[HISTORY: Derived from Chapter 31, of the prior Code. Amendments noted where applicable.]
[Amended 4-28-1997 ATM, Art. 32]
The Town of Northborough employs people regardless of their race, color, national origin, religion, sex, age, physical or mental handicap and veteran status, recognizes the right of an individual to work and to advance on the basis of merit, ability and potential without regard to race, sex, color, mental or physical limitation, religious creed, national origin or ancestry, age, veteran status, sexual orientation, marital status or maiden name, or political affiliation.
A. 
Pursuant to the authority contained in M.G.L.A. C. 41, § 108A and C, as amended, there shall be established plans which may be amended from time to time by vote of the town at a Town Meeting:
(1) 
Classifying positions in the service of the town other than those filled by popular election, those under the jurisdiction of the School Committee, and those for which incumbents render contractual services which are not provided during regularly established working hours into groups and classes doing substantially similar work or having substantially equal responsibilities.
(2) 
Authorizing a Compensation Plan for positions in the Classification Plan.
(3) 
Providing for the administration of said Classification and Compensation Plans.
(4) 
Establishing certain working conditions and fringe benefits for employees occupying positions in the Classification Plan.
B. 
The classification of positions which are subject to the Welfare Compensation Plan of the Commonwealth of Massachusetts and the schedule of rates therefor effective July 1, 1965, with subsequent amendments, if any, and the provisions of MGL C. 31, § 47D, relating to the application of rates set forth in the aforementioned Welfare Compensation Plan, are hereby incorporated by reference.
As used in this chapter, the following words and phrases shall have the following meanings unless a different construction is clearly required by the context or by the laws of the commonwealth.
ADMINISTRATIVE AUTHORITY
The elected or appointed official or board having jurisdiction over a function or activity.
BOARD
The Personnel Board.
CLASS
A group of positions in the town service sufficiently similar in respect to duties and responsibilities so that the same descriptive title may be used to designate each position allocated to the class, that the same qualifications shall be required of the incumbents, that the same tests of fitness may be used to choose qualified employees and that the same scale of compensation can be made to apply with equity.
CLASSIFICATION PLAN
Class titles appearing in Schedule A[1] of § 1-64-080 of this chapter, plus class specifications which are on file with the Personnel Board and which are incorporated by reference.
COMPENSATION PLAN
Schedules B and D of this chapter.[2]
CONTINUOUS EMPLOYMENT
Employment, either full- or part-time, requiring a minimum of 20 hours per week for 52 weeks per year and uninterrupted except for required military service and for authorized vacation or other leaves of absence.
DEPARTMENT
Any department, board, committee, commission or other agency of the town.
ELECTED OFFICIAL
A person elected at an Annual Election of the town or appointed under the bylaws of the town to fill a vacated term of a legal office of the town.
EMPLOYEE
An employee of the town occupying a position in the Classification Plan.
FULL-TIME EMPLOYEE
An employee retained in full-time employment.
FULL-TIME EMPLOYMENT
Employment for not less than seven hours per day for five days a week for 52 weeks per year, less legal holidays and authorized vacation leave, sick leave and other leave of absence.
GROUP or OCCUPATIONAL GROUP
A group of classes designated by occupation as appearing in Schedule A.[3]
INCREMENT
The dollar or cents difference between step rates.
MAXIMUM RATE
The highest rate in a range which an employee normally is entitled to attain.
MINIMUM RATE
The rate in a range which is normally the hiring rate of a new employee.
PART-TIME EMPLOYEE
An employee retained in part-time employment.
PART-TIME EMPLOYMENT
Employment for less than full-time weekly employment, but a minimum of 20 hours per week for 52 weeks per year.
PART-TIME SALARIED POSITION
A position for which compensation is computed at the currently established full-time rate (per the position classification) multiplied by the average percentage of time spent in performing the duties of the position.
PERSONAL RATE
A rate above the maximum rate applicable only to a designated employee.
POSITION
An office or post of employment in the town service with duties and responsibilities calling for the full-time, part-time or seasonal employment of one person in the performance and exercise thereof.
PROMOTION
A change from a position of lower class and compensation grade to a position with greater responsibilities in a higher compensation grade.
RANGE
The dollar difference between minimum and maximum rates.
RATE
A sum of money designated as compensation for personal services on an hourly, daily, weekly, monthly, annual or other basis.
REGULAR EMPLOYEE
An employee retained in continuous employment in a permanent position.
REGULAR POSITION
A full-time or part-time position in the town service which requires continuous employment.
STEP RATE
A rate in a range of the compensation grade.
TEMPORARY EMPLOYEE
An employee retained in a temporary position or in a regular position in probationary or acting status.
TEMPORARY POSITION
A position in the town service which requires or is likely to require the services of one incumbent for a period of less than 52 calendar weeks in continuous employment.
TOWN
The Town of Northborough.
[1]
Editor’s Note: Schedule A is included at the end of this chapter as § 1-64-340.
[2]
Editor’s Note: Schedules B and D are included at the end of this chapter as §§ 1-64-350 and 1-64-360.
[3]
Editor’s Note: Schedule A is included at the end of this chapter as § 1-64-340.
A. 
There shall be a Personnel Board consisting of six unpaid members, four of whom shall be registered voters of the town and who shall be responsible for the administration of the classification and compensation plans, recommend appropriate standards for the recruitment and hiring of town employees, recommend standards for what is considered to be sufficient use and placement of town employees and recommend criteria for fair and equitable employee/town labor relation standards. Such recommendations shall be directed, in writing, to the Town Administrator. The membership of the Personnel Board shall be made up as follows: six members-at-large from the town, who shall not be paid employees or elected officials of the town, and who will be appointed for three-year terms, as hereinafter provided, by the Moderator.
B. 
Each member of the Board shall serve for a term of three years. Each member shall continue to hold office until his successor has been appointed and qualified.
C. 
If a member-at-large resigns or his office becomes vacant by his removal from the town or other cause, the Moderator shall appoint his successor for the balance of the unexpired term of each member.
D. 
The Town Administrator shall administer the plans and shall establish such procedures as he deems necessary for the proper administration thereof.
E. 
Forthwith after its appointment and annually, the Board shall meet and organize by electing a Chairman. A majority of the Board shall constitute a quorum for the transaction of business. A majority vote of the Board shall determine the action the Board must take in all matters upon which it is authorized or required to pass under this chapter. In the event that a bare quorum of the Board only is present, there must be a two-thirds vote.
F. 
The Board may employ assistance and incur expenses as it deems necessary, subject to the appropriation of funds therefor.
G. 
The Town Administrator shall maintain adequate personnel records of all employees occupying positions subject to the Classification and Compensation Plans and such other information as he deems necessary. Department heads must provide such information as the Board or Town Administrator may request.
H. 
Duties of Board.
