This Part provides for the rules and regulations, approved and
adopted by the Borough, pertaining to employees of the Borough of
Pottstown.
[Res. 10/10/1966), § 2; as amended by Res. 1/12/1970;
by Res. 6/10/1974; by Res. 12/29/1975; and by Ord. 1696, 3/9/1992,
§ 2]
1. A full-time employee shall be an employee of the Borough of Pottstown
fulfilling the minimum 37 1/2 hour work week.
2. The work week for full-time employees shall begin at 12:01 a.m. on
Monday and end at 11:59 p.m. the following Sunday.
3. Paid holidays shall be counted as part of the regular work week in
computing the employee's compensation.
[Res. 10/10/1966, § 3; as amended by Res. 1/12/1970;
by Res. 12/28/1970; by Res. 12/29/1971A; by Res. 12/27/1972B; by Res.
12/26/1973A; by Res. 6/10/1974; by Res. 10/14/1974; by Ord. 1332,
5/12/1975, § 1; by Res. 12/29/1975; by Ord. 1374, 2/14/1977,
§ 1; by Ord. 1512, 2/11/1985; and by Ord. 1696, 3/9/1992,
§ 3]
1. Salaried Employees.
A. Full-time salaried employees shall be eligible for overtime financial
compensation at the rate of 1 1/2 times the regular rate for
all hours in excess of 40 hours per week, except exempt supervisory
personnel.
B. All compensation for overtime shall be computed according to minimum
time increments of each 30 minutes worked in excess of the regular
work week.
C. Exempt supervisory personnel shall not be eligible for overtime financial
compensation for work performed beyond their normal responsibilities
unless specifically approved by Council, but may be granted compensatory
time off for emergency work at the discretion of the Borough Manager.
[Res. 10/10/1966, § 4; as amended by Res. 3/16/1967A;
by Res. 12/28/1970; by Res. 12/29/1971A; by Res. 12/27/1972B; by Res.
12/26/1973A; by Res. 12/30/1974A; by Res. 12/29/1975; by Ord. 1374,
§ /14/1977, § 1; by Ord. 1449, 1/14/1980, § 1;
by Ord. 1532, 2/10/1986; and by Ord. 1696, 3/9/1992, § 4]
1. Temporary Assignment Compensation.
A. Salaried.
(1) Where a full-time salaried employee is temporarily required to regularly
serve in and accept the responsibility for work in a higher position
classification, the employee shall receive the minimum rate of pay
in the temporary assignment's minimum position classification grade
or one step above his present rate, whichever is higher, while on
temporary assignment, subject to approval of the Borough Manager.
To qualify for compensation in a higher class or position while on
temporary assignment, the assignment shall be full-time regular and
continuous for a period of one work week or its excess. Compensation
shall be retroactive to the date of the temporary assignment and shall
apply to vacations, vacancies and all types of leave time.
[Res. 10/10/1966, § 5; as amended by Res. 3/16/1967C;
by Res. 12/27/1972B; by Res. 12/30/1974A; by Res. 12/29/1975; by Ord.
1449, 12/30/1980, § 1; by Ord. 1467, 12/29/1982, § 1;
by Ord. 1610, 12/29/1988, § 1; and by Ord. 1696, 3/9/1992,
§ 5]
1. Every full-time employee of the Borough of Pottstown shall be granted
the following paid holidays:
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New Year's Day
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Fourth of July
|
Thanksgiving Day
|
|
Washington's Birthday
|
Labor Day
|
Friday after Thanksgiving
|
|
Good Friday
|
Columbus Day
|
Christmas Day
|
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Memorial Day
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Veterans Day
|
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and three personal days except that full-time employees hired
after July first shall be entitled to 1 1/2 personal days until
January first, provided, the personal days shall be recognized on
the date selected by the employee and approved by his/her immediate
supervisor. When the above holiday falls on either Saturday or Sunday,
the Borough Manager shall designate the preceding Friday or following
Monday, as the date of the holiday recognition, based on community
observances;
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2. The employee shall have worked the regular working day before and
after the holiday to qualify for compensation. In the event of absence
on the working day before or after a holiday, leave of absence, sickness,
accident or other excusable absence must be approved by the employer
to qualify for the holiday's compensation.
3. An employee recognizing a personal day shall inform his supervisor
of the celebration date at least one week (seven days) prior to the
date of celebration.
