Pages
▼
Tuesday, December 4, 2012
Council Votes Unanimously to Eliminate Sally Mole !!!
The Corporation of the District of Tofino
PRESS RELEASE
Monday, December 03, 2012
For Immediate Release
Organizational Alignment with Corporate Strategic Plan
Tofino, BC – Mayor Perry Schmunk of the District of Tofino, today announced a number of
organizational changes made to align the District’s staff resources with the Corporate Strategic
Plan adopted by Council earlier this year.
The goal of the Corporate Strategic Planning process was to identify and document the
priorities of the Corporation for the 2012-2014 term of Council and to lay the foundation for
the development of a more detailed and longer term Corporate Strategic Plan. The strategic
planning process and the Plan are used to guide the District’s short and long term corporate
management, decision-making and implementation, and budget alignment.
With this strategic plan, the District will work with the community to advance:
• Water infrastructure –plan, build and maintain water infrastructure.
• Sewer infrastructure – plan, build and maintain sewer infrastructure.
• Tourism strategy – develop a Tourism Strategy which encourages and supports a diverse
local economy.
• Official Community Plan (OCP) review
• Develop service level standards – develop service level standards for the delivery,
maintenance and replacement of infrastructure.
• Communications – open and transparent communications with the citizens of Tofino.
To ensure success with these strategic priorities, the District will be making several changes to
its personnel and organizational structure. The most significant changes will include an
amalgamation of the Parks and Recreation programs and services into the Community
Sustainability department and the establishment of a new Resort Services department. This
new department shall be responsible for the implementation of the District’s Resort
Development Strategy (RDS) which represents an annual budget of approximately $650,000.
Responsibilities shall include Resort Municipality Initiative (RMI) project management,
implementation of tourism related capital projects, special events and festival support,
strategic partnerships and other resort services such as signage, shuttle service, Ambassador
Program, and the tourism master plan.
These changes will not impact the current Parks and Recreation program services offered by
the District. As a result of the change and in keeping with the Plan, there will no longer be a
Director of Parks and Recreation position. We ask for your cooperation throughout this change,
and thank Ms. Sally Mole for her 20 years of dedicated service to the community and the District of Tofino.
-30-
Media Contact
The District of Tofino
What the press release doesn't say is that Sally Mole was fired with no notice after work on Friday.It doesn't state the these "organizational changes" were initiated by Bob Long and Jerry Berry when John Fraser was Mayor.This certainly looks like a settling of scores rather than "organizational change"
The press release doesn't explain why it was necessary to fire Sally Mole when the Mayor and the CAO only have a few weeks left in Tofino.
The press release doesn't explain why all this took place in secret in-camera meetings with zero public input.
I do know that Mayor and all councillors voted unanimously to eliminate the position of Parks and Rec Director effectively firing Sally Mole.
Please contact your Mayor and councillors and ask them to explain why they voted for this.When the severance package is taken into account along with an increase in wages to some employees there will be no saving of tax dollars.If a court case ensues it will likely cost the District of Tofino a considerable amount. Given Tofino's record with Yew Wood and Rosie Bay let's hope this can be avoided.
Some councillors and the Mayor have blamed the blog for the high turnover rate at the District but this is something they've done on their own and they've done Tofino's reputation as an employer a huge disservice.
Who in their right mind would want to work here when they can be fired with no notice after twenty year's service ? Who would want to be CAO or Deputy Clerk or Public Works Foreman when you can be blindsided by "organizational change" or simply harassed out of your job?? Anyone applying should talk to Mike Papuk or Dorothy Ng or Roberta Martell or Jennifer Robb before they make long term plans.........
Some councillors have suggested to me that Sally Mole's work was unacceptable but that is certainly not what I have heard from the community.Please contact your Mayor and councillors and remind them that they work for you and that their voting on matters such as this should reflect your wishes.
We don't need a corporate strategic plan.We need a plan to save our community.There used to be more to Tofino than RMI money and tourists.This is not democracy.
ReplyDeleteCouncil is duped again!
ReplyDeleteI had such high hopes for this council.They have been a complete failure.Why did they do this ?
ReplyDeletecommunity sustainabilty?
