It shall be the policy of the Township that
the following principles shall be observed by employees:
A. All employees of the Township share a common responsibility
to provide efficient and dedicated service in the public interest.
B. Public employees are agents of public purpose and
are bound to discharge faithfully the duties of their office regardless
of personal considerations. Their conduct in both official and private
affairs should be above reproach at all times.
C. General duties and responsibilities of employees may
be further established in policy manuals established on a departmental
basis and approved by the Township Manager.
The Board of Supervisors may create new positions
and authorize the filling of those positions. For each new position
so created, the Township Manager shall prepare job specifications
which shall contain the following information:
A. Duties to be performed, including any supervisory
responsibilities.
B. Minimum qualifications with regard to education and
training, experience, physical standards and licenses and/or certificates.
C. Procedure for filling position.
Layoff or redirection in force may only be administered
by the Township Manager. When it becomes necessary by reason of budget
reduction or lack of work to remove an employee from the Township
service, the following rules shall apply:
A. Layoff. This is a reduction in the work force which
is anticipated to last for a period of four months or less.
(1) Employees who are to be laid off may either accept
such a layoff or resign in good standing.
(2) Where an employee accepts the layoff, he/she shall
be eligible to continue receiving hospitalization and insurance benefits;
all earned vacation; sick leave; and such other benefits in effect
shall remain in force, although additional benefits shall not accrue.
(3) Where there is more than one employee in a classification
or in a directly related classification at a lower level, employees
shall be laid off in reverse order of seniority, except where an employee
has received a rating of unsatisfactory on the last employee evaluation
report, in which case he/she may, at the discretion of the Township
Manager, be laid off ahead of an employee with less seniority.
B. Reduction in force. This is a reduction in the work
force which is anticipated to last in excess of four months.
(1) Employment terminated by reason of reduction in force
shall be considered permanent, and all benefits, earned leaves and
other matters shall be terminated in accordance with the provisions
of these rules.
(2) Employees who are removed from the Township service
by reason of a reduction in force shall have first opportunity for
employment in any position for which they meet the minimum qualifications
for a period of one year following such termination.
(3) Reduction in force shall be subject to the same provisions regarding seniority as those outlined for layoff in Subsection
A(3) of these rules.
(4) Employees who are members of Warehouse Employees Union
Local 169 have additional provisions for recall that are outlined
in the current contract between Local 169 and Whitemarsh Township.
C. Terminations. A person's employment will be considered
terminated for any of the following reasons:
(3) Unauthorized absences for two consecutive working
days.
(4) Failure to return to work at the conclusion of a leave
of absence or any approved extension thereof.
(5) Failure to return to work from layoff within two weeks
after notice is sent from the Township by certified mail, return receipt
requested, to the last address which the employee furnished the Township.
It is the employee's responsibility to notify the Township of any
change of address.
(6) Absence due to a layoff which continues for a period
equal to an employee's period of service for employees of less than
one year, exclusive of the layoff period.
(7) Absence due to a layoff which continues for a period
of one year, where the employee's period of service has been one year
or more, exclusive of the layoff period.
The Township Manager shall prescribe, in the
personnel rules and regulations, provisions pertaining to the attendance,
work hours, sick and vacation leave and holidays and overtime and
the compensation for the same with those employees in the Township
service.
The Township Manager shall maintain a personnel
file for each employee, containing materials, correspondence and records
pertaining to the employee and his or her employment. Employees shall
be allowed to review their personnel records upon their request.
The Township Code of Ethics, revised May 1980,
and the Pennsylvania Ethics Law Act 170 of 1978 and subsequent amendments
or interpretations are hereby incorporated by reference as part of
this Administrative Code.