[HISTORY: Adopted by the Board of Town Commissioners of the Town of Bel Air 3-11-1980 by Ord. No. 310 as Ch. 2, Art. 2 of the 1980 Code. Amendments noted where applicable.]
GENERAL REFERENCES
Defense and indemnification — See Ch. 28.
Code of Ethics — See Ch. 43
For the purpose of this chapter, the following words and phrases shall have the meanings respectively ascribed to them by this section:
CLASS
A group of positions sufficiently similar as to the duties performed, degree of supervision exercised or received, minimum requirements of education, experience or skill and such other characteristics that the same title, the same tests of fitness and the same schedule of compensation can be applied to each position in the group.
CLASSIFICATION PLAN
A formal means of identifying the duties and responsibilities of the Town's classified positions, based upon studies of the various jobs and offices.
CLASSIFIED EMPLOYEE
An employee who works in a classified position.
CLASSIFIED POSITION
A job designated for inclusion within the classification plan.
COMPENSATION PLAN
A written statement providing the rate or range of pay received by each classified employee.
EXEMPT EMPLOYEE
The Town Administrator whose position is governed by the Town Charter.
EXEMPT POSITION
A job or office authorized by the Board of Town Commissioners that is not designated for inclusion in the classification plan.
OBJECTIVE METHOD
An impartial way of making a personnel-related decision.
OFFICE
An appointive position of authority, trust or advisory nature.
POSITION
Those duties and responsibilities constituting a single job or jobs.
PROBATIONARY PERIOD
Period of time given to a new employee or promoted employee to demonstrate that he or she can perform the duties of the position in a satisfactory manner.
A. 
All offices and positions of the Town are divided into exempt and classified positions.
B. 
Exempt positions shall include the following:
(1) 
All elected officials and members of boards and commissions.
(2) 
Persons employed as consultants or counsel, rendering temporary professional services.
(3) 
Personnel employed on nonrecurring projects of limited duration.
(4) 
Volunteer personnel and personnel appointed to serve without pay.
(5) 
Town Administrator.
C. 
Classified positions shall include all other employees who are not specifically placed in exempt positions by this chapter or future resolutions.
D. 
All personnel actions shall be made without regard to race, sex, color, religion, national origin, political affiliation, age or disability and shall be based on objective measurements of merit and fitness.[1]
[1]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. III).
A. 
The Board of Town Commissioners shall:
(1) 
Establish conditions of work such as duration of workweek, holidays, leave, compensation, fringe benefits and retirement plans.
(2) 
Establish qualification standards for all exempt positions.
(3) 
Adopt all other resolutions necessary for the regulation of personnel matters in conformity with the furtherance of this chapter.
B. 
The Town Administrator shall:
(1) 
Advise the Board of Town Commissioners of personnel strength levels and on the efficient utilization of the Town's employees.
(2) 
Recommend to the Board of Town Commissioners for its approval rules governing the establishment and change of the classification and compensation plans.
(3) 
Supervise and direct the operation and maintenance of the classification and compensation plans.
(4) 
Establish qualification standards for each class in the classification plan.
(5) 
Establish objective methods determining the relative qualifications of all job applicants, develop selection and appointment procedures and make appointments to the Town's classified positions. He shall appoint department heads only with the approval of the Board of Town Commissioners.
(6) 
Establish probationary periods and requirements for newly appointed or newly promoted employees in classified positions.
(7) 
Establish and maintain an employment record system.
(8) 
Establish a plan for resolving employee grievances and complaints.
(9) 
Appoint, suspend or remove for sufficient cause any Town employee other than a department head. He shall appoint, suspend or remove for sufficient cause a department head only with the approval of the Board of Town Commissioners.
(10) 
Establish employee disciplinary action procedures, which shall provide a means of presenting such charges, hearing rights and appeals procedures.
(11) 
Adopt all other rules necessary for the regulation of personnel matters in conformity with the furtherance of this chapter and the Charter of the Town.
A. 
No employee shall hold an elected office in the Town government.
B. 
No employee, official or person shall solicit any assessment, contributions or services for any individual who is a candidate for office or for any political party from any employee.
C. 
Nothing herein contained shall affect the right of the employee to hold membership in and support a political party, to vote, to express publicly or privately opinions on all political subjects and candidates, to maintain political neutrality or to actively participate in political meetings. The employee has the right to engage in all such activities as a private citizen and shall not engage in these activities while on Town premises, during working hours or while performing official Town duties.
A. 
No person shall make any false statement, mark, rating or report with regard to any examination to a classified position or attempt to commit any fraud preventing the impartial execution of this chapter and policies.
B. 
No person shall, directly or indirectly, give, render, pay, offer, solicit and accept any money, service or other valuable consideration for any appointment, proposed appointment, promotion or proposed promotion to or any advantage in a classified position.
C. 
No employee of the Town or other person shall defeat, deceive or obstruct any person in his right to examination, eligibility or appointment under this chapter or furnish to any person any special or privileged information for the purpose of affecting the rights or prospects of any person with respect to employment in the Town's classified positions.
A. 
Violation of any provision of § 82-4 or 82-5 may constitute grounds for dismissal.
B. 
Employees of the Town shall have the right to appeal a dismissal under § 82-4 or 82-5 to the Circuit Court for Harford County pursuant to the provisions outlined in the Maryland Rules of Procedure at the time that the dismissal is made effective.