4. Upon request, an employee shall be paid the regular rate for unused
holidays, if the Borough is unable to schedule such holidays within
12 months of the day of observance. This provisions shall not be retroactive
for holidays earned prior to January 1, 1976. Upon termination of
employment, an employee will be eligible for payment of unused holidays
and unused personal days up to one year's time.
[Res. 10/10/1966, § 6; as amended by Res. 4/10/1967D;
by Res. 1/13/1969; by Res. 12/29/1971A; by Res. 12/27/1972B; by Res.
12/26/1973A; by Res. 12/29/1975; by Ord. 1467, 12/29/1981, § 1;
by Ord. 1656, 1/14/1991, § 1; by Ord. 1696, 3/9/1992, § 6;
by Ord. 1756, 12/13/1993, §§ 1, 2; and by Ord. 1829,
9/9/1996, § 2]
1. Vacation Schedule. Every regular, full-time employee shall be eligible
for paid vacation leave in accordance with the following schedule:
A. After completion of one full year of continuous service: 10 working
days.
B. After completion of five full years of continuous service: 15 working
days.
C. After completion of 10 full years of continuous service: 20 working
days.
D. After completion of 15 years of continuous service: 25 working days.
E. All vacation days shall be used within one year from the date of
their award. In the event an employee is unable to use all awarded
vacation days during the required time period, a maximum of five days
may be carried over for three additional months beyond the anniversary
date. Any remaining vacation days not used within that additional
three-month time period will be lost.
2. Vacation Pay.
A. The rate of vacation pay shall be the employee's regular straight
time pay for his regular scheduled work week, or portion thereof,
at the applicable rate when vacation is taken.
B. Employees who desire vacation pay in advance for approved leave shall
give eight calendar days notice to the Payroll Department. Employees
who comply with this notice shall receive their check not later than
three calendar days prior to their vacation. This provision shall
apply to weekly amounts only. Vacation checks not received in advance
will be kept in the Finance Office when requested by the employee.
3. Holiday Falling During Vacation Leave. When an authorized holiday
falls within an employee's vacation leave, time equivalent to the
authorized holiday shall be granted in addition to the regular vacation
leave.
4. Vacation Leave Upon Termination. An employee who terminates employment
with the employer shall give a minimum of two working weeks notice
in order to be eligible for payment of unused and accrued vacation
leave upon termination. Employees voluntarily or involuntarily terminating
service before one year of continuous employment shall not be eligible
for vacation leave. Employees terminating service after one full year
of continuous service from date of appointment, or anytime thereafter,
shall be entitled to unused vacation leave and a prorated share of
vacation earned on the basis of appointment date, prior to the date
of resignation based on the following schedule:
A. One month to three months past the anniversary of employee's appointment
date: 25% of vacation leave which the employee earned as of his last
anniversary date.
B. Four months to six months past the anniversary of employee's appointment
date: 50% of vacation leave days which the employee earned as of his
last anniversary date.
C. Seven months to nine months past the anniversary of employee's appointment
date: 75% of vacation leave days which the employee earned as of his
last anniversary date.
D. Ten months to 12 months past the anniversary of employee's appointment
date: 100% of vacation leave days which the employee would have earned
based on his next anniversary date.
All payments for vacation time due employees when separating
from employment shall be in lump sum amounts and paid in the last
applicable pay period.
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[Res. 10/10/1966, § 7; as amended by Res. 1/13/1969;
by Res. 1/12/1970; by Res. 12/28/1970; by Res. 12/26/1973A; by Ord.
1332, 5/12/1975, § 2; by Ord. 1374, 2/14/1977, § 1;
by Ord. 1439, 1/14/1980, § 1; by Ord. 1512, 2/11/1985; by
Ord. 1532, 1/1/1986; by Ord. 1656, 1/14/1991, § 2; by Ord.
1696, 3/9/1992, § 7; and by Ord. 1890, 6/14/1999, § 1]
1. Eligibility. Regular full-time employees, upon completion of 90 calendar
days of employment, shall be eligible for six days of accumulated
sick leave. For every completed month of continuous service thereafter,
a regular full-time employee shall earn one additional sick leave
day.
2. Employee Wellness Program. Employees shall be eligible for the following
wellness program. Under this program, employees will receive a payment
each year, during the last pay period, for not using sick leave days,
under the following conditions:
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Sick Leave Days Used
|
Payment
|
---|
|
0 to 0.99
|
$300
|
|
1.0 to 2.99
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$200
|
|
3.0 to 4.99
|
$100
|
|
5.0 to 5.99
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$50
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6.0 or more
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No Payment
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3. Accumulation. Eligible employees shall be entitled to accumulate
a maximum of 100 paid sick leave days.
