardless of status, with a copy of, or electronic access to, the Employee Community Standards. For new hires, this will be carried out at time of hire as part of the offer of employment/during orientation to the College and will require their signed acknowledgement.
  
  Persons in a Position of Authority are responsible for ensuring that volunteers and contractors are aware of the expectations within this policy.
8. Data Tracking and Reporting
  
  An annual report will be prepared by the office of the Director, Student Supports, and shared with Principals and others on an annual basis. SCS report statistics, outcomes, and themes will be noted and will not contain identifying information.

Policy Supports

5.1 Supporting Documents
Employee Community Standards Guidelines – Examples of Breaches
Management/Confidential Employment Guidelines
All NSCC policies & procedures

5.2 Related Contracts
Faculty Collective Agreement
Professional Support Collective Agreement
Operational Support Collective Agreement

5.3 Related Laws are all applicable laws including but not limited to the following:
Nova Scotia Human Rights Code
Occupational Health and Safety Act
Criminal Code
Freedom of Information and Protection of Privacy Act
Trade Union Act/Labour Standards Code

Appendix A - Definitions

Term	Definition
Bullying	conflict is not, on its own, harassment (also known as bullying). However, conflict may escalate to the point where it becomes harassment. A single incident of unreasonable or inconsiderate behaviour may not, on its own, be harassment. Reasonable management action (in class or work settings) is not harassment: Any reasonable action taken by the College, or by its employees in supervisory positions, relating to the management and direction of employees or the workplace. Any reasonable action taken by the College, or by an instructor, faculty member, or person in a similar position, relating to the management and direction of Students in the classroom or to the management, direction, assignment, or supervision of research or academic work. Examples of reasonable action, when undertaken in an appropriate manner, include expressing differences of opinion; offering constructive feedback, guidance, or advice; evaluating work; and establishing deadlines. Examples of conduct or comments that might constitute bullying and harassment include verbal aggression, using derogatory names, vandalizing personal belongings, and making aggressive or threatening gestures.
Discrimination	making a distinction, whether intentional or not, based upon a characteristic or perceived characteristic protected under the Human Rights Act. Discrimination includes action, behaviour, or attitudes, which could or ought reasonably to be known to offend or deny fair treatment based upon the protected characteristics set out in the Nova Scotia Human Rights Act, RSNS 1989, c214.
Hate	provocation, hostility or intolerance by means of threats, harassment, abuse, incitement or intimidation motivated by the actual or perceived race, religion, national origin, ethnicity, gender, gender identity, gender expression, disability or sexual orientation of any person; NS Dismantling Racism and Hate Act.
Person in a Position of Authority or Supervisory, Instructional, or Evaluative Authority	an individual who has direct or indirect academic, administrative, instructional, evaluative, supervisory, managerial, advisory, coaching, mentoring, disciplinary, or employment-related authority or influence over another individual.
Racism	the discrimination or antagonism by, or the prejudice of, an individual, community or institution against a person or people based on the person’s or people’s membership or perceived membership in a racial or ethnic group (from DRH Act, NS).
	For additional definitions, refer to: Glossary of Terms for Policies \| NSCC

