SUGGESTED MOTION: Mr. Mayor, I move to adopt the revised personnel manual and make  iteffective June 1, 2017toa all employees oft the Town ofOnancock.  AGENDA  TOWN COUNCIL  May 22, 2017  SUBJECT: Adoption of Revised Personnel Manual  RECOMMENDATION: Staffrecommends approval of the revised personnel manual  TIMING: Current  DISCUSSION: Department heads and the Town Manager reviewed the current personnel manual and have made recommendations for Town Council review and approval.  Staff: Bill Kerbin Town Manager  Attachment: Revised Personnel Manual  Copy:    TOWN OF ONANCOCK PERSONNEL POLICIES  ADOPTED DECEMBER17,2012 EFFECTIVE JANUARY1,2013 REVISED JANUARY 28, ,2013 REVISED MARCH 28, 2016 PROPOSED REVISION MAY22,2017    TOWN OF ONANCOCK PERSONNEL POLICY TABLEOF CONTENTS  PURPOSE II. DEFINITIONS  5 5 5 5 5 6 6 6 6 6 6 7 7 7 8 8 8 8 9 9 9 9 9 9 11 11 11 11 11 12 11 12 13 13 14 14 14 2  A.E EXEMPTEMPLOYEE B.F FULL-TIME! EMPLOYEE PART-TIME EMPLOYEE D.PROBATIONARYI EMPLOYEE E. TEMPORARY EMPLOYEE F. 1 MANAGER  III. EQUAL EMPLOYMENT OPPORTUNITY A. 1 POLICYSTATEMENT B. HARASSMENT S SEXUALHARASSMENT :. VIOLATIONS F. RETALIATION IV. RECRUITMENT ANDSELECTION A. OPENI POSITIONS B. PROBATIONARYPERIOD B-1.POLICEPROBATIONARYPERIOD C.H HIRINGAUTHORITY V. EMPLOYEECOWPNSATION  D.A ACCOMMODATING: INDIVIDUALS' WITH DISABILITIES  A. PAYAND CLASSIFICATIONS HOURS B. OF WORK : I PERFORMANCEINGREASES D. OVERTIME E. BONUSES & NON-MONETAR/AWARDS F.R RETIREMENT VI. HOLIDAYS. ANDI LEAVE A. HOLIDAYS B. INCLEMENTWEATHER LEAVE 1.A ANNUALSICKLEAVE 2. SICKLEAVE 3. BEREAVEMENTI LEAVE 4. MILITARYLEAVE 5.M MILITARYLEAVEWITHOUTPAY C CIVILLEAVE    D. WORKERSCOMPENSATIONLEAVE E. LEAVEWITHOUTPAY 1. FAMILYAND MEDICALLEAVE 2. ELIGIBLE EMPLOYEES 4. FMLAI BENEFITS A. LEAVE B. JOBI RESTORATION HEALTH BENEFITS 5. EXTENDED LEAVEWITHOUTPAY 6. OTHER LEAVE WITHOUTPAY  14 15 15 15 15 16 16 16 17 17 17 17 18 18 18 18 19 19 20 20 20 20 21 21 22 22 22 23 24 24 24 24 24 24 25 3  3. PURPOSES FOR WHICH FMLAI LEAVEI MAYE BETAKEN  VII. EMPLOYEE DEVELOPMENT VIII. PERFORMANCE APPRAISALS IX. HEALTH ANDSAFETY  A. WORKERS' COMPENSATION B. OCCUPATIONALSAFETYANDHEALTH  X. ELECTRONICCOMMUNICATIONS A. INTERNET B.C CONSENTTOI MONITORING PASSWORDS  XI. ALCOHOL & DRUGI FREEWORKPLACE A.E EMPLOYEE RESPONSIBILITIES B. DRUG & ALCOHOLTESTING  XII. POLITICALACTIVITY XIII. SMOKINGINWORAPLACE XIV. DISCIPLINE. AND GRIEVANCES A. DISCIPLINARY ACTIONS B.N NOTIFICATION XV.TERMINATIONG OF EMPLOYMENT A. RESIGNATION B. LAY-OFF  TERMINATIONI FORI INABILITYTOI PERFORM  XVI. MODIFICATION OF POLICIES XVII. JOBI DESCRIPTIONS A. TOWNMANAGER    B. OFFICEMANAGER ADMINISTRATIVE ASSISTANT D. DIRECTOROFPUBLICWORKS . V WATER/WASTEWATER LEAD OPERATOR F. WATER/WASTEWATER PLANTOPERATOR/MECHANIC G.M MAINTENANCEWORKER H.C CHIEFOFPOLICE I POLICESUPERVISOR POLICEOFFICER K. HABORMASTER  27 29 31 33 34 35 36 38 40 43 45  XVIII. PERSONNEL POLICIES RECEIPT, ACKNOWLEDGMENT    TOWN OF ONANCOCK PERSONNEL POLICIES  I. PURPOSE  The objective of these Personnel Policies ("Policy") is to provide a uniform system of personnel administration for the staff ofThe Town of Onancock ("Town"), based on merit principles, equitable compensation, open competition in hiring and Itis the policy of the Member to establish reasonable rules of employment conduct (i.e., guidelines for management and employees to follow) and to ensure compliance with these rules through a program consistent with the best interests of the Member and its employees. THIS MANUAL IS NOT, AND SHALL NOT BE CONSTRUED ASAN EXPLICIT OR IMPLIED CONTRACT; SHALL NOT MODIFY ANY EXISTING AT-WILL STATUS OF ANY TOWN EMPLOYEE; AND SHALL NOT CREATE ANY DUE PROCESS REQUIREMENT IN EXCESS OF FEDERAL ORSTATE CONSTITUTIONAL OR STATUTORY REQUIREMENTS. THE TERM AT-WILL MEANS EMPLOYEES CAN TERMINATE VOLUNTARILY OR BE TERMINATED AT WILL. EXCEPTIONS ARE EMPLOYEES HAVING WRITTEN CONTRACTS SIGNED BY THE CHIEF ADMINISTRATIVE OFFICER. Additionally, it is the policy of the Town to strive for safety in all activities and operations, and to carry out the commitment of compliance with health and safety laws applicable to the Town by enlisting the help ofa all employees to ensure that public  advancement, and equal employment opportunities.  and work areas are free of hazardous conditions.  II. DEFINITIONS  Whenever responsibilities fall to the Town Manager under these Policies, he or she may  designate another to fulfill his orl her responsibilities.  A. Exempt Employee - a salaried employee who performs executive, administrative or professional duties as defined under the Fair Labor Standards Act and its regulations. Full-time, part-time, and temporary employees may be exempt. B. Non-Exempt Employee - an individual hired on an hourly basis established position for an indefinite term who is expected to work a minimum of 32 hours a week and do not perform any executive duties but may have C. - Part-time Employee - an individual hired on either a salary or wage basis for an established position for an indefinite term who is expected to work an established D. Probationary Employee - a full-time or part-time employee who has worked for  for an  supervisory responsibilities.  period oft time that is less than 32 hours per week.  the Town for less than six months.  5    E. Temporary Employee - an individual hired on a term basis, e.g, day, week, period of months or on a project basis. Temporary employees, such as the Harbormaster or Assistant Harbormasters, who work only during the boating season (April to November of each year), shall not be eligible for any benefits extended to full-time employees, to expressly include, but not limited to, health insurance, life insurance,  holiday pay of the accumulation ofa annual or sickl leave.  F. Manager the Town Manager  II. EQUAL EMPLOYMENT OPPORTUNITY  A. PolicyStatement  Itis the policy of the Town to provide equal opportunity in employment and to administer employment policies without regard to race, color, religion, sex, age, national origin, or disability. This policy applies to every aspect of employment practices including, but not  limited to the following:  1. Recruiting, hiring, and promoting in all job classifications without regard to race, color, religion, sex, age, national origin, political affiliation, or disability, except where such a factor can be demonstrated as a bona fide occupational 2. All decisions for hiring or promotions shall be based solely upon each 3. Other personnel actions such as compensation, benefits, transfers, layoffs, training, and assignments, will be administered without regard to race, color, religion, national origin, sex, age, political affiliation, or disability.  qualification.  individual's qualifications for the position to be filled.  B. Harassment  The Town is committed to having a diverse workforce with all employees being valued for their individual capabilities and contributions, complying with all federal, state, and local laws on equal employment opportunity, and providing a workplace free from tensions involved in conduct that does not relate to the Town's business. In particular, a hostile atmosphere created by non-work related conduct including ethnic, racial, sexual, or religious remarks, animosity, unwelcome sexual advances, requests for sexual favors, or other similar conduct is Harassment based on race, sex, color, national origin, religion, age, or disability will not be tolerated. Harassment arises from the dynamics of the workplace and can be based on nuances, subtle perceptions, and implicit communications. Conduct that may rise to the level of harassment includes verbal remarks (epithets, derogatory statements, slurs, jokes), physical contact (assaults, physical interference with movement or work, touching), visual displays (displaying of printed or photographic materials, objects), and other actions that are  not permitted.  demeaning or hostile.  6    C.S SexualHarassment conduct ofas sexual nature when:  Sexual harassment is unwelcome advances, requests for favors, or other verbal or physical  1. Submission to such conduct is either explicitly or implicitly made a term of 2. Submission or rejection of such conduct is used as a basis for employment 3. The conduct is severe or pervasive enough to create an intimidating, hostile, or  condition ofe employment;  decisions;  offensive work environment.  a. Examples of sexual harassmentare:  1. Physical assaults  2. Subtle or overt pressures or direct requests for sexual favors 3. Inappropriate displays of sexually suggestive objects or pictures;  4. A pattern of unwelcome conduct of a sexual nature that would be offensive to a reasonable person such as unnecessary touching, abusive or demeaning language or gestures (including remarks about another's clothing, body or body movements, or No supervisor or coworker shall intimate either explicitly or implicitly that an employee's submission to or rejection of sexual advances will in any way influence any personnel decision regarding that employee's employment, evaluation, wages, advancement, assigned  sexual activities), or teasing orj joking.  