[Amended 7-15-1985 by Ord. No. 85-21]
A. 
The prime objective of the Township is to keep manpower losses and monetary losses to a minimum by providing protection to individual workers. A basic requirement of an effective safety program is that personnel will be trained in their safety responsibilities. Management will provide the tools, personnel and plans, but must depend upon supervisors and employees to promote safe working conditions. All employees are expected to observe posted rules and signs and written or verbal instructions relating to personal safety. In addition to avoiding accidents, employees will report potential accidents and fire hazards to their department directors, and to cooperate fully to ensure that the safety of persons or property is not endangered. All motor vehicle accidents must have police response and report.
B. 
An employee who is involved in an accident, damages Township equipment or damages the equipment of other persons in the performance of his/her duties shall immediately report the accident, regardless of severity, to his/her supervisor and shall complete a form provided for such reports. The completed employee accident report form, along with the department director's written assessment of the accident or incident, will be forwarded to the Township Administrator for review and disposition for further action by the Risk Management/Safety Committee. Flagrantly failing to abide by safety regulations can lead to disciplinary action.
[Amended 1-22-1998 by Ord. No. 98-3; 4-20-2015 by Ord. No. 15-13]
[Amended 1-22-1998 by Ord. No. 98-3]
A. 
Subject to the approval of the Township Administrator, a department director may from time to time establish, amend and supplement rules and regulations for governing the internal operations of any department and the conduct and deportment of its personnel. Such departmental rules and regulations shall not be inconsistent or in conflict with the provisions of any state law or Township ordinance.
B. 
The rules and regulations shall be in writing, signed by the Director, approved by the Township Administrator and shall be filed in the office of the Mayor and Township Clerk. They shall be binding on all persons subject to the jurisdiction of the department. A written copy of said rules and regulations shall be distributed to the personnel of the department affected thereby and shall be posted in the department.
[Amended 7-15-1985 by Ord. No. 85-21]
A. 
The Township Administrator shall provide that adequate personnel records are maintained for each employee of the Township. The records shall include date of appointment or hiring, promotions, job titles, salaries, commendations, job specifications, performance evaluations, disciplinary actions, amounts of vacation and sick leave accrued and used and related matters.
[Amended 1-22-1998 by Ord. No. 98-3]
B. 
Employees are entitled to review the contents of their own personnel folder, but not of other employees.
[Amended 10-5-1981 by Ord. No. 81-38]
A. 
No Township employee shall undertake any employment or service, whether compensated or not, which shall interfere with the performance of his/her official duties or which might reasonably be expected to impair his/her objectivity and independence of judgment in the exercise of his/her official duties.
[Amended 4-20-2015 by Ord. No. 15-13]
B. 
Prior to commencing such outside employment, the employee shall advise the Township Administrator, in writing, for his/her approval, of his/her intent to do so, setting forth the name and address of the employer, hours to be worked, the nature of the work and shall certify whether the work assigned will in any way affect the employee's responsibilities to the Township. The Township Administrator shall annually review all instances of outside employment.
[Amended 4-20-2015 by Ord. No. 15-13]
C. 
The Township Administrator shall advise all affected department directors of the names, employers, hours worked and nature of work of all employees for whom outside employment has been approved.
[Amended 7-15-1985 by Ord. No. 85-21; 4-20-2015 by Ord. No. 15-13]
Each department director shall conduct an annual evaluation or appraisal during the month of July of each Township employee in his/her department in order to measure progress made during the past year and to encourage self improvement. This report serves as one factor in determining the employee's present and potential value to the Township. It also serves as one point in considering the employee for promotion or an increase in salary.
[Added 6-7-1982 by Ord. No. 82-23; amended 1-22-1998 by Ord. No. 98-3]
Annually, prior to the adoption of the municipal budget, the Mayor, with the issuance of the Township Administrator, shall conduct an evaluation of the performance of each department director. The evaluations shall be in writing and shall be placed in the personnel records of the department directors.
