timberland snow boots for men Council talks compensation changes
Stony Plain Town council was at odds during their last governance and priorities meeting over the amount of information Town staff should provide regarding councillor compensation and expense accounts.
Following up on a motion made by Coun. Linda Matties on Dec. 11, Town staff provided council with an overview of the Town Council Compensation Expenses Policy which outlined the Town policies towards honourariums, allowances and expenses deemed eligible for reimbursement, educational budgets, benefits, and other such expenses.
The policy was struck by the Council Remuneration Committee (CRC) made up of five members of the public in 2016 before being passed by the then council on Feb. 27, 2017. However, during the March 22, 2017 federal budget, it was announced that the non taxable portion of municipal elected officials compensation would be required to be included in income and would thusly be taxable as of Jan. 1, 2019. The current policy does not reflect that change.
The changes to the non taxable portion of a councillor compensation means that as of Jan. 1, 2019 elected officials will take a dock in pay and so in an attempt to maintain the current level of compensation into the future, council has the option to increase compensation in order to offset the additional tax they would be required to pay.
During their Feb. 5 meeting, council accepted the overview of compensation for information and made no decision on whether or not to increase the compensation rate or leave it as it currently stands.
Matties then motioned to have more information brought to council that would elaborate on how Stony Plain council compensation rates and processes compare to regional counterparts.
one thing to review the policy for what it is in terms of reading information, its another to understand what it means in terms of its relativity or consistency with other policies out there, Matties said. I would like to see that on a chart that shows everybody what the compensation is based on the salary and benefits also for information to have comparison with regards to the region and not for a review of looking at for equality but looking at it in terms of relative equity and consistency of the policy. councillors didn share Matties sentiment, with Deputy Mayor Judy Bennett saying the motion didn make the best use of Town staff time.
we had this report done last, administration advised us that it would be fairly easy for them to come up with this info item. It gave us comparisons as to what it means when the non taxable item comes in 2019. It seems to me that to keep asking for more and more information to come forward puts our administration into extra work, she said. was a remuneration committee that came up with what it is now and until we have a review of it in 2020. This is not a job of council, to go through and gather up all of this information and have our administration go through all of this. Justin Laurie also spoke against the motion, saying that the information staff would be providing is readily available through public municipal documents online.
of the information regarding salaries for other municipalities is available through audited financial statements and most council compensation is publicly available from the municipalities themselves and I think we more than capable as a council of doing any type of research that we need to find information, he said.
Matties did respond, saying that her intent was strictly to ensure that council understood their compensation and that there was an equitable process in terms of that compensation.
intent is absolutely just so that we have a council that understands their overall compensation The point is to ensure that when you looking at overall compensation that you have a fair and equitable process in terms of compensation, Matties said. would agree that it would be best if we had a committee to come together to review that information and provide us with that confirmation that in terms of the overall equity and consistency. the CRC initial process, they did compare compensation with more than 10 regional communities of similar size to determine pay consistency.