PERSONNEL CLASSIFICATION AND COMPENSATION BY-LAW
Sec. 1. DEFINITIONS;
Sec. 1A. THE CLASSIFICATION PLAN.
The official classification plan for positions in the service of the Town shall consist of classes listed by titles in Section 1 2.
Sec. 1B. THE COMPENSATION PLAN.
The official compensation plan when established by vote of the Town, shall consist of minimum and maximum salaries, or single rate salaries, to be paid to all employees in any position included in the classification plan, and such salaries shall be established as specified by statute. No person employed by the Town will have his rate of pay reduced due to the adoption of the plan.
Sec. 1C. EXCLUSIONS.
The following positions are excluded from the Classification and Compensation Plan:
a. Held by elected officials.
b. Under the jurisdiction of the School Committee.
c. Covered by negotiated contracts between the Board of Selectmen and Hanson Police Club/I.B.P.O. #467; Local 2713 International Association of Firefighters, AFL-CIO; AFMSCE:AFL-CIO State Council 93, Local 1700 and the Chief of Police Department and the Chief of the Fire Department (10/07).
d. Covered by negotiated contracts between the Board of Library Trustees and the Library Director.
e. Covered by negotiated contracts between the Board of Selectmen and the Town Administrator to the Board of Selectmen.(10/07)
f. Covered by negotiated contracts between the Planning Board and the Town Planner.
g. Covered by negotiated contracts between the Board of Assessors and the Assessor/Appraiser.
h. Covered by negotiated contract between the Water Commissioners and the Water Superintendent.
i. Covered by a negotiated contract between the Board of Selectmen and the Conservation Agent.(10/07)
Sec. 1D. AMENDMENTS OF THE PLANS
The Classification Plan and the Compensation Plan, and the provisions for the administration of said plans may be amended by a majority vote at any Town Meeting.
Sec. 1E. AUTHORITY.
Establishment and administration of a compensation plan by a Personnel Board is authorized by General Law, Chapter 41, Sections 108A and 108C. Date of inception of the Town of Hanson Classification and Compensation By-Law, April 3, 1972.
Sec. 2. THE PERSONNEL BOARD:
Sec. 2A.
There shall be a Personnel Board to administer and maintain said Plans and to insure that there is uniform interpretation and application throughout the entire Town.
Sec. 2B.
The Board of Selectmen shall serve as the Personnel Board. The Town Administrator shall serve as the Personnel Director of the Town responsible for the administration of all personnel matters, including personnel by-laws and all personnel policies and regulations that the Board of Selectmen may adopt. This shall include the enforcement of personnel policies, rules and regulations and managing personnel costs, including salaries, benefits, overtime, and use of town-owned vehicles for employees under the jurisdiction of the Board of Selectmen. (10/07)
SEC 3 THE DUTIES OF THE PERSONNEL BOARD;
Sec. 3A.
The Board shall establish such policies, procedures and regulations as it deems necessary for the administration of the Classification and Compensation Plans and may employ assistance and incur expenses as it deems necessary, subject to the appropriation of funds for this purpose.
Sec. 3B.
The Board shall, immediately following the annual election, meet and organize by electing a chairman and clerk whose apppointment will run concurrent as that of the Board of Selectmen.
Sec. 3C.
The Board shall maintain written descriptions of the jobs or positions in the Plan describing the essential characteristics and related requirements and general duties. The descriptions shall not be interpreted as complete or limiting definitions and employees shall continue to perform like duties within their classification as assigned by their supervisors.
Sec. 3D.
The Board, by its own authority, may establish the classification for a new position. No position may be so classified until the Board shall have determined that such action is consistent with the provisions of the Classification and Compensation Plan. The Board may also authorize the upgrading or transfer of an employee from one classification to another upon receipt of sufficient justification by the Department Head. Any such action shall be subject to the Department Head's written verification that sufficient funds are available to provide compensation for the new position or job change.
Sec. 3E.
The Board annually shall review all positions covered by the Plan, such reviews to be scheduled so as to cover all such positions annually. The Board shall annually review the salary schedules and job classifications. It shall keep informed as to pay rates and policies outside the service of the Town and shall recommend to the Town any action deemed desirable to maintain a fair and equitable pay level.
Sec. 3F.
Upon recommendation of a Department Head, supported by written or oral evidence of special reasons and exceptional circumstances satisfactory to the Board, the Board may authorize an entrance to a higher rate than the minimum rate for a position, and such other variance in the Plan as it may deem necessary for the proper functioning of the Town. No variance shall become effective unless, or until, the necessary funds have been appropriated therefore.
Sec. 3G.
The Board shall make a general report for inclusion in the Annual Town Report.
Sec. 3H.
The Personnel Director shall maintain personnel records of all employees occupying positions subject to the Classification and Compensation Plans. Said records to be kept in its custody. Department Heads shall provide such information as the Board may require.
SEC 4. AMENDMENT OF THE CLASSIFICATION AND COMPENSATION BY-LAW.
Sec. 4A.
The Classification and Compensation plan and any other provision of the by-law for the administration of personnel may be amended by a majority vote at Town Meeting.
Sec. 4B.
