A. 
When the Mayor and Council or a supervisor believes that a Township employee is not conforming to the letter or spirit of the Township policies and rules or to specific instructions given the employee or that the employee has acted improperly, the Mayor and Council or supervisor should first privately discuss the matter with the employee concerned in order to obtain the employee's view of the matter. The Mayor and Council or supervisor should, if possible, then obtain assurance that there will not be a repetition of the incident.
B. 
If the matter is not serious and the Mayor and Council or supervisor is satisfied, the matter may then be dropped.
C. 
Should the Mayor and Council or supervisor consider the offense sufficiently serious to warrant further consideration, the employee shall be so advised, and a meeting of those interested shall be arranged at the earliest possible date. All facts should be presented at this meeting, which should, if possible, be conclusive. A written report of the meeting and of the action taken shall be placed in the employee's personnel history file.
D. 
In the event that it appears desirable to do so, the matter may be acted upon by the Council in such a manner as is warranted by the facts.
Disciplinary actions against Township employees shall be in the following forms:
A. 
An informal, private, verbal reproof by the Mayor and Council or supervisor.
B. 
A written memorandum of censure from the Mayor and Council or supervisor.
C. 
A letter of admonition from the Mayor and Council.
D. 
A suspension from duty without pay.
E. 
A transfer or demotion of the employee.
F. 
A separation from the service of the Township.
A. 
Suspension from duty of any employee of the Township may be ordered by the Mayor and Council or supervisor if and when such summary action is considered as being necessary.
B. 
The suspension of an employee must be reported by the person ordering it to his or her superior without delay.
C. 
A fair and complete investigation of the case shall be made within 48 hours by the supervisor's superior (if he or she did not order the suspension) or by the Mayor or a member of the Council to accumulate all facts and to interview all interested persons. A written record of such hearings shall be made. After the conclusion of the investigation, the recorded findings and recommendations, supported by all available data, shall be referred to the Mayor and Council for final disposition.
D. 
The Mayor and Council shall weigh the facts and recommendations submitted, make such further investigation as is desired, and at the earliest possible date make their decision as to whatever disciplinary action is to be taken.
E. 
All actions hereunder shall be subject to review by the Civil Service Commission upon presentation of a petition to that Commission pursuant to N.J.S.A. 11A:2-15 et seq.[1]
[1]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).
A. 
Any employee of the Township may appeal a disciplinary action, requesting, in writing, an additional hearing before the Mayor and Council.
B. 
In the event that such a hearing is requested before the Council, the Council shall specify, in writing, the charges against the employee and cause them to be served upon the employee within 15 days after the receipt by the Mayor and Council of the employee's written request for the hearing. The employee at the same time shall be advised, in writing, of the date, time and place at which the hearing shall be heard, which shall not be later than 30 days after the receipt by the Mayor and Council of the request for the hearing. The employee shall have the right to be represented by an attorney, to have at his or her disposal all factual material available to the Mayor and Council, as well as the names and addresses of all witnesses against him or her, and to present evidence and witnesses on his or her own behalf. The hearing, for cause, may be postponed by the Mayor and Council at the request or on the motion of either party.