(1) 
The Board, from time to time of its own motion, shall investigate the work features and rates of salaries and wages of any or all positions subject to the provisions of this chapter. Such reviews shall be made at all such intervals as the Board deems necessary and, to the extent which the Board considers practicable, shall include all occupational groups in the Classification Plan. Subject to Town Meeting appropriation, annual cost of living increases for employees subject to this Bylaw will be provided at a level equal to at least the average granted to all union employees whose wage increases have been approved in time for including in the Appropriation Committee’s annual budget report submitted to the Annual Town Meeting.
(2) 
In addition, the Board may make such recommendations to the Appropriation Committee for inclusion in its annual budget report, compensation rate and salary adjustments which, in the Board’s opinion, will provide an equitable compensation for such elected officials.
(3) 
The Board shall make an annual report, in writing, to the Board of Selectmen for inclusion in the annual report no later than January 10 of each year.
A. 
All positions in the service of the town except those excluded in § 1-64-020 are hereby classified by titles appearing in Schedule A of § 1-64-080, which is made a part hereof. These classes of positions shall constitute the Classification Plan for the paid town service.
B. 
The Town Administrator shall maintain written job descriptions or specifications of the classes in the Classification Plan, each consisting of a statement describing the essential nature of the work and the characteristics that distinguish the class from the other classes. The description for any class shall be construed solely as a means of identification and not as prescribing what the duties or responsibilities of any position shall be or as modifying or in any way affecting the power of any administrative authority as otherwise existing to appoint, to assign duties to or to direct and control the work of any employee under the jurisdiction of such authority.
C. 
Whenever a new position is established or the duties of an existing position are so changed that in effect a new position is created, upon presentation of substantial data satisfactory to the Personnel Board, the Town Administrator shall allocate such new or changed position to its appropriate class.
D. 
The title of each class, as established by the Classification Plan, shall be the official title of every position allocated to the class and the official title of each incumbent of a position so allocated and shall be used to the exclusion of all others on payrolls, budget estimates and other official records and reports pertaining to the position.
E. 
No position may be reclassified until the Personnel Board shall have determined such reclassification to be consistent with the Classification Plan.
F. 
When a vacancy occurs in any position listed on the Classification Plan under the Administrative Officer’s jurisdiction, he/she shall post the vacancy in-house prior to soliciting applications from the general public. The length of time for posting of the vacancy will be a minimum of one week. Applicants must meet the minimum qualifications of the posted position to be interviewed for the same. If an in-house employee is appointed to the vacant position, he/she must remain in that position for a period of one year before he/she is eligible to apply for another position listed on the Classification Plan.
[Added 5-18-1992 ATM, Art. 29; amended 4-25-1995 ATM, Art. 35]
A. 
The Classification Plan shall consist of Schedules B and D in § 1-64-080.
B. 
No administrative authority shall fix the salary of any employee in a position in the Classification Plan except in accordance with the Compensation Plan.
C. 
An employee in continuous full-time or part-time employment, including employees serving in part-time salaried positions, as well as an employee on Schedule D who earns $1000 per year or more, shall receive the increment between his present rate and a higher rate in his/her grade as follows:
[Amended 5-17-1993 ATM, Art. 38; 5-16-1994 ATM, Art. 41; 4-25-1995 ATM, Art. 35]
(1) 
The increase shall be based on performance of the employee during the preceding twelve-month period and not on length of service. New hires who have been in the town’s employ for a minimum of eight months but less than a twelve-month period shall be eligible for merit consideration. Merit increases will be based upon the employee making normal progress in obtaining job experience. It is the goal of the performance appraisal system to reward those employees who meet or exceed the expectations of their job. All employees may not be eligible to receive a merit increase.
(2) 
The Administrative Officer will declare what the average merit increase will be after adoption of the annual budget by the Town Meeting and before the beginning of the next fiscal year.
(3) 
A meeting during the second quarter of the calendar year to review the evaluation criteria and clarify what is expected in terms of performance shall be conducted between each employee and his/her immediate supervisor.
(4) 
A mid-year written review during the month of December shall be conducted to assess progress for the first six months against the evaluation criteria established in the second quarter of the preceding fiscal year.
(5) 
The forms that will be used by supervisors at the mid-year review are available in the Assistant Town Administrator’s office. Form A will be used to evaluate salaried employees and Form B will be used to evaluate hourly employees.
(6) 
Following the mid-year reviews, the performance appraisals of each immediate supervisor will be reviewed by a second level reviewer to ensure consistency and proper use of the evaluation criteria. This will be done after the appraisals have been completed by the immediate supervisor and before they are distributed to the respective employees. The second level reviewer may not alter the evaluation. However, the second level reviewer may need to point out inconsistencies, ask for more justification or question the supervisor’s thinking to enable that supervisor to make better appraisals at the next twelve-month interval.
(7) 
If an increase to an employee’s compensation is merited based on his/her performance, the amount will be determined by the Administrative Officer or his designee. Employees may move upward in their grades until they reach the maximum of the salary range, at which time they will be no longer eligible for merit increases. Employees who reach the maximum of their salary range may only be eligible to receive the following adjustments to their pay: general increases or increases related to promotions or reclassifications.
(8) 
Merit increases will go into effect January 1 of each year.
(9) 
Any employee who receives a performance appraisal that is below average will be required to meet with his/her immediate supervisor to establish goals for the next three-month period. The immediate supervisor will schedule biweekly meetings with the employee to review the previously established goals and comment on the employee’s progress. If the employee has not made normal job progress during this three-month period, he/she may be subject to progressive discipline proceedings up to and including termination.
D. 
Any employee occupying a position in the Classification Plan who is not recommended to receive the increment specified in Subsection C shall have the right to appeal to the Board. Upon receipt of such appeal, the Board shall hear both the employee and the department head. It may deny the appeal if it determines that failure to recommend is based on an unjustified arbitrary decision. It may initiate and approve the increment without the recommendation of the department head.
E. 
The employee receiving a promotion to a vacant position or to a new position as defined in § 1-64-050C shall, upon assignment resulting from said promotion, receive the rate of pay in the new grade which results in at least a 5% increase.
F. 
The employee receiving a promotion and adjustment in rate pursuant to the provisions of Subsection E shall be eligible for recommendation for the next increment of his compensation grade following completion of 12 months at the rate resulting from the promotion.
G. 
The Town Administrator may authorize an entrance rate higher than the minimum rate upon recommendation of a department head, supported by evidence, in writing, of special reasons and exceptional circumstances satisfactory to the Town Administrator, and such variance in the Classification and Compensation Plans as he may deem necessary for the proper functioning of the service of the town.
H. 
Compensation for certain part-time salaried positions listed in Schedule A shall be computed at the currently established full-time rate multiplied by the average percentage of time spent in performing the duties of the position.
I. 
