(Issued in response to the front-page item in The Voice newspaper of August 8, 2026, under the headline ‘City Police Urgently Calls for Reform and Enhanced Resources’.)
INTRODUCTION
The Castries Constituency Council (CCC) considers it important to place before the public an accurate account of the many initiatives implemented and continuing in support of its employees, including members of the City Constabulary.
The Council was not afforded an opportunity to provide information prior to the publication of recent commentary concerning the organization and therefore considers it appropriate to place the following factual account before the public.
The Council does not intend to engage in public controversy. Rather, it seeks to provide context regarding the substantial investments made in employee welfare, professional development, workplace conditions, operational resources and organizational strengthening.
EMPLOYEE WELFARE & ORGANISATIONAL DEVELOPMENT
The Council has made significant investments in its employees through improved benefits, professional development, workplace safety, health and wellness initiatives, industrial relations, staff recognition and operational improvements.
1. Employee Uniforms and Safety Gear
The Council provides employees with uniforms, safety footwear and appropriate protective equipment, particularly those working in operational and field-based positions. This promotes safety, professionalism and appropriate identification.
2. Group Medical and Life Insurance
The Council introduced staff-wide group medical and life insurance coverage.
More than 180 employees currently benefit from free medical insurance coverage provided by the Council, representing a significant investment in employee welfare and family protection.
3. Employee Medical Check-Ups
The Council implemented routine medical check-ups and health assessments to promote preventive healthcare, employee wellness and early identification of potential health concerns.
4. Tuition Refund and Continuing Education
The Council provides tuition support for employees pursuing further education, professional qualifications and skills development.
At least three employees have received support to complete full degree programs under the Council’s tuition refund program. This operates through a 5–60 partnership arrangement, under which the Council pays 50% of approved tuition costs, while employees may utilize paid leave arrangements, where applicable, to assist in meeting the remaining 50%.
Two additional employees have since enrolled in degree programs and are presently performing creditably.
The program has also supported professional development through institutions and platforms including George Brown College, Vanderbilt University, Udemy and other approved programs.
This represents a direct investment in employee advancement and the development of a more qualified workforce.
5. TVET Program Support
The Human Resources Department supports employees participating in Technical and Vocational Education and Training (TVET) programs, including assistance with program requirements and coursework.
This expands employees’ access to practical qualifications and technical competencies.
6. Psychosocial and Financial Support
The Council provides psychosocial support and assists employees with accessing banking and credit union services, recognizing the importance of financial and personal well-being to employee productivity.
7. Rehabilitation and Detoxification Support
Where appropriate, employees experiencing alcohol-related or other personal challenges have been referred to medical, detoxification and rehabilitation services.
This reflects a supportive approach to employee welfare and rehabilitation.
8. Parenting and Family Support
Parenting workshops and family-oriented initiatives have been introduced to assist employees in balancing professional and family responsibilities and promoting work-life balance.
9. Retirement Recognition
The Council recognizes employees retiring after years of service, acknowledging their loyalty, institutional knowledge and contribution to the organization.
10. Supervisory and Management Training
Professional development programs have been provided for supervisors and managers to strengthen leadership, communication, employee management and service delivery.
11. Regularization of NIS Contributions
The Council addressed outstanding National Insurance Scheme (NIS) contributions, thereby regularizing employee contributions and protecting access to applicable NIS benefits.
12. Collective Agreements – National Workers Union
The Council concluded three collective agreements with the National Workers Union, resulting in a 20% cumulative wage increase over three trienniums.
In addition to the agreed wage increases, the Council paid back pay totaling more than EC$800,000 to employees arising from the collective bargaining process.
These payments represent a significant financial commitment by the Council to improving employee compensation and honoring its obligations under the collective agreements.
13. Collective Agreements – Civil Service Association
The Council concluded two collective agreements with the Civil Service Association, resulting in a 20% wage increase over two triennia, with negotiations for the third outstanding.
The Council also paid back pay totaling more than EC$1.2 million to staff arising from the collective bargaining process.
These agreements and payments demonstrate the Council’s commitment to collective bargaining, improved terms and conditions of employment and the financial obligations arising from negotiated settlements.
14. Additional Operational Vehicle
The Council acquired an additional four-door vehicle to strengthen operational mobility and logistical support for administrative, operational and field activities.
15. Body-Worn Cameras for City Police
The Council introduced body-worn cameras for City Police officers to enhance officer safety, accountability and transparency and provide an objective record of interactions and incidents.
16. City Surveillance Camera Initiative
The Council implemented city surveillance cameras to strengthen situational awareness and security, allowing relevant personnel to assess situations before responding.
17. City Police Training and Professional Development
The Council collaborated with the Royal Saint Lucia Police Force (RSLPF) to facilitate two training programs for the City Police Department, with the full cost borne by the Council.
All City Police officers have received training through Council-supported initiatives. In addition, every City Police officer has the opportunity to participate in short-term training initiatives fully funded by the Council.
A number of officers have also commenced online professional development programmes with recognised institutions, including George Brown College.
These initiatives strengthen operational competence, professional development and collaboration between the Council and the national police force.
18. Employee Telephone Plans
The Council provides telephone plans to employees whose duties require regular communication with supervisors, management and operational personnel, improving coordination and responsiveness.
19. Employee Academic Achievement
The Council’s educational investment has produced tangible results, with employees successfully completing degree programs and additional employees currently pursuing higher education.
The Council has also supported professional and online programs for City Police officers and other employees.
These initiatives provide opportunities for career advancement while strengthening the qualifications and capabilities available within the organization.