[Amended 7-15-1985 by Ord. No. 85-21; 1-22-1998 by Ord. No. 98-3; 4-20-2015 by Ord. No. 15-13]
Each year, on or about January 2, commencing with the year 1977, the Township Administrator shall review this chapter to determine its adequacy and make any recommendations concerning his/her findings in a written report to the Mayor/Township Council.
[Added 10-5-1981 by Ord. No. 81-38; amended 7-15-1985 by Ord. No. 85-21; 1-22-1998 by Ord. No. 98-3]
A. 
No Township employee shall solicit or accept any gift, gratuity, loan, fee or other thing of value, the solicitation or acceptance of which might tend to influence or might be perceived to influence (directly or indirectly) the actions of the employee or any other employee in any matter of Township business. No employee shall solicit or receive any gift or gratuity from other employees junior in rank without the express permission of the Township Administrator.
B. 
Any employee who receives an offer of a gift, favor, service, or other thing of value in connection with the performance of his/her duties, shall report same in writing to his/her department director within one business day after such offer is received. The department director shall forward copies of said report to the Township Administrator, Mayor and Chief of Police within one business day after its receipt. Any evidence shall be given directly to the Chief of Police.
[Amended 4-20-2015 by Ord. No. 15-13]
[Added 7-15-1985 by Ord. No. 85-21[1]]
A. 
It shall be the declared policy of the Township that employees have the right to join or refrain from joining any organized employee group. Further, no discrimination on the part of management officials will be reflected in their dealings with employees because of their affiliation or nonaffiliation with an organized employee group.
B. 
The Mayor and Township Administrator shall be recognized as the official spokesman for the Township with those organized employees groups entering into or holding formal contractual agreements.
[Amended 1-22-1998 by Ord. No. 98-3]
C. 
Whenever contractual agreements entered into with organized employee groups shall differ from the provisions of this chapter, the contract shall prevail for that organized group unless contrary to law.
[1]
Editor's Note: This ordinance also provided for the repeal of former § 26-56, Review of personnel policies and standards with employees, added 10-5-1981 by Ord. No. 81-38.
[Added 7-15-1985 by Ord. No. 85-21]
A. 
Pursuant to N.J.S.A. 40A:5-31 of the State of New Jersey, an awards program for the Township of Bridgewater employees has been established to provide for the recognition of outstanding service by Township employees. The recognition accorded shall be for outstanding performance by an employee as follows:
(1) 
In making suggestions that result in cost savings to the Township or providing better service to Township residents.
(2) 
Acts of bravery or heroism.
(3) 
Development of a more efficient manner of performing required jobs.
(4) 
Provision of outstanding service to the Township or its residents.
(5) 
Accomplishments of an outstanding nature in the employee's profession.
(6) 
And other similar areas that the Township Employee Awards Committee shall determine.
B. 
The Township of Bridgewater Employees Awards Committee shall consist of five members as determined by state law and shall be appointed by the Mayor through the Township Administrator's office. Awards shall be made annually in January, and the amount of awards shall be limited to the funds available in the annual budget and designated for such purpose. Nominations for employee recognition awards may be made by any employee, department director, supervisor, Township Council member or resident of Township. The Employee Awards Committee shall make rules and establish programs consistent with this policy.
[Amended 1-22-1998 by Ord. No. 98-3]
[Added 7-15-1985 by Ord. No. 85-21; amended 9-19-1985 by Ord. No. 85-29; 6-18-2012 by Ord. No. 12-11]
A. 
Health benefits, which shall include hospital, surgical, major medical coverage, dental and preventive care, shall be provided for all full-time employees once all eligibility requirements have been satisfied. This coverage is provided through the Township’s self-funded municipal health benefits program. "Full-time employees" are defined as employees who work a minimum of 35 hours per week.
B. 
This municipal health benefits program shall also include a prescription plan and a dental plan. A booklet describing the Township health benefits program, prescription program and dental program shall be provided to each covered employee.
C. 
Employee contributions shall be in accordance with N.J.S.A. 40A:10-21.1 and all amendments thereto, including P.L. 2010, c. 2, related to employee contributions.
