[HISTORY: Adopted by the Town Council of the Town of Barrington 9-8-1966 (Ch. IV of Title One of the 1965 Code). Amendments noted where applicable.]
RHODE ISLAND GENERAL LAWS (AS AMENDED)
Deductions for medical service plan — See § 36-6-15.
Original appointments will ordinarily be compensated as Step A of the salary range for the classification to which the appointment is made.
The Town Manager may approve appointments at a rate above the minimum pay step for the salary range assigned a position when difficulties in recruitment are encountered or in cases of unusual circumstances.
Employees who are appointed at the minimum step of the salary range shall be granted pay increases in accordance with the schedule for the classification to which they are assigned in the following manner:
Step A is the entrance pay step. Employees will remain on this step for the first six months of employment.
Step B employees are eligible for an automatic increase in pay to this step upon completion of six months of continuous, full-time employment.
Step C employees are eligible for an automatic increase in pay to this step upon the beginning of the first fiscal year after 18 months of continuous full-time employment.
Step D employees become eligible for consideration for a merit increase to this step upon completion of an additional 12 months of continuous, full-time employment.
Step E employees become eligible for consideration for a merit increase to this step upon completion of an additional 12 months of continuous full-time employment.
Step L employees become eligible for consideration for a merit increase to this step upon completion of an additional 12 months of continuous full-time employment.
Employees who become eligible upon completion of the required length of employment shall be considered for merit increases, but it is within the discretion of the department head to recommend the denial or postponement of such increase for good cause.
When an employee is promoted to a position with a higher pay range, he shall receive either Step A of the pay range for the new position or a one-step advancement in pay above the step he is receiving, whichever rate of pay is the higher level. In no case of promotion shall an employee receive less than a one-step increase in pay.
When an employee is demoted to a position in a classification which is allocated to a lower salary range than the range for his present classification, he shall be paid as follows:
If his present rate of pay is the same as a pay step within the lower classification pay range, he shall be allocated to the same pay rate as he is presently receiving.
If his present pay rate is higher than the maximum step in the lower classification, then he shall be allocated to the maximum rate of pay of the lower classification.
When an employee is transferred to a classification which is allocated to the same pay range as his present classification, there shall be no change in the rate of pay.
In those cases where a classification is allocated to a higher pay range, then the incumbents in the classification shall be advanced in pay to the same pay step in the new pay range as they are allocated in the present pay range.
In those cases where a classification is allocated to a lower pay range, then the incumbents in the classification shall retain the same rate of pay as they are presently receiving, provided that such rate of pay does not exceed the maximum step of the pay range to which the class has been reallocated. When the incumbent is receiving a salary above the maximum pay step of the pay range, then his salary may be reduced to the maximum step of the new range.
Such changes in pay range allocation shall have no effect upon the normal eligible date for automatic and merit increases.
When an employee is reinstated within one year of separation from town service and is assigned to the same department and the same classification from which he was separated, he shall receive the same pay step in the pay range as he received at the time of separation.
If the pay range has been lowered for the classification from which he was separated, then his pay will be adjusted to the nearest pay step equivalent to the pay rate he received at the time of separation; provided, however, that he shall not be allocated to a pay rate higher than the maximum rate for the classification to which he is assigned.
When an employee is reinstated to the same classification but is assigned to a position in a department other than the one from which he was separated, then he may be assigned to a pay step within the salary range for that classification which is equal to or lower than the rate he received at the time of separation from town service.
Where it is necessary for overtime work to be performed, department heads may specifically authorize such overtime work, but every effort should be made to reduce such overtime to a minimum.
Authorized overtime for salaried employees' work shall be compensated as follows:
Compensatory time off. Compensatory time off at straight time will be authorized when such time off will not seriously impair the efficiency of the department. Compensatory time off shall be scheduled at the discretion of the department head.
Payment in lieu of compensatory time. Payment in lieu of compensatory time will normally be at the straight-time rate. Such payment must be authorized by the Town Manager. Justification for payment for overtime worked would be those instances where the absence of employees from their regular work would seriously impair or obstruct the work of a division or department.
Emergency work. Emergency work performed by labor foremen and other supervisory personnel (except department heads) classified as salaried employees shall be compensated at time and one-half of their straight time rate upon authorization by the Town Manager.
All employees classified as hourly employees shall be paid at the rate of time and one-half for all time worked in excess of nine hours in any one day during a twenty-four-hour period following the time of their scheduled shift and for all time worked in excess of 45 hours during their workweek at regular pay. Should a legal holiday prevent an employee from working 45 hours during his workweek, the forty-five-hour minimum will be reduced accordingly for the purpose of awarding overtime payment.
For the purpose of this chapter, heads of departments are to be considered salaried employees whose annual compensation shall be their only payment for the positions they hold. There is no intended relationship between the salary and work hours. They shall receive no compensation for overtime, holidays worked or extra duty but shall be entitled to the authorized leaves, holidays or compensatory time off scheduled with the approval of the Town Manager.
If an employee is summoned to appear in court as a witness for the town or for an incident occuring during working hours, he shall receive full compensation for any time lost beyond regular duty hours and shall return to the town such fees as he may collect. His compensation shall be on the same basis as set forth in Section 3.3
Editor's Note: Original Section 3-3 was repealed 9-10-1973.
If an employee is summoned to serve jury duty, he shall be compensated for the difference between his regular salary and his payment as a juror.
Individual employees who feel that an inequity exists in their rate of compensation may request that the Town Manager review the status of their salary. These requests must be submitted to the Town Manager in writing on or before December 1 of each year. Employees making such requests will be advised of the Town Manager's decision in writing.
Occupational titles shall be those that are set forth in the Classification Plan currently in effect. Assignment to occupational titles shall be the responsibility of the Town Manager. Adjustment of salaries to steps within a particular range may be made by the Town Manager.
Pay ranges shall be as set forth in this chapter. The assignment of a classification to a range number shall be recommended by the Town Manager and Salary Committee to the Town Council.
Salary ranges shall have a direct relationship to the availability of personnel, area salary scales, demands of the position, the worth of the particular function to be performed and not the individual filling the position.
[Added 7-9-1979; amended 6-14-1982; 6-8-1987; 6-6-1988 by Ord. No. 88-5; 6-11-1990 by Ord. No. 90-4]
Effective July 1, 1987, all full-time employees not covered by a collective bargaining agreement shall be entitled to a longevity payment after completion of the following full years of service with the Town:
Longevity payments shall be made each year in the month of July.
Longevity payments may be included in an employee's annual salary compensation for the purpose of calculating retirement pay.
[Added 6-6-1988 by Ord. No. 88-5; amended 5-8-1989 by Ord. No. 89-7; 2-11-1991 by Ord. No. 91-2]
The ICMA-RC Deferred Compensation Plan is hereby established to which employees may voluntarily contribute, and the Town will contribute 2% of each active full-time, nonunion employee's annual salary.
Annual salary shall mean base salary and, for purposes of this section shall not include any benefits, i.e., accumulated leave, pension, longevity payments, clothing allowance, et al, which might, under other circumstances, be added on to an employee's base salary. The Town's contribution shall be computed and credited to the employee's account each pay period for that period. The Town's obligation shall immediately cease upon termination of active, full-time employment.
[Last amended 7-27-2020 by Ord. No. 2020-14]
[Last amended 7-23-1991 by Ord. No. 91-14]