A.
Every employee is expected to take proper care of
the Authority's property and equipment. If a piece of equipment breaks
or fails to operate properly, you should report it to your supervisor.
Employees who knowingly abuse Authority property will be disciplined.
The Authority requires that all people wear seat belts whenever they
are in Authority vehicles. Those who do not wear them will be disciplined
accordingly.
B.
Vehicles are not for personal use.
A.
The telephone is an important part of the Authority's
business. Personal telephone calls in or out should be limited in
number and duration. No personal long distance or collect calls may
be charged to the Authority.
B.
Regular business hours are Monday through Friday,
8:00 a.m. to 5:00 p.m. Employees may use the 935-1553, 935-1552, 935-0655
and 935-3493 lines for incoming and outgoing calls.
[Amended 3-14-2011 by Res. No. 1-2011]
C.
Off hours; evenings, weekends and holidays.
(1)
935-1553: Do not use this number for any reason as
this is the publicly listed number. The answering service answers
on this line when the office is closed.
(2)
935-1552, 935-0655 and 935-3493: These numbers are
to be used during the off hours (as described above) so as not to
interfere with the answering service.
[Amended 9-14-2006 by Res. No. 1-2006]
A.
Overnight business travel:
(1)
Transportation should be by public transportation
when practical or by Authority-owned vehicle. If an employee voluntarily
chooses to use his/her own vehicle, mileage will be paid at the IRS-approved
rate. Prior approval of the trip and the method of travel must be
obtained from the Business Manager or Operations Manager.
(2)
The Authority will only reimburse the employee for
expenses incurred in his/her travel. Expense for family members who
accompany the employee will not be reimbursed.
(3)
Airline reservations must be economy/coach.
(4)
If an event starts on a Sunday afternoon or evening
and the employee chooses to fly out on Saturday, the savings achieved
by the lower airfare must be equal to, or greater than or equal to,
the additional costs incurred for the extra day.
(5)
Reimbursement requests must be made on a form provided
by the Authority and must be reviewed/approved by the traveling employee's
supervisor.
(6)
Car rental for the trip will be a compact for one
employee and midsize for three of more employees. The purchase of
additional automobile insurance is prohibited and will not be reimbursed.
Rental vehicles are covered for liability/collision insurance under
the Authority's automobile insurance policy.
(7)
There is an allowance for receipted meal expenses
of a total maximum of $30 per day for weekdays and $37 per day for
weekends and holidays.
(8)
There is a $5 per day limitation for unreceipted expenses.
(9)
The employee must submit original individual receipts
for expenses incurred. No statements and no copies will be accepted.
(10)
Expenses such as alcohol and personal items
will not be reimbursed by the Authority. Entertainment expenses must
be fully documented as to how they pertain to Authority business.
(11)
Travel to and from destination is considered
time worked for nonexempt employees.
B.
One-day business travel:
(1)
Transportation should be by public transportation
when practical or by Authority-owned vehicle. If an employee chooses
to use his/her own vehicle, mileage will be paid at the IRS-approved
rate. Prior approval of the trip and the method of travel must be
obtained by the employee's supervisory.
(2)
No dinner expense reimbursement will be made if an
employee arrives home by 8:00 p.m.
(3)
The employee must submit original individual receipts
fir expenses incurred. No statements and no copies will be accepted.
(4)
Reimbursement requests must be made on a form provided
by the Authority and must be reviewed/approved by the traveling employee's
supervisor.
(5)
Expenses such as alcohol and personal items will not
be reimbursed by the Authority. Entertainment must be fully documented
as to whether it pertains to Authority business.
(6)
Travel to and from destination is considered time
worked for nonexempt employees.
C.
Miscellaneous daily travel:
A.
The Authority will maintain all records necessary
for the proper administration of the personnel program. After the
hiring of a new employee, applications and other personnel records
necessary for a complete personnel history will be maintained.
B.
The personnel records must be kept up to date at all
times. This is necessary if the Authority is to handle the employees'
pay, withholding taxes, social security, etc., promptly and accurately.
For the employee's benefit and convenience, he/she is required to
notify the Executive Secretary if any of the following changes occur:
C.
Your file is open for inspection at any time. If you
wish to review it, please make an appointment with the Executive Secretary.
Smoking is prohibited in all Valley Forge Sewer
Authority buildings.
A.
Employees who, in the opinion of their supervisor,
exhibit behavior or provide evidence of having used or being under
the influence of alcohol or controlled substances will be requested
to submit to tests to determine if in fact the individual is under
the influence. Any positive test results indicating the presence of
these substances will be cause for disciplining the employee. If an
employee is taking a medication that might impair his/her ability
to work or that might expose him/her to a greater risk of injury,
he/she should advise his/her supervisor at the beginning of the scheduled
work period and provide a doctor's statement indicating the same.
