Town of Lunenburg, MA
Worcester County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Town of Lunenburg as last amended 11-16-2015. Subsequent amendments noted where applicable.]
ATTACHMENTSAttachment 1 - Schedule A, Classification and Salary Schedule Attachment 2 - Salary Schedule For Fiscal Year 2016
This bylaw establishes a Salary Administration Plan, hereinafter called the "Plan," which classifies several positions of Town services into groups, establishes salary schedules, establishes so-called "fringe" benefits or "indirect pay" provisions, such as holidays and vacations with pay, sick leave, and the like, and establishes a Personnel Committee to administer the Plan, as hereinafter provided, and to represent the interest of both taxpayers and Town employees.
A. 
There is hereby established a Personnel Committee consisting of five members, each residing in the Town of Lunenburg, to be appointed by the Selectmen and, each member shall serve for a term of three years; provided, however, that of the members originally appointed, one shall serve a term of one year, two for a term of two years, and two for a term of three years, as designated by the Selectmen. However, nothing herein shall be deemed to prohibit the chairman of the Personnel Committee from designating a member of said committee to serve as a representative of said Committee on a study committee of the Town Meeting, nor shall such service affect the tenure of said member of the Personnel Committee. If any member of the Personnel Committee shall resign or otherwise vacate the office before the expiration of their term, the successor shall be appointed by the Selectmen at their discretion, to serve the balance of the unexpired term.
[Amended 5-5-2018 ATM by Art. 29]
B. 
A Town employee may have a staff assignment to serve as a subject matter expert and non-voting member of the Personnel Committee and may be called upon from time to time to provide information requested by the Personnel Committee so that the Personnel Committee can make well informed decisions and proposals.
[Amended 5-5-2018 ATM by Art. 29]
C. 
Said Committee shall elect its own Chairman and Vice-Chairman by September 15 of each year; and in the absence or incapacity of the Chairman, the Vice-Chairman shall act as Chairman. The Committee shall keep a record of its official proceedings and actions, may establish its own rule of procedure and may, subject to appropriation therefor, retain such clerical and other assistance, and make such other expenditures as may be necessary to the performance of its duties. Three members shall constitute a quorum for the transaction of the business of the Committee, and the affirmative vote of three members shall be necessary to any official act of the Committee.
D. 
The Personnel Committee is hereby authorized to administer the provisions of this bylaw, except for such duties as may be specifically assigned by statute or bylaw to other Town officers, boards or committees. Appeals of decisions of the Personnel Committee may be taken to the Town at the next Annual or Special Town Meeting.
E. 
The Personnel Committee may from time to time issue, amend, or revoke administrative orders for the purpose of giving effect to the provisions of this bylaw, and for the purpose of giving effect to the provisions of such other bylaws and votes of the Town, pertaining to personnel administration, as said Committee may be responsible for administering and/or enforcing. Each such order shall be numbered in sequence, and said Committee shall maintain in the Town office a file for all such orders issued, said file to be open to public inspection.
F. 
Except as otherwise provided by law, the Committee shall have access to all facts, figures, records and other information relating to the personnel of Town departments and the same shall be furnished forthwith by any such department whenever so requested by the Personnel Committee, in such a form as said Committee may require.
[Amended 5-5-2018 ATM by Art. 29]
G. 
In the event that the Personnel Committee does not have enough members to conduct business, the Town Manager shall have the authority to administer the Salary Administration Plan.
The positions of all employees in the service of the Town, whether part-time or full-time, and not otherwise covered by a collective bargaining agreement, with the exception of reserve police officers, or elected officials, are hereby classified by titles in the groups listed in Schedule A, entitled "Classification and Salary Schedule," as set forth in this bylaw.[1]
[1]
Editor's Note: Schedule A is included as an attachment to this chapter.
No person shall be appointed, employed or paid as an employee in any position subject to the provision of the Salary Administration Plan under any title other than those of the Classification and Salary Schedule, or under any title other than that of the job the duties of which are actually performed. The job title in the Classification and Salary Schedule of the Plan shall be the official title for all purposes having to do with the position and shall be used to designate the position in all payrolls, budget estimates and official reports, and in every other connection involving personnel and fiscal processes.
