Employee Participation in Political Activity Policy

Policy Number: CS-1706-2026

Policy Title: Employee Participation in Political Activity Policy

Policy Owner: Chief Human Resources Officer

Effective Date: June 12, 2026

1. Purpose

Mohawk College (the college) is committed to fostering a workplace grounded in equity, diversity, and inclusion (EDI), academic freedom and the rights to freedom of thought, belief, opinion and expression under the Canadian Charter of Rights and Freedoms. The Employee Participation in Political Activity Policy (the policy) ensures that employees can participate fully in civic and political life, while also performing their duties impartially and without undue political influence.

In the case of employee off duty conduct, this policy applies where a real and material connection (“sufficient nexus”) exists between an employee’s Political Activity and their employment responsibilities or the legitimate interests of the college. The policy does not regulate or limit lawful political or ideological beliefs, nor off duty political activity conducted in an employee’s personal capacity, unless such activity has a demonstrable impact on the college’s operations, reputation, workplace relationships, or the employee’s ability to perform their duties.

The policy applies to all employees and outlines clear definitions, and expectations regarding political activities including use of college resources, communications, and public statements that may be associated with the college. It reflects the college’s dedication to EDI principles by ensuring all employees, regardless of political beliefs, backgrounds, or lived experiences, feel safe and empowered to participate in civic life both within and outside the college. By upholding freedom of expression and association, the policy protects employees from discrimination, harassment, and retaliation related to political activities or affiliations, and establishes transparent procedures for addressing concerns or potential conflicts.

This policy will be reviewed regularly to ensure ongoing clarity and alignment with legal, regulatory, and college requirements.

2. Application and Scope

This policy applies to all college employees, including full-time, part-time, union, non-union, administrative, contract, and temporary employees.

3. Definitions

“College Resources” refers to all institutional assets such as email, facilities, branding, equipment, supplies, and communication platforms.

“Election Period” refers to a) in respect of a political activity that relates to a federal or provincial election, the period starting on the day that a writ is issued for the election and ending on the polling day for the election; and (b) in respect of a political activity that relates to a municipal election, the period starting 60 days before the polling day for the election and ending on the polling day for the election.

“Election-related” refers to activities which include but are not limited to campaigning, canvassing, fundraising, media relations, media advertisements, meetings, social events and research; and to materials which include but are not limited to campaign signs, buttons, brochures, posters, and stationery.

“Employee” refers to a person hired to perform work for the college under the terms of a collective agreement, the Terms and Conditions of Employment for Administrative Employees or an individual employment contract.

“Political Activity” for the purpose of this policy, Political Activity is when an employee:

Does anything in support of, or in opposition to, a federal or provincial political party; or
Does anything in support of, or in opposition to, a candidate in a federal, provincial or municipal election; or
Is or seeks to become a candidate in a federal, provincial, or municipal election.

The time devoted to any Political Activities must not interfere with the employee’s ability to perform their duties and responsibilities to the college.

4. Principles

As a publicly funded institution, the college, a Crown agency, has regular and ongoing dealings and reporting requirements with all levels of government and local school boards. As such, the college in all its dealings and actions must strive to be viewed as impartial, equal and fair to all elected officials, regardless of political affiliation or otherwise.

The college recognizes that some employees have an interest in politics and want to participate in partisan election campaigns and activities outside of their professional commitments to the college. Political Activity or expression undertaken in an employee’s personal capacity, outside of work and without reference to the college, falls outside the scope of this Policy unless there is a demonstrable and substantial impact on the employee’s ability to perform their job or on the college’s reputation or operations.

5. Accountability and Compliance

5.1 Accountability Framework

This policy has been approved by the Senior Leadership Team.

5.2 Compliance

The Chief Human Resources Officer is responsible for policy oversight, guided by applicable legislation, collective agreements and employment agreements.

6. Rules

6.1 Employee Affiliation with Political Activity

6.1.1 Employees are not permitted to engage in Political Activity or Election-Related activities on Mohawk College campuses or in the college’s digital space.

6.1.2 Employees shall not publicly associate their position at the college with Political Activity in a manner that could harm the college’s legitimate business interests.

6.1.3 Employees shall not publicly associate their position at the college with Political Activity, except if the employee is, or is seeking to become, a candidate in a federal, provincial, or municipal election, and then only to the extent necessary, to identify the employee’s position and work experience. This limitation includes all media including any social, print, or public media.

6.1.4 Employees shall not display any college logos while engaging in Political Activity or Election-Related activities.

6.1.5 Employees shall not use their college email, network, facilities or any other college resources to engage in Political Activity or Election-Related activities. This includes soliciting members of the college community about political activity or election-related activities via college email addresses.

6.1.6 Mohawk College and its employees shall not use college funds to make financial contributions to an election campaign, political party, or sitting member of any political office.

6.1.7 Mohawk College nor any of its communications shall advocate or show support for any candidate for election.

6.1.8 Photographs and videos produced for and owned by Mohawk College, along with the college logo and other college identifiers, shall not be used for election campaign purposes.

6.1.9 Mohawk College does not permit any Election-Related Activities, or access to students or employees on college property, by candidates during an election period except pre-arranged events which may be approved by the college at its discretion and in accordance with college policies.

6.1.10 Election-related activity material (e.g. campaign signage) found on college property shall be removed and disposed. Exclusions: College related campaign materials for the Mohawk Student’s Association, President’s Advisory Council, Board of Governors, or any other internal election.

6.1.11 Mohawk College is committed to providing students and employees with non-partisan information related to voting. The college will consider requests by the appropriate elections officer to provide polling stations on campus.

