GENERAL REFERENCES
Personnel system — See Charter, Art. VI.
Code of Ethics — See Charter, Art. XI.
Holding elected or appointed office prohibited — See Charter, Art. XII.
[Ord. No. 154,
passed 8-7-1986]
The general purpose of this chapter is to establish a system
of personnel administration that meets the social, economic and program
needs of the people of Upper Providence Township. This system shall
provide means to recruit, select and maintain an effective and responsible
work force and shall include policies and procedures for employee
hiring, job classification, wages, administration, employee benefits,
discipline, discharge and other related activities. All appointments
and promotions in Upper Providence Township service shall be made
without regard to sex, race, national origin or religion and shall
be based upon qualifications.
[Ord. No. 154,
passed 8-7-1986]
This chapter shall apply only to uniformed employees of the
Township, the same being the members of the Upper Providence Township
Police Department.
[Ord. No. 251,
passed 10-14-1993; Ord. No. 380, passed 6-24-2004]
Township Council shall be responsible for the administration
of this chapter.
[Ord. No. 154,
passed 8-7-1986; Ord. No. 251, passed 10-14-1993]
As used in this chapter, the masculine shall be construed to
include the feminine, and the neuter shall be construed to include
the masculine and the feminine. In addition:
(a)
BASE WAGE RATE — Means the regular hourly or weekly salary
without consideration of overtime, night differential or other multipliers,
as apportioned for the applicable time period.
(b)
CASUAL EMPLOYEE — Means an employee who does not mark a regular
schedule but is called in on an as-needed basis.
(c)
CHAIRPERSON — Means the Chairperson of the Public Safety Committee.
(d)
CHARTER — Means the Upper Providence Township Home Rule Charter,
as amended.
(e)
COMPLAINT — Means a request by an employee made in accordance
with this chapter for review concerning the interpretation or application
of the terms of the Charter, township ordinances or departmental rules
affecting an individual employee where the employee has not been disciplined
or where the actual or recommended discipline does not rise to the
level of a grievance as herein defined.
(f)
COUNCIL — Means the Township Council as elected under the Upper
Providence Township Home Rule Charter.
(g)
DEMOTION — Means the movement of an employee to a lower position
having a lower pay range which results in a decrease in compensation.
(h)
DEPARTMENT HEAD — Means the Chief of Police.
(i)
DEPARTMENTAL RULES — Means rules of work, conduct, safety and
dress which an employee has been instructed by the department head
to follow.
(j)
FULL-TIME EMPLOYEE — Means an employee who has completed the
designated probationary period and who occupies a position requiring
employment for 40 hours or more per week on a regular schedule through
the year.
(k)
GRIEVANCE — Means a request by an employee made in accordance
with this chapter for review concerning the interpretation or application
of the terms of the Charter, Township ordinances or departmental rules
affecting an individual employee where the employee has been demoted,
suspended or discharged or where the employee has been notified by
his or her department head, in writing, that the Council has received
a recommendation by the department head or the Chairperson that the
employee be demoted, suspended or discharged.
(l)
PART-TIME EMPLOYEE — Means an employee who has completed the
designated probationary period and who occupies a position requiring
employment for less than 40 hours per week on a regular schedule throughout
the year.
(m)
PAY RANGE — Means the minimum and maximum pay rates established
by the Council for each grade and in-step grade.
(n)
PROMOTION — Means the movement of an employee to a position
with a higher pay range on a permanent basis.
(o)
SUPERVISOR — Means the department head and the employee(s)
designated by the department head to supervise another employee(s).
(p)
TOWNSHIP — Means Upper Providence Township.
(q)
TRANSFER — Means the movement of an employee to either a different
department or work group within the same pay range.
[Ord. No. 154,
passed 8-7-1986; Ord. No. 203, passed 2-8-1990; Ord. No. 251, passed 10-14-1993; Ord. No. 380, passed 6-24-2004]
(a)
General. No person, other than an interim appointee, shall be placed
upon the payroll of the Township unless the Council has authorized,
by resolution, the filling of a vacancy and the person chosen has
been selected according to the procedures of this chapter.
(b)
Vacancy announcement. A position vacancy in the Police Department
shall be announced by Township Council at a public meeting. Notice
shall be posted on all Township bulletin boards and advertised in
any other mariner Township Council may deem advisable. The notice
shall specify the title, pay range, nature of work, qualifications,
hours, conditions, manner of making application and closing date for
applications as well as other pertinent information.
