The council approved a 4% salary increase for the town administrator, setting the new salary at $136,782, along with an allotment of 3 weeks of vacation. This decision followed an acknowledgment of the administrator’s dedication and the workload that extended beyond the standard 35-hour workweek. The discussion also shed light on the salary increase for an administrative secretary, where the council approved the proposed full amount in recognition of the employee’s performance.

The meeting then moved to the salary adjustment for a purchasing assistant. It was clarified that the stipend for the qualified purchasing agent (QPA) designation would be incorporated into the assistant’s base salary. The rationale for this change was explained by the town administrator, emphasizing the distinction between a stipend and salary. The approval of this salary adjustment was unanimous.

Next, the role of the recycling coordinator was examined, with the town administrator detailing the job responsibilities. After the presentation, the council approved the proposed salary adjustment for the recycling coordinator. The classification of town hall employees as exempt or non-exempt, along with their eligibility for overtime pay, was also addressed, with an acknowledgment of the need to review the policy on overtime.

The assistant clerk’s salary was debated in light of an extensive list of responsibilities, including duties related to the Board of Health, animal licensing, budget preparation, and various permits. The council, after much discussion, decided to approve the salary as proposed but committed to revisiting the issue after obtaining more comparative data on similar positions in other towns.

The council also scrutinized the election salary and wages, questioning why a 2% raise, consistent with other positions, had not been applied. The payment structure for the clerk and assistant revolving around election compensation was clarified, and the council approved the existing salary and wages without the 2% increase, with intentions to review the matter in the future.

Discussions on the health secretary’s salary and meeting fees led to the approval of the current amounts without an increase. The tax collector’s salary was recommended for a 2% raise.

The meeting briefly touched upon operational logistics, such as the extended hours for certain departments and the reduction of lunch hours for others. The clerk’s office requested to maintain its current schedule. The council also deliberated over the salary of the planning and zoning board secretary, proposing an increase to $40,000 for full-time work. This led to discussions about the secretary’s performance, work schedule, and compensation for attending meetings.

The council decided to postpone votes on certain items to the next meeting, opting for further discussion before finalizing decisions. A motion to enter into a closed session was made, with brief mentions of accommodating the clerk’s position during such sessions. A text message from a former council member regarding additional funds for information on a particular matter was also acknowledged, but no vote was taken.

In addition to the salary debates, the council addressed several community concerns and initiatives. There was a request for recognition of the academic decathlon team from Westwood Regional High School for their state championship. The council acknowledged the need for recognition and discussed the legal requirements for discussing employees’ matters publicly or in closed sessions.

Furthermore, the meeting included updates on various town projects and initiatives. The completion of playground repairs and the road resurfacing program were reported, and the successful accreditation of the police department was announced. The recreation department’s activities, including the basketball season and summer camp registration, were highlighted. The fire department’s assistance with the installation of new equipment at local playgrounds was also mentioned.

The council members expressed their opposition to the rice notice procedure, a process of notifying employees prior to discussions about their personnel matters. The debate centered on whether discussions about employees could take place in public or closed sessions and the interpretation of the law regarding the “right notice” process.