[Res. passed 10-7-1980; amended 1-10-2013 by Res. No. R-3-2013]
A.
It shall be the policy of the Board to base the hiring of all new
employees on their qualifications and character for the jobs to be
filled.
B.
The Board will abide by the local, state and federal laws affecting
the hiring of employees by the Township. In employment practices there
shall be no discrimination because of sex, race, creed, handicap,
color or national origin in tenure, term of condition of employment.
C.
The need for new regular employees will be determined by the Board.
D.
New employees shall be considered on a probationary basis for a period
of one year to demonstrate their abilities to the satisfaction of
the Board before being considered regular employees.
E.
Prospective employees shall be provided with a preplacement health
examination in accordance with the Board standards. The costs of the
health exam will be paid by the Township.
[Res. No. 4-86, passed 4-1-1986]
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The Board shall reserve the right to establish schedules and
assignments for controlling overtime costs. For those employees who
are entitled to overtime compensation under the Fair Labor Standards
Act, it shall be the policy of the Township to permit such employees
to receive, in lieu of such overtime compensation, compensatory time
off at a rate of 1 1/2 hours for each hour of employment for
which overtime compensation would be required. An agreement or understanding
shall be arrived at between the Township and the employees prior to
the performance of any work which would result in the accrual of compensatory
time off.
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"Compensatory time" and "compensatory time off" are defined
as hours when an employee is not working and which are paid for at
the employee's regular rate of pay. These hours are not counted
as hours worked in the week in which they are paid.
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The maximum compensatory time which may be accrued by any affected
employee shall be as follows:
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For employees engaged in a public safety emergency response
or seasonal activity: 480 hours (i.e., not more than 320 hours of
actual overtime hours worked)
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For all other employees: 240 hours (i.e., not more than 160
hours of actual overtime hours worked).
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An employee who has accrued the maximum number of compensatory
hours shall be paid overtime compensation for any additional overtime
hours of work.
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An employee shall be permitted to use accrued compensatory time
within a reasonable period after it is requested if to do so would
not unduly disrupt the operations of the Township, provided that any
compensatory time accrued during one calendar year must be taken prior
to July 31 of the following calendar year. Upon termination of employment,
an employee shall be paid for accrued compensatory time at the average
regular rate of pay for the final three years of employment, or the
final regular rate received by the employee, whichever is higher.
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[Res. No. 4-90, passed 3-14-1990; Res. passed 10-7-1980]
A.
It shall be the policy of the Board to observe nine paid holidays
annually. Full-time hourly employees shall receive eight hours of
straight-time pay as holiday pay. Holiday pay shall not be provided
for part-time hourly employees. Full-time hourly paid employees called
out for emergencies on observed holidays shall receive regular pay
for time worked in addition to pay for the observed holiday.
B.
The nine paid holidays are:
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New Year's Day
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Good Friday
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Primary Election Day
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Memorial Day
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Independence Day
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Labor Day
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General Election Day
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Thanksgiving
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Christmas
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[Res. No. 4-90, passed 3-14-1990]
A.
It shall be the policy of the Township to provide sickness and accident
benefits for full-time employees through insurance in an amount equal
to 75% of the employees' weekly or monthly income. This insurance
coverage shall begin on the first day for accidents and the eighth
day for illness and shall continue for 26 weeks. No such benefits
or insurance shall be provided for part-time employees.
B.
The Township will pay the salary or wages of the full-time employees
during the first week of disability caused by illness not covered
by insurance.
[Res. No. 4-90, passed 3-14-1990; amended 12-11-2014 by Res. No.
R-22-14]
Hospitalization and major medical benefits shall be provided
by the Board for all full-time employees, their spouse and dependent
children under the age of 26. No such benefits shall be provided for
part-time employees.
[Res. No. 4-90, passed 3-14-1990]
Life insurance will be provided by the Board for all full-time
employees, but not for part-time employees.
[Res. passed 10-7-1980; amended 12-11-2014 by Res. No. R-23-14]
A.
Sick leave pay as outlined in the following schedule will be the
normal policy. However, the granting of payment for sick leave will
be at the discretion of the Board and may be allowed only after submission
of a doctor's certificate.
[Amended 9-10-2015 by Res. No. R-10-15]
B.
Sick leave pay is applicable to all full-time employees.
[Amended 9-10-2015 by Res. No. R-10-15]
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Length of Service at Beginning of Illness or Disability
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Benefit at Full Pay
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|---|---|---|
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6 months to 5 years
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6 working days
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Over 5 years
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6 working days
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C.
Sick days may be accumulated up to 50 days.
[Amended 9-10-2015 by Res. No. R-10-15]
D.
Length of service shall be calculated on the basis of continuous
service in the employ of the Board for which pay is received and of
time spent on military leave of absence. However, such length of service
shall be considered broken by occurrence of any of the following events:
[Amended 9-10-2015 by Res. No. R-10-15]
E.
There shall be no sick leave pay for part-time employees except five
sick days for school crossing guards.