4. Donation. Employees may give sick leave days to other employees who
have used their total accumulated paid sick leave days and have been
certified by a doctor to be unable to return to work. Employee donations
are limited to no more than 10 days to another employee and will be
deducted from and added to the applicable employee's total accumulated
paid sick leave days.
5. Payment of Unused Sick Leave Days. Upon superannuation retirement,
an employee shall be paid for the number of unused sick leave days
at the rate of $15 per day. Any employee electing postretirement medical
benefits shall forfeit his/her entitlement to payment for any unused
sick leave days.
6. Limitation on Use of Sick Leave Days. Employees may not use paid
sick leave days for absence due to an injury as defined by worker's
compensation sustained through employment outside the employer's service.
7. Fitness for Work. Any sickness meeting the following listed conditions,
at any time, shall require a doctor's certificate as to the extent
of the illness and, when applicable, the employee's expected date
of return to work. This certification must be submitted on the employee's
first day back to work, or within 48 hours of management's request.
A. Any sickness for three or more consecutive days at any one time.
B. When an employee who has had at least six periods of sick leave usage
in the preceding 12 months is absent for one or more days. A period
of sick leave usage shall be defined as one (or a portion thereof)
or more consecutive days in which an employee is in paid or unpaid
sick leave status.
C. When an employee has developed a pattern of abusing sick leave absences.
The Borough may require a physical examination at any time showing
proper cause, with 48 hours notice. The examination shall be conducted
by a physician of the Borough's choice. The Borough shall pay the
cost of the examination, and the employee shall not suffer any loss
in pay or time if the examination is conducted during his/her regular
work hours.
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8. Light Duty Assignment. Any employee on worker's compensation or sick
leave may be assigned to light duty work in or out of their classification
by the employer; provided, the employee is certified capable of performing
light duty by the physician in charge of the case. An employee assigned
to light duty shall receive his/her regular rate of pay and benefits.
9. Effect on Existing Employees. At the time of the effective date of
this Part, all employees which have accumulated between 101 and 150
paid sick leave days shall have their sick days reduced to the new
maximum cap of 100 days. Any such employee who falls into this classification
shall receive a one time payment of $10 per day for all days exceeding
100.
[Res. 10/10/1966, § 8; as amended by Ord. 1439,
1/14/1980, § 1]
1. A full-time municipal employee disabled in the performance of duty
shall be paid his monthly salary for a period not to exceed 180 days
from the date of disability less any funds received by the disabled
employee through insurance or funds established by the Borough or
workmen's compensation.
2. A certificate of the attending physician or surgeon attesting to
the disability and the cause thereof shall be with the Borough Manager
before the last day of each month in which the disability occurred
or continues during the one-hundred-eighty-day period. The Borough
Manager shall have access to all medical, hospital and x-ray reports
upon request.
3. Any injury sustained in the line of duty shall not be charged against
the sick leave allowance time.
4. Absence due to off-the-job injury not connected with outside employment
shall be treated as sickness with regard to leave and financial compensation.
5. Compensation for employees absent due to an injury incurred through
employment outside the Borough's service shall be limited to variation,
holidays and personal days.
[Res. 10/10/1966, § 9; as amended by Ord. 1332,
5/12/1975, § 3]
1. The compensation for all full-time Borough employees shall be payable
for the period Monday, 12:01 a.m. through Sunday, 11:59 p.m., of the
preceding week, on Wednesday of each week provided that the Borough
Manager may authorize issuance of checks to facilitate employee's
utilization in the event of a special request or a bank holiday.
2. The rate of compensation for an employee shall become effective as
of the date of initial employment or on the Monday following notification
of promotion or change in position classification or step.
[Res. 10/10/1966, § 10; as amended by Res. 3/11/1968;
by Res. 1/12/1970; by Res. 12/29/1975; by Ord. 1467, 12/29/1981, § 1;
and by Ord. 1696, 3/9/1992, § 8]
The following special leaves shall apply to all full-time employees:
A. Death in Family.
(1) Absence for death in the immediate family shall be just cause for
leave up to four days with no deduction of pay and such absence shall
not count as sick leave time.
(2) The immediate family shall constitute parents, children, spouse,
brother, sister, mother-in-law, father-in-law, sister-in-law, brother-in-law,
grandparents of employee and employee's spouse, or a relative living
in the household.
