The following rules have been adopted to ensure proper use of the Stark Covered Bridge by community organizations and/or individuals who are taxpayers or residents of the Town of Stark, NH:

• Requests for use of the Stark Covered Bridge shall be made, in writing, to the Select Board at least 60 days prior to the date of use. 
• The party responsible for the use of the Stark Covered Bridge shall have on duty, a certified police officer for the time the bridge is closed; a statement of agreement between the police officer and the individual using the bridge, along with contact information, shall be submitted to the Town Office 7 days prior to the event. 
• Bridge Closed/Road Closed signs shall be posted at both ends of the bridge throughout the time the bridge is closed.
• Bridge closure date and time will be advertised in a local newspaper by the Town of Stark at least one week prior to the date the bridge is closed at the user’s expense.
• The Town of Stark, NH does not discriminate because of race, national origin, color, age, familial status, sex, gender identity, sexual orientation, political affiliation or belief, religion, physical disability, mental disability. 

Adopted by Select Board on November 15, 2023

Pursuant to RSA 669:7, in order to eliminate potential and perceived conflicts of interest in the Town of Stark, Selectmen must recuse him or herself from voting/decision making if the following apply:

1. The Selectman is employed, paid or non-paid by the Town of Stark, from any decisions relating to the office/department in which they are employed.
2. The Selectman owns a business or has interest in a business or is related to a business owner that submits a proposal for work to the Town of Stark.
3. The Selectman is an Officer of an organization or board or is in any personal way related to leadership of an entity that could benefit from a decision by the board.

If the remaining two members do not agree on the decision being made, or if there is only one remaining member that is not in conflict the following shall apply:

Pursuant to RSA 43:7, the Place of a selectman or other officer so disqualified shall be supplied by appointment, by the other members of the board, of a qualified and elected person who has theretofore holden the same office in the town. The other members of the board shall choose a member that has most recently completed a full term of office and who himself/herself has no potential conflicts of interest.

Adopted by Select Board on March 5, 2025.

Title: Credit/Debit Card Policy

SECTION I. PURPOSE:

The purpose of this Policy is to establish guidelines and procedures for the use of Town issued credit cards for Town purchases.

SECTION II. AUTHORITY:

This Policy has been adopted by the Board of Selectmen in accordance with RSA 31:39 as it relates to their management of the Town’s prudential affairs and their authority over expenditures.

SECTION III. DEFINITIONS:

A) “Cardholder”: Refers to employees, elected officials or committee members of the Town of Stark that have been issued a Town credit card.

B) “Corporate Credit Card”: A credit card account utilizing several individual cards, with individual purchasing limits, consolidated under one account for ease of billing and tracking. The credit card account to be utilized will be established by the Treasurer and employees will not be authorized to open separate credit card accounts with other financial institutions, department stores or other entities.

C) “Credit Card Issuer”: The financial institution utilized by the Town to provide credit cards.

D) “Credit Limit”: The maximum balance allowed for a particular cardholder over the course of a monthly billing cycle.

E) “Department Heads”: Management level employees, elected officials or committee members that have been charged with the oversight of a particular department’s operations and budget.

F) “Finance Office”: Refers to the Assistant Town Treasurer

G) “Town”: Town of Stark, New Hampshire

SECTION IV. OBJECTIVES:

The primary objective of the credit card policy is to establish guidelines for cardholders that have been issued Town credit cards for the purpose of purchasing Town goods and/or services as required based on their job position with the Town. The purpose of establishing a “corporate” credit card for Town purchases is as follows:

1. To facilitate a streamlined method of purchasing relatively small dollar items thereby reducing paperwork and processing time.
2. To eliminate the need for several “store” issued credit cards currently being utilized by several Town departments and consolidate into one “corporate” card.
3. To provide a method of purchasing items via the Internet, thereby taking advantage of more competitive pricing for certain goods.
4. To minimize the need for employees to utilize their own personal funds to procure goods and/or services for the Town.