20. Employee Opportunities in Event Planning and Creative Development
Employees have been entrusted with planning, coordination and creative responsibilities for major Council initiatives, including Festival of Lights, Carnival, Assou Square and other public events.
This provides opportunities to demonstrate leadership, creativity, planning and project-management skills.
21. Recognition of Employee Leadership and Trust
Employees have increasingly been entrusted with responsibilities beyond their traditional duties, including coordinating activities, engaging stakeholders and representing the Council.
This promotes responsibility, confidence, professional growth and leadership development.
22. Management Team-Building and Professional Exposure
The Council facilitated a management and supervisory team-building excursion to Martinique, including engagement with councils and municipal authorities in the French territories.
This provided professional exposure, strengthened teamwork and encouraged the exchange of municipal practices and ideas.
23. Developing Council Ambassadors
Through training, professional development and external engagement, employees are being developed as ambassadors of the Castries Constituency Council.
This strengthens confidence, professionalism and the Council’s ability to be represented effectively by its employees.
24. Visible Leadership During Major Council Activities
The Council’s leadership remains actively engaged with employees during periods of intense operational activity, including Carnival, Assou Square, Festival of Lights and other major initiatives.
Leadership presence alongside employees demonstrates solidarity and reinforces the principle that successful delivery of the Council’s mandate is a collective effort.
25. Employee Recognition, Family Support and Departmental Staff Activities
The Council has implemented a range of employee recognition and family-support initiatives designed to recognize employees and acknowledge the important role they play within their families and the organization.
The Council has provided recognition vouchers to all mothers employed by the Council for Mother’s Day and to all fathers for Father’s Day, providing a tangible expression of appreciation for employees and recognition of their family responsibilities.
The Council has also provided 100 tickets, distributed among employees, for the opening of Jazz, creating an opportunity for staff to participate in and enjoy a major cultural event in Saint Lucia.
In addition, the Council provides $150 per child of each employee as back-to-school assistance, helping employees meet some of the costs associated with preparing their children for the new school year. This represents a direct contribution to employee and family welfare.
The Council has further supported fully funded departmental staff socials and employee appreciation activities, particularly following major events such as Carnival, Jazz and Jounen Kwéyòl, when employees are required to make additional efforts to fulfil the Council’s mandate.
Following the most recent Carnival, separate activities were held for Sanitation staff and City Police officers, whose work was instrumental in the extensive clean-up, restoration, security and response operations during and after Carnival.
These initiatives provide opportunities to recognize employees for their additional effort, support their families, strengthen morale and promote camaraderie and team cohesion.
Collectively, these measures demonstrate that the Council’s employee-welfare program extends beyond wages and statutory benefits to include recognition, family support, cultural participation and appreciation of employees’ contribution to the organization and the wider community.
26. NELU Training and Workforce Development
Through collaboration with the National Enrichment and Learning Unit (NELU), the Council facilitated a staff training initiative on Wednesday, August 12, 2026, with more than 30 employees participating.
This expands access to structured training and demonstrates the Council’s continuing commitment to workforce development and lifelong learning.
27. Workplace Facilities and Employee Skills Development
The Council has improved the women’s quarters, including construction of a shower facility and upgrades to existing facilities. Daily cleaning and sanitation measures have also been instituted in response to concerns regarding bed bug infestation.
The Council has additionally provided free driving lessons for employees, giving staff access to a practical skill that can increase mobility, independence and future opportunities.
These initiatives demonstrate responsiveness to employee concerns while supporting a safe, clean and dignified workplace.
OVERALL ACHIEVEMENT
The Council’s commitment to employee development and welfare remains ongoing.
The initiatives outlined demonstrate that investment in employees extends beyond wages and statutory benefits.
The Council has invested in health insurance, safety equipment, education, professional training, qualifications, wellness, financial support, operational resources, technology, leadership development and employee recognition.
The Council has also honored significant financial commitments arising from collective bargaining, including more than $800,000 in backpay to employees represented by the National Workers Union (NWU) and more than $1.2 million in back pay to staff represented by the Civil Service Association (CSA).
At the same time, the Council recognizes that employee welfare and organizational performance must go hand-in-hand. While the Council has a responsibility to support, develop and provide appropriate conditions for its employees, employees also have a responsibility to perform their duties diligently and to the required standard.
The people of Castries and the wider public depend upon the Council to deliver essential municipal services effectively, efficiently and to an appropriate standard. The Council therefore considers productivity, performance, responsibility and service delivery to be important components of responsible organizational management.
The Council has seen improvements in these areas and continues to implement measures aimed at strengthening productivity and service delivery. At the same time, the Council recognizes that there is always room for improvement and remains committed to striving to do better every day.
The Council has also created opportunities for employees to participate directly in their professional development through tuition support, fully funded short-term training, TVET programs, academic programs and practical skills development.
The underlying principle is straightforward:
When employees are supported, trained, trusted and given opportunities to develop, they are better positioned to perform effectively and contribute to a stronger organization.
This approach reflects the Council’s commitment to both sides of its responsibility: to look after its employees while ensuring that the public receives the quality of essential services to which it is entitled.
CONCLUSION
It is the Council’s hope that this account of the measures taken to support, encourage and develop staff at all levels will contribute to a balanced public understanding of its work being undertaken.
The Council remains committed to investing in its employees, strengthening its systems, improving working conditions, developing professional capacity and ensuring that its workforce is equipped to provide the highest possible standard of service to the people of Castries.
The Council places these facts before the public and reaffirms its commitment to treating its employees with dignity, fairness and respect, while continuing to strengthen the institution for the benefit of staff and the wider community.