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Township of Brudenell, Lyndoch and Raglan
June 4, 2025 - Copy of Regular Meeting - 07:00 PM (Public can attend virtually
by Zoom for Teleconference. Zoom Meeting ID: 541 968 4239 Passcode:
2WY40N Teleconference dial: 1-647-374-4685 Meeting ID: 541 968 4239
Passcode: 820260)
1
Call to Order & Roll Call
2
Land Acknowledgement
3
Adoption of the Agenda
4
Disclosure of Pecuniary Interest
5
Mayor's Address
6
Clerk's Report
7
Delegations and/or Presentations
7.1
Delegation - Davey Perrigo
Delegation Request Form
8
Adoption of Minutes from Previous Meetings
May 7th, 2025 - Regular Meeting Minutes
9
Committee and/or Staff Reports
9.1
RFP PW2025-01 - Asphalt Paving
Staff Report
9.2
Canada Summer Jobs
10
Correspondance
10.1
Advocating for Reduced Provincial Tax Rate on Ontario-Made Cider
Town of The Blue Mountains
10.2
Bill 5 - Risks to your communities and support requested
Municipality of Chatham-Kent
Municipality of Kincardine
Town of Orangeville
Town of Plympton-Wyoming
Town of Plympton-Wyoming
County of Prince Edward
10.3
St. Francis Valley Healthcare Foundation - Rockathon 2025
Rockathon Information Sheet
Page - 1
10.4
ANAVET Request
Request
11
New Business
11.1
Request from Paddler Coop Re: Paddle for Benny
Request Letter to Council
11.2
Letter of Support - Opposition to Strong Mayor Powers
Letter of Support
11.3
Letter of Support - Ontario Works Financial Assistance Rates
Letter of Support
11.4
Letter of Support - Call for inclusive research to reflect diversity of Canadian
communities
Letter of Support
11.5
Severance B188/23 - Marquardt
Request for Comment
Application B188/23 - Marquardt
11.6
Severance B189/23 - Fortuna
Request for Comment
Application B189/23 - Fortuna
11.7
To Give Direction For Managing NES Blue Box Materials
Staff Report
11.8
Special Events Application - Twin Music Festival Palmer Rapids
2025 Application
11.9
Updating HR Policy
Schedule A to By-Law 2023-03
11.10
Multi-Year Accessibility Plan
Multi-Year Accessibility Plan
12
Financial Report
Year-to-Date Budget Variance
Monthly Expenses Summary
13
By-Laws
13.1
Zoning Amendment B181/24 - By-Law (McKee)
By-Law 2025-27
Schedule A to By-Law 2025-27
13.2
Shoreline Road Allowance - Janna Bradley
By-Law 2025-28
13.3
2025 - Tax Rate By-Law
By-Law 2025-29
14
Closed Session
14.1
To go into Closed
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch and
Page - 2
Raglan go into closed session pursuant to the Municipal Act, 2001, Section 239 (2) for
the purposes of subsection (b) two items regarding personal matters about an
identifiable individuals, including municipal or local board employees and subsection
(f) advice that is subject to solicitor-client privilege, including communications
necessary for that purpose."
14.2
To come out of Closed
14.3
Report from Closed
14.4
Resolution from Closed #1
15
Confirmation By-Law
By-Law 2025-30
16
Adjournment
Page - 3
Delegation Request Form | Page - 4
7.1 Delegation - Davey Perrigo
Delegation Request Form | Page - 5
7.1 Delegation - Davey Perrigo
Page 1 of 8
Township of Brudenell, Lyndoch and Raglan
Meeting Minutes
Regular Meeting May 7, 2025 - 07:00 PM
Present Were:
Mayor,
Valerie Jahn
Councillor,
Sheldon Keller
Councillor,
Wayne Banks
Councillor,
Iris Kauffeldt
Councillor,
Kevin Quade
Also Present:
Clerk-Treasurer,
Virginia Phanenhour
Deputy Clerk,
Tammy Thompson
Operations Manager,
Jordan Genrick
Public Attending: Via Zoom/Telephone/In Person
May 7th, 2025 - Regular Meeting Minutes | Page - 6
8 Adoption of Minutes from Previous Meetings
Page 2 of 8
1
Call to Order & Roll Call
Call to order Regular Council Meeting for the Corporation of the Township of
Brudenell Lyndoch and Raglan this 7th day of May, 2025 at 7:01 pm.
Roll Call:
Councillor Banks
Councillor Kauffeldt
Councillor Keller
Councillor Quade
2
Land Acknowledgement
"As we gather this evening I would like to acknowledge on behalf of this Council and
our community that we are meeting on the traditional territory of the Algonquin
People. We would like to thank the Algonquin people and express our respect and
support for their rich history, and we are extremely grateful for their many and
continued displays of friendship. We also thank all the generations of people who have
taken care of this land for thousands of years."
3
Adoption of the Agenda
Resolution No: 2025-05-07-01
Moved By: Wayne Banks
Seconded By: Iris Kauffeldt
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan adopt the agenda as submitted."
CARRIED
4
Disclosure of Pecuniary Interest
There were no declarations of pecuniary interest expressed.
5
Mayor's Address
Attended County Council Meetings.
6
Clerk's Report
Nothing to report.
7
Delegations and/or Presentations
7.1
Davey Perrigo - Absent
7.2
Tammy Schutt
May 7th, 2025 - Regular Meeting Minutes | Page - 7
8 Adoption of Minutes from Previous Meetings
Page 3 of 8
8
Adoption of Minutes from Previous Meetings
Resolution No: 2025-05-07-02
Moved By: Sheldon Keller
Seconded By: Kevin Quade
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby adopt the minutes of the Regular Council Meeting of April 9th, 2025,
and Special Meeting of April 15th, 2025 as presented."
CARRIED
9
Committee and/or Staff Reports
9.1
BLR Recreation Committee Minutes
Resolution No: 2025-05-07-03
Moved By: Iris Kauffeldt
Seconded By: Kevin Quade
"THAT Council for the Corporation of the Township of Brudenell, Lyndoch and Raglan
accept the March 18th 2025, BLR Recreation Committee Minutes as information."
CARRIED
9.2
Staff Report - Summer Jobs/Lawn Care
Resolution No: 2025-05-07-04
Moved By: Wayne Banks
Seconded By: Sheldon Keller
"THAT Council for the Corporation of the Township of Brudenell, Lyndoch & Raglan
directs the Operations Manager to sign an agreement with Jessup Property Care for bi-
weekly lawncare maintenance for Municipal properties."
CARRIED
10
Correspondence
Resolution No: 2025-05-07-05
Moved By: Kevin Quade
Seconded By: Wayne Banks
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby accept the correspondence as circulated with the exception of items
10.3, 10.5 and 10.7 to be brought back to the next regular meeting of council."
CARRIED
10.1
County Council Summary
10.2
EOWC April 2025 Newsletter
10.3
Ontario Works Financial Assistance Rates
May 7th, 2025 - Regular Meeting Minutes | Page - 8
8 Adoption of Minutes from Previous Meetings
Page 4 of 8
10.4
Township of McNab/Braeside Bi-Centennial Event
10.5
Opposition to Strong Mayor Powers
10.6
Ontario Heritage Act
10.7
Call for inclusive research to reflect diversity of Canadian communities
10.8
Salt Management
10.9
Surveillance and Monitoring of Heavy Vehicles in Ontario
10.10
Proposal to End Daylight Savings Time in Ontario
10.11
Carbon Tax
11
New Business
11.1
Shoreline Road Allowance - Janna Bradley
Resolution No: 2025-05-07-06
Moved By: Sheldon Keller
Seconded By: Kevin Quade
"THAT the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby approve the draft survey as presented for the Shoreline Road Allowance
purchase by Janna Bradley."
CARRIED
11.2
Letter of Support - Tariffs
Resolution No: 2025-05-07-07
Moved By: Wayne Banks
Seconded By: Iris Kauffeldt
"Be it resolved that the Council for the Corporation of the Township of Brudenell,
Lyndoch and Raglan support the County of Renfrew's resolution regarding tariffs and
supporting local businesses, industries and workforces.
And further that this resolution be forwarded to the Eastern Ontario Wardens'
Caucus, the County of Peterborough, the Federation of Canadian Municipalities, the
Association of Municipalities of Ontario, the Rural Ontario Municipal Association, local
municipalities of Renfrew County, and relevant federal and provincial representatives."
CARRIED
May 7th, 2025 - Regular Meeting Minutes | Page - 9
8 Adoption of Minutes from Previous Meetings
Page 5 of 8
11.3
Special Event - Paddler Cooperative
Resolution No: 2025-05-07-08
Moved By: Sheldon Keller
Seconded By: Kevin Quade
"THAT the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan accept the Paddler Coop Special Event notification as information only."
CARRIED
11.4
Official Plan Amendment - Renfrew County
Resolution No: 2025-05-07-09
Moved By: Kevin Quade
Seconded By: Wayne Banks
"THAT the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan accept the notice of the Official Plan Amendment as information."
CARRIED
12
Financial Report
12.1
2024 Financial Statement
Resolution No: 2025-05-07-10
Moved By: Iris Kauffeldt
Seconded By: Sheldon Keller
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby accept the 2024 Financial Statements."
CARRIED
12.2
Approval of 2025 PSAB Budget
Resolution No: 2025-05-07-11
Moved By: Sheldon Keller
Seconded By: Kevin Quade
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan approve the 2025 PSAB Budget as per Ontario Regulation 284/09."
CARRIED
May 7th, 2025 - Regular Meeting Minutes | Page - 10
8 Adoption of Minutes from Previous Meetings
Page 6 of 8
13
By-Laws
13.1
Shoreline Road Allowance - Yvonne and James Cybulskie
Resolution No: 2025-05-07-12
Moved By: Wayne Banks
Seconded By: Iris Kauffeldt
"THAT the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby adopt By-Law 2024-12 being a By-Law to provide for the closing and
stopping up of part of the original allowance for road along the shore of Lorwell Lake
lying in front of PT Lot 9, Concession 9 (Part 1), in the Geographic Township of
Brudenell, and for the transfer thereof to the owner of the abutting land, having been
read a third time and finally passed."
CARRIED
13.2
Shoreline Road Allowance - Yvonne and Candice Cybulskie
Resolution No: 2025-05-07-13
Moved By: Kevin Quade
Seconded By: Sheldon Keller
"THAT the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby adopt By-Law 2024-13 being a By-Law to provide for the closing and
stopping up of part of the original allowance for road along the shore of Lorwell Lake
lying in front of PT Lot 9, Concession 9 (Part 2), in the Geographic Township of
Brudenell, and for the transfer thereof to the owner of the abutting land, having been
read a third time and finally passed."
CARRIED
13.3
Shoreline Road Allowance - Joe and Wendy Holly
Resolution No: 2025-05-07-14
Moved By: Iris Kauffeldt
Seconded By: Kevin Quade
"THAT the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby adopt By-Law 2024-14 being a By-Law to provide for the closing and
stopping up of part of the original allowance for road along the shore of Lorwell Lake
lying in front of PT Lot 9, Concession 9 (Part 3), in the Geographic Township of
Brudenell, and for the transfer thereof to the owner of the abutting land, having been
read a third time and finally passed."
CARRIED
May 7th, 2025 - Regular Meeting Minutes | Page - 11
8 Adoption of Minutes from Previous Meetings
Page 7 of 8
13.4
Shoreline Road Allowance - Darryl & Anita Holly
Resolution No: 2025-05-07-15
Moved By: Iris Kauffeldt
Seconded By: Wayne Banks
"THAT the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby adopt By-Law 2025-23 being a by-law to acquire and dedicate land as a
public highway and to provide for the closing and stopping up of part of the original
allowance for road along the shore of Lorwell Lake lying in front of PT Lot 9,
Concession 9, (Part 4) in the Geographic Township of Brudenell, and for the transfer
thereof to the owner of the abutting land, having been introduced and read a first and
second time."
CARRIED
13.5
By-Law to Enter into an Encroachment Agreement
Resolution No: 2025-05-07-16
Moved By: Kevin Quade
Seconded By: Sheldon Keller
"THAT the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby adopt By-Law 2025-24 Being A Bylaw to Authorize the Entering into an
Encroachment Agreement Between the Corporation of the Township of Brudenell,
Lyndoch and Raglan and Mervin Ernest Lidtkie, having been read a first, second and
third time and finally passed.".
CARRIED
14
Closed Session
14.1
To go into Closed
Resolution No: 2025-05-07-17
Moved By: Wayne Banks
Seconded By: Sheldon Keller
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan go into closed session pursuant to the Municipal Act, 2001, Section 239 (2) for
the purposes of two items under subsection (b) regarding personal matters about an
identifiable individual, including municipal or local board employees; and
subsection (f) advice that is subject to solicitor-client privilege, including
communications necessary for that purpose."
CARRIED
May 7th, 2025 - Regular Meeting Minutes | Page - 12
8 Adoption of Minutes from Previous Meetings
Page 8 of 8
14.2
To come out of Closed
Resolution No: 2025-05-07-18
Moved By: Kevin Quade
Seconded By: Wayne Banks
"That Council comes out of closed at 8:29 pm."
CARRIED
14.3
Report from Closed
Council discussed two items regarding identifiable individuals and received advice that
is subject to solicitor client privilege.
14.4
Resolution from Closed #1
Resolution No: 2025-05-07-19
Moved By: Iris Kauffeldt
Seconded By: Sheldon Keller
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby direct staff to proceed with direction given in closed."
CARRIED
15
Confirmation By-Law
Resolution No: 2025-05-07-20
Moved By: Iris Kauffeldt
Seconded By: Sheldon Keller
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch &
Raglan hereby adopts By-Law 2025-25 being a By-Law to confirm the proceedings of
the May 7th, 2025 Regular Meeting of Council, having been read a first, second and
third time and finally passed."
CARRIED
16
Adjournment
Resolution No: 2025-05-07-21
Moved By: Wayne Banks
"THAT this meeting adjourns at 8:31 pm."
CARRIED
___________________________ ________________________________
Mayor, Valerie Jahn Clerk-Treasurer, Virginia Phanenhour
May 7th, 2025 - Regular Meeting Minutes | Page - 13
8 Adoption of Minutes from Previous Meetings
EMPLOYEE REPORT
Report Date:
June 6, 2025
Date of Council Meeting:
June 4, 2025
Prepared By:
Jordan Genrick
Approved By:
Virginia Phanenhour
Reason for this Report
To provide Council with information regarding construction tender results.
Recommendation
That Council for the Corporation of the Township of Brudenell, Lyndoch & Raglan award tender
PW2025-1 to Bonnechere Excavating Inc. for hot mix asphalt in the amount of $277,594.25 plus
HST.
Facts and Issues
Council has directed the Operations Manager to seek contractors to complete the 2025 road
construction work as described in the 2025 budget. As a result of the tendering process the
following contractors showed interest in the proposed project:
PW2025-1 Asphalt Paving, this includes hot mix asphalt for 1.7km of Bruceton Road and 800m
of Trout Lake Road. Asphalt pricing has dropped this season by $1/tonne, the project will be
finished well within budget parameters. Two proposals were received and are as follows:
Greenwood Paving Pembroke Ltd. -$335,175.50 plus HST
Bonnechere Excavating Inc. - $277,594.25 plus HST
Staff Report | Page - 14
9.1 RFP PW2025-01 - Asphalt Paving
The Town of The Blue Mountains, Special Meeting of Council
Special Meeting of Council
Date:
Wednesday, May 14, 2025
Time:
4:28 PM
Moved by:
Councillor Ardiel
Seconded by:
Deputy Mayor Bordignon
WHEREAS the Town of The Blue Mountains boasts a robust agricultural sector and a thriving agritourism
industry, with numerous local cideries contributing significantly to the local economy, employment, and
tourism;
AND WHEREAS Ontario's craft cider industry is experiencing substantial growth, with over 60 craft cideries
across the province, many of which are situated in rural communities and utilize 100% Ontario-grown apples
and are 100% made in Ontario, thereby supporting local agriculture and local economies;
AND WHEREAS under the current provincial tax structure, cider is officially classified and taxed at the same rate
as imported wine which results in higher markups and taxes compared to craft beer, despite cider's comparable
production processes and market positioning;
AND WHEREAS this tax disparity places Ontario's craft cider producers at a competitive disadvantage compared
to craft brewers, despite the fact that Ontario cider utilize 100% Ontario-grown apples and is 100% made in
Ontario;
AND WHEREAS the Ontario Craft Cider Association (OCCA) has been actively advocating for a tax structure that
levels the playing field between craft cider and craft beer, recognizing the potential for job creation, economic
growth, and the promotion of local agriculture;
AND WHEREAS the Town acknowledges and appreciates the Province's investment in marketing and
promotional support for the craft cider industry, but maintains that long-term sustainability and
competitiveness for Ontario cider producers requires an adjustment to the underlying tax framework;
AND WHEREAS this motion is meant to support, not oppose, initiatives for fair taxation of the Ontario Craft
Cider industry the Province of Ontario may be considering.
THEREFORE BE IT RESOLVED THAT the Council of the Town of The Blue Mountains:
Supports the efforts of the Ontario Craft Cider Association in advocating for a fair and equitable tax
structure for Ontario-made craft cider.
1.
Urges the Province of Ontario to review and amend the current tax regulations to align the tax rate of
craft cider with that of craft beer, thereby fostering a more balanced and supportive environment for
local cider producers.
2.
Acknowledges the Province of Ontario's recent investment in marketing initiatives for the cider sector,
while calling for complementary reform of the tax and markup structure that continues to
disadvantage cider producers relative to other craft alcohol categories;
3.
Town of The Blue Mountains | Page - 15
10.1 Advocating for Reduced Provincial Tax Rate on Onta...
YES: 5
NO: 0
ABSENT: 2
Directs the Mayor to forward this resolution to the Premier of Ontario, the Minister of Finance, the
Minister of Agriculture, Food and Rural Affairs, MPP Brian Saunderson, MPP Paul Vickers and MPP Nina
Tangri and the County of Grey requesting their consideration and support.
4.
Directs the Mayor to forward this resolution to all municipalities in Ontario, encourages other
municipalities with vested interests in agriculture and agri-tourism to adopt similar resolutions,
amplifying the collective voice advocating for the prosperity of Ontario's craft cider industry.
5.
YES: 5
NO: 0
ABSENT: 2
The motion is Carried
Deputy Mayor Bordignon
Councillor Porter
Councillor Ardiel
Councillor Hope
Councillor Maxwell
Mayor Matrosovs
Councillor McKinlay
Town of The Blue Mountains | Page - 16
10.1 Advocating for Reduced Provincial Tax Rate on Onta...
Municipality of Chatham-Kent | Page - 17
10.2 Bill 5 - Risks to your communities and support req...
Municipality of Chatham-Kent | Page - 18
10.2 Bill 5 - Risks to your communities and support req...
Council Meeting
Motion #
05/14/2025 - 14
Title:
Bill 5, Protect Ontario by Unleashing our Economy Act
Date:
Wednesday, May 14, 2025
Moved by:
Jennifer Prenger
Seconded by:
Beth Blackwell
Whereas the Ontario government has fast-tracked Bill 5, Protect Ontario by Unleashing our Economy
Act, 2025 (Bill 5), such that it was referred to the Standing Committee on the Interior on May 6, 2025,
after being first read on April 17, 2025, and
Whereas the written submission deadline for participation on Bill 5 is May 26, 2025, at 6:00 PM (EDT),
and
Whereas Bill 5 would enact the Special Economic Zones Act, 2025; amend/repeal the Endangered
Species Act, 2007 and replace it by enacting the Species Conservation Act, 2025; and amend various
Acts including the Ontario Heritage Act, the Mining Act, the Ontario Energy Board Act, 1998, and the
Electricity Act, 1998 and to revoke various regulations in relation to development and procurement, and
Whereas Bill 5 will allow the Lieutenant Governor in Council to create zones anywhere in Ontario
where municipal and provincial laws will not apply, and where projects or proponents can be exempted
from requirements under provisions of an Act or of a regulation, including environmental and heritage
laws, and
Whereas the provisions of Bill 5 as written include anti-democratic principles and risks undermining
civil liberties, Indigenous rights, the environment and local government oversight, and
Whereas the Municipality of Kincardine believes that the provincial priorities of housing, resource
development and economic development can be achieved without subverting existing laws,
undermining municipal authority, threatening the environment, restricting industry growth, or
undermining informed consent with Indigenous communities; now therefore be it
Resolved that the Council of the Municipality of Kincardine hereby opposes Bill 5; and
That Council formally express its opposition to Bill 5 in favour of preserving democracy, transparency,
accountability, the environment, civil liberties, and Indigenous rights; and
That Council encourage the province to prioritize democratic principles and governance systems that
support responsible development, environmental preservation, and acknowledge our responsibility to
future generations; and
That Council formally request that the Ontario government reject Bill 5; and
Municipality of Kincardine | Page - 19
10.2 Bill 5 - Risks to your communities and support req...
That a copy of this motion be forwarded to the Honourable Doug Ford, Premier of Ontario, ; the
Honourable Stephen Lecce, Minister of Energy and Mines; MPP Lisa Thompson; all Ontario
municipalities; the Association of Municipalities of Ontario; and the Standing Committee on the Interior.
Carried.
______________________________________
Clerk
Jennifer Lawrie
Municipality of Kincardine | Page - 20
10.2 Bill 5 - Risks to your communities and support req...
Resolution
Meeting Date: May 12, 2025
Resolution No. 2025-093
Moved: Councillor Prendergast
Seconded: Councillor Andrews
Responsible Growth and Opposition to Elements of Bill 5
Whereas the Government of Ontario has introduced Bill 5: Protecting Ontario by
Unleashing Our Economy Act, 2025, which proposes substantial changes to
environmental planning legislation, including the repeal of the Endangered Species Act
and the creation of "Special Economic Zones" that may override local planning
authority; and
Whereas the Town of Orangeville supports increasing housing supply and economic
growth, but believes this must be achieved without undermining environmental
protections or compromising the integrity of municipal planning processes; and
Whereas Bill 5, as proposed, risks weakening safeguards for Ontario's natural heritage
and reducing the role of municipalities in managing growth in a responsible and locally
informed manner;
Now therefore be it resolved that Council for the Town of Orangeville:
Opposes the provisions in Bill 5 that would reduce environmental protections or
override municipal planning authority;
Urges the Province of Ontario to advance housing and infrastructure growth
through policies that respect sound environmental planning principles and uphold
the planning tools available to local governments;
Directs that this resolution be forwarded to:
o
The Honourable Doug Ford, Premier of Ontario
o
The Honourable Rob Flack, Minister of Municipal Affairs and Housing
o
The Honourable Todd McCarthy, Minister of the Environment,
Conservation and Parks
o
The Honourable Sylvia Jones, Deputy Premier, Minister of Health and
MPP for Dufferin-Caledon
o
The Association of Municipalities of Ontario (AMO)
o
All Ontario municipalities for their awareness and consideration.
Result: Carried Unanimously
Town of Orangeville | Page - 21
10.2 Bill 5 - Risks to your communities and support req...
Town of Plympton-Wyoming | Page - 22
10.2 Bill 5 - Risks to your communities and support req...
Town of Plympton-Wyoming | Page - 23
10.2 Bill 5 - Risks to your communities and support req...
Premier of Ontario, The Honorable Doug Ford (sent by email, [email protected])
Provincial Minister of the Environment, Conservation and Parks. MPP, Todd McCarthy (sent by
email, [email protected])
Provincial Minister of Municipal Affairs and Housing, MPP, Rob Flack (sent by email,
[email protected])
Sarnia Lambton Bkejwanong Provincial MPP, Bob Bailey (sent by email, [email protected])
Sarnia Lambton Bkejwanong Federal MP, Marilyn Gladu (sent by email, [email protected])
AMO (sent by email, [email protected])
All Municipalities (sent by email)
May 27th, 2025
Please be advised that the Council of the Town of Plympton-Wyoming, at its Planning Council
meeting on May 26h, 2025, passed the following motion calling for a pause of the enactment of BILL
5 PROTECT ONTARIO BY UNLEASHING OUR ECONOMY ACT 2025:
MOTION TO PAUSE BILL 5 PROTECT ONTARIO BY UNLEASHING OUR ECONOMY ACT 2025
Whereas the province has introduced Bill 5, Protect Ontario by unleashing our Economy 2025 which
is intended to speed up housing and economic development in Ontario.
And whereas the proposed legislation will include the repeal of the Endangered Species Act of 2007
and replace it with the Conservation Species Act of 2025.
And whereas the Ministry of Environment, Conservation and Parks primarily manages the Act, The
Committee on the Status of Species in Ontario (COSSARO) is responsible for assessing and
classifying species.
And whereas COSSARO is comprised of experts with scientific and traditional knowledge and
operates independently from the government ensuring impartial assessments of species at risk, the
provincial cabinet will now decide what species will remain or be removed from endangered,
concerned or at-risk status.
Town of Plympton-Wyoming | Page - 24
10.2 Bill 5 - Risks to your communities and support req...
And whereas the current law considers the habitat to be all the areas that the species relies on for
living, gathering food, migrating, hibernating and reproducing. The new law however, narrows that
definition to "a dwelling place, such as a den, nest or other similar place, that is occupied or
habitually occupied by one or more members of a species for the purposes of breeding, rearing,
staging, wintering or hibernating"
And whereas the legislation would gut environmental assessment processes, speed mining and
infrastructure development and take a "register-first, ask-questions-later" approach that would
allow developers to begin projects before their environmental implications are fully known and
allow for economic zones which will eliminate any environmental mitigation measures or
protections.
And whereas the legislation would eliminate provincial responsibility for federally listed migratory
birds and aquatic species because it says such birds and species are under federal jurisdiction,
even though the province has historically administered such duties.
And whereas the government will enhance funding for the Species Conservation Program, which
will see contributions more than quadruple to $20 million each year for on the ground projects that
directly support efforts to conserve and protect listed species, the funding will only go to projects in
regions that would otherwise not be considered viable for housing priorities, essentially allowing
for the extirpation of local ecoregions in Ontario.
And whereas while development is necessary for human progress, Bill 5 will pose significant
challenges to mitigating water, soil and air pollution; will overexploit natural resources, and
increase invasive species in each uniquely identified ecoregion in Ontario.
Now therefore be it resolved that the Council of Plympton-Wyoming urges the government to
pause the proposed legislation and maintain strong environmental laws that prevent extinction of
species and protect local ecoregions.
And furthermore, the Council of Plympton-Wyoming asks that the government recognize and
give meaningful consideration to ecoregions in Ontario through their unique perspectives and
preserve Ontario's natural heritage systems in the application of any proposed updated provincial
legislation for the long-term growth, sustainability and well-being of our communities.
If you have any questions regarding the above motion, please do not hesitate to contact me by
phone or email.
546 Niagara Street, PO Box 250 | Wyoming, ON, N0N 1T0 | 519-845-3939 | www.plympton-wyoming.com
Mackenzie Baird
[email protected]
Planning Technician
Town of Plympton-Wyoming
Town of Plympton-Wyoming | Page - 25
10.2 Bill 5 - Risks to your communities and support req...
From the Office of the Clerk
The Corporation of the County of Prince Edward
T: 613.476.2148 x 1021 | F: 613.476.5727
[email protected] | www.thecounty.ca
May 28, 2025
Please be advised that during the regular Council meeting of May 27, 2025 the following
resolution regarding Bill 5: Protecting Ontario by Unleashing Our Economy Act, 2025 was
carried.
RESOLUTION NO.
