[HISTORY: Adopted by the Town Council of
the Town of Barrington 9-8-1966 (Ch. IV of Title One of the 1965 Code).
Amendments noted where applicable.]
RHODE ISLAND GENERAL LAWS (AS
AMENDED)
Deductions for medical service plan — See
§ 36-6-15.
Original appointments will ordinarily be compensated
as Step A of the salary range for the classification to which the
appointment is made.
The Town Manager may approve appointments at
a rate above the minimum pay step for the salary range assigned a
position when difficulties in recruitment are encountered or in cases
of unusual circumstances.
[Amended 7-10-1967]
Employees who are appointed at the minimum step
of the salary range shall be granted pay increases in accordance with
the schedule for the classification to which they are assigned in
the following manner:
A.
Step A is the entrance pay step. Employees will remain
on this step for the first six months of employment.
B.
Step B employees are eligible for an automatic increase
in pay to this step upon completion of six months of continuous, full-time
employment.
C.
Step C employees are eligible for an automatic increase
in pay to this step upon the beginning of the first fiscal year after
18 months of continuous full-time employment.
D.
Step D employees become eligible for consideration
for a merit increase to this step upon completion of an additional
12 months of continuous, full-time employment.
E.
Step E employees become eligible for consideration
for a merit increase to this step upon completion of an additional
12 months of continuous full-time employment.
F.
Step L employees become eligible for consideration
for a merit increase to this step upon completion of an additional
12 months of continuous full-time employment.
[Amended 9-10-1973]
Employees who become eligible upon completion
of the required length of employment shall be considered for merit
increases, but it is within the discretion of the department head
to recommend the denial or postponement of such increase for good
cause.
When an employee is promoted to a position with
a higher pay range, they shall receive either Step A of the pay range
for the new position or a one-step advancement in pay above the step
they are receiving, whichever rate of pay is the higher level. In
no case of promotion shall an employee receive less than a one-step
increase in pay.
When an employee is demoted to a position in
a classification which is allocated to a lower salary range than the
range for their present classification, they shall be paid as follows:
A.
If their present rate of pay is the same as a pay
step within the lower classification pay range, they shall be allocated
to the same pay rate as they are presently receiving.
B.
If their present pay rate is higher than the maximum
step in the lower classification, then they shall be allocated to
the maximum rate of pay of the lower classification.
When an employee is transferred to a classification
which is allocated to the same pay range as their present classification,
there shall be no change in the rate of pay.
A.
In those cases where a classification is allocated
to a higher pay range, then the incumbents in the classification shall
be advanced in pay to the same pay step in the new pay range as they
are allocated in the present pay range.
B.
In those cases where a classification is allocated
to a lower pay range, then the incumbents in the classification shall
retain the same rate of pay as they are presently receiving, provided
that such rate of pay does not exceed the maximum step of the pay
range to which the class has been reallocated. When the incumbent
is receiving a salary above the maximum pay step of the pay range,
then their salary may be reduced to the maximum step of the new range.
C.
Such changes in pay range allocation shall have no
effect upon the normal eligible date for automatic and merit increases.
A.
When an employee is reinstated within one year of
separation from Town service and is assigned to the same department
and the same classification from which they were separated, they shall
receive the same pay step in the pay range as they received at the
time of separation.
B.
If the pay range has been lowered for the classification
from which they were separated, then their pay will be adjusted to
the nearest pay step equivalent to the pay rate they received at the
time of separation; provided, however, that they shall not be allocated
to a pay rate higher than the maximum rate for the classification
to which they are assigned.
C.
When an employee is reinstated to the same classification
but is assigned to a position in a department other than the one from
which they were separated, then they may be assigned to a pay step
within the salary range for that classification which is equal to
or lower than the rate they received at the time of separation from
Town service.
A.
Where it is necessary for overtime work to be performed,
department heads may specifically authorize such overtime work, but
every effort should be made to reduce such overtime to a minimum.