The supervisor will then make the decision as to whether or not the
individual should go home or be assigned duties suited to the situation.
B.
The Authority requires that if an employee voluntarily
enters a substance abuse rehabilitation program which is certified
by a physician and enters the short-term disability program to undergo
the rehabilitation, the employee must consent to unannounced testing
for a period of one year from the date of successful completion of
the rehabilitation program. This testing also applies to the employee
who requests an extended leave without pay to undergo substance abuse
rehabilitation.
A.
Statement of policy.
(1)
Title VII of the Civil Rights Act of 1964 prohibits
employment discrimination on the basis of race, color, sex, age or
national origin. The Equal Employment Opportunity Commission (EEOC)
issued guidelines affirming its position that sex-related harassment
in the workplace is sex discrimination and, as such, is prohibited
by Title VII of the 1964 Civil Rights Act.
(2)
This policy covers all employees of Valley Forge Sewer
Authority (VFSA). Sexual harassment is unlawful, and such prohibited
conduct exposes not only VFSA as the employer, but also individuals
involved in such conduct to significant liability under the law. Employees
shall at all times treat other employees respectfully and with dignity
in a manner so as not to offend them. VFSA will not tolerate, condone
or allow sexual harassment, whether engaged in by employees, supervisors,
managers, nonemployees (including temporary employees or vendors),
visitors or others who conduct business with VFSA. VFSA encourages
reporting of all incidents regardless of who the offender may be.
B.
Types of sexual harassment.
(1)
Sexual harassment consists of unwelcome sexual advances,
requests for sexual favors or other verbal or physical acts of a sexual
or sex-based nature where:
(a)
Submission to such conduct is made either explicitly
or implicitly a term or condition of an individual's employment;
(b)
An employment decision is based on an individual's
acceptance or rejection of such conduct; or
(c)
Such conduct interferes with an individual's
work performance or creates an intimidating, hostile or offensive
work environment.
(2)
Some examples of what may constitute sexual harassment
are: threatening or taking adverse employment action, such as discharge
or demotion if sexual favors are not granted; demands for sexual favors
in exchange for favorable or preferential treatment; unwelcome and
repeated flirtations, propositions or advances; unwelcome physical
contact; whistling; leering; improper gestures; offensive, derogatory
or degrading remarks; unwelcome comments about appearance; sexual
jokes or use of sexually explicit or offensive language; gender-based
or sex-based pranks; and the display of sexually suggestive objects
or pictures in work areas.
(3)
The above list of examples is not intended to be all-inclusive.
C.
Other types of harassment.
(1)
Other discriminatory harassment is defined as verbal
or physical conduct that belittles or shows hostility or aversion
toward an individual because of his or her race, color, gender, age,
religion, national origin, disability, veteran status or any other
characteristic protected by law, and that:
(2)
Some examples of such harassment are: using epithets
or slurs; mocking, ridiculing or mimicking another's culture, accent,
appearance or customs; threatening, intimidating or engaging in hostile
or offensive acts based on an individual's race, color, gender, religion,
national origin, disability, veteran status or any other characteristic
protected by law; displaying on walls, bulletin boards, or elsewhere
in the Authority's facilities, or circulating in the workplace, written
or graphic material that belittles or shows hostility toward a person
or group because of an individual's race, color, gender, age, religion,
national origin, disability, veteran status or any other characteristic
protected by law.
(3)
The above list of examples is not intended to be all-inclusive.
D.
Procedure for reporting, investigating and resolving
sexual harassment complaints.
(1)
The VFSA encourages the prompt reporting of all incidents
of discriminatory harassment. An employee who perceives the comments,
gestures or actions of another employee to be sexually harassing should
communicate to that person that such behavior is unwelcome, offensive
and highly inappropriate. Failure to express that such behavior is
unwelcome, however, does not prevent the employee from filing a complaint
nor does it in any way exonerate the harasser. Complaints of acts
of sexual harassment will be taken seriously and investigated. A complaint
need not be limited to someone who was the target of harassment. Anyone
who has observed sexual harassment should report it to his/her supervisor.
(2)
In the event that harassment involves an employee's
immediate supervisor, the report should be made to the Office Manager
or Business Manager.
(3)
The steps to be taken during the actual investigation
cannot be fixed in advance but will vary depending upon the nature
of the allegations. Confidentiality will be maintained throughout
the investigative process to the extent practicable and consistent
with VFSA's need to undertake a full investigation.
(4)
All parties contacted in the course of an investigation
will be advised that all parties involved in a charge are entitled
to respect and that any retaliation or threat of retaliation is a
separate offense and subject to discipline under this policy.
