In its first comprehensive accounting of internal disciplinary actions, Correctional Service Canada published its Annual Report on Addressing Wrongdoing and Misconduct for the 2024-2025 fiscal year. Mandated across federal departments by the Clerk of the Privy Council under a renewed public service ethics directive, the 19-page report established a public baseline for staff conduct within Canada's federal penitentiary system. Across fifty institutions, parole offices, and regional headquarters, the correctional agency recorded 400 founded cases of employee misconduct where formal disciplinary penalties were imposed under Commissioner's Directive 060, the service's binding Code of Discipline.
The figures document the disciplinary perimeter of a department employing approximately 18,500 personnel. While informal disputes are resolved through routine workplace mediation, the published ledger captures formal sanctions that reached the deputy head level, separating 261 formal reprimands from 136 severe penalties, including 124 suspensions without pay and twelve terminations for cause.
The Disciplinary Registry
Federal correctional staff operate under extraordinary statutory authority, managing approximately 13,000 incarcerated offenders and thousands more on conditional release. Under Commissioner’s Directive 060, employees are strictly barred from entering into unauthorized personal or financial transactions with offenders or their families, compromising institutional security networks, or engaging in workplace harassment.
When those standards fractured during the 2024-25 fiscal year, the resulting formal sanctions spanned the full spectrum of civil service penalties:
Oral reprimands: 72 cases
Written reprimands: 189 cases
Suspensions without pay: 124 cases
Demotions: 2 cases
Financial penalties: 1 case
Terminations for cause: 12 cases
The twelve terminations for cause represent the most severe administrative penalty available to the Commissioner. While the report withheld individual employee identities under Privacy Act provisions, the disciplinary categories showed that substantiated violations included improper relationships with offenders, illicit financial transactions involving inmates’ families, deliberate breaches of the Policy on Government Security, and unauthorized disclosure of confidential offender files.
Forty-Three Laptops Across the Border
Beyond interpersonal misconduct inside institution walls, the report exposed non-compliance with federal cyber and physical security protocols.
The most frequent technological security breach involved personnel traveling abroad with sensitive federal hardware. CSC opened forty-three separate formal investigations into employees who took government-furnished equipment, including laptops, cellular phones, and tablets, outside Canada without official authorization.
Taking departmental devices into foreign jurisdictions creates substantial intelligence and espionage risks, particularly given the sensitive offender management databases and staff directories stored on correctional systems. In all forty-three instances, IT security administrators remotely locked the accounts, rendering the equipment inoperative until forensic reviews could be conducted upon the employees’ return.
Internal investigations also examined five cases of compromised IT credentials. Three files involved inadvertent security lapses, but two triggered formal escalation for deliberate misconduct: one case of unauthorized data tampering, and one case of intentional identity impersonation, where an employee accessed internal networks under a colleague’s digital credentials.
Harassment and Structured Intervention Units
Workplace culture across federal institutions generated substantial scrutiny from external oversight bodies throughout the year.
Under the federal Work Place Harassment and Violence Prevention Regulations, CSC concluded formal investigations into sixty-seven notices of occurrence. Investigators determined that twenty-three of those occurrences substantiated allegations of harassment and violence. The founded cases included seven instances of abuse of power by supervisors, seven cases of disparaging employee reputations, two substantiated complaints of sexual harassment, and one finding of overt intimidation.
Parallel to internal harassment files, thirty employee complaints were lodged against CSC with the Canadian Human Rights Commission during the fiscal year. Adding cases carried forward from previous years, thirty-one active human rights complaints remained open against the department at year-end. The Canadian Human Rights Tribunal issued one formal ruling against the service during the period, finding that CSC failed to legally accommodate a casual worker with a disability by refusing to adjust workloads to match medically reduced hours.
Workplace safety tensions also intersected directly with prison operations. Inspectors from the Employment and Social Development Canada Labour Program issued three legally binding directions to CSC under Part II of the Canada Labour Code.
Two directions required management to release withheld safety and security classification records to a local workplace health and safety committee during an investigation inside a Structured Intervention Unit, the solitary confinement replacement units established in 2019. A third direction ordered management to conduct an immediate search for weaponizable shards from a broken mirror inside an inmate living unit. While CSC conducted a wand search, staff found no glass pieces, and the correctional service is currently contesting the safety order before the Canada Industrial Relations Board.
Staffing processes faced integrity challenges as well. The Public Service Commission investigated thirty-one files involving CSC appointment competitions. In one founded investigation, the Commission discovered that an external candidate committed civil service fraud by using unauthorized artificial intelligence tools and external assistance during a virtual hiring exam. The candidate was disqualified and placed on a two-year government monitoring registry.
The publication of CSC's first misconduct report establishes an unvarnished evidentiary baseline. In a high-consequence operational agency, the primary record shows that holding the line on public safety begins with enforcing basic statutory discipline across the civil service itself.
This investigation examined internal civil service disciplinary ledgers, labour inspection directions, and human rights tribunal rulings to document where statutory authority failed inside Canada's federal correctional machinery.
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Source Documents
Correctional Service Canada. (2025). Annual Report on Addressing Wrongdoing and Misconduct: Fiscal year 2024-2025 (Cat. No. PS81-34/2025E-PDF). Ottawa: Public Safety Canada.
Thank you Mike, that was very interesting. I am glad to see that not only do investigations get completed and offenders get their just rewards, but people who cheat to obtain an appointment get caught and punished.