[HISTORY: Adopted by the Municipal Council of the City of
Taunton as Rev. Ords. 1964, §§ 14-1 to 14-12 and 14-14
(§ 2-4 and Ch. 2, Art. IV, of the 2010 Code). Amendments
noted where applicable.]
[Amended 5-23-2000]
Salaries shall be paid on a weekly basis. All employees, officers
and positions shall receive the salaries set forth in the most recently
agreed upon and signed union association contract or agreement between
the City and the applicable bargaining unit. Agreements for upgrade
or creation purposes of employees, officers or positions shall be
allowed during contract periods.
[1]
Editor's Note: Former § 105-2, Physical examination,
as amended, was repealed 10-10-2023.
[Amended 7-22-1969; 5-23-2000]
In addition to the salaries paid to the officers and employees
of the City, there shall be allowed and paid for necessary expenses
of travel from place to place within the City travel allowances to
City employees and officers as approved by the Municipal Council and
stipulated in the applicable bargaining unit contract if the employee
or officer is covered by a union or association contract or in City
ordinance if the employee or officer is not covered by a bargaining
unit contract.
[Added 8-27-1974; amended 7-17-1979; 3-15-1988; 9-5-2000; 10-26-2021]
A.
Purpose. It is the purpose of this section to provide direction and
guidance to department heads and their staff in regards to which employee
expenses are generally reimbursable, under what circumstances, and
the procedures to request such reimbursement.
B.
Scope. This section shall be followed by each and every City department
and their respective employees without exception.
C.
Allowed reimbursable expenses.
(1)
Generally, allowed reimbursable expenses are those that employees
must incur as a result of completing their normally assigned duties
and responsibilities for the City, including conferences, meetings
and seminars, and shall be conducted in the most reasonable, cost-efficient
manner possible.
(2)
Such expenses may include postage, copying, auto mileage, conference
registration fees, airplane tickets, parking charges, tolls, taxi
charges, rental cars, licenses, and other similar expenses authorized
by department heads.
(3)
Union and employee contracts must be reviewed to ensure the language
of those agreements is being followed. These contracts may establish
the types or limits of employee reimbursements.
(4)
Reimbursements should be made only for charges reasonably needed
for the conduct of City business and not for the purpose of personal
convenience.
(5)
Employee reimbursements should only be utilized as a last resort
for purchases, not to circumvent the purchase order and warrant processes.
(6)
Reimbursement vouchers must be submitted no later than 45 days after
purchases or completion of event/course.
(7)
Nothing within this section shall contradict or limit the authority
of the City Auditor pursuant to the provisions of MGL c. 41, § 52.
D.
Procedures to request reimbursement.
(1)
An original itemized receipt, invoice, or bill is required.
(a)
Reason for purchase must accompany the receipt, invoice, or
bill.
(3)
If there is a lost or missing invoice/receipt/bill, the individual
requesting the reimbursement should provide a dated letter or memo
(signed under the pains and penalties of perjury) explaining the situation
and providing the requested reimbursement amount. (This document would
be what we use as the "invoice" for processing purposes.)
(4)
Reimbursements without a valid receipt or invoice will be paid only
if deemed reasonable by the City Auditor, as per MGL c. 41, § 52.
(5)
All reimbursement requests, as with all City vouchers for payments,
must be accompanied by an approved purchase order.
(6)
When a cash, check or credit/debit card payment is being reimbursed,
the following must occur:
(7)
Reimbursement requests shall be presented with employee reimbursement
forms.
(8)
Notwithstanding the above, the Auditor, within its discretion, may
require an employee to produce additional documentation when processing
an employee reimbursement.
E.
Travel reimbursements.
(1)
All reimbursements sought for travel expenses will need to be accompanied
with the following documentation:
(2)
For local travel of less than 30 miles, City fleet vehicles shall
be used if available in an effort to reduce travel expenses. Employees
shall contact Human Resources to check availability of fleet vehicles
and range of vehicles when planning local travel.
