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February 13, 1998
SPECIAL COMMITTEE TO REVIEW THE FINAL
REPORT OF THE TORONTO TRANSITION TEAM:
I am enclosing for your information and any attention deemed necessary, Clause No. 2 contained in Report No. 2 of The Strategic Policies and Priorities Committee, headed ASeparation Program for Executive Management and Non-Union Staff@, which was adopted, as amended, by the Council of the City of Toronto at its meeting held on February 4, 5 and 6, 1998.
May I draw your attention to the amendment by Council found at the beginning of the Clause.
City Clerk
R. Walton/csb
Encl.
Clause sent to: Minister of Municipal Affairs and Housing, Province of Ontario
Special Committee to Review the Final Report of the
Toronto Transition Team
All City Officials
All Interim Functional Leads
Agencies, Boards and Commissions
c.: Interim Contact, Strategic Policies and Priorities Committee
Clause embodied in Report No. 2 of the Strategic Policies and Priorities Committee, as considered by the Council of the City of Toronto at its meeting held on February 4, 5 and 6, 1998.
2
Separation Program for Executive Management and
Non-Union Staff
(City Council on February 4, 5 and 6, 1998, adopted the joint confidential report dated January 19, 1998, from the Commissioner of Human Resources, Chief Financial Officer and Treasurer and the Chief Administrative Officer, embodying the following recommendations, as amended by the Budget Committee at its meeting held on January 26, 1998:
A It is recommended that:
(1) Council adopt the Separation Program for Executive, Management and Non-Union staff;
(2) this program replace all separation or exit programs, policies and practices in the former municipalities;
(3) all employees of the (new) City of Toronto be advised that separation or exit programs, policies and practices which may have been in place in the former municipalities are no longer in force;
(4) Council approve the establishment of a Workforce Reduction and Retraining Reserve to accommodate the funding for the Separation Program for Executives, Management and Non-Union staff, with initial funding of $10 million to be allocated from existing reserve funds;
(5) the Chief Financial Officer and Treasurer request the Province of Ontario for assistance in funding the Separation Program required as a result of the amalgamation dictated by the City of Toronto Act, 1997; and
(6) the Chief Administrative Officer, Chief Financial Officer and Treasurer and the Commissioner of Human Resources be authorized to take all the necessary steps to implement these actions and to administer the Workforce Reduction Strategy.@
Council also adopted the report dated February 3, 1998, from the Chief Administrative Officer, subject to:
(1) amending Recommendation No. (1) by:
(a) inserting the words Aor an Agency, Board or Commission funded in whole or in part by the City@, after the words ACity of Toronto@; and
(b) inserting the words Aor employment@, after the words Afor re-employment@;
(c) deleting the words Afive years@ and inserting in lieu thereof the words Atwo years@;
(2) amending Recommendation No. (2) by:
(a) deleting the words Awith the approval of the Chief Administrative Officer in consultation with the Chair of the Corporate Services Committee. Exceptions beyond six months must receive the approval of Council@, after the words Ain duration@, and inserting in lieu thereof the words Aon recommendation of the Chief Administrative Officer for approval by City Council@; and
(b) adding thereto the words Asuch policy to apply whether employees are hired as consultants or employees@;
(3) striking out and referring Recommendations Nos. (3) and (4) back to the Chief Administrative Officer for further consideration and report thereon to the Corporate Services Committee, together with the following motions:
Moved by Councillor Pantalone:
A That the foregoing Clause be amended by inserting in Recommendation No. (3) the word >permanent= after the words >applied to=.@
Moved by Councillor Holyday:
A That the foregoing Clause be amended by striking out Recommendation No. (4) and inserting in lieu thereof the following:
> (4) the re-employment policy also apply to former Members of Council seeking employment with the municipality, and that they should not be allowed to seek employment with the municipality during their severance period.= @
so that the recommendations embodied in the confidential report dated February 3, 1998, from the Chief Administrative Officer, shall now read as follows:
A (1) employees who receive an exit or retirement package from the City of Toronto or an Agency, Board or Commission funded in whole or in part by the City, or who received an exit or retirement package from one of the seven former municipalities, will not be eligible for re-employment or employment by the municipality for a period of two years; and
(2) in limited, exceptional circumstances, any employee may be re-employed on a contract basis, for a defined period of time not to exceed six months in duration, on recommendation of the Chief Administrative Officer for approval by City Council, such policy to apply whether employees are hired as consultants or employees.@
Council also adopted the following recommendations:
A It is further recommended that:
(1) any firm that is bidding on a contract with the City of Toronto and has hired a former senior management employee of the former Metropolitan Toronto or Area Municipal governments shall be required to provide the name of that former employee to the City;
(2) the Special Committee to Review the Final Report of the Toronto Transition Team be requested to re-examine why the Strategic Policies and Priorities Committee and the Budget Committee review and make recommendations respecting Human Resources issues, given the existence of a Corporate Services Committee;
(3) the Chief Administrative Officer be requested to ensure that human resources issues are submitted to the Corporate Services Committee for consideration, in accordance with the provisions of the Council Procedural By-law; and
(4) the Chief Financial Officer and Treasurer be requested to submit a report to the Strategic Policies and Priorities Committee identifying the reserve fund sources and amounts allocated to the Workfare Reduction and Retraining Reserve; such report to also address whether such reserve can be self-funded from separation savings.@)
The Strategic Policies and Priorities Committee recommends:
(1) the adoption of the joint confidential report (January 19, 1998) from the Commissioner of Human Resources, Chief Financial Officer and Treasurer and the Chief Administrative Officer, as amended by the Budget Committee at its meeting held on January 26, 1998, respecting a Separation Program for Executive Management and Non-union staff, referred to in the confidential communication dated January 28, 1998, from the City Clerk;
(2) the adoption of the report (February 3, 1998) from the Chief Administrative Officer respecting a restrictive policy for re-employment of staff who have received an exit or retirement package; and
(3) that Council resolve itself into the Committee of the Whole to give consideration, in camera, to such reports.