No class may be assigned to a different compensation grade until the Personnel Board shall have determined such reassignment to be consistent with the Compensation Plan. The Board may assign a new class tentatively to a compensation grade or reassign any existing class to a different compensation grade, subject to ratification of its action by formal amendment of the plans by vote of the town at a Town Meeting.
J. 
Each head of a department to which is assigned an employee occupying a position in the Classification Plan shall include in his estimates required by the provisions of MGL C. 41, § 59, a pay adjustment section setting forth in detail the amounts which will be required for anticipated pay adjustments during the ensuing year and shall furnish a copy thereof to the Board.
K. 
The adjustments provided for in this section shall be subject to the availability of appropriated funds.
L. 
Whereas the salaries set herein for the office of Town Clerk and Tax Collector are deemed just compensation for all of the duties of said officers of the town, all departmental receipts, including but not limited to fees, costs, charges, demand charges and collections, shall be accounted for by the office which shall receive the same and shall be turned over to the Town Treasurer as the property of the Town of Northborough.
A. 
The Classification Plan and/or Compensation Plan and/or other provisions of this chapter may be amended by vote of the town at either a regular or a Special Town Meeting in the same manner as other bylaws of the town may be amended. However, no amendment shall be considered or voted on by Town Meeting unless the proposed amendment has first been considered by the Board and the Appropriations Committee.
B. 
The Board of its own motion may propose an amendment to the Plans or other provisions of this chapter on its findings resulting from its investigations as provided in § 1-64-040H(1) and (2).
C. 
The Board shall report its recommendations on any proposed amendment to the Appropriations Committee and shall make its recommendations with regard to any amendment at the Town Meeting at which such amendment is considered.
The following schedules, together with the class specifications previously incorporated by reference, constitute the Classification and Compensation Plans of the town as defined by § 1-64-030.[1]
A. 
Schedule A, Classification of Positions by Occupational Groups and Assignment to Compensation Grades.
B. 
Schedule B, Non-Contractual General Compensation Schedule.
C. 
Schedule D, Miscellaneous Compensation Schedule.
[1]
Editor’s Note: Schedules A, B and D are included as §§ 1-64-340, 1-64-350 and 1-64-360 of this chapter.
The workweek for full-time employment in each occupational group shall be as follows:
A. 
Administrative and supervisory group: as required.
B. 
Clerical group: 35 hours minimum.
C. 
Custodial group: as required.
D. 
Labor group: 40 hours.
E. 
Library group: 35 hours minimum.
F. 
Public safety group:
(1) 
Fire Chief: 40 hours.
(2) 
Deputy Fire Chief: 40 hours.
(3) 
Fire personnel: 48 hours.
(4) 
Police: 42 hours.
(5) 
Dispatchers: 40 hours.
A. 
Labor groups. Such employees shall be paid at 1 1/2 times their regular hourly rate for hours worked in excess of those constituting their workday. Time and one-half shall be paid for all hours worked in excess of eight hours in any day, or 40 hours in any week, whichever is greater. No employee shall be paid both daily and weekly overtime for the same hours worked. The town shall have the right to require an employee to work a reasonable amount of overtime.
B. 
Public safety groups. Such employees shall be paid at straight time for hours worked in excess of those constituting their work week with the exception of dispatchers, fire personnel and police officers who shall be paid at time and 1/2 for hours worked in excess of those constituting their workweek.
C. 
Clerical and library groups. Employees occupying positions classified in these groups shall be paid at time and 1/2 per hour for hours worked in excess of 40 hours per week.
D. 
Administrative and supervisory. Employees occupying positions classified in these groups are not entitled to overtime compensation.
A. 
The days on which the following holidays are celebrated shall be recognized as holidays, on which days employees shall be excused from all duty not required, in the opinion of the Town Administrator, to maintain essential town services.
New Year’s Day
Martin Luther King Day
Washington’s Birthday
Patriots’ Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veteran’s Day
Thanksgiving Day
Christmas Day
B. 
Employees eligible for holiday pay as hereinafter provided shall receive for each full holiday, if paid on an hourly basis, an amount equal to his or her hourly straight time rate multiplied by his or her then regularly scheduled daily hours of work, but not in excess of eight hours; and eligible salaried employees shall be granted each paid holiday without loss of pay.
C. 
To be entitled to holiday pay, an employee must have been in the employ of the town for at least 30 days prior to the next holiday.
D. 
When any holiday falls on a Saturday or a Sunday (which is not changed to another day by state or federal laws) and where an employee is required to work on that holiday, the employee shall be entitled to pay for such holiday in addition to his/her normal pay for such hours worked.
E. 
When one of the above holidays falls within an eligible employee’s approved vacation period and he is absent from work during his regularly scheduled workweek because of such vacation, he shall be paid for such holiday.
F. 
The employee must have worked the last scheduled workday before and the first scheduled workday after such holiday, unless the employee was unable to work because of illness and furnished the town with a doctor’s certificate to that effect, if requested by the Town, or has been excused from working said day before or day after said holiday with the written approval of the Town Administrator.
G. 
In the case of the Fire Department personnel who are subject to twenty-four-hour shifts, employees who are required to work on said holiday shall be paid 1/5 of their regular weekly salary in addition to their regular weekday compensation.
H. 
An employee shall be entitled to his regular straight time hourly rate for work performed on any one of said paid holidays, in addition to pay for said holiday, except for those employees required to work on Christmas Day, who shall be compensated for time worked on Christmas Day at 1 1/2 times their regular straight time hourly rates, in addition to pay for said holiday.
[Amended ATM 4-22-1996, Art. 57; 4-28-1997 ATM, Art. 32; 4-25-2006 ATM, Art. 49]
A. 
Leave to be earned - Employees hired before July 1, 2006.
(1) 
Full-time employees hired before July 1, 2006 earn paid vacation allowance based on length of continuous service with the town. On June 30 each year, the vacation allowance is calculated. The employee becomes eligible to take his paid vacation allowance during the following vacation year. The vacation year is defined as a period starting July 1 and ending June 30.
(2) 
An employee must be employed at least one full calendar month before earning paid vacation allowance. For example: An employee is hired on December 15. During the first year of continuous employment, the employee earns 1/12 of 10 days vacation for each month worked. The employee has six full months of service as of June 30, so he has earned 6/12 of 10 days vacation or five days. An employee is eligible to take five days paid vacation after July 1.
(3) 
The formula used to calculate paid vacation allowance is set forth in the vacation schedule.
Vacation Schedule
Length of Service as of July 1
Vacation Time; All Town Personnel
Number of Working Days*
1 year
2 weeks
10
2 years
2 weeks
10
3 years
2 weeks
10
4 years
2 weeks
10
5 years
3 weeks
15
6 years
3 weeks
15
7 years
3 weeks
15
8 years
3 weeks
15
9 years
3 weeks
15
10 years
4 weeks
20
11 years
4 weeks
20
12 years
4 weeks
20
13 years
4 weeks
20
14 years
4 weeks
20
15 and over
1 additional day for each year over 15
1 additional day for each year over 15
* NOTE: A working day is the number of hours regular worked per day.
