Employees who have acquired permanent employment status may be temporarily
suspended from the Borough's employ or may be permanently separated by
retirement, resignation, failure of reappointment or dismissal as follows:
A. Retirement. Full-time employees and officials may retire
after prescribed periods of service and fulfillment of other statutory requirements
as set forth in the State Public Division of Pensions.
B. Resignation. An employee may resign from his position
by tendering a written resignation to the Borough Administrator or, in his
absence, to the department head. Unless there are disciplinary charges pending
against the employee, the Borough Administrator shall notify the employee
in writing of acceptance of his resignation in good standing. An employee
shall give a minimum of two weeks' notice before the effective date of
his resignation. Failure to do so shall result in loss of vacation pay.
C. Appointed positions. In the case of certain statutory
or other appointed positions of Borough officials which are made for specified
terms, such terms shall continue for each respective specified term and until
a successor is duly appointed.
D. Any employee whose ability to perform normal work activity
is limited because of a court order or other legal process may be suspended
without pay by a department head after consulting with the Borough Administrator.
[Added 10-10-1995 by Ord. No. 95-9]
When a supervisor believes that an employee is not conforming to Borough
policies and rules or to specific instructions given him or has acted improperly,
the supervisor shall first privately discuss the matter with the employee
concerned in order to obtain the employee's view of the matter. If the
matter is not serious and the supervisor is satisfied, the matter may then
be dropped with or without a report being submitted to the Borough Administrator.
Disciplinary actions against employees shall be in the following forms:
A. A written memorandum of censure from the supervisor.
B. A letter of admonition from the Borough Administrator.
C. Dismissal or suspension without pay. No employee of the
Borough shall be removed from his or her office or position until:
(1) A written charge of the cause of complaint shall have
been preferred against him, signed by the person making such charge, filed
with the governing body of the Borough; and
(2) The written charge shall have been publicly examined
by the governing body, with reasonable notice to the employee charged.
[Amended 10-10-1995 by Ord. No. 95-9]
An employee may be suspended with or without pay from the performance
of his duties by the Mayor; provided, however, that such suspension may be
made only when such is determined as necessary to protect the essential functions
and duties of the Borough's government in time of civil distress or other
emergency or after written charges have been preferred against an employee
and pending hearing of the same by the Mayor and Council.
Any grievance arising between an employee of a bargaining unit shall
be governed by the labor agreement currently in effect.
A "grievance," for the purpose of this policy, is hereby defined to
be any controversy, complaint, misunderstanding or dispute. The following
shall constitute the method for the resolution of grievances between the Borough
and employees.
A. Where possible, the employee should discuss his or her
grievance with his or her immediate supervisor.
B. If the grievance remains unresolved he or she shall discuss
it with his or her department head.
C. If circumstances of the grievance prevent using Subsection
A and/or
B or if the department head does not resolve the grievance within
five working days, the employee may discuss the grievance with the Borough
Administrator.
D. The allegations of the grievant will be reviewed, and
the Borough Administrator will solicit preliminary information necessary to
make proper recommendations to the employee and/or supervisor or other personnel
as necessary. A written decision must be made within five working days.
E. If the grievant is not satisfied with the disposition
of his or her grievance at Subsection
D, or if no written decision has been
rendered within five working days after the presentation of that grievance
at Subsection
D, the matter may be referred to the Mayor and Council or their
designated representative within five working days of its disposition at Subsection
D. Such referral shall be in writing and shall incorporate all documentation
pertaining to the grievance introduced at Subsections
A,
B,
C and
D. The written
submission shall be made to the Borough Clerk. A meeting on the grievance
shall be held between the grievant and the Mayor and Council or their designated
representative within 15 days of submission of the grievance to the Borough
Clerk, at which meeting the parties may be represented. Said meeting shall
not be public unless the parties so agree in writing. The Mayor and Council
shall render a written decision within 15 days of the date of the meeting.
[Added 5-26-1992 by Ord. No. 92-6;
amended 6-10-1996 by Ord. No. 96-4]
A. The Borough shall provide each nonunion fulltime employee,
who has been employed by the Borough for at least two months, the following
health care insurance with dependent coverage if so desired:
(1) Comprehensive health insurance, comprehensive surgical
insurance, diagnostic Insurance, major medical through a "point-of service
plan" and dental;
(2) For employees only, $75 per year towards eye exams, lenses,
frames or contact lenses with a receipt.
B. Coverage for new employees shall be effective the first
day of the month following said initial two months of employment with the
Borough.
C. Effective September 1, 2003, the Borough shall provide
each fulltime nonunion employee hired prior to May 15, 1996, other than the
Chief of Police and Deputy Chief of Police, an annual stipend of $1,200, which
shall be in addition to their base pay.
D. The Borough shall provide each nonunion fulltime employee
who has been employed by the Borough for at least two months the option of
participating in a benefit waiver program in accordance with IRC-125. An employee
electing to participate in the benefit waiver program shall receive an annual
cash stipend in lieu of health and/or dental insurance in an amount equal
to 50% of the annual premium. The cash stipend will be paid on a quarterly
basis upon completion of the quarter.