Where the provisions of this article conflict with the provisions
of labor agreements, civil service rules and regulations, or other
applicable law, the labor agreement, the civil service rules and regulations
or other applicable law shall govern.
A. Merit system. The Borough's personnel system shall be based
on merit consistent with the law, labor agreements and this chapter.
B. Administration. The administration of the personnel system shall
be the responsibility of the Borough Manager under the authority granted
to him by this chapter.
C. Scope of the system. Except when otherwise stated, the personnel
system and all personnel policies, procedures and regulations shall
apply to all employees of the Borough except members of Council, the
Mayor, the Borough Solicitor, the Borough Engineer and appointed members
of boards, commissions and committees.
D. General personnel policy. It shall be the policy of the Borough that
the following principles shall apply to the personnel system:
(1) Employment with the Borough shall be free of political consideration.
(2) The Borough is an equal opportunity employer. There shall be no discrimination
in employment with the Borough on the basis of race, color, creed,
religion, sex, pregnancy, age (over 40), national origin, ancestry,
political affiliation or non-job-related handicap or disability, unless
any such characteristic is a bona fide occupational qualification.
(3) Positions having similar duties and responsibilities shall be classified
and compensated for on a uniform basis.
(4) Just and equitable conditions of employment shall be established
and maintained to promote efficiency and economy in the Borough government.
[Amended 4-9-1996 by Ord. No. 1118]
It shall be the policy of the Borough that the following principles
shall be observed by employees:
A. All employees of the Borough share a common responsibility to provide
efficient and dedicated service in the public interest.
B. Public employees are agents of the public and are bound to discharge
faithfully the duties of their office regardless of personal considerations.
Their conduct in both official and private affairs should be above
reproach at all times.
C. General
duties and responsibilities of employees may be further established
in policy manuals established on a departmental or Borough-wide basis
as prepared by the Borough Manager and subject to the prior approval
of Borough Council.
[Amended 4-9-1996 by Ord. No. 1118]
When circumstances warrant, the Borough Manager, with the prior
approval of Borough Council, may impose reasonable disciplinary actions,
including the dismissal, suspension, demotion or reprimand of employees.
Employees so disciplined shall have all rights, including the right
of appeal, specified in labor agreements or in applicable civil service
rules and regulations for civil service employees. The Borough Manager
may devise rules and regulations to become effective upon prior approval
by Borough Council concerning causes for dismissal, suspension, demotion,
reprimand and other disciplinary actions and shall cause the same
to be distributed to all employees. Notwithstanding this section,
it is not intended that any property right be granted any employee
not granted by labor agreements or civil service rules and regulations
of the law.
[Amended 4-9-1996 by Ord. No. 1118]
Employees covered by labor agreements or civil service rules
and regulations shall be entitled to a grievance and appeal process
as defined in the labor agreement or the civil service rules and regulations.
All other employees shall have recourse to a grievance and appeal
process as set forth in the personnel policies developed and administered
by the Borough Manager following prior approval by Borough Council.
[Amended 4-9-1996 by Ord. No. 1118]
A. Classification plan. The Borough Manager shall prepare a plan which
shall classify each position of Borough employment according to its
duties, responsibilities and requirements and submit the same to Borough
Council. Such classifications shall be approved annually by Council
in a classification salary section of the annual budget. Positions
requiring a similar type of work, even if duties are not identical,
and similar levels of responsibility shall be assigned to the same
classification. A classification may contain one position or more
than one position.
B. Pay plan. The Borough Manager shall prepare a plan which shall provide
a minimum, average and maximum salary for each classification and
submit the same to Borough Council. Such pay ranges shall be approved
annually by Council in the classification salary section of the annual
budget. The Borough Manager shall have the authority to advance employees
within the established ranges, subject to budgetary limitations.
The Borough Manager shall maintain a personnel file for each
employee containing all records required by law or by any labor agreement.
Employees shall be allowed to review their personnel records upon
their request.
[Amended 4-9-1996 by Ord. No. 1118]
A. Annual vacation leave. Regular full-time employees receive annual
vacation leave, with pay, earned in accordance with any applicable
labor agreement or the personnel policies developed and administered
by the Manager and previously approved by Borough Council.
B. Sick leave.
(1) Regular full-time employees are entitled to sick leave, to be earned
annually and to be accumulated in accordance with any applicable labor
agreement or the personnel policies developed and administered by
the Manager and previously approved by Borough Council.
(2) Limitations on sick leave may be waived under certain unusual circumstances
upon submittal to the Borough Manager and approval by Borough Council.
C. Emergency leave. Regular full-time employees may receive leave with
pay for catastrophic accidents or serious illness in the immediate
family in accordance with the terms of any applicable labor agreement
or the personnel policies developed and administered by the Manager
and previously approved by Borough Council.
D. Jury duty. An employee called for service on a jury will be granted
leave with full pay in accordance with the terms of any applicable
labor agreement or the personnel policies developed and administered
by the Manager and previously approved by Borough Council.
E. Military leave. Leave for military service shall be granted in accordance
with law.
F. Overtime. Nonexempt employees who are required to work on a recognized
holiday or more than 40 hours in a workweek shall be granted overtime
pay at the rate of 1 1/2 time their regular hourly rates or shall
be granted time off equal to 1 1/2 times the overtime hours worked
in accordance with any applicable labor agreement or the personnel
policies developed and administered by the Manager and previously
approved by Borough Council.
G. Holidays. Regular full-time employees receive holidays with pay in
accordance with any applicable labor agreement or personnel policies
developed and administered by the Manager and previously approved
by Borough Council.
H. Leave records. All leave records shall be maintained and filed by
the Borough Manager. Leave slips shall be prepared for all forms of
leave, including official duty leave. Leave slips shall be prepared
and transmitted in duplicate, a copy of which shall be returned to
the office of origin.
I. Bereavement leave. Regular full-time employees may receive leave
for death in the immediate family in accordance with the provisions
of any applicable labor agreement or the personnel policies developed
and administered by the Manager and previously approved by Borough
Council.
[Amended 4-9-1996 by Ord. No. 1118]
Permanent full-time Borough employees shall not work for compensation
outside the Borough government when the nature, hours, schedule or
other characteristics of the outside employment may, in the determination
of the Borough Council, adversely affect their duties or effectiveness
as Borough employees. The Borough Manager shall review all outside
employment and submit a report of the same to Borough Council. Permanent
full-time Borough employees shall inform the Borough Manager of any
outside employment held as of the date of enactment of this chapter
and shall inform the Borough Manager of any outside employment obtained
after the enactment of this chapter within five days of beginning
such outside employment.