(4) 
Employees who terminate their employment during the year are eligible to receive accrued vacation benefits. To calculate the amount of accrued vacation allowance in the current vacation year, multiply the number of full months from July 1 to the employee’s last day worked by 1/12 the number of vacation days due. In addition, add any unused vacation allowance from the past vacation year. For example: An employee with two years of continuance service has used five days of his vacation allowance earned the previous vacation year. The employee resigns effective February 15. The employee is eligible to receive the five remaining days earned the previous vacation year. Because the employee has worked seven full months (July 1 to February 1), he is eligible to receive 7/12 of his future 10 days’ of vacation pay. This is in addition to the five days’ current balance.
B. 
Leave to be earned - Employees hired after July 1, 2006
(1) 
Full-time employees hired after July 1, 2006 earn paid vacation allowance monthly based on length of continuous service with the town.
(2) 
An employee must be employed at least one full calendar month before earning paid vacation allowance. The employee becomes eligible to take paid vacation allowance following the successful completion of his/her probationary period.
(3) 
The formula used to calculate paid vacation allowance is set forth in the following schedule:
Vacation Schedule
Length of Continuous Service
Vacation Time
Number of Working Days*
1 year
2 weeks
10
2 years
2 weeks
10
3 years
2 weeks
10
4 years
2 weeks
10
5 years
3 weeks
15
6 years
3 weeks
15
7 years
3 weeks
15
8 years
3 weeks
15
9 years
3 weeks
15
10 years
4 weeks
20
11 years
4 weeks
20
12 years
4 weeks
20
13 years
4 weeks
20
14 years
4 weeks
20
15 years
4 weeks
20
16 years
4 weeks + 1 day
21
17 years
4 weeks + 2 days
22
18 years
4 weeks + 3 days
23
19 years
4 weeks + 4 days
24
20 years and over
5 weeks
25
* NOTE: A working day is the number of hours regularly worked per day.
(4) 
The Town Administrator is authorized to grant vacation benefits at a schedule different than that contained in 1-64-120 (B) when the Town Administrator makes a determination that the recruitment efforts of the Town for qualified employees may be compromised due to the inability of the Town to grant a vacation benefit comparable to a potential employee’s existing vacation benefit. When reaching such a decision, the Town Administrator will take into consideration, among other factors, the potential employee’s prior compensation package but at no time shall the vacation granted exceed the schedule contained in 1-64-120 (B) for analogous periods of times of prior employment. The provisions of this section shall apply only to exempt employees as defined by the Fair Labor Standards Act.
C. 
Upon the death of an employee who is eligible for vacation under these rules, payment shall be made to the estate of the deceased.
D. 
Absences on account of sickness in excess of that authorized under the rules or for personal reasons as provided for under other leave may, at the discretion of the department head, be charged to vacation leave.
E. 
An employee shall be granted an additional day of vacation if, while on vacation leave, a designated holiday occurs or is legally observed.
F. 
Vacation allowances of no more than 10 days, provided under the terms of this section, shall be permitted to accumulate beyond the vacation year they become payable. These vacation days must be used in the next vacation year and may not be carried over into succeeding years. Compensation for such time will be paid at the current rate at time of use. Vacation shall be granted by the department head at such time when it will cause the least interference with the performance of the regular work of the town.
[Amended 5-22-1991 ATM, Art. 52; 4-22-2002 ATM, Art. 22]
G. 
Any employee in continuous employment shall be entitled to vacation pay based on an average of the number of hours worked in each week in the preceding year.
H. 
The Town Administrator and Town Treasurer will monitor this program to ensure fairness.
A. 
A full-time employee or part-time employee in continuous service who has completed six months of service shall be allowed six days’ leave with pay and thereafter shall be allowed leave on the basis of 1 1/4 days for each month of continuous service, provided that such leave is caused by sickness or injury or by exposure to a contagious disease.
B. 
An employee shall be credited with the unused portion of leave granted under Subsection A up to a maximum of 130 days.
C. 
If the amount of leave credit provided under Subsection B has been or is about to be exhausted, an employee may make application for additional allowance, to that provided under Subsection A. Such application shall be made to the Town Administrator, who is authorized to grant such additional allowances as may be determined equitable after reviewing all circumstances including the employee’s attendance and performance record prior to conditions supporting the request for the additional allowance. The additional allowance may be allowed up to a maximum of the following year’s credit (15 days) at the approval of the supervisor and the Town Administrator, the amount of which will be deducted from the following year’s sick leave accrual.
[Amended 5-16-1994 ATM, Art. 41]
(1) 
At the expiration of sick leave and applicable family and medical leave, the employee shall be placed on medical leave of absence.
(2) 
Medical leave of absence shall be granted up to a maximum of three months.
(3) 
While on medical leave of absence, the town will keep the group insurance in force for the employee.
(4) 
Upon return to work, double insurance deductions will be made from the employee’s pay until the employee’s share of the premiums paid during the medical leave of absence are repaid to the town.
(5) 
Every effort will be made by the town to return the employee to their original job or a reasonably like job. In cases where no job is available, the employee will be placed on layoff status, and the vacation pay due will be paid after deductions are made for the employee’s share of the group insurance.
(6) 
If at a later date an opening does occur, the town should recall the employee to this job if the employee could be expected to perform the essential functions of the position.
[Amended 4-25-1995 ATM, Art. 35]
(7) 
If recall is within six months of the end of the medical leave of absence, past seniority will be reinstated for all time except that time following the expiration of sick leave. (Medical leave of absence will not count towards seniority.)
D. 
Sick leave must be authorized by the department head and must be reported, on blanks provided for the same, to the Town Administrator.
E. 
A physician’s certificate of illness shall be submitted by the employee after three days’ absence to his department head before sick leave is granted under the provisions of this section. This certificate shall be forwarded by the department head to the Town Administrator.
F. 
The Town Administrator may require a medical examination of any employee who reports his inability to report for duty because of illness. This examination shall be at the expense of the town by a physician designated by the Town Administrator.
G. 
Injury, illness or disability that is self-inflicted shall not be considered a proper claim for leave under this section.
H. 
Payments made under the provisions of this section shall be limited in the case of an employee who is receiving workmen’s compensation payments to the difference between the amount paid in workmen’s compensation and the employee’s regular net pay.
I. 
In the event of payments made to an employee under the preceding subsections, the Town Administrator may debit the employee’s sick leave accrual by such amounts as he determines to be equitable in relation to such payments.
J. 
Payment of accumulated and unused sick leave:
[Amended 4-25-1995 ATM, Art. 35]
(1) 
An employee who retires with a minimum of 20 years of continuous service to the Town of Northborough or is age 55 or older is eligible to receive compensation for accumulated and unused sick leave.