[Res. No. 4-90, passed 3-14-1990; amended 8-8-2013 by Ord. No. 546;[1] 9-10-2015 by Res. No.
R-12-15]
A.
The Board will grant five days' absence at a full-time employee's
regular rate of pay upon the death of a spouse, child or parent. No
such benefit shall be paid to part-time employees.
B.
The Board will grant three days' absence at a full-time employee's
regular rate of pay upon the death of the employee's brother,
sister, and upon the death of the mother or father of an employee's
spouse. No such benefit shall be paid to part-time employees.
C.
The Board will grant two days' absence at a full-time employee's
regular rate of pay upon the death of the employee's grandparent,
and upon the death of a sibling in-law. No such benefit shall be paid
to part-time employees.
D.
The Board will grant one day's absence at a full-time employee's
regular rate of pay upon the death of the employee's aunt or
uncle. No such benefit shall be paid to part-time employees.
[1]
Editor’s Note: This ordinance also stated that employees
affected by Ord. No. 546 will be entitled to the two days described
in 2013 and every year thereafter during their tenure of employment
unless and until there is additional action of the Board.
[Res. No. 3-85, passed 1-8-1985; Res. No. 4-90, passed 3-14-1990; amended 9-10-2015 by Res. No. R-11-15]
A.
All full-time employees with less than one year of service will be
entitled to a one-week vacation.
B.
All full-time employees with over one year of service will be entitled
to two weeks of vacation yearly.
C.
All full-time employees with eight or more years of service will
be entitled to three weeks of vacation yearly.
D.
All full-time employees with 15 or more years of service will be
entitled to four weeks of vacation yearly.
E.
All full-time employees with 20 or more years of service will be
entitled to five weeks of vacation yearly.
F.
There shall be no vacations with pay for part-time employees.
G.
Employee preference as to time for vacation will be given every consideration,
but the Board must necessarily reserve the right to approve all requests
and establish vacation schedules in accordance with the manpower requirements
of the department involved.
H.
All eligible employees are to give written notification to the Secretary-Manager
at least five working days prior to the beginning date of each vacation
period. In case of emergency, notify the Commissioner in charge of
the department.
[Res. passed 10-7-1980]
A.
It shall be the policy of the Board to grant a leave of absence to
employees where operating conditions permit, and where such leave
of absence may appear proper to the Secretary-Manager.
B.
A regular leave of absence shall be for a specific period of time
not to exceed 30 days except in the case of military service.
C.
A military leave of absence shall be granted from the time of entrance
into the armed forces until the employee is reinstated, provided application
for such reinstatement is made within the appropriate period of time.
D.
A leave of absence shall not be authorized to enable employees to
take other positions.
E.
A maternity leave of absence shall be granted to female employees.
F.
A regular leave of absence will not be considered as time worked
for purpose of calculating length of service. However, the time spent
in military service will be included in calculating length of service.
G.
A health examination may be required for any employee returning to
work after a leave of absence.
[Res. passed 10-7-1980]
A.
All disputes and grievances of all employees shall be adjusted in
the following manner:
1.
First step. A grievance will be taken up by the employee and his
immediate supervisor.
2.
Second step. If a satisfactory adjustment is not reached within three
working days, the grievance will then be discussed with the Secretary-Manager.
3.
Third step. If a satisfactory adjustment is not reached within three
working days, the employee can then submit his grievance in writing
to the Board. He will receive his answer in writing shortly after
the next Board meeting.
B.
No grievance or complaint of any employee will be heard at any regularly
scheduled public Board meeting.
[Res. No. 4-90, passed 3-14-1990; amended 10-8-2015 by Res. No. R-14-15]
A.
It shall be the policy of the Board to reimburse employees for the
use of their private cars in the conduct of Township business at a
per-mile rate established yearly by the Internal Revenue Service.
B.
No employee shall use his personal vehicle either regularly or intermittently
on Township business unless authorized by the Secretary Manager.
[Res. passed 10-7-1980; Res. No. 4-90, passed 3-14-1990]
A.
The police uniform expense allowance, payable only after the first
year of employment, may be used to purchase the following items: shirts,
pants, jackets, hats, belts, badges and gloves.
B.
Prior to the purchase of these approved items, all officers will
secure a purchase authorization from the Secretary-Manager.
C.
All nonclothing items (equipment) may be purchased by the individual.
Items such as flashlights, night sticks, etc., are not to be charged
to the Township. These items must be paid for at the time of purchase.
D.
For newly hired full-time police officers hired after this date,
the Township will purchase basic clothing and police equipment. Newly
hired part-time police officers shall provide their own uniforms and
equipment as required at their own expense. The Township shall provide
the initial set of badges and patches at its expense.
E.
Any equipment, including a bullet-proof vest, purchased with Township
funds or uniform expense, must be returned to the Township when employment
is terminated.
F.
Road workers shall wear rental clothing, the cost of which shall
be borne equally by the employee and the Township.
G.