B.
Authorized overtime for salaried employees' work shall
be compensated as follows:
(1)
Compensatory time off. Compensatory time off at straight
time will be authorized when such time off will not seriously impair
the efficiency of the department. Compensatory time off shall be scheduled
at the discretion of the department head.
(2)
Payment in lieu of compensatory time. Payment in lieu
of compensatory time will normally be at the straight-time rate. Such
payment must be authorized by the Town Manager. Justification for
payment for overtime worked would be those instances where the absence
of employees from their regular work would seriously impair or obstruct
the work of a division or department.
(3)
Emergency work. Emergency work performed by labor
forepersons and other supervisory personnel (except department heads)
classified as salaried employees shall be compensated at time and
one-half of their straight time rate upon authorization by the Town
Manager.
All employees classified as hourly employees
shall be paid at the rate of time and one-half for all time worked
in excess of nine hours in any one day during a twenty-four-hour period
following the time of their scheduled shift and for all time worked
in excess of 45 hours during their workweek at regular pay. Should
a legal holiday prevent an employee from working 45 hours during their
workweek, the forty-five-hour minimum will be reduced accordingly
for the purpose of awarding overtime payment.
For the purpose of this chapter, heads of departments
are to be considered salaried employees whose annual compensation
shall be their only payment for the positions they hold. There is
no intended relationship between the salary and work hours. They shall
receive no compensation for overtime, holidays worked or extra duty
but shall be entitled to the authorized leaves, holidays or compensatory
time off scheduled with the approval of the Town Manager.
If an employee is summoned to appear in court
as a witness for the Town or for an incident occurring during working
hours, they shall receive full compensation for any time lost beyond
regular duty hours and shall return to the Town such fees as they
may collect. Their compensation shall be on the same basis as set
forth in Section 3.3[1]
[1]
Editor's Note: Original Section 3-3 was repealed
9-10-1973.
If an employee is summoned to serve jury duty,
they shall be compensated for the difference between their regular
salary and their payment as a juror.
Individual employees who feel that an inequity
exists in their rate of compensation may request that the Town Manager
review the status of their salary. These requests must be submitted
to the Town Manager in writing on or before December 1 of each year.
Employees making such requests will be advised of the Town Manager's
decision in writing.
Occupational titles shall be those that are
set forth in the Classification Plan currently in effect. Assignment
to occupational titles shall be the responsibility of the Town Manager.
Adjustment of salaries to steps within a particular range may be made
by the Town Manager.
Pay ranges shall be as set forth in this chapter.
The assignment of a classification to a range number shall be recommended
by the Town Manager and Salary Committee to the Town Council.
Salary ranges shall have a direct relationship
to the availability of personnel, area salary scales, demands of the
position, the worth of the particular function to be performed and
not the individual filling the position.
[Added 7-9-1979; amended 6-14-1982; 6-8-1987; 6-6-1988 by Ord. No. 88-5; 6-11-1990 by Ord. No. 90-4]
A.
Effective July 1, 1987, all full-time employees not
covered by a collective bargaining agreement shall be entitled to
a longevity payment after completion of the following full years of
service with the Town:
|
Years of Service
|
Percent of Annual Salary
|
|---|---|
|
5
|
6
|
|
10
|
7
|
|
15
|
8
|
B.
Longevity payments shall be made each year in the
month of July.
C.
Longevity payments may be included in an employee's
annual salary compensation for the purpose of calculating retirement
pay.
[Added 6-6-1988 by Ord. No. 88-5; amended 5-8-1989 by Ord. No. 89-7; 2-11-1991 by Ord. No. 91-2]
A.
The ICMA-RC Deferred Compensation Plan is hereby established
to which employees may voluntarily contribute, and the Town will contribute
2% of each active full-time, nonunion employee's annual salary.
B.