(2) 
If the employee has accumulated over 100 days of sick leave, he/she may request the town to pay him/her his/her current rate of pay for those days in excess of 100 days, not to exceed $3,000.
(3) 
Payment will be made only upon retirement or death.
K. 
Employees with a minimum of 75 days of accrued sick time may become eligible for a personal day of leave, as noted below:
[Added 4-25-1995 ATM, Art. 35]
(1) 
One personal day will be earned for any consecutive four-month period of the year during which an employee has not utilized sick leave. No single month may be counted for more than one four-month period.
(2) 
An employee may accrue a maximum of three personal days per year.
(3) 
Use of personal days shall have written approval of the department head.
(4) 
Personal days shall not be carried from one fiscal year to the next fiscal year, unless the qualifying four-month period concludes with the month of June in any fiscal year.
L. 
Nothing in this section shall be construed to conflict with either Section 100 of Chapter 41 of the General Laws or the Family and Medical Leave Act of 1993, or the Americans with Disabilities Act of 1990.
[Amended 5-16-1994 ATM, Art. 41; 4-25-1995 ATM, Art. 35]
[Added 5-16-1994 ATM, Art. 41]
A. 
Regular, benefit-eligible employees not on new hire probationary status will be covered by this policy by the town’s sick leave and leave of absence policies to protect their length of service and benefit eligibilities during the period of absence.
[Amended 4-25-1995 ATM, Art. 35]
B. 
Eligible employees shall be entitled to a total of 12 work weeks of leave during a rolling twelve-month period measured back from the date the employee uses any leave, for the following reasons:
(1) 
The birth, adoption, or placement for foster care of a child (family and medical leave rights granted in this instance expire at the end of the twelve-month period beginning on the date of the birth or placement of adoption/foster care);
(2) 
To care for one’s spouse, son, daughter, or parent if such spouse, son, daughter, or parent has a serious health condition; ("Son or daughter" is defined as "a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis who is either under the age of 18 or 18 years of age or older and incapable of selfcare because of a mental or physical disability." "Parent" is defined as "a biological parent or an individual who stood in loco parentis.")
(3) 
Because of the serious health condition of an employee which makes the employee unable to perform the functions of his or her position.
C. 
A "serious health condition" is defined as:
(1) 
Any period of incapacity or treatment in connection with or consequent to inpatient care in a hospital, hospice, or residential care facility;
(2) 
Any period of incapacity requiring absence of work, school, or other regular daily activities, of more than three calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; or
(3) 
Continuing treatment/supervision by a health care provider for a chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity for more than three calendar days; or for prenatal care.
D. 
Leave for a serious health condition may be taken intermittently when medically necessary. An employee requesting intermittent leave may be required to temporarily transfer to an available alternate position with the town having equivalent pay and benefits if the alternative position may better accommodate recurring periods of leave. In cases where intermittent leave is foreseeable, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt the operations of the town.
E. 
When an employee learns that she is pregnant, it is her responsibility to notify her department head. Once notified, the department head will request the employee have her physician provide a medical status report to confirm the pregnancy and anticipated date of delivery, and to evaluate the employee’s ability to continue working in her present position. If, in the opinion of the attending physician, continued employment would be detrimental to the health of the employee or to others, the town may request that she discontinue working.
F. 
The employee shall give two weeks notice of his or her expected departure date and expected date of return to active employment when leave if foreseeable, or otherwise, "as soon as is practicable" under the circumstances. An employee may be required to give a certification of condition and the probable duration of such condition from a health care provider. At that time, the employee may begin to use available sick time, then vacation time, or if none are remaining, may request an unpaid leave of absence. Payment for accrued sick time will not exceed 12 weeks without medical documentation from a health care provider.
G. 
When the initial twelve-week period has elapsed and the employee is able to return to work but wishes to extend his or her leave for child rearing or other personal reasons, the employee apply for a personal leave of absence.
H. 
The town’s responsibility of holding the same position or comparable position open for an employee who utilizes family and medical leave time is limited to the initial twelve-week period provided that the employee has fulfilled the requirements in the earlier sections of this policy.
I. 
After the twelve-week period, the town will make every effort to return an employee to the same or substantially similar position; however, the town cannot offer any guaranties that either will be available upon expiration of such a leave of absence.
J. 
Upon return to work, double insurance deductions will be made from the employee’s pay until his or her share of benefit premiums paid during an unpaid leave are repaid to the town. Upon an employee’s failure to return to work after a substantial unpaid leave period, unless the failure is due to the continuation, recurrence, or onset of a serious health condition or other circumstance beyond the employee’s control, the town may attempt to recover "lost" insurance contributions from the employee.
K. 
Nothing in the section shall be construed to conflict with either Chapter 149, Section 105D of the General Laws or the Family and Medical Leave Act of 1993.
A. 
An employee may qualify for bereavement pay for not more than four days’ pay at the employee’s regular day rate if there is loss of work opportunity due to death in the immediate family as hereinafter defined. The four-day period shall include the day of the funeral plus two days immediately prior to the funeral and one day following the day of the funeral. Monday through Friday are days for qualification except for public safety personnel who may be scheduled to work Saturday or Sunday and who shall have equivalent time off at the discretion of the department head. The immediate family for purposes of this section include the employee’s parent, stepparent, father-in-law, mother-in-law, grandparent, spouse, brother, sister, brother-in-law, sister-in-law, child, stepchild, son-in-law, daughter-in-law and grandchildren.
[Amended 5-24-1995 ATM, Art. 35]
B. 
At the discretion of the department head, an employee may qualify for bereavement leave for not more than one day at the employee’s regular day rate if there is loss of work due to death in the family not mentioned in Subsection A above. The day of the funeral shall be considered the day of qualification.
The town agrees to pay the difference between jury duty pay and the pay an employee would have received for the week or those weeks working for the town. The town shall reimburse the employee only on the basis of a regular workweek of 40 hours. Employees must work when called upon to do so outside of the hours of jury duty, provided that the request of hours to be worked by the employee are during regular working hours.
An employee in full-time employment in the military reserve shall be paid the difference between compensation received while on reserve duty and regular compensation rates paid the employee by the town. Such payment by the town shall be limited to a period not to exceed two weeks in any twelve-month period and may include payment to members of the National Guard during a mobilization for an emergency in the commonwealth.
A. 
Small Necessities Leave Act. Employees who have been in the Town’s employ for a minimum of 12 months, and provided at least 1,250 hours of service to the Town during that 12 months, are eligible for up to 24 hours of unpaid leave for "Small Necessities." Small necessities are defined by M.G.L. c.149, §52D as follows:
[Amended 4-26-1999 ATM, Art. 26]
(1) 
to participate in school activities directly related to the educational advancement of a son or daughter of the employee, such as parent-teacher conferences or interviewing for a new school;
(2) 
to accompany the son or daughter of the employee to routine medical or dental appointments, such as check-ups or vaccinations; or
(3) 
to accompany an elderly relative of the employee to routine medical or dental appointments or appointments for other professional services related to the elder’s care, such as interviewing at nursing or group homes.
