Peel Regional Police investigation report supports the City’s priority to strengthen its operating foundation.
BRAMPTON, ON - Today, Brampton City Council received the investigation report from Peel Regional Police about the City of Brampton’s “Outside Policy Request” (OPR) program and salary increases which concludes that no criminal offences were committed by City of Brampton employees.
On June 6, 2017, the “Human Resources Salary Administration Audit Report” was brought forward to the City’s Audit Committee by the Internal Auditor. The objective of this audit was to assess the accuracy and completeness of the salary administration process, and review compliance with policies and procedures. Internal Audit found that internal controls are ineffective and require significant improvement to ensure non-union salary changes are administered accurately and timely, and that such changes are in compliance with Council-approved policies.
Brampton City Council unanimously approved a resolution on June 21, 2017 that requested Peel Regional Police conduct an investigation into the OPR program and salary increases granted to non-union employees between January 1, 2009 and May 14, 2014.
The Peel Regional Police report was received by the City on September 19. Authored by the Fraud Bureau, the report states:
• Salary expenditures came from Council approved budgets. There was never a so-called slush fund.
• No criminal offences have been committed by City of Brampton employees.
• The reported $1.25 million in salary expenditures is not accurate. The actual amount of salary expenditures paid to 167 employees over the 5 ½ year period was $614,155.99.
• No senior managers benefited from the OPR program. The OPRs were used for legitimate reasons to reward those employees either entitled to or deemed to be deserving of a salary increase.
• Given the widespread use of the OPR program by senior management, supervisors, and Human Resources across all departments within the organization, it points to a systemic issue with the program, not illegal activity.
An updated salary administration policy was identified as a priority in May, and will be brought to Council in November.
“City management agrees with Internal Audit’s assessment, and acknowledges the historical lack of consistency between Council-approved policies and organizational practices,” said Harry Schlange, Chief Administrative Officer. “Open, transparent government administration is a foundational priority for us. The updated salary administration policy is supported by clear procedures to ensure accountability, internal controls and reporting mechanisms are in place through policy-compliant salary administration decisions.”
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