SECTION V. SCOPE:

The Finance Office will oversee the issuance of credit cards in accordance with this Policy and in conjunction with the Town department heads. Cards will be issued to appropriate individuals who handle the purchasing needs of each department. The Finance Office will coordinate with the credit card issuer in determining appropriate individual credit limits (refer to separate Cardholder List maintained by the Finance Office). The overall credit limit for the Town shall not exceed $20,000.

SECTION VI. CREDIT CARD USE:

The credit card is to be used for Town purchases only. Use of the credit card for personal purchases or expenses with the intention of reimbursing the Town is prohibited. Cash advances through bank tellers or automated teller machines are prohibited.

Each credit card is embossed with the cardholder’s name and shall not be lent to any other person. Cardholders are responsible for the security of their credit card and shall immediately notify the Finance Office if a card is lost or stolen. Cardholders shall sign the attached Cardholder Agreement as shown in Appendix A.

Cardholders shall be responsible for purchasing within established credit limits. Department heads shall be responsible for ensuring that any purchases with a Town credit card are conducted within the authorized department budgetary limits.

Purchases made by Cardholders must be accompanied by original receipts and submitted to the Office Manager within five business days of purchase, so that they may be accounted for once the billing statement is received. Receipts must be stamped with the department head’s authorization and budgetary allocation in accordance with the Town’s Purchasing Policy. Receipts should include Vendor name, date of purchase, product, and total.

If a return or exchange is required, department heads shall verify that proper credit was received from the vendor and submit the appropriate paperwork to the Finance Office to accompany the billing statement. In no case shall a cardholder accept cash in exchange for a returned item.

It is the responsibility of the cardholder to notify the Office Manager immediately if there is any suspected fraudulent activity on the credit card. It is essential that time frames and documentation requirements established by the credit card issuer be followed to protect the cardholder’s rights in a dispute.

SECTION VII. TERMINATION:

Upon termination of employment or separation from acting in an official Town capacity for any reason, the cardholder must relinquish their credit card at the time of separation from the Town. The Office Manager will notify the credit card issuer in writing, and the cardholder’s card will be immediately deactivated.

SECTION VIII : WAIVERS:

The Board of Selectmen may vote to waive any portion of this policy if the Board deems it to be in the best interest of the Town of Stark.

SECTION IX: AMENDMENTS:

This policy may from time to time be amended by the vote of the Board of Selectmen at a regularly scheduled Selectmen’s Meeting. Notice of proposed changes shall be posted in at least two (2) public places, one of which must be the Town Hall, at least 14 days from the date of the meeting.

SECTION X: EFFECTIVE DATE:

This policy shall be effective upon a vote of the Board of Selectmen.

Adopted By Board of Selectmen – Date: May 21, 2025

APPENDIX A

Cardholder Agreement

I have read and understand the Credit Card Policy for the Town of Stark. I understand that any violations of this policy will result in disciplinary action in accordance with the applicable Town Personnel Policy and/or Collective Bargaining Agreements.

______________________________    ______________________________    ___________________

Cardholder Name Printed                      Cardholder Signature                            Date

TOWN OF STARK NH

POLICY LETTER 

                15 May 2024

Title:  DISCIPLINE

Statement: The Selectmen hereby adopt a discipline policy in accordance with the requirements of RSA 28 l-A:64(II). Additionally, the establishment of a uniform written plan for discipline is intended to encourage an understanding of expectations for both the employer and employee and to promote consistent and equal treatment. 

Department Heads will maintain counseling files on all subordinates. Department Heads will make at a minimum yearly entries evaluating each subordinates’ performance to include positive attributes and suggestions for how to improve in deficient areas.  

Scope: This policy applies to all part-time and full-time employees of the Town and to all elected, appointed or volunteers to all tasks undertaken as work in the name of the Town.  

Comments: The following disciplinary measures exist for Town employees: 

a) Verbal warning

b) Written warning 

c) Suspension 

d) Dismissal .

VERBAL WARNING:

a) The Selectmen shall be authorized to use the verbal warning of discipline to correct an employee’s unsatisfactory work performance or misconduct for 1st offenses under the written warning section, or if the board feels a verbal warning is more appropriate considering the circumstances.

WRITTEN WARNING: 

A) The Selectmen shall be authorized to use the written warning to correct an employee’s unsatisfactory work performance or misconduct for offenses including, but not limited to: 

1)  Failure to meet any work standard as defined in job description.

