[HISTORY: Adopted by the Annual Town Meeting of the Town of Wayland 3-3-1954 by Art. 3, as amended through the Annual Town Meeting 4-17-1997 by Art. 5. Subsequent amendments noted where applicable.]
As used in this chapter, the following words and phrases shall have the following meanings, unless a different construction is clearly required by the context or by the laws of the commonwealth:
ACTING
Performing the duties and having the responsibilities of another position on a temporary basis without having been appointed to the position on a temporary basis.
APPOINTING AUTHORITY or EMPLOYING AGENCY
The official, board, committee, commission, council or other authority empowered by statute, special act or bylaw to make appointments.
BOARD
The Personnel Board as defined in § 43-2.
CIVIL SERVICE LAW
Chapter 31 of the Massachusetts General Laws, as amended, and all rules and regulations made thereunder and any special law enacted by the General Court regulating the classification, compensation and conditions of employment of officers and employees of the Town under MGL c. 31.
CLASS
A group of positions in the Town service sufficiently similar in respect to duties and responsibilities so that:
A. 
The same descriptive title may be used to designate each position allocated to the class;
B. 
The same qualifications shall be required of the applicants and incumbents;
C. 
The same tests of fitness may be used to choose qualified employees; and
D. 
The same scale of compensation can be made to apply with equity.
COMPENSATION GRADE
An alphanumeric designation for a salary or wage range.
CONTINUOUS EMPLOYMENT
Employment uninterrupted except for required military service and for authorized vacation leave, sick leave, bereavement leave, court leave or other leave of absence.
DEPARTMENT
Any department, board, committee, commission or other agency of the Town subject to this chapter and the Wage and Salary Classification Plan.
DEPARTMENT HEAD
The officer or employee having immediate supervision and control of a department.
[Amended 5-5-2005 ATM by Art. 32]
EMPLOYEES IN BENEFIT STATUS
Employees working at least 20 hours per week.
EMPLOYMENT ANNIVERSARY DATE
The official employment start date of an employee's regular service to the Town.
FLAT RATE
A rate of compensation for personal services that does not appear in a range.
FULL-TIME EMPLOYEE
An employee retained in full-time employment.
FULL-TIME EMPLOYMENT
Employment for not less than 7 hours per diem for 5 days a week for 52 weeks per annum, less legal holidays and authorized military leave, vacation leave, sick leave, bereavement leave, court leave and leaves of absence.
[Amended 5-5-2005 ATM by Art. 32]
HOLIDAY PAY
Extra pay authorized pursuant to § 43-10.
HUMAN RESOURCES DIRECTOR
The Assistant Town Manager or other comparable position as determined by the Select Board.
[Amended 5-5-2004 ATM by Art. 13]
INCREMENT
The dollar difference between step rates.
INTERIM
Performing the duties and having the responsibilities of a vacant position on a temporary basis after having been appointed to the vacant position until the position is filled.
INTERMITTENT SERVICE
Personal service rendered by an employee in a position calling for part-time employment, which service, although constituting continuous employment, is not rendered during prescribed working hours, daily, weekly or annually, but is rendered as required, according to the demands for such service as determined by the appropriate supervisory authority.
JOB SHARING
The holding of one position by more than one incumbent who do not perform the duties and responsibilities of the position.
[Amended 5-5-2005 ATM by Art. 32]
LEAVE OF ABSENCE
A form of leave authorized pursuant to § 43-12.
MAXIMUM RATE
The highest rate in a range which an employee normally is entitled to attain.
MIDPOINT RATE
The rate which is midway between the minimum rate and the maximum rate.
MINIMUM RATE
The lowest rate in a range which is paid to an employee.
OVERTIME
Time in excess of the normal number of hours or days of working time in the work week of the department.
PART-TIME EMPLOYMENT
Employment for less than full-time employment, as further defined above.
POSITION
An office or post of employment in the Town service with duties and responsibilities calling for the full-time or part-time employment of one person in the performance and exercise thereof.
PROBATIONARY EMPLOYEE
Any newly hired employee whose tenure of service in the Town has not exceeded 6 months. Such employees have limited rights during this stage of their employment and may be discharged at any point.
[Amended 5-3-1999 ATM by Art. 9; 5-5-2005 ATM by Art. 32]
PROMOTION
A change from a position of lower class and compensation grade to a position with greater responsibilities in a higher class and compensation grade.
RANGE
The dollar difference between minimum and maximum rate.