205-317
DATE:
May 27, 2025
MOVED BY:
Councillor MacNaughton
SECONDED BY:
Councillor Hirsch
WHEREAS the Government of Ontario has introduced Bill 5: Protecting
Ontario by Unleashing Our Economy Act, 2025, which proposes substantial
changes to many Acts within one bill which undermine environmental
protections in order to "unleash the economy"; and
WHEREAS multiple inclusions will impact habitat, biodiversity protections and
environmental integrity without proper process including but not limited to:
- the repeal and replacement of the Endangered Species Act with a
weaker act;
- the creation of a Special Economic Zones Act which will permit
exemptions from legislated environmental protections;
- changes to provisions to the Mining Act which provide sweeping
powers to the Minister of Energy and Mines that are poorly defined,
subject to caprice, or possibly designed to enable exemption from
environment protection; and
WHEREAS proposed changes will override local planning authority, provincial
legislation, and bylaw enforcement for the benefit of specific preferred
proponents over the rights of Ontarians; and
WHEREAS First Nations citizens have an enshrined right to access their own
archeology and Canadians have an enshrined responsibility to seek free, prior
and informed consent from First Nation neighbours regarding land use; and
County of Prince Edward | Page - 26
10.2 Bill 5 - Risks to your communities and support req...
From the Office of the Clerk
The Corporation of the County of Prince Edward
T: 613.476.2148 x 1021 | F: 613.476.5727
[email protected] | www.thecounty.ca
WHEREAS several proposed changes could imperil the health of lands and
water for which First Nations have traditional and treaty rights; and
WHEREAS the provisions of the Special Economic Zones Act are not clear
enough to ensure that there are adequate legal and environmental protections
to offset risks to Ontarians and First Nations members, to provide adequate
safeguards against bad faith environmental practice; and protect against
unsafe labour practice as identified by labour sector organizations; and
WHEREAS fairness is enshrined in both Canada's and Ontario's laws yet
proposed changes seem to permit prejudicial regulatory practice (e.g.
codifying permissions for "trusted proponents" over others); and
WHEREAS the wording of the changes to the Electricity Act seem to support
Canadian ownership of energy suppliers but appear to potentially restrict
development of specific types of energy and could impact local renewable
energy development; and
WHEREAS there is no evidence that undermining of environmental
protections, local legal frameworks, and the rights of First Nations
communities in Ontario are a necessary step to "unleash the economy"; and
NOW THEREFORE BE IT RESOLVED THAT the Council of the County of
Prince Edward supports any regulation that could encourage energy providers
to Buy Canadian but urges the province to clarify the proposed provisions of
the Energy Act and ensure they foster local green energy development; and
THAT the province remove the elements in Bill 5 that would reduce current
environmental protections, reduce protections for species at risk, and reduce
legal protection from bad faith actors in special economic zones; and
THAT the Council of the County of Prince Edward urges the Province to
further define Special Economic Zones and their purpose with more clarity
and ensure that activities within such zones are equally subject to the local
and provincial laws that support all of Ontario and First Nations people and
foster our social, cultural and environmental prosperity;
AND FURTHERMORE BE IT RESOLVED THAT the Council of the County of
Prince Edward expresses solidarity with the concerns of our neighbouring
community, Mohawks of the Bay of Quinte and members of the
Haudenosaunee Nation and support Mohawks of the Bay of Quinte and their
letter to the province of May 16th 2025, attached; and THAT this resolution be
shared with the Honourable Doug Ford, Premiere of Ontario; Stephen Lecce,
Minister of Energy and Mines; Rob Flack, Minister of Municipal Affairs and
County of Prince Edward | Page - 27
10.2 Bill 5 - Risks to your communities and support req...
From the Office of the Clerk
The Corporation of the County of Prince Edward
T: 613.476.2148 x 1021 | F: 613.476.5727
[email protected] | www.thecounty.ca
Housing; Todd McCarthy Minister of the Environment, Conservation and
Parks; Sylvia Jones, Deputy Premier and Minister of Health; Tyler Allsopp,
Member of Provincial Parliament for Bay of Quinte; Chief Don Maracle,
Mohawks of the Bay of Quinte; AMO; ROMA; and the Municipalities of Ontario.
CARRIED
Yours truly,
Victoria Leskie, CLERK
cc: Mayor Steve Ferguson, Councillor MacNaughton
County of Prince Edward | Page - 28
10.2 Bill 5 - Risks to your communities and support req...
Rockathon Information Sheet | Page - 29
10.3 St. Francis Valley Healthcare Foundation - Rockath...
Rockathon Information Sheet | Page - 30
10.3 St. Francis Valley Healthcare Foundation - Rockath...
Request | Page - 31
10.4 ANAVET Request
Request | Page - 32
10.4 ANAVET Request
Dear Mayor and Councillors of BLR,
The 5th annual "Paddle for Benny" Fundraiser for Mental Health will take place on September 27, 2025 at Paddler Co-
op in Palmer Rapids.
This important event raises money and awareness for Mental Health support programs provided by the Robbie Dean
Counselling Centre, a community organization helping residents of Renfrew County. They rely completely on financial
donations because they provide their services at no charge.
In the past four years Paddle for Benny has donated over $36,000 to mental health programs!
I am hoping the Township of BLR will once again consider supporting this important cause, by offering an in-kind
donation of up to $150, in the way of no-charge photocopying, printing and laminating of the event posters and
paperwork, as well as loaning us tables and chairs for the event.
By helping us offset some of our costs, more of the money we raise will go directly to Mental Health Support
Programs. Working together, we really can help make a difference in our community.
This year's fundraising goal is $10,000.
Please reply to this message and let me know if you are able to donate to Paddle for Benny this year.
If you have any questions at all, please message me or call me on my cell phone at 613-885-8573.
We will also be very happy to promote the Township of BLR as a sponsor at the event, on our paddling club's website
(https://www.kwpclub.ca) and on social media.
To learn more about the services the RDCC offers please visit their website at
https://robbiedeancentre.com/.
Thank you kindly,
Wayne Donison
Kawartha Whitewater Paddlers (KWP)
...........
Background - Paddle for Benny fundraiser:
Paddle for Benny is in honour of my wife Leah Kindree's son Ben, who tragically died by suicide at the age of 38 in
October 2020 after living with mental illness for more than 20 years. The purpose of this event is to raise awareness
of the pressing need for mental health support, and to raise funds to help the many individuals, who like Ben, also
need our support.
Our paddling club KWP decided to create an annual event that commemorates Benny's life, as well as spark a
conversation regarding the importance of mental health support.
Contact Information:
Wayne Donison
7299 River Road
Palmer Rapids ON
K0J-2E0
613-885-8573
Request Letter to Council | Page - 33
11.1 Request from Paddler Coop Re: Paddle for Benny
Letter of Support | Page - 34
11.2 Letter of Support - Opposition to Strong Mayor Pow...
Letter of Support | Page - 35
11.2 Letter of Support - Opposition to Strong Mayor Pow...
Letter of Support | Page - 36
11.2 Letter of Support - Opposition to Strong Mayor Pow...
Letter of Support | Page - 37
11.3 Letter of Support - Ontario Works Financial Assis...
Letter of Support | Page - 38
11.3 Letter of Support - Ontario Works Financial Assis...
Letter of Support | Page - 39
11.3 Letter of Support - Ontario Works Financial Assis...
Letter of Support | Page - 40
11.4 Letter of Support - Call for inclusive research t...
Letter of Support | Page - 41
11.4 Letter of Support - Call for inclusive research t...
R E Q U E S T F O R C O M M E N T S
January 11, 2024
Clerk
[email protected]
Township Of Brudenell, Lyndoch & Raglan
42 Burnt Bridge Road
P.O. Box 40
Palmer Rapids, ON K0J 2E0
Dear Sir/Madame:
Re:
B188/23
Application for Consent from Bradley & Tracy Marquardt
Part Lot 24, Concession 18, Raglan
Township of Brudenell, Lyndoch & Raglan
(0m x 61.00m - 0.40 ha.) Lot addition
The above referenced Application For Consent has been received for consideration by the
County of Renfrew. A copy of the application is attached. In accordance with Sections 53(11)
and 53(5)(a) of the Planning Act, your written comments are required.
A Notice of an Application for Consent is attached that includes a key map showing the location
of the proposed consent.
Would you kindly gather internal agency comments and submit them with yours.
Yours truly,
Alana Zadow
Alana Zadow, ACST
Secretary-Treasurer
Land Division Committee
[email protected]
/az
Enclosures
9 INTERNATIONAL DRIVE
PEMBROKE, ON, CANADA
K8A 6W5
613-735-3204
FAX: 613-735-2081
www.countyofrenfrew.on.ca
Department of Development &
Property
Request for Comment | Page - 42
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 43
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 44
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 45
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 46
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 47
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 48
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 49
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 50
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 51
11.5 Severance B188/23 - Marquardt
Application B188/23 - Marquardt | Page - 52
11.5 Severance B188/23 - Marquardt
R E Q U E S T F O R C O M M E N T S
January 12, 2024
Clerk
[email protected]
Township Of Brudenell, Lyndoch & Raglan
42 Burnt Bridge Road
P.O. Box 40
Palmer Rapids, ON K0J 2E0
Dear Sir/Madame:
Re:
B189/23
Application for Consent from Mark & Mary Jane Fortuna
Part Lot 24, Concession 18, Raglan
Township of Brudenell, Lyndoch & Raglan
(32.00m x 60.00m - 0.192 ha.) Lot addition
The above referenced Application For Consent has been received for consideration by the
County of Renfrew. A copy of the application is attached. In accordance with Sections 53(11)
and 53(5)(a) of the Planning Act, your written comments are required.
A Notice of an Application for Consent is attached that includes a key map showing the location
of the proposed consent.
Would you kindly gather internal agency comments and submit them with yours.
Yours truly,
Alana Zadow
Alana Zadow, ACST
Secretary-Treasurer
Land Division Committee
[email protected]
/az
Enclosures
9 INTERNATIONAL DRIVE
PEMBROKE, ON, CANADA
K8A 6W5
613-735-3204
FAX: 613-735-2081
www.countyofrenfrew.on.ca
Department of Development &
Property
Request for Comment | Page - 53
11.6 Severance B189/23 - Fortuna
Application B189/23 - Fortuna | Page - 54
11.6 Severance B189/23 - Fortuna
Application B189/23 - Fortuna | Page - 55
11.6 Severance B189/23 - Fortuna
Application B189/23 - Fortuna | Page - 56
11.6 Severance B189/23 - Fortuna
Application B189/23 - Fortuna | Page - 57
11.6 Severance B189/23 - Fortuna
Application B189/23 - Fortuna | Page - 58
11.6 Severance B189/23 - Fortuna
Application B189/23 - Fortuna | Page - 59
11.6 Severance B189/23 - Fortuna
Application B189/23 - Fortuna | Page - 60
11.6 Severance B189/23 - Fortuna
Application B189/23 - Fortuna | Page - 61
11.6 Severance B189/23 - Fortuna
Application B189/23 - Fortuna | Page - 62
11.6 Severance B189/23 - Fortuna
INFORMATION
REPORT TO COUNCIL
Report Date:
May 27, 2025
Date of Council Meeting:
June 4, 2025
Prepared By:
Tammy Thompson
Approved By:
Virginia Phanenhour
Agenda Item:
New Business
Attachment(s):
None
Reason for this Report
To provide Council with Information regarding the upcoming Blue Box Transition and
Municipal responsibilities post transition.
Recommendation
"THAT we the Council for the Corporation of the Township of Brudenell, Lyndoch and
Raglan hereby direct staff to establish a twin binning system at the Raglan Transfer
Station for the acceptance of all Non-Eligible Sources of Blue Box materials,
commencing on January 1st, 2026."
Information
The Township of BLR transitions on December 31, 2025 to the new Blue Box program.
On January 1st 2026, the municipality will no longer be responsible for the collection,
hauling and processing costs of eligible source blue box materials. It is changing to a
producer-based responsibility. BLR has "opted in" to work with Circular Materials (CM0)
post transition. This means that all costs regarding eligible sources will be the
responsibility of CMO.
The Township will be still accepting the blue box material at the waste and transfer
stations, residents will not see a significant change. We will be working with CMO and
the marketing team to send notice to residents regarding the types of materials that will
be accepted. The list of accepted items will be more extensive. We will also be
reimbursed a portion to compensate expenses born from blue box materials such as
wages, maintenance etc. This compensation is negotiated during the agreement
process.
Staff Report | Page - 63
11.7 To Give Direction For Managing NES Blue Box Materi...
Post transition, Non-Eligible Sources (NES) will not be accepted by CMO and the
municipality will be responsible for the collection, haulage and processing of these
materials. In order to segregate these NES materials staff is suggesting that we use a
twin binning system at the Raglan Site. This would mean that all NES must be taken to
the Raglan site and placed in separate bins and will not be accepted at Brudenell or
Lyndoch. As most of the NES are closest to Raglan, it seems the most appropriate
course of action.
To clarify, Non-Eligible Sources are: Industrial, Institutional, Commercial, Special
Purposes (i.e. churches), government building (i.e. arena/office) The Non-Eligible
Sources are dictated by RPRA, this is not a new change, they have always been
classed as a NES but is only now being enforced. NES properties work out to 5.3% of
the total properties in the Township. Upon further investigation 3% is a more accurate
value as some of NES properties are not producers of blue box materials (i.e. gravel
pits, cemeteries, and places that are no longer in business.)
Staff Report | Page - 64
11.7 To Give Direction For Managing NES Blue Box Materi...
2025 Application | Page - 65
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 66
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 67
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 68
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 69
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 70
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 71
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 72
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 73
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 74
11.8 Special Events Application - Twin Music Festival P...
2025 Application | Page - 75
11.8 Special Events Application - Twin Music Festival P...
Township of Brudenell, Lyndoch & Raglan
2025 Human Resources Policy
2025
1
2025 Human Resources Policy
Schedule A to By-Law 2023-03 | Page - 76
11.9 Updating HR Policy
Schedule A to By-Law 2023-03
Contents
Employment
Recruitment Plan Policy
Record Check Policy
Confidentiality Policy
Employee Files Policy
Performance Review Policy
Performance Management Policy
Progressive Discipline Policy
Human Rights Policy (Accommodation)
Diversity, Equity, Inclusion, and Belonging (DEIB) in the Workplace Policy
Leave of Absence Policy
Compensation and Benefits
Employee Benefit Program
Sick Days Policy
Overtime Policy
Vacation Policy
Public Holidays Policy
Bereavement Leave Policy
Protected Leaves Policy
Flexible Hours of Work Policy
Pay Equity Policy
Payroll Administration Policy
Conduct
Personal Social Media Account Policy
Safe Driving for Work Policy
Mobile Devices at Work Policy
Technology, E-mail, and Internet Use Policy
Health and Safety
Health and Safety Policy
Reporting Workplace Accidents and Injuries Policy
Workplace Violence and Harassment Policy
Substance Use Policy (Drug and Alcohol)
Fit to Work Policy
Scent-Free Workplace Policy
Smoke-Free Workplace Policy
Return to Work Policy (WSIB)
Acknowledgement and Agreement
2
2025 Human Resources Policy
Schedule A to By-Law 2023-03 | Page - 77
11.9 Updating HR Policy
Employment
Recruitment Plan Policy
Record Check Policy
Confidentiality Policy
Employee Files Policy
Performance Review Policy
Performance Management Policy
Progressive Discipline Policy
Human Rights Policy (Accommodation)
Diversity, Equity, Inclusion, and Belonging (DEIB) in the Workplace Policy
Leave of Absence Policy
3
2025 Human Resources Policy
Schedule A to By-Law 2023-03 | Page - 78
11.9 Updating HR Policy
Recruitment Plan Policy
Recruitment Plan Policy
Intent
Township of Brudenell, Lyndoch & Raglan follows equal opportunity and fair hiring practices when filling positions, and to ensure the success of
our business hires only the most qualified individuals. Township of Brudenell, Lyndoch & Raglan has adopted this policy so that all employees
and potential candidates are fairly and consistently considered for employment opportunities.
Guidelines
Approval to Hire
Appropriate approval from Council of the Township of Brudenell, Lyndoch and Raglan must be obtained by resolution before recruitment. Details
included in the approval are title, level, salary, essential functions and responsibilities, and the bona fide qualifications and background
experience.
Internal Job Postings
Ideally, open positions should be posted internally for one week to provide current Township of Brudenell, Lyndoch & Raglan employees first
priority in consideration for new employment opportunities, and to promote qualified employees whenever possible. If timelines do not allow a full
week, employees should be notified when the posting will be made public.
Qualified applicants under the employ of Township of Brudenell, Lyndoch & Raglan shall remain subject to the normal hiring processes, including
interviews, etc.
External Job Postings
External job postings shall be on appropriate and recognized job boards and sites that will reach a wide scope of diverse qualified
candidates.
The Clerk-Treasurer shall be responsible for managing the postings and screening candidates.
Application Process
All applicants, both internal and external, must complete the application process and provide the required resume.
Township of Brudenell, Lyndoch & Raglan will review and screen all applications, and interview the most qualified candidates.
Candidates who for any reason do not meet the requirements for the posted position shall remain classified as applicants and may re-
apply as appropriate.
Interviews
Interviews shall be scheduled and conducted by a selection panel.
Interview questions will be compiled and reviewed by the Clerk-Treasurer to ensure their efficacy. Questions asked during interviews must
be consistent across all candidates to ensure an equitable and unbiased process.
Upon completion of all scheduled interviews, the selection panel shall review the results.
The selection panel will make hiring decisions at their discretion, ensuring bias has not entered the process.
Clerk-Treasurer is responsible for the appropriate retention of information of applicants who are not selected.
Clerk-Treasurer will notify applicants not selected for employment regarding the closure of the position.
All hiring practices will abide by any applicable accessibility legislation.
Internal Transfers
Employees are encouraged to apply for internal job openings and will have their applications considered on the basis of their qualifications
and potential for success in the position.
Internal applicants who are not selected for the position shall be notified by Clerk-Treasurer.
If an employee is selected for an internal job posting, they will begin a new probationary period following the transfer to the new position.
References and Background Checks
The Clerk-Treasurer shall conduct reference and background checks on all potential candidates for employment at Township of Brudenell,
Lyndoch & Raglan.
Background checks are designed to validate the candidate's fulfilment of bona fide job requirements.
4
2025 Human Resources Policy
Schedule A to By-Law 2023-03 | Page - 79
11.9 Updating HR Policy
All references shall be checked to ensure a candidate's qualification for the position.
Offer of Employment
Township of Brudenell, Lyndoch & Raglan shall give a conditional offer of employment to applicants who have been selected through the
application and interview process.
Job offers shall be contingent on the applicant's agreement to company policies, successful reference and background checks, and any
other conditions applicable to the position.
If the applicant accepts an offer of employment from Township of Brudenell, Lyndoch & Raglan, they will be considered an employee, and
provided with a start date and required location to report for duty. Employee orientation shall be provided, and will include workplace
policies, rules and regulations, and other job-specific information designed to assist the employee in their duties. Authorization forms and
policies shall be signed during this period of orientation.
Special Circumstances
Family Members
Township of Brudenell, Lyndoch & Raglan shall accept and consider applications from a member of an employee's immediate family for
employment if the candidate has all the requisite qualifications.
An immediate family member shall not be considered for employment where employment of that family member might create a direct or
indirect manager-subordinate relationship with the family member, or if their employment could create a real or perceived conflict of
interest
For the purposes of this policy, immediate family members shall be defined as: spouse, partner, mother, father, brother, sister, son,
daughter, grandparents, or any in-laws or step-relations.
Former Employees
A former employee who left Township of Brudenell, Lyndoch & Raglan on amicable terms may be eligible for reemployment.
Former employees who left Township of Brudenell, Lyndoch & Raglan without proper notice, or whose employment was terminated for
disciplinary reasons, shall not be eligible for reemployment.
5
2025 Human Resources Policy
Schedule A to By-Law 2023-03 | Page - 80
11.9 Updating HR Policy
Record Check Policy
Record Checks Policy
Intent
General screening policy Township of Brudenell, Lyndoch & Raglan may require record checks to verify qualifications and eligibility for
employment. This policy outlines the standards for conducting record checks.
Guidelines
Township of Brudenell, Lyndoch & Raglan may conduct various types of record checks, including Criminal Record Check, Police Record Check
and Vulnerable Sector Check. Record checks are only conducted where reasonably necessary based on the job duties and responsibilities of the
position.
The company complies with all applicable legislation, including the Ontario Human Rights Code and Freedom of Information and Protection of
Privacy Act when conducting any type of record check. All information collected as part of the record check process is only used for its intended
purpose and kept strictly confidential.
The company informs individuals what type of record checks are required, if any, and obtains their consent before conducting them. Township of
Brudenell, Lyndoch & Raglan may conduct subsequent record checks throughout the employment relationship. The frequency of these checks
will be based on the position. The company will obtain consent before each subsequent check.
Where required, successful completion of the record check is a condition of employment. If an individual declines to provide their consent for a
record check, their employment with Township of Brudenell, Lyndoch & Raglan will be terminated in accordance with Employment Standards
Act, or, in the case of a job applicant, they will no longer be considered for employment.
Results
The company does not discriminate against an individual based on the results of their record check. The company only considers offences
directly related to their job duties and responsibilities of the position. If the record check reveals a history of relevant offences, they will be
reviewed on a case-by-case basis in relation to the job duties and responsibilities of the position.
Any attempt to withhold information or falsify information related to record checks will result in an applicant being disqualified from consideration
for employment or disciplinary action in the case of an existing employee.
6
2025 Human Resources Policy
Schedule A to By-Law 2023-03 | Page - 81
11.9 Updating HR Policy
Confidentiality Policy
Intent
Township of Brudenell, Lyndoch & Raglan has established this policy to set out expectations and standards for employees regarding the
management and use of confidential information.
Guidelines
Township of Brudenell, Lyndoch & Raglan requires employees to keep confidential all business information and relevant knowledge regarding the
company. Employees must not use confidential information for any purpose other than what is reasonable to complete their job duties and
responsibilities during employment and within the scope of their relationship with the company. Employees are expected to maintain
confidentiality during their employment and after the end of the employment relationship.
If confidential information is not effectively protected, the operations and reputation of the company may be threatened and suffer irreparable
harm. These practices have been adopted because they are essential for the protection of the company and its business interests.
Confidential Information
Confidential information means all information created by, furnished by, received by, or accessible through Township of Brudenell, Lyndoch &
Raglan, as well as information that is compiled, contributed, or developed by the employee that is related to actual or anticipated business,
research, development, or manufacturing of the company, and that is not generally known to competitors or the public, nor intended for general
dissemination. Confidential information includes information reduced to written, electronic, or recorded form, and information that meets the
definition above whether marked as confidential or not.
Furthermore, confidential information includes but is not limited to:
Information relating or pertaining to computer software and documentation, products, inventions, prototypes, research and development,
files, client and customer lists, client information, working papers, reports, mailing lists, procedures, manuals, pricing and billing
information, budgets, projections, forecasts, employment records and data, and terms of contracts and agreements to which the company
is a party;
Business and strategic plans, investment policies, or business policies or practices, and trade knowhow and secrets, whether disclosed to
an individual by plans, drawings, reports, sketches, photographs, graphs, or other written materials or documents, by conversation with the
company employees or agents, by third parties to whom the company owes a duty of confidentiality, by observation or inspection of
physical objects or displays, or by any other method;
All objects, documents, and other materials that contain or otherwise reflect such information, and all analyses, compilations, studies, data,
or other records or documents prepared by or for the company that contain or otherwise reflect such information, and any information,
whether marked confidential or not, derived by examination, testing, or analysis of any such information;
Other information that is marked or identified as confidential, or that would otherwise appear to a reasonable person to be confidential
information in the context and circumstances in which the information is known or used;
Confidential information does not include:
Information that is available to the public or industry competitors.
Disclosing Confidential Information
Employees have varying levels of access to confidential information depending on their role in the company. Confidential information should only
be shared with other employees within the organization as necessary for the completion of their job duties and responsibilities. It should not be
presumed that other employees are aware of or have access to confidential information, therefore it should not be discussed openly. If an
employee discovers they have access to confidential information that is not necessary for their job duties or responsibilities, they should inform
the Clerk-Treasurer so access can be restricted.
Employees must not divulge, disclose, provide, or disseminate confidential information to any third-party organization or anyone not employed by
The Township of Brudenell, Lyndoch and Raglan, whether directly or indirectly, unless given express written authorization from the Clerk-
Treasurer.
Employees who are neither official spokespersons nor permanently or temporarily designated spokespersons cannot, under any circumstances
(including on a "no-names" or "off the record" basis), respond to external inquiries unless specifically asked to do so by the Clerk-Treasurer. All
inquiries from external parties are to be referred to the Clerk-Treasurer.
Protecting Confidential Information
Employees are granted varying levels of access to confidential information based on their role in the company. Employees are expected to only
access confidential information to the extent necessary to complete their job duties and responsibilities.
Employees are prohibited from engaging in surreptitious recordings in-person or remotely. Surreptitious recordings involve leaving unattended
cameras or recording devices and recording conversations without the knowledge or consent of individuals, or deliberately continuing a recording
when participants think it has ended. An employee must request approval in writing from anyone who may be involved in video or audio
recording and written authorization from the company. Once the employee receives approval and authorization, recording is permitted.
The company may engage in audio or video recording in accordance with its surveillance policy as may be amended from time to time.
7
2025 Human Resources Policy
Schedule A to By-Law 2023-03 | Page - 82
11.9 Updating HR Policy
All reasonable efforts are made to limit access to confidential information to only those who need to know the information, and those persons
should presume that the information is to be kept confidential unless it has been publicly disclosed by a Township of Brudenell, Lyndoch &
Raglan spokesperson.
All confidential information must be handled with the utmost care. Physical documents must be stored in locked files and cabinets when not in
use and should not be removed from the company's premises without express written authorization from the Clerk-Treasurer. Electronic devices
and databases containing confidential information must be password-protected and locked when not in use. All passwords must be kept in a
secure location and should not be shared with anyone without express written authorization from the Clerk-Treasurer. Confidential information
must never be replicated and transferred to personal or unapproved devices or platforms.
Employees may only enter confidential information into programs that have been approved by the company. If an employee wishes to enter
confidential information into another program not expressly listed in this policy, they must contact the Clerk-Treasurer and receive written
approval before using the program.
Employees must never enter confidential information into artificial intelligence chatbots.
Intellectual Property
Any content or work created by employees as part of their employment relationship with Township of Brudenell, Lyndoch & Raglan is considered
the property of the company. As they are property of the company, they cannot be reproduced for purposes other than an employee's job duties
with the company or published or republished by an employee or another source without express written authorization from the Clerk-Treasurer.
Return or Destruction
Following the end of the employment relationship, all confidential information in an employee's possession, whether in written or electronic
format, must be returned to the Clerk-Treasurer or destroyed at the discretion of the company. This includes any reproductions or copies in an
employee's possession. Any confidential information requiring destruction must be done in accordance with instructions received from the
company, and must be confirmed with proof of destruction. The Township of Brudenell, Lyndoch & Raglan reserves the right to request the return
or destruction of confidential information in an employee's possession at any time.
Violations
Any report of a violation of this policy is investigated by Township of Brudenell, Lyndoch & Raglan. If it is found that an employee has violated
this policy, the employee may be subject to disciplinary measures in accordance with the progressive discipline policy. Depending on the
circumstances, the employee may also be subject to legal action.
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Employee Files Policy
Intent
Township of Brudenell, Lyndoch & Raglan has adopted this policy to outline the information retained in its employee files, as well as define how
this information will be maintained, kept confidential, accessed, and retained appropriately.
Guidelines
Content of Employee Files
Township of Brudenell, Lyndoch & Raglan maintains one employee file for each employee.
