ARTICLE 13
Personnel Bylaws
Section 1. Purpose of the Salary Administration Plan
This Bylaw establishes a Salary Administration Plan, hereinafter called the "Plan." The Plan:
Classifies the several positions in the Town service into groups.
Establishes salary schedules.
Establishes benefits.
Establishes a Personnel Board to administer the Plan, repre-senting the interests of both taxpayers and Town employees.
Section 2. Personnel Board
A Personnel Board, appointed by the Moderator, administers the Plan-. The Personnel Board consists of five voters who are not Town employees and not regularly serving the Town in any other elective capacity. Members serve without compensation. All appointments are for a term of three years, no more than two terms to expire in any one year. Any vacancies shall be filled by the Moderator.
Section 3. Duties of the Personnel Board
(a) The Personnel Board administers the Plan and establishes policies, procedures, and regulations deemed necessary for the administration of the plan.
(b) The Personnel Board will schedule and conduct a regular public meeting at least monthly.
(c) At the first meeting after Annual Town Meeting, the Personnel Board shall elect a Chairperson. A majority of the Board shall constitute a quorum. Any Board action requires three concurring votes.
(d) The Personnel Board maintains records of all employees subject to this Plan. Department Heads shall furnish annually, on the employee's anniversary:
1. Evaluation form
2. Updated position description
Department Heads shall furnish such other information as shall be requested by the Personnel Board.
The Town Accountant is responsible for verifying matters covered by the Plan and shall bring any deviations to the attention of the Personnel Board.
(e) The Personnel Board reviews all positions subject to the Plan. The Personnel Board may temporarily add a new position to Section 24 or Section 25 or reclassify an existing position, subject to ratification of its action by formal amendment of the Plan at the next annual Town Meeting.
(f) The Personnel Board reviews salary and administrative policies of the Plan and makes appropriate recommendations at Town Meeting.
(g) The Personnel Board, contingent upon funding, governs requested employee hiring or transfer at any wage rate above minimum.
(h) The Personnel Board shall make an annual report to the Town.
Section 4. Scope
Only Westborough town employees specified in Section 24 and in Section 25 are subject to this Plan.
Section 5. Separability Provision
In the event that any provision of this Plan, 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 Plan.
Section 6. Amendments
Proposed amendments to the Plan may come from two sources:
(a) Written petition to the Personnel Board
(b) Initiative of the Personnel Board
Regardless of its source, a proposed amendment will be considered at a public hearing, legally posted at least three days in advance. If the proposed amendment is by petition, the Personnel Board must also notify in writing the petitioner(s), the affected Department Head(s), and the employees of the hearing.
If the Personnel Board fails to act on a proposed amendment within fifteen days after this public hearing, the Board shall be deemed to have disapproved the proposed amendment. The petition may be presented as an article to the Town Meeting for consideration and action in accordance with Massachusetts General Laws.
Section 7. Employee Access to the Personnel Board
Any employee shall have the right to request an appointment to confer with the Personnel Board on any matter of interest or concern to him/her that is covered by the Plan.
Section 8. Usage of Job Titles
No person shall be appointed, employed, or paid as a town employee in any position other than those identified in the Plan.
The job titles as shown in Section 24 and Section 25 shall be applied consistently for all purposes.
Full-time positions are an annual average of twenty (20) or more hours per week. Part-time positions are an annual average of less than twenty (20) hours per week.
Section 9. Wage and Salary Schedule
The Wage and Salary Schedule (Section 25 of the Plan) shall define the pay rates of those listed in that section.
Section 10. Job Creation or Revision
When requested, the Personnel Board may establish a new or revise an existing job. Every new or revised job requires Personnel Board classification and approval subject to ratification of its action by formal amendment of the Plan at the next annual Town Meeting. This revision shall immediately be nullified if it is not approved at that Town Meeting.
Section 11. Reallocation of Position Grade
Any position grade listed in Section 24 may be changed to another group, either higher or lower, with approval of the Personnel Board. This action is subject to ratification by formal amendment of the Plan at the next annual Town Meeting. This revision shall immediately be nullified if it is not approved at that Town Meeting.
