[Adopted 4-11-1994 by Res. No. 10-1994 (Ch. 1, Part 13, of
the 1989 Code)]
A.
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.
B.
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:
C.
Administration. These rules and regulations shall be administered
by the Township Manager.
D.
Definition of classes.
(1)
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.
(2)
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.
(3)
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.
(4)
A department head is a supervisory employee responsible directly
to the Township Manager for the administration and operation of a
department of the Township.
A.
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.
B.
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.
C.
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.
D.
In order to be eligible for employment with the Township of Robinson,
an applicant must meet the following minimum eligibility requirements:
(1)
Be a citizen of the United States of America or provide evidence
that citizenship has been applied for and is pending.
(2)
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.
(3)
Agree, upon request, to submit to a physical examination by a physician
selected by the Township.
(4)
Authorize the Township to investigate the character and employment
references supplied by the applicant.
A.
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.
B.
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:
(1)
Conviction of a crime including felony and/or misdemeanor involving
moral turpitude.
(2)
Insubordination (disobedience).
(3)
An unreasonable amount of lost time or abuse of sick leave.
(4)
Absence without leave.
(5)
Excessive tardiness.
(6)
Continuous documented inefficiency.
(7)
Abuse of Township property.
(8)
Giving false statements to supervisors or the public.
(9)
Violation of state statutes, Township Code and ordinances, Township
rules and regulations or departmental rules.
(10)
Alcoholic beverages and narcotic drugs.
(a)
Consumption of intoxicating beverages or narcotic drugs during
working hours on Township property or in Township-owned vehicles.
(b)
Being under the influence of alcohol or narcotic drugs during
work hours.
(c)
Possession of intoxicating beverages or narcotic drugs on Township
property or in Township-owned vehicles.
(11)
Discovery of a false statement in an application which had not
been detected previously.
(12)
Acceptance of gratuities.
(13)
Refusal to be examined by a Township-authorized physician when
so directed.
(14)
The use of Township supplies, materials, equipment or other
property for personal purposes.
(15)
Pursuing any non-job-related activities during work hours without
the permission of the department head.
(16)
Failure to observe the departmental rules and regulations.
(17)
Unlawful political or other activity as provided in the Township
personnel policy.
(18)
Fighting.
(19)
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.