duties, shifts, or any other conditions of employment. D. Accommodatingindividualswith Disabilities  The Town provides equal employment opportunities to qualified individuals with disabilities. Reasonable accommodations will be provided to a qualified employee or applicant with a disability when that employee or applicant requests an accommodation. Aq qualified employee or applicant is one who is able to perform the essential functions of the job with or without accommodation. A request for an accommodation will be denied if the accommodation is not shown to be effective, places an undue burden on the Member, ori ifthe employee poses a direct threat to the health and safety ofl him or herself or others. An employee who believes that this policy is being violated should (1) inform the offending person(s) that the conduct is unwelcome and (2) should report it immediately to the manager. The report should be made in writing; however, a report will also be Charges will be promptly and thoroughly investigated and corrective actions taken ifthe charge is founded. Ifiti is determined that a violation has occurred, appropriate relief for the employee(s) bringing the complaint and appropriate disciplinary action, up to and including discharge, against the person(s) who violated the policy will follow.  E. Violations  accepted by phone or inj person.  7    A non-employee who subjects an employee to harassment in the workplace will be informed of the Town's policy and appropriate actions will be taken to protect the In all cases, the Town will make follow-up inquiries to ensure that the harassment has not An Employee violating this policy will be subject to disciplinary action, including termination. The employee who brought the complaint will be provided information on  employee from future harassing conduct.  resumed.  the outcome oftheir investigation.  F. Retaliation  Retaliation is illegal and contrary to the policy of the Town. Employees who bring complaints of discrimination or who identify potential violations, witnesses interviewed during the investigation, and others who may have opposed discriminatory conduct are Ifan employee believes that he or she is being retaliated against, a written report should be made to the Town Manager or to a member of the Town Council who is on the Personnel Committee ift the conduct involves the Town Manager. Those who are found to  protected from retaliatoryacts.  be acting in a retaliatory manner will be disciplined for such conduct.  IV. RECRUITMENT ANDSELECTION  A. Open Positions  All positions shall be open to all individuals who meet the minimum requirements for the position. The recruitment objective is to obtain well-qualified applicants for all vacancies and selection shall be based on the best-qualified person available at the salary offered for First consideration will be given to current employees who desire to fill an open position, ift the current employee is qualified for the position and if the placement best serves the needs of the Town. The Town Manager may carry out open competition to fill any vaçancy, but only after soliciting interest from within the pool of existing Town Employment decisions shall be handled in a manner consistent with the Virginia Conflicts  that position.  employees. ofInterest Act. B. Probationary Period  All new full-time and part-time employees shall serve a 6 (six) month probationary period except for employees in the police department who shall serve a one (1) year probationary period. During this period the employee must show that he or she is capable and willing to perform the job satisfactorily. At the end of the probationary period the employee will be evaluated to determine satisfactory performance. If satisfactory performance is attained the employee will be entitled to all the benefits of non- probationary status. In establishing a probationary period, the Town does not change in  8    any way the employmentat-wil status that applies to its employment relationship with  all employees.  B-1. Police Department Probationary Period  All new full-time and part-time employees shall serve a 12 (twelve) month probationary period. During this period the employee must show that he or she is capable and willing to perform the job satisfactorily. After 6 (six) months the employee will be evaluated to determine performance. If performance is satisfactory the employee will remain on probation for an additional 6 (six) months, but will receive benefits of non-probationary status. If satisfactory performance is attained at the end of twelve (12) months, the employee will be converted to non-probationary. In establishing a probationary period, the member does not change in any way the employment-at-wi. status applies employment relationship with all employees.  C. HiringAuthority  The Town Manager has complete authority for hiring, promoting, and discharging employees in accordance with these policies. The Town Manager has the responsibility and authorization for administering the personnel system established by these policies.  V. EMPLOYEE COMPENSATION  The total compensation of employees consists oft the regular salary and authorized overtime pay for full-time nonexempt employees, the employer's contributions to employee benefits, holiday pay, and various forms ofleave with pay. Part-time and temporary employees may also receive leave in certain circumstançes. Leave policies,  found in Section VI, should be reviewed.  A. ayandclassiication  1. The compensation plan for employees oft the' Town shall consist of: 2. The rates of pay for each employee shall be: set by the' Town Manager. The compensation plan may be amended by motion oft the Town Council or by the Town Manager provided that any change does not exceed amounts appropriated by the Town Council.  a. Aclassification system for all classified jobs  B. HoursofWork  1. The Department Heads shall establish the hours of work for their own department employees. The standard scheduled workweek for which salary is paid consists of (40) hours, generally Monday through Friday with the exception of the Department of 2. Employees shall have two 15-20 minute rest breaks per day, which are included within the total required hours of work. These breaks may be used in conjunction with a 30- minute meal break, as long as the sum does not exceed 60 minutes per workday. Flexible work scheduling may be used for the purpose of extending a meal break with the employee's start time being advanced or end time being extended as approved by his supervisor. Certain employees as approved by the Town Manager may have their  Public Works and the Police Department.  9    meal break(s) included as a part of their regularly scheduled workday. (NOTE: if20 3. Flexible work scheduling may be considered within the standard workweek, Monday through Friday, sO long as the standard hours in a workweek, normally 40, are not  minute breaks are used, that time counts as. hours worked for FLSA)  altered. Some examples sare:  a. Arrive earlier ini the morning and leave earlier in the afternoon. b. Arrive lateri ini the morning and leave lateri in the afternoon.  Work four 10-hour days.  d. Work four 9-hour days and one 4-hour day.  e. Work: some other similar permanent or seasonal scheduling option(s) Add time to meal break and arrive earlier and leave later.  Other temporary or occasional flexible work schedules may include some combination ofaltered work start and stop times to allow employees to have medical appointments or take care of personal business during work hours without being charged leave. If flexible work scheduling or compressed workweeks are instituted on an ongoing basis, the agency head may approve such only after consultation with the Town Manager. Flexible work scheduling must noti interfere with or disrupt normal Town operations. 4. Ifan employee is unable to report for work or expects to be late, the employee must contact his supervisor as soon as possible but no later than the beginning of! his or her scheduled work period, giving the reason for his absence or tardiness. Paid leave may or may not be approved. If an employee has difficulty reaching his supervisor, he should leave a message reporting his absence but continue to attempt to contact his supervisor. The responsibility to notify a supervisor(s) about absences or about 5. Hours of work, schedules, and duty assignments of short duration of individual employees or work units may be altered under authorization of the department head or his designee within the established workweek and schedule of the agency as conditions warrant. Schedules may also be adjusted to meet FMLA and ADA 6. Water/Sewer Department non-exempt employees who are required to carry with them and answer a Town-owned cellular telephone for emergency situations occurring after the normal work day shall be paid a flat bonus of $100.00 for each week they have the phone in possession. When such employees are sO designated, they shall be prohibited from departing the land mass lying between Cape Charles and the Maryland state line, more commonly known as the Eastern Shore of Virginia, during all such after-work periods. The employee shall also refrain from ingesting intoxicating substances during this "on call" time. If summoned to work by this same telephone, such employees shall be compensated at the overtime pay rate described in the Fair Labor Standards Act from the time they leave their off-duty location until the  tardiness always rests with the employee.  requirements.  time ofr return, utilizing the most direct route in both directions.  