The background to this is fairly simple.
Council, until recently, would receive reports from the various committees and departments that undertook the business of the municipality. One of those committees was an HR Committee. The head of that committee would be part of any employee grievance process.
When Council transitioned to a Committee of the Whole format, those individual committees went by the wayside. As for human resources matters, Council still had an HR Liaison in place, but that person wasn’t formally designated as being the replacement for the “committee” that made up the town’s part of a grievance complaint. That’s a requirement in the collective agreement that exists between the town and its employees, and a requirement that’s not currently being fulfilled after the disbanding of the committee structure.
Staff recommended that, to close this gap, a motion was needed designating what this grievance team might look like, and several options were tendered to Council, and one of those options was recommended.
In my opinion, the staff recommendation was flawed in the first place.
It may have cemented or concretized the protocol as it currently exists, but that’s not a good enough reason to hammer forward with it.
I’m talking, again, about what form of council/staff representation takes the reins in a human resources situation involving a contract grievance brought forward by an employee.
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