[Ord. No. 752, § 1 (4-1.1), 8-9-1976]
In order to establish an equitable and uniform procedure for dealing with personnel matters and to ensure that the best qualified persons are employed, the following is declared to be the Township Personnel Policy:
(1) 
Employment in the Township government shall be based entirely on merit and personal fitness and shall be free of personal, religious, racial and political consideration.
(2) 
This policy shall be uniformly, equitably and fairly administered to the end that high employee morale is maintained, the deserving employee's career in the Township's service is enhanced, the unfit employee is not maintained in the Township's service and that the interests and rights of the public and the Township are properly preserved and protected.
(3) 
Positions having similar duties and responsibilities shall be classified and compensated on a uniform basis.
(4) 
Appointments and other actions requiring the application of the merit principle shall be based on systematic evaluations, experience and education whenever and wherever each is judged to be in the best interest of the Township.
(5) 
High morale shall be maintained by fair administration of this policy and by every consideration of the rights and interests of employees consistent with the best interests of the public and of the Township.
(6) 
Tenure of employees covered by this policy shall be subject to good behavior, satisfactory performance of work, necessity for the performance of work and the availability of funds.
(7) 
Just and equitable incentives and conditions of employment shall be established and maintained to promote efficiency and economy in the operation of the Township government.
[Ord. No. 752, § 1 (4-1.3), 8-9-1976; Ord. No. 1121, § 1, 3-8-1993]
(a) 
Work week. It is recognized that changing work practices and union contract negotiations require flexibility in work week provisions. The responsible department head will post work schedules.
(b) 
Attendance. Employees shall be in attendance at their work in accordance with these rules and general or departmental regulations. All departments shall keep daily attendance records of employees which shall be reported to the Township Manager on the form, in the manner and on the dates he shall specify.
(c) 
Holidays. Holidays shall be observed in accordance with contract provisions for those employees covered by formal contract and in accordance with a schedule published by the Manager and approved by the Council for those employees not covered by formal contract.
(d) 
Vacation leave.
(1) 
Regular full-time employees shall be entitled to vacation in accordance with the vacation schedule maintained by the Township Manager with approval of the Council or in accordance with the provisions of the formal contracts with employees. Vacation leave should be taken during the calendar year, but up to a maximum of ten (10) days vacation leave may be accumulated and used in subsequent calendar year(s) with the approval of the Township Manager. When a holiday comes during an employee's assigned vacation and the employee is regularly entitled to such holiday, it will not be counted as part of the vacation time.
(2) 
Vacation time shall be determined by the supervising official of each department with due regard for the wishes of the employee and particular regard for the needs of the service. Department heads will develop vacation schedules in conformance with the policy of scheduling vacations over as wide a period as possible in order to obviate, insofar as possible, the need for a temporary increase in personnel.
(3) 
Vacation leave shall be charged against employees in not less than one day units.
(4) 
Regular full-time employees who are separated from the service shall be compensated for vacation accrued up to the date of separation.
(e) 
Sick leave. Sick leave with pay shall be granted to all probationary and regular employees in the following manner:
(1) 
Sick leave for employees covered by formal contract will be in accordance with the provisions of the contract.
(2) 
Sick leave for employees not covered by contract will be in accordance with the policy fixed therefor by the Township Manager with approval of the Council.
(3) 
When an absence is for three (3) work days or more, the employee will be required to furnish a physician's certificate of illness.
(f) 
Other leaves of absence with pay.
(1) 
An employee shall be granted leave of absence for required jury duty or any other required appearance before a court or other public body. Such employee shall receive that portion of their regular salary which will, together with their jury duty pay or fees, equal their total salary for the same period.
(2) 
Emergency leave. In the event of death or serious illness in the immediate family (parents, spouse, child, brother, sister) an employee shall be granted a leave of absence up to three (3) days upon approval of the department head and the Township Manager.
[Ord. No. 752, § 1 (4-1.4), 8-9-1976; Ord. No. 1121, § 2, 3-8-1993]
(a) 
Method of establishing. Pay rates will be established by formal contract negotiations in the case of those employees covered by contract. Pay rates for employees who are in a group not covered by formal contract will be those established through meet and discussion sessions with the Township Manager and as approved by the Council.
(b) 
Gifts and fees. No employee shall accept any valuable gift whether in the form of service, loan, thing or promise, from any person who, to his knowledge is interested directly or indirectly in any manner whatsoever in business dealings with the Township; nor shall any employee (1) accept any gift, favor or thing of value, that may tend to influence him in the discharge of his duties, or (2) grant in the discharge of his duties any improper favor, service or thing of value.
(c) 
Overtime. Overtime, authorized by the proper authority, shall normally be compensated for by allowing employees an equal amount of time off. Compensation for authorized overtime shall be paid in accordance with contract provisions or with the approval of the Township Manager in the case of employees not covered by contract. All payments for compensation or time off in lieu of payments for compensation shall be in accordance with applicable federal and state laws.
[Ord. No. 752, § 1 (4-1.5), 8-9-1976; Ord. No. 1121, § 3, 3-8-1993]
(a) 
Demotion.
(1) 
The department head may demote an employee for cause. A written statement of the reasons for any such action shall be furnished by the department head to the employee and a copy filed with the Township Manager at least five (5) days prior to the effective date of the action.
(2) 
No demotion shall be made as a disciplinary action unless the employee to be demoted is eligible for employment in a lower class. Any regular employee who is demoted may appeal the demotion through the stipulated grievance procedures.