Documents stored in the personnel file include:
-Employment application, résumé, references, and hiring notes;
-Offer of employment and employment contract;
-Current biographical information, including address, phone number, date of birth, Social Insurance Number, and emergency contacts;
-Signed policy acknowledgements and agreements;
-Attendance records;
-Return to work plans;
-Records of recognition, commendations, and awards;
-Performance evaluations;
-Career planning documentation;
-Performance improvement plans;
-Accident and incident report forms;
-Disciplinary action documentation;
-Grievances;
-Training certificates.
-Records of salary increases;
-Medical documentation for any absences, such as doctor's notes;
-Short- and long-term disability information;
-Accident and incident report forms where the employee has been injured;
-Functional abilities forms;
-Reasonable accommodation forms;
-Return-to-work plans, including documentation for any medical updates or accommodation dialogue during this period;
-Known allergen information and emergency procedures.
Maintenance
Employee files are kept up to date, with all necessary documentation added to the relevant employee file as soon as possible.
Employees are responsible for updating their personal information contained in the employee files as necessary: for example, by providing
updated emergency contact information if it has changed. Employees may update their personal information by providing the changed
information directly to the Clerk-Treasurer. Township of Brudenell, Lyndoch & Raglan should be notified of any changes to an employee's
personal information as soon as reasonably possible.
Confidentiality and Data Protection
The collection, use, and disclosure of employee personal information contained in the employee files by Township of Brudenell, Lyndoch &
Raglan will be made in accordance with the Confidentiality Policy.
Employee files are kept strictly confidential. Files are accessed only by the employee they concern or by human resources staff for a legitimate
purpose related to the business of Township of Brudenell, Lyndoch & Raglan. File access must be specific: for example, a legitimate business
reason to access an employee's payroll file may not also necessitate access to the medical file. Individuals who access an employee file without
a legitimate purpose will be subject to disciplinary action up to and including termination.
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Township of Brudenell, Lyndoch & Raglan does not share information retrieved from employee files with parties external to the company without
the express permission of the affected employee, except as required by law.
Township of Brudenell, Lyndoch & Raglan applies the following safeguards to ensure employee files are kept confidential:
-locked in secure cabinet within the vault.
Access
Employees are entitled to access their own employee files on reasonable notice to the Clerk-Treasurer. Requests to access an employee file
must be made to the Clerk-Treasurer by e-mail, at least 3 days in advance. Employees may also grant permission in writing for another individual
to access their employee file.
Employees who access their employee files will be accompanied by the Clerk-Treasurer. During review, materials may not be removed from the
employee files. An employee who wishes to receive a copy of a document in their employee files must request a copy from the Clerk-Treasurer.
Requests for copies of documentation must be made to the Clerk-Treasurer by e-mail.
Documentation in the employee file that includes confidential information of other employees may be redacted as necessary before it is
accessed. For example, an incident report containing the medical information of two employees may be redacted to include only the accessing
employee's information.
If an employee notices an error in their employee files while accessing it, the error must be brought to the attention of the Clerk-Treasurer at
human resources by e-mail as soon as possible.
Retention
Employee files are retained for all current Township of Brudenell, Lyndoch & Raglan employees during the course of their employment.
Files for former employees are retained in accordance with the Retention By-Law, for a period of 7 years. On the expiry of the legislated retention
period, employee files are securely destroyed.
A former employee who wishes to access their employee files during the retention period must contact the Clerk-Treasurer by email.
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Performance Review Policy
Intent
Township of Brudenell, Lyndoch & Raglan has adopted this policy to ensure all staff members receive fair, accurate, and appropriate feedback
regarding their performance. By providing performance reviews, the company can recognize and reward success, offer career planning
guidance, and provide staff with goals and objectives for the upcoming year. Performance reviews are part of a larger performance management
process that includes continual communication and feedback between managers and employees.
Guidelines
Township of Brudenell, Lyndoch & Raglan requires that all employees and supervisors take part in the performance review process. All
employees and management staff who have been with the company for six months receive a performance review, which is evaluated against
previously determined goals and objectives for the review period.
Performance Rating Process
The performance rating process may include a self-appraisal by the employee and reviews by the employee's peers or direct reports, but it must
include an evaluation from the employee's direct supervisor or manager. Supervisors must complete a performance review for each eligible
employee, and all ratings must be documented.
Performance Review Meetings
Once performance review documentation has been completed, the supervisor must schedule time with each of their direct reports to conduct a
one-on-one performance review meeting. The performance review meeting consists of:
- A full review and discussion of the employee's performance, including any areas needing improvement;
- A full review of the performance review documentation, allowing the employee to add any additional comments they feel are necessary;
- The discussion of potential pay increases;
- Setting and documenting SMART (specific, measurable, achievable, relevant, time-bound) goals for the following review period;
- Identifying actions required to meet new goals and objectives, setting realistic and attainable time frames for completion, and identifying new
training that may be required; and
- A discussion of development opportunities and career planning goals to improve employee performance and skills, such as training programs or
professional development activities.
Both the employee and the supervisor must sign and date the performance review form.
Negative Feedback
If any area of the employee's performance needs improvement, the performance review meeting should not be the employee's first time
receiving negative feedback. Employees should be made aware of their poor work performance when it occurs. The performance review is an
opportunity to discuss the employee's progress and, if they haven't improved, what steps in the performance management process need to be
taken.
Confidentiality
Every employee's performance review meeting and performance review documentation will be kept confidential. Documentation will be saved in
the employee's file.
Grievance Process
Employees who feel they received an unfair performance review should submit a request for review to the human resources department.
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Upon receiving the request, human resources will address the issue and investigate if necessary. This investigation could include a formal review
of any performance management forms submitted, a review of previous performance plans and reviews, interviews with the employee and the
supervisor, and reviews of current and past performance.
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Performance Management Policy
Intent
Township of Brudenell, Lyndoch & Raglan has adopted this policy to ensure all staff members receive accurate and appropriate feedback
regarding their performance. By using a performance management system, Township of Brudenell, Lyndoch & Raglan works with its employees
to meet organizational objectives through achieving individual performance goals and objectives.
All employees and management staff receive annual performance reviews. The company benchmarks individual performance against
established goals and expectations for each role.
Township of Brudenell, Lyndoch & Raglan values its workforce and helps employees achieve their professional goals. Performance management
helps align individual goals with the strategic direction of the organization. The company requires all employees and supervisors to take part in
the performance management process, with records of individual performance plans and reviews to be discussed and kept on file.
Guidelines
Performance Management Process
Performance management is ongoing and has three phases: planning, coaching or feedback, and review.
Planning
Township of Brudenell, Lyndoch & Raglan supervisors review each of their employee's job duties and requirements to identify key areas of
responsibility to be used in creating individual performance plans.
Employees have a performance plan created for them within designated timeframes, based upon prior performance, length of time with the
organization, length of time with the department, and recent promotions or significant changes in duties and responsibilities.
Each performance plan includes the following information:
A set of specific goals and objectives for achieving the job requirements;
An action plan or outline of how to meet these goals or objectives, which might include plans for training and development;
A timeframe for when employees should meet their goals or objectives; and
Additional comments and areas of concern.
The employee and their supervisor review the performance plan to discuss the goals and objectives. The performance plan both sets
performance objectives and functions as a tool to measure actual performance.
The employee and their supervisor sign the performance plan after a discussion of its contents, and the company retains a copy of the plan in the
employee's file. The employee and their supervisor may amend these plans throughout the performance review period.
Coaching and Feedback
Coaching continues throughout the performance review period. Coaching consists of informal and formal feedback on the progress of the
employee's established goals and objectives.
Feedback sessions are scheduled for each employee at the midpoint of the performance review period, or as required based upon the
employee's performance and length of time with the organization or their department. The session allows discussion of the employee's progress.
These sessions help ensure that employees have sufficient time before the performance review to improve and address any performance
concerns. The employee and their supervisor should address any performance concerns and may alter the performance plan if necessary.
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Review
At the end of the performance review period, all supervisors must schedule time with each of their employees to conduct a year-end or period-
ending performance review. Before the meeting, supervisors complete a performance review for each employee based upon the employee's
established goals and objectives. The employee can review and add any necessary comments. If applicable: The employee also completes a
self-assessment before meeting with their supervisor.
The performance review meeting is not the occasion to introduce new performance concerns. Supervisors should always discuss any concerns
about an employee's performance in regular coaching and feedback sessions so that the employee has an opportunity to improve.
The performance review meeting consists of:
A full review and discussion of the employee's performance based upon their goals and objectives;
A full review and discussion of the performance review form;
The establishment or amendment of the employee's performance plan for the upcoming performance review period;
Discussion of any additional training or resources necessary for completing the goals for the next performance review period; and
Discussion of any career advancement or skills enhancement goals, including any necessary professional development activities.
Both the employee and the supervisor sign and date the new performance plan, with a copy being kept in the employee's file.
Timelines
Supervisors should adhere to the following timelines when administering employee performance plans and feedback meetings.
Create and update performance plans annually or at the end of the performance review period for each employee who is no longer considered
probationary and is not demonstrating any performance problems. Employees in this category must have at least one formal feedback meeting,
and more if their supervisor deems necessary.
Create a performance plan for new or probationary employees within their first week of employment, with more frequent reviews during their
probation period. Hold a formal review at the end of their probationary period or earlier if the employee demonstrates performance problems.
Create a performance plan for employees who have been promoted, changed departments, or had their duties or responsibilities significantly
altered within the first week of their new position. A formal feedback meeting should occur within the first three months to assess performance
and progression towards established goals and objectives.
Responsibilities
Township of Brudenell, Lyndoch & Raglan provides a fair and transparent performance management process, along with training and guidance
on that process for supervisors and employees. In conjunction with human resources, the company also provides the tools and forms necessary
to facilitate the process.
Supervisors are responsible for creating performance plans as described. They also work with employees to develop reasonable goals and
provide ongoing coaching and feedback to achieve those goals. Supervisors must also report and document employee performance using the
appropriate documentation and conduct performance reviews.
Employees are responsible for working with their direct supervisors to create their performance plan, and for completing and submitting any
required documentation.
Appeals Process
Employees who feel they received an unfair performance review, or who believe their performance goals and objectives are outside their normal
duties and responsibilities, should forward a request for review to the Clerk-Treasurer.
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Upon receiving the request, the Clerk-Treasurer investigates the issue as necessary. This investigation could include a formal review of any
performance management forms, review of previous performance plans and reviews, interviews with the employee and the supervisor, and
reviews of current and past performance.
Confidentiality
All information pertaining to the performance management process is confidential, including performance management forms and discussions in
performance management meetings. All forms used for the performance management process are signed and kept in the employee's file for 3
years.
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Progressive Discipline Policy
Intent
Township of Brudenell, Lyndoch & Raglan uses progressive discipline to address intentional misbehaviour by employees, including management,
consistently and fairly. The company has adopted this policy to outline its progressive disciplinary process.
Guidelines
This policy applies equally to all employees of the company, including supervisors and management. The policy is consistently applied to all
Township of Brudenell, Lyndoch & Raglan employees.
The goal of progressive discipline under this policy is to work with employees to help correct behaviours, attitudes, or actions.
Issues for Progressive Discipline
Employees are expected to act in line with company policies and procedures. Township of Brudenell, Lydoch & Raglan uses progressive
discipline to address issues related to employee conduct and performance where the issue is caused by a deliberate action or choice of the
employee.
Progressive discipline is used for issues related but not limited to:
Misconduct that affects performance, including not meeting standards, missing deadlines, or not participating in group projects;
Attendance, such as arriving late, leaving early, or missing days without following proper reporting procedures;
Conduct, such as rude jokes or unprofessional attire or comments;
Health and safety concerns, such as noncompliance with policies, unsafe practices, or not using appropriate personal safety equipment;
Other breaking or bending of company policies, practices, or procedures.
Progressive Discipline Process
The company employs one informal step and four formal steps in its progressive discipline process. The informal step is coaching. The formal
steps are:
1. Verbal warning;
2. Written warning;
3. Final written warning or possible suspension; and
4. Termination of employment.
Depending on the nature of the offence, the frequency of offences, the employee's overall work history, and the effect of the offence on the
organization, the company may address a specific instance of misconduct beginning with a later stage of the process, or may accelerate the
application of subsequent steps. Severe cases of misconduct, including theft, willful damage to company property, or possession of weapons or
explosives, will result in immediate application of a later step in the progressive discipline process.
The company addresses unrelated issues requiring progressive discipline separately and distinctly through the progressive discipline process.
Issues are only stacked, or addressed together, where one set of expectations applies to both employee behaviours.
A progressive discipline action against an employee at any stage of the process expires after 12 months after it was applied. When a progressive
discipline action expires, it will no longer be considered in future disciplinary actions against the employee. Instead, the disciplinary process will
restart for any future offences. However, repeated incidents of a particular issue may result in an employee entering the progressive discipline
process at a later step if the incidents are repeated within 1 year or where the issue has escalated in severity.
At each stage of the progressive discipline process, the employee's supervisor or manager and the Clerk-Treasurer meet with the employee
privately to identify the issue that needs correcting, any barriers the employee is experiencing, solutions, expectations, and next steps. Meetings
are held in private to maintain continentality. Employees are given a timeframe to improve their behaviour. If their behaviour improves within this
period, the progressive discipline process ends. If the unacceptable behaviour persists, the progressive discipline process continues.
Coaching
Employees receive coaching from their managers and guidance to correct their conduct in line with the company's expectations. Employees may
receive up to 1 instance of coaching before proceeding to the formal steps of the progressive discipline process.
Step 1: Verbal Warning
If the employee's conduct does not improve following coaching, the employee receives a formal verbal warning and informed of the
consequences if the behaviour continues, up to and including termination.
Employees may receive up to 1 verbal warning before moving to the next stage of the progressive discipline process.
Step 2: Written Warning
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If the employee's conduct does not improve after a verbal warning, or if the misconduct warrants immediate progression to this step, a written
warning is issued. The employee is given a written warning advising of the consequences if the behaviour continues.
Employees may receive up to 1 written warning before moving to the next step of the progressive discipline process.
Step 3: Final Written Warning and Possible Suspension
If the employee's conduct has not improved after a written warning, or if an employee's misconduct warrants immediate progression to this stage,
the employee may receive a final written warning.
Employees may also be suspended during this step. Suspensions are without pay and are intended to provide the employee time to reflect on
their actions. The company may suspend an employee for a serious offence or for the reoccurrence of an offence identified in a previous step of
the progressive discipline process. Upon suspension, employees must update their manager on current duties and any time-sensitive
commitments that must be covered during their absence.
Suspensions are imposed for three to five days and are followed by a review period of up to 6 months. During the suspension and review period,
employees are not eligible for wage increases and are not be eligible to apply for internal promotions.
The company provides only one final warning, whether accompanied by a suspension, before moving to termination.
Step 4: Termination of Employment
If the employee continues to demonstrate unacceptable conduct after receiving a final written warning, and fails to improve and meet the
expectations of the workplace, or if an employee's misconduct warrants immediate progression to this stage, the employee may be terminated
from their employment with the company.
Termination is subject to the termination provisions found in the employee's contract, the collective agreement, or applicable Employment
Standards Act.
Documentation
Every step in the progressive discipline process, including coaching, is documented in writing and kept in the employee's file. All records related
to the progressive discipline process are stored in the employee file for 3 years.
During disciplinary meetings, employees receive documentation to sign, including acknowledgement of the meeting. Employees who refuse to
sign documentation have their refusal noted by management. A follow-up meeting is scheduled and the employee may sign documentation in a
follow-up meeting. Employees must follow the expectations of the company regardless of their refusal to acknowledge the documentation. If the
employee continues to refuse to sign documentation, they receive a letter documenting their refusal.
Confidentiality
The company recognizes the sensitive nature of progressive discipline and protects the privacy of the employee. The company only collects and
shares information regarding progressive discipline and the offences that result in progressive discipline on a need-to-know basis, with the
involved manager or supervisor, a manager attending disciplinary meetings on behalf of the company, and human resources. Documentation is
stored securely, in accordance with the company's Confidentiality Policy.
The company handles inquiries and correspondence related to progressive discipline, such as reference checks, in a manner that respects the
privacy of those involved. Information about progressive discipline is not shared externally except to the extent required by law.
Accommodation
If an employee discloses a need for accommodation, or if the company suspects that an accommodation may be required during the progressive
discipline process, the company provides accommodation in accordance with its Human Rights/Accommodation Policy .
Abuse of Authority and Harassment
Progressive discipline is applied to all employees fairly and consistently. The progressive discipline process is not used to retaliate against,
punish, or harass an employee for behaviour that does not meet the requirements for progressive discipline under this policy. Applying
progressive discipline to retaliate against, punish, or harass an employee is considered abuse of authority.
If an employee believes progressive discipline has been unfairly or inappropriately applied to them pursuant to an abuse of authority, breach of
any company policies or procedures, or a perceived conflict of interest, the employee must report the involved manager to the Clerk-Treasurer as
soon as possible. Allegations that progressive discipline has been inappropriately applied are taken seriously and will be investigated under the
company's Workplace Violence and Harassment Policy.
If an investigation substantiates a complaint that progressive discipline has been inappropriately applied, the disciplinary action will be undone
(for example, a written warning will be removed from the employee file). The issue will be documented and addressed with the involved manager.
If an investigation does not substantiate a complaint that progressive discipline has been inappropriately applied, the employee will be counselled
by an otherwise uninvolved manager about why the progressive discipline action is appropriate. If an employee makes a complaint of
inappropriate progressive discipline in bad faith (for example, while concealing information that supports the application of progressive discipline),
additional and separate discipline may be applied against the employee.
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Human Rights Policy (Accommodation)
Intent
Township of Brudenell, Lyndoch & Raglan recognizes and abides by its obligations under the Human Rights Code. As part of these obligations,
the company provides accommodation up to the point of undue hardship for needs arising from the prohibited grounds of discrimination under the
Human Rights Code. This policy outlines the accommodation process and the responsibilities of different parties in that process.
Definitions
Bona fide occupational requirement (BFOR): Job requirements that are adopted for a purpose or goal that is rationally connected to the functions
of the position; adopted in good faith, in the belief that they are necessary to fulfil the purpose or goal; and are reasonably necessary to
accomplish the purpose or goal.
Disability: Includes any degree of physical disability, infirmity, malformation, or disfigurement that is caused by bodily injury, birth defect or illness,
a condition of mental impairment or developmental disability, a learning disability or dysfunction in one or more of the processes involved in
understanding or using symbols or spoken language, a mental disorder, or an injury or disability for which benefits were claimed or received
under the Workplace Safety and Insurance Act, 1997.
Family status: Being in a parent and child relationship.
Marital status: The status of being married, single, widowed, divorced, or separated, and includes the status of living with a person in a conjugal
relationship outside marriage.
Record of offences: A conviction for an offence for which a pardon has been granted under the Criminal Records Act (Canada) and has not been
revoked, or an offence regarding a provincial enactment.
Undue hardship: Occurs when providing an accommodation would cause significant, onerous conditions for the company. Considerations when
determining whether the company has reached the point of undue hardship include cost considerations, outside sources of funding if any, and
health and safety requirements.
Guidelines
Township of Brudenell, Lyndoch & Raglan provides accommodation for individuals up to the point of undue hardship where processes or work
must be modified or adjusted to address the needs of the individual based on a prohibited ground of discrimination under the Human Rights
Code. The prohibited grounds of discrimination are:
Race;
Ancestry;
Place of origin;
Colour;
Ethnic origin;
Citizenship;
Creed;
Sex (including pregnancy);
Sexual orientation;
Gender identity;
Gender expression;
Age (over 18 years of age);
Record of offences;
Marital status;
Family status; and
Disability.
Township of Brudenell, Lyndoch & Raglan takes allegations of discrimination seriously, and it takes appropriate action to address them promptly.
Individuals are not subject to reprisal for making complaints regarding their human rights.
The company does not condone or tolerate harassment in any form. If any employee has been subject to work-related harassment based on a
prohibited ground of discrimination, including sexual harassment, this should be reported to the Clerk-Treasurer. The matter is investigated in
accordance with the Workplace Violence and Harassment Policy.
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Accommodation is available from the beginning of the recruitment and selection process. Applicants are informed that accommodation is
available upon request.
The accommodation process may begin in one of three ways:
An employee or job applicant requests accommodation;
The company becomes aware that an accommodation may be required; or
An authorized third party requests accommodation on behalf of an employee or applicant.
Requests for accommodation should be submitted to the Clerk-Treasurer. These requests do not need to be in writing and do not require the
individual to identify or disclose personal details beyond what is necessary for the accommodation request. The company takes all requests for
accommodation seriously and responds in a timely manner. Individuals who request accommodation are not subject to any reprisal or threat of
reprisal for making such a request.
Where a supervisor or manager becomes aware that an accommodation may be required, the duty to inquire is engaged. A private meeting is
held with the employee to determine whether there are any unmet needs related to a prohibited ground and whether accommodations are
necessary.
Accommodation Process
Once the need for accommodation is identified, the Clerk-Treasurer consults the employee or applicant to determine what type of
accommodation is needed and develops an individual accommodation plan. Interim accommodation measures may be provided at the discretion
of the company while formal accommodations are being developed and implemented.
Information beyond what was provided in the initial accommodation request may be required to determine appropriate accommodations;
however, only information that is necessary to confirm and arrange the accommodation is requested. Employees are expected to cooperate in
the accommodation process and provide any information required to support the accommodation request in a timely manner.
Medical Information
Where accommodation is requested because of limitations to an employee's functional abilities, Township of Brudenell, Lyndoch & Raglan may
require employees to provide medical information to identify an appropriate accommodation. Employees are not required to disclose diagnostic
information. Medical information required by the company is limited to details of how the employee's work-related functional abilities are affected
by a medical condition. Medical information must be provided by the employee's qualified treating healthcare professional, such as a doctor or
nurse practitioner.
Where a healthcare professional requires a fee for completing a functional abilities form or letter at the company's request, the fee must be
communicated to and approved by the Clerk-Treasurer before the form or letter is completed. The company remits required fees directly to the
healthcare professional. Township of Brudenell, Lyndoch & Raglan may require the employee to attend a medical examination by a different
healthcare professional if the requested fee is excessive.
The company may request the employee undergo an evaluation by a medical or other expert, paid for by the company, to assist the company in
determining whether accommodation can be provided. Employees are expected to participate in the evaluation where requested.
Communication with Healthcare Professionals
The company communicates directly with the employee and expects the employee to communicate with their own healthcare professional.
Employees are responsible for ensuring medical documentation necessary for accommodation is completed by their healthcare professional and
provided to the Clerk-Treasurer.
However, at the employee's request, the company may communicate directly with the healthcare professional for requests for medical
information or requests for follow-up information. The employee must provide the Clerk-Treasurer with a signed consent form setting out the
information the healthcare professional is permitted to share with the company, as well as the purpose for which the information is to be provided.
Where authorized by the employee, the company communicates directly with the healthcare professional in writing and provides a copy of any
communications to the employee. The employee can revoke their consent at any time, in which case the company resumes communicating
directly with the employee only.
Individual Accommodation Plans
An individual accommodation plan is created in collaboration with the Clerk-Treasurer, the individual who requires accommodation, any
applicable healthcare professionals, and third-party experts as required. The employee may request that a person knowledgeable in workplace
accommodation or a representative from the workplace participate in the development of the individual accommodation plan. Accommodations
may be temporary or permanent based on the needs of the individual.
The company examines all options and proposes reasonable accommodation that provides equal opportunity, benefits, and privileges to what
others experience, that is inclusive, and that respects dignity and individual needs of the employee or candidate. The accommodation provided
may not necessarily be the individual's preferred accommodation, but their preferences are taken into consideration. Where the company cannot
provide full accommodation, the company may be able to provide partial accommodation.
The company makes every reasonable effort to accommodate employees in their current position. Where all options for accommodation have
been exhausted in their current role, employees may be offered an alternate or comparable role if one exists.
If the company proposes an accommodation and the employee has concerns that it will not meet their needs, they should immediately inform the
Clerk-Treasurer. Further discussions may be held if reasonable concerns are raised. If an employee cannot identify their concerns about the
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accommodation or declines a reasonable offer of accommodation proposed by the company, the company has fulfilled its duty to accommodate
and is not obligated to provide an alternative option.
Once the proposed accommodation is agreed upon, the accommodation plan is documented in writing and signed by both the individual
requesting accommodation and the Clerk-Treasurer. A copy of the plan is provided in an accessible format upon request. Employees are
expected to comply with their accommodation plan and work in accordance with its provisions.
BFORs and Undue Hardship
Township of Brudenell, Lyndoch & Raglan cannot provide accommodation for bona fide occupational requirements. If the company cannot
accommodate an individual's needs without experiencing undue hardship or due to a BFOR, the company explains its reasoning to the individual
in writing.
Review and Update
Accommodation plans are reviewed, and updated if necessary, every 6 months or whenever the employee's workspace changes, their
responsibilities change, or when the company becomes aware of any other changes that may affect the accommodation. The review is
completed in collaboration with the same parties involved when it was established.
Township of Brudenell, Lyndoch & Raglan recognizes that accommodation needs may change over time or require adjustment. Individuals on an
accommodation plan should inform the company as soon as reasonably possible if their needs change or if their accommodation is not working
effectively so that adjustments can be made. Individuals must inform the company if accommodation is no longer required.
Privacy
All information gathered related to the accommodation process, including the employee's personal information and person health information, is
kept confidential and shared only as necessary to provide the accommodation. This information is protected in accordance with the company's
(insert title of applicable policy). It is collected, used, and disclosed only to the extent necessary determine appropriate accommodations and only
by employees who are directly involved in preparing the employee's accommodation plan.
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Diversity, Equity, Inclusion, and Belonging (DEIB) in the Workplace
Policy
Intent
Township of Brudenell, Lyndoch & Raglan is dedicated to promoting diversity, equity, inclusion, and belonging in the workplace. We celebrate
and welcome the diversity of all employees, stakeholders, and external personnel.
The company has adopted this policy as part of its commitment to foster an environment where everyone feels as though they belong and that
their dignity, beliefs, and identity are respected. To achieve this, we strive to create a supportive work environment and a culture that welcomes
everyone and encourages equitable opportunities for all candidates and employees. The company will comply with all applicable legislation in
pursuit of these endeavors.
Definitions
Belonging: Feeling supported, valued, and accepted when presenting one's most authentic self.
Dignity: Being treated respectfully and ethically because of one's inherent worth.
Discrimination: Treating people unequally or making a distinction based on prohibited grounds outlined in human rights legislation that results in a
burden, obligation, or disadvantage that is not imposed on others or that limits access to opportunities, benefits, and advantages available to
other members of society.
Diversity: The presence of a variety of unique qualities, identities, or experiences.
Equity: Access to opportunities that is fair and accounts for the different experiences people have based on factors that are protected by human
rights legislation.
Inclusion: Creating a culture that embraces, values, and respects diversity and supports all members through equitable practices.
Microaggressions: Commonplace direct or indirect slights, insults, generalizations, or insensitive actions made at the expense of equity-denied
groups whether intentionally or unintentionally offensive.
Prohibited grounds: The characteristics that an employer must not use as reasons to discriminate against a person or group under human rights
legislation. Sometimes called protected characteristics. Prohibited grounds may differ by jurisdiction.
Unconscious bias: The inclinations or assumptions (such as stereotypes and prejudices) that a person may have about social and identity
groups, or the persons who belong to these groups, that operate without our awareness.
Guidelines
Company Commitment
Township of Brudenell, Lyndoch & Raglan is committed to observing and following relevant human rights, equity, and privacy legislation to
prevent discrimination based on any prohibited grounds. The company is also committed to developing, learning, and following best practices to
improve diversity, equity, inclusion, and belonging in every area of company operations.
