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(A) Town employees have the responsibility to:
(1) Report to work on time; and
(2) Properly execute instructions or directions of the Town Council and their department supervisors, and perform their duties in a manner which contributes to the efficiency of public operations and the improvement of service to the public.
(B) In no case shall the outside employment of a town employee be permitted to interfere with said employee’s town duties either in terms of a conflict of interest or in physical or mental capabilities, nor shall any such activity reflect adversely on the town.
(Ord. 1996-17, passed 8-20-1996)
(A) The town shall recruit and hire without regard to race, color, creed, religion, age, sex, national origin, or physical or mental disability. When employment vacancies occur, preference may be given to current town employees who possess the qualifications necessary to fill the vacant position.
(B) If, in the judgment of the town, a job cannot be filled by promotion from within, recruitment will be handled in the following manner.
(1) Advertisements relating to job openings in area newspapers or other publications, utilization of other available media including radio, public notice, or utilization of employment security services may be used to obtain applicants. Advertisements shall include the statement, “an equal opportunity employer”, or such other solicitation as the Town Council deems appropriate and consistent with the above-stated policy.
(2) The town will screen each applicant for a particular position using the following criteria, except where said criteria cannot be shown to be job-related or constitutes a violation of state or federal law:
(a) Prior job-related work experience;
(b) Education;
(c) Work history or experience;
(d) Physical ability required for the position;
(e) Applicant’s ambitions and goals;
(f) Special qualifications, licenses, or certification required by the position;
(g) Unusual circumstances in the applicant’s personal history; and
(h) Compliance with applicable law.
(3) No applicant will be hired who is a relative of a current town employee, Town Council member, or Clerk-Treasurer. RELATIVE shall include spouses, parents, siblings, aunts, uncles, nieces, nephews, and in-laws. Should current town employees marry during their employment with the town, the town may request one of said employees to resign. In no event shall a relative be allowed to supervise a relative employee.
(4) The town reserves the right to verify, by background check, information given by an applicant as to job history, education, experience, qualifications, and criminal record. Applicants will be required to sign a consent to background check to be considered for the job.
(5) The town may require an employee to maintain residence in the town as a condition of employment if such residence is essential to the conduct of the employee’s job.
(6) (a) A probationary employee is given a trial working period which is part of the selection process, during which time the employee’s work and conduct shall be under close observation for the purpose of determining his or her suitability and qualification for regular employment in the position. During this period of time, the employee will be considered a probationary employee.
(b) The probationary period for non-police employees shall last for a duration of 90 work days. During the 90-day probationary period, the employee’s supervisor shall observe the employee’s performance and evaluate and report to the Town Council in writing his or her observations concerning the probationary employee. The Town Council may discharge or remove an employee at any time during the probationary period when it determines that the employee is unable or unwilling to perform the duties of the position in a satisfactory manner, or that the employee’s habits and dependability do not merit continued employment, or where an error or misrepresentation was made in the application process. No matter or action concerning the discipline, lay-off, or termination of a probationary employee shall be subject to the employee grievance procedure.
(c) The probationary period for police employees shall last for a period of one year.
(d) An employee serving a probationary period following a promotion from within shall be considered a regular employee.
(e) Probationary employees are entitled to reserve and national guard duty leave without pay, bereavement leave without pay, civic leave, and leave without pay as defined in § 32.22; however, the sections covering paid vacations, personal time off, leave, reserve or national guard duty, and maternity leave, do not apply to probationary employees.
(f) If it is necessary for an employee to obtain certification for his or her position, the required certification must be timely obtained within the time frame and requirements of the certification.
(7) (a) TEMPORARY EMPLOYEES are employees whose employment with the town is anticipated to be of comparatively short duration or time. An employee who gained employment with the town via a federal, state, or county program designated to provide emergency and/or short-term employment shall be considered a temporary employee.
(b) Sections of this subchapter concerning vacation, personal time off leave, reserve or national guard duty, maternity leave, bereavement leave, and holiday pay shall not apply to temporary employees, except as provided by state or federal law. Temporary employees may be granted leave without pay only because of extraordinary reasons sufficient in the opinion of the Town Council to warrant such leave of absence.
(8) (a) A REGULAR EMPLOYEE is one who has been retained in his or her assigned job following the initial 90-day probationary period. Regular employees will be evaluated at least once a year by their department supervisors on forms provided therefor. Department supervisors shall be evaluated at least once annually by the Town Council on forms provided therefor.
