[Amended 10-1-2018 ATM
by Art. 14]
There is hereby established a Personnel Board consisting of
three members to be appointed by the Select Board, and each member
shall serve for a term of three years; provided, however, that of
the members originally appointed, one shall serve for a term of one
year, one for a term of two years and one for a term of three years
as designated by the Select Board. No person shall serve upon said
Board who is, at the same time, an employee of the Town.
The Personnel Board shall have the following powers:
A. To act as an advisory board to the Human Resources Director, Town
Manager and Select Board in the management of human resources for
the Town of Groton.
[Amended 10-1-2018 ATM
by Art. 14]
B. To advise the Town's Finance Department in the preparation and
maintenance of the wage and salary classification schedule which is
voted by the Town in accordance with the provisions of MGL C. 41,
§§ 108A and 108C, as well as advise on all other wage
and salary schedules for all Town employees.
C. To have access to such facts, figures, records and other information
relating to the personnel of Town departments as will enable it to
fully perform its duties, in accordance with federal, state and local
laws.
D. To assist the Town Manager and Select Board, upon their request,
in the issuance, amendment or revocation of administrative orders
for the purpose of giving effect to the provisions of all bylaws and
votes of the Town pertaining to personnel administration as said Town
Manager and Select Board may be responsible for administering and/or
enforcing. Each such order shall be numbered in sequence and shall
be maintained in the Town Clerk's office in a file for all such
orders issued, said file to be open to public inspection.
[Amended 10-1-2018 ATM
by Art. 14]
E. To participate in the grievance procedure pursuant to Administrative
Order No. 3.
F. At the request of the Town Manager or Select Board, to designate
a Personnel Board member to sit on the screening committee formed
to fill one or more Town positions.
[Amended 10-1-2018 ATM
by Art. 14]
G. To perform any other duties as assigned by the Select Board consistent with the provisions of Chapter
81 of the Acts of 2008 (the "Town Charter"), as it may be amended.
[Amended 10-1-2018 ATM
by Art. 14]
The person appointed to this position shall:
A. Manage the daily operations of the Human Resources Department, consistent
with the job description for this position.
B. Work in an advisory capacity with department heads, the Town Manager
and Personnel Board in the administration of the grievance procedure,
advise department heads and the Town Manager in resolving conflicts
at their respective steps in the process.
C. Have access to such facts, figures, records and other information
relating to the personnel of Town departments as will enable him/her
to fully perform his/her duties.
The provisions of this bylaw are hereby declared to be severable,
and if any such provision or the application of any such provision
to any person or circumstances shall be held to be invalid, illegal
or unconstitutional, such invalidity, illegality or unconstitutionality
shall not be construed to affect the validity, legality or constitutionality
of any of the remaining provisions or the application of said bylaw
to persons or circumstances other than those to which it is held invalid,
illegal or unconstitutional.
Nothing in this bylaw shall be construed to conflict with Chapter
31 of the Massachusetts General Laws.
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by Art. 14]
A. This bylaw authorizes a personnel administration plan for Town employees,
hereinafter called the "plan," which classifies the several positions
of Town service into groups, establishes salary schedules, a system
of personnel records and an employee grievance procedure in accordance
with the authority vested in the Personnel Board, the Town Manager
and the Select Board. The plan shall include all Administrative Orders
set forth herein.
B. The Town Manager, pursuant to Section
4-2 of the Town Charter, shall administer this plan and shall determine all questions arising thereunder, with assistance from the Human Resource Director and the Personnel Board. Any increase in wages or salaries under the plan shall be effective only if approved by the Finance Committee and the Select Board, and funds are available for the purpose, provided that nothing in this subsection shall be construed as authorizing the implementation of any contract, or part thereof, negotiated with a labor union prior to the approval of an appropriation for the contract by vote of Town Meeting.
As applied in this bylaw, the following words and phrases define
employee classifications:
A. Full-time employee: an employee who is scheduled to work 40 hours
per week.
B. Benefit-eligible employee: an employee who is regularly scheduled
to work 20 hours or more per week.
C. Part-time employee: an employee who is scheduled to work less than
20 hours per week. Such employees are not eligible for benefits, including
but not limited to vacation leave, sick leave, and health insurance
coverage under MGL C. 32B.
D. Intermittent employee: an employee who works any shift or a portion
of a shift as needed. Such employees are not eligible for benefits,
including but not limited to vacation leave, sick leave, and health
insurance coverage under MGL C. 32B.
E. Seasonal/Temporary employee: an employee who is hired for a limited
duration of time, not to extend beyond six months. Such employees
are not eligible for benefits, including but not limited to vacation
leave, sick leave, and health insurance coverage under MGL C. 32B.
F. Exempt employee: an administrative, executive or professional employee
as defined by the federal Fair Labor Standards Act (FLSA). Such an employee is typically paid on a salary basis.
G. Nonexempt employee: an employee who is paid for the hours worked
each week, and entitled under the FLSA to overtime for hours actually
worked in excess of 40 hours per week. These employees are typically
paid on an hourly basis.
There shall be maintained in the office of the Human Resources
Director an individual file for each employee of the Town, subject
to state and federal laws.