[HISTORY: Adopted by the Township Council
of the Township of Evesham 3-6-1973 by Ord. No. 4-2-1973. Amendments
noted where applicable.]
[Amended 11-1-1977 by Ord. No. 40-11-77; 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93; 11-21-1995 by Ord. No. 45-11-95]
A.
There is hereby established a personnel system for
the Township of Evesham. All positions of employment, except elected
positions and those positions appointed directly by the Township Council,
shall be subject to such rules, regulations and procedures herein
set forth and hereafter promulgated by the Township of Evesham. All
politically elected officials and those employment positions filled
by direct appointment of the Township of Evesham are exempt from the
provisions of this chapter.
B.
This chapter shall be read and interpreted in conjunction
with any applicable collective bargaining agreement. This chapter
shall be interpreted, whenever possible, to not be in conflict with
the provisions of any applicable collective bargaining agreement.
If a conflict does exist between this chapter and the provisions of
an applicable valid collective bargaining agreement, the provisions
of the collective bargaining agreement shall apply.
The responsibility for implementing this chapter
and for the general supervision of the personnel system is hereby
vested in the Township Manager.[1]
The Township Manager shall be responsible for
the following:
A.
Making recommendations to the Council with regard
to the classification of positions and compensation therefor, the
administration of the classification system and the rates of compensation
and inclusion of said recommendations each year in the budget recommendations
submitted to the Township Council.
B.
Establishing qualifications for all employment positions
prior to the creation thereof.
C.
The appointment, transfer, promotion, demotion, suspension,
dismissal or any such change in an employee's status.
D.
Making recommendations concerning measures calculated
to increase efficiency and to promote the interest and welfare of
employees.
E.
Devising necessary administrative procedures to execute
the policies of the Township Council.
F.
Administering such rules and regulations and procedures
as may be set forth by the Township Council.
G.
Recruiting, examining, investigating and determining
qualifications for all positions in the personnel system.
H.
Maintaining such personnel records as may be required.
The Township Council shall:
A.
Adopt rules for the regulation of personnel matters
in conformity with and in furtherance of this chapter.
B.
Approve, establish, modify or abolish all positions
or classes of positions, provided that in connection with the adoption
of the annual budget for the Township, the Township Council shall
approve all proposed positions.
C.
Approve, establish or modify all salary schedules
for classes of positions, provided that in connection with the adoption
of the annual budget for the Township, the Township Council shall
approve salary schedules.
A.
The Township Manager shall recommend classification
of all of the positions in the personnel system, assigning to each
the appropriate title, experience, capacity, knowledge, skill and
other qualifications, including the minimum prerequisites for appointments.
This classification plan shall be so developed and maintained that
all positions substantially similar with respect to duties, responsibilities
and authority over character of work are included within the same
class and that the same schedule of compensation can be made to apply
with equity under like working conditions to all positions within
the class. The classification plan so recommended shall be transmitted
to the Township Council for adoption.
B.
The Township Manager may recommend the reclassification
of positions from time to time. Every position in the personnel system
shall be allocated to one of the classes, and thereafter the position
title and class so established shall be used in all personnel, fiscal
and other documents and correspondence of the Township.
A.
The Township Manager shall, when necessary, make recommendations
to the Township Council for changes in base and maximum salaries for
each class of position in the personnel system as established by the
initial schedule to be adopted by the Township Council. Provision
shall be made for annual in-grade salary increases for each class
of position until the maximum salary is attained; provided, however,
that prior to the granting of any in-grade salary increase the supervisor
of the employee concerned must certify to the Township Manager that
the employee has performed his duties satisfactorily for the preceding
year, or in the case of probational appointees, from the date of appointment,
except as otherwise provided herein.
(1)
An in-grade salary increase may be granted to new
appointees after completion of a sixty-day probationary service if
the Township Manager determines that the quality of performance is
satisfactory.
[Amended 12-20-1983 by Ord. No. 51-12-83]
(2)
If an employee is promoted, his anniversary date becomes
the date of promotion and a probationary period will follow as for
a new employee. If his position is reclassified to a higher grade,
the employee's increment date and probationary period remain as originally
established.
(3)
No employee who is promoted or whose position is reclassified
to a higher grade shall receive a salary or wage lower than that which
he received prior to his promotion or reclassification of his position.
