‘We need to work as hard to prevent these unacceptable behaviours from happening in the first place’
Four Canada Border Services Agency (CBSA) employees were terminated and dozens more suspended in 2024–25 after internal investigations found misconduct in the majority of cases reviewed, according to the agency’s first annual report on misconduct and wrongdoing.
The CBSA launched 408 misconduct investigations during the reporting year – between April 1, 2024, and March 31, 2025 – and completed 364, including some carried over from the previous fiscal year.
Of those completed cases, 259 investigations – 71 per cent – contained at least one founded allegation.
Founded misconduct led to:
- four terminations
- one 30‑day suspension
- six suspensions of sixteen to twenty‑five days
- 16 suspensions of six to fifteen days
- 49 suspensions of one to five days.
In addition, there were:
- 59 written reprimands
- 23 oral reprimands
- 59 instances of counselling.
There were no disciplinary actions imposed in 24 cases due to “mitigating factors,” according to the agency.
Addressing misconduct, wrongdoing
The report did not provide specific details on the individual cases of misconduct.
“The CBSA can only carry out its mandate if it holds the confidence of those we serve and we can only gain that confidence if we support and trust one another. We all play a vital role in maintaining an environment free of harassment, discrimination, and misconduct,” says Erin O’Gorman, president of the CBSA.
“As I recognize the efforts taken to address misconduct and wrongdoing, we need to work as hard to prevent these unacceptable behaviours from happening in the first place. This means addressing root causes, providing training to employees and managers, and abiding by our Code of Conduct.”
The report is part of a commitment to transparency, management excellence, and ethical conduct by all people working for the CBSA, says the agency in the report.
“The CBSA remains committed to providing employees with mechanisms to disclose potential misconduct and wrongdoing, and to conducting thorough and fair processes that identify and address misconduct and wrongdoing.”
CSBA has recorded hundreds of misconduct and wrongdoings over the past few years:
Workplace misconduct is costing organisations more than many realise, according to one expert. Misconduct—whether in the form of overt harassment or subtle microaggressions—is fuelling anxiety, eroding morale, and driving up turnover and legal risk, Jared Pope, CEO of Work Shield, previously told Canadian HR Reporter.
How to identify and handle workplace misconduct?
According to the Canada Safety Training Centre, employee misconduct can come to light in various ways, including through:
- Direct observation: Supervisors or managers may witness an employee engaging in inappropriate behaviour.
- Employee reports: Colleagues may report instances of misconduct they experience or witness.
- Customer or client complaints: In some cases, misconduct may be reported by clients, vendors, or customers who experience unprofessional behaviour from employees.
- Performance reviews and audits: Regular performance evaluations or workplace audits can uncover patterns of misconduct, such as misuse of company resources or repeated rule violations.
“Recognizing and addressing misconduct promptly is crucial for maintaining a positive workplace culture. Ignoring employee misconduct can have serious consequences for an organization, affecting everything from workplace morale to legal compliance,” according to the Canada Safety Training Centre.
“When inappropriate behaviour goes unchecked, it can erode trust, damage team dynamics, and create a toxic work environment. Addressing misconduct promptly ensures a safe, productive, and respectful workplace for all employees.”
To nip employee misconduct in the bud, employers must do the following, it says:
- Establish a clear disciplinary policy
- Create a reporting mechanism
- Conduct thorough investigations
- Document everything
- Respond promptly and appropriately
Here’s how to address bullying and harassment allegations, according to an expert.