D. 
Participation in these programs shall be voluntary.
E. 
This Township self-funded health insurance plan, as outlined above, shall be operated in accordance with N.J.S.A. 40A:10-16 through 40A:10-25 (applying to self-funded municipal health benefits programs).
F. 
Health benefits, upon retirement.
[Added 5-18-2017 by Ord. No. 17-12]
(1) 
For all employees hired on or after January 1, 2017, upon retirement, after 25 years of service, including 10 years of service with the Township, employees and their eligible dependents, including surviving spouses, are entitled to continue to receive full coverage under the current Township's Health and Benefits Program (including health, dental, prescription and vision benefits), that was in effect at the time of their retirement, provided that the employee has retired from PERS and has completed 25 years (in a qualifying state pension system) or more of service credited and 10 years with Bridgewater Township. This coverage shall be provided to the retiree and his/her dependents and shall remain in full force and effect until the retiree's death, his/her spouse's death and, in the case of dependent children, until said children are no longer eligible for coverage (end of calendar year in which the dependent reached the age of 26. The Township shall further reimburse such retired employees for their premium charges under Part B of the Federal Medicare Program covering the retirees and their spouses.
(2) 
Supplemental coverage may be provided for Township employees who have at least attained age 65 and have a minimum of 10 years of service in a full-time position with the Township. The employee will receive primary health insurance through Medicare. All quarterly Medicare Part B payments will be made by the employee. The employee will be eligible for supplementary health insurance coverage through the Township's self-funded plan. The monthly rate for the supplemental insurance will be determined on an annual basis no later than December 31 of the previous year. Enrollment in this coverage is optional for the employee. The employee must decide to enroll in this coverage within thirty (30) calendar days of the official retirement date. The employee may decline this coverage at any time. Failure to pay the monthly premium for this coverage will result in exclusion from the plan. If an employee opts out of the coverage or is removed for any of the above reasons, said coverage is no longer available. Employees enrolling in this coverage will receive supplemental health insurance and prescription only. Dental and vision benefits are not offered.
[Added 7-15-1985 by Ord. No. 85-21]
A. 
No member of a family shall be in a position that provides supervision over another member of the same family. This precludes the acceptance of applications for employment from relatives for positions in the same department where supervision conflicts exist or where through promotion could exist. When, in the normal selection process, relatives of Township employees are considered for appointment or promotion, the selection shall be deferred to the Township Administrator for final action.
[Amended 1-22-1998 by Ord. No. 98-3]
B. 
No person who is a relative of any paid full-time or part-time employee shall be considered for employment by the Township where one of said relatives will be in a supervisory position over the other.
C. 
The provisions of Subsection A of this section shall not apply in the case of seasonal part-time employment.
D. 
For the purposes of this section, a "relative" is a mother, father, son, daughter, brother, sister, husband, wife, mother-in-law, father-in-law, son-in-law or daughter-in-law.
[Amended 9-19-1985 by Ord. No. 85-29]
E. 
This policy is not for the purpose of depriving any citizen of an equal chance for employment with the Township but is solely intended to eliminate the potential for preferential treatment of the relatives of governmental personnel.
[Added 7-15-1985 by Ord. No. 85-21]
A. 
Any employee who is a duly authorized representative of any of the organizations listed in N.J.S.A. 38:23-2 and any future amendments thereto shall be granted a leave of absence with pay for a period to be determined by the department director, but not to exceed budgetary allowances or diminish the performance of the employee's department, for the purpose of traveling to and from and attending any state or national convention. Copies of said requests and departmental approvals will be forwarded to the Township Administrator.
[Amended 1-22-1998 by Ord. No. 98-3]
B. 
In addition to Township work assignments for attendance at conventions and professional seminars, the Mayor, in his/her sole discretion, may grant leaves of absence with pay for periods of up to five working days for attendance at and travel to and from programs, tours and similar functions, when the Mayor has determined that participation in same is in the best interests of the Township for educational, professional and/or public relations purposes and that the absence of the subject employee will not have a significant detrimental effect on the operation of his or her department. The Township shall not bear any part of the costs of the employee's participation in the program or tour. Verification of attendance and a summary of the employee's participation shall be furnished to the Mayor upon request.
