Sec. 14-18. - Defined.

The pay plan includes the basic salary schedule adopted and amended by the town council. The salary schedule consists of minimum rates, intermediate salary steps, and range midpoints, also called job rate, and maximum rates of pay for all classes of positions, and a designation of the standard hours in the work week for each regular position. Salary increases within the pay range shall be based on performance.

(Ord. No. O-75-53, § 1, 9-16-75; Ord. No. O-84-38, §§ 1, 2, 5-29-84; Ord. No. 86-6-9/O-5; Ord. No. 95-1-23/O-1, § 1; Ord. No. 99-6-14/O-7, § I; Ord. No. 2006-06-26/O-4, § 1)

Sec. 14-19. - Effective date of plan.

The pay plan and all amendments shall be effective on the date determined by the town council.

(Ord. No. O-75-53, § 1, 9-16-75; Ord. No. 95-1-23/O-1, § 1; Ord. No. 2006-06-26/O-4, § 1)

Sec. 14-20. - Transition to a new pay plan.

The following provision shall govern the transition to a new pay plan:

(a)

No employees shall receive a salary reduction as a result of the transition to a new pay plan.

(b)

An employee being paid at a rate lower than the minimum rate established for such employee's class shall be raised to a salary at or above the new minimum for the class.

(c)

An employee being paid at a rate below the maximum rate established for the employee's respective class shall continue to be paid at a rate within the new pay range.

(d)

An employee being paid at a rate above the maximum rate established for such employee's class shall remain at such rate until such time as their salary falls within the established salary range for the classification.

(Ord. No. O-75-53, § 1, 9-16-75; Ord. No. O-84-38, §§ 1, 2, 5-29-84; Ord. No. 2006-06-26/O-4, § 1)

Sec. 14-21. - Starting salaries.

All persons employed in regular positions (other than trainees) approved in the position classification plan shall be employed at no less than the minimum salary for the classification in which they are employed; however, on the recommendation of the department head and with the approval of the town manager an exceptionally well-qualified applicant may be employed at a salary above the minimum but less than the maximum salary approved for the classification. No employee shall be hired above the maximum of the pay range approved for the classification.

(Ord. No. O-75-53, § 1, 9-16-75; Ord. No. O-77-32, § 1, 6-13-77; Ord. No. O-84-38, §§ 1, 2, 5-29-84; Ord. No. 95-1-23/O-1, § 1; Ord. No. 98-1-12/O-1, § I, 1-12-98; Ord. No. 2006-06-26/O-4, § 1)

Sec. 14-22. - "Trainee" designation and provisions.

Applicants being considered for employment or town employees who do not meet all of the requirements for the position for which they are being considered may be hired, promoted, demoted, or transferred by the town manager to a "trainee" position, if there are no qualified applicants found following reasonable recruitment efforts.

In such cases, a plan for training, including a time schedule, must be prepared and approved by the town manager. "Trainee" salaries may be as much as ten (10) per cent below the minimum rate of the position for which the person is being trained. New employees hired as trainees shall serve the usual probationary period.

If the training is not successfully completed within the established timeframe, the trainee shall be terminated in accord with the provisions of article VI, or, transferred to another equivalent town position, if available. If the training is successfully completed, the employee shall be paid not less than the minimum rate for the position.

(Ord. No. O-75-53, § 1, 9-16-75; Ord. No. O-84-38, §§ 1, 2, 5-29-84; Ord. No. 2006-06-26/O-4, § 1)

Sec. 14-23. - Salary advancement.

Advancement within the salary range to a higher level of pay shall be at the recommendation of the department head, as approved by the manager or the manager's designee, based on the quality of the individual's work performance. Employees' performance will be evaluated at least annually and their eligibility for step increases (below the job rate) and merit increases (above the job rate) determined based on their performance and on policies developed by the manager. (Increases may be limited by budget or by policy.)

(Ord. No. O-75-53, § 1, 9-16-75; Ord. No. O-84-38, §§ 1, 2, 5-29-84; Ord. No. 95-1-23/O-1, § 1; Ord. No. 99-6-14/O-7, § II; Ord. No. 2006-06-26/O-4, § 1)

Sec. 14-24. - Reserved.

Editor's note—

Ord. No. 2006-06-26/O-4, § 1, adopted June 26, 2006, deleted § 14-24 in its entirety. Former § 14-24 pertained to salary upon completion of probationary period and derived from Ord. No. O-75-53, § 1, adopted Sept. 16, 1975; Ord. No. O-84-38, §§ 1, 2, adopted May 29, 1984; and Ord. No. 95-1-23/O-1, § 1, adopted Jan. 23, 1995.

Sec. 14-25. - Overtime.

Employees of the town can be requested and may be required to work overtime hours as necessitated by the needs of the town as determined by the department head, and shall be compensated in accordance with the pay plan.

(Ord. No. O-75-53, § 1, 9-16-75; Ord. No. 2006-06-26/O-4, § 1)

Sec. 14-26. - Reserved.

Editor's note—

Ord. No. 2006-06-26/O-4, § 1, adopted June 26, 2006, deleted § 14-26 in its entirety. Former § 14-26 pertained to court pay and derived from Ord. No. O-75-53, § 1, adopted Sept. 16, 1975.

Sec. 14-27. - Payroll deductions.

Deductions shall be made from each employee's salary, as required by law. Additional deductions may be made upon the request of the employee and as authorized by the town manager consistent with town resources.

(Ord. No. O-75-53, § 1, 9-16-75; Ord. No. 2006-06-26/O-4, § 1)