The Personnel Committee tentatively may add new job titles and descriptions to this Plan, establishing grades with minimum and maximum wage or salary brackets for the same, and reclassifying existing jobs, revising the description and the minimum and maximum wage and salary brackets therefor, and such addition or reclassification shall be effective only for the period from the date of such action by the Personnel Committee to the date of any vote with respect thereto adopted at a subsequent Town Meeting, but in no case later than the next Annual Town Meeting unless such later date as may be specified by such vote. Any increase in wages or salaries under this section shall be effective only if funds are available for the purpose, and approved by the Finance Committee and Board of Selectmen.
No employee shall be reclassified to a job in another group, either higher or lower, until the Personnel Committee shall have determined that such a reclassification will be consistent with the provisions of the Salary Administration Plan.
A. 
The Personnel Committee shall maintain written job descriptions of the jobs or positions in the Plan, describing the essential functions, requirements and duties. The descriptions shall not be interpreted as either complete or restrictive and employees shall continue to perform any duties assigned by an employee's supervisor.
B. 
Every three years, the Personnel Committee shall review the wage and salary schedules of all positions in the Plan, and be in a position to recommend to the Board of Selectmen any action deemed desirable to maintain a fair and equitable pay level.
A. 
The Classification and Salary Schedule of the Salary Administration Plan, set forth in Schedule A of this bylaw,[1] shall consist of the maximum and minimum salaries and step-rate salaries for the groups and positions in the Classification and Salary Schedule. The salary range of a group shall be the salary range for all positions classified in such group.
[1]
Editor's Note: Schedule A is included as an attachment to this chapter.
B. 
Irrespective of the period of time for which pay rates may be shown in the Salary Schedule, all employees shall continue to be paid on an hourly, weekly, monthly, or other basis, as at present, unless otherwise authorized by the Personnel Committee or by amendment of the Salary Administration Plan.
Any salary rate which is above the maximum rate for a job, as established by Salary Administration Plan, shall be deemed to be a personal rate, and apply only to the incumbent. When such incumbent leaves the employ of the Town or is transferred to another job with a higher maximum rate than his/her personal rate or higher maximum rates are established, the personal rate shall disappear. No other employee assigned to or hired for such job shall advance beyond the maximum of the job.
A. 
Layoff procedure. If the Town decides to lay off employees, it shall determine from which classification(s) or job function(s) layoffs shall be made. Layoffs shall then be made based on seniority within the classification.
(1) 
"Seniority" shall be the length of an employee's continuous service measured from the employee's most recent appointment date; provided an employee's seniority may be reduced for periods of unpaid leave, unless otherwise prohibited by law.
(2) 
If two or more employees in the same classification have the same seniority, the employee who has the shorter term of continuous employment with the Town shall be laid off. If there are two or more employees in the same classification with the same seniority and the same term of continuous employment with the Town, a part-time employee shall be laid off before a full-time employee. If there are still two or more employees in the same classification, the Town Manager shall determine which employee shall be laid off.
(3) 
An employee that is scheduled to be laid off shall have the right to bump other employees in lower classifications with less seniority, provided that the Town Manager, in his/her sole discretion, but with consultation of the department head, shall make a determination that the employee retained is qualified and able to perform the duties of the lower classification, subject to disability discrimination laws.
(4) 
Employees who have been laid off from employment are responsible for keeping the Town advised of their current address for the purpose of potential recall from layoff.
B. 
Recall policy. If the Town conducts a recall from layoff, recall shall be offered in reverse order of layoff by classification, provided the laid-off employee is qualified and able to perform the duties of the classification to which the employee is being offered recall, subject to disability discrimination laws. Employees shall only be eligible for recall from layoff under the terms of this policy for one year from the date of the employee's layoff.
(1) 
Any employee who is recalled from layoff under the terms of this policy shall retain his/her seniority, less the period of layoff.
(2) 
The Town will notify an employee of a recall opportunity by certified letter (or other verifiable method of delivery) to the employee's last known address. An employee who has been offered an opportunity to be recalled from layoff must advise the Town of his/her intention to accept recall within five working days.
A. 
When an employee is promoted to a job with a higher rate range, or rate of pay, he/she shall enter it at the minimum of the job rate range or at his/her own rate, whichever is the higher, but in no event at a rate in excess of the maximum for such job. He/She may also receive at the time one or more step rate increases, provided the maximum for the job is not exceeded, if the department head recommends that qualification and performance warrant it, and the Personnel Committee approves. If the department head should feel that there should be a trial period before recommending the promotional step rate increase or increases, on recommendation of the department head, the Personnel Committee may approve any such deferred promotional increase at the conclusion of the trial period.
