A. 
This manual provides employees and department heads with personnel policies and procedures for the Town of Tolland. This handbook is intended to serve as a practical guide to the Town's personnel policies and practices. However, since it is only a summary compiled for the convenience of our employees and supervisors, it is not intended to cover all topics or circumstances. The Town reserves the right to respond to specific situations in whatever manner the Town believes best suits the needs of the Town and the employee involved.
B. 
Inasmuch as this manual and its provisions are not considered static, they are subject to review from time to time and will be updated periodically. The Town reserves the right to modify any condition of employment in whatever manner it believes to be appropriate as necessary. Any amendments, revisions and additions will be distributed to all holders of the manual as they are developed and are ready for promulgation.
C. 
The contents of this manual are presented as a matter of information only. This manual does not create an express or implied contract of employment, constitute a term or provision of any contract of employment, nor does it create any contractual obligations on behalf of the Town of Tolland. No person in the Town has the authority to make a commitment of guaranteed or continuing employment unless it is a written individual contract signed by the Town Manager and approved by the Town Council. No employee has a vested property right, constitutional or otherwise, in a job or position with the Town. New situations develop constantly, and it is to be understood that the Town reserves the right to change or alter all or any part of this manual as circumstances may require.
A. 
The terms of this policy shall apply to appointees to all positions now or hereafter created, except the following:
(1) 
All elective officials and persons appointed to fill vacancies in elective offices.
(2) 
Members of boards and commissions and their appointees.
(3) 
The Town Manager and other officers appointed by the Town Council.
(4) 
Employees of the Board of Education.
(5) 
Persons employed in a professional capacity to make or conduct a temporary or special inquiry, study or investigation or who are employed for a temporary period and designated by the Town Manager as temporary employees.
(6) 
Volunteer personnel.
(7) 
Persons employed under individual contract or who are covered by a collective bargaining agreement.
B. 
While the above categories of employees shall not be eligible for any of the benefits set forth in these policies, they will be expected to comply with the Town's rules and regulations regarding conduct while performing work for the Town.
[Amended 6-28-2011; 6-14-2022]
The Town of Tolland is committed to complying with all laws that prohibit discrimination in employment on the basis of any legally protected status. In addition, the Town of Tolland will ensure that its employment practices will provide an equality of opportunity to applicants and employees without regard to their race, color, religion, sex, national origin, ancestry, age, disability, military/veteran status, genetic information, gender identity/expression, pregnancy, marital status, sexual orientation, hair texture/protective hairstyles or any other legally applicable protected status. This policy applies to employment practices, including, but not limited to, hiring, placements, promotions, terminations, layoffs, recalls, transfers, leaves of absence, compensation and training. The Town maintains an Affirmative Action Policy that contains provisions concerning the purpose of such policy, its distribution, and implementation. Copies of the Town’s Affirmative Action Policy are available from the office of the Town Manager.
These policies and procedures shall apply to all employees of the Town of Tolland, except as stated in § A174-2, Scope. A violation of these policies may, at the determination of the Town Manager, result in disciplinary action up to and including dismissal. Employees of the Town may be disciplined for other legitimate reasons, as determined by the Town. Where there is a conflict between a particular personnel rule and statements contained in an approved, uniform department regulation or Town, state or federal law, or more specific statements contained in Town policies (such as insurance policies), then those statements shall prevail. These policies shall serve as a guide to the administration of the Town's personnel system. The policies are not all-inclusive, and final discretion as to the interpretation or the appropriate course of action concerning a particular personnel matter shall be that of the Town Manager.