RATE
A sum of money designated as compensation for hourly, weekly or annual personal services.
REGULAR EMPLOYEE or REGULAR APPOINTEE
[Amended 5-1-2000 ATM by Art. 15]:
A. 
Any employee retained on a continuing basis in a regular position, as defined below.
B. 
Any employee holding an appointment under the Civil Service Law to a position deemed permanent within the meaning of said law.
REGULAR PART-TIME POSITION
Any regular position in the Town service in which the incumbent works at least 20 hours per week but less than 35 hours per week.
[Amended 5-1-2000 ATM by Art. 15]
REGULAR POSITION
Any position in the Town service which has required or which is likely to require the services of an incumbent without interruption for a period of more than 6 calendar months, either on a full-time or part-time employment basis.
[Amended 5-1-2000 ATM by Art. 15; 5-5-2005 ATM by Art. 32]
STEP RATE
A preestablished, incremental rate in a range between the minimum and maximum rates.
SUPERVISORY AUTHORITY
The official, board, agency, committee, council, commission or other authority empowered by law to supervise, direct and control the activities of employee(s).
TEMPORARY EMPLOYEE
A. 
Any employee retained in a temporary position as defined below.
B. 
Any employee holding a temporary appointment under the Civil Service Law who does not also have permanent status thereunder.
C. 
Any employee retained in a position in a class the title of which contains the adjective "temporary."
D. 
Any employee hired on a temporary basis in a regular position.
[Amended 5-5-2005 ATM by Art. 32]
TEMPORARY POSITION
Any position in the Town service which is not regular but which requires the services of one incumbent for a period not exceeding 1 of the 4 seasons of the year.
[Amended 5-5-2005 ATM by Art. 32]
TOWN
The Town of Wayland.
WAGE AND SALARY CLASSIFICATION PLAN
The schedule of hourly, weekly, annual and flat rates appearing in the Town's annual Town meeting warrant or special Town meeting warrant, pursuant to § 43-3A.
A. 
There shall be a Personnel Board of 5 members appointed by the Selectmen. The Selectmen shall also have the power to fill Personnel Board vacancies. The term of appointment shall be for 5 years, except where the appointment is to fill a vacancy, and then it shall be to fill the unexpired term. No member of the Personnel Board shall be an employee of the Town or hold Town office. Members of the Personnel Board shall serve without compensation.
[Amended 5-5-2005 ATM by Art. 32]
B. 
The Personnel Board shall have the following powers and duties:
(1) 
To develop and administer this chapter and the Wage and Salary Classification Plan (hereinafter called "this chapter" and "the plan") and personnel policies and procedures in cooperation with the Town boards and departments affected.
(2) 
To approve all pay or classification changes of Town employees, including all hiring rates and classifications.
(3) 
To negotiate collective bargaining agreements for the Town, after having met in advance with the Select Board and the Finance Committee to discuss the forthcoming negotiations.
(4) 
To establish such central personnel files for all employees as it deems useful in the administration of this chapter and the plan.
(5) 
To review the operation of the plan annually, including minimum and maximum wage and salary brackets, and to recommend to the Town any appropriate changes.
C. 
In the case of any dispute concerning the interpretation or administration of this chapter and the plan, the decision of the Personnel Board shall be final, subject to an appeal to the Town at the next Town meeting.
D. 
The Personnel Board shall meet as necessary to consider such business as may be presented by Town officials, Town employees or other interested persons, but not less often than quarterly. Three members of the Board shall constitute a quorum, and all action shall be taken by a majority of the members present at the Board meeting, provided that the Board may delegate to the Chairman power to act at any time on routine matters, subject to appeal to the full Board.
A. 
The positions of all nonelected Town employees are classified under the following job titles with the wage and salary rates set forth. (Refer to § 43-4.)
B. 
The Personnel Board may prepare such additional job descriptions to supplement the foregoing job titles as it deems necessary. Upon classification of said job description, the employing agency shall submit a funding request to the Finance Committee for subsequent budget action by Town meeting and shall comply with policies and procedures established from time to time by the Personnel Board.
C. 
If it becomes necessary during any year for any Town board, commission, committee, department or official (hereinafter referred to as an "employing agency") to hire a regular employee to do work not covered by an existing classification, the Personnel Board may establish a temporary new classification, but the same shall be submitted to the Town as a proposed amendment to the plan in the next warrant for a regular Town meeting.
D. 