An incumbent employee in a position which is reclassified upward will
be paid on the basis of the next highest step of the grade into which
the position has been reclassified. In the event an employee is demoted
or reassigned to a lower grade, the Township Manager shall have the
authority to place him in any step of the grade in which his new position
is classified.
B.
No employee in the personnel system shall be paid
a salary less than the established minimum nor greater than the maximum
rates fixed in the compensation plan for the position he holds.
C.
Employees required to travel and/or use personal conveyances
on official business for the Township shall be reimbursed for all
reasonable expenses for food, lodging and transportation as may have
been incurred while on such official business of the Township, except
that reimbursement for the use of personal conveyances shall be at
such rate or rates as may be set forth by the Mayor and Council.
D.
Those employees whom the Township Manager has assigned
a vehicle shall use said vehicle for business purposes only. The heads
of departments shall ensure all Township vehicles are properly marked
with decals (except certain police vehicles).
[Added 12-7-1993 by Ord. No. 61-12-93[1]]
[1]
Editor's Note: This ordinance also renumbered former Subsections D and E as Subsections E and F. Ordinance No. 51-12-83, adopted 12-20-1983, had repealed original Subsection D, Compensation for employees required to work shift work, renumbered original Subsections E and F as D and E and repealed former Subsection G, which provided for outstanding service increments.
E.
The Township Manager and heads of departments shall
be ineligible for compensatory leave time as the nature of these positions
dictate flexibility in working hours. However, compensation requisite
to the high responsibilities and peculiar demands of said positions
shall be reflected in the rates of compensation. The Township Manager,
at his discretion, may grant reasonable leave to compensate for excessive
working hours required.
F.
The compensation plan shall take effect by adoption
of an ordinance of the Township by the Township Council.
[Amended 12-20-1983 by Ord. No. 51-12-83; 9-6-1988 by Ord. No. 43-9-88; 12-7-1993 by Ord. No. 61-12-93]
A.
In the event that a vacancy occurs in any position
established under the personnel system, the Township Manager shall
first ascertain whether any employee in the personnel system is sufficiently
qualified and willing to accept promotion or reassignment. Should
the Township Manager determine that no member of the personnel system
meets such criteria, he shall seek applicants from outside the service
by advertisement.
B.
Appointment from without the system.
(1)
All applicants for employment shall be required to
furnish, on forms provided by the Township, complete information as
to education, special training, experience and skills, as well as
a chronological statement of previous employment, together with references.
(2)
The Township Manager shall make or cause to be made
such investigation as is necessary to verify the facts contained in
the application and shall conduct such oral interviews as he may deem
necessary. The Township Manager may conduct such tests and examinations
as he may deem necessary to determine the qualifications of the applicants
for the position.
(3)
All appointments shall be made on the basis of merit
only and without regard to race, creed, sex, sexual orientation, age
or disability.
[Amended 8-6-1996 by Ord. No. 39-8-96]
C.
All appointments to positions made from within or
without the organization shall be subject to a six-month probationary
period. During this period, the appointee's performance shall be closely
reviewed to determine his/her ability to carry out his/her assigned
tasks, his/her efficiency and other characteristics relative to the
requirements of the position. Such a review shall be conducted by
the appointee's immediate supervisor and by the Township Manager.
If the Township Manager determines that the probational appointee
is not satisfactory, release of the appointee from the position may
be made.
D.
Regular appointment. Upon satisfactory completion
of the six-month probationary period, each appointee shall be granted
a regular appointment in the personnel system. In each case, the Township
Manager shall include in the appointee's personnel file a statement
evaluating the employee's performance during the probationary period.
In the event that the Township Manager is unable to make a determination
as to whether an employee shall be granted a regular appointment at
the end of the six-month probationary period, the Township Manager
may extend the employee's probation for a further six-month period.
E.
Temporary appointments. Whenever the Township Manager
determines that, because of heavy workloads, special projects or for
other similar reasons, it is of advantage to the Township, he may,
within the limits set forth in the budget, make appointments on a
temporary basis. Temporary appointments shall not be granted regular
appointment status in the personnel system, except upon probational
appointment, and any time spent as a temporary appointee shall not
be credited toward the probationary period.
F.
Demotions. Where the action or performance of an employee
does not warrant dismissal or where the nature of the work required
of the employee warrants such action, the Township Manager may reduce
an employee to an established position in a lower grade or class.
G.
