Pursuant to the authority contained in MGL c.
41, §§ 108A and 108C, as amended, the Board may, as
necessary, establish plans which may be amended from time to time
by vote of the town at a Town Meeting.
A. Classifying positions in the service of the town other
than those under the exclusive authority of a department or administrative
authority other than this Board;
B. Recommending appropriate compensation plans;
C. Providing for the administration of said classification
and compensation plans; and
D. Advising the Select Board, Finance Committee and all
departments and administrative authorities employing or responsible
for town employees not covered by the classification plan on all matters
pertaining to compensation, personnel policies and administration,
by making recommendations to said departments and administrative authorities.
[Amended 9-12-2020 ATM by Art. 19]
As used in this bylaw, the following words and
phrases shall have the following meanings unless a different construction
is clearly required by the context or by the laws of the commonwealth.
ADMINISTRATIVE AUTHORITY
The elected or appointed official, board, commission or similar
entity having jurisdiction over a function or activity.
BOARD
The Personnel Board as described in §
23-3.
CLASS
A position or group of positions essentially similar in respect
to duties and responsibilities to the extent that a common scale of
compensation can be applied with equity.
CLASSIFICATION PLAN
A tabulation of classes as described in §
23-4 of this bylaw, plus class specifications which are on file with the Board and which are hereby incorporated by reference.
COMPENSATION
Salary, wages, benefit programs, fringe benefits and certain
working conditions.
COMPENSATION PLAN
Regulations and procedures relating to employee compensation as described in §
23-5 of this bylaw.
CONTINUOUS EMPLOYMENT
Employment uninterrupted except for required military service,
authorized vacation, sick leave, bereavement leave, personal days,
court leave or other authorized leave or absence.
DEPARTMENT
Any department, board, committee, commission or other agency
of the town subject to this bylaw.
DEPARTMENT HEAD
The officer, board or other body having immediate supervision
and control of a department, in the instance of a department serving
under the supervision and control of the Select Board Members, the
officer, board or other body immediately responsible to the Select
Board for administration of the department.
[Amended 9-12-2020 ATM by Art. 19]
EMPLOYEE
Any person retained in the service of the town on a full-time
or part-time basis and receiving salary or wages.
FULL-TIME EMPLOYMENT
Employment for not less than 20 hours per week for 52 weeks
per annum, minus legal holidays and authorized leave or absence, including
but not limited to military service leave, vacation, sick leave, bereavement
leave, personal days and court leave.
HOLIDAY
The Lord's day and all days on which legal holidays are observed,
provided that the phrase "holiday" shall not include the Lord's day
for purpose of holiday pay.
OVERTIME
In accordance with the Fair Labor Standards Act as it pertains
to municipal employees.
PART-TIME EMPLOYMENT
Employment for a lesser period of time than that which constitutes
full-time employment.
REGULAR EMPLOYEE
An employee retained on a continuing basis in a regular position.
REGULAR POSITION
Any position in the town services which has required or is
likely to require the services of an employee for a period of more
than six uninterrupted calendar months.
TEMPORARY POSITION
Any position in the town which is not permanent, but which
requires or is likely to require the services of an employee for a
period not exceeding six calendar months.
TOWN
The Town of Boxford, Massachusetts.
The provisions of this section shall apply to
employees included in the classification plan:
A. New appointees.
(1) New employees shall be paid the entry level rate for
the grade unless the department head applies for and receives prior
written approval of the Board to do otherwise.
(2) Each new employee shall serve a probationary period
of 90 calendar days. Unsatisfactory performance within this period
shall be cause for termination.
B. Promotions.
(1) When an employee is promoted to a position in a higher
class, the compensation shall normally be increased to the minimum
rate for the higher classification. In the case of overlapping ranges,
the promoted employee's rate shall be increased to a step immediately
above the employee's previous rate unless the department head applies
for and receives prior written approval of the Board to do otherwise.
(2) If an employee is transferred to a position in a class
having a higher salary range than the class from which the employee
was transferred, such change shall be deemed a promotion.
C. Demotions. When an employee is demoted to a lower
class due to unsatisfactory job performance, the employee's rate of
pay shall be lowered to fit within the approved range for the lower
position. The precise rate will be determined by the Board.
D. Reallocation downward. When an employee is reallocated
by the town administration to a class with a lower rate of pay for
reasons other than unsatisfactory job performance, there shall be
no reduction in the employee's rate of pay. The employee's rate of
pay will not be increased until approved increases in the new class
exceed the employee's former rate unless the department head applies
for and receives prior written approval of the Board to do otherwise.
E. Reinstated employees. A reinstated employee shall
receive a rate of pay within the approved range for the position.
The precise rate will be determined by the Board.
F. Overtime. Overtime pay shall be paid in accordance
with the Fair Labor Standards Act as it applies to municipal employees.
G. Salary adjustments.
(1) All employees shall have their performance reviewed
annually by their department head or other supervisor for the purpose
of determining which employees shall receive salary increases. Many
factors may enter into any recommendation, but major emphasis shall
be placed upon quality of performance rendered to the town by the
employee.
(2) Failure to submit an evaluation of an employee's performance
will preclude a salary increase for that employee in the subsequent
fiscal year unless the department head shall apply for a receive written
approval of the Board to do otherwise. In such an instance the adjusted
rate and its effective date will be determined by the Board.
(3) The results of the evaluation shall be submitted to
the Board no later than 60 days prior to the Annual Town Meeting.
Recommended wage adjustments shall be submitted to the Finance Committee
no later than 45 days prior to the Annual Town Meeting. In no case
shall the compensation of any employee be raised above the maximum
for the employee's class.
H. Longevity payment.
(1) Employees who have completed 10 years or more of continuous
employment will be eligible for an additional payment in accordance
with the following schedule:
|
Length of Service
|
Payment
|
---|
|
Completed 10 but fewer than 15 years
|
2.5% of base wages received in the previous
fiscal year
|
|
Completed 15 years
|
5.0% of base wages received in the previous
fiscal year
|
(2) The longevity payment is in the form of a lump sum.
It is calculated and paid after each fiscal year in which the employee
becomes or remains eligible has ended. The payment is derived from
base wages attributable to the employee's normally scheduled hours
per week. It does not recognize time beyond that normally scheduled,
overtime, leaves (other than vacations and holidays) or other absences.