Source: https://www.ecode360.com/30090721
Timestamp: 2020-07-11 20:24:33
Document Index: 17163216

Matched Legal Cases: ['§ 100', '§ 10', '§ 10', '§ 10', '§ 10', '§ 10', '§ 10', '§ 10']

Town of Weymouth, MA Human Resources
Ch 10 § 100 Personnel Policies and Procedures Manual
§ 10-101 Authority and responsibility.
§ 10-102 Amendments and revisions.
§ 10-103 Distribution of Manual and changes/revisions.
§ 10-104 Suspension and removal of Town employees.
§ 10-105 Discharge for violations of Town policies and procedures.
§ 10-106 Dismissal for cause.
§ 10-107 Appeal/Grievance process.
Section 10-100 Personnel Policies and Procedures Manual
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.
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.
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.
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.
Violations of Town policies and procedures may subject the employee to disciplinary action up to and including termination.
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.
An investigation of the incident will be jointly conducted by the department head and the Director of Human Resources.
The employee may appeal the findings of the investigation by filing a written grievance with the Mayor.
An employee may be dismissed for his/her inability to adequately perform his/her job.
The employee will be given the opportunity to address performance deficiency, through a remedial action process.
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.
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.