B. 
If an employee is transferred to a job with a lower rate range, or rate of pay, he/she shall enter it at his/her own rate or at the maximum rate for the job, whichever is the lower.
A. 
The hiring rate shall be the minimum of the rate range of the job for which the new employee is hired, unless otherwise authorized by the Personnel Committee. Department heads shall notify the Town Manager of the hiring of all new personnel. This notification shall be done in writing via the New Hire Personnel Form.
B. 
Effective July 1, 2015, for new employees covered by the Salary Administration Plan as defined in § 70-3, eligibility for a step increase will depend on the employee's date of hire. If hired between January 1 and June 30, the employee is not eligible for a step increase until July 1 of the following calendar year. If hired between July 1 and December 31, the employee is eligible for his/her first step increase on the upcoming July 1.
A. 
Any employee who believes that he/she has received inequitable treatment is encouraged to discuss the grievance initially with his/her supervisor within 10 working days of the occurrence or knowledge of the event. If the employee is not comfortable discussing the matter with his/her direct supervisor, or if the matter is not settled, the employee should submit the grievance to his/her department head. The department head shall meet with the employee and will respond in writing to the employee within 14 days of the meeting.
B. 
If the grievance is not resolved by the decision of the department head, the employee may file an appeal in writing with the Town Manager within 10 days of receipt of the decision. The Town Manager will meet with the employee within a reasonable time after receipt of the appeal and will respond in writing to the employee's grievance within 30 days after meeting with the employee.
Each department head shall include in the annual budget request a pay adjustment section to provide funds for anticipated pay adjustments during the ensuing year, expenditures to be made therefrom only in accordance with the Salary Administration Plan with approval of the Personnel Committee.
In the event any provision of this bylaw or application thereof shall be held to be invalid by the proper authorities, this shall not be construed to affect the validity of any other provision, or application thereof, of this bylaw.
Nothing in this bylaw of Salary Administration Plan shall be construed to conflict with Chapter 31 (Civil Service) of the General Laws.
A. 
The schedule of hours to be worked shall be determined by the appropriate department head.
(1) 
For positions entitled to overtime pay at 1 1/2 times the regular rate for work actually performed in excess of 40 hours within a work week, the words "work actually performed" shall be construed to include all duly paid time off, including but not limited to holidays, sick leave, vacation, personal days and bereavement leave, and such leave shall be included in the computation of 40 hours.
(2) 
Unauthorized leave or leave for which the employee is not entitled to compensation shall not be included in such computation.
B. 
Hours by occupation.
(1) 
Industrial trades and service occupations.
(a) 
Work week: 40 hours in five days.
(b) 
One and one-half times the regular rate will be paid for work actually performed in excess of 40 hours within a work week.
(2) 
Office occupations.
(a) 
Work week: 40 hours in five days and may be reduced administratively to 36 hours in four or five days.
(b) 
One and one-half times the regular rate will be paid for work actually performed in excess of 40 hours within a work week.
(3) 
Public safety occupations.
(a) 
Fire Department. The hours of the Fire Department shall be determined by the Chief with the approval of the Personnel Committee; provided, however, that all hours worked by any member of the Fire Department will be paid for at the regular rate then in force.
(4) 
Administrative and professional occupations.
(a) 
Persons employed in these positions are not governed by hours of the positions under their supervision or control. Generally, such positions shall be for at least 40 hours per week when full-time and are not entitled to overtime.
C. 
Notwithstanding anything in the foregoing subsections, the appropriate department head may, instead of paying the overtime rate, provide that the employee take compensatory time off at a rate of 1 1/2 times the hours worked that qualify for overtime pay. Compensatory time must be taken within 60 days.
A. 
All persons employed regularly by the Town full-time or part-time for a minimum of 20 hours per week shall receive paid vacations according to the following schedule. Any persons working between 20 hours and 40 hours per week shall receive paid vacations, but it will be prorated accordingly. The part-time compensation formula shall be used to determine the prorated part-time employee's vacation day. (See § 70-29.)
After Completion of
Hours of Paid Vacation
(based on 40-hour week)
10 months
80
1 year
80
5 years
120
10 years
160
11 years
164
12 years
168
13 years
172
14 years
176
15 years
180
16 years
184
17 years
188
18 years
192
19 years
196
20+ years
200
B. 
