A. 
Causes. Dismissal is the removal of an employee from service for cause. An employee may be dismissed from service for any of the following causes but dismissal of an employee shall not be limited to causes enumerated:
(1) 
The employee is incompetent or inefficient in the performance of his duties.
(2) 
The employee has been wantonly careless or negligent in the performance of duty.
(3) 
The employee has been offensive in his treatment of public charges, fellow employees or other persons.
(4) 
The employee has some permanent or chronic physical or mental ailment or defect of such a nature and severity that it incapacitates him for the proper performance of his duties.
(5) 
The employee has violated any lawful official regulation or order or failed to obey any lawful or reasonable directions given him by his superiors when such violation or failure to obey amounts to insubordination or serious breach of discipline.
(6) 
The employee has taken a fee, gift or other valuable thing in the course of his work or in connection with it when such a fee, gift or other valuable thing is given him by any person or organization for receiving a favor or better treatment than that accorded other persons.
(7) 
The employee has been convicted of a criminal offense.
(8) 
The employee, through willful conduct, has caused damage to public property or waste of public supplies.
(9) 
The employee is habitually tardy, habitually absent without notice, drunk, dishonest or loses his driver's license when necessary for the performance of his duties.
B. 
Recommendation by department head. A department head may recommend to the Borough Council that an employee be dismissed when such action is deemed to be in the best interest of the Borough. Such dismissal recommendation shall be in writing, signed by the department head, and shall state the reasons therefor. The Borough Council, on its own motion, may direct any employee to show cause before it why he should not be dismissed for reasons set forth in such a motion.
C. 
Procedure. Any employee who is recommended for dismissal by his department head, or directed to so show cause by the Borough Council, shall be served with a true copy of such recommendation or motion (signed by the Councilman making the motion) by the Borough Clerk, either personally or by registered or certified mail, return receipt requested. Such copy shall be accompanied by a notice setting forth the date (not sooner than 10 days from the date of such notice) upon which a public hearing will be held by the Borough Council to determine whether or not the employee should be dismissed, and advising the employee that he has a right to be heard at such hearing, either in person or by counsel. The Borough Council, upon holding a public hearing on the charges, may dismiss the employee if such action is warranted by the facts before it.
D. 
Probationary, temporary and summer employees. Probationary, temporary or summer employees may be dismissed without cause.
Suspension is the temporary removal of an employee from service. A suspended employee shall not receive pay, nor shall he be permitted to use or accrue any privileges or benefits during the suspension period.
A. 
Causes. An employee may be suspended without pay for reasons of misconduct, negligence, inefficiency, disloyalty, insubordination, unauthorized absence or other offenses.
B. 
Recommendation by department head. A department head may recommend to the Council committee having supervision of the department that an employee be suspended from the service for cause at any time. Such suspension recommendation shall be brought to the attention of the employee, in writing, and shall specify the cause and number of days the employee should be suspended. If the committee approves, suspension shall become effective immediately and notice thereof in writing given to the employee. The committee shall advise the Mayor and Council of its action in writing not later than three days after its decision. The committee may refer the entire matter to the Borough Council for decision.
C. 
Review on appeal. Whenever an employee is recommended for suspension, he may, within 10 days after receiving notice of said suspension recommendation from his department head, request, in writing, a review of said suspension recommendation by the Borough Council. The Borough Council shall review such suspension at a public hearing in the same manner as for dismissal hearings and make its determination, which shall be final. If the Borough Council finds such suspension unwarranted, the employee shall be reinstated without any loss of privileges or benefits and receive any pay withheld.
D. 
Probationary, temporary and summer employees. Probationary, temporary or summer employees may be suspended without cause.
A. 
Whenever a department head or appropriate Council committee believes that an employee is not conforming to the letter or spirit of the Borough policies or rules and regulations, or to specific instructions given him, or has acted improperly, dishonestly or immorally, but not to such an extent as to warrant a recommendation of dismissal or suspension, the department head or committee shall just privately discuss the matter with the employee and attempt to arrive at a satisfactory disposition. A note or memorandum of the incident and its disposition shall be placed in the personal history file of the employee.
B. 
Should the department head or Council committee be unable to arrive at a satisfactory disposition with the employee, or should further investigation reveal additional facts, the department head or any Councilman shall make such recommendations and proceed under §§ 72-27 and 72-28 above as he deems appropriate.