The pay plan is intended to provide equitable
compensation for all positions when considered in relation to each
other; to general rates of pay for similar employment in the private
sector and in the other public jurisdictions in the area, to changes
in the cost of living, to financial conditions of the Town and other
factors. To this end, the Town Council shall from time to time consider
studies of all factors affecting the level of salary ranges and consider
such changes in salary ranges as they may appear to be warranted,
subject to employee labor agreements when applicable.
An applicant hired or an employee promoted to
a position in a higher grade, who does not meet all the established
requirements of the position, may be appointed at a rate in the pay
plan below the minimum established for the position. An employee will
remain on the trainee step until it is certified that the trainee
is qualified to assume the full responsibilities of the position,
subject to employee labor agreement.
When an employee is promoted, demoted, upgraded,
transferred or reclassified, the rate of pay for the new position
will be established in accordance with the following rules:
A. An employee who is promoted shall receive a minimum
two-step increase or an increase to the minimum step of the new pay
grade, whichever is higher.
B. An employee who is demoted to a position for which
he/she is qualified shall receive a salary or hourly rate in the lower
pay range.
C. An employee transferring from a position in one skill
to a position in another skill assigned the same pay range shall continue
to be paid at the same rate.
D. An employee whose position is reclassified to a skill
having a higher salary grade shall receive a minimum two-step increase
or an increase to the minimum step of the new pay grade, whichever
is higher. If the employee's position is reclassified to a lower pay
grade and the result is that the employee will receive a rate of pay
above the maximum established for the new grade, that employee will
be ineligible for merit pay adjustments until such time that the employee
either receives a promotion or benefits from a general grade-wide
pay increase thereby bringing the employee's rate of pay to or below
the maximum rate established for the grade.
E. An employee who is temporarily upgraded shall receive
a minimum one-step pay increase or an increase to the minimum step
of the grade of the position that he/she is filling, whichever is
higher, until the employee is downgraded. The Town Manager reserves
the discretion to give a temporary pay increase without the above
guidelines being satisfied.
When a change in pay range is approved for a
group of positions, employees whose positions are allocated to that
group may have their salary or hourly rate raised or left unchanged.
A. Depending upon the financial condition of the Town,
when a group of positions is assigned to a higher pay grade, each
employee in that group shall receive at least a pay increase to the
minimum starting of the new pay grade. If the employee's current rate
of pay is within the new grade, the employee will retain his or her
current salary.
B. When a group of positions is assigned to a lower pay
grade, the salaries of employees in that group will remain unchanged.
If this assignment to a lower grade results in an employee being paid
at a rate above the maximum step established for the new grade, that
employee will be ineligible for merit pay adjustments until such time
that the employee either receives a promotion or benefits from a general
grade-wide pay increase, thereby bringing the employee's rate of pay
to or below the maximum rate established for the grade.
The pay plan established by this policy is for
full-time service. An employee appointed for less than full-time service
shall be paid an hourly rate; however, subject to any applicable employee
labor agreements.
[Amended 9-11-2023 by Ord. No. 2023-05]
A. Overtime-eligible work shall be that work performed by a full-time
nonexempt employee which exceeds 40 actual working hours per pay period.
Vacation, sick leave and flex time (if applicable) cannot be used
for the purpose of calculating overtime.
B. For the purpose of computing overtime pay, time spent on holidays,
military leave, jury duty, and bereavement leave shall be considered
as hours worked; terms subject to employee labor agreements. Lost
time due to other types of leave such as personal business, unexpected
absence and lateness shall not be considered as hours worked. No employee
shall be authorized to work overtime, except when necessary, in the
interest of the Town, on the same day that an employee has spent time
on leave with or without pay.
C. When employees in positions defined by §
29-9, Group A, are required to work overtime, they will be compensated with time off (1 1/2 times), or shall be paid for such overtime on the basis of 1 1/2 times their regular hourly rate for the overtime hours worked, provided that:
(1) The overtime work is of a regularly scheduled nature and is approved
by the department head or the authorized representative of the department
head;
(2) The overtime work is of an unusual, unscheduled or emergency nature
and is directed or required by the department head, or the authorized
representative of the department head; and
(3) The position is not exempt from these overtime provisions.
