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HomeMy WebLinkAbout2004-257 . >~ , THE CORPORATION OF THE MUNICIPALITY OF CLARINGTON BY-LAW 2004-257 Being a By-law to recognize and adopt as policy for the Municipality of Clarington Corporate Policy A 1, Staffing and Recruiting, and to adhere to its conditions and precepts as set out when hiring employees for the Municipality. THE CORPORATION OF THE MUNICIPALITY OF CLARINGTON HEREBY ENACTS AS FOLLOWS: 1. THAT the Mayor and Clerk are hereby authorized to execute, on behalf of the Corporation of the Municipality of Clarington and seal with the Corporation Seal, the adoption of Policy A 1, Staffing and Recruiting, as policy for the said Corporaton; 2. THAT the policy in substantially the form attached hereto as Schedule "A" form part of this By-law. By-law read a first and second time this 13 day of December ,2004. By-law read a third time and finally passed this 13 day of December ,2004 "uitlf ~. {- Joh Muttgn,:Mayor.- Municipality of Clarington Attachment #1 Report COD-070-04 Administrative and Corporate Policies I SUBJECT: I SECTION: STAFFING AND RECRIDTING APPROVED BY: 0 Council IZI C.A.O. DATE APPROVEDIUPDA TED: Januarv 8, 2oD2 A SUBSECTION: Al APPUCATION: I:s<I All Emolovees A. GENERAL POUCIES 1. Human Rights Code The Municipality of Clatington recognizes and adheres to the Ontario Human Rights Code, which prohibits the discrimination and harassment of existing employees, including the hiring of new personnel, on the grounds of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, marital statos, sex, sexual orientation, family status, handicap, record of offences (provincial offences, pardoned federal offences) and age (18 to 65 years). 2. Employment of Relatives a) The Municipality will not favour nor will it discriminate against any relatives of employees or elected officials who wish to seek employment or seek promotion with the Municipality. b) Employment or promotion will not be allowed where the potential employee would be subject to the direct supervisory control of a relative which is defined to include such relationship as parent, spouse, children, siblings, in- laws and grandchildren. c) Where a relationship occurs between two employees after employment that contravenes the supervisory prohibition described above, every reasonable effort shall be given for placement and work for either one of the employees outside the supervisory control of the other. . 3. Documentation and Record The Chief Administrative Officer's office shall be the only location of all personnel files, job applications and all records of employment and staffmg. Each Department Head is responsible to forward all original documents to the Chief Administrative Officer's office for record keeping but may keep duplicate records within the Department. 4. Types of Employees a) Full-Time These are permanent employees hired for an indefinite period, union employees and non-affiliated staff. b) Part-Time These employees work 24 hours per week or less, and are also hired for an indefinite period e.g. school crossing guards. c) Temporary These employees work for a definite period of time and are always advised in writing in advance of the period of employment and under what conditions it may be terminated. Their hours of work can either be full time or part time, e.g. replacing employees on extended sick leave or maternity leave. The employment of any temporary employee cannot be extended nor can they be brought back for a second term without the approval of the Chief Administrative Officer. d) Casual These ar&temporary employees who work intennittently as the need arises, e.g. bartender. e) Contract These are employees who entered into a special contractual employment agreement with the Municipality. I) Students These include all students who work either full time or part time with a maximum duration of four (4) IDOnths. . B. STAFFING RECRUITMENT 1. Recruitment Sources a) For all unionized positions, any vacant position will be posted internally and can be advertised externally at the same time in accordance with the terms and conditions stipulated in the applicable collective agreement. b) For non-affiliated positions, internal posting shall be provided but can be advertised simultaneously with outside advertising. c) With respect to external posting, the following sequence should be considered: . Existing job application file from Chief Administrative Officer's office . Existing temporary or part-time employees . Advertising in local newspaper . Advertising in trade/professional journal . Advertising in Toronto newspaper . Municipal Internet d) All advertising in newspapers must be approved by the Chief Administrative Officer's office. 2. Content of Job Posting a) The Department Head is responsible for drafting the job postings for every position in his/her Department b) Each job posting must contain the following information: . Types of employment - full time, temporary, union, etc. . Qualifications to inclnde education, experience and any specified skills . Duties and responsibilities . Use of own antomobile, if applicabte . Reporting relationship . Duration of employment, if applicable . Wage grade or salary range . Benefits if applicable . Testing if applicable . Work schedule ifapplicabte . Closing date of application 3. Recruitment Proeess a) The Department Head shall complete and submit an employee requisition form (attached) and a job posting to the Chief Admiuistrative Officer's office. b) Upon approval by the Chief Administrative Officer, the Human ResoUICes Manager will undertake to post and/or advertise the vacant position and sball receive all applications. c) All applications, including those applications that have been on file in the Chief Administrative Officer's office -ror the last three (3) montha will be forwarded to the Department Head d) The Department Head shall review and screen all applications, and select those qnalified candidates for interview.