Seabrook (N.H.).

Annual reports of the Town of Seabrook, New Hampshire (Volume 1983) online

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out, approved by the Department Head, and forwarded

to the Selectmen's Clerk with the payroll. Department
Heads shall have requests for leave approved by the
Board of Selectmen. No payment for leave shall be
made until the Selectmen's Clerk has determined said
leave is due the employee. In no case shall an employee
be paid for leave above and beyond that which he/she
is entitled to at the time of the request.

3. Vacation schedules for employees in all departments
shall be developed by the Department Head. It shall
be the policy of each Department Head to schedule
vacations over as wide a period as possible in order
to provide an adequate number of personnel on-hand
at all times. When requests for leave conflict and
may hinder the operations of the Department, preference
shall be given to the employees with the greater
seniority.

B. Annual Leave Each employee of permanent standing shall be
allotted annual vacation time with pay in accordance with his/her
current term of continuous employment, and in accordance with the
following guidelines:

1. All permanent employees shall earn annual leave on
an accrual basis based on length of service. Accrual
shall be based on completed calendar months of service
from the date of probationary appointment. However,



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no accrual shall be granted for a completed month of
service for those employees hired after the 20th of
the month. Employees shall be eligible to use accrued
leave upon completion of their probation period.
Employees shall not accumulate more than one and one half
times their annual rate of accrual. Rates of
accrual shall be as follows:

Years of Service Monthly Accrual Yearly Accrual
0-5 1 day 12 days

5 1 1/3 day 16 days

For the purposes of this section, one (1) day shall

equal eight (8) hours.

2. Vacations will be extended to compensate for holidays
falling within the vacation period unless other
specific arrangements are authorized by the Selectmen.

3. Any absence from duty for which leave time is paid, or
for official leaves with pay, shall not constitute

a break in the service record.

4. No employee shall be entitled to work his/her vacation
with pay unless special authorization is granted by
the Board of Selectmen.

5. Time lost by reason of leave of absence without pay,
or time otherwise not worked or paid for shall not be
considered in computing earned allowances of leave.

6. Annual leave for periods less than eight (8) hours shall
be granted at the sole discretion of the Department Head.

7. Employees will not be allowed to utilize annual leave
until they have successfully completed their probationary
period.

Upon retirement or resignation, an employee shall receive payment
for the number of days of annual leave to his/her credit. Employees
removed for cause or submitting resignations without two weeks notice will
lose any vacation benefits previously earned.



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C. Holidays

Employees of permanent standing shall be entitled to the following

paid holidays:

New Years Fourth of July Fast Day

Washington's Birthday Labor Day Columbus Day

Veteran's Day Thanksgiving

Memorial Day Christmas

Employees of permanent standing who must work on a holiday will receive
their regular pay plus payment for the holiday. Employees who are absent
for unauthorized reasons on the work day directly preceding or directly
following the holiday shall forfeit pay for the holiday.

D. Sick Leave

Sick leave is considered to be an emergency fringe benefit used only as
needed. All permanent employees shall accrue sick leave at the rate of
one (1) day for each completed month of service from the date of pro-
bationary appointment. For the purposes of this section, one (1) day
shall equal eight (8) hours. Employees hired after the 20th of the month
will not accrue sick leave for that month. Sick leave may accrue to a
maximum of 90 days. Employees shall be entitled to sick leave from the
date of probationary appointment. Time lost by reason of leave of absence
without pay, or time otherwise not worked or paid for shall not be con-
sidered in computing earned allowances of leave.

In order to be paid for sick leave an employee must nofity his/her
imnediate supervisor or Department Head of his/her absence at least one (1)
hour before the start of the regular work day, unless physically unable.
Failure to do so will result in the forfeiture of pay. The Town reserves
the right to request a doctor's statement for any time missed due to
illness. Illness for which sick leave may be granted is defined as actual
personal illness or bodily injury.

Sick leave will be paid at the employee's base rate of pay. Sick
leave will be reduced by h day for any use of leave from 1 to 4 hours
in length. Leave which exceeds 4 hours in length shall result in sick
leave being reduced by one (1) day. An employee returning from a sick
leave which exceeds three (3) consecutive work days may be required to supply
a doctor's statement certifying that the employee's health is good
enough to return to his/her normal duties. Accrued sick leave shall be
cancelled at the termination of employment with the Town.



