[Ord. 921, 2/4/1987, § 1]
1. 
All employees shall be hired by the Borough Manager on a probationary basis for a period of three months. After 45 days, the probationary employee will be eligible for group insurance. During the probationary period, the employee shall be evaluated by his immediate supervisors in order to determine whether or not he is progressing satisfactorily and is adapting to the requirements of the Borough. Should the probationary period be interrupted by reason of sickness or otherwise, it may be extended by the Borough Manager for whatever length of time, in his judgment, shall be required for a proper determination.
2. 
During the probationary period the employee shall not be entitled to any benefits other than Workmen's Compensation and Group Insurance (after the first 45 days). Upon satisfactory completion of the probationary period, and upon assignment as a full-time employee, the employee shall then be entitled to all the benefits enumerated in these regulations.
[Ord. 921, 2/4/1987, § 1]
Work for each department shall be scheduled on the basis of eight hours per day and 40 hours per week. The work week shall commence on Thursday and end on Wednesday. All hours worked in any work week in excess of 40 shall be paid for at 1 1/2 times the regular hourly rate, but no overtime work shall be scheduled without the prior approval of the Borough Manager.
[Ord. 921, 2/4/1987, § 1]
Friday of each week shall be payday for all Borough employees. Department heads pick up all checks for their departments from the Bookkeeper between 11:00 a.m. and 12:00 noon on payday.
[Ord. 921, 2/4/1987, § 1; as amended by Ord. 939, 11/2/1988, § 1; by Ord. 1004, 7/6/1994; by Ord. 1063, 2/7/2001, § 1; and by Ord. 1117, 2/1/2006, § IV]
1. 
The Borough grants 12 1/2 paid holidays each year. An employee who is on sick leave shall not be entitled to any additional compensation if a paid holiday occurs during his sick leave period. An employee who is on vacation during a week on which a paid holiday occurs shall not be also charged for a vacation day on the paid holiday.
2. 
Every employee shall take the time off for every paid holiday, unless he shall be scheduled to work by the Borough Manager or is required to work because of the existence of an emergency. Any employee who works on a paid holiday shall receive eight hours pay for the holiday plus a rate of time and 1 1/2 for any hours worked.
3. 
During weeks in which a paid holiday (as described in § 234, Subsection 1, above) occurs, pay at a rate of time and 1 1/2 shall occur for any additional hours worked over 40, including the holiday. However, vacation and sick days shall not count toward the regular 40 hour work week upon which the start of overtime pay is based.
4. 
The following days are those designated as paid holidays:
New Year's Day
Thanksgiving Day
Good Friday
Day after Thanksgiving
Memorial Day
Christmas Eve (1/2 day)
Independence Day
Christmas Day
Labor Day
Floating days (4)
The floating days shall be selected by the employee. Floating holidays may not be accumulated from year to year, and in case of termination of employment, any floating holiday not taken in that year shall not be paid for.
5. 
Should a designated paid holiday fall on a Saturday or Sunday, the Borough shall recognize the previous Friday or the following Monday of that week as the designated paid holiday. This decision will be made by the Borough Manager.
6. 
Minimum pay of two hours at a rate of time and 1 1/2, shall be paid for all emergency call-outs. Emergency call-out shall be defined as overtime work not scheduled ahead of time.
[Ord. 921, 2/4/1987, § 1; as amended by Ord. 945, 2/1/1989, § 1; by Ord. 955, 1/2/1990; by Ord. 1004, 7/6/1994; by Ord. 1056, 12/1/1999, § 1; by Ord. 1063, 2/7/2001, § 1; and by Ord. 1117, 2/1/2006, § V]
1. 
The regular vacation period shall be from May to November 30, and ordinarily all employees shall schedule their vacations during that period. Vacations may be taken outside the regular vacation period only with specific advance approval by the Borough Manager.
2. 
Any employee hired prior to June 1 in any year shall be entitled to one week of vacation during the regular vacation period. Any employee hired after June 1 in any year shall not be entitled to any vacation in that year. After the first year, employees shall be entitled to vacation as follows:
2nd to 4th year
2 weeks
5th to 12th year
3 weeks
13th to 19th year
4 weeks
20th year and over
5 weeks
In computing years of service, the number of years completed as of June 1 of the current year shall be the determining year.
3. 
Department heads shall receive three weeks of vacation per year during their first 10 years of service, four weeks per year during years 11 through 20 and five weeks per year after 20 years of service. Vacation periods for all department heads shall be subject to approval by the Borough Manager.
4. 
Every employee shall take his vacation in the year of entitlement, and no accumulation shall be permitted beyond the current year. Any vacation time not taken shall be canceled, unless approved in advance by the Borough Manager.
5. 
Any employee whose employment is for any reason terminated after August 1 of any year shall receive payment for any vacation time still due him for that year. Any employee whose employment is for any reason terminated before August 1 of any year shall automatically forfeit any vacation that he has not already taken in that year.
