A.
When the Mayor and Council or a supervisor believes that a Township
employee is not conforming to the letter or spirit of the Township
policies and rules or to specific instructions given the employee
or that the employee has acted improperly, the Mayor and Council or
supervisor should first privately discuss the matter with the employee
concerned in order to obtain the employee's view of the matter. The
Mayor and Council or supervisor should, if possible, then obtain assurance
that there will not be a repetition of the incident.
B.
If the matter is not serious and the Mayor and Council or supervisor
is satisfied, the matter may then be dropped.
C.
Should the Mayor and Council or supervisor consider the offense sufficiently
serious to warrant further consideration, the employee shall be so
advised, and a meeting of those interested shall be arranged at the
earliest possible date. All facts should be presented at this meeting,
which should, if possible, be conclusive. A written report of the
meeting and of the action taken shall be placed in the employee's
personnel history file.
D.
In the event that it appears desirable to do so, the matter may be
acted upon by the Council in such a manner as is warranted by the
facts.
Disciplinary actions against Township employees shall be in
the following forms:
A.
An informal, private, verbal reproof by the Mayor and Council or
supervisor.
B.
A written memorandum of censure from the Mayor and Council or supervisor.
C.
A letter of admonition from the Mayor and Council.
D.
A suspension from duty without pay.
E.
A transfer or demotion of the employee.
F.
A separation from the service of the Township.
A.
Suspension from duty of any employee of the Township may be ordered
by the Mayor and Council or supervisor if and when such summary action
is considered as being necessary.
B.
The suspension of an employee must be reported by the person ordering
it to his or her superior without delay.
C.
A fair and complete investigation of the case shall be made within
48 hours by the supervisor's superior (if he or she did not order
the suspension) or by the Mayor or a member of the Council to accumulate
all facts and to interview all interested persons. A written record
of such hearings shall be made. After the conclusion of the investigation,
the recorded findings and recommendations, supported by all available
data, shall be referred to the Mayor and Council for final disposition.
D.
The Mayor and Council shall weigh the facts and recommendations submitted,
make such further investigation as is desired, and at the earliest
possible date make their decision as to whatever disciplinary action
is to be taken.
A.
Any employee of the Township may appeal a disciplinary action, requesting,
in writing, an additional hearing before the Mayor and Council.
B.
In the event that such a hearing is requested before the Council,
the Council shall specify, in writing, the charges against the employee
and cause them to be served upon the employee within 15 days after
the receipt by the Mayor and Council of the employee's written request
for the hearing. The employee at the same time shall be advised, in
writing, of the date, time and place at which the hearing shall be
heard, which shall not be later than 30 days after the receipt by
the Mayor and Council of the request for the hearing. The employee
shall have the right to be represented by an attorney, to have at
his or her disposal all factual material available to the Mayor and
Council, as well as the names and addresses of all witnesses against
him or her, and to present evidence and witnesses on his or her own
behalf. The hearing, for cause, may be postponed by the Mayor and
Council at the request or on the motion of either party.
All documents used in connection with a disciplinary action
shall be placed in the employee's personnel history file.