The company will strive to create a culturally competent workforce by:
Providing adequate training about diversity, equity, inclusion, and belonging;
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Ensuring leadership teams are trained on unconscious bias regarding recruiting, performance management, and terminations;
Encouraging positive attitudes towards cultural differences;
Raising awareness of and eliminating unconscious biases and the harmful effects of prejudice, discrimination, and microaggressions; and
Learning from persons with diverse backgrounds and experiences.
Equitable Opportunity
Employees will not be negatively affected by any actions or decisions relating to hiring, compensation, promotion, benefits, job assignments,
transfers, layoffs, return from layoffs, company-sponsored programs or events, or any other opportunities due to a protected characteristic that
they may have.
Equitable development opportunities will be available to all employees and will have clear criteria for promotions. Personnel decisions will be
made based on the qualifications and performance of employees and upon successful completion of the internal application process. A protected
characteristic will not be used against a person in consideration for a promotion, and no opportunities will be unfairly withheld from any employee.
The company will ensure that leadership teams are trained properly on unconscious bias, diversity, and inclusion, and how to evaluate and
promote employees equitably.
Accommodation
In accordance with human rights legislation and the company's Human Rights Policy, the company will provide accommodations for persons who
require them. Anyone requiring accommodation should let the Clerk-Treasurer know.
Training
Township of Brudenell, Lyndoch & Raglan may use various training initiatives to foster cultural competencies. Every employee will receive
training about diversity, equity, inclusion, and belonging as part of their onboarding and whenever the company identifies a need for a refresher or
new training on the subject. All training will be inclusive and will not be unfairly administered to or withheld from employees.
Complaint Process
If an employee feels that this policy has been breached, they may file a verbal or written complaint with the the Clerk-Treasurer. Attempts should
be made to reach a resolution with the offending party before filing a formal complaint; however, if the employee does not feel comfortable
approaching these persons about the matter, they may contact the Clerk-Treasurer directly. The complaint will be reviewed and addressed
confidentially.
Occurrences of violence or harassment should be reported in accordance with the Workplace Violence and Harassment Policy.
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Leave of Absence Policy
Intent
Township of Brudenell, Lyndoch & Raglan understands that employees may occasionally need to take a leave of absence from work for a variety
of reasons. This policy establishes guidelines for employees who would like to take a leave of absence. This policy excludes legislatively
provided leaves, which are treated separately in the company's protected leaves policy.
Guidelines
Requesting a Leave of Absence
When an employee wishes to take a leave of absence from work for reasons not protected under legislation, they must complete the following
pre-approval steps:
The employee must complete and submit a written request to the Clerk-Treasurer at least 2 weeks before they intend to begin the
requested leave. The leave request must include the expected start date of the leave, an expected return-to-work date, and any information
regarding the circumstances for the leave.
The Clerk-Treasurer reviews the leave of absence request and determines whether to approve or decline the request.
The Clerk-Treasurer notifies the employee in writing of the decision within 7 days of receiving the request.
Township of Brudenell, Lyndoch & Raglan understands that in some circumstances, employees may not be able to follow this request process.
When this process cannot be followed, employees must work with their supervisor and management to ensure that the proper documentation is
completed and the leave of absence meets company requirements for approval.
All leave of absence requests are reviewed fairly and without bias. This review considers the company's staffing needs and ability to adequately
cover the employee's position, as well as the employee's workload and any significant projects that the employee is involved in that may conflict
with the proposed leave dates.
Township of Brudenell, Lyndoch & Raglan reserves the right to refuse leaves that are not protected under legislation. If an employee is unsure
whether the reason for their leave is protected by legislation, they should contact the Clerk-Treasurer at the Municipal Office.
Types of Leave
Personal Leave
Township of Brudenell, Lyndoch & Raglan provides employees with vacation and sick days. Once these days have been exhausted, employees
may wish to take additional time off for personal reasons. The company may grant an employee a personal leave of up to 5 days per calendar
year.
At Township of Brudenell, Lyndoch & Raglan, a personal leave is unpaid.
During a personal leave, employees continue to be eligible to participate in the company's benefits and pension programs. Employees remain
responsible for any benefits or pension contributions normally required and must pay them within a reasonable timeframe.
Sabbatical Leave
Township of Brudenell, Lyndoch & Raglan provides eligible employees with the opportunity to take a sabbatical leave for personal growth,
volunteering, research, or other pursuits that contribute to their personal goals. Full-time and part-time employees who have completed 3 years of
continuous service with Township of Brudenell, Lyndoch & Raglan are eligible to apply for a sabbatical leave of up to 4 weeks. Employees may
take a sabbatical leave every 2 years.
At Township of Brudenell, Lyndoch & Raglan, a sabbatical leave is unpaid .
During a sabbatical leave, employees continue to be eligible to participate in the company's benefits and pension programs. Employees remain
responsible for any benefits or pension contributions normally required and must pay them within a reasonable timeframe.
Before starting a sabbatical leave, the Clerk-Treasurer meets with the employee to prepare a transition plan, including delegation of tasks and
training for any temporary replacements.
Professional Development
Township of Brudenell, Lyndoch & Raglan supports employees' desires to pursue professional development opportunities that will advance skills
pertinent to their positions, or for growth with the organization. Township of Brudenell, Lyndoch & Raglan may grant professional development
leaves to attend training, conferences, or other forms of professional development.
Employees who are interested in participating in professional development activities on behalf of Township of Brudenell, Lyndoch & Raglan must
submit a written request using the appropriate documentation to the Clerk-Treasurer at the Municipal Office.
Return from Leave
After a leave of absence, employees return to their original position or a comparable position.
An employee who is granted a paid leave of absence must return to work for a minimum of 6 months of service following their leave. An
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employee who does not return to work with Township of Brudenell, Lyndoch & Raglan following their leave, or who voluntarily leaves the
company within 3 months of returning from their leave, may be required to repay 50 percent of the compensation they received from Township of
Brudenell, Lyndoch & Raglan during the leave.
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Compensation and Benefits
Employee Benefit Program
Sick Days Policy
Overtime Policy
Vacation Policy
Public Holidays Policy
Bereavement Leave Policy
Protected Leaves Policy
Flexible Hours of Work Policy
Pay Equity Policy
Payroll Administration Policy
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Employee Benefit Program
Employee Benefit Program
Intent
Township of Brudenell, Lyndoch & Raglan shall provide a competitive Benefit Program to its eligible full-time employees. This program is a great
way to protect employees against financial conundrum that could result from unexpected and emergency health and dental costs
Guidelines
Benefits
The Mayor and Council are responsible to support the Employee Benefits Policy including providing the necessary financial and human
resources to carry out its intent.
Employees who have successfully completed their 6-month probation period and are employed on a full-time basis will join the Township of
Brudenell, Lyndoch and Raglan's Benefit Program.
The Clerk-Treasurer is responsible for the management of the Benefit Program and will ensure that all eligible Officers/Employees are enrolled
into the Benefit Program.
Employees are required to pay 40% of premiums. This will be deducted directly from payroll. The Township of Brudenell, Lyndoch and Raglan will
pay the remaining 60% of premiums.
OMERS
All full-time employees, upon their start date are required to enroll in the OMER's Pension Plan. Contribution amounts will start at 9% with the
Township of Brudenell, Lyndoch and Raglan matching employee contribution.
Details
For details regarding the specifications of the Benefit Program and OMERS contact the Clerk-Treasurer.
In addition to the Benefit Program, the Township of Brudenell, Lyndoch and Raglan offer an annual work clothing/boot allowance of $200.00 for
all full time employees and $100.00 for part-time employees.
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Sick Days Policy
Intent
Township of Brudenell, Lyndoch & Raglan recognizes that employees may require time away from work when they or their family members
experience illness or injury. This policy outlines employee eligibility and entitlement to sick days.
Definitions
Family member: An employee's spouse; a parent, step-parent, or foster parent of an employee or their spouse; a child, step-child, or foster child
of an employee or their spouse; a grandparent, step-grandparent, grandchild, or step-grandchild of an employee or their spouse; the spouse of a
child of an employee; an employee's sibling; and a relative of the employee who is dependent on them for care and assistance.
Qualified health professional: A person who is qualified to practice as a physician, a registered nurse or a psychologist under the laws of the
jurisdiction in which care or treatment is provided to the employee or, in prescribed circumstances, a member of a prescribed class of health
practitioners.
Guidelines
Employees of Township of Brudenell, Lyndoch & Raglan who have been employed for at least two consecutive weeks are entitled to five days of
sick leave each calendar year in accordance with the Employment Standards Act, 2000 (ESA). These days are collectively referred to as sick
days for the purpose of this policy.
The company provides a greater entitlement than the ESA and pays employees for five sick days.
Sick days may be used in the following circumstances:
The employee experiences personal illness, injury, or a medical emergency.
The employee's family member experiences illness, injury, or a medical emergency.
To attend to an urgent matter concerning a family member.
The employee must attend a medical appointment due to an illness or injury.
The employee must accompany a family member to a medical appointment due to an illness or injury.
Sick days do not have to be taken consecutively and may be taken in partial or full days. Unused days cannot be carried over to the following
year. Sick days not used will be paid out at 50% on the final pay period of the given year.
Employees must notify the Clerk-Treasurer of their intention to use a sick day. If the employee cannot provide notice before taking a sick day,
then they must notify as soon as reasonably possible after they have begun the leave.
Township of Brudenell, Lyndoch & Raglan may require that an employee provide evidence that is reasonable in the circumstances to confirm
their eligibility for sick days. This requirement is determined on a case-by-case basis. Employees are not required to provide evidence from a
qualified health practitioner when using three of their sick days that are counted towards their sick leave entitlement under the ESA. Other leaves
under the ESA may require employees to provide evidence from a qualified health practitioner.
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Overtime Policy
Intent
Township of Brudenell, Lyndoch & Raglan believes it is important to establish clear expectations for overtime. Overtime may be requested to
ensure that work is completed. This policy outlines the company's expectations and employee entitlements around overtime.
Guidelines
At times, employees may be asked to work overtime to help maintain workflow or to meet business demands. Managers will request employees
to work overtime with as much notice as possible. Employees should inform their manager as soon as reasonably possible if they are unavailable
to work approved overtime hours.
At Township of Brudenell, Lyndoch & Raglan, for Public Works a regular workweek consists of 40 hours worked and lasts Saturday to Friday, for
administration a regular work week consists of 35 hours and lasts Monday to Friday. Overtime is paid at a rate of 1.5 times the employee's
regular wages for all hours worked after 44 hours in a workweek.
Paid leave, such as holidays, vacation, or sick time, may not be used towards overtime. If an employee receives holiday pay for working on a
public holiday, hours worked that day are not considered when calculating overtime pay.
Time Off in Lieu
Upon agreement and manager approval, employees may take time off in lieu of overtime pay for overtime hours worked. Employees receive 1.5
hours of paid time off, at the applicable regular rate, for each hour of overtime they work above 44 hours in a workweek. This time will be saved in
an employee's time bank until they would like to use it.
Using Banked Time Off in Lieu
To use banked time, an employee must submit a written request to their manager stating the time they wish to take off. If agreeable, the manager
signs and forwards the authorization to the Clerk-Treasurer for appropriate action and provides the employee with a copy of the approval. If the
manager does not agree, they may propose an alternate time and reach out to the employee to come to an agreement. Operational requirements
are considered when making decisions regarding time off and authorization will not be unreasonably withheld.
Banked lieu time may be accumulated up to a maximum of 40 hours at any one time. Banked lieu time not taken will be paid out in the final pay
period of the given year..
If the employment relationship ends before the banked lieu time is used, the employee will receive the equivalent overtime pay. This will be added
to the employee's final pay.
Overtime Approval Process
All overtime hours must be approved by management in advance unless an emergency or other unforeseen event prevents them from doing so.
Employees may recognize a need for overtime to complete tasks or meet deadlines before their manager or supervisor assigns it. To request
overtime authorization, an employee must submit a written request to their manager stating the reason for and amount of overtime necessary.
The employee should specify whether they would like to receive overtime pay or paid time off in lieu. If agreeable, the manager will approve the
overtime and forward the authorization to the Clerk-Treasurer.
If overtime pay was indicated on the approval, it will be included with the employee's next pay once the additional hours have been verified by
their manager. Otherwise, the overtime will be credited to the employee's time bank as requested.
Exceptions
Employees who perform work at two or more regular rates in the same workweek receive overtime pay for each hour worked over 44 hours in a
week. Overtime hours are paid at 1.5 times the regular wage rate that applied to the work performed during overtime hours.
An employee who performs more than one type of work where one job would be exempt from overtime pay is eligible for overtime pay if at least
50 percent of the hours worked are performed in the role that qualifies for overtime pay.
Where there are unforeseeable or unpreventable circumstances, urgent repair work is necessary, or to deal with an emergency, an employee's
weekly hours of work may result in overtime hours. Employees will only be required to work to the extent necessary to avoid serious interference
with the ordinary operations of the business.
Unapproved Overtime
Unauthorized or unapproved overtime is prohibited. All overtime hours must be approved by either a supervisor or manager unless a clearly
reasonable and unavoidable emergency arises. Employees who do not receive approval from their supervisor or manager before working any
hours that would be considered overtime may be subject to discipline. Subsequent offences may result in disciplinary action up to and including
termination of employment. Always get overtime hours approved by your supervisor or manager.
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Vacation Policy
Intent
Township of Brudenell, Lyndoch & Raglan understands the importance of time off for employees. Employees are encouraged to use their
vacation time for rest, relaxation, and personal pursuits. This policy sets out the standards and procedures for vacation time and vacation pay in
accordance with the Employment Standards Act, 2000 (ESA).
Guidelines
All employees are encouraged to use their allotted vacation time in full every year. Employees may have greater vacation entitlement per their
individual employment contract than what is outlined here. In such circumstances, the entitlements outlined in the employment contract prevail.
Vacation Time
Employees with less than five years of employment are entitled to two weeks of annual vacation after each entitlement year. Employees with five
or more years of employment are entitled to three weeks of annual vacation after each entitlement year. Employees with ten or more years of
employment are entitled to four weeks of annual vacation after each entitlement year
Active and inactive employment, such as periods of layoff and company-approved leaves, are included in the calculation of the length of
employment as it relates to the vacation entitlement year.
At Township of Brudenell, Lyndoch & Raglan, the vacation entitlement year spans from January 1st to December 31. Vacation days are prorated
during this first year of employment based on the employee's hire date. The company requests that employees refrain from taking vacation during
their probationary period.
Vacation days may be carried forward into the following year under certain circumstances. This is determined on a case-by-case basis and must
be approved by Township of Brudenell, Lyndoch & Raglan.
Vacation Pay
Employees who have worked for the company for less than five years earn vacation pay at a rate of four percent of their wages earned.
Employee with five years or more of service earn vacation pay at a rate of six percent of their wages earned. Employee with ten years or more of
service earn vacation pay at a rate of eight percent of their wages earned.
During a job-protected leave of absence, employment is considered continuous and vacation entitlements remain the same as before the leave.
Employees continue to accrue vacation time while on leave. Vacation pay accrues only on wages paid to the employee during the leave.
When employment ends, the employee's unpaid accrued vacation pay is paid out either seven days after the employee's termination date, or in
the next regular pay period following the employee's termination date, whichever is later, in accordance with the ESA.
Vacation Scheduling
Scheduled by Employee
Township of Brudenell, Lyndoch & Raglan requires that employees submit requests for vacation at least two weeks in advance. Where this is not
possible, employees should submit their request as soon as reasonably possible. Requests for vacation must be submitted in writing by
submitting a request form and must include departure and return dates. Vacation can be taken in full or half days. Vacation days do not need to
be taken consecutively.
Vacation scheduling is the responsibility of department managers, who ensure that business demands can be met during the absence. Vacation
may only be taken once approval is received from management. Any conflict among employee vacation requests is decided based on who
submitted the request first, company needs, and the judgement of the manager.
Conflict with Public Holidays and Protected Leaves
If a public holiday coincides with an employee's scheduled vacation day, the employee is entitled to a substitute day off or public holiday pay.
If an employee is on a protected leave, they may defer their vacation until the leave ends or a later date upon the agreement of the company.
Alternatively, an employee on a protected leave may choose to forgo their vacation time and receive vacation pay with the approval of the
company and the director of employment standards.
Recordkeeping
Township of Brudenell, Lyndoch & Raglan maintains records regarding vacation time and pay earned and used by employees in accordance with
the ESA. Upon request, the company provides an employee with a written statement outlining the information contained in the record for the
applicable period.
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Public Holidays Policy
Intent
Employees who qualify for public holiday pay receive holidays with pay per the following procedures.
Guidelines
The following procedures are in accordance with the Employment Standards Act, 2000. Employees who qualify for public holiday pay receive the
following public holidays off work with pay:
New Year's Day;
Family Day;
Good Friday;
Easter Monday;
Victoria Day;
Canada Day;
Labour Day;
Thanksgiving Day;
Christmas Day; and
December 26.
Eligibility
To qualify for public holiday pay, an employee must follow the "last and first rule," meaning they must work their last regularly scheduled day
before the public holiday and their first regularly scheduled day after the holiday, unless they have reasonable cause to miss the scheduled
time. An employee is generally considered to have reasonable cause when something beyond their control prevents them from working. It is the
employee's responsibility to show that they had reasonable cause for staying away from work.
Public holiday pay is calculated by taking the total amount of regular wages earned, including paid vacation pay, in the four workweeks preceding
the workweek of the public holiday, divided by 20.
Holiday Not a Normal Workday
If a public holiday falls on a day that would not ordinarily be a workday for an employee, or when a public holiday falls on a day an employee is
on vacation, Township of Brudenell, Lyndoch & Raglan substitutes another day for the employee to take off work, and pays public holiday pay as
if the substitute day were a public holiday. This day will not be more than three months after the public holiday date unless the employee and the
company agree, in which case the replacement day will not be more than 12 months after the public holiday. In these cases, before the date of
the holiday, the company will provide a written acknowledgement to employees of the public holiday that is being substituted and the date that is
substituted for the public holiday.
Where requested, the company and an employee may agree that the employee will receive public holiday pay for the public holiday that is not a
normal workday. In this case, the "last and first rule" still applies.
Work Performed on a Public Holiday
At times, Township of Brudenell, Lyndoch & Raglan may require employees to work on a public holiday. All agreements to work on a public
holiday will be made in writing, either printed form or electronically, and agreed to by the employee. In this case, the employee will be paid at a
premium rate of 1.5 times their regular rate for each hour worked on the holiday plus regular holiday pay, or be paid at their regular rate for the
hours worked and provided a substitute day off.
If an employee agrees to work on a public holiday but does not perform the work agreed to on the holiday and cannot provide reasonable cause,
they may only be entitled to pay at their regular rate for the holiday and will not receive premium pay or a substitute day off. These situations will
be dealt with as needed, and determined based on the legislative requirements.
Substitute Public Holiday
In situations where a day is substituted for a public holiday, the substituted day must be within three months of the public holiday or within 12
months if the employee and Township of Brudenell, Lyndoch & Raglan are both in agreement.
Employees will also be provided with a written statement before the public holiday that outlines the public holiday being substituted (or worked, as
the case may be), the substitute date the holiday will be observed, and the date the statement is provided to the employee.
If an employee ceases employment with Township of Brudenell, Lyndoch & Raglan before using a substitute holiday, the employee will receive
holiday pay in addition to any other pay owed on their final pay.
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Bereavement Leave Policy
Intent
Township of Brudenell, Lyndoch & Raglan understands that employees require time off work to attend funeral services, grieve in private, and deal
with family issues in the event of a death of an immediate family member. It is the company's intention to ensure that employees receive
adequate time to properly take care of their family obligations while maintaining their employment at Township of Brudenell, Lyndoch & Raglan.
Definition
Family member: An employee's spouse; a parent, step-parent, or foster parent of the employee or the employee's spouse; a child, step-child, or
foster child of the employee or the employee's spouse; a grandparent, step-grandparent, grandchild, or step-grandchild of the employee or the
employee's spouse; the spouse of a child of the employee; the employee's sibling; or any relative who is dependent on the employee for care or
assistance.
Guidelines
Township of Brudenell, Lyndoch & Raglan employees who have been employed for at least two weeks receive three paid days days per calendar
year to use for grieving the death of an immediate family member and attending a funeral or similar arrangements. Employees must have been
employed with Township of Brudenell, Lyndoch & Raglan for at least two consecutive weeks to qualify for this leave. The company may, at its
sole discretion, provide additional bereavement days in circumstances where employees require the additional time off upon request. Such
instances are evaluated on a case-by-case basis.
An employee's use of bereavement leave under this policy counts against their entitlement to bereavement leave under the Employment
Standards Act, 2000. Any part of a day taken as bereavement leave counts as one full day of leave towards the employee's total entitlement.
Employees must notify the Clerk-Treasurer of their need for bereavement leave before it begins or as soon as possible after it begins. Requests
for additional leave time may be submitted to the Clerk-Treasurer.
Township of Brudenell, Lyndoch & Raglan reserves the right to ask the name of the deceased and their relationship with the employee, and may
request documentation to accompany the leave, such as a copy of the obituary or the name of the funeral home responsible for handling the
arrangements.
Requests for bereavement leave where an employee does not qualify for leave under this policy are handled on a case-by-case basis, such as in
the event of a death of an extended family member or close friend. Unpaid time off may be given at the company's discretion upon request.
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Protected Leaves Policy
Intent
Township of Brudenell, Lyndoch & Raglan has adopted this policy to ensure that its employees receive authorized time off per applicable
legislation without fear of negative effect on their employment status or opportunities with the organization. Township of Brudenell, Lydoch &
Raglan is committed to promoting work-life balance for its employees and understands that situations can and will arise that call for immediate
emergency leave.
This policy covers instances where employees may need to take a leave of absence in order to attend to situations that directly affect
themselves, their families, or their dependants.
Guidelines
Protected Leaves
Pregnancy leave;
Parental leave;
Family medical leave;
Organ donor leave;
Family caregiver leave;
Critical illness leave;
Child death leave;
Crime-related child disappearance leave;
Domestic or sexual violence leave;
Long-term illness leave;
Sick leave;
Family responsibility leave;
Bereavement leave;
Emergency leave: declared emergencies and infectious disease emergencies;
Reservist leave;
Jury duty leave;
Time off for employees serving in an election; and
Time off for voting (Ontario and federal).
Whenever an employee concludes a leave of absence under this policy, they are reinstated to the position they most recently held; if that position
does not exist, they are reinstated to a comparable position. Upon reinstatement, the employee is paid either the rate the employee most recently
earned or the rate the employee would be earning had they worked throughout the leave, whichever is greater. Every entitlement to a leave listed
in this policy applies separately from and in addition to every other entitlement under applicable legislation and provided by Township of
Brudenell, Lyndoch & Raglan unless stated otherwise.
Where applicable, performance objectives and goals for the employee are adjusted so that they are not penalized for being absent during peak
hours or seasons. Employees are legally protected from dismissal, termination, selection for redundancy, or any other detriment or reprisal for
making appropriate and authorized use of this policy.
Any questions about employee benefits, seniority, or other issues during a job-protected leave must be addressed to the Clerk-Treasurer.
Pregnancy and Parental Leave
Pregnancy Leave
Employees of Township of Brudenell, Lyndoch & Raglan are entitled to pregnancy leave if they are pregnant and have worked for the company
for at least 13 weeks before the date the baby is expected to be born (the "due date").
Pregnant employees have the right to take up to 17 consecutive weeks (or longer in certain circumstances) of job-protected unpaid time off work.
Usually, the earliest a pregnancy leave can begin is 17 weeks before the employee's due date. The latest a pregnancy leave can begin is on the
baby's due date, or on the date of the birth if the baby comes before the due date.
To ensure that Township of Brudenell, Lyndoch & Raglan can make the necessary arrangements to accommodate an employee taking
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pregnancy leave, employees must provide at least two weeks' notice in writing before beginning their leave, and a medical certificate stating the
due date if requested. If a change is required to the start date of the pregnancy leave, the employee must provide new written notice at least two
weeks before the new start date.
Employees returning from pregnancy leave must give at least four weeks' written notice specifying their expected date of return or if they are
choosing not to return to Township of Brudenell, Lyndoch & Raglan.
Miscarriages and Stillbirths
An employee who has a miscarriage or stillbirth more than 17 weeks before their due date is not entitled to a pregnancy leave. However, if an
employee has a miscarriage or stillbirth within the 17-week period preceding their due date and has worked for the company for at least 13 weeks
before their due date, they are eligible for pregnancy leave. The latest date for starting the leave in that case is the date of the miscarriage or
stillbirth.
The pregnancy leave of an employee who has a miscarriage or stillbirth ends 17 weeks after the leave began or 12 weeks after the stillbirth or
miscarriage, whichever is later. This means that the pregnancy leave of an employee who has a stillbirth or miscarriage will be at least 17 weeks
long. In some cases, it may be longer.
Parental Leave
Employees of Township of Brudenell, Lyndoch & Raglan are entitled to parental leave if they have worked for the company for at least 13 weeks
before starting the parental leave and are a parent to a newborn or newly adopted child who has come into their custody, care, and control.
The right to parental leave is independent of the right to pregnancy leave, and employees are eligible to take both leaves. Employees who took
pregnancy leave are entitled to up to 61 weeks' leave and must begin parental leave immediately after their pregnancy leave ends, unless the
child has not yet come into their custody, care, and control for the first time.
Employees who do not take pregnancy leave are entitled to up to 63 weeks of parental leave. Parental leave must begin their no later than 78
weeks after the date their baby is born or the date their child first came into their care, custody, or control.
Employees must provide at least two weeks' notice in writing before beginning their leave. If a change is required to the start date of the parental
leave, the employee must provide new written notice at least two weeks before the new start date. If the child comes into the employee's care,
custody, and control earlier than expected, the employee's leave can begin immediately and they must provide written notice within two weeks
after stopping work.
Any employee who chooses not to use the maximum amount of leave available cannot take any unused leave time later. Once the employee has
started pregnancy or parental leave, the employee must take it all at one time and cannot split it up.
Employees must provide at least four weeks' notice regarding their expected date of return to work or their letter of resignation if they choose not
to return to work. If a change is required to the end date of the parental leave, the employee must provide new written notice at least four weeks
before the new start date if earlier, or four weeks before the original return date.
Employees may be eligible to extend their leave by requesting family medical leave or family caregiver leave, as necessary, as described in this
policy. (Insert appropriate authority) must be contacted if an employee is considering another leave concurrent with parental leave.
Family Medical Leave
Family medical leave is unpaid, job-protected time off work for up to 28 weeks within a specified 52-week period. This leave is meant to enable
employees to care for a family member, as described in legislation, who has a serious risk of dying. A certificate issued by a qualified health
practitioner must be issued confirming the family member has a serious medical condition and risk of death within a period of 26 weeks.
The 28 weeks of family medical leave do not have to be taken consecutively but must be taken in full-week increments within a 52-week period.
Employees must inform the Clerk-Treasurer in writing as soon as possible of their intention to take family medical leave. If two or more
employees qualify to take the leave in order to provide care for the same family member, the leave is divided among those taking the leave.
If the amount of leave taken in the initial leave period is less than 28 weeks, it is not necessary for a qualified health practitioner to issue an
additional certificate in order for more leave (starting after the end of the initial leave period) to be taken.
If an employee takes family medical leave and the family member does not die within the 52-week period beginning when the medical certificate
is issued, the employee may take another leave, in accordance with the Employment Standards Act, 2000 (ESA) and if another medical
certificate is provided.