Section 12. New Personnel
The Department Head or the appointive authority will provide the Personnel Board with a current job description and inform the Personnel Board of the decision to hire. The Personnel Board will inform the hiring authority of availability of funding to complete the application process.
Notice of open positions at the least shall be posted on Town bulletin boards and in Westborough media with a copy given to the Personnel Board.
The Department Head/appointive authority will meet with the Personnel Board, providing all necessary paperwork. All new employees shall be hired at the minimum rate for the job, unless a higher rate is authorized by the Personnel Board.
Any offer of employment can only be made contingent upon:
- Adequate funds appropriated for wages and testing.
- Approval of the Personnel Board for any pay step above minimum.
- Taking examination(s) by Town approved licensed physicians/psychologists.
In positions where a physician's/psychologist's report(s) are required, the applicant may not start work until all reports are returned to the appointing authority indicating satisfactory results. These examination reports will be forwarded to the Personnel Board for inclusion in the employee's personnel file.
Every new employee will be subject to a twelve (12) month probationary period unless otherwise designated. An evaluation shall then be completed by the department head/appointive authority and submitted to the Personnel Board.
Section 13. Transfers & Promotions
A Town employee promoted to a higher rated job enters it at step one or at the employee's pre-promotion wage rate, whichever is higher. That town employee may be eligible for a one step merit increase upon recommendation of the Department Head with Personnel Board approval.
Transfers will be made on recommendation of the Department Head with Personnel Board approval.
An employee transferred at the request of the Town to a lower rated job enters it at the employee's pre-transfer rate, not to exceed the maximum rate for the lower rated job or a personal rate at the Personnel Board's discretion.
An employee who requests a transfer to a lower rated job will enter it at the employee's pre-transfer rate not to exceed the maximum rate for the lower rated job.
All transfers and promotions shall be contingent upon adequate funding.
Section 14. Pay Rates Above Maximum
Any pay rate above the maximum rate for a job as established by this Plan is a personal rate and applies only to the incumbent. When the incumbent leaves Town employment or is transferred to another job or when a new rate higher than the personal rate is established, the personal rate ends.
Section 15. Overtime Pay
All employees in Grades S11 through S26 are not eligible for overtime pay. No employee in the General Group is eligible for overtime pay.
Any full time employee not covered by a union contract will be paid overtime for hours beyond forty worked within a scheduled work week. Such pay will be calculated at 1.5 times the employee's normal rate.
Employees covered by a union contract will be paid in accordance with the terms of that contract.
Section 16. Employee Evaluation
Every Town employee will be reviewed annually by his/her supervi-sor. A copy of this evaluation will be sent to the Personnel Board for inclusion in the employee's personnel file.
Section 17. Merit Increases
Eligibility - Any Town employee for whom job step raises are provided in Section 25 of the Plan may be eligible for a merit increase. Any job with a single listed rate, by definition, shall not be eligible for any merit increase.
Frequency - Town employees will be limited to one merit increase in any twelve(12) month period until maximum is reached.
Approval/Denial - The Personnel Board shall consid-er all requests by Department Heads for Town employees for merit raises. Increases may only be granted with Personnel Board approval voted in Open Meeting.
Appeal process - Any employee denied a merit increase has the right of appeal to the Personnel Board. Executive session rules may apply. After consultation with the employee and the super-visor and/or Department Head, the Person-nel Board's decision will be final.
Section 18. Department Budgets
Each Department Head shall include in the annual budget 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 Plan, and with the approval of the Personnel Board.
Any department seeking adjustments that would affect Section 24 or Section 25 will report such plans to the Personnel Board by October 31. Such adjustments include any changes to the General Group in Section 25, filling of currently vacant positions as shown in Section 24, and replacements caused by retirements.
The Department Head will notify the Personnel Board of any anticipated school courses (see Educational Benefits section 29) and their approximate cost by December 17.
