Council moves employee handbook revisions to legislation despite member questions

Town staff presented a package of revisions to the employee handbook covering vacation accrual caps, a sale-of-leave policy, civility and workplace‑communications standards, gift acceptance, and heat‑related-illness prevention. HR Director Monica Kennedy and Town Manager Chuck Stevens framed the changes as routine maintenance tied to the FY27 budget and to legal and safety compliance.

Key changes discussed included a 40‑hour cap on annual sale-of-leave payouts (staff said the adopted budget was modeled on 40 hours), expanded civility and workplace conduct language with illustrative low‑intensity behaviors, and explicit chain-of-command expectations about how employees should raise operational concerns with managers rather than directly with council. Stevens said the handbook was vetted with the town’s risk-management counsel and struck a balance between clear, progressive discipline tools and preserving employee rights.

Councilmembers raised procedural and substantive questions. Several members sought softer or clearer language on communications with council — expressing concern that overly prescriptive descriptions could chill legitimate employee communications or obscure whistleblower options. The town manager acknowledged the need for an employee complaint path and said HR and the town attorney remain options; he also signaled intent to explore an anonymous reporting line.

Despite concerns, council gave consensus to move the handbook revisions to legislation (first reading held). Staff will return with final ordinance language; council asked for clarifications about the sell-back mechanics for year one and for review of the civility language to ensure clarity and fair application.