2)  Unauthorized absences from work.

3)  Harassment: Age, sex, race, physical or mental disability, religious          creed, national origin or sexual orientation.

4)  Exhibiting physically or verbally abusive behavior in the workplace including, but not limited to injuring or attempting to injure any person in the workplace.

5)  Expenditure of public funds over $500 without prior approval of the Selectmen unless the existence of an emergency be proclaimed by the employee and an attempt has been made to contact the select board (example: emergency vehicles, snow removal equipment, fire trucks, building emergencies etc.) Expenditures of money not determined to be an emergency by the Select board will result in written warning signed by said employee prior to returning to his or her duties. 

6)  Failure to report immediately the expiration of a license or certificate required to perform required duties.

7)   Failure to report immediately any illegal activity the employee is involved in whether during or outside of Town duties that may affect his/her duties within the town and may require the SB to change the employees duties.  Such activities would include but not be limited to: embezzling, drunk driving or domestic abuse.

8)  Disregard of safety policies and procedures.

9)  Unauthorized use or misuse of information or communications systems (telephone, computer, two-way radio etc).

10)  Insubordination

B) Each written warning shall: 

1)  Contain a narrative describing in detail the reason for the warning.

2)  List the corrective action that the employee shall take to avoid      additional disciplinary action. 

3) Indicate that failure to take corrective action could result in additional disciplinary action up to and including dismissal. 

4) Be signed by the Selectmen and employee to acknowledge receipt. 

5) Copies distributed to the employee and the employee’s personnel file. 

C) If an employee fails to take corrective action as outlined in a written warning, the employee shall be subject to additional disciplinary action up to and including dismissal. 

SUSPENSION: 

Without Pay: 

1. The Selectmen shall be authorized to suspend an employee without pay for offenses including, but not limited to all offenses listed under written warning and: 

1)   The loss of a license or certificate required for performance of the duties of a position.

2)   Threatening the safety of another person.

3)   Willful falsification of public records.

B) An employee shall not be suspended under this rule until the Selectmen

1) Offer to meet with the employee to present whatever evidence supports the decision to suspend the employee. 

2) Provide the employee an opportunity at the meeting to refute the evidence. 

C) The-Selectmen shall provide written notice of the suspension to the employee detailing: 

1) The cause of the suspension. 

2) The duration of the suspension.  

3) Specific corrective action to be taken. 

4) Notice that suspension shall be deemed a written warning. 

D) If an employee fails to take corrective action, the employee shall be subject to additional disciplinary action up to and including dismissal. 

With Pay: 

A) The Selectmen may suspend an employee with pay for a limited period of time when: 

1) Allegations made against an employee are related to the employee’s duties and require an internal investigation. 

2) Such allegations necessitate the removal of the employee from the workplace. 

B) The Selectmen shall provide written notice to the employee detailing: 

1) The cause of the suspension. 

2) The duration of the suspension. 

C) The Selectmen shall provide a written notice at the conclusion of the investigation indicating what action will be taken. 

DISMISSAL for disciplinary reasons: 

A)The Selectmen may dismiss an employee for offenses such as, but not limited to: 

1) Theft of goods or services from the Town, another employee or client of the Town. 

2) Willful abuse, misuse or destruction of Town property or the property of another employee or client of the Town. 

3) Violation of a town policy, the text of which clearly states that violation of same will result in dismissal. 

4) Fighting or attempting to injure another in the workplace. 

5) Refusal to accept a work assignment. 

6) The loss or expiration of a license or certification required for performance of the  duties of a position. 

7) Willful falsification of records including, but not limited to: 

a)Personnel forms and eligibility for employment forms. 

b) Applications for employment.

c) Public financial records. 

8) Willful misuse of a supervisory position. 

9) Willful release of confidential or privacy act information. 

10) Performing duty assignments while under the influence of alcohol or drugs. 

11) Consumption of alcohol and or drugs while on duty. 

12) The use, possession, distribution or dispensation of a controlled substance at any workplace. 

13) Harassment 

14) Unauthorized use or gross misuse of information or communications systems. 