Resignations. An employee resigning his position shall,
whenever possible, give at least two weeks' notice in writing. Whenever
the date of departure falls between established pay periods, the employee
may be paid on the date of the next consecutive payday for the time
worked.
H.
Reemployment of former employees. In the event a former
employee of the Township is reemployed within one year from the date
of termination of his employment, the Township Manager may, at his
discretion, reinstate the employee in his former grade and credit
him with his prior service with the Township of Evesham.
[1]
Editor's Note: Former § 22-8, Suspension,
dismissal, demotion or resignation from position, was repealed 12-7-1993
by Ord. No. 61-12-93.
A.
Leave of absence without pay. The Township Manager
may grant requests for leave of absence without pay for periods not
to exceed one year, when such leave is for a valid purpose and when
it appears that reinstatement of the employee would be in the best
interest of the Township. There will be no accumulation of employee
benefits during a leave of absence without pay.
[Amended 12-20-1983 by Ord. No. 51-12-83]
B.
Official leave. The Township Manager may grant official
leaves with pay for the purpose of having employees attend professional
meetings, technical conferences, short term courses in matters relating
to official duties or for other valid purposes. Such leave will not
be deducted from any other leave earned by the employee.
C.
Jury leave. Any regular employee called upon for jury
service will be reimbursed the difference between payments received
as a juror and his regular salary. Such leave will not be deducted
from any other leave earned by the employee.
D.
Military leave. Any regular employee who is a member
of any United States Military Reserve or National Guard unit and is
required to engage in field training exercises will be granted paid
military leave (not to exceed two weeks in any one year) for those
days on which the employee is actually engaged in unit-training in-field
operations. Such leave will not be deducted from any other leave earned
by the employee unless training leave is granted in excess of two
weeks.
[Amended 10-12-1982 by Ord. No. 39-10-82; 12-7-1993 by Ord. No. 61-12-93]
E.
Vacation leave. Employees hired prior to January
1, 1994, shall receive vacation leave on a monthly basis as follows:
[Amended 10-18-1977 by Ord. No. 38-10-77; 11-21-1978 by Ord. No. 43-11-78; 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93; 8-6-1996 by Ord. No. 39-8-96]
(1)
All Township employees with five or less years of
service earn 1 1/4 days of annual leave for each month of service
per year (15 days maximum).
(2)
All Township employees with from six to 10 years of
service earn 1 1/2 days of annual leave for each month of service
per year (18 days maximum).
(3)
All Township employees with from 11 to 19 years of
service earn 1 2/3 days of annual leave for each month of service
per year (20 days maximum).
(4)
All Township employees with 20 or more years of service
earn 2 1/12 days of annual vacation leave for each month of service
(25 days maximum).
[Amended 8-6-1996 by Ord. No. 39-8-96]
(5)
Employees hired after January 1, 1994, earn vacation
leave on a monthly basis as follows:
[Added 12-7-1993 by Ord. No. 61-12-93[1]]
|
Years Employed
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Vacation Days Per Year
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|---|---|
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5 or less
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10
|
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6 to 10
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15
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11 to 19
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20
|
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20 or more
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25
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[1]
Editor's Note: This ordinance also renumbered
former Subsections E(5) through (9) as E(6) through (10).
(6)
Accumulation of leave. Unless authorized by the Township
Manager, only one year's worth of annual vacation leave may be accumulated
and carried into the next succeeding year.
(7)
Crediting of leave. Annual leave shall be credited
to each employee after it is earned. No provision will be made for
advance crediting of annual leave. No employee shall be entitled to
receive earned leave until after the probation period, unless specifically
authorized by the Township Manager.
[Amended 12-7-1993 by Ord. No. 61-12-93]
(8)
Payment for unused leave upon termination of employment.
Upon termination, an employee in good standing may take the unused
portion of annual leave or may request payment for the same, except
that an employee terminating Township employment before having been
employed for a continuous period of six months shall not be entitled
to such payment. No payment for unused vacation leave will be made
to any employee who is dismissed.
[Amended 12-7-1993 by Ord. No. 61-12-93]
(9)
The Township Manager shall require that vacation schedules
be prepared in advance, and he shall have the authority to adjust
such schedules so as to maintain an effective working force at all
times.
(10)
None of the provisions in this section shall apply
to temporary employees.
