Sunday, July 22, 2018
Doing a little afternoon reading, minutes of selectmen workshop of March 22, 2018, the sewer budget was on the agenda, with Kent Songer and sewer commissioner Tom Jeleniewski in attendance to present their budget to selectmen. On the subject of sewer department admin assistant to be full time or part time with benefits to be accrued. Carter Terenzini suggested "that we move into the budget discussion and move into the other matter at a later time.
April 2, 2018, selectmen meeting, there was discussion of whether admin assistant would be 36 hours in FY2019 and 40 hours in FY 2020.
Discussion on collections of sewer bills done in town hall and could those indirect costs be billed to sewer enterprise fund, answer yes. Would that help the general fund expenses, yes, stated by John Caplis.
Vote to make sewer admin assistant to 40 hours in FY2019, yes by all selectmen. Additional cost to sewer enterprise fund stated as $2,750.00 for FY2019.
Stated that on April 23, 2018, a report from the T/A to BOS regarding costs and or savings for sewer rate payers and general fund expenses.
Watch selectmen meeting of April 23, 2018 and saw no reference of any report concerning sewer enterprise fund. On April 2, 2018, T/A stated time frame to complete report, about 6 hours.
Why would a pay raise be denied by the T/A for the admin assistant for sewer department. Who is the town employee charged with adjustments to payroll? Do you think that employee would ask and follow direction from the T/A even with a raise budgeted for and paid from an enterprise fund. Is this the same practice followed regarding light and water employees? Why would it be different? Templeton municipal light has to go before selectmen for things like a pole hearing, so why not pay raises too?
Some funny stuff going on in town hall these days. Time for sewer commissioners to have a public sit down with selectmen and ask some questions!
Once again, selectmen fail to follow their own policy:
All employees will receive a hard copy of this policy at the time of hire, and it is the responsibility of the
employee to review all sections then return a signed acknowledgment form stating that they understand
what they have read to the Human Resources Assistant. All employees have the right to ask for an
updated printed copy at any time. [section 1, page4 of Templeton personnel policy]
Section 3: Any changes to job description and wages will be made by the Department Head with approval of the Town Administrator. Appropriate forms will be completed, signed, forwarded to appropriate departments,
and a copy placed in the personnel file.
2. Eligibility
All full-time and regular part-time employees are eligible for an annual performance review and
consideration for a merit pay increase. All pay increases will be approved by the Town Administrator.
Question: Funds for a pay raise will not come from the general fund expenses?
The Town Administrator will be fully informed of each review and will approve any
pay increases based on the Town’s budgetary constraints. (page 7)
Sewer administrative assistant included in this? Money for a pay raise for a non union position is in the sewer budget, so how about it?
c. Performance reviews—salary increases
Each Department Head is responsible for the assessment of the performance and
contribution of employees. The Human Resources Assistant will send a reminder to
the Department Head stating when an employee’s review is scheduled to be due. A
performance review may not always result in an automatic merit increase. The
employee’s overall performance and step level relative to position responsibilities
must be evaluated to determine whether an increase is warranted, and within
budgetary constraints.
Employees of The Town of Templeton must adhere to the highest levels of ethical conduct and service so
that the public will have confidence that persons in positions of public responsibility are acting for the
benefit of the public. Employees must avoid any action which might result in or create the impression of
using public office for private gain, giving preferential treatment to any person, or losing impartiality in
conducting Town business. Town employees are required to adhere at all times to the requirements of
M.G.L. c. 268A, the Massachusetts State Ethics law.
All employees will receive a hard copy of this policy at the time of hire, and it is the responsibility of the
employee to review all sections then return a signed acknowledgment form stating that they understand
what they have read to the Human Resources Assistant. All employees have the right to ask for an
updated printed copy at any time. [section 1, page4 of Templeton personnel policy]
Section 3: Any changes to job description and wages will be made by the Department Head with approval of the Town Administrator. Appropriate forms will be completed, signed, forwarded to appropriate departments,
and a copy placed in the personnel file.
2. Eligibility
All full-time and regular part-time employees are eligible for an annual performance review and
consideration for a merit pay increase. All pay increases will be approved by the Town Administrator.
Question: Funds for a pay raise will not come from the general fund expenses?
The Town Administrator will be fully informed of each review and will approve any
pay increases based on the Town’s budgetary constraints. (page 7)
Sewer administrative assistant included in this? Money for a pay raise for a non union position is in the sewer budget, so how about it?
c. Performance reviews—salary increases
Each Department Head is responsible for the assessment of the performance and
contribution of employees. The Human Resources Assistant will send a reminder to
the Department Head stating when an employee’s review is scheduled to be due. A
performance review may not always result in an automatic merit increase. The
employee’s overall performance and step level relative to position responsibilities
must be evaluated to determine whether an increase is warranted, and within
budgetary constraints.
Employees of The Town of Templeton must adhere to the highest levels of ethical conduct and service so
that the public will have confidence that persons in positions of public responsibility are acting for the
benefit of the public. Employees must avoid any action which might result in or create the impression of
using public office for private gain, giving preferential treatment to any person, or losing impartiality in
conducting Town business. Town employees are required to adhere at all times to the requirements of
M.G.L. c. 268A, the Massachusetts State Ethics law.
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