(5)
Upon completion of the investigation, corrective action
will be taken, if appropriate and supported by the facts. Corrective
action may include, but is not limited to, oral or written reprimand,
referral to formal counseling, disciplinary suspension or probation,
or dismissal from employment with VFSA.
E.
Cooperation. An effective sexual harassment policy
requires the support and example of personnel in positions of Authority.
VFSA employees who engage in harassment or retaliation or who fail
to cooperate with investigations of sexual harassment or retaliation
will be disciplined by suspension and/or dismissal. If supervisors
or managers refuse to implement remedial measures, obstruct the efforts
of other VFSA employees and/or retaliate against sexual harassment
complainants or witnesses, they will be disciplined by suspension
and/or dismissal.
F.
False allegations. Any VFSA employee who makes an
allegation of sexual harassment knowing the allegation to be false
shall be disciplined up to and including discharge.
G.
Acknowledgement. All employees shall acknowledge receipt
of this policy in writing in a form approved by the VFSA.
A.
Statement of policy. It is the policy of the Valley
Forge Sewer Authority (VFSA) to prohibit all acts or threats of violence,
inappropriate aggression, harassment or intimidation in any form,
including verbal, written and physical. Employees are prohibited from
having firearms in their possession while on Authority property. This
policy reaffirms VFSA's commitment that all employees should be able
to enjoy a work environment free from all forms of violence. In addition,
VFSA believes that workplace violence should be prevented to the extent
reasonably possible. This policy sets forth VFSA's workplace violence
prevention program (WVPP).
B.
Coverage. This policy covers all employees of VFSA.
The VFSA will not tolerate, condone or allow violence, whether engaged
in by employees, supervisors, managers, nonemployees (including temporary
employees or vendors), visitors or others who conduct business with
VFSA. The VFSA encourages reporting of all incidents or threats of
violence regardless of who the offender may be.
C.
Incident reporting and investigation. Any report of
an act of violence or threat thereof will be kept confidential to
the extent possible.
(1)
If an employee or other individual observes a pattern
of behavior that seems to indicate violence toward another individual,
his/her supervisor should be notified promptly. If an employee or
other individual is in immediate danger or observes a violent action
towards another individual, call 911 immediately.
(2)
The VFSA will promptly investigate all allegations
of workplace violence or threats thereof. The investigation will include
obtaining documentation of the objectionable behavior or other misconduct
and the interview of witnesses to the conduct.
(3)
The VFSA will take prompt corrective action with respect
to any employees who engage in violence or threats of violence. Such
action may include discipline up to and including termination of employment.
The appropriate action will depend upon the particular facts and circumstances
of the situation, as determined through the investigation of the complaint.
(4)
Although VFSA's ability to control the actions of
third parties is limited, VFSA will make a reasonable response to
threats or acts of violence by third parties. The appropriate action
will depend upon the particular facts and circumstances of the situation,
as determined through the investigation of the complaint.
D.
No retaliation permitted.
(1)
The VFSA will not permit retaliation against any individual
who reports workplace violence. Any employee found to have engaged
in retaliation against another individual for reporting violence will
be subject to disciplinary action, up to and including termination
of employment, for engaging in such retaliatory conduct.
(2)
If however, the investigation results in a finding
that an employee knowingly falsely accused another individual of violence
or threats of violence or made such accusations in a malicious manner,
the accusing employee will be subject to disciplinary action, up to
and including termination of employment.
E.
Acknowledgement. All employees shall acknowledge receipt
of this policy in writing in a form approved by the VFSA.
A.
Purpose. This policy sets forth the Authority's policy
regarding the use of its computers, computer networks, electronic
mail (e-mail) systems, telephone systems (including voicemail) and
other electronic communications systems.
B.
Applicability. This policy shall apply to all Authority
employees and to all the Authority's computers, computer networks,
e-mail systems, telephone systems and other electronic communications
systems.
C.
Inspection and monitoring. The Authority reserves
the right to inspect, examine and monitor the use of its computers,
computer networks, e-mail systems, telephone systems (including voice
mail), and all other electronic communication systems at any time
and without notice.
D.
General policies.
(1)
Voice mail, e-mail, computers, computer networks,
computer files, software programs, all communications created on,
received by, stored on or transmitted through those systems are the
sole and exclusive property of the authority. Records, data, files,
software, and all electronic communications contained in these systems
likewise are the property of the Authority. These systems and their
contents are subject to inspection, examination and/or monitoring
by authorized Authority personnel at any time and without notice.
The authorized personnel are the Business Manager, Operations Manager
and the Office Manager.
(2)
These systems and equipment should not be used for
personal reasons and should remain on Authority property at all times
unless specific authorization is given to do so.