Section 19. Occupational Sick Leave
The granting of occupational sick leave shall be subject to the following provisions:
a. An employee covered by Chapter 152 of the General Laws who sustains injury or illness arising out of and in the course of his/her employment in Town service and who receives Workers' Compensation as defined by said Chapter 152, may be paid in addition to such Workers' Compensation the amount of money necessary to make up his/her weekly pay, up to a period not exceeding three (3) months for any one injury or illness.
b. An employee not covered by Chapter 152, including fire fighters and police officers, who sustains injury or illness arising out of and in the course of his/her employment in Town service and who receives insurance benefits the premiums for which are paid by the Town, may be paid in addition to such insurance compensation the amount of money necessary to make up his/her weekly pay up to a period not exceeding six (6) months for any one injury or illness.
c. An employee not covered by said Chapter 152, including fire fighters and police officers who sustain injury or illness arising out of and in the course of his/her employment in Town service and who does not receive insurance benefits the premiums for which are paid for by the Town, may be paid his/her weekly pay up to a period not exceeding six months for any one injury or illness.
d. Weekly pay is defined as the hours and rate of pay appearing in Section 24 and Section 25 of the Plan.
e. An employee who is receiving compensa-tion under Section 19 cannot receive benefits under Section 20 for the same injury or illness.
f. A periodic physician's certificate or detailed report is required by the Personnel Board if such leave exceeds fifteen(15) calendar days. Failure to comply may result in immediate loss of benefits.
g. Call fire fighters for the Town incapacitated for duty because of an injury sustained in the performance of duty without fault of their own will be covered.
h. Sick leave without pay may be granted by the Personnel Board for periods in excess of those stated in Section 19, above.
Section 20. Non-Occupational Sick Leave
"Weekly authorized hours" in this Section will mean the maximum allowable hours as specified in Section 24 of the Plan or the scheduled work hours, whichever is less.
Sick leave means time off for the illness of the employee or his/her family.
For calculation purposes, any employee classified as Salaried in the Hours/Week column of Section 24 of the Plan, will be deemed as working a forty(40) hour week.
The granting of non-occupational sick leave shall be subject to the following provisions:
a. Approval by the Department Head of the request for non-occupational sick leave by an employee of his/her department. A periodic physician's certificate or detailed report may be required by the Personnel Board if such sick leave exceeds five(5) workdays. Failure to comply may result in immediate loss of benefits.
b. Non-occupational sick leave with pay may be granted if the disability is due to substance abuse provided he/she agrees to participate in a rehabilitation program.
c. Any Town employee, except emergency employees, working twenty(20) or more hours may be granted non-occupational sick leave with pay according to the following schedule:
1. An employee who has worked less than four(4) consecutive months may not be granted non-occupational sick leave with pay.
2. An employee who has worked four(4) or more consecutive months shall be granted twenty-five percent (25%) of the weekly authorized hours for each consecutive month of service above the first four(4) months.
3. An employee shall be allowed to accumulate sick leave up to a maximum of forty (40) times the weekly authorized hours.
d. Any dispute as to the eligibility of an employee for non-occupational sick leave pay hereunder or as to the amount of such pay may be taken to the Personnel Board by the employee concerned or by the Department Head. The decision of the Personnel Board shall be final.
e. For each sick day used, the employee's scheduled work hours for that day will be deducted from the employee's accumulated sick leave.
f. Up to 20% of an employee's annual sick leave entitlement may alternatively be used as personal time during the year in which the sick leave is earned. Forty-eight(48) hours advance notice to the supervisor is required for use of personal time.
Section 21. Substance Abuse
It is the Town's responsibility and obligation to provide a safe environment for all employees.
Except when required in official performance of duty (such as breath-alyzer demonstrations by Police Officers), the use of alcohol at the work place, coming to work or returning to work under the influence of alcohol will not be tolerated. Violations shall constitute just cause for immediate disciplinary action including termination.
No controlled substance shall be used or possessed by an employee during the workday of such employee, including all breaks and meal periods. Violations shall constitute just cause for immediate disciplinary action including termination.
Section 22. Leave of Absence
Leaves of absence shall be granted in a fair and consistent manner by the department head. Such leave of absence shall be without compensation. Town-paid benefits will be suspended for leaves lasting longer than one month.
