[Amended 8-25-1980 by Ord. No. 256]
[Amended 2-11-2019 by Ord. No. 800]
A. 
Purpose. The purpose of the Personnel Manual, as adopted by Township Council, is to establish personnel principles and policies, which shall include, but not be limited to, the following:
(1) 
Employment in the Township government, including appointments, promotions and other personnel actions, shall be based on merit.
(2) 
Just and equitable incentives and conditions of employment.
(3) 
Every effort shall be made to stimulate high morale by fair administration of these regulations consistent with the best interests of the public and the Township.
B. 
Coverage. The Personnel Manual shall apply to all employees of the Township. The regulations shall not apply to elected officials, members of the citizen boards, commissions and authorities, Township Solicitor(s) and Township Engineer(s) who may serve on a consulting basis.
C. 
Administration. The Township Manager shall have the responsibility for the administration of the Personnel Manual as provided for in Sections 303A and 503 of the Charter. This responsibility shall include appointing and disciplining all employees covered by these regulations and, upon approval of the Township Council, establishing whatever detailed rules as may be necessary to carry out the regulations or to implement personnel policies.
[Amended 2-11-2019 by Ord. No. 800]
A. 
General. The Personnel Manual shall include, but not be limited to, defining fair and objective employment practices and its process, to include job postings, hirings, promotions, required examinations, probationary terms for new hires and promotion of all state and federal requirements for public employment.
B. 
Examinations. The examination process for all employees shall be set forth in the Personnel Manual and shall consist of whatever written, oral, medical, performance or other examinations and evaluations that are necessary to determine an applicant's fitness or competency for Township employment.
C. 
Introductory Period and permanent employment. Policies related to hires for Township employment shall be set forth in the Personnel Manual. In addition, the following shall apply:
(1) 
Length of introductory period. A newly hired employee shall serve an introductory period of six months ("Introductory Period") during which time the Township will have the opportunity to monitor the quality and value of the employee's performance and make any necessary adjustments in the employee's assigned job tasks based on their performance. The employee's Introductory Period may be adjusted as deemed appropriate by management and the Township Manager and supported by a written probationary review. Completion of the Introductory Period does not imply guaranteed or continued employment with the Township.
(2) 
Removal of Introductory Period employee. An employee serving the Introductory Period of employment may be removed from his or her position at any time during the Introductory Period at the discretion of the Township Manager and having reviewed the employee's performance with the department head, if applicable. Introductory Period employees shall not have recourse to appeal.
(3) 
Conditions of permanent employment. An Introductory Period employee may, at the discretion of the management of the Township, become a permanent employee upon the successful completion of the Introductory Period, the favorable written recommendation of the department head and the approval of the Township Manager.
The Township Manager shall prepare and the Township Council shall adopt, as part of the annual budget, an organization chart which shall show the class titles and number of all permanent and temporary positions in each department or unit of the Township. Any proposed change in this organization chart which would cause the appropriation for personal services in any department or unit to be exceeded shall be accompanied by a budget amendment or transfer.
A. 
General. The class titles and class specifications which are approved by the Township Council shall constitute the Classification Plan.
B. 
Administration. The Classification Plan shall be administered and maintained by the Township Manager, and employees shall be allocated by the Manager to classes which best describe their duties.
C. 
Reclassification. A request for reclassification to a different classification may be originated by an employee or by a supervisor. Such requests may be initiated if it is felt that the existing classification does not reasonably describe the duties and responsibilities of work actually being performed. Such requests must be in writing and detail the reasons why the reclassification is considered to be justified. Requests of this nature are to be submitted to the Township Manager through the employee's department head.
[Amended 2-11-2019 by Ord. No. 800]
The Township Council shall establish the Pay Plan covering all employees and may amend the plan from time to time after receiving recommendations from the Township Manager. The Pay Plan will be reexamined periodically with consideration given to the changes in living costs. Any change in the plan from this type of a review shall be known as an "economic adjustment" and shall become effective when designated by the enabling legislation, and effective for all employees. Pay Plan changes made based on position assessment, reclassifications and noneconomic adjustment shall not cause an immediate adjustment to an employee's wage. The Personnel Manual shall include policies and procedures related to, among other things, pay ranges, merit step growth, salary minimum and maximum ranges and promotional wage growth.
[Amended 2-11-2019 by Ord. No. 800]
The Township Manager shall implement a performance rating system for all employees as outlined in the Personnel Manual.
[Amended 2-11-2019 by Ord. No. 800]
The specific policies and procedures relating to the promotion, demotion and transfer of Township employees shall be set forth in the Personnel Manual.
A. 
Promotion policy. Promotions will be made from within the Township only when the most qualified candidate is available. Promotions are made on an equal opportunity basis according to employees possessing the needed skills, education, experience and other qualifications that are required for the job.
