The board’s most pressing discussion revolved around the interim superintendent of the water department, Steve, who is currently working 37.5 hours per week, although his role was originally designated as a part-time position. The former superintendent’s role was set at 19 hours weekly, with a pay rate of around $41 per hour. Steve’s current pay is $25.81 per hour, leading to debate over whether he should receive the former superintendent’s rate for 19 hours and his current rate for additional hours, or if full-time pay at the superintendent rate was warranted given his responsibilities. Concerns were raised about budget constraints and the need for a town meeting to approve any changes to the pay structure if moving to a full-time position. A consensus began to form around maintaining the 19-hour pay rate at the higher level, aligning with the current budget.

The meeting also highlighted the challenge of maintaining effective communication with residents through the town’s reverse 911 system. Concerns were raised about the system’s reach, with only 33% of recipients reportedly picking up calls during heat relief notifications. The limitations of text notifications were discussed, and the board agreed on the importance of managing and updating the emergency notification list. It was noted that residents could self-register through the town website, but they couldn’t remove their numbers, potentially leading to confusion. The board emphasized the need for clarity on who manages the system and considered contacting the current vendor to explore improvements to the text messaging capabilities.

Holiday pay policy was another significant topic, particularly regarding a full-time employee who worked on a holiday and requested compensation. The existing policy allows employees who work on a holiday to choose between time-and-a-half pay or regular pay plus a compensatory day off within 60 days. However, ambiguity over the employee’s classification as salaried or hourly complicated the decision-making process. The board expressed hesitance to interpret the policy without legal guidance, especially given discrepancies between the online policy from 2014 and a newer version from 2021. The need for a review of these documents was acknowledged to ensure accurate policy application. The board ultimately decided to seek legal advice and entered executive session to discuss strategies related to employee compensation and other contractual matters.

The Board of Health provided updates on grant applications for a paint shop and a compactor. The paint shop would facilitate proper paint disposal for residents, excluding hazardous oil-based paints. The estimated cost for the paint shop grant is $6,000. A $20,000 grant was also discussed for a compactor, although its approval was uncertain, as larger cities typically receive priority. Additionally, plans for a Narcan training session aimed at educating the community on opioid overdose response were shared, along with discussions on potential locations for Narcan storage, including public spaces and emergency vehicles.

In other business, the board made several appointments to town positions. Motions were passed with minimal opposition for roles such as treasurer tax collector and safety director. The appointment of a new town administrator and emergency management official prompted more discussion.