(3)
The following are travel reimbursement elements that will require
additional support information:
(a)
Mileage reimbursement for use of private vehicles will be made
at the current IRS rate. In-town mileage shall be calculated from
the employee's office location to the destination points. Out-of-town
mileage will be calculated from the actual point of departure to the
actual point of arrival. A completed City reimbursement form (in-town
or out-of-town) shall be submitted as supporting documentation for
the miles being reimbursed for. A printout of the route taken (i.e.,
Google Maps) shall accompany the reimbursement form for out-of-town
mileage or when out-of-town reimbursement is being sought on a monthly
in-town reimbursement form. Fleet vehicles shall be used when available.
(b)
Food reimbursements shall follow the policies established pursuant to the City of Taunton Ordinances where applicable. For trips of more than 24 hours, detailed receipts are required when an individual seeks reimbursement above the established meal rates, per Subsection D(4). Reimbursements with detailed receipts will not exceed the following maximums: breakfast - $10, lunch - $15, and dinner - $25. Tips related to these meals shall be reimbursed, but reimbursement will not exceed 20% of the total bill. Reimbursements will be allowable for lunches purchased during an all-day event or trip. An all-day event or trip is defined as starting no later than 10:00 a.m. and ending no earlier than 2:00 p.m. No reimbursements will be made for breakfast or dinner for these single-day events. Alcohol is not an allowable expense MGL c. 44, § 58.
(c)
Lodging expenses should be made at the lowest possible cost.
Reimbursements for lodging will be limited to only those charges and
fees necessary to make and fulfill the reservation. Lodging will only
be approved in the event that the travel location is greater than
60 miles from City Hall or otherwise approved by the Mayor or her
designee. All overnight stays must receive prior written approval
by the respective department manager. In the event a department manager
seeks lodging, the Mayor must provide prior written approval.
[Amended 5-23-2000]
With the exception of part-time and seasonal employees and members
of boards or commissions, employee vacation time, where applicable,
shall be accrued, utilized and reimbursed in the manner stipulated
in the most recently agreed upon and applicable union or association
contract with the City which covers said employee. Employees not covered
by a collective bargaining agreement shall accrue, utilize and be
reimbursed for vacation time in accordance with the personnel policy
for the City of Taunton.
[Amended 8-15-1972; 3-22-1977; 5-23-2000]
A.
Generally.
With the exception of part-time and seasonal employees and members
of boards or commissions, employee sick time, where applicable, shall
be accrued, utilized and reimbursed in the manner stipulated in the
most recently agreed upon and applicable union or association contract
with the City which covers said employee. Employees not covered by
a collective bargaining agreement shall accrue, utilize and be reimbursed
for sick time in accordance with the personnel policy for the City
of Taunton.
[Amended 7-11-2000]
B.
Records.
Whenever any employee is absent because of personal illness, the number
of days of absence with pay shall be charged against his or her sick
leave credits on records kept in each department for all employees
under the supervision and direction of said department.
C.
Members of armed forces not to lose accumulated sick leave during service. An employee in the categories listed in Subsection A who is a member of the Armed Forces of the United States shall be entitled to all sick leave benefits after having resumed his/her duties as an employee of the City, and no sick leave which the employee may have accumulated shall be lost or lapsed because of military leave.
[Amended 5-23-2000]
There shall be a personnel policy established by the Mayor and
approved by the Municipal Council. This policy shall contain all required
notifications, statements and policies required for conformance with
state and federal labor laws as well as any City requirements, procedures,
and notifications. In the event of a conflict between a contract duly
approved by the City and any item contained in the personnel policy,
the provisions of the contract shall prevail. In addition, the personnel
policy shall specify all benefits for employees and officials not
covered under a contract with the City.
[Added 5-15-2001]
A.
Policy statement.
(1)
The City of Taunton's compensation program is designed to achieve
the following goals:
(a)
Ensuring fair and consistent pay practices;
(b)
Complying with applicable federal and state laws and regulations;
(c)
Operating within the constraints of the City of Taunton's budgetary
process and financial resource limitations;
(d)
Ensuring administrative efficiency; and
(e)
Allowing the City of Taunton to offer competitive salaries relative
to the labor markets in which the City of Taunton recruits.
(2)
The City of Taunton generally recruits in the local and regional
labor markets to fill exempt positions and in the regional and national
labor market to fill executive positions. While pay practices reflect
local living costs, they are competitive with pay practices in the
relevant labor markets.
B.
Exempt staff.
