A. Statement Of Policy: The town shall develop and maintain a uniform and equitable pay plan for its full time employees. It shall be the responsibility of the mayor, with the approval of town council, to establish and to administer a compensation plan for all full time town employees. In establishing salary levels for full time employees, the following considerations shall be taken into account:
1. Duties, responsibilities, qualifications, etc., of each job in comparison to other part time and full time town jobs and employees.
2. Pay ranges for other part time and full time town jobs and employees.
3. Prevailing rates of total compensation in the market area.
4. Recruiting experience.
5. Economic factors.
6. The level of compensation competitiveness sought by the town.
B. Review Of Salary Schedule: The salary schedule established by the town shall be reviewed by the town council no less than once every two (2) years, and may be amended at that time as deemed appropriate by the town, or otherwise amended at any other time as deemed necessary by the town.
C. Salary Survey: In reviewing and updating the salary schedule:
1. The town may conduct a salary survey by gathering compensation information as to all full time town employee classifications, or may select representative classes of full time town employees that are easily described and commonly found in the market area.
2. The market or recruitment area for compensation survey purposes may include jurisdictions or private companies near the town that are similar with respect to size, types of classes, economic conditions and demographics, and community features.
D. Implementation Of Compensation Plan: This compensation plan shall be effective July 1, 2014. In implementing this plan for existing full time employees, the following shall apply:
1. The applicable step for any existing full time employee shall be determined by dividing the number of years of full time employment for the town as of July 1, 2014, by four (4). If the number determined by this formula is not a whole number, it shall be rounded up to the nearest whole number. (Ex.: 6 years of full time service divided by 4 = 1.5, rounded up to reach step 2.)
2. In determining the number of years of employment, any partial year of full time employment shall be rounded up to the nearest whole number. (Ex.: 2.3 years of full time employment would be rounded up to 3 years.)
3. Any individual who is a full time employee of the town as of July 1, 2014, whose salary upon implementation of this compensation plan exceeds the otherwise applicable step, shall have their compensation fixed until such time as their step based compensation as calculated herein exceeds their current salary. At such time, such full time employee shall be compensated prospectively as under this compensation plan.
4. No full time employee of the town shall receive a salary decrease due solely to the implementation of this compensation plan, though in its sole discretion, the mayor, with the approval of town council, may decrease any full time employee's salary for other reasons unrelated to the implementation of this compensation plan.
E. Cost Of Living Adjustments: The mayor and the town council, in their sole discretion, shall determine the amount, if any, of cost of living adjustments for full time town employees at the conclusion of the fiscal year.
F. Salary Schedule, New Full Time Employees: Newly hired full time employees shall begin at step 1 of the salary table, provided, however, that in its sole discretion, the mayor and town council may elect to place a new full time employee in a different step based upon the skills and experience of the new full time employee, the demand for such full time employee, and any other factors the mayor and town council may deem appropriate. The minimum rate of pay for each job, as set forth in the established salary table, shall be paid to each new full time employee, but under no circumstances shall the compensation for a new full time employee exceed the maximum rate within the range for the particular job classification.
G. Salary Table: Based upon salary study, the adopted salary table, as it may be amended from time to time, is incorporated herein by reference.
H. Performance Evaluations:
1. The town may elect to undertake job performance evaluations of full time employees on no more than an annual basis.
2. Such evaluations shall be designed, directed and reviewed by the mayor and town council, and may be used to establish a full time employee's eligibility for a positive or negative compensation adjustment, bonus, suitability for promotion or demotion, or other award or discipline.
3. The content, purpose, use and design of the job performance evaluations, as well as any decision directly or indirectly made as a result of them, are within the absolute discretion of the mayor and town council.
4. Job performance evaluations are to be kept confidential and neither they nor their contents shall be shared, distributed or used by any party or person other than the mayor and town council for the sole purpose set forth herein, unless compelled by law.
I. Step Increases: Upon satisfactory performance evaluations and in the sole discretion of the town council, full time town employees may be granted a one step salary increase for each year of employment with the town, as otherwise calculated herein, to be effective July 1 of each year.
J. Compensation Upon Separation: In the absence of specific state or federal laws governing such payments, the following policies shall apply to full time employees who leave the employ of the town voluntarily or involuntarily:
1. Full time employees who voluntarily leave the employ of the town shall receive all accrued salary and payment for accrued annual leave within seventy two (72) hours of separation or at such other time as is designated by Wyoming law, subject to the following qualifications:
a. Any money owed to the town shall be repaid prior to the issuance of the final paycheck. If any indebtedness remains at the time of the issuance of the check, funds may be withheld and a receipt issued for all money owed to the town.
b. Any town property, i.e., uniforms or equipment, in the possession of the full time employee shall be returned to the town prior to the issuance of the final paycheck. If town property is not returned, funds may be withheld and a receipt issued for the cost of the nonreturned property.
2. Full time employees who are terminated involuntarily by the town for cause, or due to a layoff, shall receive all accrued salary and payment for accrued annual leave within twenty four (24) hours of termination, subject to the above conditions. The same requirements as stated in subsections J1a and J1b of this section, shall apply to involuntarily terminated full time employees. (Ord. 2014-02, 6-17-2014)