[Amended 5-6-2019, Art.
35]
BENEFIT ELIGIBILITY
Is when an employee works 20 or more hours a week. Refer
to the benefit plan for specifics and entitlements.
BOARD
Is the Personnel Board.
CONTINUOUS EMPLOYMENT
Is full- or part-time employment which is uninterrupted except
for military service, authorized vacation, personal or sick leave,
layoff of less than six months, or other leave of absence approved
by the Town Administrator.
EXEMPT EMPLOYEE
Is a salaried employee exempt from overtime provisions of
the law when employed in a bona fide administrative, executive or
professional capacity.
FULL-TIME EMPLOYEE
Is a regular employee who works at least 37 1/2 hours
per week throughout the year.
MGL
Is Massachusetts General Laws with specific chapters and
sections defined governing the Town policies, procedures, and definitions
as they apply to these Personnel Bylaws.
NON-EXEMPT EMPLOYEE
Is an employee, whether paid a salary or hourly wage, whose
primary duty is not executive, administrative, or professional in
nature. A non-exempt employee who works in excess of 40 hours in a
work week is entitled to overtime pay at the rate of time and one-half
their regular rate of pay in accordance with applicable federal and
state wage and hour laws under certain conditions. The employee must
actually work in excess of 40 hours to qualify for overtime pay; pay
for time not actually worked (i.e., vacation, sick, personal, other
paid time off) does not qualify as hours worked for the calculation
of when overtime pay is due.
PART-TIME EMPLOYEE
Is a regular employee who works fewer than 37 1/2 hours
per week throughout the year.
PROBATIONARY EMPLOYEE
Is an employee who has not completed six months of service
or successfully passed his probation.
TEMPORARY EMPLOYEE
Is an employee in a full- or part-time position which is
not likely to require the services of an incumbent on a year-round
basis. Seasonal employees and employees hired for a specific project
on a short-term basis are considered temporary employees.
TOWN
Is the Town of Norwell.
WORK WEEK
Is the normal number of scheduled weekly hours. The standard
maximum is 37 1/2 hours; the exception is exempt status employees.
Full-time regular employees and part-time regular employees
working at least 20 hours per week, who have worked for the Town for
at least one year, are eligible to apply for professional development
reimbursement. The employee must complete a professional development
request form. Approval of a particular course by the department head
must be given prior to enrollment in order to be considered for reimbursement.
Reimbursement for tuition may be considered if the professional course
serves to improve the employee's knowledge and skills and increase
their performance with the Town. Approval is subject to municipal
and department funding for professional development each fiscal year;
reimbursement may be a total or partial benefit. Reimbursement is
for tuition only and does not include related fees or course materials;
the reimbursement amount may not exceed the established professional
development cap. A certificate of completion, or a proof of a grade
of B or higher for an academic course, must be presented upon successful
completion of coursework. The employee signs an agreement to remain
with the Town for a period of two years after completion of the course
or program. Otherwise, the employee will reimburse the Town for all
educational funds received upon cessation of employment. Please see
the department head or Human Resources office for a copy of the Professional
Development Reimbursement Policy and application.
A grievance is a dispute between an employee and his appointing
or supervisory authority arising out of an exercise of management
rights or administrative discretion, or interpretation of this bylaw.
A. Step 1. An employee who has a grievance should discuss the grievance
with the department head and/or supervisory authority in a mutual
effort to resolve the grievance.
B. Step 2. If one week after such conference a satisfactory understanding
and solution of the grievance has not been reached, then either the
department head or the employee may refer the grievance to the Personnel
Board. The Board shall hold a hearing thereon and render a written
decision within 10 working days of such hearing.
C. Step 3. If an employee wishes to appeal the decision of the Personnel
Board to the Town Administrator, the appeal must be filed in writing
within 30 days following the decision of the Personnel Board.
D. Step 4. If an employee wishes to appeal the decision of the Town
Administrator to the Select Board, the appeal must be filed in writing
within 30 days following the decision of the Town Administrator.
[Amended 5-8-2021 ATM by Art. 11]
[Amended 5-8-2021 ATM by Art. 11]
The Classification Plan, Compensation Plan, or other provisions
of the bylaw may be amended by the vote of the Town at a Town Meeting.
However, no amendment shall be considered or voted on at Town Meeting
unless the proposed amendments have first been considered by the Personnel
Board, Select Board, and Advisory Board.
Each provision of this bylaw shall be construed as separate,
to the end that if any part of it shall be held invalid for any reason,
the remainder shall continue in full force and effect.