[HISTORY: Adopted by the Board of Library Trustees of the Town of
Orange 5-12-2004. Amendments noted where applicable.]
GENERAL REFERENCES
Personnel policies — See Ch. 52.
A.
Bylaws of the Board of Trustees, Article I, Constitution
and Organization, Section 1, provides that "The Board of Library Trustees
is empowered with the government of the libraries under the Acts of the Great
and General Court of the Commonwealth of Massachusetts and the acts of the
annual meeting of the Town of Orange."
B.
The Personnel Bylaw of the Town of Orange, ratified at
Town Meeting on September 26, 2002, Purpose and Authorization, Administration
and Personnel, Section 1, Coverage and Application, states that. "This plan
shall apply to all employees of the Town, other than positions filled by popular
election, those under the direction and control of the School Committee, those
with personal service contracts, union contracts. Nothing in this Bylaw shall
revoke, suspend, or otherwise limit the authority of the Cemetery Commissioners,
Library Trustees, and the Water Commissioners to direct and manage those employees
under their control, as provided by the relevant laws of the Commonwealth
of Massachusetts."
C.
The Board of Trustees (hereinafter referred to as the
“Trustees”) is committed to the equitable treatment of all Town
employees, and has therefore adopted the Personnel Bylaw of the Town of Orange,
ratified by Town Meeting, September 26, 2002, as amended (hereinafter referred
to as the “Personnel Bylaw”), except where it is at variance with
the management responsibilities of the Trustees.
D.
Clarification of and exceptions to the Personnel Bylaw,
as it applies to employees under the control of the Trustees, are set forth
as addenda in the following section.
A.
Reference: Section III(e), Duties of the Human Resource
Board, Personnel Bylaw (see § 52-7A). The Library Director (hereinafter
referred to as the Director) is under a written personal service contract
with the Trustees.
B.
Reference: Section III(a), Duties of the Human Resource
Board, Personnel Bylaw (see § 52-7A). The Trustees shall have overall
responsibility for the administration of the Personnel Bylaw for all library
employees The Director is responsible for the day-to-day administration of
the Personnel Bylaw for all employees.
C.
Reference: Section III(c), Duties of the Human Resource
Board, Personnel Bylaw (see § 52-7C). The Chair of the Trustees
shall maintain the personnel file of the Director, which shall be considered
confidential and appropriately secured. The Director shall maintain personnel
files of all employees, which shall be considered confidential and appropriately
secured.
D.
Reference: Performance Reviews, Personnel Bylaw (see
§ 52-8). The Trustees and the Director will, at the request of the
Human Resource Board, submit summaries of performance reviews of employees
to the Human Resource Board. These will be done in a manner approved by the
Trustees. All such transmittals shall be considered "Confidential.”
E.
Reference: "Discipline and Discharge," Personnel Bylaw
(see § 52-28).
(1)
Any written reprimands and notices of disciplinary probation
shall be issued by the Director, reviewed by Trustees, and filed in the employee's
personnel file.
(2)
In cases of suspension and/or discharge, a copy of the
written notice shall be reviewed by the Trustees and maintained in the employee's
personnel file. A copy of such notice will be sent to the Chairman of the
Human Resource Board and the Town Administrator. All such transmittals shall
be considered "Confidential."
F.
Reference: "Grievance Procedure," Personnel Bylaw (see
§ 52-29).
(1)
The aggrieved employee shall first discuss the grievance
with the Director, and a sincere effort shall be made to resolve the problem
in an informal manner.
(2)
If the aggrieved employee is not satisfied with Director's
decision, the employee shall submit the grievance in writing, dated and signed,
to the Director. The Director shall, within 10 days, render a decision in
writing to the aggrieved employee and shall submit the same to the Trustees,
together with the aggrieved employee's original written complaint.
(3)
If the aggrieved employee is not satisfied, the employee
shall submit a written request to meet with the Trustees. The Trustees shall,
within 10 days, meet with the employee. The aggrieved employee, the Director,
and witnesses may be allowed to be heard.
(4)
The Trustees shall, within 10 days after such a meeting,
render a written decision to the aggrieved employee and the Library Director.
(5)
If the aggrieved employee is not satisfied with the decision
of the Trustees, the employee may appeal to the Human Resource Board in the
manner provided by the Personnel Bylaw.
A.
The Trustees accept the Compensation Plan (rate schedule)
established by the Human Resource Board and ratified by Town Meeting.
B.
The Board and the Director shall be guided by the Human
Resource Board and/or Town Administrator on the appropriate application and
interpretation of the Personnel Bylaw related to the following topics:
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Overtime (see § 52-10)
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Bereavement leave (see § 52-11)
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Jury duty (see § 52-13)
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Holidays (see § 52-14)
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Personal days (see § 52-15)
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Sick leave (see § 52-16)
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Sick bank (see § 52-17)
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Leave of absence, general (see § 52-18)
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Leave of absence, Family Medical Leave Act (see § 52-19)
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Leave of absence, Small Necessities Leave Act (see § 52-20)
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Health benefits (see § 52-22)
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Health benefits—COBRA rights (see § 52-23)
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Military training (see § 52-24)
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Vacations (see § 52-25)
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Longevity bonus (see § 52-26)
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Safety (see § 52-27)
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Requests for increased compensation (see § 52-32)
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Amendments to these Addenda to the Personnel Bylaw may be made at any
regular meeting of the Board by a simple majority vote of the Board of the
Trustees present.
