A.
The hiring rate shall be the minimum of the rate range for the job
unless otherwise authorized by the Department Head and Personnel Board.
If such authorization is given, it shall be supported by written statement
of the reasons.
B.
All new employees shall be hired on a probationary basis for one
year. By the end of the one-year probationary period, the employee's
Department Head shall recommend to either permanently appoint or terminate
the employee. Such recommendation to go into effect upon approval
of the Personnel Board. Action by the Personnel Board will take place
within a reasonable period following receipt of the Department Head's
recommendation. The probationary period will continue until said recommendation
is approved by the Personnel Board.
A.
Progression through the PLAN is NOT automatic and shall be on the
basis of merit on recommendation of the Department Head and the Personnel
Board. As to employees hired prior to July 1, 2017, eligibility for
step increase will be on the anniversary date or promotion date. If
an evaluation rating of "Meets Expectations" or better is received
at the annual review, the employee will advance a step on the PLAN.
B.
New hires. As to employees hired on or after July 1, 2017, the Department
Head will complete a performance evaluation at the end of the one-year
probationary period to determine the status of probationary to permanent.
If the employee is recommended for permanent status, the employee
will receive a merit increase if a rating of "Meets Expectations"
or better is received. Eligibility for merit increase will be on the
anniversary date or promotion date.
A.
When an employee is promoted to a higher rate job, the entry shall
be at the minimum of the job rate range or at the employee's own rate,
whichever is the higher. An employee may also receive a step increase
at the time, if the Department Head feels that qualifications and
performance warrant it, and the Personnel Board recommends it.
B.
An employee who is promoted to a higher rated job shall be given
a maximum of 30 days trial period in the new position at the applicable
rate of pay for the position. If at the end of 30 days of such trial
period it is determined by his/her supervisor that the employee's
performance in such position is not satisfactory then he/she may be
returned to his/her old position and rate of pay.
When rate ranges are affected by a wage increase voted by the
Town, either fixed percentage or a fixed amount, all employees covered
by the PLAN shall benefit but no employee shall be increased to a
higher step in the rate range unless such increase shall be on the
basis of merit at the recommendation of the Department Head and the
Personnel Board.
A.
No job, position, or employee, or any rate of pay, can be reclassified
or reallocated, nor any step (progression increase) granted unless
the Board shall have specifically approved the action before it is
taken.
B.
The proper Department Head shall inform the Board of each change
in the content of a job or position.
C.
An employee reclassified as a result of rate range revision shall
continue at the current rate until such time as the Department Head
recommends that qualification and performance warrant a merit increase
and the Personnel Board approves.
D.
No pay shall be reduced as a result of a rate range revision of the
PLAN when an employee receives a pay rate above the maximum for the
job. This rate becomes a personal rate and applies only to the present
incumbent. When the incumbent's employment ends no successor shall
advance beyond the maximum for the job.
E.
No increase shall exceed the maximum of the current salary schedule.
A salary budget plan to provide funds for anticipated pay adjustments
during the year will be developed with the approval of the Personnel
Board.
B.
For positions listed in the Hourly Schedule, Fire Schedule, Safety
Schedule, and Recreation Schedule, overtime shall be paid at straight
time rate for all hours worked in excess of the weekly authorized
hours up to 40 hours. Overtime shall be paid at the rate of time and
one half for all hours worked in excess of 40 hours in a scheduled
workweek.
C.
Compensatory time may be granted to all employees listed in Subsection A except those listed as Grade 4* or higher on the Professional Salary Schedule according to the following conditions:
(1)
Definitions. Compensatory time: Employees who in a given workweek
actually work (excluding vacation, sick, personal or compensatory
time taken) a number of hours which exceed the employee's weekly authorized
hours may request, subject to the provisions of this Article, that
such excess hours worked be converted to compensatory time. Employees
shall be granted one-hour of compensatory time for each hour worked
in excess of the regular workweek until the employee has actually
worked 40 hours in the workweek. Approved compensatory time shall
accrue at a rate of time and one-half for all hours actually worked
in excess of 40 hours in a scheduled workweek. Employees in Grades
P5-P12 who regularly attend scheduled board or commission meetings
shall add 2.5 hours to their regular workweek hours for compensatory
hour calculations only.
(2)
Accrual; approval. All hours worked above the regular weekly
authorized hour limit will be approved in advance by either the Town
Administrator or his designee. In an emergency situation, the additional
hours will be approved during the next working day. The request for
additional hours will be made by the Department Head and submitted
to the Town Administrator on a Time Card.
(3)
Recording of compensatory time. After approvals by the Town
Administrator, the Time Card will be returned to the Department Head
for verification of hours worked. The Time Card will then be forwarded
to the Personnel Department for recording.
(4)
Compensatory time. Use of compensatory time shall be scheduled
during the year as best serves the public interest subject to the
Department Heads approval. Such approval shall generally be granted
provided that the use of the compensatory time is not "unduly disruptive":