B. Leave of Absence.
(1) The Borough Manager may authorize leaves of absence for full-time
Borough employees including or excluding vacation, with or without
pay, for any period or period not to exceed four calendar months in
any one calendar year for the following purposes:
(a)
Attendance at college, university or business school for the
purpose of training in subjects related to the work of the employee
and which will benefit the employee and the Borough service.
(b)
Urgent business requiring employee's attention for an extended
period, such as settling estates.
(d)
Service on a jury and attending court as a witness.
(e)
For purposes other than the above, deemed beneficial to the
Borough service.
(2) In the event an employee serves in jury duty, daily compensation
shall be determined as regular pay less jury duty compensation.
(3) Authorized leaves of absence shall not interrupt continuous service
time.
[Res. 10/10/1966, § 11]
Any employee who intends to be absent from duty without leave
shall report the reason to his supervisor prior to the date of absence
where possible and in no case later than the beginning of the first
workday. All unauthorized and unreported absences shall be considered
absence without leave and deduction of pay shall automatically be
made for the period of absence. Unauthorized absences constitute grounds
for disciplinary action or dismissal.
[Res. 10/10/1966, § 12; as amended by Ord. 1915,
3/15/2001, § 2]
1. Military Leaves of Absence for Employees of the Borough.
A. Member of Pennsylvania National Guard generally. All employees of
the Borough, who are members of the Pennsylvania National Guard, shall
be entitled to leave of absence from their respective duties without
loss of pay, time or efficiency rating on all days during which they
shall, as members of the Pennsylvania National Guard, be engaged in
active State duty. All such employees shall, in addition, be entitled
leave of absence from their respective duties without loss of pay,
time or efficiency rating on all days not exceeding 15 days in any
one year during which they shall, as members of the Pennsylvania National
Guard, be engaged in training or other military duty under orders
authorized by law. All such employees shall, in addition, be entitled
to unpaid leave of absence from their respective duties without loss
of seniority or efficiency rating on all days in excess of 15 days
per year during which they shall be engaged in training for other
military duties under orders authorized by law. (51 Pa.C.S.A. § 4102(a))
B. Members of Pennsylvania National Guard or other Reserve Components
of US Armed Forces, Special Circumstances. The Borough may provide
paid military leave or other compensation and/or continue medical
and other benefits to employees who are members of the Pennsylvania
National Guard or other reserve components of the United States Armed
Forces for days in excess of 15 days per year, subject to approval
by Borough Council, when the employee shall be engaged in training
or other military duty under orders authorized by law. (51 Pa.C.S.A. § 4102(b))
C. Enlistment or Draft of Employee. Whenever any employee shall, in
time of war or armed conflict or emergency proclaimed by the Governor
of Pennsylvania or by the President of the United States, enlist or
shall, at any time, be drafted into active military service into the
United States, the employee shall be automatically granted a military
leave of absence. So long as an employee is on military leave of absence,
the employee shall not be removed from the employee's employment and
duties and the employee's duties shall either be performed by other
employees or by a temporary substitute. During such time, the employee
shall not receive any remuneration from the Borough. (51 Pa.C.S.A.
§ 7302(a))
D. Members of Reserve Components or Pennsylvania National Guard Ordered
to Active or Special Duty. Whenever any employee who is a member of
a reserve component of the Armed Forces shall be called or ordered
to active duty by the United States and whenever any employee who
is a member of the Pennsylvania National Guard shall be ordered to
active State duty or special State duty by the Governor or his designee,
the employee shall automatically be granted a military leave of absence
subject to the provisions of subsections 1(A) and 1(B). (51 Pa.C.S.A. § 7302(b))
2. Expiration of Military Leaves of Absence.
A. Employees Who Enlisted. Every military leave of absence granted to
an employee by reason of the employee's enlistment in the active military
service in time of war or armed conflict, or emergency proclaimed
by the Governor or the President of the United States, shall expire
90 days after the expiration of the first period of the employee's
enlistment to expire at a time when the United States is not engaged
in a war or armed conflict or emergency proclaimed by the Governor
or by the President of the United States. (51 Pa.C.S.A. § 7303(a))
B. Employees Who Are Drafted. Every military leave of absence granted
to an employee by reason of the employee having been drafted, shall
expire 90 days after the expiration of the period for which the employee
was drafted. (51 Pa.C.S.A. § 7303(b))
C. Employees Who Are Members of Reserve Components/Pennsylvania National
Guard. Every military leave of absence granted to an employee by reason
of the employee having been called or ordered to military duty as
a member of a reserve component of the Armed Forces of the United
States, shall expire 90 days after the expiration of the period of
the military duty. Every military leave of absence granted to an employee
by reason of the employee having been ordered to active State duty
or special State duty as a member of the Pennsylvania National Guard
shall expire 30 days after the expiration of the period of the State
duty. (51 Pa.C.S.A. § 7303(c))
[Res. 10/10/1966, §§ 13, 14; as amended by
Res. 12/27/1972B; by Res. 12/26/1973A; by Res. 12/29/1975; by Ord.