15) Non-compliance with Select board requests in their attempt to execute this policy to include but not limited to:

a) Not signing written warnings or suspension letters 

b) Not responding to written requests to make an appearance before the board.

b) Refusing to meet with the board in any manner (written, verbal or action of not showing) in order for the board to discuss the matter and make a decision.

B) The Selectmen shall be authorized to dismiss an employee by issuance of a third written warning for the same or different offenses within a period of 5 years. 

C) An employee shall not be dismissed under this rule until the Selectmen: 

1) Offer to meet with the employee to discuss the evidence that supports the decision for dismissal. 

2) Offer to provide the employee an opportunity to refute the evidence or decision. 

d) If the Selectmen, after having met with the employee, find there is sufficient grounds to dismiss an employee, shall provide written notice of dismissal, specifying the nature and extent of the offense. 

e) Nothing in this rule shall prohibit the Selectmen from allowing an employee to request in writing that he or she be allowed to resign in lieu of discharge. 

f) Nothing in this rule shall require that the Selectmen allow an employee to resign in lieu of being dismissed for cause. 

DISMISSAL (for non-disciplinary reasons): 

A) The purpose of this rule shall be to provide for the removal of an employee for non-disciplinary reasons when:

a) The employee is physically or mentally unable to perform the essential functions of the position to which appointed. 

b) The employee’s condition creates a direct threat or hazard for the employee, coworkers or clients of the town which cannot be eliminated by a reasonable accommodation. 

c) The employee’s presence in the workplace, because of the medical condition, is deleterious to the employee’s health. 

B) The Selectmen may request (at a limited expense to the Town of Stark) the employee to provide a written assessment from the employee’s licensed health care practitioner detailing the employee’s general state of health and the nature of any relevant injury, illness or condition which ay affect the employee’s ability to perform all of the bona fide occupational duties of the position.

C)  Prior to the removal of an employee, the Selectmen shall determine if any of the following adjustments can be made to avoid removal for non-disciplinary reasons: 

1) Amend the duties of the position to accommodate the known medical condition, provided, however, that such amendment does not alter the essential duties and responsibilities of the position. 

2) Transfer the employee to a position for which the employee qualifies which will not require removal. 

3) Demote to a position for which the employee qualifies. 

D)  Removal from employment under this part shall not reflect discredit upon the prior service of the employee. 

E)  The employee’s personnel file shall note that removal was for non-disciplinary reasons.

______________________________________________________________________________

I have read and understand the Town of Stark Discipline Policy and also understand that a signed copy of this policy will be filed in my personnel file.

Name:  _________________________________________

Signature: ______________________________________ Date: _______________________

TOWN Of STARK NH POLICY LETTER

Date: 16 July 2025

Title: Code of Conduct

All employees are required to comply with the Town’s standards of conduct, which are intended to promote consistency and harmony in the workplace, and to support the Town’s objectives. The general standards of conduct are an overview and are not an all-inclusive list. Conduct, which is unacceptable, may lead to disciplinary action, up to and including termination.

Town employees are expected to maintain common standards of honesty and decency. Employees should take responsibility for their actions and treat others with courtesy, be professional, act in a manner that promotes a good working relationship, and behavior that reflects positively on the Town.

Absence and Lateness Town employees who are absent or tardy affect the services and efficiency of Town departments. Excessive absenteeism and/or lateness, failing to call in when absent, overstaying allotted break time, leaving the work area or work early without permission, and misuse of any leave of absence time are all  xamples of inappropriate behavior.

Courtesy, Respect and Professional Conduct Employees shall be courteous and respectful to the public and co-workers. Verbal abuse, disrespect, lack of cooperation, profane language or gestures, uncooperative behavior, harassment, making false or unfounded accusations, undermining the directive of a supervisor or neglect of visitors or co-workers is not acceptable behavior.

The following areas are intended to guide you in recognizing certain behaviors which are clearly prohibited, and which are considered by the Town to constitute cause for disciplinary action, up to and including termination of employment:

Employment Records Making a false statement on the application form, falsifying Town and/ or employment records, falsifying, tampering or unauthorized viewing of time clock records, fraudulent off-site clocking in using the time and attendance system indicating you are working when you are not working, and clocking in or out for another employee are all prohibited.

