Conflict of Interest
The Standards of Conduct define a conflict of interest as a situation where an employee’s private affairs or financial interests are in conflict, or could result in the perception of conflict, with the employee’s duties or responsibilities in such a way that:
- the employee’s ability to act in the public interest could be impaired; or
- the employee’s actions or conduct could undermine or compromise:
- the public’s confidence in the employee’s ability to discharge work responsibilities; or
- the trust that the public places in the BC Public Service.
Conflict must not exist between employees’ private interests and the discharge of their BC Public Service duties. BC Public Service employees must arrange their private affairs in a manner that will prevent real, perceived, or potential conflicts of interest from happening.
Perceived conflict of interest
A perceived conflict of interest exists where an employee’s private interests would appear to a reasonable person to conflict with their job duties even though there may not be an actual conflict.
Potential conflict of interest
A potential conflict of interest exists where an employee has private interests such that, while no conflict has yet arisen, a conflict would arise were the employee to become involved in discharging workplace responsibilities in the future that could be influenced by the private interest.
Duty to Report
If you have questions about your duty to report
- Read Conflict of Interest Guidelines – Questions and Answers (PDF, 115KB)
- Read the Standards of Conduct
- Talk with your supervisor, manager or ministry ethics advisor
Once an employee becomes aware of a possible conflict of interest, they should disclose this within 30 days to their supervisor, manager or ethics advisor. That person decides if a possible conflict of interest issue exists and if the conflict must be resolved or mitigated.
Learn more about the disclosure process