[Amended 4-20-2015 by Ord. No. 15-13]
[Added 10-5-1981 by Ord. No. 81-38; amended 7-15-1985 by Ord. No. 85-21]
On or about January 2 of each year, the Township Administrator, in conjunction with department directors, shall review with all employees the personnel policies set forth in Chapter 26 of this Code and the conflicts of interest and ethical standards provisions set forth in § 4-28 of this Code.[1] Upon completion of said review, each employee shall sign a certification that he/she has reviewed and understands these provisions.
[1]
Editor's Note: Former § 4-28, Conflicts of interest; ethical standards, as amended, was repealed 12-7-1992 by Ord. No. 92-36.
[Added 12-18-1995 by Ord. No. 95-34; amended 8-18-2003 by Ord. No. 03-32; 6-18-2012 by Ord. No. 12-13]
A. 
Purpose.
(1) 
The use and misuse of alcohol and/or drugs can and does impair the ability of an employee to perform his or her duties and may endanger the employee, his or her coworkers and the public, as well as cause damage to public and private property.
(2) 
It is understood that, pursuant to the Federal Omnibus Transportation Employee Testing Act of 1991 and the Federal Motor Carrier Safety Regulations and Federal Transit Administration Regulations, an employee performing functions consistent with his possession of a commercial driver's license (CDL) shall be deemed to be performing safety-sensitive functions.
B. 
Policies, procedures and processes applicable to employees of the township required to possess a commercial driver's license (CDL).
(1) 
Simultaneously with the adoption of this ordinance,[1] the Township Council has adopted, by resolution, certain policies, procedures and drug testing processes contained in a document entitled "Drug and Alcohol Policy for Employees Required to Possess a Commercial Driver's License." That document is hereby incorporated into this section by reference. [2]
[1]
Editor's Note: "This ordinance" refers to Ord. No. 12-13, adopted 6-18-2012.
[2]
Editor's Note: Said resolution is on file in the Township offices.
(2) 
This particular policy document, referenced in Subsection B(1) above, shall apply to the following specific category of Township employees and applicants for employment: employees who are required to have a CDL license for employment and who are assigned to operate Township-owned, -leased or -borrowed vehicles or equipment requiring CDL licensure.
C. 
Policies, procedures and processes applicable to public employees of the Township, in general.
(1) 
Simultaneously with the adoption of this ordinance,[3] the Township Council has adopted, by resolution, certain policies, procedures and processes contained in a document entitled "Alcohol- and Drug-Free Workplace Policy." That document is hereby incorporated into this section by reference.[4]
[3]
Editor's Note: "This ordinance" refers to Ord. No. 12-13, adopted 6-18-2012.
[4]
Editor's Note: Said resolution is on file in the Township offices.
(2) 
This particular policy document, referenced in Subsection C(1) above, shall apply to public employees of the Township, in general.
D. 
Notice to employees.
(1) 
The "Drug and Alcohol Policy for Employees Required to Possess a Commercial Driver's License" (referenced in Subsection B(1) above) and the "Alcohol- and Drug-Free Workplace Policy" (referenced in Subsection C(1) above) shall be posted in a conspicuous place in each of the Department offices of the Township.
E. 
Tests required.
(1) 
All employees in the CDL category referenced in Subsection B(2) above shall be tested for alcohol and/or drugs, pursuant to the "Drug and Alcohol Policy for Employees Required to Possess a Commercial Driver's License," referenced in Subsection B(1) above, under the following circumstances:
(a) 
Preemployment. Drug tests will be conducted when an offer is made to hire an employee for a CDL position.
(b) 
Random. Drug and alcohol tests will be conducted on a random, unannounced basis, in accordance with state and federal law.
