[Amended 8-25-1980 by Ord. No. 256]
[Amended 2-11-2019 by Ord. No. 800]
A. Purpose. The purpose of the Personnel Manual, as adopted by Township
Council, is to establish personnel principles and policies, which
shall include, but not be limited to, the following:
(1) Employment in the Township government, including appointments, promotions
and other personnel actions, shall be based on merit.
(2) Just and equitable incentives and conditions of employment.
(3) Every effort shall be made to stimulate high morale by fair administration
of these regulations consistent with the best interests of the public
and the Township.
B. Coverage. The Personnel Manual shall apply to all employees of the
Township. The regulations shall not apply to elected officials, members
of the citizen boards, commissions and authorities, Township Solicitor(s)
and Township Engineer(s) who may serve on a consulting basis.
C. Administration. The Township Manager shall have the responsibility
for the administration of the Personnel Manual as provided for in
Sections 303A and 503 of the Charter. This responsibility shall include
appointing and disciplining all employees covered by these regulations
and, upon approval of the Township Council, establishing whatever
detailed rules as may be necessary to carry out the regulations or
to implement personnel policies.
[Amended 2-11-2019 by Ord. No. 800]
A. General. The Personnel Manual shall include, but not be limited to,
defining fair and objective employment practices and its process,
to include job postings, hirings, promotions, required examinations,
probationary terms for new hires and promotion of all state and federal
requirements for public employment.
B. Examinations. The examination process for all employees shall be
set forth in the Personnel Manual and shall consist of whatever written,
oral, medical, performance or other examinations and evaluations that
are necessary to determine an applicant's fitness or competency
for Township employment.
C. Introductory Period and permanent employment. Policies related to
hires for Township employment shall be set forth in the Personnel
Manual. In addition, the following shall apply:
(1) Length of introductory period. A newly hired employee shall serve
an introductory period of six months ("Introductory Period") during
which time the Township will have the opportunity to monitor the quality
and value of the employee's performance and make any necessary
adjustments in the employee's assigned job tasks based on their
performance. The employee's Introductory Period may be adjusted
as deemed appropriate by management and the Township Manager and supported
by a written probationary review. Completion of the Introductory Period
does not imply guaranteed or continued employment with the Township.
(2) Removal of Introductory Period employee. An employee serving the
Introductory Period of employment may be removed from his or her position
at any time during the Introductory Period at the discretion of the
Township Manager and having reviewed the employee's performance
with the department head, if applicable. Introductory Period employees
shall not have recourse to appeal.
(3) Conditions of permanent employment. An Introductory Period employee
may, at the discretion of the management of the Township, become a
permanent employee upon the successful completion of the Introductory
Period, the favorable written recommendation of the department head
and the approval of the Township Manager.
The Township Manager shall prepare and the Township
Council shall adopt, as part of the annual budget, an organization
chart which shall show the class titles and number of all permanent
and temporary positions in each department or unit of the Township.
Any proposed change in this organization chart which would cause the
appropriation for personal services in any department or unit to be
exceeded shall be accompanied by a budget amendment or transfer.
A. General. The class titles and class specifications
which are approved by the Township Council shall constitute the Classification
Plan.
B. Administration. The Classification Plan shall be administered
and maintained by the Township Manager, and employees shall be allocated
by the Manager to classes which best describe their duties.
C. Reclassification. A request for reclassification to
a different classification may be originated by an employee or by
a supervisor. Such requests may be initiated if it is felt that the
existing classification does not reasonably describe the duties and
responsibilities of work actually being performed. Such requests must
be in writing and detail the reasons why the reclassification is considered
to be justified. Requests of this nature are to be submitted to the
Township Manager through the employee's department head.
[Amended 2-11-2019 by Ord. No. 800]
The Township Council shall establish the Pay Plan covering all
employees and may amend the plan from time to time after receiving
recommendations from the Township Manager. The Pay Plan will be reexamined
periodically with consideration given to the changes in living costs.
Any change in the plan from this type of a review shall be known as
an "economic adjustment" and shall become effective when designated
by the enabling legislation, and effective for all employees. Pay
Plan changes made based on position assessment, reclassifications
and noneconomic adjustment shall not cause an immediate adjustment
to an employee's wage. The Personnel Manual shall include policies
and procedures related to, among other things, pay ranges, merit step
growth, salary minimum and maximum ranges and promotional wage growth.
[Amended 2-11-2019 by Ord. No. 800]
The Township Manager shall implement a performance rating system
for all employees as outlined in the Personnel Manual.
[Amended 2-11-2019 by Ord. No. 800]
The specific policies and procedures relating to the promotion,
demotion and transfer of Township employees shall be set forth in
the Personnel Manual.
