As used in this chapter, unless the context otherwise indicates,
the following terms have the meanings indicated in this section:
DOMESTIC PARTNER
One of two unmarried adults who are domiciled together under
long-term arrangements that evidence a commitment to remain responsible
indefinitely for each other's welfare.
It is the declared policy of the Town that:
A. Employment in the Town government is based on merit and fitness,
free of personal and political considerations;
B. Just and equitable incentives and conditions of employment are established
and maintained to promote efficiency and economy in the operation
of the Town government;
C. Positions having similar duties and responsibilities are classified
and compensated on a uniform basis;
D. Appointments, promotions and other actions requiring the application
of merit are based on qualifications and performance. Seniority is
considered when all other factors are deemed to be equal;
E. High morale is maintained by fair administration of this chapter
and by every consideration of the rights and interests of employees
consistent with the best interests of the public and the Town; and
F. Tenure of employees covered by this chapter is subject to good behavior,
the satisfactory performance of work, necessity for the performance
of work, and the availability of funds.
The personnel program established by this chapter is to be administered
by the Town Manager. The Town Manager shall:
A. Administer all the provisions of this chapter and of the personnel
rules;
B. Prepare and recommend to the Town Council revisions and amendments
to the personnel rules.
The Town Manager is to draft such rules as may be necessary
to carry out the provisions of this chapter. These rules must be submitted
for adoption by ordinance of the Town Council. These rules have the
force and effect of law; except that it is clearly understood that
these rules are subordinate to and may not conflict with the provisions
of the Town Charter and state law. Amendments of the rules are made
in accordance with the same procedure.
The Town Manager is responsible for the proper and continued
maintenance of the classification plan so that it will always reflect
the duties being performed by each employee in the Town service and
the class to which each position is allocated. Revisions of class
specifications and reallocation of positions within the approved classification
plan are made as follows:
A. The Town Manager, charged with the responsibility for maintaining
the plan, shall study the duties and responsibilities of each new
position. The Manager may make a recommendation to the Town Council
as to the desirability of creating a new position, and, if the position
is created, shall place the position in the appropriate class within
the classification plan or if there is not an appropriate class, create
a new one for the position.
B. Department heads are to report changes in the duties and responsibilities
of a position to the Town Manager for approval or denial. If the changes
accepted are permanent and of such a nature as to require it, the
Town Manager is to reallocate the position to the appropriate class.
C. A department head, or an employee through the department head, may
request the Town Manager to review the duties of any position.
D. The Town Manager shall review the classification plan periodically,
and, upon the basis of that review, may recommend that classes be
combined or abolished or that new classes be established.
E. The classification of positions within the Town service are governed by the provisions of the personnel position-classification plan as specified in Chapter
2.4.
Rules are to be adopted prescribing hours of work and the conditions
and lengths of time for which leaves of absence without pay may be
granted. These rules cover, among others, vacations, sick leaves,
longevity, overtime, paid holidays, bereavement pay and jury duty.
The Town Manager is to encourage the improvement of service
by encouraging employees to attend training schools and sessions,
which need not be limited to training for specific jobs but may include
training for advancement and for general fitness for public service.
[Added 12-15-2020 by Ord. No. 20-13]
A. In accordance with Maine's Earned Paid Leave Law 26 MRS § 637,
an employee will receive one hour of earned paid leave for every 40
hours worked until they have achieved six months of currently continuous
service.
B. Once employees have completed six months of currently continuous
service, the accrued earned paid leave balance will be converted to
annual vacation leave and be counted towards the five vacation days
awarded in § 2.3.16B(1)(a).
C. Accrued earned paid leave used during the first six months will be
deducted from the five vacation days awarded in § 2.3.16B(1)(a).
D. Employees may not utilize accrued earned paid leave until 120 days
following the employee's hire date unless approved by the Town Manager.
E. An employee will not be paid for any accrued earned paid leave balance,
if the employee terminates employment from the Town, for any reason,
prior to serving for six continuous months.