Failing to clock in or out of the time and attendance system for consecutive days or a history of failing to clock in or out may result in progressive discipline.

Safety Violation of safety regulations or endangering the health or safety of other persons; failing to report any work-related accidents.

Crime Conviction of a crime that reflects on or impacts the employee’s continued ability to

perform the essential functions of their position.

Dishonesty Dishonesty to a coworker, supervisor, resident, visitor, or Town representative.1 of 2

Incompetence Repetition of avoidable mistakes after receiving performance coaching.

while on the job; being under the influence of or testing positive for these substances during working hours. Consuming or possessing alcoholic beverages on Town property while engaged in work for the Town. Excessive use of alcohol while representing the Town at any function, including offsite conferences, meetings, and networking social events that are primarily for Town business purposes. Under no circumstances should Town funds be used to purchase alcoholic beverages.

Medical Marijuana The Town will comply with New Hampshire law regarding the use of lawfully prescribed medical marijuana. Employees are not permitted to work while under the influence of marijuana, whether prescribed or not, unless the employee has been granted, in writing, an accommodation allowing such use. Employees seeking guidance about how a medical marijuana prescription will impact their work should see the Select Board. Employees who are concerned that they have substance abuse problems are encouraged to contact the NH Department of Health and Human Services.

Neglect of Duty Negligence in the performance of duties which conflicts with the Town’s interest. Neglect of duty resulting in inferior work, equipment breakdown, or waste of materials, supplies, or products.

Incidental Use of Time The Town understands that employees may, on occasion, need to take personal calls, engage in a brief personal visit, or run an errand during the workday. Employees are expected to do these things during break times or, if that is not possible, avoid personal tasks during peak times. Supervisor or town office/official should be aware of this absence.

Unsatisfactory Job Performance Failing to demonstrate the requisite skills or abilities to

satisfactorily perform the employee’s duties.

Telephone, Facsimile, Computer, E-Mail, Copier Excessive use of Town telephone, facsimile, computer, e-mail, Internet access and/or copier for personal purposes.

Theft or Destruction of Property The theft, negligent or intentional destruction, or removal of Town assets with the intention of profiting from any Town property includ ing time clocks or the personal property of a coworker, resident, visitor, or Town representative.

Sexual or Other Unlawful Harassment Discrimination Sexual or other unlawful harassment, and/or inappropriate conduct in violation of Town policies. Retaliation against anyone who has complained of alleged harassment or discrimination or has participated in an investigation of a complaint.

Pornography The Town prohibits any type of pornographic items (magazines, pictures, DVDs) on any Town devices or Town property.

Insubordination Acting in an insubordinate manner toward any supervisor or in disregard of any lawful directive of the Town. Violation of the Town’s Policies, Procedures or Rules Violating or failing to follow the Town’s policies, procedures, or rules.

2 of 2

TOWN OF STARK NH

POLICY LETTER

16 April 2025

Title: Employee Travel Policy

The Town of Stark, NH will pay for the following items for training required by the Town of Stark:

Employees will receive the normal rate of pay during required training hours, not during travel.

Mileage to and from training at the current GSA rate for out-of-town training.

Reimbursement for overnight accommodation at the current GSA rate.

Reimbursement for accommodations must be approved by the Select Board prior to training.

INSTRUCTIONS FOR FACILITY/PREMISES LICENSE AGREEMENT

A temporary license to use public facilities or premises in the Town of Stark, NH for public functions is permissible with approval of the Stark Select Board 60 days prior to the event. To submit a request for a temporary license to use the Town of Stark, NH facility/premises, please follow the instructions below:

1. Return the completed Facility/Premises License Agreement to the Town of Stark Select Board for review 60 days prior to the event. Please allow 14 days for review and approval.

2. Submit one (1) copy of your certificate of liability coverage in which the Town of Stark, NH is listed as additional insured, and attach the actual additional insured provision or endorsement 7 days prior to the event. Liability coverage limits must be no less than $1,000,000 per occurrence.