(b) 
Suspension. The department head may, for disciplinary purposes, suspend without pay any employee for such length of time as he considers appropriate not exceeding thirty (30) days in any twelve (12) month period. The Township Manager and the employee shall be furnished with a written statement by the department head specifically setting forth reasons for such suspension.
(c) 
Layoffs.
(1) 
The department head may lay off an employee when he deems it necessary by reason of shortage of work or funds, the abolition of the position, other material change in the duties or organization, or for other related reasons which are outside of the employee's control and which do not reflect discredit upon the service of the employee.
(2) 
The Manager shall give notice to the employee of any proposed layoff and reasons therefor within a reasonable time before the effective date thereof.
(d) 
Dismissals.
(1) 
Dismissals, discharges or separations for cause. The department head may dismiss any employee at any time for inefficiency, misconduct or other just cause with the approval of the Township Manager.
(2) 
No dismissal of a regular employee shall take effect unless, prior to the effective date thereof, the Manager gives to such employee a written statement setting forth in substance the reasons therefor.
(3) 
Appeal. Any employee who is dismissed shall have the right to appeal the dismissal in accordance with local and state laws. The rights of personnel to appeal shall be stipulated, either in the formal contracts or in the policy stipulations set forth by the Township Manager.
(e) 
Resignations.
(1) 
To resign in good standing, an employee must give the Township office at least fourteen (14) calendar days notice unless the Township office, because of extenuating circumstances, agrees to permit a shorter period of notice.
(2) 
A written resignation shall be supplied by the employee to the Township Manager giving reasons for leaving. Failure to comply with this rule shall be entered on the service record of the employee and may be cause for denying future employment with the Township.
(3) 
The Township Manager shall notify the employee in writing of the acceptance of his resignation.
(f) 
Retirement. The retirement age for nonuniformed employees of the Township, including early retirement, shall be in accordance with applicable federal and state laws and contract provisions.
(g) 
Return of Township property.
(1) 
An employee leaving the service, whether through retirement, resignation, layoff or dismissal, is responsible for returning any Township property which he may have in his possession. Upon termination, such property must be returned to the department which the employee is leaving.
(2) 
It is the responsibility of the department head to keep a record of all Township property which is in the hands of employees. When an employee terminates his employment, the department head shall certify to the Township Manager that all property has been returned.
(3) 
All monies due the employee will be withheld until the Township Manager receives certification that all Township property has been returned.
[Ord. No. 752, § 1 (4-1.6), 8-9-1976]
(a) 
Suggestions. The Township Manager shall establish a system for the receipt and acknowledgment of suggestions of employees for improving Township services.
(b) 
Complaints. Any employee who has a complaint is urged to convey the same to his or her immediate superior. It is hoped that this practice will allow for adjustment of the matter and will reduce the number of issues which are carried further in the form of grievances.
(c) 
Grievances. In the case of employees covered by formal contract, grievance procedures shall be those stipulated in the contract. In the case of employees who are not covered by formal contract, the grievance procedure shall be that set forth in policy memo circulated by the Township Manager, as approved by the Township Council.
[Ord. No. 752, § 1 (4-1.7), 8-9-1976]
(a) 
Political or religious preference. No question in any form of application for examination or in any examination shall be so framed as to elicit information concerning the political or religious preference of any applicant, nor shall an inquiry be made concerning such preference.
(b) 
Discrimination prohibited. Discrimination against or in favor of any applicant or employee, because of any political or religious preference or evaluations, is prohibited.
[Ord. No. 752, § 1 (4-1.8), 8-9-1976]
(a) 
Township Manager to make analysis. The Township Manager shall make an analysis of the duties and responsibilities of all positions and shall submit to the Council, for its approval, a job classification manual.
(b) 
Classification plan to be revised periodically. Upon the recommendations of the Township Manager and with the approval of the Council, the initial job classification manual shall be revised from time to time as changing conditions require.
[Ord. No. 752, § 1 (4-1.9), 8-9-1976]
(a) 
The Township Manager shall maintain records necessary to the proper administration of the personnel system.
(b) 
Personnel records shall be maintained in confidential files which are not open for public inspection and shall be accessible only to the Manager and confidential employees who are engaged in the maintenance thereof.
(c) 
Request for the release of employment information will be honored only as prescribed by law for government agencies, or upon request by the employee.
(d) 
Report of personnel changes. The Township Manager shall prescribe the necessary forms for reports of all personnel changes in the service. Such forms shall provide space for entering such supporting or other pertinent information as the Township Manager shall deem to be needed.
[Ord. No. 752, § 1 (4-1.10), 8-9-1976; Ord. No. 1121, § 4, 3-8-1993]
(a) 
No regular full-time employee in the classified service of the Township shall accept outside employment whether it is part-time, temporary or permanent, when such employment conflicts or interferes with or is likely to conflict or interfere with the employee's employment with the Township.
(b) 
It shall be unlawful for any Township employee to charge or accept any fee or other compensation, in addition to his salary, for any services rendered or performed by him of any kind or nature whatsoever pertaining to his office and duties as a Township employee, except public rewards and the expenses incurred in the discharge of his duties.
[Ord. No. 752, § 1 (4-1.11), 8-9-1976]
The Township Manager shall establish standard service awards with the approval of the Council and shall recognize employees at retirement with a service award for the years the employee served the Township.
[Ord. No. 752, § 1 (4-1.12), 8-9-1976]
The Township Manager shall assure that each employee is given a yearly performance review by his immediate supervisor. This review shall, as a minimum, include dependability and quality and quantity of work. This review shall be made a part of the employee's personnel file.