Each fiscal year, the Town Manager shall prepare and submit to the Board of Selectmen a pay plan for each grade in the classified service, showing the minimum and maximum rates of pay. In setting salary ranges, consideration may be given to the Town's financial conditions and policies, prevailing rates of pay for comparable work in the general labor market area, conditions of work, and suggestions of department heads.
A. 
Placement on salary/wage schedule. The starting rate of pay offered for recruitment purposes is normally the minimum rate of the pay ranges. The Town Manager may approve initial compensation at a rate within approved pay range for the grade when the Town Manager determines that such action is appropriate.
B. 
Starting rate on return from military service. Any regular employee who takes leave to serve in the Armed Forces shall be reinstated in accordance with law.
A. 
Regular part-time employees. Such employees are paid on an hourly basis pursuant to the appropriate wage schedule.
B. 
Wage schedule for part-time, seasonal and temporary employees.
(1) 
Employees who work less than 1/2 the normal work week, or less than 10 months per year, are paid the legally required state minimum wage rate. However, exceptions to this wage schedule may be based on the needs of the Town and made for employees with special skills, experience, or as the labor market requires, at the discretion of the Town Manager.
(2) 
Specific wage schedules for part-time, seasonal and temporary employees may be maintained and reviewed annually by department heads and recommended to the Town Manager.
C. 
Nonexempt employees and compensatory time. All nonexempt employees are paid on an hourly basis for the number of hours actually worked during the pay period, and are paid 1 1/2 times their regular rate of pay for any hours worked in excess of 40 in a single work week. At the Town's discretion, overtime may be paid in the form of compensatory time.
D. 
Exempt employees. Exempt employees are paid an annual salary divided by the number of pay periods per year. Exempt employees are not paid overtime, but may have their salaries adjusted by the Town Manager if they assume additional responsibilities or may be paid a bonus if they perform duties significantly in excess of their normal duties.
Rates of pay shall be raised or lowered appropriately to reflect promotions or demotions, respectively. A transfer to a position of the same pay range, however, will not result in a pay adjustment. The Town Manager may also adjust an employee's pay rate when the employee takes on additional responsibilities or the employee performs work significantly in excess of the employee's normal work hours.
A. 
The Town is required by law to make certain deductions from an employee's wages each pay period. These include income and unemployment taxes, Federal Insurance Contributions Act (FICA) contributions (social security and Medicare), and other deductions required under law or by court order for wage garnishments. The amount of an employee's tax deductions will depend on their earnings and the number of exemptions you list on your federal Form W-4 and applicable state withholding form. Employees may also authorize voluntary deductions from their paycheck, including contributions for insurance premiums, retirement plans, spending accounts, or other services. Deductions will be reflected in an employee's wage statement.
B. 
If an employee has any questions about their pay, they should speak with Human Resources.
The Town may have a relationship with a credit union that employees may choose to join.
Employees' wages shall be paid by direct deposit into an account with an eligible full-service bank selected by the employee.