The Township shall take no disciplinary action against an employee
without just cause. The following criteria shall be used to determine
whether just cause exists:
A. The employee shall have had prior knowledge or warning of the possible
consequences of the action for which discipline is being considered.
B. Work rules shall be reasonably related to the orderly, efficient,
and safe operation of Township business if violation of the rules
is to be reason for disciplinary action.
C. The Township shall make a reasonable effort to discover whether a
rule has been violated before taking disciplinary action.
D. The investigation of alleged rule infractions should be carried out
in a fair and objective manner.
E. Disciplinary action shall not be taken without substantial proof
that employee committed the infraction.
F. Disciplinary actions and penalties will be applied consistently and
fairly.
G. The degree of discipline imposed will be reasonably related to the
seriousness of the offense and the employee's previous record.
Records of disciplinary actions shall be kept in the employee's
personnel file. The employee shall be provided with a copy of all
such records. Reprimands shall be removed from the file and destroyed
after two years if, in the opinion of the person issuing the reprimand,
it has served its purpose.
To ensure a safe and efficient work environment, Bear Creek
Township expects its employees to follow these commonly accepted rules
of conduct. The following examples of inappropriate conduct in the
workplace constitute the type of action that will not be tolerated
nor condoned by fellow employees or the Township:
C. Unauthorized absenteeism.
D. Insubordination to Township Supervisors or to managers or to the
foreman.
E. Willful violation of Township, commonwealth or federal laws.
F. Willful violation of Township administrative policies and/or procedure.
G. Conviction of a felony, including convictions based on a plea of
no contest or of a misdemeanor involving moral turpitude, the nature
of which reflects the possibility of serious consequences related
to the continued assignment or employment of an employee.
H. Knowingly falsifying, removing or destroying information related
to employment, payroll or work-related records or reports.
I. Discourteous treatment of the public or other employees, including
harassing, coercing, threatening, intimidating or retaliating against
others.
J. Conduct that interferes with the management of the Township's
operations.
K. Failure to carry out a direct order of a Supervisor or manager or
foreman, except where the employee's safety or the safety of
other individuals is jeopardized by the order.
L. Threatening or utilizing violence or physical altercations.
M. Any act of discrimination (including, but not limited to sexual,
racial, age, race, handicap, religious or political affiliation).
N. Intoxication or incapacity due to alcohol or other medical or controlled
substance.