10    C. Overtime  Employees who are not exempt under the Fair Labor Standards Act (non-exempt) will be paid at the rate oft time and a halff fora all hours worked in excess of forty (40) hours a work week. Unless authorized by a department head or the Town Manager, employees should Exempt employees who are required to work beyond normal hours or on weekends and holidays may be given compensatory time off at the discretion ofthe Town Manager. Police Department employees will be paid at the rate of time and a half for all hours worked in excess of eighty (80) hours bi-weekly. Unless authorized to do SO beforehand, employees should not work over eighty (80) hours during a biweekly pay period. The Town Manager may. grant a bonus or non-monetary award (e.g., award time off, lunch "on the town") to an employee to recognize superior service to the Town.  not work over forty (40) hours duringav workweek.  D. Bonusesandi non-monetary: awards  E.E Retirement  The Town participates in the Virginia Retirement System for all employees eligible for  retirement benefits pursuant to the rules and policies ofVRS.  VI. HOLDAYSANDLEAVE A. Holidays balances:  The following holidays are observed by the Town. Full-time and part-time salaried employees shall be granted time off for these days without charging the time against leave  New Year's Day Martin Luther King Jr Day President's Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Christmas Eve Christmas Day  January 1  Third Monday in January Third Monday in February Last Monday in May July 4 1st Monday in September November 11 4th Thursday in November 4th Friday in November December 24 December 25  When an employee is required to work on one of these holidays, compensatory time off will be given on an hour for hour basis for the hours worked on thel holiday OR employees who are not exempt under the Fair Labor Standards Act (non-exempt) will be paid at the rate of time and a half for all hours worked. Holidays falling on Saturday or Sunday shall be taken on the Friday or the Monday, respectively, as announced by the' Town. Each non- exempt employee of the police department shall be paid the equivalent of one (1) shift per holiday. (e.g. Each non-exempt police officer will be paid for ten (10) hours worked per  holiday)  11    The state code lists state holidays in $2.2-3300.  B. InclementWeather Policy  Itmay be necessary delay opening of the Town Office, close the Town office early or close the Town Office due to weather conditions. This decision will be made by the Town Manager, or in his or her absence, the Mayor. The Town Manager will notify all department heads and, in turn, department heads will notify their employees. The closings and delays will also air on WESR 103.3 FM and be placed on the Town's social media page(s) (e.g., Facebook) and website. Employees for the Town should assume that normal operations exist unless directly contacted by a supervisor, the Town Manager or All staff do not report for work that day will be paid at a normal workday rate for the office being closed. Nonexempt personnel required to work will be paid time and halffor those hours worked. Exempt tpersonnel will be offered compensatory time for those hours  the Mayor.  worked. C. Leave 1.  Annual Leave  Full-time employees will accrue paid annual leave for personal purposes at the  following rates and shall be used on an hour for hour basis.  0-1 years of service 2-8 years of service 9-15 years ofs service 16+ years of service  80 hours (after probationary period of 180 days and  six months ofc continuous service) 120 hours (10 days) 144 hours (15 days) 160 hours (20 days)  Annual leave shall be approved in advance by the Town Manager or department head. Leave is not eligible at all times: the manager and department heads have a primary obligation to ensure that the Town's service to the citizens is carried out. No employee may take more than 80 hours ofannual leave at any given time. Each employee shall accrue 16 hours (2 days) of personal leave each calendar year. Each employee may accumulate a maximum of240 hours of annual leave. Annual leave above that amount shall expire and may not be accumulated or used. Itshall be the employee's responsibility to ensure that his/her "use or lose" leave in excess ofthe allowable 240-hour carryover is properly scheduled with his/her supervisor. Upon separation, an employee shall be entitled to payment for all [unexpired] credited annual leave based on the employee's current rate of pay at time of separation. In the event oft the death of an employee, the employee's estate shall be entitled to payment for any unused balance of annual leave allowances at the time  This leave must be taken within the calendar yearaccrued.  12    of death. Probationary employees are not entitled to payment of any unused  annual leave. Sick Leave  2.  Sick leave shall accrue at the rate of 8 hours per month, and, when taken, shall be  used on an hour for hour basis. Sick leave shall be used for:  a. b. C. d.  FMLA leave, pursuant to section D.1. Illness or injury incapacitating the employee and preventing the employee from performing assigned duties. Doctor or dental appointments during working hours. Medicaly-necessary care of family members, such as a spouse, child, parents, siblings, or in-laws, living in the same household as the  employee.  Employees are required to notify their direct supervisor within 1 hour of normal Sick Leave is a privilege not a right that is provided by the Town. Abuse of sick time shall not be tolerated and shall be subject to disciplinary action. Examples of this abuse shall include but not be limited to: failure to notify a supervisor in advance of taking sick leave; taking leave as it is earned or falsifying the reason for the use of sick time. Any employee out on sick leave or workman's compensation An employee away from work for medical conditions which require absence in excess of five (5) consecutive days or for FMLA purposes is required to (1) submit to the department head a written statement from the attending physician or health care provider, stating the earliest approximate date of return to duty and advising on the ability of the employee to perform the essential functions of his or her job with or without reasonable accommodations, and simultaneously (2) apply for leave under the Family and Medical Leave Act. The department head or CAO has the prerogative of requiring a physician's or health care provider's letter with the above content prior to an absence of five (5) consecutive days if in his or her judgment this information is necessary. Medical information and the personnel needs of the Town will be considered in determining the holding of the employee's position or placement in another position for which the employee qualifies. All medical information will be kept confidential and will be made a part of a file Exceptions to this policy may be considered on a case-by-case basis and approved by the Town Manager. Sick leave is charged on an hour-for-hour basis for all  business hours iftaking sick leave.  shall not work secondary employment.  separate from the employee's personnel file.  employees and is not considered entitlement.  3.  Bereavement Leave  An employee may take up to three (3) days of bereavement/uneral leave for the death of an immediate family member. The employee shall immediately notify  13    their department head or the Town Manager of their intent to use bereavement leave. Immediate family is defined as spouse, parent, mother and father-in-law, son, daughter, brother, sister, grandparents, grandchildren, and any other persons residing in the same household as the employee. The employee may also be granted other bereavement leave under extenuating circumstances subject to  approval of the department! head or the town Manager.  4.  Military Leave  An employee who is a member of a reserve force of the United States or of the Commonwealth of Virginia and who is ordered by the appropriate authorities to attend a training program or who is called into emergency active duty for the purpose of aiding civil authority under the supervision of the United States or the Commonwealth of Virginia shall be granted a leave of absence with full pay during  the period of such activity, Military Leave without Pay  5.  An employee who leaves the employ of the Town to join the military forces of the United States during the time of war or other declared national emergency or who is called to service in the Virginia Militia by order of the Governor shall be placed on military leave without pay commencing on the first business day following the last day of active employment with the Town. The employee on such leave is entitled to be restored to the position he or she vacated, provided the employee makes application to the Town not later than 90 days after the date of honorable discharge or separation under honorable conditions. Job restoration is further conditioned on the position still existing and the employee being physically and mentally capable of performing the work oft the vacated position. This section does  not override section VIB.3. CivilLeave  6.  