To assure a high quality of service to the public, selection
will be from among the most competent individuals. Selection and appointment
to all positions will be based solely upon job-related requirements
and the applicant's demonstration that he/she possesses the skills,
knowledge, abilities and other characteristics necessary for successful
job performance.
Prior to starting work, and after a conditional offer of employment
has been extended, the applicant shall undergo a pre-employment medical
examination by a physician(s) designated by the Board of Selectmen
and at the Town's expense. Following the examination, the physician(s)
shall notify the Town Administrator whether the prospective employee,
with reasonable accommodation, i.e., the Americans With Disabilities
Act, is capable of performing the essential functions of the
position for which he/she is being considered.
From the date of the adoption of this bylaw forward, all department
heads hiring employees are required to notify the Treasurer and Town
Accountant of such employment, including whether the employee is regular,
temporary, part-time or full-time.
A. Documentation of selection process. The interview and selection process
shall be appropriately documented by the department head. Upon the
hiring of a candidate, the department head shall provide all such
documentation to the Town Administrator for filing. Any records relating
to the applicant's pre-employment medical examination shall be
placed in the employee's personnel file to be consistent with
HIPAA state regulations.
B. Seasonal positions. All seasonal positions shall be filled in compliance
with the provisions of this section, except that the advertising requirements
for such positions will be satisfied by advertisement in a newspaper
or newspapers with circulation limited to the Town or electronic platform,
such as job boards, etc. An individual who has previously served in
a seasonal position will be required to reapply for such position
if he/she wishes to be employed for another season.
C. False or misleading statements in the application process. False
or misleading statements made on an application or in other aspects
of the selection process shall be grounds for rejecting a candidate's
application and, if discovered after the candidate has been hired,
shall be considered grounds for dismissal.