Unless previously authorized by the Personnel Board, any leave of absence of over three months duration is a break in employment. Without such authorization, any returning employee will be treated as a new employee.
Section 23. Miscellaneous Leave
(A) Military Leave
1. Any employee who is an active member of a military reserve or National Guard Unit shall be granted leave for active duty for training. While on active duty for training, unless the employee elects to perform such duty during his/her vacation period, such employee shall be compensated by the Town the difference between military compensation and the employee's regular rate as defined in Section 24 and Section 25. Such military leave pay shall be for a period not to exceed fifteen days per fiscal year. This does not affect the employee's vacation entitlement.
2. Employees who are called to active military duty or who enlist will be placed on indefinite military leave. Subject to governing laws, their service with the Town shall continue to accumulate. They shall not be entitled to any benefits while absent on military duty.
(B) Bereavement Leave
1. If requested, eligible employees shall be granted up to five (5) consecutive work days absence with pay for the death of an immediate member of the employee=s family. Immediate member means spouse, child, legal ward, parent, sibling, grandparent, grandchild, spouse=s
parent, life partner or anyone living in the employee=s household.
2. If requested, eligible employees may be granted one-day bereavement leave with pay for others than those listed above.
(C) Court Leave
1. Notice of summons for jury duty shall be filed with the Department Head immediately upon receipt. Any employee performing jury duty shall be paid by the Town the difference between the amount received as juror compensation and the employee's regular rate. An employee who is excused from jury duty shall report to work in accordance with the regulations of the Jury Commissioner of the Commonwealth.
2. Any employee required to appear in court in an action arising from performance of official duties shall be paid his/her normal compensation as defined in Section 24 and Section 25.
3. Regular uniformed personnel of the Police Department or Fire Department who must appear in court as a witness of the Commonwealth of Massachusetts or the Town of Westborough on a day off, vacation or any other time that he/she is not scheduled to work, shall receive a minimum of three hours' pay, but not more than four hours' pay minus amounts received for witness fees.
(D) Family and Medical Leave
The Town of Westborough shall provide its employees Family and Medical Leave in accordance with the provisions of the Federal Family and Medical Leave Act. The Town may issue such rules and regulations and policies as may be necessary to carry out the act. The Personnel Board shall administer the leave program subject to collective bargaining requirements.
Section 24. Plan
Classification Plan - Jobs by Groups
Number of
Department & Job Title Grade Hrs/Wk Personnel
ASSESSORS
Chief Assessor S-22 Salary 1
Assistant Assessor II N-16 Salary 1
Assistant Assessor I N-15 Salary 1
Assessor Member (See General Group)
BOARD SECRETARIES (Part-Time)
Admin.Asst/Personnel Bd H-10 1
Admin.Asst/School Bldg.Comm. H-10 1
Admin.Asst/ZBA H-10 1
Admin.Asst/Advis. Fin. Comm. H-10 1
Admin.Asst/Council on Aging H-10 1
Admin.Asst/C. Club Op. Comm. H-10 1
BUILDING DEPARTMENT
Building Commissioner S- 22 Salary 1
Asst. Bldg. Commis./Inspector N-18 Salary 1
Administrative Ass't/Secretary N-10 40 1
CONSERVATION COMMISSION
Administrative Ass't/Secretary N-10 32 1
COUNCIL ON AGING
Executive Director S-19 Salary 1
Outreach Coordinator S-12 19 2
Mini-bus Driver H-7 19 3
Substitute Mini-bus Driver H-7-1 1
Office Coordinator N-9 35 1
Coord./Telephone Assurance N-9 25 1
Nurse M-8 Unfunded 1
FIRE DEPARTMENT
Chief S-26 Contract 1
Fire Captain F-4 42 4
Fire Lieutenant F-3 42 4
Fire Fighter F-2 42 27
Fire Fighter, Call CF H-8
Fire Fighter Officer, Call CFO H-8
Administrative Secretary S-12 40 1
* Additional compensation for Call Fire Fighter Officers not exceeding $125/yr as
determined by Fire Chief.