6.1.12 Employees must not coerce or pressure other college members regarding their personal political beliefs.

6.1.13 Employees must not discriminate or harass based on their political affiliation or identity.

6.1.14 While employees’ constitutionally protected rights are respected, their exercise must not infringe on the rights of other college members or compromise a respectful, inclusive, and discrimination-free workplace.

6.1.15 Violations of this policy related to Political Activity or Election-Related activities may result in progressive discipline or corrective actions, up to and including termination, guided by college policies. These measures will be applied fairly and respectfully, considering individual circumstances to ensure an unbiased process.

6.1.16 For questions about this policy, please contact your Human Resources Strategic Partner.

6.2 Political Candidacy

6.2.1 An employee seeking to run for public office are to complete a Conflict of Interest Disclosure Form, prior to undertaking campaign activities.

6.2.2 An employee who stands for election to public office and whose candidacy may conflict with the interests of the college or its operational requirements will be required to take a leave of absence without pay during the Election Period. Where feasible, employee absence from the college during this period may be offset, in whole or part, through the use of accrued vacation time, subject to operational requirements and approval processes. Such leave will not be unreasonably denied and will be governed by the unpaid leave provisions of the applicable collective agreement, terms and conditions of employment, or employment contract. The leave period will normally extend from the employee’s nomination as a candidate to the day of the election, and will be subject to the Public Service of Ontario Act, where applicable.

6.3 Leave During Political Office

6.3.1 Recognizing that the following positions require a full‐time commitment, an employee who holds one of these positions will be placed on a leave of absence without pay as follows:

for a Member of the Legislative Assembly of Ontario, from the date of election until the dissolution of the Legislature;
for a Member of Parliament of Canada, from the date of election until the dissolution of Parliament; and
for a Minister of the Crown or Leader of the Opposition, from the date of appointment until the person ceases to hold such office.
For elected Municipal positions where the commitment is full time.

6.3.2 An employee who becomes an elected member of a First Nations band council, municipal or city government, a School Board, or other political office that would not normally interfere with the employee’s duties and responsibilities to Mohawk College, shall ensure that in the event an issue arises before said governing body which gives rise to an actual or potential conflict of interest, the employee shall inform the college of such conflict and recuse themselves from any discussion(s) or vote(s) on this issue.

6.3.3 An employee will not automatically be placed on a leave of absence for such positions described in section 6.3.2 of this policy. However, a leave of absence without pay or a reduction of normal duties may be granted at the college’s sole discretion upon request, and in circumstances where such elected position requires a time commitment that would interfere with the employee’s normal duties. The leave would be subject to the terms of the employee’s collective agreement, Terms and Conditions or employment contract and approval by the employee’s immediate supervisor. Such leave or work reduction request will not be unreasonably denied provided that it does not conflict with the college’s operational requirements or the employee’s academic or administrative unit, colleagues or students. In the event that the elected employee does not require a leave, the employee will continue to be subject to Paragraph 6.1 Employee Affiliation with Political Activity.

6.4 Conditions of Leave

6.4.1 After the completion of a leave for political office as provided for above, an employee is expected to return to the college unless granted further leave pursuant to this Policy. Failure to do so will result in a deemed termination from the college pursuant to the collective agreement or terms and conditions.

6.4.2 If an employee is granted full-time leave to serve in political office, they will be terminated for cause from their position if:

their leave exceeds the maximum period allowed in their collective agreement, terms and conditions, or employment contract (whichever is longest). If an extension beyond the maximum period is needed:
- For employees covered by a collective agreement, any extension is granted solely at the college’s discretion if reasons for same are satisfactory to the college.
- For employees covered by the terms and conditions or employment contracts, any extension must be approved by the Chief Human Resources Officer (CHRO).

6.4.3 An employee who accepts an appointment to the Senate of Canada is deemed to have resigned effective from the date of appointment to the Senate.

6.4.4 While on a leave of absence pursuant to this policy, employees may choose to continue certain group employee benefits coverage, apart from short term disability, in accordance with the terms and conditions of their employment and their collective agreement or employment contract, as applicable, and subject to and only to the extent permitted under the terms and conditions of the applicable group benefit policy, as amended from time to time.

Except as otherwise expressly required under a collective agreement or employment agreement, in order to continue benefit coverage during leave, employees must pay the entire monthly cost of the coverage themselves, including both the employee and employer portions.
Benefit coverage cannot continue during the leave period for more than 24 months after the date the leave starts without express approval from the College Employer Council (CEC) and the applicable insurer or benefit provider.

When an employee is on an approved leave of absence under this Policy, the employee may purchase all or a portion of the leave service under the CAAT Pension Plan subject to an in accordance with the terms and conditions of the CAAT Pension Plan.

6.4.5 For leaves of up to two years in duration, the college will retain the employee’s home position for the entirety of the leave. If the position is eliminated due to operational requirements during the leave, the employee will be managed in accordance with the Layoff and Severance provisions outlined in the applicable collective agreement, terms and conditions of employment, or employment contract, as appropriate.

6.4.6 For leaves exceeding two years, the college will endeavor to place the employee in a vacant position, for which they are qualified, within the same classification held at the time the leave commenced, subject to the terms of the applicable collective agreement or terms and conditions of employment. For clarity, the employee will not have the right to displace (bump) other employees from occupied positions. If no suitable vacant position is available, the employee will be entitled to notice and severance in accordance with the applicable collective agreement, terms and conditions of employment, or employment contract.

6.4.7 Vacation entitlement and sick leave reserve do not accrue during an unpaid leave of absence.