ReplyDeletenot with this stuff.
something better needs to come out of this episode other than what appears to be meanness.
and the resort services department? what is this going to do?
as a taxpayer i would have liked to have reviewed the budgets of both these entities before they were funded.
apparently they are funded and part of a budget?
jschwartz
First - thank god your blog is back, Ralph!!!
ReplyDeleteSome readers may not know that you took it down, so thanks for restoring it at this critical time for Tofino!
Obviously Council is beyond making common sense decisions or listening to their own constituents - very disturbing.
Please keep the pressure up on these characters - we need it!
The new mayor will have a huge challenge trying to help guide Tofino. At the very least, we can be thankful that Braeden will no longer be able to help.
ReplyDeleteHow do undo the wrongs is going to be very, very hard to do.
I can't believe council would vote this way. What sort of lies were they told by Smith in all of their in camera meetings to make a decision like this? He's nothing more than Bob Long in a Braden Smith suit. Sally was loved by the community and district staff and I'm sure will be sadly missed. Council, SHAME ON YOU, SHAME ON YOU,SHAME ON YOU!!!
ReplyDeleteIt seems the only way for a District employee to achieve job security and to secure the confidence of Mayor and Council is to involve the District in long and costly legal battles.
ReplyDeleteWhich staff member will they attack next ?
ReplyDeleteWrite to council and Smith and let them know your feelings. Contact info is on the district website. Ithink the deadline for next weeks meeting agenda is at noon today.
ReplyDeleteThe next Regular Council Meeting will be held Tuesday, December 11, 2012 in the Tofino Council Chambers at 6:00pm. The public is invited to attend Council Chambers a half hour in advance of meetings to discuss any issues they would like with Council. Doors open at 5:30PM.
ReplyDeleteVoice your opinions to council!
One might speculate that a score has been settled. The only losers here are the residents of Tofino.
ReplyDeleteI would implore those people who think this is such a travesty to investigate further why Sally was fired. It is high time that the needs of the community are met. There is much to be improved upon in both the rec department and the day care that Sally was overseeing. Hopefully this change will mean that the other people in the community trying to provide services to the town will not be met be resistance and stubbornness. I am sure Sally worked hard and there are good things she did for Tofino but maybe all those who have been here 20+ years need to realize things cannot continue to stay the same or you will have no community to speak of. Young families and people who want to make Tofino their home their life and their future need to be able to sustain a life here and unfortunately if you cannot see the importance in that then you don't see a future for Tofino.
ReplyDeleteHey 7:45 are you talking about Sally or other high ranking DOT employees when you say "met with resistance and stubbornness?" I am confused!
ReplyDeleteFor the sake of this debate could you please provide some details ? I'm afraid I don't see what you are getting at.Your assertions are very vague... Thanks,Ralph
ReplyDeleteSorry,I can't publish that comment about letters although I believe you are right. If you could please edit and repost I can print.Thanks,Ralph
ReplyDeleteDear 7:45, I'm a near 30 year resident of this town. When Sally started her job 20 years ago there was no rec department- nothing. She started as a very low paid employee with a part time job. She, through her own initiative and her passion and hard work pushed every council over the years to expand on what she believed in. Once upon a time there was a non profit daycare called Klee-Wyck in an old mildew infested building at the curent site of the Community Cildren's daycare. The society was stuggling financialy and eventualy decieded to close their doors. Sally realised the importance of childcare and early clildhood education and approached council unprompted to start the current daycare. Council agreed and the Commuity Childrens Centre started. I have had 2 of my kids go through that daycare in the past from the earliest of ages until early school age under the same senior daycare staff and have always been extremly appreciative to the the care and love that my kids were given. When my kids hit school age in my opinion they had a huge advantage because of this. Fiona, Laura and all others that have played a role over the years have been instrumental! Had Sally not taken her own initiative in caring about her community you quite likey wouldn't have the daycare that you complain about without giving details on your gripes. Hail Sally, Fiona, Laura and all others that made this possible! This is not just daycare, it's early childhood education at it's best!! Can't believe Sally is being cast aside!?
ReplyDeleteSOS save our Sally!!!!!!
