3734-2024 Hiring Policy
BEING A BY-LAW TO ESTABLISH A HIRING OF EMPLOYEES POLICY FOR THE CORPORATION OF THE TOWNSHIP OF AUGUSTA
Passed by Council September 9, 2024
THE CORPORATION OF THE TOWNSHIP OF AUGUSTA
BY-LAW NUMBER 3734-2024
BEING A BY-LAW TO ESTABLISH A HIRING OF EMPLOYEES POLICY FOR THE
CORPORATION OF THE TOWNSHIP OF AUGUSTA
WHEREAS the Municipal Act, 2001, as amended, requires that the municipality shall
adopt and maintain a policy with respect to the Hiring of Employees;
AND WHEREAS it is deemed advisable to enact a By-Law with respect to hiring of
employees;
NOW THEREFORE the Council of the Corporation of the Township of Augusta hereby
enacts as follows that:
1. THAT Schedule “A shall form part of this By-Law.
2. THAT this Policy shall be referred to as the “Hiring Policy”.
3. THAT the policy be reviewed at least once every term of Council.
4. This Policy shall come into force and effect on the day of passing.
5. THAT By-Law 2533 is hereby repealed and all other By-Laws inconsistent herewith
are hereby repealed.
Read a first, second, and third time and finally passed this 9thi day of September,
2024.
Signed by Deputy Mayor Adrian Wynands and Clerk Annette Simonian
Policy: Hiring Policy
Coverage: All Employees
Date Issued: September 9, 2024
Revised:
PURPOSE
To provide a fair, consistent and equitable practice for recruiting and hiring employees by
the Municipality consistent with Township policies and applicable legislation and
regulations
SCOPE
This policy applies to all employee positions within the Municipality, including union and
non-union positions.
GENERAL PROVISIONS
• Where one exists, the Municipality will honour the Collective Agreement and
Employment Contracts/Agreements that have been signed by the Municipality.
• The Municipality is an equal opportunity employer. The Township will not
knowingly discriminate against any person in the course of the hiring process
under the protected grounds of the Human Right.
• All municipal employees will comply with the Integrated Accessibility Standards.
The Municipality will advise that the accommodations for applicants with
disabilities is available during the recruitment process. If a selected applicant
requests an accommodation for a disability during the hiring process, the
Township shall consult with the applicant and provide or arrange for provisions of
suitable accommodation that takes into account the applicant’s disability. When
making an offer of employment, the Municipality will provide the applicant with its
policies for accommodating employees with disabilities.
• All personal information of applicants under the custody and control of the
Municipality are subject to the Municipal Freedom of Information and Privacy and
Protection Act.
• During onboarding, new employees will be given access to the Township’s
relevant policies and procedures.
• Selection criteria shall be developed in an objective and non-discriminatory
manner and based on bona fide job-related requirements.
DEFINITIONS
Immediate Relative’ includes, but not limited to, parent (or parent in-law), spouse
(common-law partner,) children, stepchild or in-law children, sibling or step siblings, a
relative of the employee who is dependent on the employee for care or assistance.
Other relatives (nieces and nephews) may be considered if no potential conflict or
difficulties appear to exist.
‘Municipality’ means the Corporation of the Township of Augusta.
RECRUITMENT & SELECTION PROCESS
Job Descriptions
All positions prior to hiring must have an approved update or new job description that
clearly defines the scope of the position, key responsibilities, work experience and
training requirements and work environment.
Posting of Vacancies
Union Positions will be posted in accordance with the collective agreement.
Non-union positions postings can be posted internally and/or externally at the discretion
of the CAO, depending on the position.
Hiring Salaried Staff
The hiring process for salaried staff will be completed by the CAO (or designate) and the
particular Department Head. The CAO will approve the hiring as per the
recommendations of the hiring committee.
Hiring Senior Management
In the situation of recruiting Senior Management (Department Head) the CAO with the
assistance of the Clerk will form the hiring committee. For statutory positions, the CAO
will provide a report and a By-Law for Council’s consideration.
Hiring a Chief Administrative Officer (CAO)
In the situation of recruiting a new CAO, the whole of Council will constitute the Hiring
Committee with the assistance of internal staff or external support to manage the
selection process.
Merit Based Hiring
Employment candidates will be screened against appropriate criteria and consistently
applied against each candidate. Answers will be documented and ranked to assist with
hiring decision.
NEPOTISM
Relatives of employees or members of Council of the Municipality shall receive the same
consideration as any other applicant. However, there may be situations where it may not
be in the best interest of the Municipality to employ an immediate relative in the same
department, particularly if there is a reporting relationship.
To avoid conflicts of interest or the potential for creating an adverse effect on
supervision, safety or moral, the following restrictions will apply:
• Standard competition procedures will not been circumvented;
• Individuals must not directly supervise a relative;
• No undue influence was exerted on the recruiting supervisor; and
• Relative shall not be involved in the interview process or hiring decisions.
Reference Requirements
A minimum of two (2) reference checks should be acquired on successful candidates
prior to an official job offer being presented. References will be completed by the CAO
(or designate) prior to a hiring decision.
Official Job Offer Letter
All offers are conditional on the candidate supplying a Criminal Records Check, a
Drivers’ Abstract (if applicable as a job requirement), a signed contract or offer letter with
the Municipality, and all employees whose job description requires use of a municipal
insured vehicle must hold a valid driver’s licence in the class required for responsibilities
of their position. The costs will be absorbed by the Township.
The offer letter will include:
• Position title
• Employment status
• Supervisor
• Start date (anticipated end date if applicable)
• Rate of pay
• Contingent of criminal records and drivers abstract
• Copy of job description
• Whether they are covered under the Union agreement or Employment By-Law.
ORIENTATION
An orientation will be provided within two (2) weeks of start date to complete all
documentation to ensure that the necessary guidance and indoctrination support is
provided for new staff joining the Township or internal staff assuming new roles.
