Where the provisions of this article conflict with the provisions of labor agreements, civil service rules and regulations, or other applicable law, the labor agreement, the civil service rules and regulations or other applicable law shall govern.
A. 
Merit system. The Borough's personnel system shall be based on merit consistent with the law, labor agreements and this chapter.
B. 
Administration. The administration of the personnel system shall be the responsibility of the Borough Manager under the authority granted to him by this chapter.
C. 
Scope of the system. Except when otherwise stated, the personnel system and all personnel policies, procedures and regulations shall apply to all employees of the Borough except members of Council, the Mayor, the Borough Solicitor, the Borough Engineer and appointed members of boards, commissions and committees.
D. 
General personnel policy. It shall be the policy of the Borough that the following principles shall apply to the personnel system:
(1) 
Employment with the Borough shall be free of political consideration.
(2) 
The Borough is an equal opportunity employer. There shall be no discrimination in employment with the Borough on the basis of race, color, creed, religion, sex, pregnancy, age (over 40), national origin, ancestry, political affiliation or non-job-related handicap or disability, unless any such characteristic is a bona fide occupational qualification.
(3) 
Positions having similar duties and responsibilities shall be classified and compensated for on a uniform basis.
(4) 
Just and equitable conditions of employment shall be established and maintained to promote efficiency and economy in the Borough government.
[Amended 4-9-1996 by Ord. No. 1118]
It shall be the policy of the Borough that the following principles shall be observed by employees:
A. 
All employees of the Borough share a common responsibility to provide efficient and dedicated service in the public interest.
B. 
Public employees are agents of the public and are bound to discharge faithfully the duties of their office regardless of personal considerations. Their conduct in both official and private affairs should be above reproach at all times.
C. 
General duties and responsibilities of employees may be further established in policy manuals established on a departmental or Borough-wide basis as prepared by the Borough Manager and subject to the prior approval of Borough Council.
[Amended 4-9-1996 by Ord. No. 1118]
When circumstances warrant, the Borough Manager, with the prior approval of Borough Council, may impose reasonable disciplinary actions, including the dismissal, suspension, demotion or reprimand of employees. Employees so disciplined shall have all rights, including the right of appeal, specified in labor agreements or in applicable civil service rules and regulations for civil service employees. The Borough Manager may devise rules and regulations to become effective upon prior approval by Borough Council concerning causes for dismissal, suspension, demotion, reprimand and other disciplinary actions and shall cause the same to be distributed to all employees. Notwithstanding this section, it is not intended that any property right be granted any employee not granted by labor agreements or civil service rules and regulations of the law.
[Amended 4-9-1996 by Ord. No. 1118]
Employees covered by labor agreements or civil service rules and regulations shall be entitled to a grievance and appeal process as defined in the labor agreement or the civil service rules and regulations. All other employees shall have recourse to a grievance and appeal process as set forth in the personnel policies developed and administered by the Borough Manager following prior approval by Borough Council.
[Amended 4-9-1996 by Ord. No. 1118]
A. 
Classification plan. The Borough Manager shall prepare a plan which shall classify each position of Borough employment according to its duties, responsibilities and requirements and submit the same to Borough Council. Such classifications shall be approved annually by Council in a classification salary section of the annual budget. Positions requiring a similar type of work, even if duties are not identical, and similar levels of responsibility shall be assigned to the same classification. A classification may contain one position or more than one position.
B. 
Pay plan. The Borough Manager shall prepare a plan which shall provide a minimum, average and maximum salary for each classification and submit the same to Borough Council. Such pay ranges shall be approved annually by Council in the classification salary section of the annual budget. The Borough Manager shall have the authority to advance employees within the established ranges, subject to budgetary limitations.
A. 
Entrance level selection. The selection of Borough employees shall be based on merit and made through a job-related examination process as well as consideration of qualitative indicia of fitness. Examinations may be competitive or noncompetitive and written or nonwritten, at the discretion of the Borough Manager, dependent on the requirements of the position. Competitive examinations shall require the establishment of a quantitative rating system for any phase of the examination procedure that is not "pass-fail" in nature. Noncompetitive examinations may utilize many of the examination techniques of the competitive process, but the selection shall be made on a qualitative evaluation of examination results. Selection of police officers and compensated fire apparatus operators in the Fire Department, except the Chief of Police and the Fire Chief, shall be made through consideration of qualitative factors such as prior work history, education and other indicia of fitness and through competitive examinations in accordance with the law and Civil Service Commission rules and regulations.