(b) Regular employees shall be entitled to the rights and benefits set forth in this subchapter.
(c) All employees of the town shall be expected to perform the duties, tasks, and responsibilities as set forth in the individual job descriptions adopted by the town.
(9) The Town Council shall review the compensation levels of all employees at least annually.
(Ord. 1996-17, passed 8-20-1996)
(A) The town’s workday shall be a period of 24 hours commencing and ending at midnight. The workweek shall consist of seven consecutive days beginning 12:01 a.m. Monday morning. Employees will normally be expected to work eight hours during the workday and 40 hours during the workweek. However, the Town Council may require certain employees to work fewer hours. This provision shall not be construed as a guarantee of hours of work or pay. Actual hours of employment shall be established with flexibility by the department supervisors subject to review by the Town Council.
(B) Each employee is expected to observe his or her assigned hours of work. If an employee will be delayed or absent from work for any reason, advance notice shall be given to his or her supervisor. After an employee has been absent from work and is ready to return to work, he or she shall notify his or her supervisor at least 24 hours in advance. Tardiness will result in a loss of pay to the nearest quarter hour. Salaried employees shall have their salary prorated on an hourly basis for the purposes of this division (B).
(C) There shall be a mandatory lunch break in the eight-hour work period of at least 30 minutes. This lunch break shall be unpaid. Employees shall be allowed one 15-minute rest break for every four hours of work. Such break shall not interfere with current work in progress.
(D) The department supervisors shall keep accurate records of the hours and the times that employees report to work, the number of hours an employee works during the day, and the number of days an employee works during the week. No overtime shall be allowed unless approved by the department supervisor.
(E) A non-police employee who actually works more than 40 hours during the workweek shall be compensated for every hour worked over 40 at the rate of one and one-half times the hourly rate for his or her position. The Clerk-Treasurer is hereby authorized to pay amounts documented as overtime in excess of 40 hours actually worked per week.
(Ord. 1996-17, passed 8-20-1996)
(A) An employee shall receive his or her regular pay for each of the below-listed holidays: New Year’s Day; any national, state, or town primary election; Memorial Day; Independence Day; Labor Day; any national, state, or town general election; Thanksgiving Day; and the day after Christmas Day.
(B) If any of the listed holidays in division (A) above falls on a Saturday, the holiday will be observed on the immediately preceding Friday. If any of the listed holidays in division (A) above falls on a Sunday, the holiday will be observed on the immediately succeeding Monday.
(C) If an employee is required to work on any of the listed holidays in division (A) above, he or she shall be paid his or her regular compensation and in addition thereto shall be paid up to eight hours of additional compensation at his or her regular pay rate; provided, however, that said employee shall have worked the immediately preceding scheduled workday prior to said holiday and the next succeeding scheduled workday subsequent to said holiday, unless previously excused for vacation leave or an excused illness. Hours worked on holidays over eight hours shall be paid as overtime.
(Ord. 1996-17, passed 8-20-1996)
(A) After completion of one full year of regular employment with the town, an employee shall be entitled to five workdays of vacation leave with pay during the year. After completion of three full years of regular employment with the town, an employee shall be entitled to ten workdays of vacation leave with pay during a year. After completion of ten full years of regular employment with the town, an employee shall be entitled to 15 workdays of vacation leave with pay during the year. Vacation leave must be used by the end of the calendar year and any unused vacation leave may not be accumulated from year to year, with the exception that in 2021, due to the COVID-19 crisis, ten days of vacation may be carried over to the 2022 calendar year. Vacation leave for employees working less than 40 hours per week shall be paid pursuant to the above guidelines on a pro-rata basis. The Clerk-Treasurer shall issue paychecks for vacation pay at the regularly scheduled pay dates.
(B) If an employee dies, resigns, or is terminated on or after his or her anniversary date of employment, the employee shall be entitled to payment for accrued vacation leave.
(C) Vacation leave shall be scheduled and approved by the department supervisor in advance and in accordance with the town’s needs, and with regard to the employee’s job seniority within the particular department in which said employee works. The Town Council shall make every attempt to respect the vacation requests of the employees consistent with those needs. Department supervisors shall notify the Town Council as to proposed vacation leaves.
(Ord. 1996-17, passed 8-20-1996; Ord. 2021-7, passed - -)
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