organizational chart

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City of Elliot Lake

239(2)(b) Personal matters employee performance identifiable individual reorganization organizational chart personal information 
February 20, 202420 February 2024
Council for the City of Elliot Lake relied on the “personal matters” exception to discuss the municipality’s organizational structure in closed session. The discussion took place in two parts. During the first part, council reviewed an organizational chart which included the names and roles of employees. During the second part, council discussed potential reorganization and received information about identifiable employees, including about leaves of absence, performance, and working relationships. The Ombudsman found that the first part of the discussion did not fit within the “personal matters” exception because it did not include personal information about identifiable individuals. The Ombudsman found that the second part of the discussion fit within the exception.

City of Elliot Lake

Parse discussion reorganization organizational chart personal information 
February 20, 202420 February 2024
Council for the City of Elliot Lake held a closed session discussion about the municipality’s organizational structure and potential reorganization. The closed session discussion took place in two parts. The Ombudsman found that the first part of the discussion, involving the municipality’s organizational chart, could have been parsed from the second part of the discussion about reorganization, and should have been held in open session.

Town of Deep River

239(2)(b) Personal matters employee salary performance identifiable individual reorganization organizational chart personal information 
October 19, 202319 October 2023
Council for the Town of Deep River relied on the exception for personal matters about an identifiable individual to hold a closed session discussion about the Town’s organizational structure. The discussion included information about a change in position for two identifiable employees. Council discussed changes in the employees’ salaries and general responsibilities, as well as the impact of the changes on the Town’s organizational structure. The Ombudsman found that this information qualified as personal information. Accordingly, the discussion fit within the exception for personal matters about an identifiable individual.

Township of Nipissing

239(2)(b) Personal matters identifiable individual reorganization organizational chart personal information 
January 30, 202330 January 2023

The Ombudsman found that council for the Township of Nipissing did not contravene the Municipal Act, 2001 during in camera meetings on February 17, March 9, April 6, and May 18, 2021. The Ombudsman found that these in camera discussions were permissible under the Act’s closed meeting exception for personal matters about an identifiable individual.

Village of Casselman

239(2)(b) Personal matters salary reorganization organizational chart 
January 29, 201629 January 2016

The Ombudsman reviewed a closed meeting held by council for the Village of Casselman to discuss a municipal organizational chart, individual staff positions, and staff restructuring. The meeting was closed under the personal matters exception. The Ombudsman found that the discussion about salary ranges for management positions on its own did not fit within the exception; however, in this case the discussion of salary ranges was related to the broader discussion of individual staff positions. Therefore, the discussion fit within the personal matters exception.

Town of Amherstburg

239(2)(d) Labour relations or employee negotiations Parse discussion union background information reorganization organizational chart 
September 12, 201312 September 2013

The Ombudsman reviewed a closed meeting held by council for the Town of Amherstburg to discuss an organizational review of the municipality’s staff. The meeting was closed under the labour relations and employee negotiations exception. During the closed session meeting, a consultant presented a report to council on the roles and responsibilities of staff members and information on how the findings would affect both unionized and non-unionized staff. The Ombudsman found that council’s discussion fit within the cited exception. General discussions regarding a municipal organization chart and various staff positions would not fit within the labour relations and employee negotiations exception. However, the Ombudsman found in this case that the information was for background and context for the labour relations discussions.