[HISTORY: Adopted by the Borough of Hanover 12-30-1981 by Ord. No.
1741. Amendments noted where applicable.]
The workweek of all employees of the Borough of Hanover who
are represented by a formal organized bargaining unit shall be consistent
with the latest contract between that bargaining unit and the Borough
of Hanover, said contracts to be authorized and executed from time
to time by formal resolutions adopted by the Council of the Borough
of Hanover. The workweek of all full-time salaried and hourly rated
employees of the Borough of Hanover not represented by a formal bargaining
unit shall be 40 hours in length. The work schedules shall be set
for each department of the Borough by the respective department head
and approved by the Borough Manager.
[Amended 2-26-2014 by Ord. No. 2202]
Overtime shall be paid to all personnel represented by a bargaining
unit in conformity with the latest contract. Salaried employees not
represented by a bargaining unit shall not receive extra compensation
for overtime work, but instead shall be granted compensory time off
at the discretion of the department head subject to approval by the
Borough Manager. Hourly rated employees not represented by a bargaining
unit shall receive overtime pay at the rate of 1 1/2 times the
employee's hourly rate. Overtime pay shall apply to all work
performed in excess of 40 hours in a scheduled work week and shall
apply in all work performed other than the employees' regular
schedule.
All employees represented by a bargaining unit shall receive
paid holidays in conformity with the last contract effected for that
particular bargaining unit as executed by Borough Council. All salaried
and hourly rated employees not represented by a bargaining unit shall
receive holiday benefits as set forth in the latest contract with
the American Federation of State, County and Municipal Employees (AFSCME),
AFL-CIO-Council 89.
[Amended 2-26-2014 by Ord. No. 2202]
All employees represented by a bargaining unit shall receive
paid vacation in conformity with the last contract effected for that
particular bargaining unit, as executed by Borough Council. All salaried
and hourly rated employees hired prior to March 1, 2014, not represented
by a bargaining unit shall receive vacation benefits as set forth
in the latest contract with the American Federation of State and County
and Municipal Employees (AFSCME), ALFCIO-Council 89. Any employee
not represented by a bargaining unit hired after February 28, 2014,
shall receive vacation benefits as set forth in the latest contract
with the American Federation of State and County and Municipal Employees
(AFSCME), AFLCIO-Council 89 but with the following exceptions: Maximum
carry-over per year: five days; maximum accumulation: 30 days.
[Amended 2-26-2014 by Ord. No. 2202]
All employees represented by a bargaining unit shall receive
paid sick leave in conformity with the last contract effected for
that particular bargaining unit as executed by Borough Council. All
salaried and hourly rated employees not represented by a bargaining
unit hired prior to March 1, 2014, shall receive paid sick leave benefits
as set forth in the latest contract with the American Federation of
State and County and Municipal Employees (AFSCME), ALFCIO-Council
89. Any employee not represented by a bargaining unit hired after
February 28, 2014, shall receive sick leave benefits as set forth
in the latest contract with the American Federation of State and County
and Municipal Employees (AFSCME), AFLCIO-Council 89 but with the following
exceptions: Employee shall begin accruing sick leave from date of
hire at 80 hours per year or 1.54 hours per forty-hour work week or
10 days per year; after 120 months the accrual rate increases to 2.31
hours per forty-hour work week or 15 days per year; with a maximum
accrual of 30 days. On termination of employment due to retirement,
layoff, or voluntary resignation, all salaried and hourly rated employees
hired prior to March 1, 2014, not represented by a bargaining unit
shall receive such compensation for unused sick leave as shall be
set forth in the latest contract with the American Federation of State,
County and Municipal Employees (AFSCME), AFLCIO-Council 89. On termination
of employment due to retirement, layoff, or voluntary resignation,
all salaried and hourly rated employees hired after February 28, 2014,
not represented by a bargaining unit shall receive such compensation
for unused sick leave as shall be set forth in the latest contract
with the American Federation of State, County and Municipal Employees
(AFSCME), AFLCIO-Council 89, but with the following exception: maximum
30 days payout.
[Amended 2-26-2014 by Ord. No. 2202]
The benefits of premium pay for overtime, paid holidays, paid
vacation and paid sick leave provided in this chapter shall not be
granted to part-time salaried and part-time hourly employees. For
the purposes of this section, "part-time" is defined as less than
25 hours per work week.
Ordinance No. 955 and all prior amendments thereto, to wit,
Ordinance Nos. 1134, 1170, 1317, 1398, Section 3 of Ordinance No.
1411, 1469, 1500, 1564, 1606 and 1652, are hereby repealed.[1]
[1]
Editor's Note: Ordinance No. 955, adopted 5-21-1958,
and the amendments thereto comprised former Ch. 37, Employees Regulations.
[Added 10-18-1995 by Res. No. 650]
A.
Policies adopted. The Borough of Hanover adopts the following policies
in regard to drug and alcohol testing.
B.
Adherence to federal requirements. Federal testing requirements will
be followed as same may be adopted and legislated from time to time.
C.
Medical Review Officer. The Health Officer of the Borough of Hanover
will act as the Medical Review Officer.
D.
Information availability. Information on the testing program as outlined
by the Pennsylvania Department of Transportation will be made available
to all Hanover Borough employees required to hold commercial driver's
license status on an annual basis to assure that employees are familiar
with program requirements.
E.
Procedure upon failing tests. Those employees failing drug and alcohol
testing will be referred to the Medical Review Officer for further
evaluation, testing and, if needed, treatment/rehabilitation. Following
that course of treatment shall be retesting, during which absences
for treatment/rehabilitation will be treated as sick leave/disability
leave. Following treatment/rehabilitation and a return, after retesting,
disciplinary action can be pursued in cases where rehabilitation advice
is not followed and further test failures occur.
F.
Testing guidelines. Testing procedures will be consistent with those
outlined by the Commonwealth of Pennsylvania's Department of
Transportation in its publication "Employee Guide to CDL Drug and
Alcohol Testing," as same may be revised from time to time to meet
federal regulations.[1]
[1]
Editor's Note: This publication is on file in the Borough
offices.