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E_. Bereavement Leave

Bereavement leave with pay shall be granted when a death occurs
in a permanent employee's immediate family (spouse, parent, child,
brother, sister, mother-in-law, father-in-law, grandparent, grandchild,
step-parent, or a blood relative or ward residing in the same house.)
Such leave will be granted up to a period of three (3) consecutive work
days. Special leave of one (1) working day with pay shall be granted
an employee for the purpose of attending the funeral in the event of
the death of his/her sister-in-law, brother-in-law, aunt, or uncle.

F, Leave of Absence



An employee of permanent standing may be granted a leave of absence
without pay by the Selectmen upon recommendation of the Department Head
concerned. No leave of absence ^all be granted until all of the
employee's accumulated annual leave has been exhausted. An employee
taking a leave of absence shall lose any accumulated sick leave. Such
leave of absence without pay shall not exceed one year in length and
shall only be granted when it appears, because of the past records of the
employee, or because of the purpose for which the leave is requested,
that it is in the best interest of the Town to grant the leave. An
employee appearing for work on the designated date of return shall be
restored to the pay status and benefit levels he/she was at prior to
the leave of absence. If an employee does not return to work on the
designated date or receive an extension of leave, he/she will be considered
to have voluntarily left employment with the Town.

G; Military Leave



Any employee who is a member of the military or naval forces of
the State or Nation in an active or reserve status, shall be entitled
to all the benefits and privileges granted by existing and future laws.
No annual leave or sick leave which the employee may have accumulated
shall be lost because of military leave provided, however, that upon
entrance or extended active duty an employee shall be paid for all



84



days of accumulated annual leave remaining to his/her credit. Should
the employee not return to the Town's service, all accumulated sick
leave shall lapse.

H. Civil Leave

Permanent employees who are called for jury duty shall receive
the difference between their normal daily earnings, exclusive of
premium considerations, and court reimbursement. In order' to be paid,
employees must be able to document the lenath of their duty. Employees
who are subpoenaed to testify in court or before boards/commissions
shall be paid for time spent testifying based on the employees regular
rate of pay. Employees must be able to document date of testimony
in order to be paid.

I. Absence Without Leave

Any absence of an employee from duty, including any absence for
a single day or part of a day, that is not authorized by a specific
grant of leave under the provisions of these regulations, will be
deemed to be an absence without leave. Any such absence shall be
without pay and may be subject to disciplinary action.

In the absence of such disciplinary action, any employee who is
absent for three consecutive days without leave shall be deemed to
have resigned. Such action may be reconciled by a subsequent grant
of leave if the conditions warrant.

J. Worker's Compensation



The Town of Seabrook provides Worker's Compensation Insurance
to cover all employees. Any employee who sustains a personal injury
or compensable illness arising out of and in the course of employment
shall be paid allowable Worker's Comp for each week of total incapacity
to work resulting from the injury or illness. No payments shall be made
in any instance when, in the opinion of the Department Head and the
Selectmen, the accident occurred as a result of intoxication, willful
intent, or violation of rules and regulations. A doctot^'s statement
may be required for any injury/illness incurred on the job which results
in lost work time.



85



Employee and Department Head shall report jointly to the
Selectmen's Clerk no more than 48 hours after any injury. In case
the employee is unable to report, it shall be the responsibli ty of the
Departjnent Head to report to the Selectmen's Clerk. Report form
8a WCA shall be filled out by the employee and signed by the employee
and the Department Head. The employee shall retain his/her copy of
form 8a WCA. The employee and/or Department Head shall remain
while form 8-WC is completed, and shall help the Selectmen's Clerk
with any information needed on this form. This form shall be signed
by the Selectmen's Clerk and mailed immediately.

K. Hours of Work

With the exception of fire personnel and part-time employees,
the normal work week for Town employees shall be five days, with the
hours of work to be scheduled by the Department Head. The normal work
week for Department employees shall be as follows:

Fire Department employees Forty-two hours

Other department employees Forty hours

This policy does not guarantee employees a full work-week.

