City of Taunton, MA
Bristol County
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Table of Contents
Table of Contents
[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.]
GENERAL REFERENCES
Officers and employees — See Ch. 96.
Policies — See Ch. 111.
[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.
[Amended 2-13-1979; 5-23-2000]
A. 
All prospective employees of the City shall be required to complete a pre-employment physical.
B. 
This physical examination report must be submitted to the prospective employee's department head, the Chairperson of the Safety Committee, and the Mayor's office for review prior to commencing employment. An endorsed copy of said physical examination report shall be forwarded to and received by the City Auditor prior to the placing of the new employee on the City payroll.
[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]
A. 
Requests for travel money shall be made by department heads and included in their department budget.
B. 
Travel reimbursements shall be at the following rates:
(1) 
Payment for transportation shall be paid in full for regular fare when traveling by air, train or bus. Flight reimbursement shall be at the lowest available fare with a minimum of three quotes.
(2) 
Payment for travel in private motor vehicles shall be at the current IRS rate plus all tolls, ferry and parking charges unless contractually negotiated otherwise.
(3) 
Where more than one person travels in the same motor vehicle, only the owner shall be paid the travel allowance.
(4) 
All requests for travel allowances shall be paid only after a detailed voucher is submitted and approved by the department head and the City Auditor.
C. 
The following shall apply to any use of money for trips of more than one full day in length:
(1) 
Room allowance.
(a) 
Room allowance shall be at the rate of a single room. Meals shall be reimbursed as follows:
[1] 
Breakfast: $5.
[2] 
Lunch: $7.
[3] 
Dinner: $15 (including tax and gratuities).
(b) 
An employee requesting more than this amount shall be required to furnish detailed receipts for each meal.
(2) 
Allowances shall be paid at a rate equal to 2/3 of the estimated cost of food and lodging plus full transportation prior to departure. The balance shall be paid after a detailed voucher is submitted to and approved by the City Auditor.
D. 
Requests for reimbursement of travel expenses shall be made by department heads and all requests shall include the following:
(1) 
Detailed explanation of purpose for travel.
(2) 
Destination and mileage expected to travel.
(3) 
Method of travel.
(4) 
Estimate of complete cost of trip.
(5) 
Time of departure and return (dates).
[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.
C. 
Educational incentive compensation formula.
(1) 
Exempt staff salary shall include the following incremental adjustments for the following degrees:
(a) 
Associate's degree: 2.5%.
(b) 
Bachelor's degree: 5.0%.
(c) 
Master's degree: 7.5%.
(d) 
Doctorate degree: 10.0%.
(2) 
Educational incentives shall not be applicable to employees whose education degree level is a required perquisite for licensing and/or certification in the profession for which they are employed by the City of Taunton.
[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.
(a) 
Three-day suspension: one year.
(b) 
Written warning: nine months.
(c) 
Verbal warning: six months.
(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:
(a) 
First offense: written warning.
(b) 
Second offense: three-day suspension.
(c) 
Third offense: dismissal.
(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:
(a) 
First violation: written warning.
(b) 
Second violation: three-day suspension.
(c) 
Third violation: dismissal.
(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:
(a) 
First offense: written warning.
(b) 
Second offense: three-day suspension.
(c) 
Third offense: dismissal.
(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:
(a) 
First violation: written warning.
(b) 
Second violation: three-day suspension.
(c) 
Third violation: dismissal.
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.
(4) 
Extinguishers are to be used only for firefighting. Other uses will result in a safety violation citation as follows:
(a) 
First offense: three-day suspension.
(b) 
Second offense: dismissal.
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.
(5) 
It is required that all nonoffice employees wear trousers or jeans. Violations of this safety notice will be treated as follows:
(a) 
First offense: verbal warning.
(b) 
Second offense: written warning.
(c) 
Third offense: three-day suspension.
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:
(a) 
First offense: written warning.
(b) 
Second offense: three-day suspension.
(c) 
Third offense: dismissal.
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:
(1) 
First offense: written warning.
(2) 
Second offense: three-day suspension.
(3) 
Third offense: dismissal.
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:
(1) 
First offense: three-day suspension.
(2) 
Second offense: dismissal.
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:
(1) 
First offense: written warning.
(2) 
Second offense: three-day suspension.
(3) 
Third offense: dismissal.
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:
(1) 
First offense: verbal warning.
(2) 
Second offense: written warning.
(3) 
Third offense: three-day suspension.
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.