Organ Donor Leave
Employees continuously employed by Township of Brudenell, Lyndoch & Raglan for 13 weeks are entitled to take unpaid job-protected leave
from work of up to 13 weeks to undergo surgery for organ donation. Employees taking organ donor leave must provide Township of Brudenell,
Lyndoch & Raglan with a minimum of two weeks' notice of their intention to take the leave, if possible.
Employees must provide a medical certificate confirming the reasons for and the expected duration of the leave. The organ donor leave must
begin on the date of the surgery unless a medical practitioner specifies an earlier date in a written certificate. In cases where the medical
practitioner declares in writing that the employee cannot resume their work after the 13 weeks of organ donor leave have been taken, additional
time is granted. The extension cannot exceed an additional 13 weeks. If an employee on leave wishes to end the leave early, they must provide
the company with written notice at least two weeks before their intended return date.
Family Caregiver Leave
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All employees, regardless of their length of service with Township of Brudenell, Lyndoch & Raglan, are entitled to eight weeks of unpaid job-
protected leave per calendar year, taken in entire weeks, for each family member requiring care.
The employee can take a family caregiver leave to care for or support a family member described in the ESA if a qualified health practitioner
issues a certificate stating that the individual has a serious medical condition, which may include a condition that is chronic or episodic.
Employees must give notice in writing of their intention to take the leave to the Clerk-Treasurer along with the medical certificate as soon as
possible, and ideally before the start of the leave.
Critical Illness Leave
All employees employed with Township of Brudenell, Lyndoch & Raglan for at least six consecutive months are entitled to up to 37 weeks of
unpaid job-protected leave to provide care or support to a critically ill minor child. A critically ill minor child means a child under the age of 18
whose baseline state of health has significantly changed and whose life is at risk as a result of an illness or injury.
All employees employed with the company for at least six consecutive months are also entitled to up to 17 weeks of unpaid job-protected leave to
provide care or support to a critically ill adult. The leave is restricted to instances where the critically ill minor child or adult is a family member of
the employee as defined by the ESA.
Employees must give notice in writing to the Clerk-Treasurer before the start of a critical illness leave, or as soon as possible. The employee
must also provide a written plan that indicates the weeks when they will take the leave. Employees also must provide a medical certificate from a
qualified health practitioner (which can include a physician, registered nurse, or psychologist) in order to begin a critical illness leave. The
medical certificate must state that the family member is critically ill and requires the care or support of the employee; it must also set out the
period during which the family member requires the care or support of the employee.
The leave must end on the last day in the period specified in the medical certificate or if the qualified health practitioner sets out a period of 52
weeks or longer, the leave must end no later than the last day of the 52-week period. If a critically ill minor child or adult dies while an employee is
on leave, the employee's entitlement to be on leave ends on the last day of the week in which the minor child or adult dies.
If a minor child or adult remains critically ill while the employee is on leave or after the employee returns to work, but before the 52-week period
expires, the employee is entitled to take an extension of the leave or a new leave if they meet the requirements. If the minor child or adult remains
ill after the 52-week period expires, the employee is entitled to take another leave if the leave requirements are once again met.
Child Death Leave
For the purpose of this leave, a child includes a child, stepchild, foster child, or child who is under the legal guardianship of the employee and is
under 18 years of age.
All employees employed with Township of Brudenell, Lyndoch & Raglan for at least six consecutive months are entitled to up to 104 weeks of
unpaid job-protected leave if their child dies. Employees may take their leave only in one continuous period within 105 weeks from the week the
child dies.
Please note that an employee is not entitled to this leave of absence if the employee is charged with a crime in relation to the death or if it is
probable that the child was a party to a crime in relation to their death.
Employees must give written notice to the Clerk-Treasurer of their intention to start the leave and must include a written plan that indicates the
weeks when they will take the leave. This notice should be provided by the employee as soon as possible. The company may require the
employee to provide evidence reasonable in the circumstances.
The employee may change the time of the leave indicated in the plan with written permission from the company or with at least four weeks'
written notice, and if the employee meets all other leave requirements.
Crime-Related Child Disappearance Leave
All employees employed with Township of Brudenell, Lyndoch & Raglan for at least six consecutive months are entitled to up to 104 weeks of
unpaid job-protected leave if their child disappears and it is likely the result of a crime. Employees may take their leave only in one continuous
period within 105 weeks from the week the child disappears.
Employees must give written notice to the Clerk-Treasurer of their intention to start the leave and must include a written plan that indicates the
weeks when they will take the leave. This notice should be provided as soon as possible. The employee may change the time of the leave
indicated in the plan with written permission from the company or with at least four weeks' written notice, and if the employee meets all other
leave requirements. The company may require the employee to provide evidence reasonable to the circumstances.
If the employee's child is found alive while the employee is on leave, the employee is entitled to stay on leave for an additional 14 days. If an
employee's child is found deceased, the employee's entitlement to be on leave ends at the end of the week in which the child is found.
If it becomes probable that the disappearance of the child is not the result of a crime, the leave must end on the day on which it no longer seems
probable.
Please note that an employee is not entitled to this leave of absence if the employee is charged with the crime or if it is probable that the child
was party to the crime.
Domestic or Sexual Violence Leave
All employees employed with Township of Brudenell, Lyndoch & Raglan for at least 13 consecutive weeks are entitled to up to 10 days and up to
15 weeks of protected leave to seek medical attention or related professional services, to relocate, or to seek legal or law enforcement assistance
if the employee or their child experiences domestic or sexual violence, or the threat of domestic or sexual violence.
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For the purpose of this leave, a child includes a child, stepchild, foster child, or child who is under the legal guardianship of the employee and is
under 18 years of age.
If an employee intends on taking more than 10 days of leave, they should give notice in writing to the Clerk-Treasurer as soon as possible stating
their intention to start a domestic or sexual violence leave. If they intend to take 10 or less days of leave, the notice is not required to be in writing.
The company may require the employee to provide reasonable evidence.
If an employee takes any part of a day as leave, the company may consider one full day of leave to have been taken. If an employee is taking up
to 15 weeks of protected leave and has taken part of a week as leave, the company may consider the employee to have taken one full week of
leave. Under this leave, employees are entitled to be paid for the first five days of leave in each calendar year at their regular wages. Employees
are not entitled to overtime or premium pay for this time off. The balance of the employee's entitlement is unpaid.
Township of Brudenell, Lyndoch & Raglan ensures mechanisms are in place to protect confidentiality of records given to or produced by the
company that relate to an employee taking domestic or sexual violence leave, and only discloses information in situations where it is required by
law.
Please note that an employee is not entitled to this leave of absence if the domestic or sexual violence is committed by the employee.
Long-Term Illness Leave
All employees employed with Township of Brudenell, Lyndoch & Raglan for at least 13 consecutive weeks are entitled to up to 27 weeks of
unpaid job-protected leave if they cannot perform their job duties because of a serious medical condition, which can be chronic or episodic. Even
if the employee has more than one serious condition, the total amount of leave is 27 weeks. Long-term illness leave must be taken in complete
weeks, and any leave taken in partial weeks is considered as a complete week.
Employees must provide a certificate from a qualified health practitioner, as well as a written letter stating that they wish to take long-term illness
leave, to the Clerk-Treasurer before the start of the leave, or as soon as possible. The certificate must state that the employee has a serious
medical condition and set out the period for which the employee will not be performing their duties because of that serious medical condition.
If the certificate from the health practitioner specifies a shorter duration than 27 weeks, the leave only lasts for the period stated in the certificate,
ending no later than the last day specified. If the certificate specifies a period of 52 weeks or more, the leave ends no later than 52 weeks after
either the week the certificate was issued or the week the employee stopped working because of the serious medical condition, whichever is
earlier.
Employees may extend their leave or take a subsequent leave within the same 52-week period if they continue to have a serious medical
condition and obtain an additional certificate, provided that the total amount of long-term illness leave does not exceed 27 weeks within that 52-
week period. If the employee's serious medical condition continues beyond that time, they may qualify for a new long-term illness leave in
accordance with the requirements above.
Sick Leave
Sick leave is job-protected time off work for up to three unpaid days per calendar year. Employees must have been employed with Township of
Brudenell, Lyndoch & Raglan for at least two consecutive weeks to qualify for this leave. This leave may be taken for personal illness, injury, or
medical emergency. The three days do not have to be taken all at once; however, any part of a day taken off is considered a full day of sick
leave.
For sick leave, the employee must inform the Clerk-Treasurer that they require a leave before it begins or as soon as possible after beginning the
leave. Sick leave taken under the company sick leave policy counts towards their use of sick leave under the ESA if the reason for the leave
aligns. Situations that do not meet the required provisions are determined on a case-by-case basis. Employees may need to provide evidence
reasonable in the circumstances to confirm entitlement to the leave.
Family Responsibility Leave
Family responsibility leave is job-protected time off work for up to three unpaid days per calendar year. Employees may take family responsibility
leave due to the illness, injury, medical emergency, or an urgent matter relating to a dependent or family member as defined by the ESA.
Employees must have been employed with Township of Brudenell, Lyndoch & Raglan for at least two consecutive weeks to qualify for this leave.
The three days do not have to be taken all at once; however, any part of a day taken off is considered a full day of family responsibility leave.
For family responsibility leave, the employee must inform the Clerk-Treasurer that they require a leave before it begins or as soon as possible
after beginning the leave. Leave taken under the company's (insert title of applicable policy) for a reason that aligns with family responsibility
leave under the ESA counts towards their use of this leave. Situations that do not meet the required provisions are determined on a case-by-case
basis. Employees may need to provide reasonable evidence of entitlement to the leave.
Bereavement Leave
Bereavement leave is job-protected time off work for up to two unpaid days per calendar year. Employees may take bereavement leave due to the
death of a family member as defined by the ESA. Employees must have been employed with Township of Brudenell, Lyndoch & Raglan for at
least two consecutive weeks to qualify for this leave. The two days do not have to be taken all at once; however, any part of a day taken off is
considered a full day of bereavement leave.
For bereavement leave, the employee must inform the Clerk-Treasurer that they require a leave before it begins or as soon as possible after
beginning the leave. Bereavement leave taken under the company bereavement leave policy counts towards the employee's use of bereavement
leave under the ESA if the reason for the leave aligns. Situations that do not meet the required provisions are determined on a case-by-case
basis. Employees may need to provide reasonable evidence of entitlement to the leave.
Emergency Leave: Declared Emergencies and Infectious Disease Emergencies
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Declared Emergencies
Declared emergency leave is a leave of absence without pay for employees who cannot perform their job duties because of an emergency
declared under the Emergency Management and Civil Protection Act and because:
Of an order that applies to them made under the Emergency Management and Civil Protection Act or the Health Protection and Promotion
Act; or
The employee must provide care or assistance to a specified individual outlined in the ESA.
An employee is entitled to take declared emergency leave for as long as they are not performing the duties of their position as determined by the
provisions above. Entitlement ends on the day the emergency is terminated or disallowed.
Infectious Disease Emergency Leave Without Pay
Infectious disease emergency leave (IDEL) is an unpaid job-protected leave for employees who cannot perform their job duties for any of the
following reasons:
The employee is under individual medical investigation, supervision, or treatment (including receiving a vaccination or recovering from any
side effects) for the designated infectious disease;
The employee is acting in accordance with an order under the Health Protection and Promotion Act;
The employee is in quarantine, isolation, or subject to a control measure, such as self-isolation, as a result of information or directions
issued to all or some of the public or one or more individuals, by an authority designated by the legislation;
The company directed the employee not to work in response to a concern that the employee may expose other individuals in the workplace
to the designated infectious disease;
The employee is providing care or support to a specified individual because of a matter related to the designated infectious disease that
concerns that individual, such as school or daycare closures;
The employee is directly affected by travel restrictions and, under the circumstances, cannot reasonably be expected to travel back to
Ontario;
The employee's hours of work are temporarily reduced or eliminated by the employer for reasons related to the designated infectious
disease; or
An order made under the Emergency Management and Civil Protection Act that is continued under the Reopening Ontario (A Flexible
Response to COVID-19) Act, 2020, concerning the designated infectious disease.
An employee is entitled to take infectious disease emergency leave starting on the applicable date specified in the ESA. Leave continues while
the infectious disease is designated by the regulations and so long as they are not performing the duties of their position as determined by the
provisions above.
Conditions
An absence due to a declared emergency may be extended beyond the initial period of leave if an order made under the Emergency
Management and Civil Protection Act is extended.
Employees who take emergency leave must advise Township of Brudenell, Lyndoch & Raglan that they plan to do so as soon as possible. If an
employee must begin the leave before advising the company, they must communicate it as soon as possible. Where an employee is eligible for
both paid and unpaid leave, they are entitled to use the paid days first, unless they advise the company in writing that they choose to take the
time as unpaid.
Township of Brudenell, Lyndoch & Raglan may require an employee taking emergency leave to provide reasonable proof that the employee is
entitled to the leave. However, an employee who takes infectious disease emergency leave is not required to provide a certificate from a qualified
health practitioner as evidence.
Reservist Leave
Employees who are reservists and who are deployed to an international Canadian Forces operation, or to a Canadian Forces operation within
Canada that provides or will provide assistance in dealing with an emergency or its aftermath (including search and rescue operations) are
entitled to unpaid leave for the time necessary to engage in that operation. This time includes any pre-deployment or post-deployment activities
that are required. This leave can also be taken when attending Canadian Armed Forces skills training or when the employee is in treatment,
recovery, or rehabilitation for a physical or mental health illness, injury, or medical emergency resulting from associated activities. To be eligible
for reservist leave, the employee must have worked for Township of Brudenell, Lyndoch & Raglan for at least two consecutive months unless
otherwise prescribed.
The company may require the employee provide evidence for their entitlement to the leave in line with the ESA requirements. The company may
postpone any reinstatement to work after a reservist leave in line with requirements under the ESA. Seniority and length of service credits
continue to accumulate during the leave. Township of Brudenell, Lyndoch & Raglan does not continue any benefits plans during the employee's
leave; however, employees can provide payment in advance of the leave to cover the cost of the benefits so that they may continue while on the
leave.
For reservist leave, the employee must provide reasonable notice in writing of their intention to take the leave, or provide notice as soon as
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possible after beginning the leave. This same process is required when returning from a reservist leave.
Jury Duty Leave
Township of Brudenell, Lyndoch & Raglan recognizes and respects the need for employees to complete jury duty and will make accommodations
for employees who have been selected to participate on a jury. Employees must provide as much advance notice as possible of the start of their
jury duty and are asked to include a copy of their summons. Employees will be unpaid while on jury duty leave.
This leave does not apply to an employee who must appear in a court of law as a plaintiff, defendant, or witness. In these instances, the
employee may use vacation time or request an unpaid leave of absence.
Time Off for Employees Serving in an Election
Township of Brudenell, Lyndoch & Raglan appreciates the importance of volunteering during an election. Any employee who is a returning officer
or has been appointed by a returning officer to be a poll official is provided with sufficient time off to perform all required duties under the Elections
Act. Employees must provide the company with at least seven days' notice of their intention to take this leave.
Time for Voting (Ontario and Federal Elections)
All employees who are qualified voters are provided three consecutive hours for voting in Ontario and federal elections if their schedule does not
already allow them three consecutive hours during polling hours to vote. The company ensures these employees do not lose pay from leaving
early or coming in late if the time was necessary for voting. If this time is provided to an employee, it is provided at the discretion of the company,
in line with scheduling and operational requirements.
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Flexible Hours of Work Policy
Intent
Township of Brudenell, Lyndoch & Raglan understands some employees may benefit from a flexible work schedule to achieve a greater work-life
balance. The company has adopted this policy to enhance job satisfaction, boost productivity and creativity, increase the ability to attract and
retain top talent, and reduce absenteeism and presenteeism. Flexible work schedules may be approved for all eligible employees while ensuring
operational and business requirements. The company is committed to providing employees with flexible work hours, in accordance with the
Employment Standards Act.
Definitions
Compressed workweek: Working longer hours per day in exchange for a day off.
Core hours: Work hours when all employees are expected to work without variability or flexible arrangements.
Flex time: A variation of working hours with modifications to start and finish time.
Guidelines
Flexible work arrangements are recognized as temporary alternate arrangements between the employer and employee regarding the employee's
work schedule. Flexible work arrangements may be terminated by either the employer or the employee with reasonable notice. All flexible hours
of work arrangements are at the discretion of Township of Brudenell, Lyndoch & Raglan and are subject to review.
Hours of Work
The Public Work's hours of operation are from 6:00 a.m. to 2:30 p.m., Monday to Friday with some shift work during critical periods or situations
to be determined by the Operations Manager.
A regular workweek consists of 35-40 hours. Hours of work for all full-time employees are 7-8 hours per day, Monday to Friday, from 6:00 a.m. to
2:30 p.m, or 8:30 a.m. to 4:00 p.m. Full-time employee schedules may vary based upon the position and business needs and may extend beyond
the company's hours of operations.
The hours of work for all part-time and casual employees depend upon the operational requirements of the company and can range in hours and
days of the week. Part-time and casual employees are not guaranteed a set number of hours per week.
The company's core hours of work for all Public Works employees are from 6:00 a.m. to 2:30 p.m. and 8:30 a.m. to 4:00 p.m. for office staff. The
company requires all employees to be available and working during these core hours. Work is generally considered to be performed when the
employee is performing labour or providing a service to the company, or when the employee is not working but must stay at the workplace.
Breaks and Rest Periods
Township of Brudenell, Lyndoch & Raglan also provides employees with two paid 15-minute breaks. Such break times may be varied to suit the
work schedule of the employee or their workload at the discretion of the employee's supervisor. Breaks cannot be accumulated and taken as time
off.
Flexible Hours of Work Arrangements
Eligibility
Employees with at least 12 months of service at the company may request a change to their work arrangement that provides them more flexibility.
Some departments may be unable to offer flexible hours for specific positions or during certain times of the year due to operational demands.
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Employees can request a change to the number of hours they must work or a change to their schedule.
Flex Time
Flex time permits an employee to work a full day but with varied working hours. The employee is expected to complete their required total hours
of work in accordance with their employment contract.
Compressed Workweek
A compressed workweek permits an employee to work longer hours during the day in exchange for a day off their normal scheduled workweek.
In the case of a compressed workweek schedule, the following options are available to the employee:
- Working 10-hour days for four days per week;
- Working an extra hour a day to receive one day off every two weeks; or
- Working an extra half hour a day to receive one day off every three or four weeks.
Reduced Hours
An employee working full-time may request to work fewer than 7-8 hours per day temporarily. Employees seeking a reduced hour arrangement
should be aware that this may affect their employee benefit entitlements.
Request for Flexible Hours of Work Arrangements
Employees seeking a flexible hours of work arrangement, or changes to a previous arrangement, must submit their requests in writing to the
Clerk-Treasurer. Requests should include the employee's name, date of the request, description of the requested flexible hours of work
arrangement, and the start and end dates of the arrangement. Requests should be submitted 14 days in advance of the expected start of the
flexible arrangement, or as soon as reasonably possible.
The Clerk-Treasurer may meet with the employee to obtain further information regarding the request. When considering an employee's request
for a flexible hours of work arrangement, the company considers:
- The principles of this policy;
- The needs of the employee making the request;
- The duration of the request;
- The operational needs of the company and the employee's department;
- The availability of backup support to cover the requested change in the employee's work hours;
- Any effect on other employees and their ability to perform their work; and
- Any occupational health and safety issues that may arise as a result of the requested change.
Each request is examined on a case by case basis.
Decisions on the employee's request for flexible hours of work are provided no later than 7 days before the anticipated start date, or in cases of
emergency or short-term requests, as soon as reasonably possible.
Township of Brudenell, Lyndoch & Raglan may approve the request as is, approve the request in part, offer an alternative arrangement to the
request, or deny the request. The company will arrange for a meeting with the employee to discuss the outcome of the request.
Where a request has been approved, the employee is provided a written agreement outlining the flexible hour arrangement, the flexible schedule,
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the date the change takes place, and the duration, if applicable. The employee and the Clerk-Treasurer sign two copies of the agreement, with
one copy for the employee and the other to be placed in the employee's personnel file.
Where a request is denied, the employee receives a written letter confirming the reason associated with denying the request. A copy of this letter
is placed in the employee's personnel file. Reasons for denying an employee's request for a flexible hours of work arrangement include among
others:
- The request does not meet the criteria or eligibility mentioned in this policy;
- The request would result in undue hardship to the company;
- Detrimental effects on company operations or the employee's departmental operations;
- Inability to arrange backup support or reorganize work among staff; or
- Planned structural changes.
Township of Brudenell, Lyndoch & Raglan reserves the right to return an employee to normal hours at any time such as where the flexible
schedule has adversely affected the employee's ability to perform normal job functions, is negatively affecting the productivity of the employee, to
address operational needs, or if company circumstances change and a return to normal work hours are necessary. Appropriate and reasonable
notice of the change will be provided.
Where an employee disagrees with the company's decision regarding their request, the employee may submit a request in writing to the Clerk-
Treasurer have the decision reconsidered to Council.
Expectations
All employees with approved flexible hours of work arrangements must respect and adhere to all company policies and procedures. Provisions
for overtime continue to apply to employees on flexible work arrangements. Refer to the Overtime Policy for details.
Any flexible hours of work arrangement will ensure that the standard hours of work do not exceed an average of 35-40 hours per week over a
two-week period. At least one full day off work per week will be provided and, where possible, that day will be Sunday.
Employees are responsible for ensuring average weekly hours are met while working flexible work hours.
Abuse of Flexible Work Hours
Employees who do not obtain approval before working flexible work hours may be subject to discipline in accordance with the progressive
discipline policy. Employees who abuse this policy for purposes other than its intended use may have their flexible hours of work arrangement
revoked and may be subject to discipline in accordance with the progressive discipline policy. Subsequent offences may result in disciplinary
action up to or including termination.
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Pay Equity Policy
Intent
Township of Brudenell, Lyndoch & Raglan is committed to achieving pay equity to ensure employees receive equal pay for work of equal value.
This policy sets out the standards and procedures regarding pay equity in the workplace in accordance with the Pay Equity Act and its associated
regulations.
Definitions
Pay equity: Equal pay for work of equal value.
Guidelines
Township of Brudenell, Lyndoch & Raglan establishes and maintains a pay equity plan in accordance with the Pay Equity Act. Each position is
evaluated at least every three years, when significant changes occur, as positions are introduced or eliminated, or whenever there is a change in
compensation, job value, or duties and responsibilities of a role. Each job is evaluated using a gender-neutral factor comparison system using
four factors: skills, effort, responsibility, and working conditions.
This process involves:
- Grouping positions into job classes;
- Identifying female, male, and neutral job classes;
- Assigning a value to each job class using the gender-neutral job evaluation system;
- Grouping job classes of similar point value into common bands;
- Comparing predominantly female job classes to predominantly male job classes in the same point band; and
- Using either the job-to-job comparison method or the proportional method to determine whether the female job class requires an adjustment to
achieve pay equity.
Pay equity is achieved when every female job class at the company has been compared to another class or classes using an approved method,
and adjustments have been made to ensure the job rates for female job classes are at least equal to the job classes they are being compared to,
where the work performed by the two job classes is of equal or comparable value. All required steps and formulas outlined in the Pay Equity Act
and its associated regulations are followed when developing the pay equity plan.
Where it is necessary to increase the rate of compensation for a job class to achieve pay equity, the company increases the compensation of all
employees in the corresponding job class by the same amount. No employee's compensation is reduced to achieve pay equity.
Differences in pay may exist due to seniority, merit, piecework, and other differences not due to gender as identified by the Pay Equity Act. If the
company determines that there is a difference in pay due to these accepted exceptions, then there will be no need for pay equity adjustments to
be applied.
The company retains all records, reports, data, and other documentation related to the pay equity plan.
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Payroll Administration Policy
Intent
This policy communicates Township of Brudenell, Lyndoch & Raglan payroll processes and procedures.
Guidelines
The company uses comprehensive payroll processes and procedures to pay employees accurately and on time.
Employees are paid bi-weekly on Fridays by direct-deposit. If a payday falls on a statutory holiday, employees are paid the business day before
the holiday. Some employees may have a different pay frequency outlined in their employment contract. In such circumstances, the contract
prevails.
Wage Statements
Employee pay is accompanied by a wage statement detailing the employee's wages as required by the Employment Standards Act.
Workplace Responsibilities
Employees
When hired, employees must comply with all departmental procedures for the collection of necessary payroll information. This includes
submitting federal and provincial income tax forms and other payroll paperwork to calculate statutory deductions, such as Canada Pension Plan,
OMERS, Employment Insurance, and income tax credits.
To set up direct deposit, employees must submit their personal banking information to the Clerk-Treasurer. Employees must immediately notify
the Clerk-Treasurer of any changes to this information during their employment.
Employees are responsible for reviewing their pay and wage statement. Employees must immediately inform the Clerk-Treasurer if they identify
any pay discrepancies.
The Clerk-Treasurer
The Clerk-Treasurer is responsible for collecting all new hire payroll information. This information remains confidential under the company's
Confidentiality Policy and is only disclosed to authorized personnel.
Along with maintaining records of all sick, vacation, and personal days for all employees, the Clerk-Treasurer verifies payroll information is
submitted in a timely manner bi-weekly to ensure employees are paid on time. They also provide assistance to employees regarding any
questions or concerns they may have around remuneration.
The Clerk-Treasurer processes all payroll information in a timely manner to ensure staff are paid accurately and according to their pay schedule.
When made aware, the Clerk-Treasurer updates and maintains the company's payroll information system with new employee information (such
as terminations, leaves, banking information, and so on) to identify and reconcile any pay discrepancies that may occur.
They provide accurate and timely reports to relevant departments and government agencies as required, such as processing TD1 (Personal Tax
Credit Return) forms and all other relevant documentation to comply with all applicable tax laws.
The Clerk-Treasurer maintains confidentiality concerning payroll information at all times. When responding to inquiries from employees,
management, government agencies, and all other relevant parties about taxes, required statutory deductions, or other payroll-related matters, the
Clerk-Treasurer discloses this information only as authorized by law.
Township of Brudenell, Lyndoch & Raglan
The company complies with all legislated payroll requirements, duties, and responsibilities pertaining to all reporting and tax withholding
requirements. Township of Brudenell, Lyndoch & Raglan creates, maintains, and updates consistent payroll processes and procedures and
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ensures all payroll and compensation information obtained is stored and maintained in a secure area, only to be shared for payroll, administrative,
and legal purposes.
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Conduct
Personal Social Media Account Policy
Safe Driving for Work Policy
Mobile Devices at Work Policy
Technology, E-mail, and Internet Use Policy
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Personal Social Media Account Policy
Intent
Township of Brudenell, Lyndoch & Raglan strives to maintain a positive image in the community and has adopted this policy to ensure that our
employees are aware of their responsibility to use social media appropriately as representatives of the company. This policy outlines in detail
permissible and prohibited use of personal social media accounts and pages as they relate to Township of Brudenell, Lyndoch & Raglan and its
reputation.
This policy does not intend to interfere with the private lives of employees or impinge on their freedom of speech. This policy supports the image
and branding of the company and the wellbeing of employees.
Guidelines
Company employees who maintain personal social media accounts or pages must comply with the following guidelines as they relate to their
association with Township of Brudenell, Lyndoch & Raglan. This includes any published posts, stories, direct messages, or comments on any
social media site, whether public or private. In all instances, employees should conduct themselves professionally both on and off duty.
Employees will be held accountable for what they share on social media or webpages if there is a risk of the content leading to negative
repercussions for the company.
Employees are responsible for their conduct as representatives of the company, even outside regular business hours.