L. Overtime



Personnel shortages, peak workloads and other emergency situations
may make it necessary for a permanent employee to work beyond his/her
regularly scheduled work week. Hours of work beyond the employee's
normal work week for Fire Department personnel or over forty hours in
a work week for all other employees shall be considered as overtime.
Overtime shall be based on the number of hours worked, provided that
holidays and sick leave shall not be considered as hours worked for
purposes of overtime calculations.

Overtime shall be paid at one and one half times the employee's
current rate of pay. Except in emergency situations, such as snow
storms, fires, major accidents or crimes, water main breaks, or the
like. Department Heads shall make written requests for approval of
overtime to the Board of Selectmen at least twenty-four hours in
advance of the time overtime work is scheduled to begin. In
emergency situations, overtime may be authorized by the Department Head.



86



M. Call Back Pay

Permanent employees who are called back to work after the
conclusion of their regular work day shall be reimbursed for a
minimum of three hours of service at the rate of one and one half
times the employee's current rate of pay. If the need for services
is less than three hours, the employee will be guaranteed three hours
pay at time and one half. If the employee is required" to be called
back more than once during a single three hour period, the employee
shall only be paid for one call back period.

This section does not apply to scheduled overtime, call back
times annexed to the beginning of the work shift, or to hold-over
time annexed to the end of the work shift.

N. Anniversary Dates

The date of employment shall be considered the employee's
anniversary date. That date shall be used to calculate length of
service. In cases of probation or longevity wane increases, the
first day of the pay period following the anniversary date shall be
the effective date of the increase.



87



SECTION III. DISCIPLINARY AND GRIEVANCE PROCEDURES

A. DISCIPLINARY PROCEDURES : Disciplinary action may be initiated for
reasons which include, but are not limited to, the following:

a. Absenteeism

b. Tardiness

c. Insubordination

d. Unacceptable performance

e. Use of alcohol or drugs which impair performance

f. Falsification of documents concerning payroll or other
departmental operations

g. Willful destruction of public and/or private property

h. Obscene language directed at other employees or the public
i. Theft of public and/or private property
j. Failure to comply with safety requirements
k. Violation of Town or department policies and regulations
The disciplinary process will include four steps which shall be as
follows:

Step I. VERBAL WARNING

Any supervisor may issue a verbal warning when he/she
determines- that this would be an appropriate disciplinary
measure. The warning should state the reasons for the action
and suggest remedial action. At the Department Head's discretion,
a record of the warning may be entered in the individual's
personnel file. Action will be taken within three (3) working
days of the offense. Verbal warning should not be issued
to employees in the presence of other employees or the public.
Step 2. WRITTEN WARNING

The regular or acting Department Head may issue a written
warning when it is determined that this would be an appropriate
disciplinary measure. The warning should state the reasons
for the action and suggest remedial action.

A copy of the warning shall be entered in the individual's
personnel file. Action will be taken withing five (5) working
days of the offense. Written warnings shall be purged from an
employee's files after one (1) year, provided no further
disciplinary actions have been taken.



88



step 3. SUSPENSION

1. With Pay : The regular or acting Department Head may
suspend an employee with pay for the remainder of a shift if
he/she determines such action to be in the best interests of
the Department. Upon determination of the Department Head, an
employee may be suspended with pay pending investigation
of actions which may warrant disciplinary procedures. The
employee will receive a written notice from the Department
Head stating the reason for the suspension, the length of
the suspension, and the effective date.

2. Without Pay : Suspension without pay may result from
a single serious action of an employee or from accumulated
verbal and/or written warnings. The decision shall be made by
the Department Head within ten (10) working days of the most
recent offense. The employee will receive a written notice
from the Department Head stating the reason for the suspension,
j the length of the suspension, the effective date, and suggested
I remedial action. Suspension without pay shall not exceed
thirty (30) working days pending investigation or trial of
charges against the suspended employee. The Board of Selectmen
shall be authorized to approve extensions of suspension periods.

