A.
The following policies, provisions, and conditions of employment
were initially effective July 1, 1985, and continue in effect through
succeeding years as modified from time to time by action of Town Meeting.
B.
These provisions shall apply to all non-union employees of the Town,
except those under the jurisdiction of the School Committee and those
having civil service status.
As used in this statement of policies, provisions, and conditions
of employment, the following terms shall have the meanings indicated:
Length of employment with the Town of Norton uninterrupted
except for authorized military leave, vacation leave, sick leave,
court leave, or authorized leave of absence.
All employees permanently assigned to the 4:00 p.m. to 12:00
midnight and the 12:00 midnight to 8:00 a.m. shifts shall be paid
a differential of 9% of their base pay rate.
Any individual except an elected or appointed official who
is paid by the Town for the services rendered to the Town and for
whom federal and state income tax withholdings are made.
The period from July 1 through the following June 30. Pay
periods in any fiscal year shall be determined by the number of Saturdays
in the year.
Any employee who normally works a minimum of 35 hours per
week in one department throughout the year.
For clerical workers, the normal work week is 35 hours beginning
at 12:00 midnight Saturday. For all other employees, eight hours is
the normal work day and 40 hours the normal work week beginning at
12:00 midnight Saturday.
Any hours or portions thereof worked by an employee, in one
department, over and above the normal work week as defined above.
Any employee who normally works a minimum of 17 1/2
hours up to 34 hours per week in one department throughout the year.
That compensation paid an employee for each hour worked during
a normal work week.
Any employee whose duration of employment with the Town is
of a seasonal or temporary nature.
A.
Wage and salary increases.
(1)
Increases in salary or wages may be granted only upon recommendation
of the Town Manager and only if such increases are within the wage
guidelines established in the Salary Plan as voted by the action of
the Annual or Special Town Meeting.
(2)
The Town Manager, prior to making annual wage and salary recommendations
to the Finance Committee, shall, in the case of each individual employee,
examine the employee's record, discuss his work performance with his
immediate supervisor, and shall inform the employee of the Town Manager's
evaluation and recommendation. Any employee who informs the Town Manager,
in writing, within one week of receiving the Town Manager's recommendation
of his desire to do so shall be entitled to a review before the Town
Manager in person; no questioned recommendation shall be submitted
to a Town Meeting prior to such a review.
B.
Promotions. Upon promotion, an employee shall be paid at a rate no
lower than the rate established for the new classification, or at
a rate no lower than what he received prior to the promotion, whichever
is higher.
C.
Computation of overtime. Overtime shall be paid to hourly employees
only, at 1 1/2 times straight hourly earnings. When calculating
overtime, holiday leave and vacation leave shall be considered as
time worked.
D.
Call-back pay. When an employee, except a salaried employee, is requested
to return to work after completing a normal day's work, he shall be
compensated for no fewer than four hours, even though he may have
worked a lesser number.
E.
Application for differential pay.
(1)
The employee assigned to the 4:00 p.m. to 12:00 midnight shift shall
receive the differential at overtime rate if the employee is required
to work beyond his or her normal tour of duty. The employee assigned
to the 12:00 midnight to 8:00 a.m. shift shall not receive differential
overtime.
(2)
Employees authorized and required to return to duty after the terminal
hour of their regular shift shall be paid regular overtime.
(3)
Employees accepting extra tours of duty shall be paid regular overtime.
(4)
An employee receiving differential pay who is transferred to the
8:00 a.m. to 4:00 p.m. shift on a temporary basis to attend school
or other courses of instruction, to replace the supervisor or for
any other reason shall be paid the differential rate.
All employees under the jurisdiction of the Town Manager will
be introduced to the Wage and Salary Schedule at a level at least
equal to what they received prior to the adoption of the schedule.
Further, no employee of the Town at the time of the adoption of this
schedule and Classification Plan shall be discharged, demoted or transferred
because of the reclassification of his position or because of the
adoption of new criteria for the holding of such position.
Every applicant for permanent appointive employment by the Town
shall be certified by a practicing physician as to his or her physical
fitness to perform the duties of the position to which the applicant
seeks employment; no applicant who is not certified may be appointed
to any permanent position whatsoever. The Town Manager may, at his
discretion, require similar certification for appointment to temporary
but physically demanding positions.
The Town Manager shall have the authority to standardize the
administrative forms and records used in Town personnel administration,
other than those whose format is regulated by statute or by state
agencies supervision municipal administration.