Earned vacation time up to and including 80 hours must be used in the year granted. No unused portion of this allowance shall be carried forward into a subsequent vacation year, nor shall any monetary compensation be given for such unused portion. Earned vacation time in excess of 80 hours should be used in the year granted, and no portion of such excess shall be carried forward into a subsequent year. If departmental scheduling or other serious extenuating circumstances preclude the use of all such excess in the year granted, the employee shall receive compensation equivalent to such unused portion in a lump sum payable on the last payroll warrant in June, in addition to their regular salary; provided, however, that such payment must be approved by the department head and written authorization signed by the Town Manager in advance of such payment.
C. 
Employment termination. An employee whose employment ends, whether voluntary resignation, retirement or involuntary termination, shall receive compensation equivalent to earned vacation allowance, provided he/she has been in the continuous service of the Town for 10 months, as follows:
(1) 
All currently available, unused vacation allowance up to a maximum of 200 hours; and
(2) 
One twelfth of the vacation allowance which would otherwise have been credited on the next succeeding July 1, for each full month worked since the preceding July 1.
D. 
The vacation year shall begin July 1. The assignment of vacation leave shall be arranged by the department head for such time or times as best serve the public interest; provided, however, that each employee shall be entitled to use at least 40 hours of their vacation accrual during the period between June 1 and September 15 if desired, based on seniority.
E. 
No vacation time may be used in advance of the July 1 date on which it would normally be credited; except that where such advance served the needs both of the employee and the Town, it may be requested by the Department Head and authorized in writing by the Town Manager. In no case shall any such advanced vacation exceed the number of days for which the employee would be entitled to compensation, were he/she to terminate their services in good standing on the first day of such vacation.
[Amended 5-5-2018 ATM by Art. 29]
A. 
The Town of Lunenburg shall observe the following holidays:
New Year's Day
Columbus Day
Martin Luther King, Jr. Day
Veterans' Day
Presidents Day
Thanksgiving Day
Patriots Day
One Floating Holiday*
Memorial Day
Day Before Christmas
Independence Day
Christmas Day
Labor Day
*
Floating holiday time for employees who work fewer than 40 hours per week will be calculated in hours and determined by dividing the number of hours regularly worked per week by the number of days they work in one week.
B. 
Employees who regularly work 40 hours per week and/or five days per week shall receive paid holiday leave on the day on the Town observes the holiday based on the base hourly rate of the employee for the number of hours the employee is regularly scheduled to work on the day of the week on which the holiday is observed.
C. 
Employees who regularly work fewer than 40 hours and/or five days per week shall receive paid holiday leave on the day the Town observes the holiday, provided the employee is regularly scheduled to work on the day the Town observes the holiday, based on the hourly rate of the employee for the number of hours the employee is regularly scheduled to work on the day of the week on which the holiday is observed.
D. 
Holiday leave will be granted on the day the Town observes the holiday, when possible. If the holiday falls on a Saturday, it will be observed on the preceding Friday. If the holiday falls on a Sunday, it will be observed on the following Monday. If an eligible employee is required to work on the day the Town observes the holiday, he/she will be entitled to a "floating day" which has to be used within 30 days, by agreement of the supervisor and employee. If the department head determines that holiday leave cannot be granted, the employee shall receive payment at 1 1/2 times the base hourly rate for all hours worked on the holiday, in addition to his or her holiday pay. The final determination is to be made by the Town Manager.
E. 
To be eligible for paid holiday leave, an employee must work his or her full assigned shift on his or her regularly scheduled workday before a holiday, and the next regularly scheduled working day following the holiday, unless the employee has been excused for a legitimate reason by the direct supervisor.
A. 
All persons employed, full-time or part-time, who have completed the six-month probationary period by July 1 of any year, shall be entitled to sick leave of 96 hours, to be credited on July 1. The part-time compensation formula shall be used to determine the employee's prorated sick pay. (See § 70-29.)
B. 
New employees having completed the six-month probationary period shall be credited, as of the end of said six months, with sick leave in the amount of eight hours for each full month intervening between the six-month anniversary date and the next July 1, up to the maximum of 96 hours.
C. 
Unused sick leave shall be cumulative up to a maximum of 1,200 hours, and shall be carried forward on July 1 of each year, to be added to the sick leave credited as of July 1. Sick leave may be donated to another employee who has exhausted his/her accumulated sick leave at the discretion of the Town Manager.