B. 
Promotional Introductory Period. All employees promoted into a new job position will be subject to an Introductory Period as set forth in Article VI of this chapter. After the Introductory Period, an employee may be transferred back to his/her original position at the discretion of the management of the Township upon consideration of the employee's performance and suitability for the position.
C. 
Transfers. Township employees may be transferred to a new position within the Township so as to best meet the business needs of the Township, as determined by the management of the Township. All transfers must be approved by the Township Manager.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for defined scope of hours worked among the employee groups.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for vacation leave time for eligible employees.
[Amended 6-11-2001 by Ord. No. 611; 4-8-2002 by Ord. No. 625; 6-23-2008 by Ord. No. 695; 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for sick leave for eligible employees.
[Amended 6-23-2008 by Ord. No. 695; 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for, injury leave for eligible employees.
[Amended 6-23-2008 by Ord. No. 694; 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures of other forms of leave, including, but not limited to leave of absence with and without pay, bereavement leave, military leave, leave under the federal and Maternity Leave Act[1] and other applicable state and federal law, and jury duty.
[1]
Editor's Note: See the Family and Medical Leave Act, 29 U.S.C. § 2601 et seq.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for designated Township holidays and personal days.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures regarding eligibility for overtime and compensatory time pay for exempt and nonexempt employees.
[1]
Editor’s Note: Former § 4-68, Suggestion system, was repealed 2-11-2019 by Ord. No. 800.
Employees shall have the right to be members of and support a political party, to vote as they choose, to express opinions privately on all political subjects and candidates, to maintain political neutrality, and to attend political meetings. However, employees may not be an officer of a political party, hold political office while employed, or solicit political contributions or services from another Township employee.
[1]
Editor’s Note: Former § 4-70, Outside employment, and § 4-71, Training, were repealed 2-11-2019 by Ord. No. 800.
[Amended 7-27-1981 by Ord. No. 287]
At such times as it may be necessary to reduce the number of employees, the criteria to be followed shall be length of service and quality of job performance. The last employee laid off within a class will be the first to be offered reemployment, should a position within the class subsequently become available. Any employee laid off within a class title shall be permitted the option of acquiring the position of a less-senior employee in a related class title with the same pay grade if able to meet the job qualification requirements of the related class title; or, in the alternative, the employee shall be permitted to acquire the position of a less senior employee in a related class title in a lower pay grade. These employee options shall be permitted only should such related class titles and positions exist at the time of the layoff.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures regarding employee resignations and reinstatements.
[Amended 2-11-2019 by Ord. No. 800]
The specific policies and procedures relating to discipline, labor relations and grievance process practices of the Township shall be set forth in the Personnel Manual and shall be compliant with applicable State and Federal law related to public employment.
A. 
General. Violation of Township policies and procedures may result in disciplinary action, including, but not limited to, demotion, transfer, leave without pay or termination of employment. The Township encourages, but is not bound to, a system of progressive discipline as the situation may require; however, the Township is not required to engage in progressive discipline and may discipline or terminate employees who violate Township policies, procedures and other rules of conduct, or who fail to meet the expectations of their employment. The Township policies and practices related to discipline, and application thereof, shall not modify the at-will employment status of Township employees.
B. 
Warnings. Under appropriate circumstances and based upon performance and facts, an employee shall be provided a verbal or written warning prior to suspension. A copy of either notice shall be made a part of the employee's personnel record. The policy regarding issuance of warnings shall be set forth in the Personnel Manual.
C. 
Suspensions, demotions and dismissal. The Township may, for disciplinary reasons, suspend, demote or dismiss an employee at any time. When an employee is suspended, they shall be given a written statement of the reasons for the action, and a copy of such notice shall be made a part of the employee's personnel record. The policy regarding suspensions and demotions shall be set forth in the Personnel Manual.
D. 
Right to hearing. Whenever the Township Manager determines that it is appropriate to suspend without pay, demote or dismiss an employee, the employee shall, when required under state of federal law, be afforded the right to a hearing or other opportunity to be heard. The hearing process shall be set forth in the Personnel Manual. The Township policies and practices related to hearings shall not modify the at-will employment status of Township employees and is not intended to create any personal or property interest related to employment status.
[Amended 2-11-2019 by Ord. No. 800]
The specific policies and procedures relating to public sector employment appeals and grievances shall be set forth in the Personnel Manual.
[Added 9-25-1995 by Ord. No. 557; amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures regarding harassment of all kinds, including, but not limited to, the procedures for reporting such claims to management of the Township.
[Added 6-10-1996 by Ord. No. 568; amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include a comprehensive drug and alcohol policy for all employees, including, but not limited to, CDL and non-CDL drivers.