April 4, 1998 

 TO:Corporate Services Committee

 From:Chief Administrative Officer

 Subject:Re-employment Policy for former Members of Council

and former staff of Members of Council

 Purpose:

 This report will respond to a directive by Council that the Chief Administrative Officer review the policy implications where former Members of Council or former staff of Members of Council are seeking re-employment by the City of Toronto.

 Financial Implications:

 There are no financial implications.

 Recommendation:

 THAT Council determine if former Members of Council or former staff of Members of Council should be restricted from being re-employed by the City of Toronto.

 THAT any restriction, if applied, be limited to the period of time that the former Member of Council or former staff of a Member of Council is in receipt of severance or separation pay.

 Background:

 At its meeting of February 4, 5 and 6, City Council considered a report and policy with respect to the re-employment of staff who have received an exit or retirement package from either the current City of Toronto, its Agencies, Boards or Commissions or one of the former seven municipalities. A policy was implemented which restricted such staff from re-employment by the municipality or any of its agencies, boards, and commissions for a period of two years.

 Council directed the Chief Administrative Officer to consider the application of this policy to former Members of Council or to former staff of Members of Council and to report to the Corporate Services Committee.

Discussion:

 The philosophy behind a decision to restrict re-employment is that an individual should not be in receipt of a severance payment or separation package from the municipality while he/she is also collecting salary. This is perceived to be double-dipping.

 In accordance with the harmonized policies from the former municipalities which now constitute the City of Toronto, Members of Council are eligible to receive a severance payment of one month for every year of service on Council, to a maximum of six months. Should Council decide to restrict a former Member of Council from being employed by the municipality in a staff capacity, it is appropriate that this restriction apply to the period of time the individual is in receipt of severance (i.e. up to a maximum of six months).

 Former staff of a member of council would also have been in receipt of an exit or retirement package, or would have had exit provisions by virtue of an employment contract. It is also appropriate, should Council decided to restrict such staff from being re-employed by the municipality, that such restriction apply to the period of time the individual is in receipt of severance or separation pay.

 Further, should Council now decide to implement a policy, the restrictions should be implemented on a going-forward basis so that individuals currently in the employ of the municipality, who were former Members of Council or former staff of a Member of Council, would not be adversely affected.

 Contact:

Brenda Glover,

Executive Director of Human Resources

397-9802

Michael Garrett

Chief Administrative Officer