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Section Three: Compensation and Classification
SECTION THREE: COMPENSATION AND CLASSIFICATION

3.1     Classification and Compensation Plan

3.1.1   Policy
The Town may establish and provide a uniform system for classifying all positions and to establish proper relationships between positions based on the level of responsibilities assumed and the minimum qualifications required to perform the job so that the same schedule of compensation may be applied to each class ensuring equitable pay.  The compensation of elected officers of the town shall be established annually by vote of the town meeting.

3.1.2   Classification Plan Administration
The Personnel Board shall have responsibility for the administration of the classification plan and shall be authorized to:  

a.      complete studies of new positions and make allocations to existing classes, establish a new class of positions, or delete a class of positions;
b.      provide for studies of existing positions when there has been a substantial change in the duties and responsibilities which justify consideration of possible reclassification;
c.      conduct periodic studies to insure the classification plan remains uniform and current; and
d.      develop procedures to determine the proper classification of each position and classify positions.

3.1.3   Classification of New Positions
Appointing authorities proposing the creation of new positions shall provide the Personnel Board with a description of the duties, skills, knowledge, abilities, and other work performance requirements of a proposed position in sufficient detail to enable the Personnel Board to appropriately classify the position.

3.1.4   Reclassification of Positions and Periodic Reviews
Positions may not be reclassified without a review and approval of the Personnel Board.  The board shall review all positions subject to the classification plan in accordance with proper personnel practices.

3.1.5   Starting Rates for New Appointments
Persons newly appointed to positions shall normally be paid at the minimum rate of any salary range for a position.  An appointing authority may compensate a new employee at a greater rate than the minimum rate if the employee’s experience and market conditions warrant.  

3.1.6   Step Rate Increases
Every employee in a position for which step rates are provided shall be automatically granted an increase in compensation to the next higher step rate within the compensation grade but no step rate increases shall be granted before one year of service has been completed in that step.

3.1.7   Promotion
An employee who receives a promotion shall be compensated at the rate of pay or step rate that is closest to but greater than the employee's current rate of pay or at a rate of pay or step rate that the appointing authority, subject to approval of the Personnel Board, believes the employee's qualifications and performance warrants.

3.1.8   Classification and Compensation Plans
A classification and compensation plan may be developed by the Personnel Board.  At a minimum, the Personnel Board shall develop and update a Wage & Salary Scale on an annual basis.  The Wage & Salary Scale is attached to and made a part of this section without inclusion herein and is subject to approval by Annual Town Meeting pursuant to the Personnel By-law.

3.1.9   Implementation of Compensation Plan
The compensation of Town employees shall be voted by the Town Meeting annually on the recommendation of the Personnel Board via the Board’s updated Wage & Salary Scale pursuant to the Personnel By-law.

3.1.10  Non-Union Employees and Retroactive Pay
        Non-Union Employees shall be eligible to receive retroactive compensation.

3.1.11  Work Week
Minimum work weeks vary depending on the needs of each department or appointing authority.  Department heads and appointing authorities are encouraged to standardize weekly working hours regardless of the total hours in an employee’s work week.

3.2     Overtime

3.2.1   Policy
The Town shall pay overtime in conformance with the Fair Labor Standards Act (FLSA).  Department heads shall be responsible for the control and authorization of overtime.  Overtime shall be authorized at the discretion of a department head or appointing authority in accordance with any appropriations.  Compensatory time for employees not exempt from FLSA (non-exempt employees) will not be allowed.  Employees exempt from FLSA shall be entitled to flex-time in accordance with Section 3.2.3 below.


3.2.2   Overtime Payment
All non-exempt, full-time employees required to work in excess of forty (40) hours per week shall be paid overtime at the rate of one and one-half times the employee's hourly rate of pay.

All paid hours within a work week (i.e. paid holidays, paid vacation, emergency hours and work hours) shall be counted towards the accumulation of 40 hours for purposes of overtime.

3.2.3   Flex-Time for Exempt Employees Under FLSA
Flex-time, defined as time spent working in excess of the normal working day used later to reduce the time spent working on a subsequent working day, may be used no later than five working days from the day accrued.  Flex-time accrual shall be tracked by the applicable employee and shall only be allowed with the consent of the employee’s department head or appointing authority.

3.3     Department Budgets
Each department head shall make provisions in the annual budget for pay adjustments anticipated during the ensuing year.  No adjustments shall be effective or paid unless, or until, sufficient funds are available.

3.4     Performance Review
Each employee may be subject to an annual performance review based on criteria as established in the job description.  This review (if any) will be carried out by the department head or the appointing authority.


 
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