(c) 
Post-accident. As soon as is practicable after an accident, the employee shall be tested for alcohol and drugs if:
[1] 
The accident involved a loss of human life; or
[2] 
The employee received a citation for a moving traffic violation arising from the accident.
(2) 
The Township shall provide these employees, prior to testing, with educational materials explaining the employer's policies and procedures for testing and obtain a signed statement from each such employee certifying receipt of this material.
[Added 12-3-2001 by Ord. No. 01-37; amended 6-18-2012 by Ord. No. 12-11]
A. 
Preamble. The Township is committed to providing a work environment that is free of discrimination and harassment. The Township will not tolerate discrimination or harassment of or by Township employees towards anyone, including any supervisor, coworker or nonemployee, including clients and vendors.
B. 
Applicability. This policy applies to all people employed by the Township, the governing body and volunteers working on behalf of the Township and prohibits such conduct by or towards all such employees, members of the governing body and volunteers. Independent contractors, vendors and all of the parties engaged in a professional business relationship with the Township are also expected to abide by this policy. In addition, no Township employee shall be required to withstand behavior from the public which violates this policy. In addition, no Township employee shall be required to withstand behavior from the public which violates this policy.
C. 
Purpose. This policy is designed to ensure all employees of the Township a work environment free of any type of discrimination or harassment based upon a protected status, including freedom from sexual harassment. The purpose of this policy is to inform employees that harassment based upon a protected status is prohibited, to educate employees about harassment based upon a protected status and to provide employees with a procedure to bring complaints to management's attention.
D. 
Protected group status.
(1) 
All Township employees are expected to avoid any behavior or conduct of a harassing or discriminatory nature. The Township prohibits any form of harassment or discrimination related to an employee's actual or perceived protected group status including race, creed, color, national origin, ancestry, religion, civil union status, domestic partnership status, affectional sexual orientation, familial status, genetic information, sex, gender identity or expression, disability (including perceived disability, physical, mental and/or intellectual disabilities, AIDS or HIV infection), political affiliation (to the extent protected by law), atypical hereditary cellular or blood trait, or because of the liability for service in the Armed Forces of the United States, veteran status, citizenship status or any other group status protected by law. Harassment includes, but is not limited to:
(a) 
Treating an individual less favorably based on a person's protected group status;
(b) 
Using derogatory or demeaning slurs to refer to a person's protected group status;
(c) 
Calling another by an unwanted nickname which refers to one or more protected group statuses, or telling ethnic jokes that harass an employee or create a hostile work environment;
(d) 
Using derogatory references regarding a protected group status in any job-related communication;
(e) 
Engaging in threatening, intimidating or hostile acts in the workplace, based on a protected group status; or
(f) 
Displaying or distributing material in the workplace that contains language or derogatory or demeaning images, based on any protected group status.
(2) 
Any form of harassment or discrimination related to an employee's protected group status violates this policy. This policy applies to all employment practices such as recruitment, selection, hiring, training, promotion, transfer, assignment, lay off, recall, termination, compensation, fringe benefits, working conditions and career development. Violations of this policy will result in appropriate disciplinary action up to and including termination of employment.
E. 
Sexual harassment. The Township prohibits sexual harassment of its employees in any form. Such conduct shall result in appropriate disciplinary action up to and including dismissal from employment.
(1) 
Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct or other verbal or physical conduct, gestures or communication, expressed or implied, of a sexual nature when:
(a) 
Submission to that conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining or retaining employment;
(b) 
Submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting that individual's employment; or
(c) 
That conduct or communication has the purpose or effect of substantially or unreasonably interfering with an individual's employment, or creating an intimidating, hostile or offensive employment environment.
(2) 
Prohibited conduct.
(a) 
No supervisory employee shall threaten or insinuate that an employee's refusal to submit to sexual advances will adversely affect the employee's continued employment, and evaluation, compensation, assignment, advancement or any other condition of employment. Similarly, no supervisory employee shall promise or suggest, either directly or indirectly, that an employee's submission to sexual advances will result in an improvement in any term or condition of employment for the employee.