[Amended 8-6-1996 by Ord. No. 39-8-96]
(11)
Regular part-time employees shall be entitled to vacation
leave in accordance with the above schedules, except that it shall
be pro-rated according to the number of hours worked.
[Added 12-7-1993 by Ord. No. 61-12-93]
F.
Sick leave.
[Amended 10-18-1977 by Ord. No. 38-10-77; 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93; 8-6-1996 by Ord. No. 39-8-96; 11-12-1996 by Ord. No. 44-11-96; 3-23-2022 by Ord. No. 4-3-2022]
(1)
All Township employees hired prior to August 1, 1996, shall earn
sick leave on a monthly basis at a rate of 1 1/4 days of paid
sick leave for each month of service (15 days maximum). Employees
hired after August 1, 1996, shall earn sick leave on a monthly basis
at a rate of 5/6 days of sick leave for each month of service (10
days maximum). The Township will compensate employees for 1/2 of their
accrued sick leave, with a limit of 60 days, for all those employees
retiring with fewer than 15 years of service or resigning. Management
personnel (defined as department and deputy department heads) hired
after June 8, 2007, shall be capped at $15,000 of sick leave compensation
and payable only upon retirement. Nonmanagement personnel hired after
May 21, 2010, shall be capped at $15,000 of sick leave compensation
and payable only upon retirement. No such sick leave payment will
be compensated to any employee who is dismissed. Regular part-time
employees' sick leave shall be calculated on a prorated basis
according to the number of hours worked.
(2)
Sick leave at retirement.
(a)
Employees hired prior to January 1, 1997, shall receive payment
for unused sick leave as follows:
(b)
It is incumbent upon the retiring employee to give written notice to the Township Manager in the prior year (no later than December 31) of his or her intention to retire in the upcoming year. Failure of the employee to provide a timely written notice of retirement, or in the event that the employee does not retire in the year after written notice has been given, shall cause that employee to be compensated for unused sick leave in accordance with § 22-9F(1) above.
(c)
Notwithstanding Subsection F(2)(a) and (b) of this section, all management personnel (defined as department and deputy department heads) hired on or after June 8, 2007, shall be capped at $15,000 of sick leave compensation, which shall only be payable at retirement. Nonmanagement personnel hired on or after May 21, 2010, shall be capped at $15,000 of sick leave compensation, which shall only be payable at retirement.
G.
Funeral leave. A regular full-time or part-time employee
who is excused from work because of death in his immediate family
(as defined below) shall be paid at his regular rate of pay up to
24 scheduled working hours following the death. Time off with pay
as provided in this section shall be used for the purpose of handling
necessary arrangements and attendance at the funeral of the deceased
member of the immediate family. Immediate family is defined to mean
the employee's parents, spouse, children, brother or sister only.
One day (not to exceed eight hours) of funeral leave shall be granted
for the death of an employee's grandparent, grandchild, mother-in-law,
father-in-law, brother-in-law or sister-in-law, niece or nephew.
[Amended 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93]
H.
Holidays.
(1)
All Township employees who are not otherwise covered
by a collective bargaining agreement shall be granted holiday leave
with pay for the following 13 holidays:
[Amended 10-18-1977 by Ord. No. 38-10-77; 10-18-1983 by Ord. No. 46-10-83; 12-7-1993 by Ord. No. 61-12-93; 11-12-1996 by Ord. No. 44-11-96]
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New Year's Day
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|
Presidents' Day
| |
|
Good Friday
| |
|
Easter Monday
| |
|
Memorial Day
| |
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Independence Day
| |
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Labor Day
| |
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Columbus Day
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Veterans Day
| |
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Thanksgiving Day
| |
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Thanksgiving Friday
| |
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Christmas Day
| |
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The day following Christmas Day
|
(2)
The municipal offices shall be closed on the aforesaid
holidays (except for employee's personal days), and the dates of observance
of the aforesaid holidays shall be those established by New Jersey
state law, where applicable.
(3)
Any hourly employee required to work on a holiday
shall be paid, in addition to one full day's pay, an amount equal
to his hourly wage for the time actually worked on the holiday.
[Amended 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93]
(4)
Holiday leave will not be deducted from any other
leave earned by an employee.
(5)
When one of the above holidays falls on a Saturday
or Sunday, the preceding Friday or the following Monday shall be designated
as a substitute holiday and observed as an official holiday for that
year for each employee.