An employee will be given time off without charge to leave or loss of pay for (a) performing jury duty, (b) when subpoenaed as a witness to appear before a court, public body or commission, (c) serving as a blood donor, or (d) performing emergency civilian duties in connection with national defense or (e) for the purpose of voting in a national, state, or local election. The period of such leave shall not exceed the time necessary to perform the activity, plus any travel time.  D. Workers' Compensation  When an employee is unable to report to work because ofincapacity that is the result ofa compensable injury under the Virginia Workers' Compensation Act, the employee will receive for the first seven (7) days of absence full salary minus normal payroll deductions. The first seven days of Workers' Compensation leave will not be charged against the Ifthe absence is longer than seven days, the employee will receive for the period of absence the full compensation that is provided under the Workers' Compensation Act. If the period ofincapacity extends beyond twenty-one (21) calendar days, the employee will be required to reimburse the Town the amount of compensation awarded to the employee  employeesconsolidated leave balance.  14    for the employee's first seven days of absence. This is an obligation owed to the' Town and one which, if not reimbursed promptly, will be deducted from future monies (wages,  terminal leave pay, etc.) owed to the employee by the' Town.  E. LEAVE WITHOUTPAY  The following are the situations for which an employee may be on leave without pay  status.  1. Family & Medical Leave  Employees are entitled to participate in the benefits of the Family and Medical Leave. Act ("FMLA"). FMLA leave is unpaid leave. The Town requires an employee to use accrued paid leave on an hour for hour basis in conjunction with FMLA leave. To be covered under the FMLA, an employee must have worked for the Town for twelve (12) months and must have worked atl least 1,250 hours within the twelve (12) months preceding thes start ofthel leave. Part-time and temporarye employees  2.  Eligible Employees  who meet these requirements are eligible for FMLA leave. Purposes for Which FMLA Leave May be' Taken  3.  FMLA leave may be used:  A. to care for an employee's child after birth, or for the placement with an employee of a child for adoption or foster care (provided that the leave is requested and used within twelve (12) months of the birth, placement,  adoption, or foster care),  B. to care for an employee's: spouse, child, or parent (does not include in-laws)  who has a serious health condition,  C.  When the employee is unable to work because of their own serious health  condition.  A serious health condition is an illness, injury, impairment or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility, or an incapacity lasting more than three consecutive days and involving continuing treatment by a health care provider. Continuing treatment involves two or more treatments (or one treatment when the condition is such that continuing follow-up is or will be required) by a healthcare provider for pregnancy, prenatal care, or other chronic or long-term serious health conditions. To qualify for leave due to the serious health condition of a family member, the family member must be incapable of self-care. To qualify for leave due to the serious health condition of the employee, the employee must be unable to work at all or unable to perform any of the essential functions of the employee's position.  15    Employees are required to obtain a health care provider certification for all absences for which FMLA leave is being requested. A chronic or long-term health condition or pregnancy does not require a visit to thel health care provider for each absence; however, a statement by the health care provider that the absence was due to the chronic condition or pregnancy may be requested by the Town at its  discretion. FMLA Benefits A. Leave  4.  An eligible employee is entitled to a total of twelve weeks ofunpaid leave during any twelve-month period. IfFMLA leave is exhausted before the end of the twelve-month period, the employee may use accumulated paid leave (sick, compensatory, annual, etc.) on an hour for hour basis. Employees may also use any accumulated paid leave prior to the start of An employee is required to request FMLA leave in writing at least thirty days before thel leave is to commence ift the need for the! leave is foreseeable. In circumstances when the leave is not foreseeable thirty days in advance, an employee must request the leave as soon as practicable. The Town may designate leave as FMLAl leave withouta request from an employee. FMLA leave taken for a serious health condition of the employee or family member may be taken intermittently or onar reduced-hours basis. FMLA leave taken for birth, adoption, placement, or foster care cannot be taken intermittently unless approved in advance. Ifboth spouses work for the Town, the total FMLA leave that may be taken for this event by both employees is twelve weeks, pro-rated between as the spouses choose. FMLA leave taken for the birth, adoption, placement, or foster care ofa child must be taken within the twelve months following the event. Should the Member obtain information that the employee was not FMLA eligible or the event did not qualify under FMLA, the designation of FMLA  FMLA leave.  leave previously given may be withdrawn.  B. Job Restoration  Upon return from FMLA leave, an employee is entitled to be restored to the same position that was held before the start of the FMLA leave, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. Ifan employee is unable to return to work after the FMLA leave benefits and all accumulated paid leave have been exhausted, the employee will not have a right to return tol his or her position Key employees are entitled to FMLA leave but are not entitled to job restoration if re-employment after the conclusion of the leave will cause a  even ifthere are unused accrued leave balances.  16    substantial and grievous economic injury to the Town. A key employee is a salaried employee who is among the highest paid ten percent of the Member's workforce. A key employee will be notified in writing of his or her status in response to the employee's notice ofintent to take FMLA leave, unless circumstances do not permit such notice. Ifa key employee is already on FMLA leave when s/he receives notice that s/he is a key employee, the employee will be given a reasonable time to return to work before losing the  right to job restoration. Health Benefits  C.  Ifp paid leave is used for FMLA purposes, an employee will maintain the same benefits as ifworking. Ift the employee is on leave without pay, continuation in the health care plan is permitted, provided that the employee continues to pay for his or her share of the premiums. Ift the employee fails to make his premium payments, the employee will be provided written notice ofthis failure and will be given an additional fifteen days to make payment in full. If payment is not Ifa an employee does not return to work after the conclusion of the FMLA leave, the employee is responsible for reimbursing the Town for the Town's  made after this notice, health benefit coverage will cease.  share of the health care premiums paid.  5.  Extended Leave without Pay  When special circumstances require an extended leave, the Town Manager has the authority to grant an employee leave without pay provided that the operations of  the Town's program(s) will not be adversely affected.  6.  Other Leave without Pay  An employee who is absent from work without prior approval shall receive no pay for the duration oft the absence and may be subject to disciplinary action which may include dismissal. Ifextenuating circumstances exist for the unauthorized absence, due consideration will be given. In addition, an employee may be placed on  suspension without pay for disciplinary reasons.  VII. EMPLOYEE DEVELOPMENT  Education Leave - For pursuit of courses ofstudy  Itis the policy of the Town to encourage employees to obtain training designed to develop the employee's value to the organization. Leave with partial pay or leave without pay may Education leave is discretionary and is normally taken with partial pay or without pay. When an employee can demonstrate that the pursuit of the educational program will have an immediate and discernable benefit to (the Town), leave with full pay may be granted by the Town manager. The conditions of such leave shall be subject to a case by case  be available.  17    determination based on factors which include the nature of the education or training, length of the absence, work record of the employee, work requirements at the time oft the The cost of training and related expenses undertaken at the direction oft the Town Manager may be paid in full by the Town. In such case, the hours of training count as hours worked. For training requested by an employee, the employee may receive reimbursement of tuition costs if( (1) the training was approved in advance by the manager and (2) the employee shows successful completion ofthe course. Ifthetraining was not required by the Member, the hours do not count as hours worked.  request, and value oft the education or training to the Town.  