CNNN Employer Reporting Decision Tool

Understand your legal reporting obligations when employment actions involve a nurse

Northwest Territories | Nunavut

s.57 NWT Act | s.52 NU Act

An employment action has occurred involving a nurse you employ, contracted, or engaged as a volunteer.

Start Here

Node 1

Is the concern related to the conduct of a Registered Nurse (RN), Licensed Practical Nurse (LPN), Registered Psychiatric Nurse (RPN), or Nurse Practitioner (NP)?

Confirm whether the individual is registered with CNNN by using the “Find a Nurse” tool at cannn.ca.

YES

Continue to Node 2

NO

→ Outcome B — A CNNN complaint form is not required

Node 2

Did the employment action occur because of conduct deemed unprofessional? Does this conduct create a risk to the public or undermine trust in the profession?

Includes: breach of Code of Conduct or Standards of Practice · conduct that undermines trust in the profession · fitness to practice concerns including breach of confidentiality, boundary violation, falsifying documents, medication diversion or improper administration, practising while impaired, fraud, dishonesty or criminal behaviour related to practice, abuse or discrimination towards patients.
CNNN supports the use of the Adverse Event Decision Pathway for Nurse Leaders/Administrators, developed by the National Council of State Boards of Nursing (NCSBN) and the American Organization for Nursing Leadership (AONL). It helps you evaluate whether clinical or behavioural decisions fall into one of four categories:

1. Human Error

Inadvertent, unintentional, and unpredictable mistakes.

2. At-Risk Behaviour

Unsafe actions based on a mistaken belief that the risk is minimal, acceptable, or justified.

3. Reckless Behaviour

Disregard of a substantial risk, often leading to termination or suspension.

4. Intent to Harm

Consciously engaging in an activity for the purpose of causing harm.

⚠ Categories 3 and 4 trigger mandatory reporting requirements.

Common incidents in categories 3 and 4 include:
  • Negligent clinical care — failure to escalate care when a patient health crisis was apparent, especially where a pattern exists despite remedial efforts
  • Negligent clinical care — failure to follow established care protocols in circumstances resulting in foreseeable patient harm, especially where a pattern exists
  • Falsification of records, including omissions to obscure care deficits or errors
  • Patient/client/resident abuse — verbal, physical, or financial mistreatment
  • Discriminatory treatment based on personal characteristics such as sex, race, religion, family status, disability, place of origin, or sexual orientation
  • Diversion or mishandling of controlled medications or narcotics
  • Impairment at work
  • Privacy breaches of patient records, especially where improper access was intentional or where a pattern exists
Adapted with permission from the NCSBN Adverse Event Decision Pathway (AEDP 1.5 © 2016). View the full AEDP tool →

YES

Continue to Node 3

NO

→ Outcome B — No mandatory report

Node 3

Did you terminate, suspend, or restrict the registrant's employment or entitlements because of this conduct?

Covers: termination of employment · suspension of employment · revocation, suspension, or restriction of entitlements (e.g. removed from duties, medication access restricted).

YES

→ Outcome A

NO

Continue to Node 4 ↓

Suspension pending investigation: A non-disciplinary suspension with pay pending investigation does not automatically require a report to CNNN. A report is required only where you have reasonable grounds to believe the registrant poses a risk to public safety. If uncertain whether the threshold has been met, contact CNNN for guidance before submitting.

Node 4

Did the registrant resign, or voluntarily relinquish or restrict their own practice because of this conduct?

Covers: resignation · voluntary relinquishment of entitlements · voluntary practice restriction — even if they acted before a formal employer action was taken.

Yes — Report Required

→ Outcome A

NO

→ Outcome C — No mandatory report required

Your report is legally protected

Reports made in good faith are part of the regulatory process and are protected under the applicable legislation. No legal action may be taken against a person for making a report in good faith under the Acts.
If you have questions before or after submitting a report, please contact CNNN at 1-867-688-5219 or email intake@cannn.ca.

A

Outcome A

Mandatory Report Required

  • You terminated or suspended the registrant due to unprofessional conduct
  • You restricted or revoked their entitlements due to unprofessional conduct
  • The registrant resigned or voluntarily restricted their practice
Complete the CNNN Employer Report Form. Email to intake@cannn.ca. Due within 30 days

B

Outcome B

A CNNN Complaint Form Is Not Required

  • The individual is not a CNNN registrant — CNNN does not have jurisdiction
  • If the concern relates to another regulated health professional, contact the appropriate regulatory body
Not sure where to direct your concern? Call CNNN at 1-867-688-5219 for guidance.

C

Outcome C

No Mandatory Report Required

  • No mandatory employer report is required at this stage
  • Consider whether a voluntary complaint to CNNN is appropriate based on the nature and severity of the concern
  • If the registrant has already left, proceed to Node 4 to assess whether a voluntary complaint may apply
Contact CNNN to discuss before filing: 1-867-688-5219 or intake@cannn.ca

D

Outcome D

No Action Required at This Time

  • No reportable conduct or employment action occurred
  • Circumstances don't meet any reporting or complaint threshold
Still unsure? Call CNNN at1-867-688-5219 — no obligation to file in order to ask a question.
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