Upon written request for amendment, the Board shall, within three weeks, hold a hearing thereon at which all interested persons shall be entitled to be present and be heard. Written notice of such hearings shall be given not less than three days preceding the date thereof, to the petitioner or petitioners and to heads of departments and employees affected.
Sec. 4C
The Board shall, one week after such hearing, report recommendations for consideration at the next Town Meeting. The petitioner or petitioners and involved department heads shall be given a copy of said report and recommendations.
Sec. 4D.
The Wage and Personnel Board shall call a hearing for the consideration of any proposed Town Meeting Article that is intended to amend the Classification and Compensation By-Law and such hearings shall be held no later than two weeks preceding the closing of the Town Warrant. Written notification to all Departments, Boards, Committees and Employees shall be given not less than three days preceding the date of the hearing.
Sec. 5. CIVIL SERVICE LAWS.
Nothing in the By-Law shall be construed to conflict with Chapter 31 of the General Laws of the Commonwealth of Massachusetts.
Sec. 6. SALARY OR WAGE RATES ABOVE MAXIMUM.
Any salary or wage rate which was in effect on or before acceptance of the By-Law and which is above the maximum for which the class to which the position has been allocated, shall be deemed a personal rate and shall apply only to the incumbent. When such incumbent leaves the employ of the Town, or is transferred to another position or a new maximum rate higher than the personal rate that was established, the rate shall be cancelled. No other employee assigned to or hired for such position shall advance beyond the maximum rate of the compensation grade to which the class has been assigned.
SEC. 7. COMPENSATION ADJUSTMENTS
Sec. 7A.
Every employee in a position covered by this by-law must be considered for an increase in compensation within their classification annually. Annual increases are not automatic but based on the evaluation by the Town Aministrator of the employees ability and work performance.(10/07)
Sec. 7B.
Upon effective date of amended Plan salary schedules, Department Heads are required to adjust their employees pay rate to the appropriate pay of the amended Plan salary schedule.
Sec. 7C.
Any pay adjustment, greater than specified herein, requires advance Wage and Personnel Board approval.
Sec. 7D.
Department Heads are required to provide sufficient funds in their budgets for all rate adjustments.
Sec. 7E.
Employees denied a compensation increase, under the foregoing provisions, have the right of appeal to the Wage and Personnel Board. The Board shall hear the employees' complaints, examine the employees' records, discuss work performance with the Department Head, and render a decision which shall be binding.
SEC. 8. NEW PERSONNEL AND/OR JOB CLASSIFICATION.
Sec. 8A. HIRING.
The Town Administrator will recommend appointments and hires to the relevant appointing authority.(10/07)
Sec. 8B. PERSONNEL REQUISITIONS.
The Wage and Personnel Board during its review of personnel requisitions shall assign the applicable job classification and salary and/or wage schedule and return the approved requisition to the Department Head. If the Wage and Personnel Board does not approve the requisition, it shall arrange a meeting with the Department Head involved, establish a mutually accepted agreement with the Department Head and subsequently approve the requisition.
Sec. 8C. HIRING POLICY
Whenever possible, promotion or hiring shall be from within the Town departments. When a job opening exists, the Town Administrator shall post a notice of the job opening on the Town Hall bulletin board for a period of two weeks. If there are no qualified applicants, the Town Administrator shall advertise for the job in a newspaper having circulation within the Town. The advertisement shall describe the job, duties and minimum qualifications and where and when application may be made.(10/07)
Sec. 8D. PROBATIONARY PERIOD.
The first three months of employment shall be a probationary period. During the probationary period, the Department Head shall notify the Town Administrator if the employee's performance and ability warrants continued employment. The Town Administrator shall recommend the appointment or removal to the appointing authority.(10/07)
Sec. 8E. HIRING RATE.
The hiring rate shall be the minimum rate for the job unless otherwise authorized by the Personnel Board. (Refer to Section 3F)
Sec. 8F. EMERGENCY LABOR.
The Town department heads the appointmentor removal to the appointing authoritymay hire emergency labor as they may require. Such action shall be exempt from the provisions of paragraphs 8A through 8D of this section of the By-law.
Sec. 8G. Termination.
An employee may be terminated from employment by the Town Administrator for just cause, after the employee has been given a written warning by the Department Head; fails to show adequate improvement in work performance during the warning period; and the relevant appointing body votes affirmatively for termination.(10/07)
SEC. 9. PAYROLL ACCOUNTING.
Sec. 9A.
Department Heads are required to notify the Town Treasurer, Town Accountant and Town Administrator of all pay rates and pay rate changes so that the appropriate payroll and accounting records may be made.(10/07)
Sec. 9 B.
The Wage and Personnel Board is required to notify the Town Treasurer and the Town Accountant of all pay rate changes and their effective dates authorized by the Board in accordance with the provisions of the By-Law.
SEC. 10. WAGE CLASSIFICATION.
Employees will be classified in the following groups:
a. Full time employees - works a normal schedule of 35 or more hours per week.
b. Part time employees - works a normal schedule of less than 35 hours per week, a seasonal schedule, or a temporary work schedule.
c. Emergency Labor - works a temporary schedule of a defined period of time for a specific assignment.
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