HEALTH
Health Officer Director S- 22 Salary 1
Sanitarian N-18 Salary 1
Health Inspector N-13 40 1
Administrative Assistant/Secretary N-10 40 1
HISTORICAL COMMISSION
Historical Administrative Assistant S-11 19 1
LEGAL DEPARTMENT
Town Counsel S-30 Salary 1
LIBRARY
Director S-22 Salary 1
Librarian III N-18 Salary 1
Librarian II N-17 Salary 1
Librarian II N-17 20 1
Librarian II N-17 30 1
Circulation Supervisor N-15 30 1
Librarian I S-15 12 1 Admin Ass't/Secretary N-10 24 1
Technical Service Asst. H-9 19 1
Library Assistant-U N-9 23 1
Library Assistant-U N-9 28 1
Library Assistant-U N-9 25 1
Library Assistant-U N-9 21 2
Library Assistant-U N-9 20 1
Custodian II N-8 40 1
Library Assistant H-8 15 1
Library Assistant H-8 12 1
Library Assistant H-8 6 1
Library Assistant H-8 4 3
Sunday Library Supervisor M-8 4 1
Library Pages M-2
MUNICIPAL INFORMATION SYSTEM
MIS Director S-22 Salary 1
MIS/GIS Administrator 10 1
Data Processing Coordinator 10 1
Data Processing Coordinator 9 1
Computer and Network Specialist S-17 40 1
PLANNING BOARD
Town Planner S- 22 Salary 1
Asst.Town Planner/Asst. Consv. Ofcr. N-16 Salary 1
Administrative Assistant/Secretary N-10 40 1
POLICE DEPARTMENT
Chief S-25 Contract 1
Lieutenant S-21 Salary 2
Admin. Asst. to Chief S-14 Salary 1
Police Sergeant P-5 37.5 6
Police Detective P-4 40 2
Police Officer P-3 37.5 18
Police Secretary P-2 40 2
Police Secretary/Dispatcher3 P-2 40 1
Dispatcher P-1 40 3
Police Officer/Recruit P-R 40 *
Police Dispatcher/Probationary D-P 40 *
Information Technology Specialist (part-time)
~ No more than 500 hours per year
* Special notation: will only be used when filling vacancy/vacancies within Police
Department classification group.
PUBLIC WORKS
Manager S-26 Salary 1
Assistant DPW Manager S-23 Salary 1
Town Engineer S-25 Salary 1
Assistant Town Engineer S-21 }
OR } Salary 1
Senior Civil Engineer S-19 }
Assistant Civil Engineer S-18 Salary 1
Junior Civil Engineer II S-16 } Salary
OR } 1
Junior Civil Engineer I S-15 } Salary
Business Administrator S-18 Salary 1
AdminAsst./Sec/EngineeringTech. Aide N-10 40 1
Accounting Assistant N-10 40 1
Utility Admin. Asst./Secretary N-10 30 1
Leadpersons W-6 40 8
Maintenance Craftspersons II W-5 40 6
Maintenance Craftspersons I W-4 40 10
Maintenance Persons W-3 40 7
Seasonal Help Senior M-7 40 5
RECREATION
Recreation Director S-20 Salary 1
Program Coordinator N-16 40 1
Administrative Assistant/Secretary N-10 40 1
Program Directors R -5}
OR } 4
Senior Program Directors R -7}
Waterfront Director R -7 1
Water Safety Instructor R -6 5
Lifeguard R -4 5
Water Safety Aide R -2 5
Crossing Guard R -6 1
Coach R -6 6
Special Skill Instructor R -2 15
