All departmental payrolls submitted to the Treasurer's office must be verified and signed by Department Head. Each payroll shall be accompanied by a separate list of employees' use of accrued or other leave for each preceding payroll period. Accrued leave includes vacation, sick and personal leave. Other leave includes bereavement, military duty, jury duty, or special leave. Upon receipt, the list shall be forwarded by the Treasurer to the Town Administrator who shall be responsible for updating each employees accrual records on a weekly basis.
A. 
Full-time and part-time employees working more than 20 hours per week shall, in the event of a death in the immediate family, be entitled to bereavement leave without loss of straight time pay for normally scheduled work hours, as follows:
(1) 
Employees are entitled to five consecutive calendar days of bereavement leave, per occurrence, for a death of the employee's spouse, child, parent, parent of spouse, sibling, step parent, step child, step sibling or legal dependent.
(2) 
Employees are entitled to three consecutive calendar day of bereavement leave, per occurrence, for a death of employee's grandparent, grandchild, daughter-in-law, son-in-law, brother-in-law, sister-in-law.
(3) 
Employees are entitled to one day of bereavement leave, per occurrence, for a death of employee's grandparent of spouse, aunt, uncle, niece, nephew.
(4) 
Such leave, if taken, either commencing with the death or notification of death and concludes no later than two calendar days after the funeral, memorial, or other such service, unless an alternate period is approved by the Town Administrator/designee.
B. 
The employee must notify his/her supervisor of the death and request bereavement leave, and provide the supervisor with a copy of the death notice if required to do so.
Except for jury duty, military training, or other reasons to the extent hereinafter provided, all leaves of absence shall be without compensation.
A. 
Family, medical and small necessities leave. The Town is subject to the provisions of the Family and Medical Leave Act of 1993 (FMLA) and Small Necessities Leave Act of 1998 (SNLA). The FMLA and the SNLA shall not increase or decrease the length of leave available to eligible employees under the leave provisions set forth under these bylaws. When an employee is eligible for leave under the Personnel Bylaws for a reason which would entitle the employee to leave under the FMLA or SNLA, such leave will also be considered FMLA and SNLA leave entitlement. FMLA and SNLA leave is not cumulative and is not in addition to leaves currently available to the extent such leaves are for reasons covered by the FMLA and SNLA. (Policy on file.)
B. 
Maternity/adoption leave. Maternity and qualified adoption (subject to state law) leave shall be granted for a period not to exceed 12 weeks. Maternity/adoption leave shall be unpaid. However, employees may use accumulated sick leave during this period. Upon returning to work, the employee will be restored to the position held at the time of said leave.
Employees that have completed their probationary period with the Town next prior to the time of performing service herein referred to, who are required to report for temporary summer or like period of training in the military forces of the nation or the Commonwealth, shall be paid an amount equal to the difference between compensation for normal working period of two weeks and the amount paid for military training. An employee, on request, may combine a military leave with regular vacation period.