ReplyDeleteDear 9:19,
ReplyDeleteThe daycare my children attended was not mildew infested, it was a very old building that needed attention. It was an awesome daycare facility. Due to lack of rental payments for the upper portion from some clients, parents non-payment for daycare provided (huge), required educated staff, restrictive Gov't Policy, and lack of District support, the doors closed. The facility closed, not because it was mildew infested, but because it was past it's prime and was a financial burden to the Hospital. Sally has done a great job getting the new daycare going, but there is no need for a pitty party to make it sound even better. You are only insulting those that started Klee Wyck, worked countless volunteer hours to provide childcare to the community that had none. Some that are still with us & those that have passed.
SALLY MOLE FOR MAYOR! She would get my vote!
ReplyDeleteDear 10:18, My comments were in no way meant as an insult to the past Klee-Wyck directors. They did do an excellent job of providing childcare! The point I was trying to make was that sally took the initiative to restart the daycare without being told to even though it would create more work for her. Just one small example of her devotion to the people of her Tofino.
ReplyDeleteI worked with Sally Mole during my time at the District of Tofino and found her to be one of the most professional, competent and friendly Parks and Rec. planners I've encountered in my 25 year career. That she has been fired is a shame AND a sham.
ReplyDeleteShould Sally choose to move forward with yet another staff initiated suit against the District, I would be willing to support her claim with my documentation of the inapppropriate actions directed towards her by DOT leadership.
Roberta Martell
will be there for you if you decide to proceed with action, it was great working with you and your commitment to the community
ReplyDeletemike papuc previous foreman district of tofino
Dear 10:18,
ReplyDeleteYour comments where insulting to the former Klee Wyck directors. You make it sound like a mold infested excuse that had to shut down. Klee Wyck was not subsidized by the District. Sally did take the initiative to open the Daycare, simply because, there was no where else for parents to put their children and she also needed to put her children somewhere while she worked as well. Yes, she has done a huge service to the community, as well as the current employees, some that where also former employees of Klee Wyck. She took on the extra responsibility, even though she didn't have to, because she also needed childcare along with the rest of the community. No need for sob/drama stories. She did what needed to be done & she also benefited. She also got paid for it. She may not deserve what happened, the truth will come out in the end. She needs support, less all the drama.
Sally also volunteered on the Klee Wyck Society board and I think chaired it for a year. She "volunteered" (ie received an honararium) for serving on the school board for 6 years. She really supports our kids beyond her work efforts.
ReplyDeleteI agree with virtually all that has been said in praise of Sally Mole..
ReplyDeleteSally helped us and our kids so many times she is like Tofino's Mother Teresa..
To fire her is an insult to everyone who lives in this Town and knows Sally...
I hope and pray that Sally both sues Braden and Perry and our cowardly Council for firing her
AND
that Sally runs for Mayor of Tofino tomorrow..
I predict she will win by a LANDSLIDE...
enough is enough
I applaud Roberta Martell and Mike Papuc for standing tall with Sally
It's time everyone who knows Sally comes forward to be counted.
LET'S ALL VOTE FOR SALLY AND SHAME THIS COUNCIL OF COWARDS!!!!
If there was a Referendum I would vote to kick the whole Council of Cowards out of office..
This Council should hang their head in shame!
I have lived and paid taxes here for 28 years living in Tofino...
This is the last straw!
dear 7:50, I never meant to insult past members of the board. I have HUGE respect and thanks for everything they have done! Mold and mildew were not the issues that closed the doors. I'm sure that Sally did use use the past and existing daycare for her own kids but, at the same time, how many other families in town have had the benifit of having a top notch facility such as ours (Klee Wyck included).The point I was tring to make was the existing daycare would simply not be there had Sally not made it happen. It's really important to our community just like Klee Wyck was. Relax, my comment was never intended to attack the former Klee Wyck. I'm actually greatful!!
ReplyDeletethis council should resign in shame!
ReplyDeleteThey should all go to Cactus Club
ReplyDeleteThe next Regular Council Meeting will be held Tuesday, December 11, 2012 in the Tofino Council Chambers at 6:00pm. The public is invited to attend Council Chambers a half hour in advance of meetings to discuss any issues they would like with Council. Doors open at 5:30PM.