(1)
Exempt staff shall consist of all employees of the City of Taunton,
whether part time or full time, who are not covered by the terms of
a collective bargaining agreement and who are not seasonal and/or
special employees of the City of Taunton. This definition excludes
the chief executive officer and the legislative officers and the Police
and Fire Chiefs whose remuneration is defined by statute and any employee
whose terms and conditions of employment are set by an individual
employment contract.
(2)
Exempt staff compensation shall be made by appropriation made by
the Mayor and approved by the Municipal Council in accordance with
normal appropriation procedures and shall be adjusted annually, July
1, by the CPI-U, the consumer price index urban, as published annually
by the Bureau of Labor Statistics for the immediately preceding calendar
year.
[Added 10-28-2014; amended 11-29-2016; 9-11-2018]
The base salary for the Mayor of the City of Taunton shall be
$125,500 per year.
[Amended 2-13-1968]
No person shall be offered or shall accept temporary employment
with any department, agency, board, commission or other instrumentality
of the City without the prior approval of the Mayor and Municipal
Council.
[Amended 11-22-1966]
No officer or employee of the City shall do any act which has
the purpose or effect of causing any office or position of the City
to be placed within the classified civil service provided for by MGL
c. 31, and the rules made thereunder, without the prior authorizing
vote of the Municipal Council.[1]
[1]
Editor's Note: Original § 2-183, Residency requirement,
amended 8-30-1977, and § 2-184, Restricted duty capacity
for employees partially disabled in course of employment, added 4-27-1971,
which immediately followed this section, were repealed 3-23-1999 and
2-20-2001, respectively.
[Amended 8-11-1970; 11-17-1970; 5-11-1971; 6-22-1971; 7-23-1974; 8-20-1974; 5-23-2000]
All eligible employees shall be granted longevity pay as stipulated
in their most recently agreed upon and applicable union or association
contract with the City. Employees not covered by a collective bargaining
agreement shall be granted longevity pay in accordance with the personnel
policy for the City of Taunton.
[Amended 11-14-1978]
A.
Violation rate schedule. The following violations shall be subject
to disciplinary action based on the rate of seriousness indicated:
|
Rate
|
Violation
|
|---|---|
|
A 1
|
Drinking or use of drugs leading or contributing toward an accident
|
|
A 1, 2 or 3
|
Incompetence leading or contributing toward an accident
|
|
A 1 or 2
|
Insubordination contributing toward an accident
|
|
A 1 or 2
|
Misconduct contributing toward an accident
|
|
A 1 or 2
|
Abuse of property, materials and/or equipment contributing toward
an accident
|
|
A 1, 2 or 3
|
Failure to comply with health and safety regulations or policies
|
|
A 1, 2 or 3
|
Failure to obey rules concerning proper care and use of tools
and materials, etc., which contributes toward an accident
|
(1)
Explanation
of rate system. Safety violations will result in disciplinary action
as indicated below based on the rate of seriousness of the violation:
(a)
A 1 violations: three-day suspension, first violation; dismissal,
second violation.
(b)
A 2 violations: written warning, first violation; three-day suspension,
second violation; dismissal, third violation.
(c)
A 3 violations: verbal warning, first violation; three-day suspension,
second violation; dismissal, third violation.
(2)
Any
verbal or written warning or suspension for a violation will be taken
into consideration if there is another violation of that rule or any
other policy.
(3)
Violations
listed with more than one rate will be considered by the degree of
seriousness of that particular violation as to what disciplinary step
will be taken for first violation.
(4)
Records
of disciplinary action will be entered into the involved employee's
personal file.
(5)
Warnings
will be removed from an employee's personal file after a reasonable
length of time. This procedure is initiated by the employee and is
subject to approval of the department safety officer, employee's direct
supervisor and Chairperson, City Safety Council. The length of time
prior to the initiation of this procedure is in accordance with the
seriousness of the violation. The following schedule or waiting period
shall commence with the date of violation. Immediate dismissal is
to remain a permanent part of the employee's personal file.
(6)
At
no time will safety be disregarded to accelerate the completion of
a job regardless of the situation.
B.
Safety notices.
(1)
Compressed air used for cleaning must not exceed 30 psi per federal
statute, and any department that uses air compression that exceeds
100 psi will ensure that it will not be used for cleaning. To accomplish
this, department superintendents will provide specially designed nozzles.