(b) 
Overt sexually harassing conduct in the workplace, whether committed by supervisory or nonsupervisory personnel, is also prohibited. This includes, but shall not be limited to:
[1] 
Sexual flirtations, advances, propositions, subtle pressure for sexual activity, flirtatious whistling, discussing sexual activities.
[2] 
Verbal abuses of a sexual nature including sexually oriented "kidding" or "teasing," "practical jokes," jokes about gender-specific traits and foul or obscene language or gestures.
[3] 
The display of sexually graphic pictures or pictures of an offensive nature or object in the workplace, including sexually suggestive written material such as letters, notes, facsimiles, text messages and e-mails.
[4] 
Any unwelcome sexually motivated touching, including, for example, patting, pinching, hugging, cornering, blocking or impeding movement and repeated brushing against another employee's body.
(3) 
Sexual harassment also occurs when one person harasses another solely because of the victim's gender. This type of sexual harassment may involve unwelcome sexual demands or overtures, but it may also take the form of other harassing conduct not necessarily sexual in nature. For example, this would include gender stereotyping such as comments about the lesser abilities, capacities or the "proper role" of females. It also includes subjecting a woman or a man to nonsexual harassment solely because of her or his gender. Sexual harassment is prohibited whether the harasser is male or female and whether the harassment is opposite-sex or same-sex harassment.
F. 
Complaint procedure.
(1) 
Notifying appropriate personnel of any harassment problem is essential to the success of this policy. The Township cannot resolve a harassment problem if it does not know about it. Employees who feel they have been subjected to harassment must report the harassment.
(2) 
Any employee who feels he or she has been subject to harassment should report the incident directly to the Administrator. Alternatively, any employee who feels he or she has been subject to harassment should report the incident directly to the Human Resources Officer. The Administrator or Human Resources Officer will ask the employee to complete an employee complaint form. Employees, however, are not required to complete the complaint form to initiate a harassment complaint under this policy.
(3) 
Any individual uncomfortable with reporting an incident to the Administrator or the Human Resources Officer should feel free to report the incident to any upper-management representative with whom he or she feels most comfortable reporting the problem. When any upper-management representative learns of a violation of this policy, the upper-management representative must assist the victim in reporting the alleged incident(s) of harassment. Additionally, the management representative must report the matter to the Administrator or Human Resources Officer.
(4) 
All employees should notify the alleged harasser that the behavior in question is thought to be offensive and unwelcome. Failure to inform the alleged harasser that the behavior is unwelcome, however, does not prevent the victim from filing the complaint pursuant to this policy. The harassment or discrimination does not have to occur on Township property during regular working hours for an employee to file a complaint under this policy. Moreover, harassment of any employee in connection with the work by nonemployees may also be a violation of this policy.
(5) 
The Township requires employees who witness conduct which they believe violates the Township's policy prohibiting harassment to report the violation pursuant to this complaint procedure.
(6) 
The Township encourages the prompt reporting of complaints so that rapid response and appropriate action may be taken. Any complaint should be reported within 60 days to be considered current. Nevertheless, due to the sensitive nature of these problems, all complaints will be investigated, regardless of when they are filed.
G. 
Investigation procedure.
(1) 
The Township will conduct an investigation into the harassment complaint to determine the merits of the allegations. The Administrator or Human Resources Officer will designate an objective investigator to determine the validity of any complaint. The objective investigator may include the Administrator or Human Resources Officer or any third party deemed appropriate. The investigation shall be completed in a reasonable time to resolve the issue and minimize the effects of such investigation of the parties involved.
(2) 
All employees who report harassment or who are interviewed during the investigation have an obligation to be truthful and forthcoming. If the Township determines that the complaint has merit, the accused will face appropriate disciplinary action based upon the severity of the complaint and any prior history of past charges against the individual. Disciplinary action may include a written warning, suspension, demotion and/or termination of employment.
(3) 
Upon completion of the investigation, the entire file shall be maintained in a secure location in the Administrator's office.