Helpers (summer & winter) R -1 76
SELECTMEN/COORDINATOR
Town Coordinator Contract Salary 1
Ass’t Town Coord./HR Director S-21 Salary 1
Administrative Assistant/Confidential H-10 40 2
Building Maintenance Supervisor S-13 Salary 1
Custodian II N-8 40 3
Animal Control Officer S-11 Salary 1
TOWN ACCOUNTANT
Accountant S-22 Salary 1
Assistant Accountant S-16 35 1
TOWN CLERK
Town Clerk S-22 Elected 1
Assistant Town Clerk N-16 40 1 Admin Ass't/Sectretary N-10 40* 1
*Hours are to be shared between Town Clerk and Board of Assessors
TOWN TREASURER / COLLECTOR
Treasurer/Collector S-23 Salary 1
Administrative Assistant N-10 40 2
Administrative Assistant N-10 21 1
VETERANS
Veterans Agent/Director of Vet. Svcs. (Personal Rate) 1
Assistant Veterans Agent (Personal Rate) 1
YOUTH & FAMILY SERVICES
Director S-20 Salary 1
Senior Counselor S-16 19}
OR } 2
Counselor S-15 19}
Administrative Assistant H-10 19 1
Youth Activities Coordinator H-7 Not to exceed 1
400 hrs. per yr
SECTION 25. Wage and Salary Schedule
1-A. Salary Rate Schedule ($ per week) Non-Union Fiscal 2009
Grade MIN 2 3 4 5 6 MAX
S_30 1720 1807 1896 1990 2090 2194 2304
S_26 1415 1485 1559 1638 1720 1807 1896
S_25 1347 1415 1485 1559 1638 1720 1807
S_24 1282 1347 1415 1485 1559 1638 1720
S_23 1223 1282 1347 1415 1485 1559 1638
S_22 1164 1223 1282 1347 1415 1485 1559
S_21 1107 1164 1223 1282 1347 1415 1485
S_20 1057 1107 1164 1223 1282 1347 1415
S_19 1005 1057 1107 1164 1223 1282 1347
S_18 957 1005 1057 1107 1164 1223 1282
S_17 913 957 1005 1057 1107 1164 1223
S_16 869 913 957 1005 1057 1107 1164
S_15 827 869 913 957 1005 1057 1107
S_14 788 827 869 913 957 1005 1057
S_13 751 788 827 869 913 957 1005
S_12 715 751 788 827 869 913 957
S_11 681 715 751 788 827 869 913
1-B. Hourly Rate Schedule ($ per hour) Non-Union Fiscal 2009
Grade MIN 2 3 4 5 6 MAX
H_10 16.95 17.78 18.68 19.64 20.58 21.65 22.68
H_9 16.13 16.95 17.78 18.68 19.64 20.58 21.65
H_8 15.35 16.13 16.95 17.78 18.68 19.64 20.58
H_7 14.61 15.35 16.13 16.95 17.78 18.68 19.64
H_6 13.94 14.61 15.35 16.13 16.95 17.78 18.68
H_5 13.24 13.94 14.61 15.35 16.13 16.95 17.78
H_4 12.64 13.24 13.94 14.61 15.35 16.13 16.95
H_3 12.04 12.64 13.24 13.94 14.61 15.35 16.13
H_2 11.47 12.04 12.64 13.24 13.94 14.61 15.35
H_1 10.95 11.47 12.04 12.64 13.24 13.94 14.61
II. Police Officer/Recruit & Police Dispatcher/Probationary Schedule ($ per Hour)
GRADE MIN MAX
P-R 12.50 13.60
D-P 9.00 9.50
III. Call Fire Fighters Schedule ($ Per Hour)
CF H-8 Non union scale with step raises at 5, 10, 15, 20, 25, 30 and 35 years.
CFO* Same as CF
*Plus additional compensation for Call Fire Fighter Officers not exceeding $125.00/yr as
determined by Fire Chief.
