Town of Bow Island May 11 Council Meeting highlights: policy discussions

Posted on May 21, 2026 by Ryan Dahlman

By Nerissa McNaughton
Southern Alberta Newspapers

Bow Island’s Town Council took a close look at two policies during its May 11 meeting.

Policy No. A-00-23 is designed to guide how Town funds are invested so they earn the best possible return without putting public dollars at unnecessary risk. At the same time, the policy makes clear that investments must still leave the Town able to meet its regular cash flow needs and follow provincial rules governing municipal finances.

Under the policy, the Town’s Chief Administrative Officer (CAO) is responsible for its development, evaluation, and implementation. That authority comes through Council resolutions, Section 250 of the Municipal Government Act, investment regulations under that Act, and Muni Fund Investment Regulations.

The policy applies broadly to Town money. That includes operating funds, reserve funds, and any new fund created by the Town unless Council specifically exempts it.

A major theme throughout the policy is prudence; investments are to be made with the same care and judgment a sensible person would use when managing their own affairs. The policy also adopts what is known as the “prudent person” standard, meaning decisions should be judged in the context of the overall portfolio rather than any single investment on its own.

Council’s proposed priorities are clearly ranked. First comes safety. The policy says the Town’s investment approach should protect capital and preserve the overall value of the portfolio.

Second is liquidity. In a municipal setting, that matters because the Town must be able to access funds when needed for operations, projects, and other expected expenses. Third is return on investment. The policy aims for a market-rate return over time, but only within the limits set by risk and the Town’s cash flow requirements.

The draft policy also places firm limits on what the Town can invest in. Investments would be restricted to approved types listed in the policy and to those allowed under Section 250 of the Municipal Government Act. Any investment outside those approved categories would require specific Council approval.

The Town would also be required to keep investments either directly in the name of the Town of Bow Island or in segregated accounts held in the Town’s name. That provision is meant to provide clear custody and accountability.

Diversification is another key safeguard. Rather than concentrating funds in one place, the policy calls for investments to be spread by both issuer and investment type. That approach is intended to reduce risk and avoid overexposure to any one source.

The policy also says the Town should match its investments, as much as possible, to expected operating and capital spending needs. In other words, money should be available when the Town expects to need it.

One notable point is that Bow Island does not plan to hire an external investment manager under this policy. Investment management would remain in-house. The policy also does not set formal performance targets at this stage.

Council also reviewed Policy A-00-19, turning its attention to workplace conduct and the standards meant to protect staff and others connected to the Town.

This policy is built on a simple principle: every person deserves dignity, equal rights, and equal opportunity without discrimination. It also states the Town of Bow Island is committed to maintaining a safe, productive, and healthy workplace based on mutual respect. Harassment by or against Town employees will not be condoned or tolerated.

That framework is tied to workplace rights set out under the Human Rights Act. The policy says employees have the right to be free from harassment in the workplace on grounds such as race, religious beliefs, colour, gender, gender identity, gender expression, physical or mental disability, age, ancestry, place of origin, marital status, source of income, family status, and sexual orientation.

It also addresses sexual solicitation or advances from someone in a position of authority, where that conduct is known, or reasonably should be known, to be unwelcome. Just as importantly, the policy protects employees from reprisals or threats of reprisal for rejecting that kind of behaviour.

Council’s review also noted that false complaints are prohibited under the policy. Knowingly making false statements or bringing a malicious complaint can lead to disciplinary action, up to and including dismissal.