HomeMy WebLinkAboutCLD-021-11 CLERK'S Clarington REPORT
Meeting: GENERAL PURPOSE AND ADMINISTRATION COMMITTEE
Date: September 12, 2011 Resolution#: - '11 By-law#:
Report#: CLD-021-11 File#:
Subject: HIRING OF MUNICIPAL LAW ENFORCEMENT OFFICER
RECOMMENDATIONS:
It is respectfully recommended that the General Purpose and Administration Committee
recommend to Council the following:
1. THAT Report CLD-021-11 be received;
2. THAT Resolution GPA-138-11 (adopted by Council on March 3, 2011) be
amended by deleting the words "conditional upon CUPE's agreement to a letter
of understanding that the new MLEO will be able to work weekends and
evenings as required"; and
3. THAT Bob Stiles, President, CUPE Local 74 be advised of Council's decision.
Submitted by: Reviewed by:
att� . Ba e Franklin Wu
nicip Clerk Chief Administrative Officer
CORPORATION OF THE MUNICIPALITY OF CLARINGTON
40 TEMPERANCE STREET, BOWMANVILLE, ONTARIO L1C 3A6 T 905-623-3379
REPORT NO.: CLD-021-11 PAGE 2
1. BACKGROUND
During the 2011 budget discussions, a resolution was passed to hire one full-time
Municipal Law Enforcement Officer (MLEO) in the Municipal Clerk's Department,
conditional upon CUPE's agreement to a letter of understanding that the new MLEO
will be able to work weekends and evenings as required.
2. HOURS OF WORK
It was decided that the desired hours of employment for this individual are Tuesday
to Friday, noon to 8:00 p.m. and Saturdays 8:30 a.m. to 4:30 p.m. Meetings have
been held with representatives of the Union, Human Resources and the Municipal
Clerk's Department to discuss the hours, as directed by Council.
This position is included in the Inside Collective Agreement, which does not include
provision for shift premiums. The Outside Collective Agreement does provide a $2
per hour shift premium for Facility Operators and Parks & Cemetery employees for
shifts beginning between 3:00 p.m. and 6:00 a.m. and on weekends.
The Union indicated that they wanted shift premiums to be applied to all hours
worked past the regular closing time (4:30 p.m.) and the Saturday hours. The
Human Resources Supervisor responded to the Union advising that, although this is
an Inside Union position, the Corporation would agree to apply the same shift
premium which currently exists for the Facility Operators and Parks & Cemetery
employees (ie, the Saturday hours would be paid the premium), but that we are not
prepared to negotiate a premium that does not exist in the collective agreement.
Doing so would have significant cost implications across the Municipality in future
years.
The Union advised that they are not prepared to accept the terms put forward by the
Corporation and are therefore unwilling to execute a letter of understanding, as
required by Council. They were therefore advised that we would not be moving
forward with the position.
3. STAFFING COMPLEMENT
The following is a comparison of municipal law enforcement staffing across Durham
Region:
REPORT NO.: CLD-021-11 PAGE 3
Municipality MLE Staff Population Area (km2) VolumeNear
Ajax 1 Manager 100,000 69 3300
1 Supervisor
3 Full-Time Ratio — 1125 000 Ratio — 1/13.8 Average —
660/officer
Brock 1 Full Time 12 000 423 330
1 Part Time
Ratio — 1/8000 Ratio — 1/282 Average —
220/officer
Clarington 1 Manager * 85 000 611 1281
3 Full Time
Ratio — 1/28 334 Ratio — 1/204 Average —
427/officer
Oshawa 1 Director * 152 000 147 6500
1 Manager *
3 Co-ordinators Ratio — 1/6608 Ratio — 1/6 Average —
18 Full Time 283/officer
4 Part Time
Pickering 1 Manager* 94 500 227 1000
4 Full Time
Ratio — 1123 625 Ratio — 1/57 Average —
250/officer
Scugog 2 Full Time 22 500 475 320
1 Part Time
Ratio — 1/9000 Ratio — 1/190 Average -
128/officer
Uxbridge 1 Supervisor 19 100 420 250
1 Full Time
Ratio - 1/9550 Ratio — 1/210 Average -
125/officer
Whitby 1 Supervisor 123 000 146 2015
4 Full Time
Ratio - 1/24 600 Ratio - 1/29 Average -
403/officer
Note: * denotes the position works primarily in the office.
REPORT NO.: CLD-021-11 PAGE 4
CONCLUSION
The Division has been hiring summer students since 1991. However, in a cost-
saving measure in 2010, this practice was stopped. The last year students were
hired (2009), they investigated approximately 150 weed/long grass complaints as
well as West Nile complaints and other files. The fact that we are no longer hiring
the students places added workload on the full-time officers, increasing response
time to respond to each complaint.
During approximately the same timeframe, the population has increased such that
each officer is now responsible for 28 334 people versus 17 700 in 1989.
In order to more adequately respond to the volume of calls received each year, it is
respectfully recommended that the previous resolution of Council be amended by
deleting the requirement that CUPE agree to a letter of understanding that the new
MLEO will be able to work weekends and evenings as required. This will allow for
the officer to be hired on the same basis as the officers who are currently employed,
with overtime being paid for any hours worked outside of the regular shifts. The
issue of weekend and evening work can then be discussed during the upcoming
CUPE negotiations.
CONFORMITY WITH STRATEGIC PLAN
The recommendations contained in this report conform to the general intent of the
following priorities of the Strategic Plan:
Promoting economic development
Maintaining financial stability
Connecting Clarington
Promoting green initiatives
Investing in infrastructure
X Showcasing our community
Not in conformity with Strategic Plan
List of interested parties to be advised of Council's decision:
Bob Stiles, CUPE Local 74 President