Upon request of an employing agency, the Personnel Board is authorized, for cause shown, to convert an hourly rate shown in the foregoing schedule into a salary, or a salary into an hourly rate, provided that no change shall be made which will increase or reduce the average earnings of any employee.
E. 
The wages and salaries of Town employees shall be fixed in strict accordance with this plan. No employing agency shall pay or employ any person at a salary or wage not fixed in accordance with this plan and approved by the Personnel Board hereunder, nor shall the Personnel Board approve a salary or wage that was not previously proposed by or reviewed with the employing agency. In administering this section, the Personnel Board shall take into consideration any and all employee fringe benefits.
F. 
Longevity pay.
(1) 
Each full-time regular employee of the Town shall be awarded longevity pay in accordance with the following table:
Years of Service
Longevity Pay
After 5
$100 per year
After 10
An additional $50 ($150 total)
After 15
An additional $50 ($200 total)
After 20
An additional $50 ($250 total)
After 25
An additional $50 ($300 total)
After 30
An additional $50 ($350 total)
(2) 
Payments will be made twice a year, on May 31 and November 30, and each payment will consist of 1/2 of the yearly amount. To qualify for the additional payments under this section, the employees must have completed the required years of service before the payment date. Part-time employees will be given consideration under this section.
(3) 
The Personnel Board will be responsible for determining the equivalency of longevity in each case.
(4) 
Administrative and professional employees hired after January 1, 1979, shall not be awarded longevity pay.
G. 
The Personnel Board shall establish a system/method of nonmonetary recognition for exceptional performance or contribution by one or more employees.
[Amended 5-5-2005 ATM by Art. 32]
Non-union employees whose positions are classified on the G, SG, S, Nurse and Non-union Police wage scales will be transferred to a newly established Non-union N wage scale during Fiscal Year 2006, effective upon each non-union employee's employment or reclassification anniversary date.
[Amended 5-1-2000 ATM by Art. 15]
A. 
The regular work week for office and clerical employees shall be 35 hours. For Fire Department personnel, it shall be 42 hours. For Police Department personnel, it shall be 37.5 hours. The regular work week for all other Town employees shall be 40 hours, unless otherwise provided by union contract.
B. 
Nonexempt employees, other than members of collective bargaining units, required to work more than 8 hours in any day or 40 hours in any week shall be compensated for such overtime at a rate based on 1 1/2 times their regular hourly rates of pay or may with permission of the supervisor take time off equal to 1 1/2 times the amount of overtime. Employees, other than members of collective bargaining units, whose regular work week is less than 40 hours shall receive straight-time pay up to 40 hours per week and time and 1/2 for all hours worked in excess of 40 hours per week or may with permission of the supervisor take time off equal to 1 1/2 times the amount of overtime.
[Amended 5-5-2005 ATM by Art. 32]
C. 
Nothing in this section shall apply to exempt employees under the Fair Labor Standards Act.
[Amended 5-5-2005 ATM by Art. 32]
[Amended 5-5-2004 ATM by Art. 13]
A. 
An individual newly hired, promoted, reclassified or permanently transferred from one job to another shall be paid the minimum salary or wage rate for his classification, except as hereinafter provided. The employing agency shall report all transfers and, so far as practicable, all proposed hirings to the Personnel Board in advance of appointment for approval of the employee's classification and salary or wage rate. When prior consultation is impractical, the appointing agency may hire an individual, with the approval of the Human Resources Director, but subject to ratification of the employee's classification and salary or wage rate by the Personnel Board.
B. 
The starting pay rate for all positions will normally be the minimum step of an assigned classification. Exceptions to this rule may be considered by the Personnel Board and/or the Human Resources Department. All starting pay rates must be approved by the Human Resources Department, and any proposed starting rate above the fourth step of a classification must receive Personnel Board approval.
A. 
The duties of any position may be reviewed by an employing agency upon request of the employee, on its own initiative or on the initiative of the Personnel Board. If it appears to the employing agency that such position belongs in a different job classification because of changes in the nature of duties and/or responsibilities, the employing agency may recommend reclassification and shall submit a revised job description to the Personnel Board, which shall then review the facts and approve or deny the proposed reclassification. If approved, the employing agency shall submit a reclassification funding request for approval by the Finance Committee. A reclassified employee shall be paid in accordance with the provisions of § 43-6.
B. 
Where, in the judgment of the Personnel Board and the employing agency, unfairness would otherwise result, a Town employee temporarily assigned to work in a higher classification for at least 1 week shall be paid the minimum rate for that classification for as long as he/she does such work, provided that he/she is paid at a rate at least one step higher than his present rate.