3. You will be required to provide a security deposit 7 days prior to the event. Requests to waive any of these requirements must be made to the Town of Stark Select Board and will be granted only when based on substantial hardship.

4. Provide all other information requested in the Facility/Premises License Agreement 7 days prior to the event.

5. If you have questions regarding the Facility/Premises License Agreement, please contact the Office Manager at Stark Town Hall.

6. Carefully review the attached policy and rules regarding private use of public premises in the Town of Stark, NH.

Adopted by Select Board November 16, 2023

TOWN OF STARK, NEW HAMPSHIRE

FACILITY/PREMISES LICENSE AGREEMENT

This Agreement, dated _________________________, by and between the Town of Stark, NH and _______________________________________(“User”) is for a temporary revocable license to use a public facility or premises in the Town of Stark, NH for a private function.

In consideration of the mutual covenants and conditions stated herein, the parties agree as follows:

1. FACILITY/PREMISES. The Town allows use of ___________________________ for the event described below, subject to the terms and conditions set forth below.

2. EVENT. Describe the event for which the facility/premises will be used:
_____________________________________________________________________________________

3. DATE & TERMS OF LICENSE. The date of the event will be ____________________________________ from _____(am/pm) until _____ (am/pm), at which time the LICENSE expires.

4. NATURE OF LICENSE. License to use the facility/premises will be temporary, revocable, and conditional. The Town of Stark, NH reserves the authority to revoke the license in its sole discretion at any time prior to expiration without penalty or liability, and to impose conditions upon the license in the public interest.

5. SMOKING & ALCOHOL USE. Smoking and alcohol use is prohibited in the facility/premises.

6. POLICE PRESENCE. There must be a licensed police officer on duty at the event. A statement of agreement between the police office and the individual(s) applying for use will be submitted to the Town of Stark, NH.

7. INSURANCE. User will procure and maintain at its sole cost and expense, comprehensive general liability insurance in which the Town of Stark, NH is an additional insured with coverage of $1,000,000 per occurrence. User will furnish the Town with a certificate of insurance and endorsement. If you cannot provide proof of insurance, you can purchase a Tenant User Liability Insurance Policy (TULIP). Town of Stark must have proof of insurance 7 days prior to the event.

8. SECURITY DEPOSIT $250.00. Submitted to the Town of Stark when the agreement is approved and signed by the Select Board.

9. CLEAN-UP. Users will leave the facility/premises in a neat, orderly, and clean condition. The User will be responsible for, and liable to, the Town of Stark for all repairs to the facility/premises required because of damage caused by User and/or User’s guests and venders.

10. RETURN OF SECURITY DEPOSIT. Withing three (3) business days following the event, the Town will inspect the facility/premises. If user and/or user’s guests or vendors have not caused damage to the facility/premises and have left the facility/premises clean and orderly, the Town will return the security deposit to user by first class mail within ten (10) business days. If the user and/or user’s guests or vendors have caused damage to the facility/premises or left the premises unclean/unorderly, the Town may retain all or a portion of the security deposit. If the Town retains any of the security deposit, it will give written notice to the user specifying the amount retained and the reasons, therefore. The Town’s remedies for damage shall not be limited to retention of the security deposit and the Town may pursue any additional remedies authorized by law to recover its damages or losses.

11. INDEMNIFICATION AND HOLD-HARMLESS. To the fullest extent permitted by law, user shall protect, indemnify, safe, defend, and hold harmless the Town of Stark, NH including its officials, agents, volunteers, and employees (“Indemnified Parties”), from and against any and all liabilities, obligations, claims, damages, penalties, causes of action, costs, interest and expenses, including but not limited to reasonable attorney and paralegal fees, which Indemnified Parties may become obligated or suffer by reason of any accident, bodily injury, personal injury, death of person, or loss of or damage to property, arising indirectly or directly under, out of, in connection with, or as a result of this Agreement or the activities of the user or its agents, employees, guests, vendors, contractors or subcontractors, and even if allegedly or actually caused in whole or in party by any negligent or intentional act or omission of Indemnified Parties.