Annual salary shall mean base salary and, for purposes
of this section shall not include any benefits, i.e., accumulated
leave, pension, longevity payments, clothing allowance, et al, which
might, under other circumstances, be added on to an employee's base
salary. The Town's contribution shall be computed and credited to
the employee's account each pay period for that period. The Town's
obligation shall immediately cease upon termination of active, full-time
employment.
[Last amended 7-14-2023 by Ord. No. 2023-8]
|
Title
|
Maximum Amount
|
|---|---|
|
Custodian - Library
|
$54,000
|
|
Library Assistant
|
$64,800
|
|
Technology Coordinator
|
$65,880
|
|
Clerk/Administrative Assistant
|
$68,040
|
|
Economic Development Officer/Communications Manager
|
$70,200
|
|
Civil Engineer
|
$72,360
|
|
Assistant Finance Director
|
$73,440
|
|
Recreation and Senior Services Director
|
$81,000
|
|
Librarian
|
$88,560
|
|
Building Official
|
$89,640
|
|
Tax Assessor
|
$89,640
|
|
Human Resources Director
|
$90,720
|
|
Town Clerk
|
$104,760
|
|
Library Director
|
$108,000
|
|
Public Works Superintendent
|
$113,400
|
|
Director of Planning, Building and Resiliency
|
$114,480
|
|
Fire Chief
|
$123,120
|
|
Police Chief
|
$128,520
|
|
Public Works Director
|
$140,400
|
|
Business and Finance Director
|
$154,440
|
[Last amended 7-23-1991 by Ord. No. 91-14]
|
Pay Ranges in Annual Amounts
|
|---|
|
(5% increase)
|
|
Range Number
|
Step A
|
Step B
|
Step C
|
Step D
|
Step E
|
Step F
|
|---|---|---|---|---|---|---|
|
1
|
$12,495
|
$13,116
|
$13,736
|
$14,355
|
$14,402
|
$15,671
|
|
2
|
$12,810
|
$13,434
|
$14,048
|
$14,670
|
$15,321
|
$16,013
|
|
3
|
$13,116
|
$13,736
|
$14,355
|
$14,402
|
$15,671
|
$16,357
|
|
4
|
$13,434
|
$14,048
|
$14,670
|
$15,321
|
$16,013
|
$16,706
|
|
5
|
$13,735
|
$14,355
|
$14,402
|
$15,671
|
$16,357
|
$17,048
|
|
6
|
$14,048
|
$14,670
|
$15,321
|
$16,013
|
$16,706
|
$17,430
|
|
7
|
$14,355
|
$14,402
|
$15,671
|
$16,357
|
$17,048
|
$17,806
|
|
8
|
$14,670
|
$15,321
|
$16,013
|
$16,706
|
$17,430
|
$18,181
|
|
9
|
$14,402
|
$15,671
|
$16,357
|
$17,048
|
$17,806
|
$18,562
|
|
10
|
$15,321
|
$16,013
|
$16,706
|
$17,430
|
$18,181
|
$18,976
|
|
11
|
$15,671
|
$16,357
|
$17,048
|
$17,806
|
$18,562
|
$19,395
|
|
12
|
$16,013
|
$16,706
|
$17,430
|
$18,181
|
$18,976
|
$19,806
|
|
13
|
$16,357
|
$17,048
|
$17,806
|
$18,562
|
$19,395
|
$20,225
|
|
14
|
$16,706