(6)
Unless otherwise stipulated by contract, General Election
Day shall be designated as a floating holiday. Such floating holiday
shall be scheduled and utilized in the same manner as vacation and
personal days. A floating holiday must be used during the year in
which it accrues and shall not be cumulative from year to year. No
monetary compensation shall be provided for unused floating holidays
to an employee upon termination.
[Added 10-18-1983 by Ord. No. 46-10-83; amended 11-12-1996 by Ord. No. 44-11-96]
(7)
Due to the seasonal nature of their work schedule,
regular school crossing guards shall be granted holiday leave with
pay for the following holidays:
[Added 9-6-1988 by Ord. No. 43-9-88]
|
New Year's Day
| |
|
Good Friday
| |
|
Memorial Day
| |
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Thanksgiving Day
| |
|
Christmas Day
|
I.
Personal day.
[Amended 10-18-1977 by Ord. No. 38-10-77; 11-21-1978 by Ord. No. 43-11-78; 12-20-1983 by Ord. No. 51-12-83]
(1)
Unless otherwise specified by a valid labor agreement,
the Township Manager may grant each full-time employee who has been
in the Township employ for at least six months personal leave each
year for the purpose of conducting personal business according to
the following schedule:
(2)
Personal days do not accrue from year to year nor
are they payable upon separation.
[Amended 12-7-1993 by Ord. No. 61-12-93]
J.
Records. The Township Manager shall cause to be maintained
adequate current records for leave accounting, said records to be
a part of the personnel and fiscal records of the Township.
K.
With the exception of leave of absence without pay,
employees will be credited with time in service for the periods they
are on leave.
L.
Regular part-time employees. Permanent part-time employees
shall be eligible for leave privileges under the provisions of this
section on a pro-rated basis. Leave privileges do not apply to part-time
school crossing guard positions.
[Amended 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93]
[Amended 7-6-1976 by Ord. No. 15-7-76; 12-7-1993 by Ord. No. 61-12-93]
All authorized work in excess of the prescribed
working hours per week shall be compensated for at 1 1/2 times
the hourly rate paid the hourly employees or by compensatory leave
as authorized by the Township Manager for salaried employees. Except
for the workweek requirements of employees which are established by
the terms and conditions of a collective negotiated agreement between
the Township and the appropriate collective negotiating unit which
represents said employees, the workweek requirements for full-time
Township employees shall be as follows:
A.
For all full-time clerical and administrative personnel,
the workweek shall be 40 hours and shall consist of 35 paid working
hours and five unpaid lunch hours.
B.
For other full-time Township employees, except for
Police Department employees, the workweek shall be 42 1/2 hours
and shall consist of 40 paid work hours and 2 1/2 unpaid lunch
hours.
A.
The Township Manager shall cause to be maintained
a complete personnel file for each employee. Such file shall contain
a personal history form or application form and all other records,
memoranda or other data which will aid in developing a complete history
record of the employee's service within the Township.
B.
The Township Manager shall develop such other forms
and procedures as may be required to carry out the provisions of this
chapter.
[Amended 12-20-1983 by Ord. No. 51-12-83]
All regular employees in the personnel system
of the Township of Evesham shall be participants in the New Jersey
State Pension System.
[Amended 12-7-1993 by Ord. No. 61-12-93]
A.
Personnel system employees. Whenever work habits,
attitudes, production, infraction of regulations or personal conduct
of an employee falls below a desirable standard, it is the duty of
the employee's supervisor to point out the deficiencies at the time
they are observed. The disciplinary procedure shall be carried out
in the following order:
(1)
The supervisor/department head shall give an oral
warning to the employee.
(2)
The supervisor/department head shall give written
warning to the employee. A copy of such shall be filed with the Township
Manager.
(a)
The employee has three working days from receipt
of the written warning to request, in writing, a meeting with the
department head.
(b)
The department head shall have 10 days to meet
with the employee to resolve the matter.
(c)
If the matter is not concluded at this point,
the employee may request a meeting with the Township Manager. The
department head shall be present at this meeting. The decision of
the Township Manager shall be final.
B.
Suspension; discipline; dismissal.
(1)
The Township Manager may dismiss an employee for cause.
In each case, the Township Manager shall present the employee with
a written statement of charges prior to dismissal. A copy of this
statement of charges shall be filed in the records of the Township.
