[Adopted 4-11-1994 by Res. No. 10-1994 (Ch. 1, Part 13, of the 1989 Code)]
Purpose. The purpose of this article is to create and establish a personnel code which will serve to establish normal procedures which are a guide to administrative action regarding certain personnel activities and circumstances. They are intended to identify the customary and reasonable methods to achieve the aims of the personnel program. These rules and regulations are not intended to supersede any contractual arrangements with union employees.
Scope. These rules and regulations shall cover all regular employees, unless specifically otherwise provided. The following positions and functions are not covered by the provisions of this policy:
Administration. These rules and regulations shall be administered by the Township Manager.
Definition of classes.
A regular full-time employee is an employee who is regularly scheduled to work more than 32 hours per week and who actually performs not less than 1,600 hours of service as of December 31 of any year.
A regular part-time employee is an employee of the Township of Robinson employed 12 months per year and fulfilling less than the total number of hours per week as established in the definition of a full-time employee. Part-time employees do not receive fringe benefits from the Township but are, however, covered by social security and workers' compensation.
A temporary employee is an employee of the Township of Robinson who may work either full-time or part-time but who is employed for a limited duration, not to exceed 11 months. Temporary employees do not receive fringe benefits from the Borough but are, however, covered by social security and workers' compensation.
A department head is a supervisory employee responsible directly to the Township Manager for the administration and operation of a department of the Township.
Merit-based process. It is the policy of the Township to recruit and select the most capable and qualified individual for any position. Recruitment and selection procedures shall be conducted in such a manner as to ensure open competition and the fair treatment of applicants on the basis of their abilities, knowledge and skills.
It is the law of the Commonwealth of Pennsylvania and the United States of America that employers shall not discriminate on the basis of race, sex, age, handicap, disability, national origin, creed and/or religion in regard to employment and personnel matters. These laws also provide that employees should not be subject to workplace harassment on the basis of race, sex, age, handicap, disability, national origin, creed and/or religion. It is the policy of the Township of Robinson to be in full and complete compliance with these laws.
Application forms. All applications for employment shall be on standard Township forms, requiring relevant background information including education, experience and other pertinent information. All applications must be signed and may require verification of statements. All applications, together with any documentation of actions taken, must be retained for one year.
In order to be eligible for employment with the Township of Robinson, an applicant must meet the following minimum eligibility requirements:
Be a citizen of the United States of America or provide evidence that citizenship has been applied for and is pending.
Be at least 18 years of age at the time of employment, provided that this will not apply to the part-time or temporary applicants.
Agree, upon request, to submit to a physical examination by a physician selected by the Township.
Authorize the Township to investigate the character and employment references supplied by the applicant.
Disciplinary authority; discipline steps. When an employee fails to meet established standards of work or conduct, it is in the best interest of the Township that such unsatisfactory behavior not be ignored. Disciplinary action shall be addressed promptly and consistently. The Township Manager and department heads shall have the authority to carry out disciplinary actions.
However, in an appropriate case and at the sole discretion of the Township Manager, a suspension or discharge may be warranted for a first offense.
Reasons for disciplinary actions. Listed below are some of the reasons which might be causes of disciplinary action, but disciplinary action is not limited to the offenses listed:
Conviction of a crime including felony and/or misdemeanor involving moral turpitude.
An unreasonable amount of lost time or abuse of sick leave.
Absence without leave.
Continuous documented inefficiency.
Abuse of Township property.
Giving false statements to supervisors or the public.
Violation of state statutes, Township Code and ordinances, Township rules and regulations or departmental rules.
Alcoholic beverages and narcotic drugs.
Consumption of intoxicating beverages or narcotic drugs during working hours on Township property or in Township-owned vehicles.
Being under the influence of alcohol or narcotic drugs during work hours.
Possession of intoxicating beverages or narcotic drugs on Township property or in Township-owned vehicles.
Discovery of a false statement in an application which had not been detected previously.
Acceptance of gratuities.
Refusal to be examined by a Township-authorized physician when so directed.
The use of Township supplies, materials, equipment or other property for personal purposes.
Pursuing any non-job-related activities during work hours without the permission of the department head.
Failure to observe the departmental rules and regulations.
Unlawful political or other activity as provided in the Township personnel policy.
Unsatisfactory performance, as determined by Township performance evaluation procedures.
[Added 4-11-1994 by Res. No. 1304]
Sexual harassment includes deliberate or repeated unsolicited verbal comments, gestures, physical contact or other activities of a sexual nature which are unwelcome. Sexual harassment is illegal and is absolutely prohibited in any Township workplace. The Township will enforce this prohibition with appropriate sanctions, including dismissal, against offending individuals. Any employee who feels that he or she has been subjected to sexual harassment should report such concerns to his or her department head or to the Township Manager immediately. All reports of alleged harassment will be investigated and appropriate action will result based upon the findings of the investigation.