Code of Professional Conduct
CPHR Saskatchewan (“the Association”) is
a dual- object entity; responsible for building awareness, credibility and
promotion of the profession as well as regulation of its members in their
professional practice. As such, it is important that the Association provide
guidance to its members on acceptable professional conduct and behaviors that do not meet the Association’s
purpose of this Code of Professional Conduct (“the Code”) is to identify those
professional obligations that serve to protect the public in general, the
client/employing organization, and its’ employees and the overall reputation of
All CPHR Saskatchewan members must abide by the entirety of this Code as a condition of their CPHR Saskatchewan membership.
at any time there is doubt regarding the principles of the code, members should
seek advice from the President or Executive Director of the Association to
ensure that they avoid any actual or apparent conflicts.
1. Public Interest
shall conduct themselves at all times in manners that shall portray a positive image of the
profession and its ability to serve the public interest. Members shall
familiarize themselves with the provisions of the Association’s Complaints and
Discipline process and govern themselves accordingly.
must maintain competence in carrying out all professional responsibilities and
provide services in an honest, capable and diligent manner, ensuring that their
services fall within the limits of their knowledge, experience and skill.
Members must exemplify integrity, equity and diligence in their practice of the
3. Legal Compliance
must adhere to any and all statutory Acts, Regulations or By-Laws relating to
the field of human resource management, as well as all civil and criminal laws,
statutes and regulations applicable in the jurisdiction of Saskatchewan or
must not engage in, counsel, aid and abet or condone any activity that would,
or could reasonably be construed to circumvent the clear intention of any of
the foregoing laws, statutes and regulations. Members must not knowingly lend
themselves, their names or their services to any unlawful act of their client
or employer as the case may be.
must hold in strict confidence all confidential information acquired in the
course of the performance of their services and not divulge such information
unless required by law to do so, unless serious harm would be likely to occur
without disclosure, or where otherwise authorized or required to disclose it.
must refrain from obtaining personal advantage, benefit or privilege gained
from being a member or holding a position of trust within the Association.
5. Balancing Interests
must support, promote and apply the principles of human rights, equity, dignity
and respect in the provision of their services. Members must also seek to
balance organizational and employee/client interests and needs in their
6. Conflict of Interest
must either avoid or disclose a potential conflict of interest that might
influence or could be perceived to influence their actions or professional
7. Professional Growth and Development
shall maintain growth in the profession by engaging in activities that enhance
the credibility and value of the profession. Without limiting the generality of
the foregoing, members will engage in continuing professional development (CPD)
activities whether sponsored by the Association or otherwise that seek to
expand their competence and enhance their skill set.
8. Compliance With the Authority of the Association
shall promote and uphold the profession of Human Resource Management, support
the goals and objectives of the Association, abide by all by-laws and published
policies of the Association, and support other members in doing the same.
requested by the Association, members shall promptly provide a response to any
matter addressed to them by the Registrar, Executive Director or Secretary of
the Complaints and Discipline Committee as the case may be. Members are subject
to the disciplinary authority of the Association regardless of where their