Use of personal social media accounts may not conflict with any existing policies of Township of Brudenell, Lyndoch & Raglan whatsoever. This
includes the code of conduct or confidentiality policy.
Prohibited Use of Social Media
When an employee publicly associates with Township of Brudenell, Lyndoch & Raglan online, all materials associated with their page may be
viewed by the public as reflecting the company. As such, employees should avoid publishing inappropriate comments, images, links, or other
content.
Any information, images, and statements shared by the employee on their personal social media account should never reflect negatively on the
company. Inflammatory comments or unprofessional or disparaging remarks made about the company or its employees, customers, vendors, or
competitors will not be tolerated.
Employees should never make discriminatory statements or comments of a harassing or bullying nature about anyone, including co-workers,
management, customers, or vendors.
Employees who use social media sites are prohibited from publishing any proprietary and confidential company information.
Township of Brudenell, Lyndoch & Raglan employees are prohibited from speaking on behalf of the company, releasing confidential information,
releasing news, or communicating as a representative of the company without prior authorization to act as a designated company
representative. Where an employee mentions the company, they should include a disclaimer stating that any opinions expressed are their own
and do not represent the company's positions, strategies, or opinions.
Employees are prohibited from using social media during working hours; employees should limit use to official breaks (for example, eating
periods) so they do not affect productivity or efficiency. As Internet access on company-provided devices is monitored, please be advised that
excessive use of social media for personal reasons during working hours is a misappropriation of company time and resources and may be
subject to disciplinary action.
Company policies governing the use of copyrighted materials, corporate logos, and other forms of branding and identity apply to electronic
communications. Employees are prohibited from using protected Township of Brudenell, Lyndoch & Raglan materials (copyrighted material,
branding, or logos) without prior express written permission.
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The company strictly prohibits the use of company-owned computer resources for illegal downloading or uploading of copyrighted materials
without express written permission and authorization from the copyright holder.
Employees should abide by these guidelines whether they mention the company by name or not. Even if the name is not mentioned in a post, it
is possible a link can be made back to Township of Brudenell, Lyndoch & Raglan that can harm the company's reputation.
Customer Use
Many customers and persons present on company property frequently use mobile phones and other devices to take photographs or make
recordings. Employees should always represent the company positively and professionally so that negative images are not posted on social
media sites by customers or visitors.
Potential Consequences of Misuse
Any content posted on personal social media accounts can and may be viewed by the competitors of Township of Brudenell, Lyndoch & Raglan;
government and law enforcement agencies; current, past, and potential employees; and others.
Any employee who fails to follow the guidelines set out in this policy may be subject to disciplinary action up to and including termination of
employment.
Where the inappropriate use of social media discloses personal or confidential business information, the employee may be subject to more
serious repercussions, including but not limited to a defamation lawsuit, criminal charges, copyright claims, and damage to their personal and
professional reputation.
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Safe Driving for Work Policy
Safe Driving for Work Policy
Intent
Township of Brudenell, Lyndoch & Raglan is committed to providing a safe work environment for all employees, which includes workers who
drive company vehicles. This policy has been adopted to outline expectations and responsibilities related to driving for work.
Guidelines
Any employee of Township of Brudenell, Lyndoch & Raglan required to drive while working is expected to do so safely and always adhere to the
laws of the roadways they drive on. Any instance of an employee breaking the law while driving on behalf of the company will, at minimum, result
in immediate suspension of driving privileges, and further disciplinary action will be considered. Any attempt by an employee to hide an instance
of breaking the law while driving on behalf of the company will result in disciplinary action.
Employees who drive on behalf of the company are expected to comply with this policy and associated safe driving procedures, attend safe
driving training, always carry their driver's licence while driving, and ensure any other required documentation can be produced if needed, such
as vehicle insurance.
The company should be immediately notified of any hazards and health and safety concerns encountered while driving for work. Employees must
report all driving related incidents to their manager or the Clerk-Treasurer. Pre-trip vehicle inspections are to be completed before every use of a
vehicle for work purposes to ensure the vehicle is safe.
Only authorized employees of Township of Brudenell, Lyndoch & Raglan may operate company-owned vehicles. If the company discovers an
unauthorized person has driven a company-owned vehicle while it is in the care of an employee, the employee will be subject to disciplinary
action.
Safe Driving
Employees are expected to practice safe driving at all times. The use of mobile devices, such as cellphones and laptops, is strictly prohibited
while driving. The use of hands-free communication is permitted but should be limited while driving whenever possible. GPS navigation systems
can be used while driving only if the trip is pre-programmed and does not require the driver to use or handle the device while driving. If route
changes need to be made, the driver should stop the vehicle in a safe location, make the necessary changes to the GPS navigation system, then
safely proceed.
The vehicle's radio and climate control may be used while driving if they have been set up before travelling and require little attention while
driving. Food should never be consumed while driving. Drinking is permitted but should be avoided whenever possible.
Employees are prohibited from driving on behalf of the company while under the influence of drugs or alcohol. If an employee requires
prescription medication that could alter the mental state of the employee and impair them while driving, specific considerations will be made
regarding accommodation and their ability to safely operate a vehicle.
Passengers who are not Township of Brudenell, Lyndoch & Raglan employees are prohibited from travelling in vehicles driven for company
business.
Fatigue
Hazards related to experiencing fatigue while driving are especially dangerous because it is up to the discretion of the employee to determine
how fatigued they are. Whenever an employee is experiencing symptoms of fatigue while driving, they are expected to stop the vehicle in a safe
location and rest until they are prepared to drive safely.
Employees who refuse to operate a vehicle because they are experiencing fatigue-related symptoms will not face reprisal, based on the
understanding that using the vehicle while fatigued is unsafe work.
Inclement Weather
During periods of inclement weather such as snow, fog, rain, ice, hail, or high winds, drivers are expected to reduce their speed and allow for
increased stopping distances between them and other vehicles on the road. If an employee feels unsafe driving due to the weather, they should
stop their vehicle in a safe area and wait until it is safe to continue. Company management should be notified of any weather-related hazards that
impede the driver's normal work when it is safe to do so.
Incidents and Vehicle Accidents
In the event of a vehicle accident or incident involving an on-duty Township of Brudenell, Lyndoch & Raglan employee while driving that results in
an injury or property damage, the employee should immediately call 911 if they can. If possible, the vehicle should be moved to a safe location to
prevent further injury or damage before completing any administrative tasks like collecting insurance information for involved individuals.
Company drivers involved in any vehicle-related accidents and incidents should report the incident both to the police and to their manager once it
is safe to do so. Management and the Clerk-Treasurer will work with the employee to complete an incident report.
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Mobile Devices at Work Policy
Intent
Township of Brudenell, Lyndoch & Raglan has adopted this policy to govern the use of the full range of mobile devices, including cellphones,
smartphones, tablets, laptops, and others. This policy refers to all such devices as "mobile devices."
Guidelines
Excessive personal calls, e-mails, texts, and other forms of electronic communication during the workday, regardless of whether the mobile
device used is personal or company-issued, can interfere with employee productivity and become distracting to others. To support a safe and
productive work environment, employees should follow these guidelines.
Best Practices
Employees should exercise the same discretion in using personal mobile devices as they use with company-issued ones. Employees may only
use their personal or company-issued mobile devices for business purposes.
The company strictly prohibits the use of mobile devices for any other available purpose, such as Internet access, gaming, texting, social media,
or listening to music during business hours. Employees should limit these and all other personal functions to scheduled breaks or lunch periods in
non-working areas.
Employees should put all mobile devices on silent mode for the duration of the workday (not applicable to breaks or lunch periods).
Mobile Devices in Meetings
To ensure the effectiveness of meetings, employees must not bring in any mobile devices that are not required for the meeting.
For personal emergencies or for reasons that may require immediate attention, employees may bring a mobile device to a meeting if they have
received permission from the the Clerk-Treasurer. In these cases, the mobile device should be set to silent mode unless otherwise advised by
the the Clerk-Treasurer.
Unsafe Work Environments
For health and safety reasons, the company strictly prohibits the use of mobile devices while on a worksite where the operation of such devices
could be a distraction to the user or could create an unsafe work environment. Only employees who are out of harm's way should operate mobile
devices, and only in accordance with the rest of the guidelines outlined in this policy.
Use of Mobile Devices While Operating a Motor Vehicle
The company strictly prohibits the use of handheld mobile devices while operating company-owned or -operated vehicles, or while operating a
personal vehicle for company business. Hands-free mobile devices are permissible if used in accordance with the law, but their use should be
kept to a minimum while driving.
To use any functions of a handheld mobile device:
- Pull over and stop before accessing the mobile device;
- Allow a passenger to operate the mobile device;
- Let the caller leave a voicemail and respond to the call at a safer time; or
- Let someone else drive so you can safely use the mobile device.
Distracted driving, including the use the handheld devices, is illegal across Canada, except when calling 911 in an emergency. Employees are
solely responsible for any fines or charges laid by the authorities for the illegal use of a mobile device while operating a vehicle in the course of
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their employment.
Privacy, Information, and Liability
The company prohibits employees from using any mobile device (whether personal or company-issued) as an unauthorized media storage
device for the storage or transportation of Township of Brudenell, Lyndoch & Raglan business information.
For privacy reasons, the company prohibits any employee from taking photographs or video recordings of company facilities or personnel without
first obtaining express written permission from the company.
The company strictly prohibits the use of company mobile devices for access to or downloading of inappropriate, obscene, or illegal material.
Township of Brudenell, Lyndoch & Raglan is not liable for the loss of personal mobile devices brought into the workplace.
Exceptions
Employees should avoid making or receiving personal calls, e-mails, or texts and conducting any personal meetings or projects during work time.
However, if an employee needs to use their mobile device for personal reasons during work hours, such as childcare or caretaking duties, they
may speak to their supervisor about the circumstances. The the Clerk-Treasurer will set parameters for using mobile devices at work for personal
reasons on a case-by-case basis.
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Technology, E-mail, and Internet Use Policy
Intent
Township of Brudenell, Lyndoch & Raglan is dedicated to ensuring that employees have the necessary technology to effectively perform their job
duties. The company issues internal technology, software, and other resources (including devices, e-mail, Internet access, and network systems)
for employees to use to meet business goals. The company has adopted this policy to outline expectations for using company technology, e-mail,
and Internet when conducting company business.
Guidelines
Employees may only use company technology, e-mail, and Internet for authorized company business. All company information and
correspondence (including e-mail) transmitted or received using company technology is the property of the company and is to be managed
accordingly for appropriate business-related matters.
Password Protection
Employees may access the Internet through individual user accounts that have confidential passwords. Employees should set up strong
passwords for all company accounts. For example, a password should have 10 characters, including letters, numbers, and special characters,
and no personal information.
Employees must change their passwords every 6 months.
Employees must never share any passwords with unauthorized employees, users, or third parties, or write their password down and leave it in a
visible or easily accessible area. If an employee loses or forgets their password or believes their password has become compromised, the
employee must inform the IT department at once.
Security
Device Security
To support device security, employees must take all reasonable precautions to safeguard desktop and laptop computers against unauthorized
access or theft, restrict physical access to laptops only to authorized personnel, and strictly prohibit use by family, friends, or the public.
Employees should enable a password-protected screensaver with a short timeout period to ensure that laptops left unsecured are protected and
implement multi-factor authentication (MFA) where available.
Employees must never leave a laptop unattended in a vehicle, hotel room, or public place. If a laptop must be left in a hotel room, it must be left
in the safe, inside locked luggage, or secured with a cable. Employees must inform their manager and the IT department immediately if a laptop
is lost or stolen.
Internet Security
The Clerk-Treasurer is primarily responsible for Internet security at Township of Brudenell, Lyndoch & Raglan. Under their guidance, employees
must follow all security procedures, mandates, and instructions to ensure no security breaches occur. In general, all employees are responsible
for maintaining the security of company-held information. the Clerk-Treasurer may assign specific Internet security control responsibilities to any
employee to ensure company information is protected and the integrity of the company is maintained. These assignments are formally passed
out in memorandum format. Copies of these assignment documents are retained in the employee's file for transparency and accountability
purposes.
In order to support Internet security, employees must:
Familiarize themselves with procedures for securely downloading and protecting information;
Learn to identify and avoid any online material deemed sensitive, private, copyrighted, offensive, obscene, or illegal;
Always conduct themselves professionally
Complete all cybersecurity training, and follow up with their supervisor if they have any questions; and
Use a virtual private network (VPN) to set up a secure connection when travelling or working remotely.
Employees must never:
Store personal files or data downloaded from the Internet on company hard drives or network file servers;
Download video or sound files from the Internet unless the the Clerk-Treasurer has authorized their use for conducting company business;
Conduct any online practices or procedures that would expose the network or resources to virus attacks, spyware, adware, malware, or
hackers; or
Disclose company information or intellectual property to unauthorized third parties.
Additionally, specific procedures, mandates, or instructions related to Internet security may apply to a given situation or department or when a
real or potential security breach has occurred.
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Internet
Assigned employees may access the Internet for legitimate business purposes only under the purview of company goals. Permissible,
acceptable, and appropriate Internet-related work activities include:
Researching, accumulating, and disseminating any information related to the accomplishment of the employee's assigned responsibilities,
during working hours or overtime;
Collaborating and communicating with other employees, business partners, and customers, according to the employee's assigned job
duties and responsibilities, and only with the approved videoconferencing software, instant messaging platform, e-mail program, or other
software; and
Conducting professional development activities (including discussion groups, online training, web seminars, and so on) as they relate to
meeting the employee's job requirements and independent goals.
Inappropriate and unacceptable Internet use includes, but is not limited to:
Illegal purposes, such as theft, fraud, slander, libel, defamation of character, harassment (sexual and non-sexual), stalking, identity theft,
online gambling, spreading viruses, spamming, impersonation, intimidation, plagiarism, and copyright infringement;
Any use that conflicts with existing company policies, such as bandwidth limitations or network storage;
Any use that conflicts with the company's mission, goals, and reputation;
Copying, destroying, or altering any data, documentation, or other information that belongs to the company or any other business entity
without authorization;
Downloading unreasonably large files or conducting any other activities that may hinder network performance and others' use of company
resources;
Accessing, downloading, or printing any content that violates any of the company's existing policies (including illegal, offensive, and
obscene material);
Engaging in any other activity that would in any way bring discredit, disrepute, or litigation upon the company;
Engaging in personal online commercial activities, including offering services or products for sale, soliciting services or products from
online providers, online shopping, and more;
Engaging in any activity that could compromise the security of the company's host servers or computers;
Engaging in any fundraising activity, endorsing any products or services, or participating in any political activity, unless authorized to do
so;
Any use that violates any of the policies of the accessed information's source network; and
Allowing unauthorized or third parties to access the company's network and resources.
Social Media and Blogs
The use of social media and personal blogs on company devices or Internet is deemed acceptable. Employees may use these sites during times,
such as lunch periods, or breaks. Excessive personal use of social media or the Internet that affects an employee's job performance is subject to
progressive discipline.
The company prohibits employees from sharing any confidential information or using any copyrighted materials, corporate logos, or other
branding on any social media accounts or personal blogs.
Employees must never act as a representative of the company online in any fashion or speak on behalf of the company without prior written
authorization to act as a designated company representative. Employees must never write, post, or otherwise share any negative beliefs or
discriminatory statements about the company or its employees, customers, or vendors on social media or personal blogs. If an employee wishes
to express individual opinions on topics that may in any way reflect on the company, the employee must include a disclaimer asserting that such
personal opinions are not necessarily those of the company.
E-mail
Employees should use company e-mail consistently with the company's standards of conduct and create messages with professionalism and
attention to detail. For consistency, employees should:
Only send business-related messages from a company address;
Send messages only to intended recipients and avoid including parties not directly affected by the contents of the message;
Include a relevant subject line that clearly states the message's purpose;
Review messages for spelling and grammar before sending;
Keep messages brief, clear, and relevant;
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Exclude any offensive, obscene, or illegal content, attachments, or language;
Avoid all caps unless necessary for clarity or grammar;
Assign a read receipt only where necessary; and
Include a company e-mail signature on all outgoing messages.
For security, employees should:
Avoid sending confidential information by e-mail;
Properly encrypt all messages;
Mark messages as confidential or urgent as appropriate;
Forward messages only after ensuring the contents are secure and work-appropriate;
Never open attachments from unknown senders; and
Follow all e-mail security best practices and immediately alert the IT department of any e-mail security breaches, phishing, or spam
attempts.
Employees may only use company removable media devices to store information and transmit it to other company-owned property for business
purposes. Removable media devices include but are not limited to USB flash drives, hard drives, CDs, DVDs, or any other portable storage
device.
Employees wishing to use a removable media device must obtain approval from the Clerk-Treasurer. Employees needing to download sensitive
data require prior express written approval from the Clerk-Treasurer. When finished with the device, employees must remove all data from the
device and return it to the Clerk-Treasurer.
Removable Media Device Security
Removable media devices should not store sensitive information unless approved by the Clerk-Treasurer. When handling and using a removable
media device, employees must ensure all data is encrypted, password protected, and properly transferred and then deleted. Employees must
never take removable media devices away from company premises without prior authorization, and they must never leave devices unattended.
Employees must take great care to protect the removable storage device and only use the company-owned device. Any other device could
introduce malware or other threats to company systems. Employees are strictly prohibited from inserting any unapproved device into company-
provided technology. If employees find any removable media device on company property, even one they believe is company-owned, they must
immediately report it to (insert appropriate authority). Failure to follow proper security protocols may lead to disciplinary action up to and including
termination.
Lost or Stolen Devices
If an employee loses a removable media device, they must immediately inform the Clerk-Treasurer. The employee must provide details of where
the device was last seen and what was on the device. The company follows protocols in its privacy policy if the information on the lost device
could jeopardize any person's privacy.
Device Destruction
Employees must not damage or destroy company property in their possession. If a device reaches the end of its lifecycle or has highly sensitive
information, the Clerk-Treasurer handles disposing of the device.
Client, Visitor, and Employee Privacy
To protect the ongoing privacy of our clients, visitors, and staff, employees must never:
Post sensitive, libelous, incendiary, or personal information regarding clients, visitors, or employees from the company Internet, on social
media, on personal blogs, or anywhere else;
Take photographs of clients, visitors, or employees on company premises or from company devices for any reason without express prior
written authorization;
Post photographs or videos of other employees, clients, or visitors on the Internet or social media without express prior written
authorization; or
Disclose client, visitor, or employee personal information on social media, personal blogs, or anywhere else without express prior written
authorization.
Employee Monitoring and Recordkeeping
To ensure the appropriate use of technology and to protect the company's legal and business interests, Township of Brudenell, Lyndoch &
Raglan reserves the right to monitor employee use of company technology. All employees should bear in mind that Internet sessions are likely
not private, and websites accessed by employees may be monitored.
The company accesses and monitors these systems and activities for reasonable business-related purposes. All information collected through
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electronic monitoring is securely stored and protected. If any personal information is collected, its use and disclosure are limited to achieve the
stated purpose of its collection. The company adheres to all privacy and confidentiality legislation that applies to the collection, use, and
disclosure of personal information obtained by electronic monitoring.
Employees can refer to the electronic monitoring policy for more information related to electronic monitoring of employees.
Audits and Investigations
The company may audit any Internet, e-mail, or other monitored records. These records are subject to provincial and federal laws, and they may
be used as evidence in a legal proceeding. While individual use is not routinely monitored, unusual or high-volume activities may warrant more
detailed examination. Instances may include: (insert examples).
Only authorized employees may access and examine these records and employee usage for business-related issues when they have been given
written authorization by the Clerk-Treasurer and when it regards a business-related investigation to determine misconduct. In such cases, the
company does its best to accommodate employee privacy while being diligent and thorough.
Filtering
The company uses filtering software to restrict access to websites considered unsuitable for business use. Where the company discovers
activities that conflict with the law or this policy, Internet use records may be retrieved and used for disciplinary or legal purposes.
Employee-Owned Property
Due to increased security risks, employees must never use personal equipment or property (such as remove media devices, cell phones,
laptops, notebooks, memory cards, computer peripherals, and so on) to create, store, or transmit company business information. If an employee
creates, stores, or transmits business information on personal equipment or property, the business information remains the express property of
the company.
Employees must never download, access, or use company accounts or software on personal equipment or property. Employees must only use
company-provided equipment (including peripherals) to conduct their job duties.
The company reserves the right to inspect or audit the property of its employees on company premises where it is either known or reasonably
suspected that personal equipment or property was used for conducting company business or that such equipment or property contains business
information. The company may conduct these investigations at any time, with or without notice, solely for the protection of the company's
business interests and not as a punitive measure.
Disclaimer
The company does not accept responsibility for any loss of or damage to an employee's personal property, or loss or damage to the employee of
any kind, arising from personal use of company Internet or software. The employee is responsible for costs incurred because of loss or damage
to company Internet, property, and other resources if an employee uses these for their personal use.
The company is not responsible for the accuracy of information found on the Internet. Users are responsible for assessing the appropriateness of
any material that they access, download, or share through the Internet.
Disciplinary Action
The company addresses any misconduct or violation of this policy according to its progressive discipline policy and may result in one or more of
the following:
Temporary or permanent revocation of access to company Internet resources, equipment and devices, or other IT resources;
Requirement to pay any charges, fees, or other costs incurred to company equipment, devices, or other resources arising from the direct
result of the employee's actions; and
Disciplinary action according to applicable company policies, up to and including suspension or termination of employment.
Upon retirement, layoff, or termination of employment with the company, employees must promptly return (without duplicating or summarizing) all
material pertaining to company business, company equipment, and other company resources that are in their possession to the Clerk-Treasurer.
At the conclusion of the employment relationship, whatever the reason, the IT department removes the employee's access to company e-mail
and Internet resources. If a device containing company business information is password-protected, the employee must provide the correct
username and password for the device.
Any outstanding amount owing to the company in relation to damage, loss, theft, or overages of the company resources and property is the
responsibility of the employee and must be paid as soon as possible. The company may also seek the assistance from law enforcement or
pursue legal proceedings in order to recover any unreturned company resources or any unpaid expense arising from the employee's failure to
fulfil their obligations with respect to this property.
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Health and Safety
Health and Safety Policy
Reporting Workplace Accidents and Injuries Policy
Workplace Violence and Harassment Policy
Substance Use Policy (Drug and Alcohol)
Fit to Work Policy
Scent-Free Workplace Policy
Smoke-Free Workplace Policy
Return to Work Policy (WSIB)
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Health and Safety Policy
Intent
Township of Brudenell, Lyndoch & Raglan acknowledges it has a statutory duty to take all reasonable precautions to protect employees,
contractors, volunteers, visitors, and all other individuals onsite. Protecting employees from injury or occupational disease due to accidents or
incidents is a continuing objective. We make every effort to provide a safe and healthy work environment for all staff, whether they work onsite at
Township of Brudenell, Lyndoch & Raglan or remotely in a private residence for the company. We believe all accidents are preventable and that
active participation at all levels helps ensure accidents are avoided. Supervisors and workers must refrain from any actions or activities that could
jeopardize the health and safety of others and must work to reduce the risk of injury.
The company is committed to promoting a safe and healthy workplace for all employees, contractors, volunteers, and visitors. In pursuit of this
commitment, the company develops, implements, and enforces policies and procedures that promote and provide a healthier, safer work
environment. The company understands the importance of safety to the wellbeing and productivity of all employees, and strives to safeguard the
workplace against injury and malfeasance through negligence.
This policy outlines the responsibilities of all parties to maintain a safe and healthy work environment. Township of Brudenell, Lyndoch & Raglan
complies with all applicable workplace health and safety legislation.
Guidelines
Communication
Township of Brudenell, Lyndoch & Raglan encourages open communication on health and safety issues. Open communication is essential to
providing an accident-free and productive work environment.
Employees who voice or identify a health and safety concern are not subject to reprisal or retaliation.
Health and safety comments are reviewed by human resources. The Clerk-Treasurer initiates an investigation into each reported or
potential hazard.
Employees should inform their supervisor or human resources of any matter they perceive to be an actual or potential workplace hazard.
Communication can be written or verbal, and may be anonymous if so desired.
Responsibilities
Employers must:
Provide appropriate personal protective equipment (PPE) and clothing and ensure its use;
Maintain the equipment in good condition, ensuring it fits properly and is appropriate to the circumstances, taking all relevant factors into
account;
Provide information and instruction related to all real and potential workplace hazards to workers, advise workers of results of occupational
health and safety reports, provide competent supervision, and take every reasonable precaution to protect the health and safety of all
workers;
Review all health and safety policies annually, make revisions where necessary, and develop and maintain a program to implement the
policies;
Communicate and cooperate with the health and safety representative, directors, and any other legislatively required party on matters
related to workplace health and safety;
Post a copy of this policy, a copy of the OHSA along with any explanatory materials prepared by the Ministry, a copy of an annual
summary from the Workplace Safety and Insurance Board (WSIB), and the names and work locations of health and safety committee
members in the workplace or in a readily accessible electronic format in accordance with the OHSA;
Adhere to any legislative requirements related to biological, chemical, and physical agents in the workplace, such as maintaining records,
monitoring levels and exposure, and providing instruction and training; and
Provide appropriate training programs related to occupational health and safety.
Under the Occupational Health and Safety Act, employers in Ontario who become aware or ought to reasonably be aware that there may be a
risk of a worker having an opioid overdose at their workplace must provide and maintain a naloxone kit in that workplace. The contents of the
naloxone kit are prescribed by regulation. Training must also be provided by that date to employees deemed responsible for the naloxone kit to
ensure naloxone can be safely administered if an opioid emergency arises.
Due to specific risks of employees experiencing an opioid overdose while working at Township of Brudenell, Lyndoch & Raglan, the company
provides 2 naloxone kits in the workplace, located in the first aid box at 42 Burnt Bridge Road and 3310 Quadeville Road. The company regularly
maintains the naloxone kits to ensure they are in good condition. Kits are replaced after each use or by the expiry date noted on the kit,
whichever comes first.
Training is provided to anyone who oversees a naloxone kit and its use to ensure it can be administered safely. This training covers how to
recognize an opioid overdose, how to administer naloxone, and associated hazards. The names and locations of the workers trained to oversee
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and use a naloxone kit are posted in a conspicuous place in the vicinity of the kit.
Supervisors must:
Always promote a safe and healthy workplace and take every precaution to protect the health and safety of workers they supervise;
Use or wear PPE appropriately and when required, and ensure workers use and wear PPE that fits properly and is appropriate to the
circumstances, having regard to all relevant factors; and
Advise workers of any real or potential hazards or dangers to their health and safety the supervisor is aware of, and when required provide
written instruction on procedures to maintain a healthy and safe workplace.
Employees must:
Work in compliance with all occupational health and safety policies and procedures;
Report all missing or defective PPE, any contravention of the OHSA the worker becomes aware of, and the existence of any real or
potential hazards they discover in the workplace to their supervisor or the company;
Inform their supervisor or the company if they feel there is a risk of worker opioid overdose;
Use appropriate PPE as required;
Never remove or alter any PPE without providing an adequate replacement or alternative;
Report when provided PPE does not fit properly or is not appropriate to the circumstances; and
Never operate any equipment or work in a way that could endanger themselves or another worker, and never engage in pranks or
unnecessary boisterous conduct while in the workplace.
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Reporting Workplace Accidents and Injuries Policy
Intent
Township of Brudenell, Lyndoch & Raglan recognizes that work-related accidents and injuries require clear reporting procedures to ensure the
appropriate authorities are notified. This policy outlines the process for reporting work-related accidents and injuries.
Definitions
Accident: Includes a willful and intentional act, not on the part of the employee; a chance event by a physical or natural cause; and a disablement
occurring out of and in the course of employment.