1374, 2/14/1977, § 1; and by Ord. 1696, 3/9/1992, § 9]
1. An official or employee engaged in official business authorized by
the Borough Manager may be reimbursed for all or part of necessarily
incurred expenses. Employees shall be reimbursed for personal property
broken or damaged while engaged in official business; provided, that
no single item may be valued in excess of $100.
2. The rate of $0.25 per mile is established for the use of privately
owned vehicles used by employees in the performance of Borough service
when authorized by the Borough Manager, and payment shall be made
upon submittal of accurate mileage records approved by the Borough
Manager.
[Res. 10/10/1966, § 16; as amended by Ord. 1308,
6/10/1974; by Ord. 1656, 1/14/1991, § 3; and by Ord. 1696,
3/9/1992, § 10]
1. Probationary Period. The first 12 months of employment in a classified
position through initial appointment as a Borough employee or through
promotion shall be considered a probationary period.
2. Pay Plan Administration.
A. The Borough Manager shall perform an annual evaluation of the salary
plan. The evaluation will serve the following purposes:
(1) To establish salary and wage rates for positions which compare favorably
with those in effect in private and governmental organizations.
(2) To compensate qualified employees for continued satisfactory performance
or meritorious service.
(3) To arbitrate and adjust salary and wage classifications and steps
with job tasks and responsibilities.
B. Adjustments in hourly and salaried rates for classified positions
shall be determined by Council.
C. Changes in the compensation plan shall maintain the recognized relationship
among position classifications, reflect cost-of-living adjustments
and reflect prevailing rates of pay for comparable positions outside
the Borough service.
3. Regulations.
A. Employees shall be paid within the established salary range designated
for the classification to which their position is assigned.
B. The minimum rate established for a salary or wage grade representing
a job classification shall be the normal rate of pay upon employment,
except under circumstances which appear to warrant appointing an employee
of exceptional qualifications to a higher step within the grade, up
to Step 3.
C. Merit increases shall not be limited to the time of annual review
or budget adoption, but shall be based on length of time in step and
exceptional meritorious service.
D. The Borough Manager shall, from time to time, recommend the creation
or adjustment of job classifications within the pay grade and step
plan subject to the approval of Borough Council.
[Res. 10/10/1966, § 17; as amended by Res. 1/13/1969;
by Res. 1/12/1970; by Res. 12/27/1972B; by Res. 12/29/1975; by Ord.
1374, 2/14/1977, § 1; by Ord. 1439, 1/14/1980, § 1;
by Ord. 1467, 12/29/1981; by Ord. 1497, 12/28/1983; by Ord. 1656,
1/14/1991, § 4; by Ord. 1696, 3/9/1992, § 11;
by Ord. 1758, 12/30/1993, §§ 2, 3; and by Ord. 1890,
6/14/1999, § 2]
1. Social Security. All full-time employees except those under Police
Civil Service Regulations, shall be eligible for Social Security upon
date of appointment and the Social Security tax paid through payroll
deductions.
2. Accident, Sickness and Life Insurance. Full-time employees and their
dependents shall be eligible for medical, hospital, dental, vision
and prescription insurance benefits; said insurance benefits shall
cover, for the employee only, the cost of the office visit/doctor's
cost of an annual routine physical. Full-time employees shall be eligible
for life, accidental death and disability insurance beginning on the
date of appointment, and all other insurance benefits shall be upon
completion of three moths of continuous service beginning with the
date of appointment.
3. Retirement. Full-time employees, upon date of appointment, shall
be eligible for participation in the Pennsylvania Municipal Employee's
Retirement System.
4. Workmen's Compensation. All employees and officials shall be eligible
for workmen's compensation.
5. Longevity Pay.
A. Employee Longevity Plan — Effective Date. The Employee Longevity
Plan of the Borough of Pottstown, hereinafter referred to as "Longevity
Pay Plan," shall become effective December 10, 1963.