VIII. PERFORMANCE. APPRAISALS  The work ofe employees will be evaluated at the discretion of the Town Manager or department heads to address unsatisfactory work performance. The supervisor will meet with the employee to discuss performance. A written report ofthe appraisal will be prepared with a copy provided to the employee being appraised and a copy for the personnel files. Ifthe employee believes that the reporti is unfair, he or she may prepare comments to be attached to the supervisor's appraisal report. The goal oft the appraisal is toi improve an employee's performance and assist the employee in correcting their  deficiencies.  IX. HEALTHANDSAFETY A. Workers' Compensation  Workers' Compensation provides benefits for an employee in the event of certain occupational illnesses, injuries, or deaths. Any job-related accident or workplace injury, no matter how insignificant, must be reported to the supervisor as soon as possible, but The Town may select a panel of physicians to whom employees must go for all work- related injuries. Supervisors are to inform employees of the physicians included in the panel. In the event an injury requires immediate medical attention; the employee may go directly to the nearest hospital emergency room. Follow-up care must be with the panel of  within 24 hours.  physicians. Ifthe' Town selects a panel, all employees will be notified.  B. Occupational Safetyand Health  The Town strives to provide a safe and healthy work environment for all employees by providing the necessary safety education and training. Employees shall follow all prescribed safety procedures when performing their daily activities and shall further The Town, through its Department heads, shall be responsible for providing requisite Each employee has the responsibility for ensuring that the various work centers are free from any recognized hazards that might lead to death or injury, and it is also the responsibility ofe each employee to perform all work in a safe manner. All hazards, deaths,  exercise all reasonable and prudentjudgment to ensure safety. personal protective equipment (PPE) for all employees.  18    injuries, and illnesses that occur on Town property must be reported to the manager Employees are directed to utilize all applicable safety procedures and to perform all work in a safe manner. Employees are responsible for bringing to the department head or Town Manager's attention any potential hazards that might exist at their work site. Department heads in consultation with Town Manager are responsible for developing and maintaining work safety rules and for providing these rules in writing to their  within the same day oft the discovery or occurrence.  subordinates.  pactialemporeishal:  1. Report all injuries, regardless of severity, to the supervisor immediately but no later  than 24 hours;  2. Reportand, if possible, correct all unsafe conditions or acts; 3. Avoid horseplay and mischief, which could cause injury; 4. Take all standard safety precautions to preventinjury;  5. Follow: all safety rules.  Under no circumstances shall an employee fail to report a potential safety issue for fear of retribution. All employees shall be assured that whistleblower" reports of potential safety issues to department heads or the Town Manager will be addressed prompty,obyectively, and without  identification oft the reporting party. X. ELECTRONICCOMMUNICATIONS  A. Internet  The Town may provide electronic, digital and wire communications equipment for business purposes. The primary purpose of this equipment is to is to assist with Town operations. Employees may use electronic equipment for personal use on a very limited monitoring from time to time and in the course of this monitoring may be read for content. Employees should be aware that there are stored records of all communications. There should be no expectation of privacy in any communications received, sent, or stored on The Town may provide unlimited access to the Internet and the World Wide Web to its employees as one of the many resources available to assist them in doing their jobs better and more efficiently. Therefore, the Town may establish an Internet account that may be Employees may be provided with passwords and e-mail addresses to enable them to use the account; these addressees and passwords are not provided to make employees" usage confidential or private. E-mail records are business records of the Town's. The usage oft the Internet is subject to the same code of conduct which applies to all other actions in the workplace and using the Town's Internet account in a manner that violates any rules or regulations constitutes grounds for disciplinary action, up to and including discharge. The  basis.  Messages received, sent, and stored on this equipment shall be subject to  equipment or service provided by the' Town.  accessed by employees.  19    electronic use, transmission, and storage of messages, files, images, and sounds are: subject to Employees must not share their passwords with any other individuals, including other employees or outsiders. Norisitappropriate to attempt to subvert network security either by accessing the Internet without using your password or by seeking to discover other passwords to gain access. Employees are representatives of the Town when using the Town's Internet account. Accordingly, they are expected to act and to communicate professionally on the Internet Employees are prohibited from using equipment to view pornography or obscene material; to operate a personal business or participate in illegal The Town will have access to a log of all usage, including a list ofe employees who have used the Internet and the sites they visited. The Town will monitor this usage from time to time, and employees found to be abusing usage or using the Internet inappropriately will be  monitoring by the Town.  activities.  subject to disciplinary: action. B. Consent to Monitoring  Employees will be required to consent to the monitoring ofcommunications sent, received and stored on equipment provided by the Town or an electronic, wire, or where digital  services provided by the' Town isarequirement for employment.  Passwords  All employees shall create passwords that that are not recognizable to to other potential internal or external users of their computer system. Passwords shall include letters, numbers and characters. Passwords shall be changed every ninety (90) days. Employees must not share their passwords with any otheri individuals, including other employees or outsiders.  XI. ALCOHOLAND DRUG FREE WORKPLACE  A. Employee Responsibilities  1.  No employee shall unlawfully manufacture, dispense, possess, use, or distribute any controlled substance, medication, or alcohol unless authorized bya  department head or the Town Manager;  2. Any employee convicted under a federal or state: statute regulating controlled substances shall notify their department head and the Town Manager within five No employee shall consume alcoholic beverages immediately before work, during No employee shall be impaired by alcoholic beverages immediately before work,  days after the conviction.  3. 4.  work hours, or while at work during breaks or lunches.  during work hours, or while at work during breaks or lunches.  20    5. 6. 7.  No employee shall represent the Town in an official capacity while impaired by No employee, using medication that may impair performance, shall operate a motor vehicle or engage in safety sensitive functions while on duty for the Town. Ifan employee is using aj prescription or non-prescription medication that may impair performance of duties; the employee shall report that fact to his orl her An employee who has reason to believe that the performance of another employee isi impaired by alcohol, illegal drugs, andormedication shall immediately notify  alcohol, illegal drugs, or medication.  supervisor.  8.  the department head or' Town Manager.  Disciplinary Action. Because of the serious nature ofi illegal use or abuse ofalcohol, controlled substances, and/orr non-prescribed use of medication, appropriate employee disciplinary  action will be taken, up to and including termination.  B. Drug & AlcoholTesting  Ino order to achieve a drug-free work place, all employees and applicants for employment shall be required to participate in all ofthe following alcohol and controlled substances  testing: 1. 2. 3. 4. 5.  When an applicant for a position has been extended a conditional offer of  employment but before beginning work.  When there is a reasonable suspicion to believe that the employee is in an impaired When the employee has been involved in an on-duty accident or has endangered  state.  others in the workplace. Ona a random basis. alcohol.  Asacondition for return to duty after testing positive for controlled substances or 6.A Asp partoffollow-up procedures to return-to-duty related drug or alcohol violations.  XII. POLITICALACTIVITY  A. An employee shall not be coerced to support a political activity, whether funds or B. An employee shall not engage in political activity on work premises during work  time arei involved. hours.  21    C.  An employee shall not use Town-owned equipment, supplies or resources, and other attendant material (diskettes, paper, computer online and access charges, etc.) when  engaged inj political activities.  D. An employee shall not use, discriminate in favor of or against, any person or applicant  for employment based on political activities.  E.  An employee shall not use the employee's title or position while engaging in political  activity.  