HR-009 - Employee Political Activity Policy_2026
EMPLOYEE POLITICAL ACTIVITY POLICY FOR THE CITY OF SAINT JOHN
Title: Employee Political Activity Policy
Subject: Employee Political Activity Category:
Policy No.: HR-009 M&C Report No.: 2026-014
Effective Date: Next Review Date: February 2029
Areas this policy applies to: All City Service Areas Office Responsible for review of this Policy:
Human Resources & General Counsel Office
Related Instruments: Policy Sponsor:
General Counsel
Document Pages: This document consists of 7
pages.
Revision History: Nil
City Clerk's Annotation for Official Record
I certify that the Employee Political Activity Policy Statement was
adopted by resolution of Common Council on February 9, 2026.
I certify that the Employee Political Activity Policy was approved by the
Chief Administrative Officer on February 19, 2026.
February 23, 2026
City Clerk Date
Contact:
Telephone:
Email:
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EMPLOYEE POLITICAL ACTIVITY POLICY FOR THE CITY OF SAINT JOHN
Table of Contents
1. PURPOSE ............................................................................................................................................. 3
2. POLICY STATEMENT ............................................................................................................................. 3
3. SCOPE .................................................................................................................................................. 3
4. POLICY CONTEXT .................................................................................................................................. 3
5. LEGISLATION ........................................................................................................................................ 4
6. ROLES AND RESPONSIBILITIES .............................................................................................................. 4
7. COMPLIANCE ....................................................................................................................................... 5
8. MONITOR AND REVIEW ....................................................................................................................... 5
9. IMPLEMENTATION ............................................................................................................................... 5
10. AUTHORIZATION ................................................................................................................................ 5
11. GLOSSARY .......................................................................................................................................... 5
12. INQUIRIES .......................................................................................................................................... 7
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EMPLOYEE POLITICAL ACTIVITY POLICY FOR THE CITY OF SAINT JOHN
1. PURPOSE
The purposes of the Employee Political Activity Policy (the “Policy”) for The City of Saint John (the “City”)
are:
1.1. To recognize the right of City employees to engage in Political Activity; and
1.2. To maintain a public service which both is and appears to be politically impartial.
2. POLICY STATEMENT
The City is committed to effectively balancing the rights of employees to engage in Political Activity with
the principle that the public service is, and should be perceived to be, politically impartial.
3. SCOPE
This Policy applies to all City employees.
4. POLICY CONTEXT
The right to engage in Political Activity is fundamental to individual participation in a free and democratic
society. Equally important is the principle that the public service is, and should be perceived to be,
politically impartial.
In balancing these considerations, the City and its employees shall adhere to the following principles:
4.1. Subject to this section 4, employees may engage in Political Activity so long as it does not impair,
or is not perceived as impairing, the employee’s ability to perform their duties in a politically
impartial manner.
4.2. Employees shall not engage in Prohibited Political Activity.
4.3. If an employee is uncertain about the appropriateness of their engagement in any Political
Activity, the employee is required to disclose the Political Activity to Human Resources and seek
their guidance. Human Resources, in consultation with the CAO, shall consider the Political
Activity, taking into consideration such factors as they determine to be relevant, and, at a
minimum, consider the nature of the Political Activity, the nature of the employee’s duties and
the level and visibility of the employee’s position. Human Resources will inform the employee as
to whether the disclosed Political Activity would constitute a violation of the Policy.
4.4. Notwithstanding anything set out herein to the contrary, a Politically Restricted Employee may
only engage in Essential Political Activity.
4.5. With respect to the Political Activity described in s. 11.6(c) below, an employee who is not
otherwise restricted from doing so under this Policy may seek nomination as, or be, a candidate
in an Election, before or during the Election Period, only if the employee has first requested and
obtained permission from the City to do so in writing, using a form to be maintained by the City,
and subject to the following:
(a) The City may grant permission only if it is satisfied that seeking nomination as, or being,
a candidate in the Election will not impair or be perceived as impairing the employee’s
ability to perform their duties in a politically impartial manner.
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EMPLOYEE POLITICAL ACTIVITY POLICY FOR THE CITY OF SAINT JOHN
(b) In making a determination under s. 4.5(a), the City shall consider such factors as it
determines to be relevant, and at minimum the nature of the Election, the nature of the
employee’s duties and the level and visibility of the employee’s position.
(c) The City may make permission conditional on:
i. the employee taking a leave of absence without pay for the period or any part of
the period in which they seek nomination as a candidate, or for the period or any
part of the period in which they are a candidate before or during an Election
Period, or both, as the case may be; and
ii. if the employee is declared elected, the employee resigning from their
employment, or such other measures as the City considers appropriate.