IV. Miscellaneous Rate Schedule ($ Per Hour)*
GRADE MIN 2 MAX
M-8 23.00 23.50 24.00
M-7 13.25 14.25 15.25
M-6 11.00 11.25 11.50
M-5 10.75 11.00 11.25
M-4 10.50 10.75 11.00
M-3 8.50 8.75 9.00
M-2 8.25 8.50 8.75
M-1 8.00 8.25 8.50
V. Special Rate Schedule - $ Per Year
Veterans Agent/Director of Veterans Services $15,234
Veterans Asst. Agent/Director of Veterans Services $ 1,000
VI. General Group
Assessor-Member $1,000.00*/year
Board Administrative Assistants (part-time) H-10
Police
Special Officer H-8 Min
Service Aide H-4
Inspector of Weights & Measures $750.00/year
Westborough Treatment Plant Board Members $300.00/year
Registrar of Voters $125.00/year
VII. Recreation ($ Per Hour)
(Effective January 1, 2007)
GRADE MIN 2 3 MAX
R-7 23.00 25.00 27.00 29.00
R-6 15.00 16.00 17.00 18.00
R-5 11.75 12.25 12.75 13.25
R-4 10.25 10.75 11.25 11.75
R-3 8.50 9.00 9.50 10.00
R-2 8.00 8.50 9.00 9.50
R-1 7.50 8.00 8.50 9.00
(Effective January 1, 2008)
GRADE MIN 2 3 MAX
R-7 24.00 26.00 28.00 30.00
R-6 16.00 17.00 18.00 19.00
R-5 12.25 12.75 13.75 13.75
R-4 10.75 11.25 11.75 12.25
R-3 9.00 9.50 10.00 10.50
R-2 8.50 9.00 9.50 10.00
R-1 8.00 8.50 9.00 9.50
Section 26. Holidays with Pay
All regular full time employees with a regular scheduled number of hours per week, as shown in Section 24 of the Plan, shall receive a maximum of eight(8) hours pay for all Holidays listed below:
New Year's Day, Martin Luther King, Jr. Day, Presidents Day, Patriots Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day, and Christmas.
Any above holiday will be observed on the day established by the Commonwealth of Massachusetts.
Employees who work less than 40 hours per week will be entitled to holiday pay on a prorated basis. If the holiday falls on a day which the part-time employee is scheduled to work, the employee will be paid at a straight time rate for the hours he/she would have worked that day. If the part-time employee is not scheduled to work on the holiday, the employee will be paid an amount prorated in accordance with his/her regular work schedule. For example, a twenty-hour per week employee would be paid the equivalent of a half-day, or four hours pay.
To be eligible for such holiday pay, employees shall have worked on their regularly scheduled work day next preceding and shall have worked or have satisfactorily presented himself/herself for work on their regularly scheduled work day next following the holiday.
Part-time employees working less than twenty(20) hours per week shall not be eligible for holiday pay.
Section 27. Vacation with Pay
"Weekly Authorized Hours" in this section will mean the maximum allowable hours as specified in
Section 24 of the Plan or the scheduled hours worked, whichever is less.
For calculation purposes, any employee classified as Salaried in the Hours/Week column of Section 24 of the Plan, will be deemed as working a forty (40) hour week.
The vacation year of the Town shall be the period July 1 to June 30, inclusive. Any town employee, except emergency employees, working twenty (20) or more hours will be credited as of June 30 with vacation leave with pay for the subsequent year not to exceed the following.
a. For any employee with less than one (1) year's service, the following schedule will be used to determine accrued vacation for the following fiscal year.
INCLUSIVE HIRE DATES
From Through Vacation Hours Earned (1st year's service only)
Jul 1 Jul 1 2.00 X Weekly Authorized Hours
Jul 2 Aug 1 1.80 X Weekly Authorized Hours
Aug 2 Sep 1 1.60 X Weekly Authorized Hours
Sep 2 Oct 1 1.40 X Weekly Authorized Hours
Oct 2 Nov 1 1.20 X Weekly Authorized Hours
Nov 2 Dec 1 1.00 X Weekly Authorized Hours
Dec 2 Jan 1 0.80 X Weekly Authorized Hours
Jan 2 Feb 1 0.60 X Weekly Authorized Hours
Feb 2 Mar 1 0.40 X Weekly Authorized Hours
Mar 2 Apr 1 0.20 X Weekly Authorized Hours
Apr 2 Jun 30 0.00 X Weekly Authorized Hours
b. For service of one(1) complete year up to and including four(4) full years of service completed by June 30, vacation leave is two(2) times the weekly authorized hours. If a person enters municipal service on the first working day of a vacation year, that year shall constitute the first of four(4) years completed.
c. For five(5) through nine(9) years of service, inclusive, completed on June 30, vacation leave is three(3) times the weekly-authorized hours.
d. For ten(10) through fourteen(14) years of service, inclusive, completed on June 30, vacation leave is four(4) times the weekly-authorized hours.
e. For fifteen(15) through nineteen(19) years of service employees will accumulate one(1) additional day of vacation for each year until year twenty(20). For service twenty(20) years or more, vacation leave is five(5) times the weekly authorized hours.
f. Years of service as used above shall refer only to continuous and actual years of employment by the Town of Westborough.