D. 
When an employee finds it necessary to be absent because of accident or illness, he/she shall report the fact to his/her immediate supervisor as soon as possible either in person or by agent. Sick leave will not be granted unless such report is made. For the protection of the Town, the department head or supervisor may require the presentation of a doctor's certificate in connection with a claim for sick leave that exceeds or is equal to 24 hours (or three missed days of work), and may, if it is deemed advisable, send a doctor or nurse to investigate any absence alleged to be caused by illness. Any employee who refuses to submit to a doctor's examination shall not be entitled to sick leave.
E. 
An employee who retires in good standing shall receive compensation based on a percentage of his/her accumulated unused sick leave, up to a maximum of 480 hours, as follows: five years of continuous service, 10%; 15 years of continuous service, 50%; 25 years of continuous service, 75%. In the event of an employee's death, the above benefit will be paid to his/her beneficiary. This retirement benefit will not be available to any employee hired after June 30, 2010.
F. 
Sick time can be used for any of the following reasons:
(1) 
Care for the employee's own physical or mental illness, injury or medical condition that requires home care or rest, professional medical diagnosis or care, or preventative medical care;
(2) 
Care for the employee's child, spouse, parent or parent of a spouse who is suffering from a physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventive medical care;
(3) 
Attending the employee's routine medical appointment or a routine medical appointment for the employee's child, spouse, parent, or parent of a spouse.
A. 
All persons employed, full-time or part-time, who have completed the six-month probationary period by July 1 of any year, shall be entitled to personal leave of 24 hours, to become available on July 1 for use during the ensuing fiscal year. The part-time compensation formula shall be used to determine the employee's pro-rated personal hours. (See § 70-27.)
B. 
New employees having completed the six-month probationary period shall be credited, as of the end of said six months, with eight personal hours for use during the period between said six-month anniversary and the end of the then-current fiscal year; provided, however, that the said six-month probationary period must have been completed by May 1 of that year.
C. 
Employees who do not use any sick leave within a three-month period (calculated quarterly) will be entitled to eight additional personal hours for each such quarter; said personal hours are to be used in the same fiscal year in which they are earned. Personal leave shall be scheduled with the approval of the department head. Personal leave shall not be cumulative.
A. 
The Town agrees to abide by the provisions of the 1993 Family and Medical Leave Act (FMLA). All eligible employees are entitled to up to 12 weeks of unpaid leave for certain family and medical reasons in a one-year period. Employees are eligible for FMLA if they have worked for the Town for at least one year and at least for 1,250 hours over the previous 12 months.
B. 
Unpaid FMLA leave must be granted for any of the following reasons:
(1) 
To care for the employee's child after birth, or placement for adoption or foster care.
(2) 
To care for the employee's spouse, son, daughter, or parent, who has a serious health condition.
(3) 
For a serious health condition that makes the employee unable to perform the employee's job.
C. 
In accordance with past practice, the Town allows, at the option of the employee, the use of paid leave time during the FMLA absence, including accumulated sick leave, vacation leave, and personal leave. The Town requires all employees applying for an FMLA leave to notify their department head, in writing, 30 days prior to the leave, if possible.
In the event of death in an employee's family [wife, husband, mother (in-law), father (in-law), child, grandparents, brother, or sister], up to and including three days off duty may be granted, with pay, not to be charged against sick leave. Any time above the three days is to be charged against sick leave.
A. 
Town employees with a minimum of six consecutive months of employment with the Town who serve in the state or federal military training forces under orders shall be allowed full pay for not more than one normal working week and shall be granted a military leave of absence for the period of their required service with said forces.
B. 
Military leave of absence with pay shall be granted to employees of the Town on occasion of their appearance before local draft boards or draft appeal boards, or for physical examinations ordered by said boards; but no such leave shall be granted for a period of more than one day without the approval of the Personnel Committee. Such leave shall be deemed to be a military leave of absence.
C. 
A military leave of absence without pay shall be granted to any Town officer or employee called to active duty with the state or federal armed forces for purposes other than the routine annual tour of duty for training purposes.
D. 
As used herein, the phrase "military training forces" or "armed forces" shall mean the United States Air Force, the United States Army, the United States Navy, the Unites States Marine Corps, the United States Coast Guard, the Massachusetts National Guard, the Massachusetts Air National Guard, the Massachusetts State Guard, and any and all components thereof.