XILSMOKING- TOWN-OWNED AND CONTROLLEDBUILDINGSAND WORK The Town Manager may develop and implement poliçies and procedures governing smoking inj parts ofTown-owned and controlled buildings or worka areas not open to the general publici in the normal course of business, except by invitation. The Town Manager shall enforce these policies and procedures through administrative methods.  PLACES  State law reference(s) $51522801,1522802  XIV. DISCIPLINE AND GRIEVANCES  Town employees are expected to conduct themselves in aj professional and courteous manner, as representatives of the Town. Employees are expected to avoid any action, which might result in giving preferential treatment to any organization or person, losing independence or impartiality  of action, or adversely affecting the integrity of the' Town.  A. Disciplinary Actions  Ifa an employee's work performance or behavior is deemed unsatistactory, the following kinds of disciplinary action may be taken, depending upon the cirçumstances: oral coaching/warning, written warning, suspension, demotion, or termination. Other types The following are examples of misconduct that may result in discipline. The list is not  of discipline may be used in addition to those listed.  inclusive and other conduct may be subject to disciplinary action: Conviction ofai felony or ofam misdemeanor;  1. 2. 3. 4. 5.  Willfully falsifying Town records (including time records, leave records, job Gross negligence with Town property or misuse ofTown property;  applications, or pay or reimbursement vouchers);  Violating any workplacerule;  Performing official duties in a rude and discourteous manner, threatening  co-workers, or using physical violence while on duty;  22    6. 7.  Violating any lawful official regulation or order or willfully failing to obey a Using, or being impaired at work by intoxicants, drugs, or alcohol including a positive blood test for drugs; or possessing drugs or open alcoholic beverages at work that are being consumed by an employee. Grossly neglecting duty or continually being unable or unwilling to render Taking property of the Town for one's personal use, for sale to another or  proper direction ofas supervisor or the Town Manager;  8. 9.  satisfactory performance; forag gift to another;  10. Inducing, or attempting to induce, an officer or employee in the service of the Town to commit an unlawful act or to act in violation of any lawful or  official regulation or order;  11. Accepting a bribe, gift, token, money, or other thing of value intended as an inducement to perform or refrain from performing any official acts, or engages in any action of extortion or other means of obtaining money or other things ofvalue through his/ her position in the Member;  12. Failing to report for work or being absent without prior notice to 13. natsactoyatendanc. excessive absences, or excessive tardiness.  supervisor;  14. Harassing other employees or the public. 15. Violating the sick leave policy.  16. Willfully providing false statements in carrying out job related duties or 17. Any conduct deemed inappropriate by the Personnel Committee.  functions;  B. Notification  Prior to imposing disciplinary action, including termination, the supervisor shall inform the employee of the reason for the discipline and the employer shall have the right to comment on the discipline. However, the supervisor may have the employee removed from the workplace prior to giving an opportunity to comment if the employee'scontinued presence poses a safety danger or is disruptive to the workplace  23    XV. TERMINATIONOEEMPLOYMENT  A. Resignation  To resign in good standing, an employee must give at least two weeks advance notice. Ifspecial circumstances exist, the notice requirement may be waived by the manager. Failure to give the required advance notice will result in forfeiture of compensation for accrued leave, other than compensatory leave for non-exempt employees. Failure to return to work at the expiration of an approved leave of  absence shall be interpreted as a resignation.  B.I Lay-off  The Town reserves the right to furlough, dismiss or lay-off employees for lack of available work or funds. In such cases the employees affected will be given a minimum of two weeks advance notice. (alternative - two weeks' pay in lieu of  notice)  C.  Termination for Inability to Perform  An employee may be terminated if! he or she becomes physically or mentally unable to perform the duties of the position. However, any such action shall be taken in a manner that complies with the requirements oft the Americans with Disabilities Act.  XVI. MODIICATIONOEPOLICIES  These policies do not constitute a contract of employment. The policies as a whole, or individually by section, may be modified, amended, or rescinded at the sole discretion of  the Town without notice.  24    A. TOWN MANAGER GREMADIRCNETONOPHORE Town; does related work as required. Town personnel and activities. RESPONSIBLLITIESANDDUTIES:  Performs complex administrative and professional work in directing the full activities of the Work is performed under supervision of the Town Council. Supervision is exercised over all  The Town Manager acts as the Chief Executive Officer, Chief Financial Officer, Procurement Officer and Clerk for the Town. The person in this position also acts as Director of Planning and Zoning, providing staff functions to the Town Planning Commission and the Town's Board of  Zoning Appeals. TYPICALTASKS:  Plans, organizes, directs and administers the executive and administrative activities of Prepares reports and brings recommendations regarding the Town functions, policies, Participates in meetings of the Town Council offering professional advice and counsel Formulates and analyzes policies and activities for Coundlsconsideration. Makes recommendations regarding changes and improvements to the Town's Prepares and administers the Town's operating budget and monitors expenditures; submits Monthly reports to the Town Council on the status of the Town's finances. Prepares reports, coordinates meetings and brings recommendations regarding the functions, policies or activities to the Planning Commission and the Board of Zoning Attends authorized meetings of various commissions, agencies, boards and Have employees receive training commensurate with their duties to be determined by Negotiates contracts for professional and non-professional services and executes said contracts as authorized by the Town Council; provides contract administration for Develops and maintains good rapport with the Federal, State and Local Agencies on Responds to questions from the media and acts as spokesperson for the Town.  the' Town; assures that laws and ordinances of the Town are enforced.  ordinances and activities to the Town Council.  on matters before Council.  operation.  Appeals.  committees as a Town Representative  Supervises all departments in the performance oft their functions.  the' Town Council.  same.  behalf ofthe' Town.  KNOWLEDGE, SKILLS AND ABILITIES:  25    Comprehensive knowledge of the principles, practices, methods and techniques of local government management and administration; knowledge of municipal finance, planning and engineering principles and practices. Ability to plan, organize, direct and control the activities of al local governmental unit and carry out decisions as directed by the Town Council. Ability to direct the collection, review, evaluation and dissemination ofi information; ability to prepare and present comprehensive professional reports. Ability to initiate and cultivate effective working relationships with elected officials, Federal, State and Local Agencies Officials and the general  public.  EDUCATIONANDEXPERIENCE:  Graduation from an accredited college or university with a bachelor's degree in public or business administration, political science or related field and five (5) years' experience in work- related duties of the position, at least two (2) year of which shall have been in a supervisory capacity. A combination of education and related experience may be substituted for degree  requirements.  26    B. OFFICE MANAGER GENERALDESCRIPTIONOEWORK:  Provides administrative assistance, office management and clerical support to the Town Manager and Mayor and Town Council. Duties include office management, financial record keeping,  payroll processing gand beneftsadministration.  YPICALTASKS:  Responds toj publicin inquiries.  Makes appointments and arranges committee meetings.  Prepares and responds to routine correspondence for the Town Manager.  Answers telephone and directs calls accordingly; takes and delivers messages as required.  Assists with preparation of Town audit. Assists with collection of returned checks. Assists with processing payroll.  Assists Town Manager with administration of employee benefits programs. Takes meeting minutes, types and distributes to appropriate individuals. Assists in planning, promotion and maintaining up to datei information for town events.  Compiles data for special and periodic reports. Maintains files of office records and materials.  Assists with receipt of water and sewer, taxes and other payments. Operates and maintains a variety of office machines and computer equipment.  Other tasks as assigned.  