ReplyDeleteThis council is worse than scott fraser and his disciples
ReplyDeleteThank you Roberta and Mike for your comments!!!!!
ReplyDeleteYes, thank you Roberta and Mike,
ReplyDeleteThere are others with a imilar story. I hope the too step up!
Yes, great idea. Sally should sue the district of Tofino from her comfy home in Ucluelet.
ReplyDeleteAnyone heard of a possible protest on Monday at the Village Green?
ReplyDeleteThe best way to protest this is to show up on Tuesday at 5:30 at the pre- council meeting. Pack the room and let these unethical bullies know how we feel.
ReplyDeleteEveryone please go to the Council Chambers on Tuesday at 5:30 pm and let your council know how you feel about this decision. Agree or not agree please show up.
ReplyDeleteLet's hope that council does realize that they made a mistake and they make it right. They may actually get forgiven one day....
ReplyDeleteIt's unfortunate to be let go this close to Xmas. I hope the severance package is beyond what Labour Standards asks, as a 20 year employee will get 21 weeks pay as pay in lieu, plus since it's a position in gov't, a severance pay out on top of that, which goes into the fiscal month of December. Wonder if that was taken into consideration with the budget.
ReplyDeleteSeverance packages can be very costly in the civil service industry and can cripple a company's financials in that month.
An employer CAN terminate an employee without adequate notice at any time, but MUST pay them adequate severance in lieu of notice.
ReplyDeleteAverage employees, you're right, command 1 week pay per year of service.
Coordinators, managers and supervisors?
They command 1 MONTH per year of service.
Sally doesn't command 21 WEEKS of severance pay - she commands 21 MONTHS of severance pay.
Ask your Council again why they fired Sally. It certainly isn't a cost saving measure as you'll be paying her for nearly TWO YEARS NOT to work!
To the person who posted at 3:27 (responded to my original comment) -
ReplyDeleteThe 21 weeks would be pay in lieu of notice only for being let go without notice. Severance is completely different, and additional. There are no rules that state one month severance per year worked. However, in alot of cases, civil workers do get paid amounts that large, or salary continuance, or benefit continuance.
When Christy Clark took over from Gordon Campbell I believe the severance pay outs for Campbell's cabinet totalled 2.4 million bucks. Of course, the severance here is not in that league, but can balloon if it is ruled an unlawful terminaton.
King James Bible (Cambridge Ed.)
ReplyDeleteThen said Jesus, Father, forgive them; for they know not what they do. And they parted his raiment, and cast lots.
5:20.
ReplyDeleteYou say pay in lieu is different than severance. It's not.
21 weeks pay in lieu of notice IS referred to as severance pay in lieu of notice. Severance pay and pay in lieu are synonymous.
So, severance is NOT completely different. It is not additional.
In Canada, you can be 'let go' for cause,or not for cause. If for cause,your employer owes you nothing. NO thing.
If, however, you are let go WITHOUT cause, as Sally has been, then you are entitled to either a) FAIR NOTICE or SEVERANCE PAY IN LIEU OF NOTICE. So, in Sally's case, with 20 years managerial experience,she'd need 20 months of notice that her job was ending... but, since that isn't really practical, most places who were legitimately restructuring would offer something like half notice, half severance in lieu of notice... 10 months notice and then 10 months payout.
In Sally's case, with 20 years in a managerial capacity, with nary a mark on her employment history (and YES, I know this) she is owed 20 months severance pay in lieu of notice.
So 5:20 - get your facts straight before you play lawyer.
Myth:
If I am wrongfully dismissed from a non-union employer, I will be entitled to one month’s notice for every year I work for my former employer if the court finds I was dismissed without just cause.
Truth:
While the one month per year of service rule is a rough “rule of thumb” for many managerial employees, it can be very misleading even for that category of employee. For example, many managerial employees have received three months pay in lieu of notice after having worked only one year. Virtually all employees are subject to a rough upper limit of 24 months pay in lieu of notice no matter how long they have worked. Very senior managerial employees are often entitled to substantially more than one month per year up to the rough upper limit.
Non-managerial employees are typically entitled to approximately two or three weeks per year of service, but there are a few cases in which they have been awarded substantially less and a number of cases in which they have been awarded substantially more.