All persons permanently employed, whether full-time or part-time for a minimum of 20 hours per week, called for jury duty shall be paid by the Town, an amount equal to the difference between the compensation paid for a normal working period and the amount paid by the court, excluding allowance for travel, and this will be certified by the Town Clerk or Treasurer upon presentation of the check for monies received for jury duty.
[Amended 5-5-2018 ATM by Art. 29]
After reaching ten (10) years employment, and thereafter, each employee permanently employed, whether full or part-time, shall receive an annual bonus equal to 2% of their annual salary payable in the first pay period after the Employee's anniversary date. At 15 years of continuous service - 2.5% of their annual salary, and at 20 years of continuous service - 3% of their annual salary.
Travel reimbursement shall be by signed voucher at a rate established by the IRS when using the employee's own car, plus tolls and parking fees.
A. 
Items which constitute grounds for disciplinary action against an employee include: chronic absenteeism or tardiness, insubordination or refusal to work, infraction of work and safety rules, threat of physical violence against fellow employees, use of profane language to a supervisor or fellow employee, or offenses of comparable gravity or severity.
B. 
Process.
(1) 
Upon determination by the department head that disciplinary action is warranted, the following guidelines shall be implemented for all employees that have successfully completed a six-month probationary period:
STEP 1.
1st Offense - Written warning.
STEP 2.
2nd Offense - A formal written reprimand notifying the employee of a one-day suspension and that one further offense shall result in a three-day suspension without pay.
STEP 3.
3rd Offense - Employee will receive an immediate three-day suspension without pay and a written notification that any further offense shall be grounds for dismissal.
STEP 4.
4th Offense - Immediate dismissal of the employee.
(2) 
Depending on the particular circumstances, one or more of the above steps may be skipped. The offense for which disciplinary action is taken may be any combination of the items described above. For example, offense number one could be tardiness, offense number two could be absenteeism, and offense number three could be refusal to work or insubordination. If an employee goes 24 months without a further offense, the first offense beyond 24 months shall be disciplined at the level of Step 1.
C. 
The following infractions are grounds for the immediate dismissal of an employee for just cause by the department head. Just cause may include, but shall not be limited to, the following:
(1) 
Willful neglect or nonperformance of one or more assigned duties;
(2) 
Demonstrated incompetence in the performance of one or more assigned duties;
(3) 
Behavior that seriously interferes with the normal operation of the municipality, the department, or any member of the workforce;
(4) 
Insubordination, which shall mean a refusal to carry out a direct order;
(5) 
Dishonesty in the performance of assigned duties;
(6) 
Chronic absenteeism or tardiness without reasonable excuse;
(7) 
Unauthorized possession or use of alcohol or an unprescribed controlled substance during any period of assigned work;
(8) 
Municipal theft.
The following terms used in the Salary Administration Plan shall be defined as set forth herein:
FULL-TIME EMPLOYEE
Any person who spends an amount of time between 36 hours and 40 hours of permanently scheduled work per week in the service of the Town.
HOURLY EMPLOYEE
Any employee of the Town who, by virtue of his/her classified position, is compensated at an hourly rate for services rendered. Hourly employees are not eligible for benefits (i.e., vacation, sick time, insurance, etc.).
INTERMITTENT EMPLOYEE
Any person who works fewer than 20 hours per week on a regular basis. Intermittent employees are not eligible for benefits (i.e., vacation, sick time, insurance, etc.) and work fewer than 1,040 hours per year in the service of the Town.
PART-TIME COMPENSATION FORMULA
Determined by dividing the compensation or time off by 40 and then multiplying by the number of hours the employee works per week. For example, a forty-hour-per-week employee is eligible for 120 hours of vacation. If another employee with the same tenure works 36 hours, the formula is as follows: 120/40 = 3; then multiply 3 x 36 hours = 108 hours.
PART-TIME EMPLOYEE
Any person who spends fewer than 36 hours but 20 hours or more of permanently scheduled work per week in the service of the Town.
PROBATIONARY PERIOD
The initial six-month period of employment with the Town.
SEASONAL EMPLOYEE
Any employee, part- or full-time, who spends no more than six months or 180 days, whichever is less per year, in the service of the Town. Seasonal employees are not eligible for benefits (i.e., vacation, sick time, insurance, etc.).