A.
Policies are defined as the basic rules which guide
administrative action to accomplish the organization's objective.
Well-conceived policies, consistently and fairly administered, have
greatly contributed to the success of many organizations.
B.
This Personnel Policies Employee Handbook contains
those policies adopted by and for the Town of Georgetown. Its intended
use is to inform all covered employees of their rights, benefits and
responsibilities and to assist the Town administrative group, department
heads and supervisory personnel in seeing that the goals and objectives
of the Town are met.
C.
As changes occur in this handbook, i.e., additions,
deletions or revisions; all changes will be dated and communicated
to all affected employees.
This handbook shall apply to all employees of
the Town of Georgetown. When an aspect of either this policy or a
manual of department rules conflicts with the terms and conditions
of an employee labor agreement approved by Town Council, then the
employee labor agreement takes precedence.
As used in this chapter, the following terms
shall have the meanings indicated:
Any employee who is eligible for a regular paycheck, except
those on terminal leave.
Any month in which an employee for one half of the workdays
either works, is on approved leave with pay, is on worker's compensation
leave or any combination of these.
A period of 12 calendar months in which the employee is on
active pay status or is on worker's compensation leave.
Any employee whose employment duties involve work or services
essential to the health or safety of the public and the withholding
of such services would create a clear and present danger to the health
or safety of the public.
[Added 2-9-2011 by Ord. No. 2011-5]
An employee on a trial status during the initial period of
employment. All newly hired Town employees are on a probationary status
which, unless previously provided, extends for six months from the
date of hire. Probationary periods may be extended under special circumstances.
An employee who has successfully completed the probationary
period, is assigned to a position which is expected to continue for
an indefinite duration, and works a shift schedule which will total
no less than 2,080 hours per year.
An employee who has successfully completed the probationary
period, is assigned to a position which is expected to continue for
an indefinite duration, and works a shift schedule of 20 hours or
more, but less than 40 hours, per week.
An employee whose work assignment is limited in duration
to six months or less.
All appointments, promotions and other personnel
transactions shall be made on the basis of knowledge, skills and abilities,
as stated in the job description for the position, subject to an employee
labor agreement, if applicable.
A.
The following table describes each group of positions:
|
Group
|
Description
| |
|---|---|---|
|
A
|
Nonexempt hourly
| |
|
B
|
Exempt salaried
|
(2)
Employees in Position Group B work the number of hours necessary to assure satisfactory performance of their duties and shall be excluded from overtime pay but shall be eligible for flex time as provided for under the terms set forth in § 29-18.1.
[Amended 9-11-2023 by Ord. No. 2023-05]
(3)
For any employees subject to a collective bargaining agreement, the
terms of the collective bargaining agreement shall apply as to compensation
for hours worked.
[Added 9-11-2023 by Ord. No. 2023-05]
B.
When the activities of a particular department require
some other schedule to meet needs, a deviation from the normal schedule
described above may be authorized.