The Strategic Policies and Priorities Committee reports, for the information of Council, having requested the Chief Administrative Officer and the Commissioner of Human Resources to consider when looking at any downsizing, that all non-union staff be treated in a fair and equitable manner and on the same basis as the union staff; and further that the Globe and Mail and all media be advised of the foregoing.
(A copy of each of the aforementioned reports has been forwarded to all Members of Council under Aconfidential@ cover.)
(Extract from the confidential joint report dated January 19, 1998,
addressed to the Strategic Policies and Priorities Committee
from the Commissioner of Human Resources
and the Chief Financial Officer and Treasurer.)
A It is recommended that:
(1) Council adopt the Separation Program for Executive, Management and Non-Union staff;
(2) this program replace all separation or exit programs, policies and practices in the former municipalities;
(3) all employees of the (new) City of Toronto be advised that separation or exit programs, policies and practices which may have been in place in the former municipalities are no longer in force;
(4) Council approve the establishment of a Reserve for Workforce Reduction to accommodate the funding for the Separation Program for Executives, Management and Non-Union staff, with initial funding of $10 million to be allocated from existing reserve funds;
(5) the Chief Financial Officer and Treasurer request the Province of Ontario for assistance in funding the Separation Program required as a result of the amalgamation dictated by the City of Toronto Act, 1997; and
(6) the Chief Administrative Officer, Chief Financial Officer and Treasurer and the Commissioner of Human Resources be authorized to take all the necessary steps to implement these actions and to administer the Workforce Reduction Strategy. @
(City Council on February 4, 5 and 6, 1998, had before it, during consideration of the foregoing Clause, a confidential communication (January 28, 1998) from the City Clerk addressed to the Strategic Policies and Priorities Committee, forwarding recommendations from the Budget Committee respecting a separation program for executive, management and non-union staff.)
(Report dated February 3, 1998,
entitled ARe-Employment Policy@,
from the Chief Administrative Officer, referred to above)
Purpose:
This report will respond to comments by the Strategic Policy and Priorities Committee, at its meeting of January 19, 1998, and by the Budget Committee, at its meeting of January 25, 1998, with respect to the policy for re-employment of staff who have received an exit or retirement package.
Financial Implications:
There are no financial implications.
Recommendations:
It is recommended that
(1) employees who receive an exit or retirement package from the City of Toronto or who received an exit or retirement package from one of the seven former municipalities, will not be eligible for re-employment by the municipality for a period of five years;
(2) in limited, exceptional circumstances, any employee may be re-employed on a contract basis for a defined period of time not to exceed six months in duration, with the approval of the Chief Administrative Officer in consultation with the Chair of the Corporate Services Committee, exceptions beyond six months must receive the approval of City Council;
(3) this policy would be applied to staff who previously worked for Councillors and the Mayor; and
(4) Council determine if this policy should be applied to former Members of Council seeking employment with the municipality.
Discussion:
A report was before both the Strategic Policies and Priorities Committee and the Budget Committee with respect to a separation program for executive, management and non-union staff. Contained in the report was a proposed policy on re-employment of staff who receive an exit or retirement package from the municipality.
The proposed policy recommendations have been amended based on suggestions by Committee members.
The Budget Committee requested that Council determine if this policy should also be applied to former Members of Council who may seek employment with the Municipality.
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