The positions of all officers and employees in the service of
the Town (whether full-time, part-time, special, civil service or
other), other than those positions filled by popular election and
those under the direction and control of the School Committee, shall
be classified by titles in groups listed in a schedule entitled "Job
Classification by Groups."
Whenever a new position is established or the duties of an existing
position are so changed that in effect a new position is created,
upon presentation of substantiating data satisfactory to the Town
Manager, he shall allocate such new or changed position to its appropriate
group.
No person shall be appointed, employed or paid as a employee
in any position subject to the provisions of the Classification Plan
under any title other than those of the Classification Plan, or under
any title other than that of the job the duties of which are actually
performed. The job title in the plan shall be the official title for
all purposes having to do with the position and shall be used to designate
the position in all payrolls, budget estimates and official reports,
and in every other connection involving personnel and fiscal processes.
No employee may be reclassified to a job in another group, either
higher or lower, until the Town Manager shall have determined such
a classification will be consistent with the Classification and Salary
Plans. There shall be only one reclassification in any twelve-month
period for any employee, except in unusual circumstances.
The Town Manager shall maintain written job descriptions of
the jobs and positions in the Classification Plan, describing the
essential characteristics, requirements and general duties of the
job. The description shall not be interpreted as complete or limiting
definitions of any job, and employees shall continue in the future
as in the past to perform any duties assigned by department heads,
supervisors, or other administrative authority.
Any proposals of change in the Salary Plan as defined in this
section brought before the voters at an Annual or Special Town Meeting
shall be placed on the warrant for such meeting so as to precede any
and all articles dealing with or including monies for salaries, wages
or other payments or benefits for services rendered by Town employees.
A. A Salary Plan is to be established by vote of the Town in Town Meeting
to provide minimum and maximum salaries, or single-rate salaries for
the groups and positions in the Classification Plan. The salary range
or rate of a group shall be the salary range or rate for all positions
classified in the group.
B. The office of the Town Accountant shall not prepare, process or provide
forms or information which would in any way authorize or permit the
payment of salary or wages to any new employee of the Town without
the prior certification of the Town Manager that the proposed rate
of pay complies with those pertinent requirements set forth elsewhere
in this bylaw and with such other requirements as may be established
by vote of the Town Meeting.
C. The office of Town Accountant shall not process or permit payment
of salary or wages for any employee of the Town whose rate of pay
exceeds that established and approved by the Annual Town Meeting and
set forth in the Salary Administration Plan. The Town Manager shall
be notified when such violations occur.
The Classification and Salary Plans or other plans, policies,
provisions and conditions of employment drafted by the Town Manager
and subsequently approved by Town Meeting may be amended by vote of
the Town at a regular or special Town Meeting. No amendment of any
such plans, policies, etc. shall be made until it has been presented
by signed petition to the Town Manager and acted upon by the Town
Manager. Upon receipt of such a petition, the Town Manager, after
giving petitioners, heads of the departments, and employees affected
at least three days' written notice, shall hold a hearing of the parties
interested to consider the proposed amendment. If the Town Manager
shall fail to act on an amendment as presented within 15 days, the
Town Manager shall be deemed to have disapproved the amendment. The
petition may then be presented to the Town Meeting if so desired.
Nothing in this bylaw, or in the Salary Plan, shall be construed
to conflict with Chapter 31 of the General Laws.