To be entitled to leave, employees must provide notice to the Town as follows:
If the need for leave is foreseeable, the employee must request the leave not later than 7 days in advance;
If the need is not foreseeable, the employee must notify the Town as soon as practicable under the circumstances.
To the extent possible, employees must provide written notice to the Town.
B. 
Absences for personal reasons may be charged to vacation leave upon application by the employee and approval by his or her department head. Such absences, however, may not be charged to vacation leave beyond that which the employee has earned at the time of such application.
[Amended 5-24-1995 ATM, Art. 35]
All newly hired regular employees will be required to take a post-offer, pre-employment medical examination by a practicing physician, designated by the town. The cost of the examination required by this section shall be paid by the town.
A. 
The Town of Northborough is an affirmative action/equal opportunity employer and employs people regardless of their race, color, national origin, religion, sex, age, physical or mental handicap and veteran status.
B. 
The town adheres to a policy of refraining from hiring simultaneously members of the same family, blood relatives or those related by marriage where there is a direct reporting relationship or access to confidential information. This policy is effective May 1986.
C. 
Prospective employees must complete a standard application form which will provide information on the type of work desired, educational background, history of employment or work experience and possession of special skills. Such information is relevant in determining qualification for a particular job.
D. 
A newly hired employee will normally be paid the minimum salary or wage rate for his classification except, however, a salary or wage rate above the minimum may be authorized for a new employee whose prior work experience warrants it, and provided that it is recommended by the department head and approved by the Town Administrator.
E. 
The first six months of employment for any new personnel shall be considered a probationary period. (See § 1-64-060G.) If the employee is retained in town service, the time spent in a probationary status shall count for advancement purposes. If the employee’s work is unsatisfactory, the employee may be dismissed by his or her department superior, with the approval of the Town Administrator, at any time during the probationary period. Public safety personnel may be retained in a probationary status for a period up to 12 months at the discretion of the Chief of Police or Fire Chief, with the approval of the Town Administrator. During the period of time in which a probationary Police Department employee is attending the Police Academy, the weekly wage for said employee will be adjusted to enable the Town to be recompensed for the tuition charges for which it may be liable to the Commonwealth. After the probationary period, the employee shall be considered a regular employee of the town. No regular employee shall serve more than one probationary period during one tenure of employment.
[Amended 4-25-1996 ATM, Art. 57; 4-28-1998 ATM, Art. 32]
F. 
A Drug Free Workplace. It is the policy of the Town of Northborough to provide a work environment that is totally free from the illegal use of controlled substances or drugs. Accordingly, the unlawful manufacture, distribution, dispensing, possession, or usage of a controlled substance or drug is strictly prohibited at all work stations and town sites, in all town vehicles and facilities, and by all town employees at all times while said employee(s) is(are) acting in his or her capacity as a town employee. Any employee found in violation of this policy will be subject to discipline up to and including dismissal and/or may be required to successfully complete a drug abuse assistance or rehabilitation program.
[Added 5-16-1994 ATM, Art. 49]
(1) 
The Town of Northborough, per Selectmen’s Policy #06-3.2, offers a confidential Employee Assistance Program (EAP), designed to help employees overcome serious problems they may be having with drug and/or alcohol abuse, and/or other personal problems which may negatively effect their job performance.
(2) 
Additionally, under the federal act, an employee must, as a condition of continued employment with the town:
(a) 
Abide by the terms of the Drug Free Workplace Act of 1988 as presented above; and
(b) 
Notify their supervisor or department head of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction.
(3) 
It is a requirement of the federal act that upon receipt of notice of conviction of a drug statute violation committed in the workplace that the town notify any federal agency providing funding through a grant. The town must give such notice within 10 days, and within 30 days of receiving such notification either take appropriate personnel action against the employee, up to and including termination of employment or mandated participation in an approved drug abuse assistance or rehabilitation program. Personnel action against the employee convicted of a criminal drug statute violation committed in the workplace will depend on the nature of the violation, the sentence imposed (e.g., confinement, etc.) and employee work history. The employee’s failure to notify the town of such a criminal drug statute conviction committed in the workplace within five days as required will be subject to sanctions.
(4) 
As part of the federal certification requirement, all employees of the Town of Northborough shall be given a copy of this policy statement. This policy shall be posted throughout the Town of Northborough offices and facilities.
G. 
Per the federal Department of Transportation’s guidelines regarding the 1991 Omnibus Employee Testing Act, the Town of Northborough Alcohol and Drug Testing Policy is hereby incorporated, by reference. Copies of the Town of Northborough’s Alcohol and Drug Testing Policy are available in the Office of the Administrator.
[Added 4-25-1996 ATM, Art. 57]
[Amended 4-25-1995 ATM, Art. 35]
Each employee must notify his or her department head of legal name changes, changes in number of dependents or changes of address. An employee must also provide accurate information for his or her personnel file to help minimize future delays in the receipt of benefits to which he or she is entitled. Per the Americans with Disabilities Act of 1990, employee medical information shall be kept confidential and separate from other personnel records.
[Added Board of Selectmen 6-24-1996]
Any employee or former employee requesting that the Town or its officers or employees make a written or verbal reference regarding said employee’s work performance must deliver such request in writing to the appointing authority, and must provide a full release to the Town and its officers or employees from any liability for such reference.
[Amended 4-25-1995 ATM, Art. 35]
There is a job description for each position included in the Wage and Salary Classification Plan. The description defines the essential functions of the position. Each employee may obtain a copy of his job description from the Office of the Administrator.
A. 
Deductions from pay are required for payment of state income tax, federal income tax and for contributions to the retirement system.
B. 
An employee may authorize other deductions such as for health insurance, credit union and additional group life and group accidental death and dismemberment insurance, in which case he must make arrangements with his department head.
[Amended 4-25-1995 ATM, Art. 35]
A. 
If an employee drives his or her own automobile on town business with the approval of his or her department head, the employee will be reimbursed for such use at a rate identical to the Internal Revenue Service (IRS) Standard Mileage Rate, as may be amended from time to time; provided, however, that the IRS Standard Mileage Rate in effect on July 1 of a given year shall be applied for a period of 12 consecutive months for purposes of this by-law. In order to collect reimbursement for mileage, the employee must keep an accurate record of the distances driven and the purpose of each use.
[Amended 4-27-1999 ATM, Art. 26; 4-26-2005 ATM Art. 29]
B. 
Each employee is also entitled to reimbursement for other expenses incurred, such as for hotel accommodations, public transportation and meals. Employees should submit requests for reimbursement for travel expenses documented by hotel bills, ticket stubs, toll receipts, etc., to his or her department head.