Road workers shall wear a suitable work boot.
[Res. No. 95-11, passed 12-29-1995]
A.
It is the policy of Crescent Township to make personnel decisions
without regard to age, race, sex, color, creed, national origin, religion
or non-job-related disability, and we endeavor to provide employees
with a workplace free of harassment. To help ensure a work place free
of all types of harassment, employees are responsible for reporting
incidents of harassment.
B.
Sexual harassment.
1.
Unlawful sexual harassment occurs where:
(a)
Job benefits are granted based on an employee's agreement
or acquiescence to sexual demands or advances;
(b)
Job benefits are withheld based on an employee's refusal
to agree to sexual advances or demands; or
(c)
Where the working environment is oppressive to employees of
one sex because of the actions of co-workers, supervisors or vendors.
2.
Sexual harassment includes, among other things:
(a)
Threats or insinuations by a supervisor that an employee's
refusal to submit to sexual advances will adversely affect the employee's
employment, evaluation, wages, advancements, assigned duties, work
schedules, or any other condition of employment or career development.
(b)
Sexual relations or conduct with a supervisor or co-worker that
an employee does not want and to which the employee has not freely
agreed, including unnecessary touching, patting or pinching, the constant
brushing against another person's body and physical assault.
(c)
Verbal harassment or abuse of a sexual nature such as degrading
comments, propositions, including offensive and unwelcome sexual flirtations
and advances, jokes, tricks and persistent remarks about another person's
clothing, body or sexual activities.
(d)
The display in the work place of sexually suggestive objects
or pictures.
3.
Sexual harassment of any employees in any form is prohibited. Such
harassment will result in appropriate action, including disciplinary
measures up to and including termination, where brought to the attention
of the employee's immediate supervisor, the Township Secretary
or Manager, any of the Township Commissioners, or any member of supervision
in a timely manner.
C.
Other unlawful harassment.
1.
According to the Equal Employment Opportunity Commission, discrimination
laws also prohibit harassment based on age, race, disability, religious
creed and national origin.
2.
It is the policy of Crescent Township to make all personnel decisions
without regard to these protected factors and it is our intent to
provide employees with a workplace free of unlawful harassment. Employees
are responsible for immediately reporting any incidents of any unlawful
harassment to the employee's immediate supervisor, the Township
Secretary or Manager, any of the Township Commissioners, or any member
of supervision in a timely manner.
3.
Other unlawful harassment includes derogatory remarks, slurs or actions
motivated by an employee's age, race, national origin, color,
religion or disability which create a hostile, intimidating or offensive
working environment.
4.
Unlawful harassment of any employee of Crescent Township in any form
is prohibited. Such conduct will result in appropriate action up to
and including termination of employment.
D.
Reporting harassment. If an employee, in good faith, believes to
have encountered any such harassment from supervisors, fellow employees
or others, that employee should report the harassment promptly to
the employee's immediate supervisor, the Township Secretary-Manager,
any of the Township Commissioners, or any member of supervision in
a timely manner. Such reports will be kept as confidential as reasonably
possible. A prompt, thorough and fair investigation will then be made.
Investigations will be conducted, insofar as reasonably possible,
to protect the privacy and minimize suspicion toward all parties concerned.
After review of all the evidence, the appropriate Township official
or Board of Commissioners will make a determination as to whether
the claim has been substantiated.
E.
Discipline.
1.
If the claim is substantiated, appropriate action against the employee
will be taken, including discipline and possibly termination.
2.
Employees knowingly making false claims with the specific intent
to harm a fellow employee are subject to disciplinary action up to
and including termination.
3.
To protect those employees reporting harassment, any employee (including
management) who discusses confidential reports of harassment with
individuals who are not involved with the investigatory or discipline
process, is subject to disciplinary action, up to and including termination.
4.
Any questions regarding this policy should be directed to the Township
Secretary-Manager.
[Added 1-3-2012 by Res. R-13-2012]
A.
The efficient operation of the Township requires a clear separation
of powers and responsibilities between the Township Board of Commissioners
and the Manager/Secretary.
B.
The policy and legislative powers of the Township are vested in the
Board of Commissioners, and such power shall be exercised by virtue
of the action of a majority thereof.
C.
The administrative functions and daily operations of the Township
are vested in the Office of Manager/Secretary.
D.
The individual elected officials shall refrain from directing the
performance of duties of employees as individual elected officials
do not speak for the entire Board of Commissioners.
E.
Individual elected officials shall not, absent an emergency, give
orders or directions directly to Township employees because such orders
and directions should go through and come from the Township Manager/Secretary.
F.
Township employees shall not be subjected to disciplinary action
for failure to follow orders or directions from individual elected
officials for the reasons set forth above.
G.
Township Commissioners who may be assigned to a department of the
Township are expected to interact with the employees of that particular
department, but orders and directives should come from the Manager/Secretary.
A Township Commissioner shall not interact or interfere with employees
of a department that the said Commissioner is not assigned to.