B. 
Probationary period. All employees shall be required to undergo a probationary period of employment upon appointment or promotion, in accordance with the provisions of the law, any applicable labor agreement and the personnel policies developed and administered by the Manager.
C. 
Appeals of selection process. Applicants for police officer positions in the Police Department and compensated fire apparatus operator positions in the Fire Department, except Chief of Police and the Fire Chief, may appeal any phase of the selection process to the Civil Service Commission. Such appeals shall be submitted and heard according to the procedures specified in the law and Civil Service Commission rules and regulations.
D. 
Promotions. Promotions shall be made through a selection process which shall include an examination and consideration of qualitative indicia of fitness. Examinations may be competitive or noncompetitive and written or nonwritten, at the discretion of the Borough Manager. Competitive examinations shall require the establishment of a quantitative rating for any phase of the examination process that is not "pass-fail" in nature. Noncompetitive examinations may utilize many of the examination techniques of the competitive process, but the promotion shall be made on the basis of a qualitative evaluation of examination results. Promotions to police officer positions and compensated fire apparatus operator positions in the Fire Department, except the Chief of Police and Fire Chief, shall be made through consideration of qualitative factors such as prior work history, education and other indicia of fitness and through competitive examinations in accordance with the law and Civil Service Commission rules and regulations.
The Borough Manager shall maintain a personnel file for each employee containing all records required by law or by any labor agreement. Employees shall be allowed to review their personnel records upon their request.
[Amended 4-9-1996 by Ord. No. 1118]
A. 
Annual vacation leave. Regular full-time employees receive annual vacation leave, with pay, earned in accordance with any applicable labor agreement or the personnel policies developed and administered by the Manager and previously approved by Borough Council.
B. 
Sick leave.
(1) 
Regular full-time employees are entitled to sick leave, to be earned annually and to be accumulated in accordance with any applicable labor agreement or the personnel policies developed and administered by the Manager and previously approved by Borough Council.
(2) 
Limitations on sick leave may be waived under certain unusual circumstances upon submittal to the Borough Manager and approval by Borough Council.
C. 
Emergency leave. Regular full-time employees may receive leave with pay for catastrophic accidents or serious illness in the immediate family in accordance with the terms of any applicable labor agreement or the personnel policies developed and administered by the Manager and previously approved by Borough Council.
D. 
Jury duty. An employee called for service on a jury will be granted leave with full pay in accordance with the terms of any applicable labor agreement or the personnel policies developed and administered by the Manager and previously approved by Borough Council.
E. 
Military leave. Leave for military service shall be granted in accordance with law.
F. 
Overtime. Nonexempt employees who are required to work on a recognized holiday or more than 40 hours in a workweek shall be granted overtime pay at the rate of 1 1/2 time their regular hourly rates or shall be granted time off equal to 1 1/2 times the overtime hours worked in accordance with any applicable labor agreement or the personnel policies developed and administered by the Manager and previously approved by Borough Council.
G. 
Holidays. Regular full-time employees receive holidays with pay in accordance with any applicable labor agreement or personnel policies developed and administered by the Manager and previously approved by Borough Council.
H. 
Leave records. All leave records shall be maintained and filed by the Borough Manager. Leave slips shall be prepared for all forms of leave, including official duty leave. Leave slips shall be prepared and transmitted in duplicate, a copy of which shall be returned to the office of origin.
I. 
Bereavement leave. Regular full-time employees may receive leave for death in the immediate family in accordance with the provisions of any applicable labor agreement or the personnel policies developed and administered by the Manager and previously approved by Borough Council.
[Amended 4-9-1996 by Ord. No. 1118]
Permanent full-time Borough employees shall not work for compensation outside the Borough government when the nature, hours, schedule or other characteristics of the outside employment may, in the determination of the Borough Council, adversely affect their duties or effectiveness as Borough employees. The Borough Manager shall review all outside employment and submit a report of the same to Borough Council. Permanent full-time Borough employees shall inform the Borough Manager of any outside employment held as of the date of enactment of this chapter and shall inform the Borough Manager of any outside employment obtained after the enactment of this chapter within five days of beginning such outside employment.
A. 
Safety coordination. Department directors and supervisory personnel shall be responsible for providing suitable and adequate working conditions within their means and shall make recommendations to the Borough Manager for correction of conditions not within their means. The Borough Manager or departmental director shall conduct safety training and advise employees of all safety rules.
B. 
Safety rules. Specific safety rules shall be established by department heads for work and safety procedures in their departments.