(4) 
In the event that the Township determines the complaint to be intentionally dishonest, appropriate disciplinary action may be taken against the employee who caused the complaint to be filed. Complaints that are brought in good faith, even if unsubstantiated, do not constitute an intentionally dishonest accusation.
H. 
Privacy. To the extent possible, all persons involved in a harassment complaint will be given the utmost protection of privacy. Specifically, the Township will strive, both during and after the investigation, to maintain confidentiality to the fullest extent possible, including confidentiality of the identities of all persons involved or alleged to be involved in the incident, revealing only those particulars of the matter to the extent necessary for a thorough investigation. Any employee who unnecessarily compromises the confidentiality of the investigation will be subject to appropriate discipline.
I. 
Responsibility of supervisory personnel.
(1) 
Supervisors are to monitor the work environment to ensure that all subordinates comply with this policy prohibiting harassment. When a supervisor learns of a violation of this policy, the supervisor must assist the victim in reporting the alleged incident(s) of harassment. Additionally, the supervisor must report the matter to the Administrator or Human Resources Officer for resolution.
(2) 
Any supervisor who receives a harassment complaint from any employee must bring it to the attention of the Administrator or Human Resources Officer for resolution.
(3) 
Supervisors who do not fulfill their responsibilities under this Policy will be subjected to disciplinary action.
J. 
Retaliation prohibited.
(1) 
The Township encourages victims of harassment to bring their complaints to management by ensuring that no reprisals or retaliation will result from the good-faith reporting of harassment. The filing of a complaint, in good faith, shall not, under any circumstances, provide cause for discipline. Additionally, it is a violation of this policy for any person to retaliate against another because he or she filed a complaint or otherwise participated in the complaint procedure.
(2) 
Supervisors must closely monitor the work environment for any forms of retaliation once an allegation has been made. This may include but is not limited to verbal remarks, irregular assignments or any other activity that may contribute to a hostile work environment.
(3) 
Any supervisor who receives a retaliation complaint from any employee must bring it to the attention of the Administrator or Human Resources Officer for resolution.
K. 
Consensual relationships.
(1) 
The Township strongly discourages romantic or sexual relationships between a management or other supervisory employee and his or her subordinate (employee who reports directly or indirectly to that person) because such a relationship may give rise to the perception by others that there is favoritism or bias in employment decisions affecting the subordinate employees. Given the uneven balance of power within such relationship, consent by the subordinate is suspect and may be viewed by others or, at a later date, by the subordinate, as a result of coercion or intimidation.
(2) 
If a Township employee enters into a consensual relationship which is romantic or sexual in nature with a subordinate (an employee who reports directly or indirectly to that person), the employees must notify the Administrator. Upon notice, the Administrator will review the situation in light of all the facts (reporting relationship between the parties, effect on coworkers, job responsibilities, etc.) to determine whether to change the reporting relationship or take other appropriate action.
L. 
Legal effect.
(1) 
This policy prohibiting harassment is to be construed as a unilateral expression of the policy of the Township concerning harassment in the workplace. It is not intended to create any contractual rights or duties and any such intention or effect is disclaimed. This policy may be amended, supplemented, modified and/or revised at any time.
(2) 
Any employee with questions regarding the Township's policy prohibiting harassment should contact the Administrator.
[Added 6-18-2012 by Ord. No. 12-12]
A. 
Purpose. It is vital to the Township for all employees to have reliable attendance. Absenteeism and tardiness negatively impact the ability to effectively provide Township services. The purpose of this policy is to establish a uniform procedure within Bridgewater Township for the review and control of employee absenteeism. It is the intent of the policy to encourage good employee attendance as an insurance policy against an extended illness, and provide employees and supervisors with guidelines defining acceptable and unacceptable attendance for performance and discipline purposes. As such, absenteeism and tardiness must be subject to appropriate, progressive discipline, applied in a consistent manner.
B. 