NOWIEDGE-SALISAND ABILITIES:  Demonstrated ability to compile and analyze data for report preparation. Demonstrated ability in basic bookkeeping practices and principles. Demonstrated ability to analyze and solve moderately complex problems. Demonstrated ability to deal courteously and effectively with the public. Computer skills, including use ofword processors and spreadsheets. Demonstrated ability to interpret policies and procedures. Demonstrated ability to follow oral and written instructions. Demonstrated ability to interact effectively: and professionally with a variety of people. Demonstrated ability to perform detailed work in an accurate manner. Demonstrated ability to work with information in a confidential manner. Comprehensive knowledge of standard office practices and procedures, equipmentand  Demonstrated ability to make sound decisions. Proven oral and written communication skills Familiarity with online banking functions.  secretarial techniques. Professional telephone skills EDUCATION AND EXPERIENCE:  Skilled in use of standard office equipment and applications.  High school diploma or GED. Associate's or Bachelor's Degree from an accredited college or  27    university. A minimum of two years of experience inj positions with similar skill requirements.  ADA COMPLIANCE  Physical Ability:  Tasks involve the ability to exert. light physical effort in sedentary tol light work. Tasks may involve some lifting, carrying, pushing and/or pulling ofc object and materials oflight weight (up to 20 pounds). Tasks mayi involve extended periods at a keyboard or work  station. Dexterity:  Requires the ability to perform skilled coordinated movements, such as keyboarding, using a calculator and operating office equipment and a cash register.  Sensory_Requirements: communications ability. Environmental Factors:  Some tasks require visual perception and discrimination. Some tasks require clear, oral  Tasks are regularly performed without exposure to adverse environmental conditions, such as dirt, dust, pollen, odors, wetness, humidity, rain, fumes, temperature. and noise extremes, machinery, vibrations, electric currents, traffic. hazards, toxic agents, violence,  disease or pathogenicsubstances  28    C.A ADMINISTRATIVE ASSISTANT GENERALDESCRIPTION OFWORK:  Processes payments, interacts with the public and answers telephone inquiries. Provides administrative and clerical assistance to the' Town Manager and other personnel. Other responsibilities include water and sewer billing including bill preparation, collections and record  keeping. Reports to the Office Manager. SPECIFIC DUTIESANDI RESPONSIBILITIES:  Greet visitors and provides information to assist with requests.  Answer telephone and directs calls accordingly. Take and deliver messages as required. Process payments for water and sewer bills, taxes and other receipts and account for Balance cash drawer a minimum of twice per week and reconcile with automated records and  payments on a daily basis. daily transactions. Prepare and make bank deposits. Open, sort and distribute mail. Maintain water and sewer billing accounts.  Coordinate water meter readings with appropriate town staff.  Prepare and send water and sewer bills in accordance with town policies, procedures: sand Provide Operator-In-Charge with administrative: assistance for operation of water and sewer  ordinances. systems.  Perform collection efforts for all overdue receipts owed to the Town. Process taxes, abatements and supplemental taxl bills. Prepare and issues business licenses and maintains related records. Sell Town vehicle decals and maintains related records. Assist' Town Manager with administration ofzoning permits. Maintain files of office records and materials. Maintain schedule and calendar for use and rental of town facilities.  Place orders for office supplies as needed and in accordance with established policies and Operate and maintain a variety of office machines and computer equipment.  procedures.  Other tasks as assigned. KNOWLEDGE.SKILISNDABILITIES: Professional telephone skills  Ability to deal courteously and effectively with the public. Good oral and written communication skills.  Comprehensive knowledge of standard office practices and procedures, equipment, and Ability to perform mathematical calculations including addition, subtraction, multiplication,  secretarial techniques.  division, decimals, percentages and fractions. Knowledge of secure cash handling procedures. Knowledge ofbasic bookkeeping practices and principles.  29    - Aptitude to use a variety ofa advisory data and information, such as tax statements, policy and procedure manuals, Virginia Code books, Town Code books and financial documents. L Demonstrated ability to interpret policies and procedures. Demonstrated ability to follow oral and written instructions. Demonstrated ability to interact effectively and professionally with a variety of people. Demonstrated ability to perform detailed work in an accurate manner. Demonstrated ability to work with information in a confidential manner. Proficienti in Microsoft Office 2007, specifically Word and Excel. Skilled in use ofs standard office equipment and applications.  - Skilled in 10-key data entry. EDUCATION AND EXPERIENCE:  High school diploma or GED is required; Associate or 4 year degree from an accredited college or university preferred; supplemented by two (2) years previous administrative experience and/or training in an office setting. Must have excellent interpersonal and communication skills.  ADA COMPLIANCE  PhysicalAbility:  Tasks involve the ability to exert light physical effort in: sedentary to light work. Tasks may involve some lifting, carrying, pushing and/or pulling of object and materials ofl light weight (up to 20 pounds). Tasks may involve extended periods at al keyboard or work  station. Dexterity:  Requires the ability to perform skilled coordinated movements, such as keyboarding, using a calculator and operating office equipment and a cash register.  SensoryRequirements: communications ability. Environmental Factors:  Some tasks require visual perception and discrimination. Some tasks require clear, oral  Tasks are regularly performed without exposure to adverse environmental conditions, such as dirt, dust, pollen, odors, wetness, humidity, rain, fumes, temperature and noise extremes, machinery, vibrations, electric currents, traffic hazards, toxic agents, violence, disease or  pathogenic substances.  30    D. DIRECTOR OF PUBLIC WORKS GENERAL DESCRIPTION OFWORK:  Responsible for operation and maintenance of town water and wastewater systems, street maintenance, and grounds and building. The Director of Public Works shall also be in charge of  the establishment of the chain of command.  TYPICALTASKS:  Supervises water and wastewater personnel and Street Maintenance staff. Responsible for operation and maintenance ofv water and wastewater systems including repair and maintenance ofv water supply lines and sewage collection system. Responsible for connection of new customers to water and wastewater systems using either town personnel or, with approval of' Town Manager, contract: services. Responsible Responsible for metering of town water usage, including meter readings and meter Assist Town Manager in overseeing water and wastewater accounts.  for work performed by contractors. maintenance and repair.  Responsible for developing and implementing operations and maintenance procedures for Maintains inventory of equipment, materials and supplies necessary for the performance Responsible for the preparation of reporting documents to appropriate authorities concerning town utilities, and ensuring compliance with all permit requirements. Responsible for employee performance evaluations for individuals assigned to the water Assists the Town Manager inj preparing long-range planning for capital expenditures such Prepares monthly reports on the status of water and wastewater systems for Town Promotes a favorable public image oft the water and wastewater department. Answers and resolves routine customer complaints and questions about water and wastewater Responsible for ensuring that personnel are scheduled to respond to emergency calls.  the water and wastewater systems.  ofduties.  and wastewater departments.  as repair and replacement oft town utilities. Manager and Town Council.  operations.  Isr required to be on-call to respond to emergency situations.  Other tasks as assigned by Town Manager.  KAOWIEDGESKILISAND, ABILITIES:  Thorough knowledge of procedures, materials, tools, and equipment used in the operation Management skills required to supervise and personnel performing tasks associated with Ability to establish and maintain effective working relationships with local and state Ability to communicate clearly and effectively both orally and in writing.  and maintenance of water and wastewater systems. waterand wastewater system operations. agencies and the general public.  31    EDUCATION AND EXPERIENCE:  Graduation from high school or G.E.D with a minimum off five (5): years water and wastewater systems experience, two (2)ofwhich must have been in a responsibles supervisory position. Individual must hold certification from the Commonwealth of Virginia as a Class III Water Operator and a Class II Wastewater Operator. Individual must possess a valid Motor' Vehicle  Additional education may be substituted for experience.  Operator's License.  