A. 
There shall be an Employees' Advisory Committee to provide a continuing medium through which all employees may contribute their advice and suggestions for the improvement of a career merit system and other aspects of the government of the Township. Each member of this Employees' Advisory Committee shall be elected annually by secret ballot by all employees in the competitive service. Membership shall total four. Not more than one member may be selected from any given department. The members of the Employees' Advisory Committee shall elect their own Chairman.
B. 
In addition to conferring with the Municipal Manager, the Employees' Advisory Committee may undertake to sponsor such voluntary recreational, welfare and related activities as will contribute to good relations among all employees of Mount Laurel Township and their families.
A. 
Whenever an employee has a grievance, he should first present it verbally to his supervisor. It is the responsibility of the supervisor to arrange a mutually satisfactory settlement of the grievance within 48 hours of the time when it was first presented to him, or failing in that, he must within that time advise the employee of his inability to do so.
B. 
When an employee is informed by his supervisor that he is unable, within the discretion permitted him, to arrange a mutually satisfactory solution to the grievance, the employee must, if he wishes to present the grievance to higher authority, do so in writing in the manner provided hereinafter.
C. 
Formal written grievance.
(1) 
The employee will set forth the grievance completely and clearly in writing, in duplicate. One copy of the grievance shall be immediately placed in the hands of the Municipal Manager.
(2) 
A copy of the grievance shall be presented by the employee to his immediate supervisor (to whom the grievance was made verbally). The supervisor will report the facts and events which led up to its presentation in writing, including in his written report any verbal answer he may have previously given to the employee concerning this grievance. Within 24 hours after receipt of the written grievance, the supervisor must present it with the information required from him to the Municipal Manager.
(3) 
The Municipal Manager will attempt to find a mutually satisfactory solution to the grievance within 48 hours after receipt of the grievance and information from the department head. Failing in a solution, the complaint accompanied by a written report on the matter by the Manager must be forwarded to the Township Council through the director of the affected department. The Council will then consider and formally act on the complaint.
(4) 
Since it is intended that most, if not all, grievances can and should be settled without the necessity of reference to the Council, no grievance will be heard or considered by the Council which has not first passed through the above-described steps.
(5) 
All papers and documents relating to a grievance and its disposition will be placed in the employee's personal history file.
A. 
Each employee shall receive a copy of this chapter and shall be charged with knowledge of its contents.
B. 
Any changes, additions or deletions of this chapter will be made by means of amendment of the chapter, copies of which will be issued to each employee and with the knowledge of which he will be charged.
C. 
Personal history files, as provided in § 40-5I, are confidential records and will be maintained in the office of the Manager in a locked file. The files will be in two groups: "Active," representing employees on the payroll, and "Closed," for employees no longer in the service of the Township.
D. 
Only the members of the Township Council, Township Manager or department head may, in the presence of the department head, examine the files of their subordinates, but only for official and not personal purposes. Any employee may, at reasonable times, in the office of the Manager, examine his own personal history file. Nothing placed in any file shall be moved therefrom.
A. 
This chapter and all its provisions shall at all times be subject to the Civil Service Rules of the State of New Jersey, which prescribe the basic minimum standards for the employment of municipal personnel to which the Township of Mount Laurel subscribes. To the extent that this chapter may in any respect provide minimum standards which are less than those embodied in the Civil Service Rules of the State of New Jersey, the latter rules shall be deemed applicable; however, to the extent that the provisions of this chapter contain benefits which are in excess of the minimum requirements of the Civil Service Rules of the State of New Jersey, the provisions of this chapter shall be deemed to be controlling.
B. 
The responsibility for administration of the personnel policies of the Township shall be the duty of the Municipal Manager, and the administration thereof shall be performed according to these rules and regulations.
This chapter is not intended to supersede any specific ordinance heretofore adopted or to be adopted hereafter, which said specific ordinance intends to cover a particular department or category of employees. This chapter is intended to be general in character and cover those employees and departments of government in the Township where there is no specific ordinance covering the same subject matter.