The compensation provided for in this article shall be subject
to the availability of appropriated funds.
The Compensation Schedule[1] set forth in this bylaw shall consist of hourly rates
as well as salaries, which are on a grade and step schedule. The weekly
pay period begins at 12:01 a.m. on Sunday and ends at 12:00 midnight
on the following Saturday.
[1]
Editor's Note: Said schedule is on file in the Town offices.
A.
The hiring rate shall be Step 1 of the rate range for the job for
which the new employee is hired. Hiring an employee at a rate above
Step 1 requires the advanced approval of the Personnel Board. Should
a potential employee's experience warrant the hiring above Step
1, approval will be required by the Personnel Board prior to the hiring.
The Board may investigate any request for a higher salary step and
confer with the immediate supervisor or department head relative to
such employment.
B.
The appointing authority may negotiate benefits to permit competitive
hiring, subject to appropriation and the prior approval of the Personnel
Board.
A.
An employee who receives a promotion shall be compensated at the
rate of pay that is closest to but greater than the employee's
current rate of pay or at a step rate that the appointing authority,
subject to approval of the Personnel Board, believes the employee's
qualifications and performance warrants.
B.
If an employee is transferred to a lower rate job, he/she shall enter
it at his/her own rate.
Any salary rate which is above the maximum rate for a job, as
established by this plan, shall be deemed to be a personal rate. Should
an employee's position be reclassified to a lower grade or rate,
that employee will be grandfathered in at his/her current rate. This
personal rate will not apply to the employee's successor in the
position.
Employees who have assigned office space are not permitted to
work from home. Our goal is to have Town offices open to the public
whenever possible. The Select Board must grant permission for any
exceptions to this policy.
The compensation paid an employee per the Compensation Plan
for each hour worked during the normal workweek shall be his/her regular
straight-time hourly pay. In those instances in which the hourly earnings
are not specified in the Compensation Plan, the straight-time hourly
pay is calculated by dividing the weekly rate by the normal workweek
hours. For a salaried position, straight-time hourly pay is calculated
by dividing the weekly compensation by the normal workweek hours of
that area in which the employee works.
In accordance with the Fair Labor Standards Act (FLSA), the
Town is establishing a seven-day work period commencing on Sunday
at 12:01 a.m.
A.
Any hours, or portions thereof, authorized by the department head
and worked by an employee in the service of the Town, except salaried
personnel, over and above 40 hours for the normal workweek shall be
considered overtime. For purposes of calculating overtime, holiday
pay and vacation pay shall not be considered as hours worked.
B.
Overtime shall be compensated to all employees at 1 1/2 times
straight hourly earnings with the exception of salaried personnel.
C.
Where an employee in a single workweek works at two or more different
types of work for which different straight-time rates have been established,
the regular rate for that week is the weighted average of such rates.
That is, the earnings from all such rates are added together and this
total is then divided by the total number of hours worked at all jobs
(FLSA).
A.
When all Town employees (i.e., Town Hall, library, nonunion DPW,
nonunion police, nonunion dispatchers) except salaried employees are
requested to return to work after completing their normal day's
work, they shall be compensated for no less than two hours.
B.
When firefighters and EMTs report to duty during the hours of 11:00
p.m. to 6:00 a.m., they shall be paid a minimum of two hours.
A.
Merit/step raises. Raises will be awarded on an annual basis, providing
the employee has completed at least one year of employment and only
after a satisfactory performance review is received by the Personnel
Board, as required in the Performance Review and Evaluation Procedure
Manual.
B.
In order for all merit/step raises to be approved, the Personnel
Board must receive the annual reviews by June 30 of each year and
mid-year reviews by December 30. Failure to submit by the appropriate
date may result in a withholding of the said merit/step raises until
reviews are received and approved by the Personnel Board. Department
heads' failure to comply will result in oral and/or written reprimand.
C.
Cost-of-living raises will be voted at the Annual Town Meeting. Recommendations
shall be made by Select Board and Personnel Board.
