Policy letters are being reviewed and updated. They will be added as soon as they are updated.
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
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:
- 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: _______________________
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.