|
$17,430
|
$18,181
|
$18,976
|
$19,806
|
$20,633
|
|
15
|
$17,048
|
$17,806
|
$18,562
|
$19,395
|
$20,225
|
$21,047
|
|
16
|
$17,430
|
$18,181
|
$18,976
|
$19,806
|
$20,633
|
$21,457
|
|
17
|
$17,806
|
$18,562
|
$19,395
|
$20,225
|
$21,047
|
$21,877
|
|
18
|
$18,181
|
$18,976
|
$19,806
|
$20,633
|
$21,456
|
$22,323
|
|
19
|
$18,563
|
$19,395
|
$20,225
|
$21,047
|
$21,877
|
$22,767
|
|
20
|
$18,976
|
$19,806
|
$20,633
|
$21,456
|
$22,323
|
$23,252
|
|
21
|
$19,396
|
$20,225
|
$21,047
|
$21,877
|
$22,767
|
$23,735
|
|
22
|
$19,806
|
$20,633
|
$21,456
|
$22,323
|
$23,252
|
$24,256
|
|
23
|
$20,224
|
$21,047
|
$21,877
|
$22,767
|
$23,735
|
$24,773
|
|
24
|
$20,633
|
$21,456
|
$22,323
|
$23,252
|
$24,256
|
$25,291
|
|
25
|
$21,047
|
$21,877
|
$22,767
|
$23,735
|
$24,773
|
$25,809
|
|
26
|
$21,457
|
$22,323
|
$23,252
|
$24,256
|
$25,291
|
$26,357
|
|
27
|
$21,877
|
$22,767
|
$23,735
|
$24,773
|
$25,809
|
$26,907
|
|
28
|
$22,323
|
$23,252
|
$24,256
|
$25,291
|
$26,357
|
$27,494
|
|
29
|
$22,767
|
$23,735
|
$24,773
|
$25,809
|
$26,907
|
$28,081
|
|
30
|
$23,251
|
$24,256
|
$25,291
|
$26,357
|
$27,494
|
$28,663
|
|
31
|
$23,736
|
$24,773
|
$25,809
|
$26,907
|
$28,081
|
$29,250
|
|
32
|
$24,256
|
$25,291
|
$26,357
|
$27,494
|
$28,663
|
$29,875
|
|
33
|
$24,773
|
$25,809
|
$26,907
|
$28,081
|
$29,250
|
$30,497
|
|
34
|
$25,291
|
$26,357
|
$27,494
|
$28,663
|
$29,875
|
$31,181
|
|
35
|
$25,809
|
$26,907
|
$28,081
|
$29,250
|
$30,497
|
$31,872
|
|
36
|
$26,357
|
$27,494
|
$28,663
|
$29,875
|
$31,181
|
$32,558
|
|
37
|
$26,907
|
$28,081
|
$29,250
|
$30,497
|
$31,872
|
$33,381
|
|
38
|
$27,493
|
$28,663
|
$29,875
|
$31,181
|
$32,558
|
$33,973
|
|
39
|
$28,081
|
$29,250
|
$30,497
|
$31,872
|
$33,381
|
$34,696
|
|
40
|
$28,663
|
$29,875
|
$31,181
|
$32,558
|
$33,973
|
$35,420
|
|
41
|
$29,250
|
$30,497
|
$31,872
|
$33,381
|
$34,696
|
$36,148
|
|
42
|
$29,876
|
$31,181
|
$32,558
|
$33,973
|
$35,420
|
$36,976
|
|
43
|
$30,497
|
$31,872
|
$33,381
|
$34,696
|
$36,148
|
$37,803
|
|
44
|
$31,181
|
$32,558
|
$33,973
|
$35,420
|
$36,976
|
$38,631
|
|
45
|
$31,872
|
$33,381
|
$34,696
|
$36,148
|
$37,803
|
$39,461
|
|
46
|
$32,558
|
$33,973
|
$35,420
|
$36,976
|
$38,631
|
$40,283
|
|
47
|
$33,382
|
$34,696
|
$36,148
|
$37,803
|
$39,461
|
$41,108
|
|
48
|
$33,973
|
$35,420
|
$36,976
|
$38,631
|
$40,283
|
$41,906
|
|
49
|
$34,696
|
$36,148
|
$37,803
|
$39,461
|
$41,108
|
$42,679
