[HISTORY: Adopted by the Town of Weymouth. Amendments noted
where applicable.]
The Director of Human Resources shall establish, maintain and
keep current a Human Resources Policy and Procedures Manual which
shall address all aspects of the relationship between the Town as
employer and the individuals who are the employees of the Town.
(a)
Notice. The Director of Human Resources shall post notice of any
proposed change or revision to the Human Resources Policy and Procedures
Manual on the Town bulletin boards and in other conspicuous places
in the Town where Town employees are likely to see the notice, and
copies of the proposed change or revision, or the places at which
copies of the proposed change or revision are available for distribution.
(b)
Hearing. Not less than seven days nor more than 14 days following
the date the notice has been posted of a proposed change or revision
to the Human Resources Policy and Procedures Manual, the Director
of Human Resources shall hold a hearing at which employees (and the
public) shall have the opportunity to express their views with respect
to the proposed change or revision.
(c)
Review by the Mayor. The Director of Human Resources shall submit
a copy of any change or revision to the Policy and Procedures Manual
to the Mayor and a summary of any comments, or testimony received
at the hearing held concerning such proposed change or revision. The
Mayor shall, forthwith, approve or reject the proposed change or revision.
The Director of Human Resources shall provide one copy of the
Human Resources Policy and Procedures Manual to the head of each office,
agency, division and department of the Town.
The Director of Human Resources shall provide one copy of each
change or revision made in the Human Resources Policy and Procedures
Manual to the head of each office, agency, division and department
of the Town forthwith following its approval by the Mayor.
The head of each office, agency, division and department of
the Town shall make its copy of the Human Resources Policy and Procedures
Manual available to Town employees upon request and shall, upon receipt,
post a copy of each change made in a place where it can readily be
seen by employees of the office, agency, division or department.
Unless some other procedure is made for an employee in the Weymouth
Home Rule Charter, or by the provisions of a collective bargaining
agreement to which such employee is subject, or by Civil Service Law
or other applicable law, the discipline and termination of an employee
shall follow the guidelines prescribed in this section.
(a)
Violations of Town policies and procedures may subject the employee
to disciplinary action up to and including termination.
(b)
In the event that such a violation would subject an employee to termination,
the employee will be suspended with pay pending an investigation of
the incident.
(c)
An investigation of the incident will be jointly conducted by the
department head and the Director of Human Resources.
(d)
The employee may appeal the findings of the investigation by filing
a written grievance with the Mayor.
(a)
An employee may be dismissed for his/her inability to adequately
perform his/her job.
(b)
The employee will be given the opportunity to address performance
deficiency, through a remedial action process.
(c)
At a minimum, the employee will be given a verbal warning, a formal
written warning and a one-day suspension with pay before any termination
action is taken.
(d)
The employee may appeal the outcome of this process by filing a written
grievance with the Mayor.
In the event that an employee becomes subject to an unfavorable
employment action, the employee may file a written grievance with
the Mayor. The Mayor will review the employee's grievance and issue
a written response within a period not to exceed 10 days from receipt
of the grievance. The decision of the Mayor is final.