[Amended 5-5-2005 ATM by Art. 32]
C. 
Any employee who is promoted to a higher job classification will receive at least the equivalent of one periodic step increase under the previously assigned classification at the time of promotion.
[Amended 5-5-2005 ATM by Art. 32]
A. 
Upon satisfactory completion of probationary employee status, as determined by the supervisory authority, an employee may be eligible to receive a 1-step increase within the assigned classification. Increases will be granted only upon the written recommendation of the supervisory authority with the approval of the Personnel Board. Employees may continue to be eligible for step increases upon completion of each employment year, as determined by the employment anniversary date and as prescribed by Subsection B of this section. Step increases will not be granted beyond the maximum step of the assigned classification.
[Amended 5-5-2005 ATM by Art. 32]
B. 
The intent of this section is to enable the Town to reward good and faithful service. It is intended that step increases will be granted for merit, and such increases will be withheld in any case where the employee has not performed satisfactorily enough to earn an increase that may be allowable within the assigned wage and classification schedule.
A. 
Paid annual leave.
[Amended 4-30-1998 ATM by Art. 4; 5-5-2005 ATM by Art. 32; 4-7-2016 ATM by Art. 12]
(1) 
Paid annual leave for all full-time nonunion nonprofessional or nonadministrative employees in benefit status hired before April 7, 2016, shall be as follows:
(a) 
0 but less than five years employment: 13 working days.
(b) 
5 but less than 15 years employment: 19 working days.
(c) 
15 years to severance: 25 working days.
(2) 
Paid annual leave for all full-time nonunion, nonprofessional or nonadministrative employees in benefit status hired after April 7, 2016, shall be as follows:
(a) 
0 but less than five years employment: 10 working days.
(b) 
5 but less than 15 years employment: 15 working days.
(c) 
15 years to severance: 20 working days.
(3) 
Leave days will start accruing at the conclusion of the probationary period and be retroactive to the date of hire.
B. 
Schedule for earning leave days.
[Amended 5-3-1999 ATM by Art. 9; 5-1-2000 ATM by Art. 15; 5-5-2005 ATM by Art. 32; 4-29-2007 ATM by Art. 15; 4-10-2008 ATM by Art. 20; 4-7-2016 ATM by Art. 12]
(1) 
The schedule for earning leave days for all full-time nonunion, nonprofessional or nonadministrative employees in benefit status hired before April 7, 2016, is as follows:
(a) 
For 13 leave days per year: 7.5833 hours/month.
(b) 
For 19 leave days per year: 11.0834 hours/month.
(c) 
For 25 leave days per year: 14.5834 hours/month.
(2) 
The schedule for earning leave days for all full-time nonunion, nonprofessional or nonadministrative employees in benefit status hired after April 7, 2016, is as follows:
(a) 
For 10 leave days per year: 5.8333 hours/month.
(b) 
For 15 leave days per year: 8.7500 hours/month.
(c) 
For 20 leave days per year: 11.6666 hours/month.
(3) 
This full-time earning schedule is based on 260 working days per year and a 5-day week.
(4) 
Regular part-time employees will earn days at the same rate, i.e., calculated on the number of hours worked divided by the full-time schedule, provided that they work at least 20 hours per week.
(5) 
While out of work on leave for more than 20 days due to, but not limited to, on-the-job injury for which the employee is collecting workers' compensation, long-term disability, sick leave, family medical leave or leave of absence, employees shall not be eligible to earn annual leave.
C. 
Use of annual leave.
[Amended 5-1-2000 ATM by Art. 15; 5-5-2004 ATM by Art. 13; 5-5-2005 ATM by Art. 32]
(1) 
Annual leave may be taken as follows: Leave may be taken 1/2 day at a time, with permission of the supervisory authority, and may be used for personal business and family emergencies.
(2) 
For purposes of this section, a leave year is defined as January 1 to December 31. Up to 10 accumulated leave days may be carried forward to the next leave year. Such leave days must be used within the next leave year. Any accumulated leave time over 10 days not taken by December 31 of each leave year will be forfeited. However, the Personnel Board may grant an additional carryover of 5 leave days, for a maximum of 15 leave days, to the next leave year by considering a written appeal by an employee who is contemplating an extended leave prior to April 1 of the next following leave year. In all cases, any carryover leave days which exceed 10 and which are not utilized by April 1 of the next following leave year will be forfeited. Appeals must be filed by December 1 of each leave year with the Personnel Board/Human Resources.[1]
[Amended 5-5-2004 ATM by Art. 13]
[1]
Editor's Note: Former Subsection C(3), regarding use of leave for regular part-time employees, as amended, which immediately followed this subsection, was repealed 4-29-2007 ATM by Art. 15.