The Town provides Workmen’s Compensation Insurance for its employees to cover personal injury or death sustained in the course of employment, without cost to the employee for this coverage. Members of the Police and Fire Departments injured or killed in the line of duty are covered under the provisions of MGL C. 41, § 111F.
Employees of the town are eligible for certain group insurance benefits as authorized by Chapter 32B of the General Laws of Massachusetts. The town pays 1/2 of the dollar amount of the premium and the employees pay the remaining 1/2 of the premium as a payroll deduction.
[Amended 4-23-2001 ATM, Art. 22; 4-28-2003 ATM]
A. 
Longevity payments.
(1) 
An employee of the town in continuous employment shall be awarded longevity pay subject to a satisfactory performance evaluation during the preceding twelve-month period and length of service in accordance with the following table:
(a) 
After five years of service: $200 per year over regular salary.
(b) 
After 10 years of service: $350 per year over regular salary.
(c) 
After 15 years of service: $500 per year over regular salary.
(d) 
After 20 years of service: $650 per year over regular salary.
(e) 
After 25 years of service: $800 per year.
(f) 
After 30 years of service: $950 per year over regular salary.
(2) 
Longevity payments shall be made once a year between November 15 and December 15 to all who qualify as of November 1.
B. 
Public Safety personnel certified as and performing the duties of Emergency Medical Technicians, including driving the town ambulance, responding to medical emergencies and providing emergency medical treatment, or those who are in the process of being recertified as Emergency Medical Technicians as specified in Chapter 111C of the General Laws, shall be reimbursed for costs associated therewith. The department head shall approve in advance all courses and fees required for certification or recertification, and reimbursement for fees will be subject to satisfactory completion of course work. Hours spent in training for emergency medical certification shall be considered hours worked and the employee will be compensated. Payment for training will not be made to individuals who lose their certification through their neglect of meeting recertification training requirements.
C. 
Educational Incentive Program. Employees wishing to earn credits from an accredited educational institution towards a degree program or certification, or for a course or coursework related to their employment with the Town, shall be eligible for consideration of tuition reimbursement subject to the following requirements:
(1) 
Requests shall be made in writing to the Town Administrator prior to enrolling in courses, providing a description of the course of study and its relationship to Town employment. Approval by the Town Administrator is required in advance of enrolling in courses.
(2) 
Once approval is received, completion of the course with a grade of "B" or better (or 3 or better on a scale of 1-4 with 4 being the highest grade).
(3) 
The Town will reimburse 50% of the tuition at a maximum of $225 per course.
[Amended 4-28-2003 ATM; 4-23-2007 ATM, Art. 41]
(4) 
Program is limited to one course per semester.
(5) 
Employees who voluntarily resign from Town employment within three years of receiving reimbursement shall be required to pay the Town for payments received.
[Added 4-26-1999 ATM, Art. 26]
A. 
The Personnel Board of the Town of Northborough shall constitute the Personnel Relations Review Board of the town and in that capacity shall have the powers and duties and perform the functions assigned to such Personnel Relations Review Board by MGL C. 40, § 21B, and said Board shall, in the performance of its duties as Personnel Relations Review Board, be subject to the limitations imposed by MGL C. 40, § 21B, and by the bylaws of the town.
B. 
When sitting as a Personnel Relations Review Board, the Personnel Board shall keep a separate record of its proceedings which shall not be open to public inspection except as may otherwise be required by state law.
A. 
There shall be a grievance procedure available to those employees of the town whose rights under the Classification Plan have, in their opinion, been prejudiced in any way and covering all other grievances except those that would properly fall under the jurisdiction of the Civil Service Commission or other duly established appeal board. As used in this section, the word "grievance" shall be construed to mean a dispute between the employee and his supervisor arising out of an exercise of administrative discretion by such supervisor or supervisors relative to the rates of pay, hours of work or working conditions.
(1) 
Step 1. The employee shall take up his grievance orally with his immediate supervisor who shall reach the decision and communicate it orally to the employee within two working days from receipt.
(2) 
Step 2. If such immediate supervisor cannot or will not adjust the matter within two working days to the satisfaction of the complainant employee, the employee may, within five working days, present his grievance, in writing, to his supervisor, who within 24 hours upon receipt shall forward it to the department head. The complainant employee shall send a copy of his written grievance to the Personnel Relations Review Board. The department head shall hold a hearing within five days from receipt if the grievance cannot be resolved otherwise. At his request, there shall be present the employee and one representative if he requests it, his supervisor and a department head. A written record of this hearing shall be kept. Within two working days from the conclusion of the hearing, a decision shall be reached and the employee notified. On those cases where the next level of authority is a board or commission rather than a department, omit this step and proceed directly from Step 1 to Step 3.
(3) 
Step 3. If the grievance is not adjusted to the satisfaction of the complainant employee in Step 2, and in those cases where the department is under the jurisdiction of a board or commission, the procedure of Step 2 shall be received before the board or commission with the same group in attendance, within five working days from the conclusion of the previous step.
(4) 
Step 4. If the grievance is not adjusted to the satisfaction of the complainant employee in Step 3, all records and facts on the case shall be referred to the Personnel Relations Review Board by the chairman of the board or commission involved within 48 hours from the conclusion of Step 3. The Personnel Relations Review Board shall hold a hearing within 10 working days from its receipt of the records of the case. Those present at Step 3 shall appear at this hearing. Within 20 working days from this hearing, the employee shall be notified, in writing, through normal channels of communication as to the decision of the Personnel Relations Review Board, whose decision shall be final except as otherwise is provided by law. All parties concerned with the agreement shall receive a copy of the Personnel Relations Review Board’s written decision.
B. 
During the interval in which the employee’s grievance is being processed from Step 1 to Step 4, the employee shall perform the tasks assigned to him by his supervisor, including those tasks that precipitated the grievance. There shall be no discrimination shown any employee who may appear before the Personnel Relations Review Board by any supervisor, department, board or commission. The employee shall have the right at any time, without prejudice, to withdraw his grievance or complaint.