Step 4. DISMISSAL : An employee may be dismissed or demoted
for just cause. Such action shall be taken by the Board of
Selectmen upon consideration of the facts of the case and
recommendation of the Department Head and Administrative
Assistant. The Board of Selectmen shall file with the employee,
not later than the effective date of the action, a written
statement containing the substantial reasons for the action.
The Board of Selectmen may initiate disciplinary procedure against

\i Department Head or Administrative Assistant, subject to the provisions

contained herein.



89



B. GRIEVANCE PROCEDURE Employees of permanent standing who feel

they have received inequitable, arbitrary or capricious treatment
because of some condition of employment or the application of these
personnel policies or department regulations may appeal for relief
from that condition without fear of reprisal.

The grievance process will include three steps which shall be
as follows:

Step 1 . Any employee(s) may prepare a written statement of a
grievance and present it to the Department Head. The employee(s)
must initiate such effort within ten (10) working days of the
occurrence which is the subject of the grievance. The Department
Head shall, meet with the grievant(s) within five (5) days of
receipt of the grievance and shall note his/her investigations
and findings. The Department Head shall provide the employee(s)
with a written decision on the matter within five (5) days
of the grievance hearing.

Step 2. Any employee(s) dissatisfied with the decision of the
Department Head may present his/her grievance in writing to the
Administrative Assistant within five (5) working days of the
conclusion of Step 1. The Administrative Assistant shall meet
with the grievant(s) and the Department Head within five (5)
days of receipt of the grievance and shall note his/her investig-
ations and findings. The Administrative Assistant shall
complete an investigation of the grievance and inform the
employee(s) and Department Head of the results before the end
of the fifth work day following the grievance hearing.
Step 3 . If the grieving employee(s) or Department Head is
dissatisfied with the actions of the Administrative Assistant,
either may appeal to the Board of Selectmen for a final decision.
The appeal shall be in writing and shall state whether a hearing
or a review of the facts of the case is requested. Employees
appealing a dismissal action may further request a public hearing.
If thfe employee requests a hearing, the Board of Selectmen will
arrange to hold such a hearing within ten (10) working days of
receipt of the appeal notice. The Administrative Assistant
shall notify the aggrieved individual and his/her representative,
the Department Head or other individuals against whom the
grievance is directed and any other persons the Administrative
Assistant deems appropriate, of the date, time, and place of



90



the hearing. After reviewing all the evidence, the Board of
Selectmen shall submit a written decision to all parties
concerned within ten (10) working days after completion of the
hearing. The decision of the Board of Selectmen shall be final
No employee shall make an appeal until all previous steps
of the grievance procedure have been completed. Falling to
appeal an action within ten (10) days of its effective date,
the employee shall lose said right to appeal.



91



SECTION IV.



INTERACTION



A. Departmental Communication Normal operation of any department shall
be left to the discretion of the Department Head. Department policy shall
be set by the Selectmen. Any Department Head may request a meeting to
discuss the policies and proper operation of a department at any time.

No work policies, priorities, or requirements shall be discussed,
established, or changed without first having a meeting of the Selectmen
and the Department Head. As a result of such meeting, the Selectmen
shall determine the need for any policy or work priority changes, and shall
issue the proper instructions and directives.

B. Severability If any section, sentence, clause, or phrase of this
ordinance shall be held to be inoperative, void, or invalid, the validity
of the remaining portions of the ordinance shall not be affected thereby.

C. Adoption The adoption of this personnel policy will supercede
any similar agreements and policies previously made between the Town of
Seabrook and its employees, except as otherwise provided.



This Personnel Policy was revised and adopted by the Board of Selectmen
on V/^ 19gZ.



BOARD OF SELECTMEN:




i^.^uJU.



,y\/jO^^



^i^^.^^lH^



Cqima L. Fowler
n {\lerk



92



TOWN
OF

SEABROOK



TOWN WARRANT



THE STATE OF NEW HAMPSHIRE

TOWN OF SEABROOK

TOWN WARRANT FOR 1984

L.S.