12. ASSIGNEMNT. This Agreement is not assignable to any other person or entity.

13. RIGHT OF ENTRY AND TERMINATION. The Town, its officers, agents, and employees shall have the right to always enter the facility during the event to confirm the user’s conformance to this agreement. If the Town determines, in its sole judgement, that it would like to terminate the license for any reason, it shall have the right to immediately terminate this agreement at any time without penalty or liability and the user, its guests, and vendors shall cease the event and exit in an orderly manner.

14. CONFORMANCE WITH LAW AND RULES. The user agrees that the user will abide by and conduct its affairs in accordance with this agreement and all policies, laws, rules, regulations, and ordinances. The user shall not engage in or allow any disorderly, unruly, loud, unsafe, or illegal activity to occur at the Town facility/premises.

15. MODIFICATION/AMENDMENT/MERGER. This agreement constitutes the entire merged agreement between the parties. As medication, amendment, or supplementary provisions must be in writing, signed by both parties, and expressly modify this agreement.

6. SEVERABILITY. If a court of law determines that any provision of this agreement is unlawful or unenforceable, such provision shall be stricken and the remainder of the agreement shall be enforceable. A court of law may reasonably reform any stricken provision to effectuate the parties’ intent.

17. CHOICE OF LAW/FORUM. This agreement shall be construed under New Hampshire substantive law without regard to any rules governing choice of law. Any court action regarding this agreement must be filed and litigated in the New Hampshire Superior Court in Coos County, New Hampshire.

18. ATTORNEY’S FEES AND COSTS. Any legal proceedings regarding this agreement, the Town shall be entitled to recover from the user the Town’s reasonable attorney’s fees and costs to the extent the Town is a prevailing party.

19. DISCRIMINATION. The Town of Stark, NH does not discriminate because of race, national origin, color, age, familial status, sex, gender identity, sexual orientation, political affiliation or belief, religion, physical disability, mental disability.  

The parties have executed this agreement at Stark, NH this _____ day of _______________, 20_____.

TOWN OF STARK, NH SELECT BOARD                                             

______________________________                                                                                                                                   

SELECT BOARD CHAIR SIGNATURE                                                                   PRINTED NAME

______________________________                                                                                                                                   

SELECT BOARD MEMBER SIGNATURE                                                              PRINTED NAME

______________________________                                                                                                                                   

SELECT BOARD MEMBER SIGNATURE                                                              PRINTED NAME

RESPONSIBLE PARTY

______________________________                                                                                                                                   

RESPONSIBLE PARTY’S SIGNATURE                                                                  PRINTED NAME

______________________________                                                                                                                                   

ADDRESS                                                                                                                CITY, STATE, ZIP CODE

______________________________                                                                                                                                   

PHONE NUMBER                                                                                                  EMAIL

I. Unpermitted Fire

a. Full cost of fire will be billed regardless of residency status.

II. Structure Fire

a. No billing to taxpayer or ward of taxpayer.

III. Fire Warden Involved Call (State) i.e. campfire out of control, lawn fire, leaves or brush burning, etc.

a. Resident or Taxpayer or ward of taxpayer—billed for difference between town rates and State rates.

b. Non-Resident or not a ward of taxpayer billed full amount.

Adopted by Select Board on October 2, 2024.

The purpose of this policy is to provide a guideline and understanding to monetary compensation for the Stark Vol. Fire Department personnel. This policy will be referred to and followed should any questions occur for the monetary compensation to fire department personnel. Prevailing hourly rates are set by the Town of Stark, Board of Selectmen, and included in the personnel files of each firefighter as part of the records management system.

Emergency Responses:

Tone Outs

1. Fire department personnel shall be paid the prevailing hourly rate for emergency responses as set by the Town of Stark, Board of Selectmen.
2. The hourly rate shall be paid to personnel who respond to fire department emergency calls as dispatched by the Grafton County Dispatch Center and sign in on the attendance sheet for each respective call for which they respond.
3. Personnel shall be paid a minimum of two (2) hours of pay with additional compensation paid every quarter (1/4) hour thereafter until the emergency scene has been cleared, apparatus has returned to the station, and all equipment has been cleaned and put back in service.
4. If personnel need to leave before the incident has been terminated, they shall get permission from a supervisor and sign out on the attendance sheet with an accurate time in which they left. Adopted by the Select Board on August 8, 2022.