(3)
Examples of reasons for which the Authority may access
employee voice mail, e-mail, computer files, computer networks or
other Authority property include, but are not limited to:
(a)
Instances when an employee is unavailable, but
the Authority must access a system to operate its business.
(b)
Instances when the Authority management suspects
that its property is being used in an unauthorized or illegal manner.
(c)
For quality control purposes or for training
activities.
(d)
To monitor job performance.
(e)
For any other appropriate business purpose.
(4)
Authority employees are advised to use voice mail
and e-mail as cautiously as they would use any other type of communication
medium such as a memorandum or letter. Employees must realize, for
example, those electronic messages:
(5)
Employees are advised that the computers, computer
networks, e-mail systems, telephone systems (including voice mail),
and other electronic communication systems (and all communications
created on, received by, stored on or transmitted through those systems)
are the sole and exclusive property of the Authority. Accordingly,
employees should have no expectation of privacy regarding any such
communications.
(6)
Passwords are only intended to prevent unauthorized
access to e-mail, computer files or voice mail. The Authority reserves
the right to allow authorized Authority personnel to access messages
and files on the Authority's systems at any time. All employees must
supply their current passwords to the Office Manager.
(7)
Voicemail and e-mail should be deleted if not needed.
(8)
Communications created, received, stored on or transmitted
through the Authority's electronic communications systems may not
contain content that could be reasonably considered offensive or disruptive
to any employee. Offensive content would include, but is not limited
to, sexual comments or images, racial slurs, gender-specific comments
or any comments that would offend someone on the basis of his or her
age, sexual orientation, religious or political beliefs, national
origin or disability.
(9)
Supervisors are responsible for their subordinates'
use of the Internet, e-mail, computer systems, etc. Employees who
learn of any misuse of the Authority's voicemail or e-mail systems
or other violations of this policy must notify the Business Manager
immediately.
E.
Internet policy.
(1)
Access to the Internet has been provided to employees
for the benefit of the Authority. Every employee has a responsibility
to maintain and enhance the Authority's public image and to use the
Internet in a productive manner.
(2)
Acceptable uses of the Internet. Employees accessing
the Internet are representing the Authority. All communications should
be for business reasons. Employees are responsible for seeing that
the Internet is used in an effective, ethical and lawful manner.
(3)
Unacceptable uses of the Internet. The Internet must
not be used for personal reasons. Solicitation of non-Authority business,
or any use of the Internet for personal gain is strictly prohibited.
Use of the Internet must not disrupt the operation of the Authority
network or the networks of other users.
(4)
Communications. Each employee is responsible for the
content of all text, audio or images that he/she places or sends over
the Internet. Fraudulent, harassing or obscene messages are prohibited.
All messages communicated on the Internet must have the employee's
name attached. No messages will be transmitted under an assumed name.
Users may not attempt to obscure the origin of any message. Information
published on the Internet should not violate or infringe upon the
rights of others. No abusive, profane or offensive language is to
be transmitted through the system.
F.
Authorized software. All software installed on the
Authority's computers must be authorized software. Authorized software
is that software purchased by and licensed to the Authority. A list
of authorized software is available from the Business Manager. Employees
are not permitted to load any unauthorized software. The only media
(floppy disk, zip disk) that is authorized for use is that which was
purchased and provided by the Authority. An employee in conjunction
with any VFSA computer may use no unauthorized media. To prevent computer
viruses from being transmitted through the system, there will be no
unauthorized downloading of any software or the utilization of unauthorized
media. All software downloads must be done through the Business Manager.
G.
Copyright issues. Copyrighted materials belonging
to entities other than the Authority may not be downloaded or transmitted
by employees on the Internet. Users are not permitted to copy, transfer,
rename, add or delete information or programs belonging to other users
unless given express permission to do so by the owner. Failure to
observe copyright or license agreements may result in disciplinary
action from the Authority or legal action by the copyright owner.
H.
Security. All messages created, sent or retrieved
over the Internet are the property of the Authority and should be
considered public information. The Authority reserves the right to
access and monitor all messages and files on the computer system as
deemed necessary and appropriate. Internet messages are public communications
and are not private. All communications, including text and images,
can be disclosed to law enforcement or other third parties without
prior consent of the sender or the receiver.
I.
Programs and databases. Employees are not permitted
to make programming changes to any software programs. Only authorized
individuals whose primary responsibility it is to administer or maintain
particular aspects of the Authority's business are permitted to make
changes to the databases for which they have responsibility.
J.
Violations. Violations of this policy may result in
disciplinary action up to and including termination. If necessary,
the Authority will advise appropriate legal officials of any illegal
activity.
