Our Council has added a new section to the NSCSW Governance Policy Manual. In the event that a staff member of NSCSW seeks elected office, it is essential to maintain the non-partisan status of our organization and ensure that our operations remain unaffected.
- Non-Partisan Status
The NSCSW is committed to non-partisanship and does not support or oppose any candidate. As such, we do not publicize an employee’s candidacy in a way that indicates support.
- Definitions Relevant to Political Participation:
(a) A “candidate” is anyone officially nominated or acknowledged as a candidate, either by themselves or through consent, for federal or Provincial elections.
(b) An “employee” refers an “employee” is defined as a person who is employed to perform work. This definition encompasses anyone who performs work under an agreement or contract of employment, whether written, verbal, expressed, or implied. The scope of this definition includes full-time, part-time, temporary, or casual workers.
(c) A “political party” signifies an organization endorsing candidates in federal or provincial elections.
- General Rights of Employees:
Employees may become candidates, engage in partisan activities, and manage or contribute financially to political campaigns for federal or orovincial elections. However, these activities are restricted during work hours or in the workplace, and violations may lead to disciplinary actions, including termination.
- Restrictions During Candidacy and Employment:
Employees must refrain from soliciting funds, making partisan media statements, discussing policies related to their work in a partisan manner, canvassing during work hours, or displaying/distributing partisan materials at work, except while on candidacy leave. Failure to adhere to these rules can result in disciplinary measures.
- Prohibitions for Individuals in Authority:
Individuals in authority positions are prohibited from soliciting political contributions from employees or coercing them into political fundraising activities.
- Leave of Absence for Candidacy:
Employees declaring candidacy must begin an unpaid leave of absence either from the election writ’s issuance date or as soon after becoming a candidate if the writ has already been issued. Those needing or wanting an earlier leave must apply to the Executive Committee or Executive Director/Registrar, which will be considered accordingly.
- Notification of Intention to Return to Work:
An employee who has taken a leave of absence to be a candidate in an election must notify the Executive Committee or Executive Director/Register of their intention to return to work. The notification must be given to both parties for the process to be considered valid.
Upon giving notice, the employee is entitled to return to the position they vacated two weeks after the notice has been provided to both the Executive Committee and the Executive Director/Registrar. This timing can be adjusted if the Executive Committee or Executive Director/Registrar, and the employee mutually agree on an alternative return date.
- Termination of Leave of Absence:
The leave of absence granted for election candidacy will terminate on the day a successful candidate is declared elected.
If the employee wishes to extend their leave of absence, they must notify the Executive Committee and Executive Director/Registrar, no later than the day immediately following ordinary polling day. The employee must specify the extension period, not exceeding ninety days, and the leave will then terminate as per the notice.
- Return to Position Post-Election:
Employees who are unsuccessful in their candidacy are entitled to return to their original positions.
For employees who are successful candidates, their leave of absence will be extended from the ordinary polling day until two weeks after any of the following events, whichever occurs latest:
- The employee resigns from the elected position before the next election.
- The Assembly is dissolved for the next election, and the employee notifies the Executive Committee and or the Executive Director/Registrar that they do not intend to be a candidate.
- Nominations close for the next election without the employee being officially nominated.
- Declaration day for the next election confirms the employee has not been re-elected.
- Consecutive Election Wins:
If an employee is elected for a second consecutive term, their leave of absence as a candidate terminates on the day they are declared elected for the second time. Consequently, the employee ceases to be an NSCSW employee for all purposes, including entitlement to employee benefits, from that day forward.
- Position Upon Return After Unsuccessful Reelection:
An employee who is not re-elected in the second election during their leave of absence may return to their original position or, if that position has been filled or eliminated, to an equivalent position once the leave of absence expires as outlined in subsection
- Benefits During Leave of Absence:
During the leave of absence to be a candidate, employees will not receive their salary. However, they are entitled to pension credit for service as though they were not on leave, along with medical and health benefits, long-term disability coverage, and life insurance, provided they pay both the employee’s and the employer’s share of the costs.
- Municipal Office Candidacy:
Employees may be candidates for elective municipal office or actively support a candidate for such office, provided that:
- Their candidacy or activities do not interfere with the performance of their duties.
- There is no conflict of interest with the NSCSW
This policy ensures that NSCSW employees who wish to engage in political activities or pursue candidacy in elections have clear guidelines regarding their leave of absence and the conditions for their return to work.