A focal point of the meeting was the debate over pay rates for the administrative assistant role. The assistant, having taken on additional duties owing to the absence of a Town Administrator, was at the center of discussions regarding whether to increase hours or make salary adjustments. The committee recommended increasing the assistant’s weekly hours from 24 to 29 until the end of the fiscal year. However, the committee deferred making a decision on permanent salary changes until more information was available and elected to await the select board’s decision before finalizing their recommendation.

The committee also scrutinized the compensation for the Library Director, operator labor positions, and the senior operator. A recommendation was made to raise the entry-level rate for the operator labor position to $27.08 per hour and to maintain a 3% increase for employees with over three years of experience.

Extending the discussion to a broader range of town positions, the committee examined the salaries of the senior operator, fire chief, police chief, water superintendent, and custodian, comparing them to median rates and considering the cost of living in Whately. Noting the fire chief’s salary was below the median, they discussed an increase to align with it. Similarly, they considered an adjustment to the police chief’s salary to keep it competitive. Concerns were raised about the water superintendent’s salary being among the highest, which could pose challenges in future recruitments.

The custodian’s salary was also evaluated, with a proposal to increase it to the median barring specific reasons for exemption. The committee moved to adjust several positions’ salaries to the median, with clear dollar amounts specified for each role. The discussion extended to the cost of living, with the committee agreeing to meet again on April 1st to delve deeper into cost-of-living adjustments and to gather more data for informed decision-making.

The meeting was not solely focused on compensation; attention was given to the overhaul of the draft Personnel policies. The committee engaged in a review of policy sections, including health and retirement insurance, unemployment insurance, and the calculation of length of service. They highlighted the need for clarity in language, especially for employees transitioning from part-time to full-time roles. Other key policy areas discussed were remote work under workers’ compensation, sick leave proration, and discipline policies.

A clear lactation accommodation policy was addressed, with the committee debating the specifics needed to comply with Mass general laws chapter 62. The handling of medical records for applicants, verification of I9 forms, and the administration of compensatory time and longevity pay were all points of contention. The termination of employment policy was also examined, focusing on due process rights and the inclusion of language to reflect progressive discipline and probationary periods.

The committee underscored the importance of aligning policies with practical considerations, such as the availability of employee assistance programs and the challenges of obtaining detailed employee references. They also tackled the stipulations regarding unpaid leave, town vehicle policies, and employee grievance and dispute resolution procedures, emphasizing the need to clearly outline the process for addressing discrimination and harassment complaints.

To ensure a comprehensive approach, the committee concluded that department heads should further review the draft policy before finalization. The meeting also encompassed casual conversations among members, as well as updates on personal matters such as vacation and travels.