To the inhabitants of the Town of Seabrook, in the County of
Rockingham, in said State, qualified to vote in Town Affairs:

You are hereby notified to meet in the auditorium of the new
Seabrook Community Center, Route 1, on Tuesday, March 13, 1984, at
10:00 o'clock in the forenoon and to cast ballots until at least
7:00 o'clock in the evening of the same day, and to meet in the
Upper Hall of the Seabrook Firemen's Association Building, Route 286,
on Thursday, March 15, 1984, at 7:00 o'clock in the evening to act
on the Articles below.

Further, you are hereby notified that the moderator will
process the absentee ballots at 3:00 o'clock in the afternoon of
the same day pursuant to RSA 659:49.

Article 1: To elect by Non-Partisan ballot: one (1) Town
Clerk for a term of three (3) years; one (1) Selectman and Assessor
for a term of three (3) years; one (1) Trustee of the Trust Funds
for a term of three (3) years; one (1) Treasurer for a term of three
(3) years; one (1) Fire Chief for a term of one (1) year; one (1)
Road Agent for a term of one (1) year; three (3) Constables for a
term of one (1) year; one (1) Park Commissioner for a term of three
(3) years; two (2) members of the Planning Board for a term of
three (3) years; two (2) members of the Budget Committee for a term
of three (3) years; one (1) Moderator for a term of two (2) years;
and one (1) Supervisor of the Checklist for a term of six (6) years,
and one (1) member of the Budget Committee for a term of one (1) year.

(On The Official Ballot)



Article 2: To see if the Town is in favor of the adoption of
Amendment No. 1 , as proposed by the Planning. Board, for the Town of
Seabrook Zoning Ordinance:

1. To amend the Seabrook Zoning Ordinance, Section IV B,
Area and Frontage , by replacing the last sentence, beginning
with the words, "Provided that " with the following:

An additional dwelling building containing no more
than one living unit may be placed on a lot in those
areas of Zone 1 and Zone 2 located to the east of
Route 95 and to the west of the Blackwater River,
in addition to such buildings as are otherwise here-
in permitted on a lot, provided that said lot



lA



contains thirty thousand (30,000) square feet of
land area per dwelling unit.

(On The Official Ballot)



Article 3: To see if the Town is in favor of the adoption of
Amendment No. 2, as proposed by the Planning Board, for the Town of
Seabrook Zoning Ordinance:

2. To amend the Seabrook Zoning Ordinance by adding a
new sub-section to Section VII, as follows:

G. Certificate of Occupancy

No new non-residential building or structure shall
be occupied or used until a certificate of occupancy
has been issued by the Building Inspector and posted
on the premises stating the purpose for which the
building may be used in its several parts, and all
special stipulations of the permit, if any.

(On The Official Ballot)



Article 4: To see if the Town is in favor of the adoption of
Amendment No. 3, as proposed by the Planning Board, for the Town of
Seabrook Zoning Ordinance:

3. To amend the Seabrook Zoning Ordinance by adding
a new section, as follows:

Section XI. Municipal Exemptions

The use of land by the Seabrook Housing Authority
shall be exempt from all provisions of this Zoning
Ordinance.

(Submitted By Petition)

(On The Official Ballot)



Article 5: On petition of Leon W. Clark and seventeen (17)
other legal voters of the Town: Pursuant to RSA 32:1, to see if the
Town will vote to rescind the provisions of the Municipal Budget Law.

(On The Official Ballot)



Article 6: On petition of Frank J. Palazzo and Eleven (11)
other voters of the Town: Pursuant to RSA 105-C, to see if the Town
will vote on the following questions:



2A



I. Shall the government of the Police Department of
the Town of Seabrook be entrusted to a Police Commission?

II. If so, shall such Police Commission be chosen by:

a. Popular election at town election; or

b. Appointment of the Governor with consent
of the Council :

(On The Official Ballot)



Article 7: To see if the Town will vote to authorize the
Selectmen to borrow money in anticipation of taxes and to renew and
refund Town notes.



Article 8: To see if the Town will vote to authorize the
Board of Selectmen to apply for, accept and expend money from the
state, federal or another governmental unit or a private source
which becomes available during the year in accordance with the pro-
cedures set forth in RSA 31:95-b.



Article 9: To see if the Town will vote to authorize and
empower the Selectmen to appoint such permanent police officers,
firemen and employees for all other departments of the Town as they


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