(2)
The following activities are prohibited and may be
grounds for suspension, with or without pay, or dismissal at the discretion
of the Township Manager. (This list is not intended to be all inclusive.)
(a)
Any political activity during working hours.
No employee shall use his official position, at any time, for political
gain for himself or others.
(b)
Acceptance or solicitation of anything of value
in exchange for a favor or favorable treatment above that given to
the public generally.
(c)
During regular working hours, outside employment
activity which does not directly relate to the employees official
position, unless the employee is on approved leave.
(d)
Outside business interests on the part of Township
personnel in commercial enterprises doing business with the Township,
unless such goods or services are not readily available elsewhere.
(e)
Misfeasance, malfeasance or nonfeasance in the
performance of duties.
(f)
Violations of law, official rules, regulations
or orders or failure to obey any lawful or reasonable direction when
such action amounts to insubordination or a serious breach in discipline.
(g)
Conviction of a felony.
(h)
Willful or repeated negligence in performing
duties, or conduct unbecoming an employee of the Township.
(i)
Sustained conduct detrimental to the efficiency
and morale of the organization.
(j)
Fraud against the Township.
(k)
Misuse of public funds.
(l)
Falsifying reports or records.
(m)
Being under the influence of drugs or alcohol
during working hours.
(n)
Possession or consumption of drugs or alcohol
during working hours.
[Added 8-6-1996 by Ord. No. 39-8-96]
(o)
Work performance consistently below expected
standards.
[Added 8-6-1996 by Ord. No. 39-8-96]
[Added 8-20-1991 by Ord. No. 45-8-91]
A.
It is the policy of the Township of Evesham to maintain
a drug-free workplace.
B.
The Township shall establish an ongoing drug-free
awareness program to inform employees about:
(1)
The dangers of drug abuse in the workplace.
(2)
The Township's policy of maintaining a drug-free workplace.
(3)
Available drug counseling, rehabilitation and employee
assistance programs.
(4)
The penalties which may be imposed upon employees
for drug abuse violations which occur in the workplace.
C.
The Township Clerk shall notify, by means of a written
statement, all employees of the Township that:
(1)
The unlawful manufacture, distribution, dispensing,
possession or use of a controlled dangerous substance is prohibited
in every workplace maintained by the municipality.
(2)
The employee shall abide by the terms of the statement
as a condition of employment.
(3)
The employee, as a condition of employment, shall
notify the Township Clerk of his or her conviction of any offense
involving controlled dangerous substances occurring in the workplace
no later than five calendar days following such conviction.
(4)
Failure to abide by the terms of the statement shall
result in personnel action (up to and including termination of employment)
consistent with the Federal Rehabilitation Act of 1973, as amended,
or a requirement that the employee participate satisfactorily in a
drug abuse assistance and/or rehabilitation program approved by the
Evesham Township Board of Health or the Burlington County Health Department
as a condition of continued employment.
D.
Upon receipt by the Township Clerk of notice of an
employee's conviction of an offense involving controlled dangerous
substances occurring in the workplace:
(1)
The Township Clerk shall (within 10 calendar days)
notify, in writing, any federal agency providing grant money for a
project in which the convicted employee was working. The notice shall
include the employee's position title and the identification number
of each affected grant. The notice shall be provided to every grant
officer or the designee on whose grant activity the convicted employee
was working unless the federal agency has designated a central point
for the receipt of such notices; and
(2)
The Township shall (within 30 calendar days) either
take appropriate personnel action (up to and including termination
of employment) consistent with the requirements of the Federal Rehabilitation
Act of 1973, as amended, against the convicted employee or require
as a condition of continued employment that the convicted employee
participate satisfactorily in a drug abuse assistance or rehabilitation
program approved by the Evesham Township Board of Health or the Burlington
County Health Department.
[Added 10-5-2010 by Ord. No. 23-10-2010; amended 6-28-2011 by Ord. No.
20-6-2011]
A.
All Township employees, who are not otherwise covered by a collective
bargaining agreement, shall receive health and dental benefit coverage
from the Township as follows:
(1)
Employees who select and/or use single, employee and child, or employee
and spouse health and dental benefit coverage shall contribute 20%
of the health and dental plan premiums toward benefits.
(2)
Employees who select and/or use a family health and dental benefit
coverage shall contribute 30% of the health and dental plan premiums
toward benefits.