D. Compensatory time off, earned as a result of overtime, shall be scheduled
and taken within 90 days from the time it is earned, and if not so
taken, it will be compensated (paid out) at the regular hourly rate.
E. Determination of whether an employee will receive compensatory time
or monetary payment for overtime shall be within the discretion of
the department head.
[Added 9-11-2023 by Ord. No. 2023-05]
A. Policy. Flex time may be earned, by prior approval of the Town Manager,
when exempt employees are required to work more than their normally
scheduled hours in a workweek for special work-related events outside
of their normal working hours, such as Council meetings, special events,
special projects, unusual/irregular events or work which must be performed
during weekends or any normally scheduled time off ("necessary hours").
Flex time is reserved to compensate for special or required duties
outside of the employee's regular work and is not a right or a substitute
for overtime, which exempt employees are not eligible for.
B. Salaried exempt employees and contract employees are expected to
complete all normal and routine job tasks during their regular working
hours, even if this occasionally results in more than 40 hours per
week, and this shall not be considered flex time. An exempt employee's
voluntary election to complete his or her normal job responsibilities
outside of his or her normally scheduled working hours shall not be
considered necessary hours and shall not result in entitlement to
flex time.
C. All requests for credit of flex time for necessary hours to an exempt
employee's account must be approved, in advance if possible, by the
Town Manager.
D. Flex time is accumulated on an hour-for-hour basis. Under no circumstances
shall an exempt employee be permitted to take flex time off until
the employee has already earned the hours of flex time.
E. No exempt employee may carry more than 100 hours of flex time at
any given time.
F. Accrued flex time off hours may not be carried over from year to
year. Any unused hours will expire on December 31 of each year. Upon
request of an exempt employee, the Town Manager may issue an exemption
to this requirement, where he or she determines that unusual and extenuating
circumstances exist which justify allowing an employee to carry over
hours beyond December 31 for a particular year.
G. Upon service or disability retirement, payment for all accumulated,
unused flex time, not to exceed 100 hours, will be made in one lump-sum
payment on the last scheduled payday.
H. Exempt employees must submit requests, on a form prepared by the
Town, to use accrued flex time for specific days and/or hours off
to their division head or the Town Manager. The division head or Town
Manager shall reasonably allow exempt employees to use accrued flex
time after the exempt employee has made such a request, subject to
the division head's or Town Manager's discretion as to the needs of
the department and in a manner that will not unduly disrupt the operations
of the department. The usage of flex time will be at the convenience
of the department but should not be unreasonably withheld. The Town
Manager shall have the final say as to whether a given request to
use flex time will be approved.
I. All flex time will be recorded as such on official timesheets, both
when it is earned and when it is used. Requests for credit of flex
time for necessary hours worked, as described herein, must be received
by administration and incorporated into the employee's weekly time
sheet no later than Monday of each week for the previous week. When
flex time is used, the time used will be incorporated in the employee's
weekly time sheet.
J. Exempt employees shall be eligible to earn flex time for necessary
hours on an hour-for-hour basis (i.e., one hour of work for attendance
at a Council meeting will result in one hour of flex time credit).
Flex time can only be accrued in increments of 1/2 or whole hours.
When flex time is used, flex time shall be taken in no less than half-hour
increments.
Any Town employee eligible to receive overtime
compensation under this policy who is not "on-call" will be guaranteed
a minimum payment of two hours of wages for being called back to work
outside of normal working hours, provided that the employee who is
called back goes home again before the next regular work time. Call-back
pay is subject to employee labor agreements, when applicable.
Longevity pay increases shall be applied to
all regular employees working 20 or more hours per week. These pay
increases are administered in the form of step increases within each
grade in accordance with the following schedule and conditions:
A. All step increases require a satisfactory or greater
annual performance evaluation rating in the year immediately prior
to the step increase.
B. All longevity step increases are effective on the
employee's anniversary date of service to the Town.
C. Employees at the highest step for their grade level
are no longer eligible for longevity increases.
Pay day falls on Thursday for all employees.
Should a regular pay day fall on a holiday, paychecks shall be issued
on the work day that precedes the holiday. Direct deposit of paychecks
is a condition of employment.
All employees shall be paid weekly. The pay
period shall be from 12:01 a.m. Monday to 12:00 p.m. Sunday.