B. Tenure of Eligibility. The minimum number of uninterrupted continuous
years of service required for longevity payments shall be five years,
and longevity tenure shall be determined by the month in which the
employee was appointed.
C. Coverage. All regular full-time employees hired prior to January
1, 1991, shall be eligible for longevity pay benefits. All regular
full-time employees hired on or after January 1, 1991, shall not be
eligible for longevity pay benefits.
D. Rate of Longevity Payment. The amount of longevity payment shall
be based on the following schedules and payment shall be based on
the number of uninterrupted continuous years of service.
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Service Years
|
Payment
|
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|
5 to 8
|
$300
|
|
9 to 13
|
$550
|
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14 to 19
|
$950
|
|
20 and over
|
$1,300
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E. Method of Longevity Payment. The longevity payments shall be made
annually as lump sum cash payments and shall not be integrated with
the employee's regular salary. The longevity payment shall be made
on the last pay period of November in each year by a separate and
distinct check marked "Longevity Pay Check." Longevity payments for
any employee who dies or retires shall be pro-rated from January first
to date of separation.
F. Military Service. The time purchased towards retirement credit for
intervening and non-intervening military service shall not be eligible
for longevity payment.
6. Accident and Sickness/Income Disability Insurance. Full-time employees
shall be covered with an accident and sickness/income disability insurance
policy which will provide salary maintenance at 50% for up to six
months during each calendar year with an employee contribution of
50% of the monthly premium cost paid by the employee through payroll
deduction.
7. Postretirement Medical Benefits. Management employees with at least
30 years of service and having obtained the age of 55 or with at least
25 years of service and having obtained the age of 60 retiring on
or after June 1, 1999, shall be eligible for certain health insurance
benefits commensurate with active employees on an individual basis
under the following conditions:
A. The cost to the Borough for such coverage shall never exceed the
cost of securing such coverage at the time of the employee's retirement.
Accordingly, the retiree will pay for any increases in insurance rates
for this coverage.
B. The obligation to provide such coverage shall cease immediately upon
the retiree becoming eligible for coverage under any other health
insurance plan including, but not limited to, Medicare, either as
an employee or dependent of an employee, or whether such coverage
is provided on a contributory or noncontributory basis.
C. Coverage shall be limited to hospital coverage, major medical, prescription
and dental.
D. Retiree shall be re-instated into the retiree health insurance plan
when the retiree is no longer covered by any other health insurance
coverage plan, as described above.
E. Any retiree that elects this benefit shall forfeit any entitlement
to payment of unused sick leave days under § 507(5).
[Res. 10/10/1966, § 21; as amended by Ord. 1399,
12/28/1977, § 1; and by Ord. 1696, 3/9/1992, § 12]
The Borough Manager or department head shall have the authority
to discipline employees for unsatisfactory work, refusing to obey
rules and regulations and for objectionable personal conduct. Penalties
may range from a reprimand to suspension or dismissal from the service.
[Res. 10/10/1966, § 21]
Resignations shall be submitted in writing at least two weeks
prior to the final day of work. Failure to comply shall subject the
employee to forfeiture of all prorated vacation time.
[Res. 10/10/1966, § 22; as amended by Ord. 1696,
3/9/1992, § 13]
All applicants for employment with the Borough of Pottstown
shall undergo a physical examination which shall be conducted under
the supervision of a doctor of medicine.
[Ord. 1242, 5/11/1970; as amended by Res. 12/29/1975]
An employee may be continued in the employ of the Borough beyond
the anniversary of his 65th birthday upon recommendation of the Borough
Manager and approval of Borough Council for a period of one year and
thereafter from year to year; provided, however, that retirement shall
be mandatory for an employee at age 70, five years after his 65th
birthday.
[Ord. 1308, 6/10/1974]
1. Municipal employees shall have the right to appeal any alleged adverse
employer action including, but not limited to, this Part, unwarranted
demotion, dismissal, unfavorable performance rating, suspension or
position classification.
2. The employee, if he wishes to appeal, shall submit such an appeal
to the Borough Manager within 15 days after being informed of the
adverse personnel action and shall specify the reasons for submitting
his appeal.
3. The Borough Manager shall schedule a hearing date and time and shall
review the grievance with the employee and his supervisor and shall
within 15 days after the hearing notify the employee and his supervisor
in writing of the hearing decision and the reasons for that decision.