6. 
The Borough reserves the right to restrict the amount of vacation taken at any one time to one calendar week, depending on the work schedule at that time.
7. 
No employee shall work in lieu of taking his vacation, and be paid for the time thus worked.
[Ord. 921, 2/4/1987, § 1; as amended by Ord. 933, 3/2/1988, § 1]
1. 
Each employee shall be entitled to 15 days sick leave with pay per year, and may accumulate unused sick leave for up to 110 days.
2. 
If any sick leave lasts for more than two consecutive days, no additional sick leave payments shall be made unless a physician's certificate is furnished. For sustained illnesses, the Borough Manager may request that additional certificates be furnished by a physician.
3. 
It is the intention of the Borough that sick leave shall be used for illness only, and that no days shall be charged as sick leave to compensate for absence for any other reason. Any employee who falsely takes advantage of reporting sick leave may be suspended without pay by the Borough Manager for the same number of days that were incorrectly reported as sick leave. Any gross abuse of the sick leave privilege shall be grounds for termination of employment.
[Ord. 921, 2/4/1987, § 1]
1. 
Emergency leave with pay shall be granted to any employee in the case of death in his immediate family as follows:
Death of spouse or child
5 days' leave
Death of parent
3 days' leave
Death of uncle, aunt, brother, sister or grandparent
1 day's leave
2. 
When an employee is called to jury duty or military reserve training, the Borough will pay the difference between the employee's regular pay and the amount of compensation received while on such duty. Maximum payment by the Borough shall be for a period of four weeks in any year, and advance approval of the Borough Manager shall be received before any such payments shall be made by the Borough.
[Ord. 921, 2/4/1987, § 1]
1. 
The Borough Manager has the authority to suspend or discharge any employee. If the disciplined employee considers that the action is unwarranted, he may request an interview with the proper committee of Council at its next scheduled meeting, but the disciplinary action taken shall remain in effect until that meeting.
2. 
The department head shall have authority to suspend without pay for up to three days, or to discharge any employee under his supervision for willful disobedience of orders. Any employee so disciplined may request an immediate review of his case by the Borough Manager.
[Ord. 921, 2/4/1987, § 1; as amended by Ord. 955, 1/2/1990, § 1; and by Ord. 1117, 2/1/2006, § VI]
The Borough shall provide at its expense, the following plans:
A. 
Medical (hospital, doctor and prescription) coverage;
B. 
Life insurance: $15,000 of life and accidental death and dismemberment (double indemnity);
C. 
Dental Insurance;
D. 
Weekly income accident and sickness insurance. The benefit shall be $300 per week for a maximum of up to 26 weeks. The benefit shall begin after the employee has exhausted all earned vacation, holidays and sick leave coverages.
[Ord. 921, 2/4/1987, § 1; as added by Ord. 955, 1/2/1990, § 1; as amended by Ord. 1117, 2/1/2006, § VII]
The Borough shall reimburse each employee for up to $200 per year toward the employee's actual cost of prescription drugs for his/her family. This coverage shall be separate from any other coverage offered to employees through a group insurance plan. Each employee shall be responsible for applying to the Borough Manager for reimbursement of these prescription expenses in a manner prescribed by the Borough Manager.
[Ord. 921, 2/4/1987, § 1; as added by Ord. 955, 2/1/1990, § 1; and amended by Ord. 1004, 7/6/1994; by Ord. 1063, 2/7/2001, § 1; by Ord. 1072, 1/7/2002, § 1; and by Ord. 1117, 2/1/2006, § VIII]
The Borough shall reimburse all employees for up to $165 per year toward the total cost of work clothing which qualifies in accordance with regulations established by the Borough Manager. In lieu of clothing reimbursement, administration employees shall be eligible for reimbursement of eye examinations and corrective lenses. Employee shall be responsible for applying to the Borough Manager for reimbursement of these expenses in a manner prescribed by the Borough Manager. Employees may carry over (roll over) any portion of these unused expenses if they submit such request in writing to the Borough Manager by December 15 of any year.
[Ord. 921, 2/4/1987, § 1; as amended by Ord. 1063, 2/7/2001, § 1; and by Ord. 1164, 12/2/2009]
All full-time nonuniform employees hired on or after January 2010 are only eligible to participate in a defined contribution plan as prescribed by the Borough.
[Ord. 921, 2/4/1987, § 1]
A deferred compensation program for public employees is authorized in accordance with current law, provided that each program must be considered for approval by Council.
[Ord. 921, 2/4/1987, § 1]
These administrative regulations and personnel rules shall not apply to the Quakertown Police Department, which shall be governed by the Civil Service provisions of the Borough Code, the Rules and Regulations of the Quakertown Civil Service Commission, the Rules and Regulations of the Quakertown Police Department and any collective bargaining agreement in effect at the time.