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REPEALED BY
BY-LAW jg.:1.:l.2~
THE CORPORATION OF THE TOWN OF NEWCASTLE
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BY-LA\'1 NO. 81-95
being a by-law to establish a policy
for the compensation for all non-
affiliated staff.
WHEREAS the Council considers it desirable to develop a fair
co~pensation policy for all non-affiliated staff, which will
enable the Corporation to employ and retain fully qualified
and capable staff;
NOW THEREFORE BE IT ENACTED AND IT IS ENACTED AS A BY-LAW OF
THE CORPORATION OF THE TOWN OF NEWCASTLE AS FOLLOWS:
POLICY
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1.
It shall be the policy of The Corporation of the Town of
Newcastle to pay salaries to all members of The Corporation's
staff, whose salaries are not governed by the terms of a collective
agreement, according to a salary structure which compares favourably
with salaries paid municipalities in Southern Ontario of similar
size.
2.
Specifically the salary structure shall:
Approximate as closely as possible the salary structure
of municipalities of about the same population;
Be close to the local employers who hire staff
into positions with similar scope and responsibility;
Be on an equitable level for positions which have a
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close relationship to jobs covered by collective
agreements;
Be behind municipalities of greater population such as
Oshmva.
ADMINISTRATION
3.
The salary compensation policy shall be administered
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By-Law 81-95
as follows:
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ANNUAL REVIEW
(i) Salaries shall be adjusted effective January
1st in each year after a salary review
in the preceding November and December based
upon a pay survey carried out by the Administrator
or his designate in the months of September
and October which survey shall include both
actual and estimated increases in salaries to
be provided in the coming year.
PROGRESSION OF JOB RATE
(ii) The job rate for any given position will be
the maximum of the range for the pay grade
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in which that position falls, with persons
hired into senior management positions
(Department and Deputy Department Heads)
progressing to job rate within three years, and
persons hired into more junior positions
progressing to job rate within the same period
of time as provided in collective agreements
for positions having a close relationship to
such position.
SALARIES OUTSIDE THE RANGE ESTABLISHED
DURING THE REVIEW UNDERTAKEN DURING 1981
(iii) (a) If, as a result of the initial pay survey,
some positions are found to be overpaid, the
salary for such position shall not be reduced
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but frozen until such time as general increases
bring the salary for the position up to current
levels; and
(b) If, as a result of the initial pay survey,
some positions are underpaid, salary increases
shall be provided retroactively to January 1st,
1981 at the revised rate. That Sections '(iii) (a)
and (b) shall be in effect only for the year 1981.
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By-Law 81-95
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EVALUATION OF JOBS
(iv) (a) There shall be an Evaluation Committee
which shall be chaired by the Administrator,
and composed of the Mayor, one Department Head
and Deputy Department Head and shall meet as
often as may be required.
(b) When a new position is created or an estab-
lished position is significantly changed, it
will be re-evaluated by the Evaluation
Committee.
(c) An employee may request a re-evaluation of h~sl
her position which re-evaluation shall be
undertaken by the Evaluation Committee in
consultation with the employee's Department
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Head, subject to an appeal to the appropriate
Committee of Council.
BY-LAW READ a first and second time this 27th day of July
, 1981.
BY-LAW READ a third and final time this 27th day of July
, 1981.
M~~
~ayor !
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