These nozzles must be used and used as designed without modification.
Due to the potential hazards involved, violations of this safety notice
will be treated as follows:
(2)
In order to provide personal protection and in order to comply with
federal mandate, all City employees and all visitors to City facilities
must wear protective equipment when they are in hazardous areas. Hazardous
areas will be defined within each department by the department safety
officer and department superintendents. Employees will not be allowed
to work in these areas without suitable protection. Violations of
this safety notice will be dealt with as follows:
(3)
Due to the flammable and toxic nature of many of the materials used
by various departments within the City, "no smoking" regulations will
be rigorously enforced. Smoking will be permitted in specifically
designated areas as posted. Department heads along with their safety
officer will designate and post no-smoking areas within their departments.
In areas where smoking is permitted, only approved receptacles such
as ash trays or sand buckets will be used to dispose of matches and
cigarettes. Matches or cigarettes are not to be thrown into trash
receptacles. All employees are cautioned to never empty ash trays
before leaving from work. Smoking in prohibited areas and the unsafe
disposal of cigarettes or matches and the unsafe emptying of ash trays
are violations of this safety notice and will be treated as follows:
(4)
The City's garage and parking lot speed limits are to be strictly
enforced. This speed limit applies to all employees whether driving
personal or City vehicles. Violations of this safety notice will be
treated as follows:
C.
Fire extinguishers. Fire extinguishers are to be used as follows:
(1)
Employees are to know where fire extinguishers are located, what
types of fire they are suitable for, and how to operate them.
(2)
Employees are to use correct type of extinguisher on fires as listed
on extinguishers.
(3)
Whenever an extinguisher is used, and even if only partly discharged,
the employee using the same is to return the extinguisher to the department
safety officer.
D.
Clothing safety. For reasons of personal hygiene and safety, the
following dress regulations are required of City employees:
(1)
Employees are not permitted to wear shorts or bermudas.
(2)
Employees will wear proper footwear in manufacturing areas, road
work, sewer/water main work, tree work, operating lawn mowers and
other hazard jobs or areas; employees are not permitted to wear sandals,
tennis or any open type shoe.
(3)
Employees doing special jobs (cleaning City pools/fountains, etc.)
may wear tennis shoes or waders.
(4)
It is required that all employees regardless of working indoors or
outdoors wear shirts or other suitable clothing above the waist at
all times.
E.
Hard hats. Employees will wear hard hats when working on:
(1)
Construction jobs and around moving or stationary heavy equipment.
(2)
Tree work.
(3)
Installing/repairing water/sewer mains/lines.
(4)
Operating brush chipper, stumper and chain saw.
(5)
Upon recommendation of department safety officer on any occasion
not covered by any of the above. The department safety officer will
be the determining authority in fringe areas of this safety notice.
Violations of this safety notice will be treated as follows:
F.
Operation of special equipment. No employees will operate any special
equipment (brush chipper, stumper, chain saws, jack hammers, welding
equipment and heavy equipment, etc.) unless they have been specifically
hired to perform this task or they have had adequate training on said
equipment to enable them to be proficient enough to ensure that no
accidents are likely to result when operating special equipment. Violations
of this safety notice will be treated as follows:
G.
Sewer/water mains installation or repairs. Whenever any repairs are
done on existing sewer/water mains or installation of new sewer/water
mains, proper shoring will be used at all times as required by state
law. Violations of this safety notice will be treated as follows:
H.
Safety signs and reflector vests/straps. Whenever any work being
done by any City department blocks, obstructs or hinders the passage
of vehicles on a City thoroughfare, proper signs and horses or barriers
will be placed in accordance with existing state regulations. Personnel
working on these jobs will wear approved reflector vests at all times.
Violations of this safety notice will be treated as follows:
I.
Sound protectors. Any employee working with equipment that produces
high noise, e.g. jack hammers, chain saws, brush chippers, etc., will,
at all times, wear sound protectors while working with or around said
equipment. Violations of this safety notice will be treated as follows:
J.
Reports. A report is to be made out at the time of accident by supervisor
and submitted to the safety officer, for review and comment.
K.
Effect of section on state and federal rules. These policies and
rules do not supersede state and federal rules.