[Amended 5-20-1991 ATM; 5-17-1993 ATM, Art. 38; 5-16-1994 ATM, Art. 41; 4-24-1995 ATM, Art. 35; 4-28-1997 ATM, Art. 32; 4-28-1998 ATM, Art. 32; 4-26-1999 ATM, Art. 26; 4-24-2000 ATM, Art. 30; 4-23-2001, Art. 22; 4-22-2002 ATM, Art. 22; 4-28-2003 ATM, Art. 25; 4-27-2004 ATM, Art. 28; 4-26-2005 ATM, Art. 29; 4-25-2006 ATM, Art.49; 4-24-2007 ATM, Art. 41; 4-28-2009 ATM; 4-26-2010 ATM; 4-25-2011 ATM; 4-24-2012 ATM; 4-22-2013 ATM, Art. 38; 4-28-2014 ATM; 4-27-2015 ATM, Art. 39; 4-25-2016 ATM, Art. 33; 4-24-2017 ATM, Art. 36; 4-23-2018 ATM, Art. 24; 7-18-2020 ATM, Art. 25; 5-1-2021 ATM; 4-23-2023 ATM by Art. 29; 4-22-2024 ATM by Art. 36]
Classification of Positions by Occupational Groups and Assignment to Compensation Grades
Grade
Position Title
1
Board Secretary
Cable Access Television Assistant
Custodian
Food Service Coordinator
Library Assistant
2
Department Assistant
Hazardous Materials Assistant
Light Equipment Operator
3
Assistant Tax Collector
Assistant Town Clerk
Administrative Assistant (various departments)
Circulation Desk Supervisor
Program Coordinator
Production Coordinator
Assessor's Assistant
Assistant Town Accountant
4
Data Collector
Outreach Coordinator
Heavy Equipment Operator
Water and Sewer Maintenance Worker
Counselor
Librarian
Recreation Program Supervisor
Animal Control Officer
Community Outreach Worker
5
Veteran's Agent
Assistant Treasurer/Collector
Executive Assistant
Conservation Agent
Health Agent
Highway Supervisor
Mechanic
Cable Access Director
Local Inspector
Inspector
Assistant MIS/GIS Director
Shared Services Coordinator
Regional Epidemiologist
Regional Public Health Nurse
Social Worker
Sanitarian
Assistant Library Director
6
Town Clerk
Recreation Director
Family and Youth Services Director
Water/Sewer Operations Manager
Senior Center Director
7
Treasurer/Collector
Police Lieutenant
Planning Director
MIS/GIS Director
Library Director
Human Resources Director
Health Director
Health and Human Services Director
Town Engineer
Water/Sewer Superintendent
Facilities Manager
Highway Superintendent
Building Inspector/Zoning Enforcement Officer
Principal Assessor
Town Accountant
8
Assistant Town Administrator
Deputy Fire Chief
Assistant DPW Director
9
Finance Director
Director of Public Works
Fire Chief
Police Chief
[Amended 5-20-1991 ATM; 5-17-1993 ATM, Art. 38; 5-16-1994 ATM, Art. 41; 4-24-1995 ATM, Art. 35; 4-28-1997 ATM, Art. 32; 4-28-1998 ATM, Art. 32; 4-26-1999 ATM, Art. 26; 4-24-2000 ATM, Art. 30; 4-23-2001, Art. 22; 4-22-2002 ATM, Art. 22; 4-28-2003 ATM, Art. 25; 4-27-2004 ATM, Art. 28; 4-26-2005 ATM, Art. 29; 4-25-2006 ATM, Art.49; 4-24-2007 ATM, Art. 41; 4-28-2009 ATM; 4-26-2010 ATM; 4-25-2011 ATM; 4-24-2012 ATM; 4-22-2013 ATM, Art. 38; 4-28-2014 ATM; 4-27-2015 ATM, Art. 39; 4-25-2016 ATM, Art. 33; 4-24-2017 ATM, Art. 36; 4-23-2018 ATM, Art. 24; 7-18-2020 ATM, Art. 25; 5-1-2021 ATM; 4-23-2023 ATM by Art. 29; 4-22-2024 ATM by Art. 36]
General Compensation Effective July 1, 2024 (FY2025)
Effective July 1, 2024 – June 30, 2025
Grade
Hourly Minimum
Hourly Maximum
Annual Minimum
Annual Maximum
1
$22.58
$29.36
$46,975.01
$61,067.51
2
$25.29
$32.87
$52,603.14
$68,379.66
3
$28.33
$36.83
$58,918.19
$76,600.29
4
$31.72
$41.24
$65,986.59
$85,773.71
5
$37.43
$48.66
$77,863.30
$101,217.85
6
$41.93
$54.51
$87,213.98
$113,382.61
7
$46.96
$61.04
$97,672.57
$126,965.48
8
$49.77
$64.71
$103,522.29
$134,587.83
9
$55.75
$72.47
$115,952.94
$150,741.03
[Amended 5-20-1991 ATM; 5-17-1993 ATM, Art. 38; 5-16-1994 ATM, Art. 41; 4-24-1995 ATM, Art. 35; 4-28-1997 ATM, Art. 32; 4-28-1998 ATM, Art. 32; 4-26-1999 ATM, Art. 26; 4-24-2000 ATM, Art. 30; 4-23-2001, Art. 22; 4-22-2002 ATM, Art. 22; 4-28-2003 ATM, Art. 25; 4-27-2004 ATM, Art. 28; 4-26-2005 ATM, Art. 29; 4-25-2006 ATM, Art. 49; 4-24-2007 ATM, Art. 41; 4-28-2009 ATM; 4-26-2010 ATM; 4-25-2011 ATM; 4-24-2012 ATM; 4-22-2013 ATM, Art. 38; 4-28-2014 ATM; 4-27-2015 ATM, Art. 39; 4-24-2017 ATM, Art. 36; 4-23-2018 ATM, Art. 24; 7-18-2020 ATM, Art. 25; 5-1-2021 ATM; 4-23-2023 ATM by Art. 29; 4-22-2024 ATM by Art. 36]
Miscellaneous Compensation
Merit-Based1 - Eligible for General Salary/Wage Adjustment
Substitute Librarian
Minimum: $26.84
Maximum: $34.87/hour
Substitute Library Assistant
Minimum: $21.88
Maximum: $28.46/hour
Call Inspector
Minimum: $29.69
Maximum: $38.58/hour
Call Firefighter Trainee
Minimum: $20.19
Maximum: $26.28/hour
Call Firefighter
Minimum: $22.37
Maximum: $29.09/hour
Call Firefighter/EMT or Paramedic
Minimum: $24.77
Maximum: $32.19/hour
Special Police Officer
Minimum: $19.70
Maximum: $33.17/hour
Non-Merit-Based - Pay rates/ranges adjusted as market conditions warrant
Assistant Dog Officer
Per call: $4/phone call, $20/call-out; $30/kennel call
Part-Time Dispatcher
Rates per Union Contract
Library Page
Minimum: $15
Maximum: $17.25/hour
Seasonal Staff A
Minimum: $15
Maximum: $25/hour
Seasonal Staff B
Minimum: $25
Maximum: $60/hour
Senior Center Van Driver
Minimum: $17
Maximum: $25/hour
Stipends:
Inspector of Animals
$5,000 - $6,000 per year
Emergency Preparedness Director
$5,000 - $6,000 per year
Sealer of Weights/Inspector of Measures
$3,000 - $4,000 per year
Assistant to the Emergency Preparedness Director
$500 per year
Emergency Shelter Coordinator
$500 per year
NOTE:
1
Assuming satisfactory performance and minimum level of pay achieved.