However since a recent decision of the Supreme Court of Canada, employees dismissed in circumstances of bad faith conduct by their employers may be entitled to a longer notice period.
To the person who posted earlier about severance being different from lieu in notice. I'm sorry, but it looks like you're incorrect.
ReplyDeleteTermination pay: What "reasonable notice" package do you deserve?
Every exit is an entrance somewhere else, and in situations of wrongful dismissal your entrance is the "reasonable notice" pay to which wrongfully dismissed workers are entitled well beyond minimal amounts provided by Ontario's Employment Standards Act. In assessing wrongful dismissal damages, Ontario courts therefore seek to put the employee in the same financial position they would have enjoyed had reasonable notice period been provided.
According to leading case law in Bardal v. Globe & Mail Ltd., [1960] O.W.N. 253 (H.C.), reasonable notice periods are decided with reference to each particular case, having regard to character of the employment, length of employee's service to the company, employee age, and availability of alternative employment given employee's training, qualifications, and training.
And of these Bardal factors, "employment responsibility" and "length of service" are no doubt overriding circumstances considered by Canadian courts today. According to Chief Justice McEachren in the case of Ansari v. B.C. Hydro & Power Authority, [1986] 4 W.W.R. 123 (S.C.):
... [T]hey are all highly skilled graduate engineers whom B.C. Hydro was satisfied to employ in responsible positions. Those factors alone are sufficient to entitle these employees to a longer notice period than in many other cases. ...
The next important factor in fixing the period of reasonable notice is length of service. This the only important factor that does bear directly upon the employee's prospects for future employment although long service may add materially to the age of the employee which does bear upon employment possibilities.
For reasons which are largely subjective and which Ontario lawmakers would not presume to disturb, the law requires a longer notice period for a long-term employee even though discharged employees of the same age, skill and responsibility suffering under the same economic factors must be assumed to require an equal period to obtain equivalent employment. Reasons for this anamoly may be that a long-term employee has a moral claim which has matured into a legal entitlement to a longer notice period.
And so while judges and practitioners have set out similar tests for determining appropriate length of notice, employees should note generally-accepted rule-of-thumb of one-month's pay/benefits/bonuses per year of service for Ontario employees terminated without cause, adjusted upwards for employees older, exercising increased workplace responsibilities, induced from competing employment opportunities at time of hire, and given any unduly stressful/inappropriate method of termination elected by the employer in accordance with Wallace v. United Grain Growers, [1997] 3 S.C.R. 701 and similar decisions.
Accordingly, lawyers expert in the field of employment law will conduct detailed research, library, and database searches to best predict what amount of compensation you might stand to receive from an Ontario judge, and ultimately most persuasive means of convincing your employer just how strong a case they're up against should they be unwilling to negotiate maximum fair severance package out of court.
http://www.wrongfullydismissed.com/Termination_pay.html
Yes Luke, Father do forgive them and remind them for what they not know, not because they do what they have already done!
ReplyDeleteLooks like sally does deserve a good severence. She deserves it. Sad thing is that tofino has lost her. She was the heart and soul of this stupid town.
ReplyDeleteIs there anyone out there who knows the real reason Sally was fired? I cannot imagine why anyone in their right mind would fire one of the few people who actually serve this community with integrity, passion and hard work. At the very least she should have been offered another position. This is a great loss for Tofino and possibly a great gain for Ucluelet?
ReplyDeleteBTW a big Thank You to Ralph for offering tofinonews again!!!!!!
Dec 8 10:50 AM:
ReplyDeleteI have worked for a payroll service provider for over 5 years and have dealt with litigation situations with respect to severance pay. It is different. Severance is a "benefit" mostly for length of service and in most cases, the gross annual payroll needs to be over a certain dollar amount to qualify. This is in addition to pay in lieu, which is for termination without notice. I am certainly qualified to give a correct analysis on this. I am not trying to argue, I have dealt with these situations first hand.
Admit you were wrong and give Sally her job back!
ReplyDeleteSally might be so offended that she might not want her job back
ReplyDeleteI've dealt with this issue too. First hand and with the DOT.
ReplyDelete