L.
Suspended employees not to be paid for suspension period. All suspensions
and dismissal proceedings must follow the procedures as set down by
civil service regulations and/or City ordinances and various representing
unions.
[Added 1-4-1972]
The provisions of MGL c. 32B, §§ 3, 7A and 9B,
are hereby adopted for the purpose of allowing the municipal employees
covered by the terms of said sections to collectively bargain with
the City for the granting of said benefits.
[Added 7-9-2019]
Pursuant to Section 53E 1/2 of Chapter 44 of the General Laws,
and every other pertinent authority, there is hereby established a
revolving fund to be called the Group Insurance Mitigation Fund (hereinafter
"Fund"). The programs and activities for which the Fund may be expended
are for mitigation and reimbursement related to health insurance and
health care expenses, as set forth in an Agreement entitled Memorandum
Of Agreement Between the City of Taunton and the City of Taunton Public
Employee Unions And Retirees, dated February 27, 2018, which is on
file with the City of Taunton Human Resources Director (hereinafter
"Agreement"). The departmental receipts that shall be credited to
the Fund shall be as set forth in the Agreement. The representatives
authorized to expend from such Fund are the Treasurer/Collector and
the Human Resources Director, acting in unison. The Fund shall in
all respects be governed by Section 53E 1/2 of Chapter 44 of the General
Laws, as same may be amended from time to time, and the terms of the
Agreement.
[Added 6-6-2023]
The Municipal Council shall establish the financial compensation,
if any, of all elected and appointed members of committees, boards
and commissions. This section, shall not apply to salaried or hourly
employees of the City. No compensation in addition to the compensation
set forth herein shall be paid for serving in those positions subject
to this section by the City of Taunton. Any vote to increase the stipend
of any committee, board or commission shall become effective on the
first day of the calendar year beginning next after the following
municipal election. The Municipal Council shall review the compensation
of all committees, boards and commissions periodically, at least once
every five years, following enactment of this section.
|
Position
|
Annual Stipend
|
Effective Date
|
|---|---|---|
|
Board of Health Member
|
$5,000
|
7-1-2023
|
|
Board of Health Chair
|
$5,500
|
7-1-2023
|
|
School Physician
|
$7,000
|
7-1-2023
|
|
Cable Commission Member
|
$1,500
|
7-1-2023
|
|
Cable Commission Chair
|
$1,800
|
7-1-2023
|
|
City Council Member
|
$10,000
$16,631.08
|
7-1-2023 to 12-31-2023
1-1-2024
|
|
City Council Chair
|
$10,000
$16,631.08
|
7-1-2023 to 12-31-2023
1-1-2024
|
|
Conservation Commission Member
|
$2,000
|
7-1-2023
|
|
Conservation Commission Chair
|
$2,500
|
7-1-2023
|
|
Election Commission Member
|
$700
|
7-1-2023
|
|
Election Commission Secretary
|
$750
|
7-1-2023
|
|
Election Commission Chair
|
$850
|
7-1-2023
|
|
License Commission
|
$2,250
|
7-1-2023
|
|
License Commission Chair
|
$3,500
|
7-1-2023
|
|
Planning Board
|
$3,000
|
7-1-2023
|
|
Planning Board Clerk
|
$3,200
|
7-1-2023
|
|
Planning Board Chair
|
$3,500
|
7-1-2023
|
|
Retirement Board
|
$4,500
|
7-1-2023
|
|
Retirement Board Chair
|
$4,500
|
7-1-2023
|
|
School Committee
|
$12,000
|
7-1-2023
|
|
School Committee Chair
|
$12,000
|
7-1-2023
|
|
Taunton Municipal Lighting Plant Commission Member
|
$6,000
|
7-1-2023
|
|
Taunton Municipal Lighting Plant Commission Chair
|
$6,400
|
7-1-2023
|
|
Zoning Board Member
|
$2,000
$2,500
|
7-1-2023 to 12-31-2023
1-1-2024
|
|
Zoning Board Clerk
|
$2,200
$2,700
|
7-1-2023 to 12-31-2023
1-1-2024
|
|
Zoning Board Chair
|
$2,500
$3,000
|
7-1-2023 to 12-31-2023
1-1-2024
|