D. 
Any employee whose service is severed with the Town during the leave year shall be compensated for any earned and unused annual leave.
E. 
Full-time employees on the N schedule shall receive 2 personal days each January 1st. Unused days will be forfeited each December 31st. Days may be used in one-half-day increments. Part-time employees in the above schedules shall earn personal days on a pro-rated basis.
[Amended 5-5-2005 ATM by Art. 32; 4-10-2008 ATM by Art. 20]
[Amended 5-1-2000 ATM by Art. 15; 4-10-2008 ATM by Art. 20]
All regular employees in benefit status shall be allowed the following 12 holidays with pay: New Year's Day, Martin Luther King Day, Presidents Day, Patriots Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day, Day after Thanksgiving and Christmas Day. When one of the foregoing holidays falls on a Sunday, the holiday will be observed on the following Monday. When one of the foregoing holidays falls on a Saturday, the holiday will be observed on the preceding Friday. If a holiday falls on a regularly scheduled day off, or when a regular Town employee is scheduled to work on a holiday, he/she shall be given an additional day off with pay or shall receive straight-time pay for the hours actually worked in addition to his regular pay.
[Amended 4-30-1998 ATM by Art. 4; 5-3-1999 ATM by Art. 9; 5-1-2002 ATM by Art. 11; 5-5-2005 ATM by Art. 32]
A. 
Each regular employee in benefit status shall accumulate sick leave for personal illness at the rate of 7.5840 hours per month for a total of 13 days per year, unless otherwise provided in a collective bargaining agreement. Sick leave will not be accumulated by an employee when absent due to illness, injury or leave of absence for more than 20 consecutive working days. Sick leave is for the protection of employees against loss of pay because of illness and shall not be taken into account in figuring termination pay. Probationary employees are allowed to accrue sick leave from the first day of employment but are not permitted to utilize these leave days until the probationary employee status has been completed. Sick leave may be used in hourly increments with a minimum of 2 hours.
[Amended 4-29-2007 ATM by Art. 15; 4-10-2008 ATM by Art. 20]
B. 
If on sick pay, an employee may be compensated at his regular rate of pay for absences of not more than 5 consecutive working days, provided that the supervisory authority is satisfied that the absence was caused by the employee's illness. Sick leave with pay will be allowed for more than five consecutive working days only upon submission of a doctor's certificate satisfactory to the supervisory authority. Such certificate will also be filed with the employing agency. Such payment for sick leave may not exceed the employee's accrued sick leave benefit.
C. 
Up to the limit of the dollar amount accrued, an employee may request that his/her sick leave and accrued annual leave be used to supplement worker's compensation payments in each pay period, as long as said payments do not exceed his/her regular after-tax income.
D. 
When an employee is on sick leave and his accrued leave expires or he/she is receiving benefits under workers' compensation and his accrued leave expires, he/she will fall under the provisions of § 43-12, Leave of absence; that is, no provision of this plan will apply, and seniority, sick leave and annual leave will not accrue during this absence.
E. 
When a regular employee retires, or dies, he/she or his beneficiary shall receive pay equal to the employee's most recent daily straight-time rate multiplied by 60% of his unused accumulated sick leave days in effect as of his retirement or death. Such severance pay shall not exceed an amount as follows:
[Amended 4-10-2008 ATM by Art. 20; 4-7-2016 ATM by Art. 12]
(1) 
Less than 20 years of service: not to exceed $7,500.
(2) 
20 years or more of service: not to exceed $10,000.
F. 
Employees hired after April 7, 2016, shall have accrued sick leave capped at a maximum of 125 days. Employees hired prior to April 7, 2016, shall continue to accrue sick leave and shall not be subject to the cap.
[Added 4-7-2016 ATM by Art. 12]
Any employee may apply for a leave of absence without pay. The application must be approved by both the employing agency and the Personnel Board and will be granted only under unusual conditions. If a leave of absence is granted, no provision of this plan will apply, and seniority, sick leave and annual leave will not accrue during this absence. An employee may remain covered by the Town's group insurance plan if he/she pays 100% of the monthly premium. This section does not apply to short-term military leave.
[Amended 5-5-2005 ATM by Art. 32]
A. 