Definitions. As used in this section, the following terms shall have the meanings indicated:
ABSENTEEISM
Failure to report to work or to remain at work as scheduled, regardless of reason. This includes tardiness, unauthorized leave, unanticipated use of sick leave, and emergency use of any accrued leave. Absenteeism does not include appropriately scheduled leave such as vacation, personal leave, compensatory leave, military leave, medical leave, maternity or other long-term approved leaves.
ABUSE OF SICK LEAVE
Abuse of sick leave includes but is not limited to: falsely reporting that sick leave is being used for that purpose; excessive absenteeism; or failure to provide medical documentation supporting an absence(s). Employees who continually exhaust their accumulated unused sick leave may be an indication of an attendance problem.
EMPLOYEES WHO ARE HABITUALLY TARDY
As stated in § 26-23F, means those who establish a pattern of tardiness with frequent repetition (for example, several days in succession: Monday, Friday and the day after payday pattern).
NO CALL/NO SHOW
An unscheduled absence without proper notification to the employee's supervisor or department.
PATTERN OF ABSENCES
Absence occurring in patterns (same day of week, same time of year, adjacent to a weekend, holiday, vacation, or other leave, as sick leave or other paid time off is accrued, etc.) may be indicative of an attendance problem.
SCHEDULED ABSENCE
A scheduled absence occurs when an employee requests time off in a timely manner in accordance with department and Township policies and applicable union contract. Some examples of scheduled absences include approved vacation, personal leave, jury duty, military related, bereavement leave, FMLA leave, and extended sick leave.
TARDINESS
Failure to report for duty at the time scheduled and/or failure to return to duty promptly at any point during the normal schedule (lunch, breaks, etc.). The number and duration of the occurrences should be examined as well as any mitigating circumstances. Excessive tardiness, in and of itself, may be the basis for disciplinary action.
UNAUTHORIZED LEAVE
Failure to report an absence of any duration according to this policy or to leave or be absent from the worksite without proper authorization.
UNSCHEDULED ABSENCE
Failure to report to work on a scheduled workday or working less than half of a scheduled workday due to tardiness or leaving early without a written and approved time-off request from at least the previous day. Absences on consecutive days for the same reason will count as one unscheduled absence under this policy.
C. 
Rules and regulations.
(1) 
Should the employee be unable to work because of illness or expect to be tardy, the employee must notify his or her supervisor or department head before the beginning of the workday or shift on each day an absence/tardiness occurs unless he or she is granted an authorized leave, in which case different notification procedures apply. Only in cases where circumstances do not permit such notification, the supervisor must be informed as soon as possible.
(2) 
An employee absent/tardy without proper notification may be subject to disciplinary action, which may include termination of employment.
(3) 
If the employee is absent for three consecutive workdays or more, a statement from a physician may be required before the employee is permitted to return to work.
(4) 
When abuse is suspected (for example, where an employee's record indicated a pattern of short absences and/or frequent absences before or after holidays, weekends and paydays), the employee should be given an opportunity to justify the reason for absences/tardiness prior to disciplinary action being taken.
(5) 
Three consecutive working days' absence without notification will be considered as job abandonment, resulting in a voluntary resignation. Extenuating circumstances which make it impossible for the employee to contact the Township regarding the absence will be given consideration.
(6) 
Excessive absenteeism/tardiness may result in disciplinary action, which may include termination. Excessive absences/tardiness will be determined on a case-by-case basis considering such factors as: frequency of absence/tardiness, patterns of absence/tardiness, causes of absence/tardiness, and length of service.
(7) 
Documentation of absenteeism and tardiness as well as warnings regarding absenteeism and tardiness will be placed in the employee's personnel file.
D. 
Applicability of collective bargaining agreement. In the event there is a conflict between this policy and any collective bargaining agreement in effect, the collective bargaining agreement shall prevail, provided the applicable provision therein is in accordance with federal and state law.
E. 
Acknowledgment of absenteeism and tardiness policy:
ACKNOWLEDGEMENT
ABSENTEEISM/TARDINESS POLICY
My signature certifies that I have received, read, and understand the Township of Bridgewater policy on absenteeism/tardiness.
Employee
Date:
(Signature)
Employee
(Print Name)