Appendix B - Examples of Breaches
1. It is not possible to list each and every behaviour which could violate this policy. The following is not intended to be a comprehensive list but rather provides a range of examples that may constitute a breach of the policy.
2. Employees regardless of status, any contractor or volunteer and any College Community member who is conducting College business, regardless of location, are expected to exercise sound judgement, consider the principles that shape the policy, and when in doubt seek guidance from a Person of Authority to avoid breaches of the Employee Community Standards. Some questions that should be considered in deciding on appropriate behaviour are:
  1. Is the conduct consistent with the Employee Community Standards and/or College policies, practices, and procedures?
  2. Is it consistent with applicable professional standards in my field of expertise?
  3. Will it reflect well on me and the College?
  4. Would I want to read about it in the newspaper?
  5. What would an objective third party think?
  6. Who should I consult with for guidance or to assist me in resolving this situation?
3. The following list of examples, while not comprehensive, illustrates situations which may constitute a breach of the Policy and/or College policies and may result in restorative, relational, or disciplinary actions:
4. Respectful Interaction with Others 
  1. Respect and Dignity
  2. Engaging in actions that violate the College’s Human Rights Prevention of Harassment and Discrimination Policy.
  3. Using insulting, lewd, or obscene language.
  4. Making remarks or engaging in conduct that is racist, sexist, or in other ways discriminatory, as defined by the Nova Scotia Human Rights Act and NSCC’s Respectful Community Policy, nor permitting any employee, or student in any class, to do so.
  5. Unwanted behaviours/actions that are sexual in nature, either physical or psychological including, but not limited to; unwanted sexual comments, unwanted touching or advances, sexual harassment, stalking, and denial of another person’s sexual decision-making rights.
  6. Violence, threats of violence, or intimidating behaviour.
    Bullying, harassing, discriminatory or other demeaning behaviour or making comments that should be known to be unwelcome and disrespectful.
  7. Engaging in behaviour or making remarks that could reasonably be interpreted as threatening or allowing any employee or student in any class to engage in such behaviour.
  8. Encouraging, by inaction or innuendo, the development of a workplace or classroom environment that is fractious, disrespectful of others, or otherwise inconsistent with these Community Standards.
  9. Any behaviours that threaten positive and productive relations with other people including negative, malicious, or unkind remarks.
  10. Taking retribution or reprisal against an individual who has reported/disclosed improper activity or policy violations.
5. Acting with Integrity
  1. Favouring of Outside Interests for Personal Gain
    1. Exerting influence on the discussion of, or voting on, College decisions relating to agreements, programs, and/or services to the advantage of the individual or person with a relationship to that individual.
    2. Engaging in a College agreement or service contract with a third party in which either the individual or a person with a relationship to that individual has a financial or other interest.
    3. Accepting significant gifts or special favours for personal gain from private organizations or individuals with whom the College does business, or from students or colleagues, without complete disclosure and approval from a Person of Authority.
  2. Inappropriate Use of College Personnel, Resources or Assets
    1. Using College students or staff on college time to carry out work in which either the individual or a person with a relationship to that individual has a personal, financial, or other interest.
    2. Unauthorized and non-reimbursed use of college resources or facilities to benefit a private concern in which either the individual or a person with a relationship to that individual has a financial or other interest. This includes College assets which are deemed surplus and must be disposed of according to college policy.
  3. Abuse of Authority
    1. Employees entering into a romantic and/or sexual relationship with a student. Such relationships undermine the integrity of the learning environment and pose a risk that they exploit the relationship of authority and trust that is inherent in the relationship between employees and students.
  4. Conflict of Interest- Employment and Evaluative Relationships
    1. Participating in the selection, supervision, teaching, counselling, evaluation, or discipline of a student with whom the individual has a personal relationship including consensual, romantic, and/or sexual relationship. This includes any other potential evaluative situations and any pre-existing relationships (i.e., those existing prior to the evaluative process/individual becoming a student).
    2. Participating in the personnel decisions (selection, supervision, evaluation, approval/denial of increments/performance pay, etc.) involving a person with whom the individual has a personal relationship including consensual romantic and/or sexual relationship. This includes oversight of work or other potential evaluative situations and any pre-existing relationships (i.e., those existing prior to the evaluative process).
    3. Having direct or indirect authority over a relative's employment through decisions, recommendations or judgments related or influencing: the approval/denial of increments/performance pay, the assignment and approval of overtime, the negotiation of salary level, conduct of performance appraisals, discipline, the assignment or direction of work assignments, the approval of leaves of absence.
    4. Failure to declare and/or remove self from any situation where there is a real or perceived risk of favoritism, or to be in a position to influence the hiring or supervise employment activities of an immediate family member or person with whom a relationship exists per the Conflict of Interest and Commitment and Employment of Relatives policies.
  5. Conflicts of Commitment
    1. An employee arranges to work for someone else and such an arrangement conflicts with the time commitment to the College.
    2. During the course of employment, an employee is engaged in a business that competes with the business of the College.
    3. An employee solicits College clients to advance his or her personal interests.
  6. Fraud and Dishonesty
    1. Lying about matters connected with work.
    2. Using College credit card for personal purchases.
    3. Giving or receiving a bribe in any form and/or covering up bribery.
    4. Theft and/or any improper act to conceal theft of college assets.
    5. Embezzlement of College assets.
    6. Inaccurately reporting financial information for a personal advantage (e.g., falsifying travel and expense claim forms, falsifying hours of work time records, not recording/reporting vacation taken).
    7. Authorizing or receiving remuneration for time not worked
    8. Authorizing or receiving remuneration for goods that were not received or services that were not performed. 
  7. Copyright and Academic Integrity
    1. Taking credit for the work of others by misrepresenting or not disclosing (by including credits) the source or authorship of the content per procedures in the NSCC Use of Copyright Materials Policy.
    2. Using copyright protected materials in excess of the limits placed by educational copyright exceptions and NSCC Use of Copyright Materials Policy.
  8. Record Keeping and Use of Information
    1. Collection, use, disclosure, or disposal of personal information contrary to the requirements of the Freedom of Information and Protection of Privacy Act (FOIPOP).
    2. Knowingly destroying, discarding, omitting, altering, or submitting false information in any official College documents, records, or files.
    3. Knowingly signing or approving records that are untruthful or inaccurate (overtime, leave reporting).
  9. Stewardship of physical assets and resources
    1. Deliberate damage to college property and/or unauthorized use of college equipment, supplies, resources, or property.
    2. Theft, misuse, or waste of assets or equipment.
    3. Unauthorized removal of college property.
    4. Misuse or altering I.D. cards, access cards.
  10. Stewardship of electronic and/or online assets and resources
    1. Knowingly accessing websites that would be violations of the Human Rights Code and/or College policies.
    2. Conduct which violates NSCC’s Social Media Policy.
    3. Unauthorized access to emails or files.
    4. Installing unapproved, unauthorized, or unlicensed software onto college equipment.
    5. Knowingly transmitting, downloading, or storing any communication of a damaging nature (such as viruses).
6. Avoiding Inappropriate Communications
  1. Inappropriate Use of Information
    1. Using private or confidential information acquired as a result of the individual's College activities; such information might include knowledge of forthcoming developments requiring contractor selection, etc. for personal gain or other unauthorized purposes.
    2. Unreasonably delaying publication of information or premature release of information to secure personal gain or to secure gain for a person with whom an individual has a relationship.
    3. Including the College (or any part of it) or a college position title when publicly expressing personal views on any matter.
    4. Failing to exercise reasonable discretion whenever discussing business outside the organization or at organization events.
  2. Communication and Official Information  
    1. Failure to respect confidentiality and privacy of any information concerning other employees or students provided in the course of conducting business.
    2. Discussing sensitive College business in public or disclosing information received through their position at the College which is not published or available to the general public.
    3. Knowingly furnishing false information, knowingly making a false accusation, or knowingly reporting a false emergency to any College Leader or Office.
    4. Failure to comply with the requirements of any of the following: applicable funding applications and agreements; College and other applicable policies; standards of the relevant profession; any disciplinary requirements imposed; or and any laws or regulations.
    5. Violating Copyright or any College policies related to information ownership rights and approvals, replication, and circulation.