Vacations shall be scheduled by the Department Heads at times that, in their judgment, will cause the least interference with the performance of the regular work of the department. So far as practicable, first choice as to vacation scheduling shall be on the basis of length of employment with the Town.
Any employee may carry over a maximum of one(1) week's authorized hours of vacation in any given fiscal year to use during the following fiscal year.
For each vacation day used, the employee's scheduled work hours for that day will be deducted from the employee's accumulated vacation hours.
Section 28. Sick Leave Buy Back
1. For purposes of determining sick leave buy-back, the accumulated leave hours will be converted to days using the following formula:
Accumulated sick-pay hours ) weekly authorized hours x 5
2. If an employee of the Town voluntarily retires under the superannuation provisions of the Massachusetts General Laws, he/she may request that the Town pay him/her twenty-five percent (25%) of the employee's average daily rate of pay at the time of retirement for each unused sick day the employee has accumulated starting with days in excess of one hundred(100).
3. Any request for such voluntary retirement must be submitted to the Personnel Board. Notification must be received by Feb.1 to be included in the next fiscal year's budget.
4. Upon receipt of the request, the Town Accountant shall certify the number of days of such leave the retired employee has accumulated.
5. The Town then shall pay a bonus in accordance with the provisions of sub-paragraph 2 above. However, the maximum amount payable to any one employee shall not exceed $2500.
6. No payment shall be made or be due to any employee who does not retire on a voluntary superannuation retirement.
7. All payments made hereunder shall be in the form of a bonus and shall not be considered as part of the base salary of the employee for any purpose, including, but not limited to, overtime and retirement pay.
Section 29. Educational Benefits
Any full-time employee with at least one year of continuous and actual town employment may apply to the Personnel Board for educational benefits. No employee may be granted educational benefits for more than four courses per fiscal year.
An application for educational benefits must be submitted to the Personnel Board for approval prior to course enrollment. See also Section 18.
Educational benefits may be granted only for studies at an accredited institution. On an individual basis, determined by the Personnel Board, challenge courses, credentialing fees and/or other course credit fees* may be considered separately. Such studies include programs leading to an undergraduate degree, graduate degree or individual courses directly related to the employee's employment with the Town. Maximum course reimbursement will not exceed the highest current standard three(3)-credit non-laboratory evening program course fee charged by Anna Marie College, Assumption College, Clark University, Framingham State College, Quinsigamond Community College, or Worcester State College. All degree candidates will meet with the Personnel Board to gain approval for their degree program. This Section shall
not be applicable or available to any employee who is eligible for benefits under the Quinn Bill.
*Credentialing fees are college credits given for vocational training that includes the equivalent requirements for a specific degree course.
To be eligible for reimbursement, the employee must submit the official grade report; a copy of the form approving the course; the official bill showing an itemized list of charges from the educational institution; and proof of payment. Reimbursement may be granted on the following schedule:
Grade Attained Percent of Reimbursement
A-B 80%
80-100 80%
C 70%
70-79 70%
Pass 80%
D 0%
60-69 0%
Fail 0%
0-59 0%
Section 30. Time Reporting
Hours worked will be reported to the Town Accountant.
Section 31. Civil Service Law
Nothing in this Bylaw, or in the Salary Administration Plan, shall be construed to conflict with Chapter 31 of the General Laws.
Section 32. Third Party Reimbursement
If an employee's sick time is reimbursed to the Town by an insurance company or other means, the Town will credit back to the employee those sick days equal to the dollars reimbursed to the Town.
Section 33. Personal Days
a. Employees will be granted four (4) paid personal days per year.
b. Personal days may be used subject to twenty-four (24) hours advanced notice except in cases of emergency.
c. Personal days may not be carried over to a later fiscal year.
| 