32    E. WATER/WASTEWATER LEAD OPERATOR  GENERALI DESCRIPTION OF WORK:  Assists Director of Public Works with daily operation oft town water and wastewatersystems.  Responsible for supervision ofs subordinate personnel.  TYPICALTASKS:  Monitors and operates water and wastewater plant and equipment Operates and maintains pumps, motor valves and electrical controls  Observes variations in operating conditions and test results to determine processing Performs and supervises preventative and corrective maintenance on plant equipment Collects water and wastewater samples, operates laboratory equipment and conducts lab Assists Director of Public Works in ensuring that proper lab procedures are followed. Assists in the upkeep ofall records pertinent to operation of the water and wastewater Assists in the operation and repair ofwastewater collection and water distribution Assists the Director of Public' Works with inventory ofe equipment and supplies Required tol be on-call to respond to emergencys situations (on-call rotation)  requirements  testing systems. systems. Reads water meters Other tasks as assigned. KNOWLEDGE.SKILLSAND ABILITIES:  Tests and observes water meters for accuracy.  Understanding and working knowledge of the operations of water and wastewater Knowledge of equipment specification and operations manuals for town water and Ability to effectively supervise personnel performing tasks associated with water and Ability to maintain good workingrelationships with town employeesand the general  systems.  wastewater systems.  Ability to understand and follow oral and written directions.  wastewater system operations.  public.  EDUCATION AND EXPERIENCE: Motor Operator'sLicense.  Graduation from High School ora G.E.D. Must possess or be able to possess within five years,a Virginia Class II Wastewater License and a Virginia Class IV Water License. Must possess a valid  33    F. WATER/WASTE WATER PLANT FERATOR/MECHANIC  GENERALDESCRIPTION. OF WORK:  Responsible for general maintenance of water and wastewater facilities. Assists in operation and maintenance of wastewater treatment plant and water system. Reports to Lead Operator.  TYPICALTASKS:  Monitors and operates water/wastewater treatment plants and equipment Observes variations in operating conditions and test results to determine processing Operates and maintains pumps, motor valves and electrical controls Operates and maintains power, generating equipment  requirements.  Performs and supervises preventative and corrective maintenance on plant equipment. Collects waterand wastewater samples, operates laboratory equipment and conducts lab Assists in the upkeep ofr records pertinent to the water and wastewater systems. Maintains and repairs water and sewer lines and pump stations. Assists Lead Operator with meter testing and maintenance. Required tol be on-call to respond to emergency situations (on-call rotation) Othert tasks as assigned by operator in charge and lead operator.  testing.  Reads water meters. Reads water meters.  SKILLS. KNOWLEDGE AND ABILITIES:  Understanding and working knowledge of the operation of water and wastewater Knowledge ofe equipment specification and operations manuals for town water and Ability to maintain good workingrelationshps with town employees and the general  systems.  wastewater systems.  Ability to understand and follow oral and written instructions.  public.  EDUCATION AND EXPERIENCE: Motor Vehicle Operator's License.  Graduation from High School or G.E.D. Must possess or be able to possess within five yeara Virginia Class III Wastewater License and a Virginia Class IVI Water License. Must possessav valid  34    G. MAINTENANCE WORKER GENERAL DESCRIPTION: Director of Public' Works. GENERALRESPONSIBILITIES:  An maintenance worker performs a variety of maintenance tasks on the Town's water lines, sewer lines, buildings, grounds, streets Wastewater Treatment Plant and the Wharf. Reports to the  Operates automotive equipment and various power equipment. All work in these categories is  performed under the overall direction oft the Director of Public Works.  TYPICAL WORK EXAMPLES: Operates a backhoe Operates an air hammer and power: saw Installs water and sewer lines  Patches and clean streets, clean storm drains Performs construction work on Town streets, sidewalks and buildings. Installs and repairs water and sewer lines, reads water  meters. Unstops sewer lines.  Repair streets after utility construction Patches street after utility construction Cuts grass, paints and cleans sidewalks Performs custodial duties maintenance. and grounds-keeping.  Drives a truck, hauls and spreads material such as sludge, sand, gravel and dirt.  Hauls trash, limbs, brush and operates al bush chipper  May work at Wastewater Treatment Plant performing such duties as cleaning Performs maintenance tasks such as lubrication of Town automotive equipment and  power tools. May make minor repairs to Town equipment. Assists in snow removal operations, shovels snow, drive trucks, etc. Installs street signs. Works on street and sidewalk construction projects. Performs other duties as assigned to the Director of Public Works.  Works with insect control problems  REQUIRED SKILLS:  Ability toj perform a variety of semi-skilled maintenance tasks and manual labor Ability to understand and follow simple oral and written instructions Ability to perform heavy manual labor under unfavorable weather conditions.  SPECIAL REQUIREMENTS:  Graduation from high school or equivalent Operator's License within thirty days.  A maintenance worker must possess or be able to obtain a valid Virginia Motor Vehicle  35    H. CHIEF OF POLICE GENERAL RESPONSIBILITIES:  The Chiefof Police is the ChiefA Administrative Officer of the Department. The final authority in all matters of termination is at the discretion of the Chief of Police. The Chief ofPolice is responsible for setting all the department's training standards, policies, ranks, and discipline. The Chief of Police shall have general charge oft the station house and all property ofthe Police Department.  TYPICALWORK EXAMPLES:  AsI necessary, make recommendations for the adoption of new Town ordinances or the Supervise the maintenance of police vehicles and any other equipment needed for the Prepare periodic and special reports, and assures that adequate records are Plan and coordinate the training of members in procedures, duties and proper use of Identify criminal offenders and criminal activity and, where appropriate, apprehend Coordinate with other local, state, and federal authorities in area/regional law enforcement matters. Possess knowledge of area/regional state & federal task force Receive and dispose of complaints, attend civic club and school meetings to explain the activities and functions of the Police Department and to establish favorable public Inc consultation with the Town Manager, recommend policies and regulations Ensure compliance with all laws which the department or its officers have the Organize, direct and control all resources of the department to preserve the peace, Establish a routine of daily duties to be performed by officers. Designate an officer to Promote police presence in the downtown business area through periodic foot patrols Keep himself informed of departmental affairs, ensuring that the duties and Maintain a daily watch to watch log of events for review by assigned Police officers to Develop a policy covering the safekeeping of all evidence and any property recovered, Due to manning constraints of the department, perform the duties and shifts of a  amendment ofe existing ones. operation oft the department. maintained ofall department activities.  equipment.  offenders and participate in subsequent court proceedings.  infrastructure and general procedures.  relations.  governing activities of the Police Department to the Town Council.  authority to enforce.  protect persons and property and enforce the law. serve as commanding officer in his/her absence.  asas standard routine.  responsibilities of members are properly discharged. ensure efficient & effective continuity of operations.  found or confiscated.  Police Officer in enforcing the law.  36    KNOWLEDGE.SKLISANDABILITIES  Comprehensive knowledge of laws, rules, and court decisions relating to the administration of criminal justice and law enforcement; comprehensive knowledge of scientific methods of crime detection, criminal detection, criminal identification and radio communication; comprehensive knowledge of controlling laws and ordinances; thorough knowledge of the geography of the Town; knowledge of state and federal law enforcement general policies & procedures to ensure effective interoperability; demonstrated ability to lead and direct the activities of Police Officers; ability to maintain cooperative relationships with other Town officials and with the general public; ability to evaluate the effectiveness of the police department and to institute improvements; ability to prepare and review reports; resourcefulness and sound judgment in  emergencies; demonstrated integrity and tact. EDUCATIONANDEXPERIENCE:  A high school diploma, possession of a valid Virginia Driver's License, current First Aid Certification, plus extensive experience in a variety of law enforcement tasks and functions,  coupled with complementary ysupervisory experience.  37