Each regular employee in benefit status may be eligible to receive an absence with pay not to exceed 3 days which may be granted at the discretion of the supervisory authority in case of death of a member of an employee's immediate family. For purposes of this section, the term "immediate family" shall mean an employee's spouse, child, father, mother, sister, brother, grandparents, father-in-law, mother-in-law, brother-in-law or sister-in-law.
B. 
Employees may be granted up to 2 additional days absence with pay, at the discretion of the supervisory authority, in the event of the death of a spouse, child or parent.
If an employee is called to serve on jury duty, he/she shall be paid the difference between compensation for serving on jury duty and his regular (base) pay. Employees serving on jury duty should make every reasonable attempt to report for work on the days on which they serve. Reasonable documentary proof of actual service of jury duty must be presented to the supervisory authority in order for this compensation to be paid.
[Amended 5-1-2000 ATM by Art. 15; 5-5-2005 ATM by Art. 32]
An employee called to Reserve or National Guard duty will be compensated for the difference between his military pay and his/her regular (base) pay for the training period, not to exceed 17 days in any year, upon satisfactory evidence of completion of the training period. Military pay shall be considered to be all pay received for the entire 17-day period, including Saturdays and Sundays. Military leave shall not be charged to vacation time.
A. 
A regular full-time female employee, after having successfully completed her probationary period, shall be granted an 8-week maternity leave without pay, for the purpose of giving birth to a child, adopting a child who is under 18 years of age or adopting a person under the age of 23 who is mentally or physically disabled. The employee must give at least 2 weeks' notice of her anticipated departure date and intention to return to her job.
[Amended 4-30-1998 ATM by Art. 4; 5-1-2000 ATM by Art. 15; 5-5-2005 ATM by Art. 32]
B. 
Such employee, provided that she has complied with Subsection A above, shall be entitled, at the conclusion of her maternity leave, to return to work at her previous or similar position with the same status she held as of the date her maternity leave commenced, unless other employees with equal length of service and status in the same or similar positions have been laid off due to changes in economic or operating conditions during the period of her maternity leave.
[Amended 5-1-2000 ATM by Art. 15]
C. 
An employee on maternity leave may use her earned sick leave or annual leave. If she has no accrued leave available or her accrued leave expires, she will fall under the provisions of § 43-12, Leave of absence; that is, no provision of this plan will apply, and seniority, sick leave and annual leave will not accrue during this absence.
[Amended 5-1-2000 ATM by Art. 15; 5-5-2005 ATM by Art. 32]
All new employees are required to have a physical examination completed after an employment offer has been made and prior to beginning work to ensure that they are capable of performing the essential functions of the job with or without a reasonable accommodation. Physical examinations shall be done by a physician designated by the town, at town expense. The town physician is responsible for making recommendations to the Human Resources Department and for maintaining confidential medical records on the individuals.
A. 
Any employee who feels aggrieved by the administration of any provision of this plan may take the matter up with his immediate supervisor.
B. 
If the matter is not cleared up following a discussion with the immediate supervisor, the employee may submit a complaint to the employing agency in writing, which shall then give the employee an informal hearing and attempt to reach a mutually satisfactory adjustment.
C. 
If the matter is not satisfactorily settled within 2 weeks after a written complaint is made, either party may submit the question to the Personnel Board. The Personnel Board shall take the matter under advisement, may hold a public or private hearing and shall render a final and binding decision within 30 days.
[Amended 5-5-2005 ATM by Art. 32]
[Amended 11-17-1999 STM, Art. 2; 5-5-2005 ATM by Art. 32]
The Town of Wayland is an equal opportunity employer. This means that it pledges that all candidates for positions and all officials and employees of the town's agencies will be treated equally in all actions affecting them. It also means that the town has a policy of nondiscrimination which guarantees that all applicants for employment and all employees are not to be discriminated against because of race, color, age, sex, religion, ethnicity, national origin, sexual orientation, veteran status, political affiliation or disability.
[Amended 5-1-2000 ATM by Art. 15]
As of July 1992, all provisions of this chapter must conform to the requirements of the Americans with Disabilities Act (ADA). In keeping with the recommendation of the Report of the House Committee on Education and Labor (Report No. 101-485), the Town shall take all action necessary to comply with the Act.
The Personnel Board shall establish a policy consistent with the Family Medical Leave Act of 1993.
[Added 5-1-2000 ATM by Art. 15]
The Personnel Board shall establish a policy consistent with the Small Necessities Leave Act of 1998.