|
|
50
|
$35,420
|
$36,976
|
$38,631
|
$40,283
|
$41,906
|
$43,363
|
|
51
|
$36,148
|
$37,803
|
$39,461
|
$41,108
|
$42,679
|
$44,037
|
|
52
|
$36,976
|
$38,631
|
$40,283
|
$41,906
|
$43,363
|
$45,001
|
|
53
|
$37,803
|
$39,461
|
$41,108
|
$42,679
|
$44,037
|
$45,969
|
|
54
|
$38,632
|
$40,283
|
$41,906
|
$43,363
|
$45,001
|
$46,978
|
|
55
|
$39,460
|
$41,108
|
$42,679
|
$44,037
|
$45,969
|
$47,986
|
|
56
|
$40,283
|
$41,906
|
$43,363
|
$45,001
|
$46,978
|
$49,039
|
|
57
|
$41,108
|
$42,679
|
$44,037
|
$45,969
|
$47,986
|
$50,096
|
|
58
|
$41,906
|
$43,363
|
$45,001
|
$46,978
|
$49,039
|
$51,195
|
|
Table of Pay Rates in Hourly Amounts
|
|---|
|
(Based on a forty-five hour week, 2,340
hours per year)
|
|
Range Number
|
Step A
|
Step B
|
Step C
|
Step D
|
Step E
|
Step L
|
Annual Rate
|
|---|---|---|---|---|---|---|---|
|
1
|
$1.36
|
$1.43
|
$1.50
|
$1.58
|
$1.66
|
$1.75
|
$4,095.00
|
|
2
|
$1.43
|
$1.50
|
$1.58
|
$1.66
|
$1.75
|
$1.84
|
$4,305.60
|
|
3
|
$1.50
|
$1.58
|
$1.66
|
$1.75
|
$1.84
|
$1.93
|
$4,516.20
|
|
4
|
$1.58
|
$1.66
|
$1.75
|
$1.84
|
$1.93
|
$2.03
|
$4,750.20
|
|
5
|
$1.66
|
$1.75
|
$1.84
|
$1.93
|
$2.03
|
$2.13
|
$4,984.20
|
|
6
|
$1.75
|
$1.84
|
$1.93
|
$2.03
|
$2.13
|
$2.23
|
$5,218.20
|
|
7
|
$1.84
|
$1.93
|
$2.03
|
$2.13
|
$2.23
|
$2.34
|
$5,475.60
|
|
8
|
$1.93
|
$2.03
|
$2.13
|
$2.23
|
$2.34
|
$2.45
|
$5,733.00
|
|
9
|
$2.03
|
$2.13
|
$2.23
|
$2.34
|
$2.45
|
$2.56
|
$5,990.00
|
|
10
|
$2.13
|
$2.23
|
$2.34
|
$2.45
|
$2.56
|
$2.68
|
$6,271.20
|
|
11
|
$2.23
|
$2.34
|
$2.45
|
$2.56
|
$2.68
|
$2.80
|
$6,552.00
|
|
12
|
$2.34
|
$2.45
|
$2.56
|
$2.68
|
$2.80
|
$2.92
|
$6,832.80
|
|
13
|
$2.45
|
$2.56
|
$2.68
|
$2.80
|
$2.92
|
$3.04
|
$7,113.60
|
|
14
|
$2.56
|
$2.68
|
$2.80
|
$2.92
|
$3.04
|
$3.16
|
$7,394.40
|
|
15
|
$2.68
|
$2.80
|
$2.92
|
$3.04
|
$3.16
|
$3.28
|
$7,675.20
|
|
16
|
$2.80
|
$2.92
|
$3.04
|
$3.16
|
$3.28
|
$3.40
|
$7,956.00
|
|
Employees included in the hourly rate schedule
shall not receive a longevity payment of $200 at the end of 10 years
of service but shall advance one step within their pay range. Step
L is for this purpose, and no one with less than 10 years of service
may fall within this step. For example, an employee with five years
of service may advance from Range 1, Step A, to Range 1, Step E, but
may be locked there until completion of their tenth year when they
will move to Range 1, Step L.
| |||||||