(d) Subsection 18(2)(c) of the Municipal Elections Act provides that no person who is an
Officer or full-time employee of a local government is qualified to be a candidate, capable
of being elected or returned or holding office as a member of a council. Accordingly, an
Officer or full-time employee of the City, or an employee on a leave of absence from such
office or employment, shall not be granted a leave of absence for purposes of being a
candidate in an Election for mayor or councilor of the City.
5. LEGISLATION
The City acknowledges the following laws that relate to this Policy:
Canada Elections Act, SC 2000, c. 9 as amended.
Charter of The City of Saint John, 1785 (U.K.) Geo. III as amended.
The Constitution Act, 1982, Schedule B to the Canada Act 1982 (UK), 1982, c 11 as amended.
Elections Act, RSNB 1973, c E-3 as amended.
Local Governance Act, SNB 2017 c. 18 as amended.
Municipal Elections Act, SNB 1979, c M-21.01 as amended.
6. ROLES AND RESPONSIBILITIES
The Chief Administrative Officer:
is accountable for holding employees responsible for complying with the Policy.
Human Resources:
is responsible for the day-to-day administration of the Policy as it pertains to an employee’s
employment relationship with the City; and
is responsible for undertaking any action or consequence of non-compliance with the Policy.
Service Area Managers:
are responsible for ensuring that employees comply with the Policy, procedures, and applicable
legislation.
Program Area Commissioners:
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EMPLOYEE POLITICAL ACTIVITY POLICY FOR THE CITY OF SAINT JOHN
are responsible for ensuring that employees comply with the Policy, procedures, and applicable
legislation.
Employees:
are responsible for complying with the Policy, procedures, and applicable legislation.
7. COMPLIANCE
Violations of the Policy may cause employee disciplinary action, up to and including dismissal.
8. MONITOR AND REVIEW
The Policy is subject to review as required. The review will be conducted by Human Resources & the
General Counsel Office in consultation with the Chief Administrative Officer.
9. IMPLEMENTATION
The Policy will be implemented upon approval by Common Council.
10. AUTHORIZATION
The Policy Statement set out herein has been approved by Common Council on February 9, 2026, and the
CAO has approved this Policy on February 19, 2026.
11. GLOSSARY
11.1. “Election” means a federal, provincial, territorial or municipal election.
11.2. “Election Period” means the period commencing with the issue of a writ for an Election and ending
when the candidate or candidates have been returned as elected, or such similar period as may be
prescribed by law relating to the Election in question.
11.3. “employee” includes, as the context requires:
(a) full-time employees;
(b) part-time employees; and
(c) casual employees.
11.4. “Essential Political Activity” means:
(a) voting in an Election;
(b) attending an all-candidates meeting;
(c) being a member of a political party; or
(d) contributing money to a political party or candidate.
11.5. “Officer” means an officer appointed by council under s. 71 of the Local Governance Act, SNB 2017
c. 18 as amended, and includes the clerk, a treasurer and an auditor of the City.
11.6. “Political Activity” means:
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EMPLOYEE POLITICAL ACTIVITY POLICY FOR THE CITY OF SAINT JOHN
(a) carrying on any activity in support of, within or in opposition to a political party;
(b) carrying on any activity in support of or in opposition to a candidate before or during an
Election Period; or
(c) seeking nomination as or being a candidate in an Election before or during the Election
Period.
but does not include any activity which might otherwise fall within the above definition and which
the employee undertakes in good faith relating to their employment with the City (e.g., lobbying
another level of government, on the City’s behalf, on an issue of relevance to the City; attending
a public luncheon with other community members at which an elected official is speaking).
11.7. “Prohibited Political Activity” means:
(a) Using City resources, including facilities, equipment or supplies while engaging in Political
Activity.
(b) Engaging in Political Activity during working hours.
(c) Engaging in Political Activity while wearing a City uniform, apparel bearing the City’s
name, logo, or similar markings, or while displaying any other form of City identification.
(d) Wearing clothing or buttons that advertise any candidate, political party, or issue while at
work or while wearing a City uniform.
(e) Using an employee’s title or position within the City in a way that would lead a member
of the public to infer that the City is endorsing a candidate, political party, or issue.
i. For greater certainty, this does not prohibit an employee who has been granted a leave
of absence under s. 4.5 from referring to their position as a City employee, but only
to the extent necessary to inform the public of their work experience, qualifications
and skills.
11.8. “Politically Restricted Employee” means, for purposes of this Policy, the following employees (or
any employee with similar duties or holding a similar role):
(a) The Chief Administrative Officer;
(b) The Chief Financial Officer;
(c) The General Counsel;
(d) A Commissioner;
(e) A Director;
(f) The Fire Chief;
(g) The Chief Information Officer; and
(h) The City Clerk.
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12. INQUIRIES
For more information on the Policy, please contact Human Resources.
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