Workforce Relations

Disciplinary Action


Manitoba government employees whose conduct is not in accordance with Manitoba public service policies may face disciplinary action. Disciplinary action is intended to correct behavior by making clear to the employee that the behaviour is not appropriate and giving the employee a chance to change.  Discipline is also progressive, meaning lesser consequences will be imposed initially, such as a verbal warning, followed by more impactful consequences, such as a written warning and an unpaid suspension. With that said, there may be times when an employee's conduct is especially egregious and merits more significant consequences sooner, such as an unpaid suspension or even termination of employment depending on the issue.

How Employee & Labour Relations Assists

The Employee & Labour Relations Branch work with management and human resources to ensure that disciplinary processes specified in the collective agreement are complied with and can assist with assessing whether an employee's conduct warrants discipline.

Policy/Legislation (Authority)

Collective Agreements contain provisions relating to disciplinary action that both employers and unionized employees must follow during the disciplinary process (ex. Government Employees' Master Agreement Article 17).

Public Service Commission Policies contains all policies related to Respectful Workplaces and Employee Conduct.

Top Manitoba Public Service Employee Questions

Although discipline is not intended to punish an employee, it can be a difficult process for those involved. Counselling support for Manitoba public service employees and their immediate family members is available through the Employee and Family Assistance Program (EFAP). Further information is available online, through management, HR, your union or by contacting EFAP directly at 204-945-5786 (Winnipeg) or toll free at 1-866-669-4916 (Toll Free) or via email at An employee's union representative (for unionized employees) may also assist.

Each situation is individually assessed to determine the appropriate level of discipline based on a number of factors (ex. severity of the incident, past disciplinary record). Employers are responsible for determining the appropriate level of discipline. Disciplinary action may include, but is not limited to: written reprimand, suspension without pay, disciplinary demotion (moving an employee to lower paying position for a set period of time), and termination of employment for cause and without notice.

The goal of discipline is to correct behaviour, rather than punish employees. Termination is used as a last resort when previously imposed disciplinary action have failed to correct the behaviour or it may be used after a single instance of especially egregious behavior.

Manitoba government employees should review the dispute resolution portion of this website for more information.


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