Critically injured: An injury that places life in jeopardy, produces unconsciousness, results in substantial loss of blood, involves the fracture of a
leg or arm but not a finger or toe, involves the amputation of a leg, arm, hand, or foot but not a finger or toe, consists of burns to a major portion
of the body, or causes the loss of sight in an eye.
Director: An inspector under the Occupational Health and Safety Act who is appointed as a director.
Inspector: An inspector appointed under the Occupational Health and Safety Act, including the director.
Medical attention: Treatment from a legally qualified medical practitioner or a registered nurse who holds an extended certificate of registrations
under the Nursing Act, 1991.
Occupational illness: A condition that results from exposure in a workplace to a physical, chemical, or biological agent to the extent that the
normal physiological mechanisms are affected, and the health of the worker is impaired. Includes an occupational disease that entitles a worker
to benefits under the Workers Safety and Insurance Act, 1997.
Guidelines
Employee Responsibilities
Employees of Township of Brudenell, Lyndoch & Raglan must report all workplace accidents, injuries, and occupational illnesses to the Clerk-
Treasurer as soon as reasonably possible. Where an individual is killed or critically injured, the scene of the incident must not be interfered with,
disturbed, destroyed, or altered except where necessary to:
- Save the life of or provide first aid to the injured individual; or
- Prevent unnecessary damage to other equipment or property.
No wreckage, articles, or other items connected to the occurrence should be removed without permission of an inspector.
All accidents are investigated in accordance with the workplace accident investigation policy.
Reporting to the Workplace Safety and Insurance Board
Employees must also submit a claim to the Workplace Safety and Insurance Board (WSIB) as soon as reasonably possible after an accident, but
no later than six months after the accident or after the employee discovers they have an occupational disease. Extensions to this deadline may
be permitted at the discretion of the WSIB. The employee must report the accident using the required WSIB form and provide all required
information about the accident, including consenting to the disclosure of their functional abilities from a healthcare professional to the company to
facilitate their return to work.
Failure to file a claim within the required period or provide consent to sharing functional abilities may affect the employee's entitlement to
workers' compensation.
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Township of Brudenell, Lyndoch & Raglan Responsibilities
Township of Brudenell, Lyndoch & Raglan reports workplace accidents and injuries and provides all required information in accordance with the
applicable legislation.
Reporting a Death or Critical Injury
If a person is killed or critically injured from any cause at the workplace, Township of Brudenell, Lyndoch & Raglan immediately informs an
inspector and the health and safety representative by phone or another direct contact method. A written report of the circumstances of the
incident is provided to the director and the health and safety representative within 48 hours of the occurrence.
Reporting an Accident, Explosion, Fire, or Violence Causing Injury
Township of Brudenell, Lyndoch & Raglan reports any instances where an employee is disabled from performing their work or requires medical
attention (but is not critically injured) because of an accident, explosion, fire, or workplace violence within four days of the occurrence to the health
and safety representative and the Clerk-Treasurer.
Reporting an Occupational Illness
If Township of Brudenell, Lyndoch & Raglan is informed that an employee has an occupational illness or that a claim of occupational illness has
been filed with the WSIB regarding an occupational illness, written notice is provided to the Clerk-Treasurer and the health and safety
representative within four days of becoming aware.
Reporting to the WSIB
The company notifies the WSIB within three days after learning of an accident involving an employee if the accident requires healthcare or results
in the employee not being able to earn their full wages. The company notifies the WSIB using the approved form and provides all required
information regarding the accident. A copy of the completed form is also provided to the employee.
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Workplace Violence and Harassment Policy
Intent
Township of Brudenell, Lyndoch & Raglan is committed to building and preserving a safe, productive, and healthy working environment for its
employees, free from violence and harassment. The company takes all reasonable measures to ensure job candidates, employees, managers,
and clients are not subject to any form of violence or harassment. This commitment applies to all areas of business, including training,
performance, assessment, promotions, transfers, layoffs, remuneration, and all other employment practices and working conditions.
Acts of violence or harassment against or by any employee are neither condoned nor tolerated by the company. This policy outlines the
company's commitment to preventing violence and harassment, including how incidents of violence and harassment are handled and
investigated.
Definitions
Complainant: A person who has made a complaint about another individual who they believe committed an act of violence or harassment against
them.
Respondent: A person whom another individual has accused of committing an act of violence or harassment.
Workplace harassment: Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought
reasonably to be known to be unwelcome, or workplace sexual harassment.
Workplace sexual harassment: Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual
orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be
unwelcome, or making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant, or
deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.
Workplace violence: The exercise of, or attempt to exercise, physical force by a person against a worker, in a workplace, that causes or could
cause physical injury to the worker; or a statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force
against the worker, in a workplace, that could cause physical injury to the worker.
Guidelines
This policy has been developed in consultation with the health and safety representative. It is reviewed annually, or more frequently if necessary
to ensure that it accurately represents the Township of Brudenell, Lyndoch & Raglan prevention program.
The company provides all employees with appropriate training and information regarding the violence and harassment prevention practices and
procedures. Employees are responsible for adhering to this policy, and should report every incident of violence or harassment immediately to
management. This includes any incidents that have been witnessed, experienced by, or reported to an employee.
For the purposes of this policy, workplace harassment or violence can occur:
- At the workplace;
- At work-related social functions;
- In the course of work assignments outside the workplace;
- During work-related travel;
- Over the telephone, if the conversation is work-related; or
- Elsewhere, if the person is there as a result of work-related responsibilities or a work-related relationship.
Reasonable day-to-day actions by a manager that help manage, guide, or direct workers or the workplace and appropriate employee
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performance reviews, counselling, or discipline by a manager do not constitute harassment.
Responsibilities
Township of Brudenell, Lyndoch & Raglan has a duty to:
- Provide information, instruction, and supervision to workers to protect their health and safety as it relates to workplace violence and
harassment;
- Take every reasonable precaution to protect workers from workplace violence and harassment;
- Review and update this policy at least annually, and develop and maintain a workplace violence and harassment program to eliminate identified
hazards from the workplace;
- Post a copy of this policy in a conspicuous location in the workplace;
- Ensure supervisors are competent in dealing with workplace violence and harassment matters;
- Investigate all incidents and complaints for workplace violence and harassment; and
- Assist the health and safety representative in carrying out functions related to workplace violence and harassment, and provide them with copies
of any reports, investigations, or documents related to workplace violence and harassment.
Supervisors have a duty to:
- Advise workers of all potential or real hazards and dangers they are aware of involving workplace violence and harassment;
- Provide workers with written instruction when necessary to prevent workplace violence and harassment; and
- Take every reasonable precaution to protect workers from workplace violence and harassment.
All employees are expected to:
- Work in compliance with all applicable legislation and all policies and procedures related to workplace violence and harassment prevention;
- Report all instances of workplace violence and harassment they become aware of to their supervisor or management;
- Never commit acts of workplace violence or harassment.
Risk Assessment and Prevention
Township of Brudenell, Lyndoch & Raglan conducts a risk assessment of the work environment to identify potential risks that could affect the
organization and the health and safety of employees and institutes measures to eliminate or control any identified risks to employee health and
safety.
The following factors are considered during the assessment:
- Past incidents of violence;
- Violence that is known to occur in similar workplaces;
- The circumstances in which work takes place, including the type of work and conditions of work;
- The interactions that occur in the course of performing work; and
- The physical location and layout of the workplace.
The risk assessment may include reviews of records, security reports, employee incident reports, staff perception surveys, health and safety
inspection reports, first aid records, or other related records. Areas that are considered and may contribute to risk of violence or harassment
include but are not limited to contact with the public, exchange of money, receiving doors, and working alone or at night.
The company provides the health and safety representative with a written copy of the assessment and advise of the results.
The company reassesses risks as often as necessary to ensure the related program and policy protect employees from workplace violence and
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harassment. A written copy of the re-assessment is also provided to the health and safety representative.
The company discloses information to workers who are likely to encounter a person with a known history of violence in the performance of their
job duties, or if there is a potential risk of workplace violence as a result of interactions with the person with a history of violence. However, the
company only discloses personal information that is deemed reasonably necessary to protect the worker from physical harm.
Control Measures and Procedures
Where Township of Brudenell, Lyndoch & Raglan determines that violence or harassment has occurred, control measures will be implemented to
eliminate or control the risk of violence or harassment to a worker as a result of the investigation. These control measures will be determined on a
case-by-case basis, depending on the situation investigated. Any control measure enacted will be communicated to the complainant and
respondent, as well as any other employees the measure effects.
Reporting Incidents of Workplace Violence and Harassment
An employee who believes they have been subject to violence or harassment should submit a complaint to the Clerk-Treasurer. The complaint
should be made as soon as possible after the incident and must include the following information:
- The date and time of the incident;
- The name of any persons involved in the incident;
- The name of any persons who witnessed the incident; and
- A thorough description of what occurred.
An employee who believes they have been subject to harassment may also choose to confront the harasser without filing a complaint. They can
confront the harasser directly or through writing, detailing the unwelcome behaviour and requesting it to stop.
If the alleged harasser is the employee's manager, or in a position of power, the complainant is welcome to file a complaint with the Clerk-
Treasurer.
Immediate Assistance Procedures
The following measures and procedures should be followed when an incident of violence has occurred or is likely to occur and immediate
assistance is required:
- Place an immediate call to emergency services by dialing 911.
The company provides appropriate assistance to any employee who is a victim of violence or harassment. Township of Brudenell, Lyndoch &
Raglan recommends that a worker who has been harmed as a result of an incident of violence at the workplace consult their healthcare provider
for treatment or referral for post-incident counselling, if appropriate.
Employees can also use the company-provided employee assistance program (EAP). Details and information on accessing this program can be
found by contacting HR.
Investigation Procedures
Once a complaint has been received, Township of Brudenell, Lyndoch & Raglan completes a thorough investigation as soon as possible. If
necessary, the company may employ outside assistance or request the use of legal counsel during the investigation. The investigation includes:
- Informing the respondent of the complaint;
- Interviewing the complainant and any persons involved in the incident;
- Identifying and interviewing any witnesses; and
- Obtaining statements from all parties involved.
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All of the above information is documented and used to determine whether an incident of violence or harassment occurred. The representative is
not involved in investigations of harassment and is not provided with any identifying information of the parties involved.
A copy of the complaint, detailing the complainant's allegations is provided to the respondent, who is invited to reply in writing to the
complainant's allegations. The reply is made known to the complainant before the case proceeds.
The company takes all measures to prevent any disclosure of the incident and the identities of the parties involved, unless the disclosure is
required for the investigation, for taking corrective action, or by law.
Results of Investigation
Upon completion of an investigation, Township of Brudenell, Lyndoch & Raglan provides both the complainant and respondent a written
summary of the results of the investigation and any corrective action that has been or will be taken. This written notification is provided within 7
days of the investigation being completed, and does not include the investigation report unless required by law.
Where Township of Brudenell, Lyndoch & Raglan determines that violence or harassment has occurred, control measures are implemented to
eliminate or control the risk of violence or harassment to a worker as a result of the investigation. These control measures are determined on a
case-by-case basis. Any control measure enacted are communicated to the complainant and respondent, as well as any other employees the
measure affects.
Disciplinary Measures
If the company determines that an employee has been involved in an incident of violence or harassment towards another employee, immediate
disciplinary action will be taken, up to and including termination. Any disciplinary action is determined by the Clerk-Treasurer and will be
proportional to the seriousness of the behaviour or action involved in the incident.
Recordkeeping
Township of Brudenell, Lyndoch & Raglan ensures that appropriate records of complaints and investigations relating to incidents of violence and
workplace harassment are kept, including:
- A copy of the complaint or details about the incident;
- Any records related to the investigation, including notes;
- A copy of the investigation report (if applicable);
- A summary of the investigation results, including what was provided to the complainant and respondent; and
- A copy of any corrective action taken to address the complaint or incident.
Domestic Violence
If Township of Brudenell, Lyndoch & Raglan becomes aware that domestic violence is likely to expose an employee to physical injury in the
workplace, the company will take every precaution reasonable in the circumstances for the protection of the worker.
Fraudulent or Malicious Complaints
It is a violation of this policy for anyone to knowingly make a false complaint, or to provide false information about a complaint. Unfounded or
frivolous allegations may cause both the respondent and the company significant damage. Any employee who knowingly makes a false allegation
related to violence or harassment will be subject to immediate disciplinary action up to and including termination of employment.
Confidentiality
Township of Brudenell, Lyndoch & Raglan does not disclose the name of a complainant or a respondent or the circumstances related to the
complaint to any person except where disclosure is necessary to investigate the complaint or take corrective action with respect to the complaint,
or where required by law. The company only discloses the minimum amount of personal information or details necessary for these purposes.
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All records of harassment, and subsequent investigations, are considered confidential and are not disclosed to anyone except to the extent
required by law. The company does everything reasonably possible to protect the privacy of any individuals involved and to ensure that
complainants and respondents are treated fairly and respectfully.
Training
Township of Brudenell, Lyndoch & Raglan ensures all workers are trained and educated on violence and harassment and that they are clear
about their roles and responsibilities as well as this policy and its procedures. In addition, a copy of this policy is made available to all workers.
Township of Brudenell, Lyndoch & Raglan provides workers with training and education, which include:
- How to recognize a potentially violent situation;
- Procedures, work practices, administrative arrangements, and engineering controls that have been developed to mitigate the associated risks;
- Appropriate responses to incidents of violence and harassment, including how to get help when required; and
- How to report incidents of workplace violence and harassment.
Review
Township of Brudenell, Lyndoch & Raglan reviews and, where necessary, revises this policy annually, or sooner if there is a change in
circumstances that could affect employee health and safety. Any changes are communicated to employees and a copy of the updated policy will
be made available.
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Substance Use Policy (Drug and Alcohol)
Intent
Township of Brudenell, Lyndoch & Raglan is committed to providing a safe and healthy workplace. This policy has been adopted to communicate
expectations and guidelines regarding substance use and work.
Definitions
Fit to work: Able to complete their assigned duties and responsibilities safely and effectively.
Impairment: An abnormal physical, mental, or emotional state that renders an individual unfit to perform their work safely.
Substance use: Includes the use of alcohol, legal drugs, illegal drugs, prescription medication, or over-the-counter medication that affects how an
employee thinks, feels, or acts.
Guidelines
Employees are expected to arrive to work fit to work and remain fit to work for the duration of their shift. Substance use is a workplace health and
safety hazard where it affects or could affect an employee's ability to perform their job duties safely and productively. Substance use can result in
physical or mental impairment, which increase the risk of workplace incidents and accidents.
Employees who use legitimate prescription medication, including medical cannabis or over-the-counter medication, are expected to consult with
a healthcare professional to determine whether the medication can cause impairment and affect their ability to work safely. Any concerns
regarding impairment should be reported to the Clerk-Treasurer as soon as reasonably possible so that reasonable accommodations can be
arranged.
An employee who believes that they are not fit to work before the start of their shift must follow the appropriate absence reporting procedure. If
they realize they are unfit to work at any point during their shift, they must report this to their manager immediately. If an employee suspects
someone in the workplace is impaired, they should report this to the Clerk-Treasurer. The situation will be handled in accordance with the
Progressive Discipline Policy
Responsibilities
Township of Brudenell, Lyndoch & Raglan will:
Set out standards for substance use and work;
Arrange appropriate accommodations where an employee discloses substance use concerns; and
Review and update this policy regularly.
Management will:
Monitor compliance with this policy;
Identify and assess scenarios where an employee is suspected of being unfit to work;
Implement, review, and modify accommodation measures; and
Maintain employee confidentiality and privacy regarding substance use concerns.
Employees must:
Abide by this policy;
Arrive to work fit for duty, and remain so for the duration of their shift;
Decline a request to come into work if they are unfit to do so;
Report any person in the workplace who they reasonably suspect is unfit to work;
Report any concerns regarding impairment related to the legitimate use of prescription medication or over-the-counter medication;
Communicate the need for accommodation, where required.
Accommodation and Support
Township of Brudenell, Lyndoch & Raglan accommodates employees experiencing substance use concerns in accordance with accommodation
policy. Employees are encouraged to disclose the need for accommodation to the Clerk-Treasurer. Where a need for accommodation is not
disclosed by an employee but the company suspects that one is required, arrangements will be made to speak with the employee privately to
inquire about their situation. The company may request medical documentation from a medical professional.
The company supports employees in addressing their substance use concerns and encourages them to seek appropriate treatment. The
company provides resources to support employees experiencing substance use issues.
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Employees who disclose substance use concerns will not be discriminated against or subject to reprisals. All information related to the disclosure
will be kept confidential and will only be shared with others where necessary for accommodation.
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Fit to Work Policy
Intent
Township of Brudenell, Lyndoch & Raglan is committed to protecting the health and safety of everyone in the workplace. The company has
implemented this policy to ensure individuals work in a healthy and safe manner while performing their job duties and responsibilities.
Guidelines
All employees of Township of Brudenell, Lyndoch & Raglan are expected to arrive fit to work and remain fit for work for the duration of their shift.
Fit to work means the employee can safely and effectively complete their assigned duties and responsibilities while at work. Reporting unfit to
work can result in health and safety risks for everyone.
There are many factors that can impair an employee's ability to be fit to work. Causes of impairment include but are not limited to mental or
physical fatigue, side effects of medication, and substance use. Signs that an employee may be unfit for work may include but are not limited to
drastic changes to the employee's physical appearance, erratic or atypical behaviour, and odours associated with the use of alcohol or drugs.
Suspicion or Report of Being Unfit to Work
Anyone who either suspects or believes that they are not fit to work before the start of their shift must follow the appropriate absence reporting
procedure. If anyone realizes they are unfit to work at any point during their shift, they must report this to their manager immediately.
All employees of the company are expected to manage any potential impairment caused by the legitimate use of medications during working
hours by consulting with their treating health professional to determine whether the medication can have any negative effect on work
performance. Any concerns should be reported to the the Clerk-Treasurer as soon as reasonably possible.
Anyone can report an employee who they suspect is unfit for work; they should report these instances to their manager or to the the Clerk-
Treasurer as soon as reasonably possible.
Where appropriate, employees will be accommodated in accordance with the accommodation policy.
All employees reported to be unfit for work must cooperate with management, which includes but is not limited to engaging in the inquiry process
and working with management to find an appropriate solution.
Management Responsibilities
Management must ensure that employees working under their supervision are fit to work. They should supervise employees closely and note any
changes in their behaviour, conduct, speech, or quality of work that may indicate they are unfit to work.
Any report received or suspicion of an employee's fitness for work will be fully investigated. The manager who receives the report or suspects the
unfitness observes the employee's behaviour and consults another member of the management team to seek a second option. If both
management members believe that the employee may be unfit to work, they will speak with the employee to determine the circumstances and
whether they are fit to continue working.
Appropriate measures will be taken to address the specific circumstances of the employee's fitness for work. For example, if the company
determines that the employee is unfit to work, they may be reassigned to non-safety-sensitive work or sent home for the day depending on the
circumstances. Where the company sends the employee home, management ensures the employee has a safe method of transportation home.
Depending on the circumstances, employees may be subject to disciplinary action for arriving unfit to work or becoming unfit to work during their
shift. If an accommodation is required, the employee is accommodated in accordance with the accommodation policy. The company may require
the employee to be assessed by an appropriate qualified professional.
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The company makes all reasonable efforts to support individuals with any substance use concerns in accordance with the substance use policy.
An employee who seeks assistance in this regard will not experience punishment or retribution as a direct result of seeking assistance. This does
not limit the company's discretion to implement disciplinary measures where they are deemed warranted.
All incidents regarding an individual's fitness for work are documented, including but not limited to all steps taken to address the concerns.
Documentation is kept in the individual's personnel file.
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Scent-Free Workplace Policy
Intent
Township of Brudenell, Lyndoch & Raglan has adopted this policy to address health concerns related to the use of scented products in the
workplace. To protect the health of employees and visitors, the company has established a scent-free work environment.
Guidelines
Township of Brudenell, Lyndoch & Raglan takes all reasonable measures to protect the health and safety of employees and visitors and is
committed to eliminating scented products from the workplace. Scented products may adversely affect individuals' health, including but not
limited to those with allergies, asthma, and other respiratory conditions. In recognition of this, the company has designated the workplace as a
scent-free space. The company displays scent-free workplace signs throughout the workplace and notifies the public of this policy by posting
signs at entrances.
Employees who are adversely affected by scents and require an accommodation are encouraged to disclose this to the Clerk-Treasurer. The
company accommodates employees with fragrance sensitivities in accordance with the accommodation policy.
Responsibilities
Township of Brudenell, Lyndoch & Raglan
The company is committed to eliminating scented products from the workplace. Scent-free products are used throughout the workplace,
including hand soaps, cleaning supplies, air fresheners and deodorizers, and garbage bags. Safety data sheets and ingredient lists are reviewed
before introducing new products in the workplace to ensure that the products are scent-free.
If any workplace activity requires the use of scented products, such as construction or painting, the company notifies employees. Where
necessary, the company accommodates employees with scent sensitivities. Related concerns should be communicated to the Clerk-Treasurer as
soon as possible. Arrangements are made as necessary to accommodate employees who have fragrance sensitivities.
The company reviews this policy regularly and revises it based on new information and experiences.
Employees
Employee cooperation is required in order to achieve a scent-free work environment. Wherever possible, employees and visitors are encouraged
to use unscented or fragrance-free products. This includes but is not limited to cosmetics, fragrances, hair sprays, deodorants, shampoos,
conditions, lotions, body wash, laundry detergents, and fabric softeners.
Violations
Employees who notice an employee or visitor entering the workplace wearing a scent should report this to the Clerk-Treasurer. The Clerk-
Treasurer will speak with the individual and ask them to refrain from wearing and using scented products in the workplace. Employees or visitors
who enter the workplace wearing scents must wash or remove the scent with an unscented wipe or work in a separate room. If the source of the
scent is not identifiable, the Clerk-Treasurer will make all reasonable efforts to identify the source of the scent and resolve the issue.
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Smoke-Free Workplace Policy
Intent
Township of Brudenell, Lyndoch & Raglan is committed to providing a healthy and safe workplace. The company has adopted this policy to
ensure employees are safe from the harmful effects of smoke in the workplace, in accordance with the Smoke-Free Ontario Act, 2017.
Definitions
Electronic cigarette: A vaporizer or inhalant-type device, whether called an electronic cigarette or any other name, that contains a power source
and heating element designed to heat a substance and produce a vapour intended to be inhaled by the user of the device directly through the
mouth, whether or not the vapour contains nicotine.
Enclosed workplace: The inside of any place, building, structure, or vehicle or conveyance or a part of any of them that is covered by a roof, that
employees work in or frequent during their employment whether they are acting in the course of their employment at the time, and that is not
primarily a private dwelling or a prescribed place.
Use of electronic cigarette: Inhaling or exhaling vapour from an electronic cigarette or holding an activated electronic cigarette.
Vapour products: An electronic cigarette, an e-substance, or any component of an electronic cigarette, including the package in which the
electronic cigarette, e-substance, or component is sold.
Guidelines
Smoking is prohibited in all enclosed workplaces, as well as in company vehicles, hotel rooms, or rental cars booked for company business
purposes. Individuals must not smoke or hold lit tobacco or cannabis products or use an electronic cigarette in these locations.
This prohibition applies to all employees, guests, contractors, and customers of Township of Brudenell, Lyndoch & Raglan.
Signs are posted throughout the workplace in accordance with the General Regulation under the Smoke-Free Ontario Act, 2017 indicating that
smoking and the use of electronic cigarettes are prohibited.
Ashtrays or similar items are not permitted in the workplace. Ashtrays may be present in company vehicles when they were installed by the
manufacturer, but are not to be used for their intended purpose.
Employees are expected to arrive to work fit for duty and remain fit for duty throughout their shift. If an employee wishes to smoke tobacco
products or use an electronic cigarette, they may do so on their scheduled breaks, outside the enclosed workplace. Employees must not smoke
cannabis products during their scheduled breaks, in accordance with cannabis use policy. Employees who require the use of medical cannabis
during the workday may seek accommodation in accordance with the accommodation policy.
Violations
Any violation of this policy must be reported to the Clerk-Treasurer. Employees who act in accordance with or seek the enforcement of this policy
and the Smoke-Free Ontario Act, 2017 are never subject to reprisal.
If any person is found smoking in the enclosed workplace, they will be immediately asked to stop. Refusals to comply with this request will result
in the individual being asked to leave the workplace.
Employees who violate this policy will be subject to discipline up to and including termination under the company's progressive discipline policy.
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11.9 Updating HR Policy
Return to Work Policy
Intent
This policy sets out measures to reintegrate an employee into the workplace following a job-protected leave or an extended approved absence
from work, including absences due to illness or injury. This policy does not apply to an employee returning to work following vacation, sick days,
or unapproved absences.
Guidelines
Township of Brudenell, Lyndoch & Raglan is committed to returning employees to work in a safe and timely manner. The return-to-work process
is adapted as necessary to meet the needs of the employee. The company provides training to individuals who are responsible for facilitating the
return-to-work process on how to prepare and execute a return-to-work plan, including the duty to accommodate and the accommodation
process.
Where an employee returns to work after a work-related injury, the company complies with the requirements of the Workplace Safety and
Insurance Act, 1997 (WSIA) and cooperates with the Workers Safety and Insurance Board (WSIB).
Re-employment
Employees returning to work following a job-protected leave or workplace injury are re-employed in accordance with the Employment Standards
Act, 2000 (ESA) or WSIA as applicable.
Protected Leave
When an employee concludes a job-protected leave under the protected leaves policy, they are reinstated to the position they most recently held;
if that position does not exist, they are reinstated to a comparable position. Upon reinstatement, the employee is paid either the rate they most
recently earned or the rate they would be earning if they worked throughout the leave, whichever is greater.
Workplace Injury
Township of Brudenell, Lyndoch & Raglan offers re-employment to workers who were unable to work due to a workplace injury and have been
employed by the company for at least one continuous year. When an employee is medically able to perform the essential duties of their pre-injury
job, they are offered re-employment in the position they had on the day they were injured, or offered alternate employment of a comparable
nature and earnings to the position they held when they were injured. When an employee can perform suitable work but not the essential duties
of their pre-injury position, they are offered the first suitable position that becomes available at the company.
The company's obligation to re-employ an employee after a workplace injury ends on the second anniversary of the date of the injury, one year
after the worker is medically cleared to perform their pre-injury duties, or the date the employees reaches 65 years of age, whichever occurs first.
Responsibilities
Township of Brudenell, Lyndoch & Raglan is responsible for:
Establishing and applying policies and procedures regarding leaves, accommodation, and return to work;
Meeting with the employee and engaging them in discussions about returning to work;
Requesting, gathering, and documenting information required to create a return-to-work plan;
Providing accommodation, where required, up to the point of undue hardship;
Working with the employee to obtain information from healthcare professionals about the employee's ability to return to work and their
functional abilities, where applicable;
Keeping all documentation and information gathered as part of the return-to-work process confidential, and only sharing on a need-to-know
basis to facilitate the employees to return to work;
Developing an individual return-to-work plan that meets the employee's needs in a timely manner;
Regularly checking in with the employee and modifying the return-to-work plan to meet any changes to their needs;
Providing training to enable the employee to complete alternate duties, where applicable; and
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11.9 Updating HR Policy
Providing re-orientation to the employee as necessary.
Employees are responsible for:
Informing the company of their expected return-to-work date or any changes to their return-to-work date;
Informing the company about the need for accommodation, where known;
Providing reasonable documentation requested by the company to facilitate the return-to-work process in a timely manner; and
Communicating changes in their needs and progress as soon as reasonably possible.