Any petitions or surveys conducted on Town Property require prior approval by the Select Board. Adopted by the Select Board on October 4, 2023

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Select Board Rules

TOWN OF STARK NH POLICY LETTER

Title: RULES OF SELECT BOARD MEETING

3 April 2024

Minutes of the meeting will be recorded by the Office Manager to use for making the official minutes most accurate. This recording will be posted on the website until the minutes have been approved at the following meeting. Recordings will then be deleted and no longer available for review as they will no longer be needed according to TITLE III Chapter 33-A:3-a LXXX.

Silence will be maintained during the reading of the previous meeting minutes and when reading the RSA for going into a Non Public session.

The order of discussion will be as stated on the posted agenda. Once discussion has ended there will be no further discussion on the item.

Items will not be added to the agenda after Thursday noon the week prior to the meeting unless deemed time sensitive by the Office Manager or a Select Board member.

If you wish to speak, you must raise your hand and wait until you are called upon by a Select Board Member. You must keep your comments short and relevant to the issue being discussed.

There will be zero tolerance for yelling or screaming rude and derogatory remarks, or slanderous comments directed at any other person.

If you are ruled to be out of order, you will be given one warning after which time you will be asked to leave the meeting.

Failure to comply with the above rules may result in your removal, and prohibit you from attending future Select Board meetings unless Law Enforcement is present.

The Public may be allowed 2 minutes to speak at the end of the meeting.

TOWN OF STARK NH POLICY LETTER Title: Procedure to replace vacancy in Select Board Date: 8 July 2025 The remaining select board members will, at their discretion, first reach out to the most recent prior member who served a full term. If that person does not want to accept the position or for some reason the current board does not feel a previous member is the best fit, the remaining members will then advertise to the public for applications to fill that position. After a designated time of advertising, the Select Board will take the applications submitted and schedule interviews with candidates. The selectmen will consider the following when making a choice for replacement: 1. Service on other Boards/committee(s). 2. Life experience which interests him/her in serving on the Board. 3. Is the candidate able and willing to fulfill the time requirements of the Select Board and to regularly attend meetings? 4. Does the candidate have time to research RSAs and gather information as needed to fulfill the duties? 5. Potential Conflict of Interest: Are there any possible business or personal conflicts of interest that may affect the Candidate’s ability to make decisions that are in the best interest of the Town as a whole. APPOINTIMENT PROCESS FOR CANDIDATES: The candidate for Select Board must: 1. Read all Town Ordinances and Policies. 2. Attend at least one (1) meeting of the Select Board. 3. Be interviewed by the Board of Selectmen the first time he/she applies for the Select Board. Prior members may be interviewed. These interviews may be conducted in a public meeting or non-public meeting session, as allowed by law. 4. If appointed, be sworn into office withing five (5) days. New members can be sworn in by the Chair of the Select Board or by the Town Clerk. 5. If appointed, complete all payroll paperwork with the Office Manager.

ENFORCEMENT

Day to day enforcement of work safety policies is the responsibility of the direct supervisor and/or department head. If a contradiction between State Rules and Town Policy is encountered, the strictest rule or policy will be followed. Oversite of these rules and policies is the responsibility of the Select Board.

DEPARTMENT OF LABOR RULES

Administrative Rules for Safety and Health Lab 1400 (RSA 281-A & RSA 277). This is effectively “OSHA” for municipal workers.

TOWN VEHICLES

Seat belts must be worn when operating Town vehicles. Operators of vehicles over 10,000 lbs. should have a DOT Medical Card.

PPE REQUIREMENT

HIVIZ Vest (with reflectors) is required any time a worker is exposed to any type of traffic (Public Roads, Parking Areas, Work Sites, etc.).

Hard hats are required when working around suspended loads or possible falling objects or on public roads to help drivers differentiate workers from bystanders.

Safety glasses must be worn any time flying debris is possible.

Safety toed footwear is required when appropriate.

Hearing protection must be used when exposed to loud equipment.

Adopted by the Select Board on March 31, 2024