A. Promotion policy. Promotions will be made from within the Township
only when the most qualified candidate is available. Promotions are
made on an equal opportunity basis according to employees possessing
the needed skills, education, experience and other qualifications
that are required for the job.
B. Promotional Introductory Period. All employees promoted into a new job position will be subject to an Introductory Period as set forth in Article
VI of this chapter. After the Introductory Period, an employee may be transferred back to his/her original position at the discretion of the management of the Township upon consideration of the employee's performance and suitability for the position.
C. Transfers. Township employees may be transferred to a new position
within the Township so as to best meet the business needs of the Township,
as determined by the management of the Township. All transfers must
be approved by the Township Manager.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for
defined scope of hours worked among the employee groups.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for
vacation leave time for eligible employees.
[Amended 6-11-2001 by Ord. No. 611; 4-8-2002 by Ord. No.
625; 6-23-2008 by Ord. No. 695; 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for
sick leave for eligible employees.
[Amended 6-23-2008 by Ord. No. 695; 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for,
injury leave for eligible employees.
[Amended 6-23-2008 by Ord. No. 694; 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures of
other forms of leave, including, but not limited to leave of absence
with and without pay, bereavement leave, military leave, leave under
the federal and Maternity Leave Act and other applicable state and federal law, and jury duty.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures for
designated Township holidays and personal days.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures regarding
eligibility for overtime and compensatory time pay for exempt and
nonexempt employees.
Employees shall have the right to be members
of and support a political party, to vote as they choose, to express
opinions privately on all political subjects and candidates, to maintain
political neutrality, and to attend political meetings. However, employees
may not be an officer of a political party, hold political office
while employed, or solicit political contributions or services from
another Township employee.
[Amended 7-27-1981 by Ord. No. 287]
At such times as it may be necessary to reduce
the number of employees, the criteria to be followed shall be length
of service and quality of job performance. The last employee laid
off within a class will be the first to be offered reemployment, should
a position within the class subsequently become available. Any employee
laid off within a class title shall be permitted the option of acquiring
the position of a less-senior employee in a related class title with
the same pay grade if able to meet the job qualification requirements
of the related class title; or, in the alternative, the employee shall
be permitted to acquire the position of a less senior employee in
a related class title in a lower pay grade. These employee options
shall be permitted only should such related class titles and positions
exist at the time of the layoff.
[Amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures regarding
employee resignations and reinstatements.
[Amended 2-11-2019 by Ord. No. 800]
The specific policies and procedures relating to discipline,
labor relations and grievance process practices of the Township shall
be set forth in the Personnel Manual and shall be compliant with applicable
State and Federal law related to public employment.
A. General. Violation of Township policies and procedures may result
in disciplinary action, including, but not limited to, demotion, transfer,
leave without pay or termination of employment. The Township encourages,
but is not bound to, a system of progressive discipline as the situation
may require; however, the Township is not required to engage in progressive
discipline and may discipline or terminate employees who violate Township
policies, procedures and other rules of conduct, or who fail to meet
the expectations of their employment. The Township policies and practices
related to discipline, and application thereof, shall not modify the
at-will employment status of Township employees.
B. Warnings. Under appropriate circumstances and based upon performance
and facts, an employee shall be provided a verbal or written warning
prior to suspension. A copy of either notice shall be made a part
of the employee's personnel record. The policy regarding issuance
of warnings shall be set forth in the Personnel Manual.
C. Suspensions, demotions and dismissal. The Township may, for disciplinary
reasons, suspend, demote or dismiss an employee at any time. When
an employee is suspended, they shall be given a written statement
of the reasons for the action, and a copy of such notice shall be
made a part of the employee's personnel record. The policy regarding
suspensions and demotions shall be set forth in the Personnel Manual.
D. Right to hearing. Whenever the Township Manager determines that it
is appropriate to suspend without pay, demote or dismiss an employee,
the employee shall, when required under state of federal law, be afforded
the right to a hearing or other opportunity to be heard. The hearing
process shall be set forth in the Personnel Manual. The Township policies
and practices related to hearings shall not modify the at-will employment
status of Township employees and is not intended to create any personal
or property interest related to employment status.
[Amended 2-11-2019 by Ord. No. 800]
The specific policies and procedures relating to public sector
employment appeals and grievances shall be set forth in the Personnel
Manual.
[Added 9-25-1995 by Ord. No. 557; amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include policies and procedures regarding
harassment of all kinds, including, but not limited to, the procedures
for reporting such claims to management of the Township.
[Added 6-10-1996 by Ord. No. 568; amended 2-11-2019 by Ord. No. 800]
The Personnel Manual shall include a comprehensive drug and
alcohol policy for all employees, including, but not limited to, CDL
and non-CDL drivers.