Return-to-Work Process
Employees taking a job-protected leave must provide notice of their return-to-work date in accordance with the protected leaves policy. In all other
circumstances, employees should inform the company of their expected return-to-work date when they begin their leave. If an employee cannot
determine their return-to-work date, the company maintains occasional contact with the employee during their leave to receive updates about
their expected return. The employee must inform the Clerk-Treasurer by email as soon as they are able to return to work.
Once an employee confirms they are ready to return to work, a return-to-work plan is developed in collaboration with the employee, the
company, and any relevant third parties. Third parties involved may include union representatives, treating healthcare professionals, insurance
providers, or the WSIB.
The company may request relevant documentation based on the employee's circumstances to facilitate their return to work. Where an employee
has been off work due to a workplace injury or a job-protected leave and their ability to perform the essential job duties of their position is affected,
the company may request medical documentation from a treating healthcare provider to confirm the employee's functional abilities and any
limitations when returning to work and identify any potential accommodations in accordance with human rights policy.
Accommodation
Township of Brudenell, Lyndoch & Raglan recognizes employees may require accommodation to return to work. The company provides
accommodation up to the point of undue hardship to address the needs of the individual based on a prohibited ground of discrimination under the
Human Rights Code. Accommodations are provided in accordance with human rights policy.
The accommodation process may begin in one of three ways:
An employee requests accommodation;
The company becomes aware that an accommodation may be required; or
An authorized third party requests accommodation on behalf of an employee.
Requests for accommodation should be submitted to the Clerk-Treasurer.
Return-to-Work Plan and Reintegration
Once all necessary details are gathered, a return-to-work plan is developed for the employee that sets out:
The name of the employee;
Their job description;
The return-to-work date;
Whether the employee will return to their pre-leave position or an alternate position;
The job description for the alternate position if applicable;
The employee's functional abilities and any limitations if applicable;
Accommodation measures to be put in place if any, and their duration;
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11.9 Updating HR Policy
The work schedule to be implemented;
A follow-up schedule to periodically check in with the employee; and
A re-evaluation date.
If an employee returns to work in an alternate position, they receive training to enable them to perform the duties and responsibilities of the role.
Once the return-to-work plan is developed, a meeting is scheduled with the employee, the company representative who developed the plan, and
any applicable third parties to discuss the plan. The employee is presented with the return-to-work plan and given time to review it, ask
questions, and raise concerns. The return-to-work plan is clarified or modified where required based on the employee's feedback. Once the plan
is agreed upon, it must be signed by the employee and the company. A copy of the plan is provided to the employee and a copy is kept in the
employee's file and retained in accordance with the Confidentiality Policy. Details of the return-to-work plan are confidential and only shared on a
need-to-know basis to facilitate the employee's return to work.
Employees undergo re-orientation to the workplace as appropriate, based on the duration of their leave and changes within the organization.
Once the employee returns to work, the company regularly conducts check-ins to ensure the plan is working as intended and determine whether
modifications are required. Employees must inform the Clerk-Treasurer if there are any changes to their needs.
The company meets with the employee on the re-evaluation date to determine whether the employee has been successfully reintegrated into the
workplace or the return-to-work measures or accommodations need to be extended.
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11.9 Updating HR Policy
Acknowledgement and Agreement
By signing below, I acknowledge that I have read and understand the contents of this policy manual. I agree to adhere to
the policies in this manual and will ensure that employees working under my direction adhere to these policies. I
understand that if I violate the rules outlined in this policy manual, I may face disciplinary action up to and including
termination of employment.
Name:
____________________________________
Signature:
____________________________________
Date:
____________________________________
Witness:
____________________________________
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11.9 Updating HR Policy
Corporation of the
Township of Brudenell, Lyndoch and Raglan
1999-2025
Multi-Year Accessibility Plan
Multi-Year Accessibility Plan | Page - 149
11.10 Multi-Year Accessibility Plan
Accessibility Multi-Year Plan; Township of Brudenell, Lyndoch and Raglan
This policy is intended to provide a framework to guide the review and development of the Township of
Brudenell, Lyndoch and Raglan's policies, standards, procedures, by-laws and guidelines to comply with
the Integrated Accessibility Standards Regulation (Ontario Regulation 191/11) developed under the
Accessibility for Ontarians with Disabilities Act, 2005, S.O. 2005, C11 (the AODA) Under the Accessibility
for Ontarians with Disabilities Act, 2005 all public and private sector organizations must meet the
requirements of accessibility standards established by the regulation. This accessibility multi-year plan
outlines the policies and actions that the Township of Brudenell, Lyndoch and Raglan will put in place to
improve opportunities for people with disabilities.
Statement of Commitment
The Township of Brudenell, Lyndoch and Raglan is committed to treating all people in a way that allows
them to maintain their dignity and independence. We believe in integration and equal opportunity. We
are committed to meeting the needs of people with disabilities in a timely manner, and will do so by
preventing and removing barriers to accessibility and meeting accessibility requirements under the
Accessibility for Ontarians with Disabilities Act. We are committed to providing services, programs, goods
and facilities to people with disabilities in a manner that
✓ is free from discrimination
✓ provides accessible formats and communication supports where possible
✓ seeks to provide integrated services
✓ provides opportunities equitable to others to obtain, use and benefit from the goods or services we
offer and;
✓ takes into consideration a person's disability.
The Township of Brudenell, Lyndoch and Raglan's vision and commitment to building inclusive
environments continuously grows strong. Our goal is to make our workplaces and customer service
departments accessible, welcoming environments - places where both employees and customers are
accommodated according to their needs.
Legislative Authority
In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (AODA),
which requires that Ontario be an accessible province by 2025. Public, private and not-for-profit
organizations must create a multiyear accessibility plan and accessibility policies. To assist in identifying,
preventing and removing barriers to accessibility; the AODA requires organizations to have in place
accessibility standards in the following areas;
✓ Customer Service
✓ Information and Communications
✓ Employment
✓ Transportation
✓ The Built Environment
Our Accessibility Compliance Objectives
To meet and sustain accessibility compliance, the Township of Brudenell, Lyndoch and Raglan will revise
existing policies and or develop new ones with accessibility in mind. Policies and guiding principles assist
staff integrate accessibility objectives into everyday activities and ensure that objectives are
communicated and delivered in a consistent way. The Township of Brudenell, Lyndoch and Raglan is
Multi-Year Accessibility Plan | Page - 150
11.10 Multi-Year Accessibility Plan
committed to ensuring accessibility is considered first in all aspects of business we provide. We will
provide staff training on accessibility, accessible formats, and communications guidelines will be
produced. We will increase awareness of accessibility best practices in customer service and the
workplace and we will conduct management reviews on accommodation for employees with disabilities.
The Township of Brudenell, Lyndoch and Raglan is committed to the increased awareness of barrier-free
guidelines for new builds, major retrofits and lease agreements. We will continue to develop strategies
for addressing these infrastructure barriers.
Our Development and Goals for the Future
The Township of Brudenell, Lyndoch and Raglan is committed to meeting AODA Accessibility Standards
through the following;
General Requirements
Accessibility Policies
The Township of Brudenell, Lyndoch and Raglan is committed to developing policies, including a
statement of organizational commitment, on how to meet the integrated standards requirements, make
them available to the public, and provide them in an accessible format, upon request.
Accessibility Plans
In accordance with the requirements of the regulations set out in the AODA, the Township of Brudenell,
Lyndoch and Raglan shall update its Multi-Year Accessibility Plan which will outline the strategies we will
use to prevent and remove barriers to accessibility. The municipality will report annually on the progress
and implementation of the plan, post the information on the municipal website and will provide it in
accessible formats upon request. The plan will be reviewed and updated at least once every five years.
Training
The Township of Brudenell, Lyndoch and Raglan will provide training to all employees, volunteers,
contractors and any other people who interact with the public or other third parties on their behalf on
Ontario's accessibility laws and on the Human Rights Code as it relates to people with disabilities.
Training will be provided in a way that best suits the duties of employees, volunteers, contractors and
any other people who interact with the public or other third parties. Training shall take place as soon as
it is practicable and upon completion the Municipality shall keep a record of the training provided
including the dates on which accessibility training took place.
Self Service Kiosks
The Township of Brudenell, Lyndoch and Raglan does not offer self-service kiosks. If considered at
another time we will take all the necessary steps to make them accessible to people with disabilities so
they can be used independently and securely.
Customer Service
The Township of Brudenell, Lyndoch and Raglan is committed to providing services in an accommodating
environment and receive accessible goods and services in a timely matter.
Procurement
The Township of Brudenell, Lyndoch and Raglan is committed to incorporating accessibility criteria and
features when procuring or acquiring goods, services or facilities, except where it is not possible to do
so.
Multi-Year Accessibility Plan | Page - 151
11.10 Multi-Year Accessibility Plan
Information and Communication
The Township of Brudenell, Lyndoch and Raglan will create, provide and receive information and
communications in ways that are accessible for people with disabilities.
Accessible Formats and Communication Supports
The Township of Brudenell, Lyndoch and Raglan is committed to providing accessible formats and
communications supports for persons with disabilities in a timely manner and cost that is no more than
the regular cost charged to other persons, upon request. We will also notify the public about availability
of accessible formats and communication supports. This does not apply to products and product labels,
unconvertible information or communications and information that the municipality does not control
directly or indirectly through a contractual relationship. If it is determined that information or
communications are unconvertible, the department shall provide the person requesting the information
or communication with:
- An explanation as to why the information or communication is unconvertible;
- A summary of the unconvertible information or communications.
Emergency Procedure, Plans or Public Safety Information
The Township of Brudenell, Lyndoch and Raglan is committed to providing emergency procedures, plans
or public safety information which is publicly available in an accessible format or with appropriate
communication supports, upon request.
Accessible Websites and Web Content
The Township of Brudenell, Lyndoch and Raglan is committed to ensuring that all new internet websites
and web content conforms with Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0
Level A initially and increasing to Level AA. By January 1, 2014, any new web content will conform to
WCAG 2.0 Level A and by January 1, 2021 all internet website and web content will conform to WCAG
2.0 Level AA. In 2022 The Township of Brudenell, Lyndoch and Raglan launched the accessible website.
Employment
The Township of Brudenell, Lyndoch and Raglan is committed to creating employment practices and its
workplace more accessible to potential and existing employees.
Recruitment
The Township of Brudenell, Lyndoch and Raglan will notify employees and the public about availability of
accommodation for applicants with disabilities during the recruitment processes. If a selected applicant
requests an accommodation, the municipality shall consult with the applicant and provide or arrange for
the provision of a suitable accommodation that takes into account the applicant's disability. The
municipality will notify successful applicants of the policies for accommodating employees with
disabilities when making offers of employment.
Informing Employees of Supports
The Township of Brudenell, Lyndoch and Raglan is committed to informing new and existing employees
of policies for supporting employees with disabilities, including providing employment-related
accommodations for disabilities.
Multi-Year Accessibility Plan | Page - 152
11.10 Multi-Year Accessibility Plan
Accessible Formats and Communication Supports for Employees
The Township of Brudenell, Lyndoch and Raglan is committed to consulting with their employees who
have a disability in order to provide them with the accessible formats and communications support they
require to do their jobs effectively and to be informed of information that is generally available to all
employees in the workplace.
Workplace Emergency Response
The Township of Brudenell, Lyndoch and Raglan is committed to preparing for the specific needs that
employees with disabilities may have in emergency situations. If an employee's disability is such that
workplace emergency response information is necessary and the Municipality is aware of the need for
accommodation, this information shall be provided to employees. In addition, this information shall be
provided, with the employee's consent, to the person designated to provide assistance. The information
shall undergo review when the employee moves to a different location, when the employee's overall
accommodation needs or plans are reviewed and when the Municipality reviews its general emergency
response plan.
Documented Individual Accommodation Plans
The Township of Brudenell, Lyndoch and Raglan is committed to develop, implement and maintain a
written process for documentation of individual accommodation plans for employees with disabilities. If
requested these plans shall include information regarding accessible formats and communications
supports and/or individualized workplace emergency response information.
Return-to-Work Process
The Township of Brudenell, Lyndoch and Raglan is committed to developing a return-to-work process for
employees who have been absent from work due to a disability and require disability-related
accommodations to return to work.
Performance Management
The Township of Brudenell, Lyndoch and Raglan will consider accessibility needs of employees with
disabilities and individual accommodation plans during the performance management process.
Career Development and Advancement
The Township of Brudenell, Lyndoch and Raglan shall take into account the accessibility needs of
employees with disabilities as well as any individual accommodation plans, when providing career
development and advancement.
Transportation
The Township of Brudenell, Lyndoch and Raglan does not provide transportation nor does it regulate
taxis. If considered at another time, the Municipality will adhere to AODA regulation.
Design of Public Spaces
The Township of Brudenell, Lyndoch and Raglan will meet the Accessibility Standards for the Design of
Public Spaces when building or making major modifications to public spaces. Public spaces include:
- Public Beaches
- Arena and Community Center
- Outdoor play spaces
- Service-related elements like service counters, fixed queuing lines and waiting areas
Multi-Year Accessibility Plan | Page - 153
11.10 Multi-Year Accessibility Plan
The Township of Brudenell, Lyndoch and Raglan is committed to greater accessibility into, out and
around our facilities. We will consider the design criteria for the design of public spaces by incorporating
accessibility when renovations are undertaken.
Procedures for Preventative and Emergency Maintenance of Accessible Elements
The Township of Brudenell, Lyndoch and Raglan takes a proactive approach by routine inspections on
maintenance of accessible elements such as the following but not limited to:
- Inspections of emergency signage and lighting
- Ramps/accessible access means are in working order
- Automatic door openers are in working order
Procedures for Dealing with Temporary Disruptions when Accessible Elements are Not in Working
Order
The Township of Brudenell, Lyndoch and Raglan will notify any temporary disruption to the public. This
many include signage that provides alternative measures available, posting on the Township website and
social media or any other such method as is reasonable in the circumstances. Notice of disruption is to
include the reason for the disruption, length of the disruption. In the event of a temporary disruption
documents shall be prepared setting out the steps that be taken in connection with the disruption and
upon request provided to any person.
Our Commitment
The Township of Brudenell, Lyndoch and Raglan is committed to making accessibility throughout the
Municipality a reality. Our multi-year plan is our pledge that our accessibility goals are/will be met. We
will use reasonable efforts to ensure that policies, programs and services, procedures and practices are
established to provide accessible service to persons with disabilities.
We Would Like to Hear from You
Do you have any thoughts on what has been accomplished so far? Requiring additional information
regarding our Multi-Year Accessibility Plan? Please contact us with your questions and or ideas;
Phone: 613-758-2061
Fax: 613-758-2235
Mail: 42 Burnt Bridge Rd. PO Box 40, Palmer Rapids, ON, K0J 2E0
Email: [email protected]
This document is available on the Municipal Website in the following formats; Accessible formats of this
document are available, upon request by contacting the above.
Multi-Year Accessibility Plan | Page - 154
11.10 Multi-Year Accessibility Plan
YEAR
2025
G/L Code
Account Title
Actual
Budget
Remaining $
Remaining %
5002
Administration
$292,437.48
$572,164.00
$279,726.52
48.89%
5003
Fire Department
$146,491.07
$281,925.00
$135,433.93
48.04%
5004
Building Department
$42,239.09
$109,890.00
$67,650.91
61.56%
5005
Livestock Valuers
$66.00
$1,000.00
$934.00
93.40%
5006
Policing Services
$83,054.00
$335,061.00
$252,007.00
75.21%
5007
911 Service
$191.00
$2,000.00
$1,809.00
90.45%
5008
Transportation
Services
$532,638.88
$1,787,564.00
$1,254,925.12
70.20%
5009
Streetlights
$1,100.45
$4,500.00
$3,399.55
75.55%
5010
Environmental
Services
$71,402.63
$325,970.00
$254,567.37
78.10%
5015
Recreation & Four
Season Park
$58,906.47
$108,298.00
$49,391.53
45.61%
5020
Library Services
$0.00
$6,857.00
$6,857.00
100.00%
5022
Planning &
Development
$9,082.36
$8,000.00
($1,082.36)
-13.53%
Total
$1,237,609.43
$3,543,229.00
$2,305,619.57
65.07%
ACTUAL vs. BUDGET YTD
Year-to-Date Budget Variance | Page - 155
12 Financial Report
Monthly Expenses Summary | Page - 156
12 Financial Report
THE CORPORATION OF THE
TOWNSHIP OF BRUDENELL, LYNDOCH & RAGLAN
BY-LAW NUMBER 2025-27
A By-law to amend By-law Number 2-83 of the former Township of Raglan as
amended.
PURSUANT TO SECTION 34 OF THE PLANNING ACT, THE TOWNSHIP OF
BRUDENELL, LYNDOCH & RAGLAN HEREBY ENACTS AS FOLLOWS:
1.
THAT By-law Number 2-83, as amended, be and the same is hereby further
amended as follows:
(a)
Schedule "A" is amended by rezoning those lands described as Part of
Lot 5, Concession 8, in the geographic Township of Raglan, now in the
Township of Brudenell, Lyndoch & Raglan, from Tourist Commercial (TC)
to Rural Marginal (RM), as shown on the attached Schedule "A".
2.
THAT save as aforesaid all other provisions of By-Law 2-83, as amended,
shall be complied with.
3.
This By-law shall come into force and take effect on the day of final passing
thereof.
Read and adopted by Resolution 2025-06-04-XX this 4th Day of June, 2025.
________________________________________
MAYOR, Valerie Jahn
CORPORATE
SEAL OF
MUNICIPALITY
__________________________________________
CLERK-TREASURER, Virginia Phanenhour
By-Law 2025-27 | Page - 157
13.1 Zoning Amendment B181/24 - By-Law (McKee)
Schedule A to By-Law 2025-27 | Page - 158
13.1 Zoning Amendment B181/24 - By-Law (McKee)
THE CORPORATION OF THE TOWNSHIP OF
BRUDENELL, LYNDOCH AND RAGLAN
BY-LAW NO. 2025-28
(being a by-law to acquire and dedicate land as a public highway and to provide for the
closing and stopping up of part of the original allowance for road along the shore
of Raglan Lake lying in front of adjoining Lot 21, Concessions 12 & 13, in the
Geographic Township of Raglan, and for the transfer thereof to the owner of the abutting
land)
WHEREAS:
1.
The road allowance laid out by the original Crown survey along the shore of Raglan
Lake is a "highway" by virtue of Section 26 of the Municipal Act, 2001, S.O. 2001,
c.25 (the "Act"); and
2.
By Subsection 34(1) of the Act, a municipality is empowered to permanently close
a highway; and
3.
The owners of the parcel of land abutting the said road allowance have applied to
the Municipality to close parts of it and sell one of such parts to them; and
4.
The closure will not result in any person having no motor vehicle access to
and
from that person's land; and
5.
Those parts of the said road allowance to be closed by this By-law are not
covered
with water and neither abuts any land owned by the Crown in right of Canada
or
leads to any work owned by the Crown in right of Canada and, therefore, the
consent of neither the Ministry of Natural Resources and Forestry of Ontario nor
the Government of Canada to the passing of this By-law is required by Section
43 or Subsection 34(2) respectively of the Act; and
6.
Adequate and reasonable public notice of its intention to enact this By-law
was
given by the Municipality; and
7.
It is desirable and in the interests of the Municipality that this By-law be
enacted,
NOW THEREFORE the Council of The Corporation of the Township of Brudenell,
Lyndoch and Raglan enacts as follows:
1. That those parts of the road allowance along the shore of Raglan Lake in
front of adjoining Lot 21, Concessions 12 & 13, in the Geographic Township
By-Law 2025-28 | Page - 159
13.2 Shoreline Road Allowance - Janna Bradley
of Raglan within the Municipality laid out and designated as Part 1 on
Reference Plan 49R-20944, being parts of PIN 57600-0090, be and the same
is hereby permanently closed.
2.
That the said part of the said road allowance laid out and designated as Part 1 on
Plan 49R-20944 be sold and conveyed to the owner of the land abutting same for a
price of $4267.50 (calculated at the rate of $5.00 per linear foot for 853.5 feet
(260.15 m. +/-) plus all survey, advertising, administrative, legal and other costs and
expenses associated with the said closure, sale and conveyance.
3.
That the Mayor and Clerk-Treasurer be and they are hereby authorized and directed
to sign and to affix the seal of the Municipality to a Transfer to the said owners of
the said parts of the said road allowance permanently closed by this By-law, and to
authorize the electronic registration of the said Transfer in the Land Registry Office
for the Land Titles Division of Renfrew (No. 49) in consideration for and upon
payment of the sale price and costs and expenses aforesaid.
4.
That this By-law shall take effect upon registration of a certified copy hereof in the
Land Registry Office for the Land Titles Division of Renfrew (No. 49), pursuant to
Subsection 34(1) of the Act.
READ A FIRST AND SECOND TIME THIS 4TH DAY OF JUNE, 2025.
_________________________
____________________________
Valerie Jahn, Mayor
Virginia Phanenhour, Clerk-Treasurer
READ A THIRD TIME AND PASSED AND ENACTED THIS 6TH DAY OF Y, 2025.
__________________________
____________________________
Valerie Jahn, Mayor
Virginia Phanenhour, Clerk-Treasurer
By-Law 2025-28 | Page - 160
13.2 Shoreline Road Allowance - Janna Bradley
THE CORPORATION OF THE TOWNSHIP OF
BRUDENELL, LYNDOCH AND RAGLAN
BY-LAW NO. 2025-29
Being a by-law to establish the 2025 Tax Rates for The
Corporation of the Township of Brudenell, Lyndoch and Raglan
WHEREAS the Council of the Corporation of the Township of Brudenell, Lyndoch
and Raglan shall in each year prepare and adopt estimates of the sums it requires
during the year for the purposes of the municipal corporation pursuant to Section 289
of the Municipal Act, S.O. 2001, Chapter 25, as amended; and
WHEREAS the Council of the Corporation of the Township of Brudenell, Lyndoch
and Raglan on April 9th, 2025 adopted By-Law Number 2025-19, being a By-Law to
adopt the estimates for the sums required during the year 2025 for general and
capital purposes for the Township of Brudenell, Lyndoch and Raglan; and
WHEREAS Council adopted the sum of One Million Five Hundred and Eight
Thousand Fifty Four Dollars ($1,508,054.00) as the estimate of the property tax levy
required during the year 2025 for general and capital purposes for the Township of
Brudenell, Lyndoch and Raglan; and
WHEREAS the Municipal Act, S.O. 2001, Chapter 25, Section 312, provides that the
local municipality shall pass a by-law levying a separate tax rate on the assessment
in each property class; and
WHEREAS the tax ratios on the aforementioned property for the 2025 taxation year
have been set out by By-Law by the Corporation of the County of Renfrew for County
and lower-tier purposes; and
WHEREAS the sub-class tax rate reductions on prescribed subclasses on the
aforementioned property for the 2025 taxation year have been set out by By-Law by
the Corporation of the County of Renfrew for County and lower-tier purposes; and
WHEREAS the tax rates on the aforementioned property classes and property
subclasses have been calculated pursuant to the provisions of the Municipal Act and
the manner set out herein;
NOW THEREFORE the Council of the Corporation of the Township of Brudenell,
Lyndoch and Raglan hereby enacts as follows:
1. THAT the Council of The Corporation of the Township of Brudenell, Lyndoch
and Raglan hereby adopts the 2025 Tax Rates for the municipality, as outlined
in Schedule "A" attached hereto.
2. THAT every owner shall be taxed according to the tax rates in the by-law and
such tax shall become due and payable in two (2) installments being August 29,
2025 and November 28, 2025.
3. THAT a penalty shall be imposed for non-payment of taxes on the due date of
any installment in the amount of 1.25% of the amount due and unpaid on the
first day of each calendar month thereafter in which default continues.
By-Law 2025-29 | Page - 161
13.3 2025 - Tax Rate By-Law
4. THAT the Treasurer is hereby authorized to mail or the same to be mailed to
the residence or place of business of such person indicated on the last revised
assessment roll, a written or printed notice specifying the amount of taxes
payable.
5. THAT taxes are payable to Brudenell, Lyndoch and Raglan Township.
6. THAT the Treasurer is hereby empowered to accept part payment from time to
time on account of any taxes due.
7. THAT this by-law shall come into force and take effect immediately upon the
passing thereof.
Read and adopted by Resolution 2025-06-04-XX this 4th day of June, 2025.
__________________________
______________________________
Mayor, Valerie Jahn
Clerk-Treasurer, Virginia Phanenhour
By-Law 2025-29 | Page - 162
13.3 2025 - Tax Rate By-Law
Schedule "A"
To Bylaw NO. 2025-29
Property Class
Own
Purpose
Tax Rates
County
Tax Rates
Education
Tax Rates
Residential/Farm
0.00619244
0.00435326
0.00153000
Commercial
0.01123743
0.00789986
0.00880000
Commercial (Vacant Unit)
0.01123743
0.00789986
0.00880000
Commercial (Vacant Land)
0.01123743
0.00789986
0.00880000
Commercial (New Const.)
0.01123743
0.00789986
0.00880000
Commercial (New Const. - E/V)
0.01123743
0.00789986
0.00880000
Industrial
0.01527616
0.01073907
0.00880000
Industrial (Vacant Unit)
0.01527616
0.01073907
0.00880000
Industrial (Vacant Land)
0.01671960
0.01175380
0.00880000
Aggregate Extraction
0.01243031
0.00873846
0.00511000
Farmlands
0.00154811
0.00108832
0.00038250
Managed Forests
0.00154811
0.00108832
0.00038250
Multi-Residential
0.01203563
0.00846100
0.00153000
New Multi-Residential
0.00619244
0.00435326
0.00153000
Landfill
0.00736322
0.00517631
0.00880000
By-Law 2025-29 | Page - 163
13.3 2025 - Tax Rate By-Law
THE CORPORATION OF THE TOWNSHIP
OF BRUDENELL, LYNDOCH AND RAGLAN
BYLAW NO. 2025-30
Being a By-Law to confirm the proceedings of
the Council of the Corporation of the Township
of Brudenell, Lyndoch and Raglan at its
Regular Council Meeting of June 4, 2025.
WHEREAS Section 5(3) of the Municipal Act, 2001, Chapter 25 provides that, except
where otherwise provided, the powers of the Council shall be exercised by bylaw;
AND WHEREAS it is deemed expedient and desirable that the proceedings of the
Council of the Corporation of the Township of Brudenell, Lyndoch and Raglan at this
meeting be confirmed and adopted by by-law.
NOW THEREFORE the Council of the Corporation of the Township of Brudenell,
Lyndoch and Raglan hereby enacts as follows:
1. THAT the actions of the Council at its Regular Council Meeting of June 4, 2025,
in respect of each motion, resolution and other action passed and taken by the
Council at its said meeting, is, except where the prior approval of the Ontario
Municipal Board or other body is required, hereby adopted, ratified and
confirmed as if all such proceedings were expressly embodied in this bylaw.
2. THAT the Head of Council and proper officers of the Corporation of the
Township of Brudenell, Lyndoch and Raglan are hereby authorized and directed
to do all things necessary to give effect to the said action or to obtain
appropriate approvals where required, except where otherwise provided, and to
affix the Corporate Seal of the Corporation of the Township of Brudenell,
Lyndoch and Raglan to all such documents.
3. This bylaw takes effect on the day of its final passing.
Read and adopted by Resolution 2025-06-04-XX this 4th Day of June, 2025.
_________________________
____________________________
Mayor, Valerie Jahn
Clerk-Treasurer, Virginia Phanenhour
By-Law 2025-30 | Page - 164
15 Confirmation By-Law