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.
A.
For nonbargaining positions, salary ranges are intended
to furnish administrative flexibility in recognizing individual performance
among employees holding positions in the same grade by rewarding employees
for meritorious service. Rates of pay for positions represented by
an employee labor agreement are determined by such. The following
general provisions will govern the granting of the pay increments:
B.
The minimum rate established for the grade is the
normal hiring rate, except in those cases where unusual circumstances
appear to warrant appointment at a higher rate. Appointment above
the minimum rate for positions below department head may be made with
the approval of the Town Manager, when deemed necessary in the best
interest of the Town. Appointment above the minimum rate for positions
at the department head level may be made with the approval of the
Town Council, when deemed necessary in the best interest of the Town.
Above-the-minimum appointments will be based on such factors as the
qualifications of the applicant being higher than the desirable education
and training for the grade, a shortage of qualified applicants available
at the minimum step and the need to offer qualified applicants above
the minimum steps to secure their employment. All factors affecting
an employee's performance shall be considered in determining whether
or not the employee shall receive an increase or be retained at the
current rate. The performance evaluation shall cover a full year of
active service of the employee. This provision is for bargaining and
nonbargaining positions.
C.
The date for the performance evaluation described in Subsection B above shall be the annual anniversary of an employee's employment date or date of change of position. The Town Manager shall have the discretion of setting department head and division head review dates at the end of the fiscal year in order to determine performance with respect to departmental goals and objectives. Another date for a new employee may be designated when deemed necessary in the best interest of the Town, and shall be based on such factors as the qualifications of the new employee being higher or lower than the desirable education and training for the grade, a shortage of qualified applicants for the job and the need to offer qualified applicants another review date other than their employment date to secure their employment.
D.
Review dates shall not be altered once they are established
A.
All employees covered by the salary plan shall be
paid at a listed rate within the salary ranges established for their
respective job grades except for employees in a trainee status or
whose present salaries are above the established maximum rate following
transition to a new pay plan or a reclassification.
B.
Employees in Grades 1 through 15 who work a forty-hour
week and an eight-hour day shall be paid at the listed hourly rate
within the salary ranges established for their respective grades as
designated in Appendix A[1], subject to employee labor agreements, when applicable.
[1]
Editor's Note: Appendix A is on file in the
Town offices.
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.
A.
The Town shall provide compensation to employees scheduled
for "on-call" service after hours, weekends and holidays on a full
seven-day cycle.
B.
The method of reimbursement for the service shall
be:
(1)
The Town shall pay an additional seven hours straight
time over and above the normal 40 hours worked for an employee assigned
"on call" for the week, even if he/she is not called out. This on-call
pay is computed and should be shown on the biweekly time sheet as
one straight-time hour per day.
(2)
The paid "call-out" time shall be no less than two
hours for each separate call-out. If an employee is on a call-out
and another trouble call is reported to him/her, this shall be treated
as the same call-out. Only when the employee has returned home and
is again called out shall a new call-out be reported. The time spent
on a call-out begins when the employee reports to the workplace or
gets to the Town vehicle. The call-out time must be recorded on the
weekly time sheet in the on-call overtime column.
(3)
Any trading of on-call duty between employees must be approved by the supervisor of the employee who was originally assigned for duty. Approval must be in written form. The assigned on-call employee shall be the only employee who reports call-out time under this policy. Obviously, other personnel may be called out during times of emergencies and their overtime pay shall be determined under § 29-18.
(4)
Any employee scheduled and assigned to on-call duty
who is found to be unavailable when called at the phone number listed
with the Dispatch Center of his or her department will be subject
to disciplinary action by the department head; including loss of one
week's on-call pay.
(5)
The employee subject to "on-call" shall be responsible
to assure that the phone number listed under his or her name, with
the Dispatch Center, is correct and current.
C.
Written approval must be obtained in order to trade
on-call shifts. Approval must be received prior to the trade. The
person who is actually on call is the employee who is to be reported
to payroll.
D.
On-call and stand-by pay is subject to employee labor
agreements, when applicable.
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.