(c)
Selection. Selection may be based upon one or more of the following
selection measures: education, training, experience, health, test
results, references and any other criteria not prohibited by statute
or common law, within the sole discretion of the Council. Township
Council may, from time to time, by Resolution, establish criteria
for the selection of a person to fill a vacancy.
(d)
Interim appointees. The Chairperson may make such interim appointments
as are necessary in the best interest of the Township. Interim appointees
shall not be for a period in excess of 90 days.
(e)
Physical examination. Every new full-time or eligible part-time employee
shall be required to have a physical examination prior to the starting
date of employment. The Township will arrange the examination which
may include, but not be limited to, urine drug screening as well as
physical endurance testing. Township Council may require other examinations
as it determines necessary to assure that the applicant is qualified
for the position.
[Ord. No. 154,
passed 8-7-1986; Ord. No. 251, passed 10-14-1993]
(a)
General. The probationary or working test period shall be regarded
as an integral part of the selection process and shall be utilized
by the department head and the supervisors for closely observing the
employees' work performance. Any employee whose work performance
does not meet the required work standards, in the opinion of the Chairperson,
during the probationary period, shall be dismissed.
(b)
Probationary period. Every full-time employee shall be required to
successfully complete a working test during the probationary period
of 12 months from the date of hire. The working test shall be a demonstration
by the employee that he or she is physically and mentally able to
perform all duties required of him or her; he or she does perform
all duties required by the position; and that he or she has adhered
to all requirements of this chapter and departmental rules and has
not been guilty of a disciplinary infraction.
(c)
Evaluation of performance. The employee's supervisor shall be
required to prepare a report giving an appraisal of the employee's
work quality, quantity, willingness, ability, work habits, physical
ability, adaptability, attendance, cooperativeness, promptness and
such other factors as may be required in the performance of his or
her duties.
(1)
The report shall be submitted in writing to the department head,
who, in turn, shall add his or her appraisal and recommendations and
submit the report to the Chairperson.
(2)
The report shall be prepared and submitted to the Chairperson
two weeks prior to the end of each two-month anniversary of the employment
date during the probationary period of employment.
(d)
Dismissal. At any time during the probationary period, the Chairperson
or Council may dismiss a probationary employee if, in the opinion
of the Chairperson, the employee has not successfully completed the
working test. A probationary employee who is dismissed shall not have
the right to a hearing before the Council under any other section
of this chapter. The decision of the Chairperson is final.
(e)
Dismissal of casual employee. A casual employee may be dismissed
at any time by the Chairperson or Council with or without cause. A
dismissed casual employee shall not have a right to a hearing under
this chapter.
[Ord. No. 154,
passed 8-7-1986]
The Council shall establish job titles, job descriptions, pay
ranges and compensation by resolution.
[Ord. No. 154,
passed 8-7-1986; Ord. No. 251, passed 10-14-1993]
(a)
Performance review. The supervisor of each employee shall prepare
an annual review of the employee's performance with an evaluation
of the employee's work quality, quantity, attitude, willingness,
ability, work habits, adaptability, cooperativeness, promptness, attendance
and such other factors as may be required in the performance of his
or her duties.
(b)
Pay rates. The performance review shall be the basis for determining
pay rates for the position and for determining promotion or demotion
to a different position or dismissal.
(c)
Personnel file. A personnel file shall be maintained for each employee
by the Chairperson and/or the Township Secretary. The file shall contain
the employee's application, work performance reviews, history
of pay rates, disciplinary records and such other information as the
employee's supervisor or the Chairperson deems appropriate. Each
employee may make a supervised inspection of his or her personnel
file by appointment during regular business hours when the inspection
does not interfere with the discharge of the employee's duties.
(d)
Departmental rules. A department head may establish additional rules
of work and conduct for use in his or her department and for the department's
employees, which rules are not inconsistent with this chapter, the
Charter and the management policies established by the Council and
the Chairperson. The use of general orders for this purpose is expressly
authorized.
[Ord. No. 154,
passed 8-7-1986]
Collective bargaining agreements and arbitration awards shall
govern such terms of compensation, sick leave policy, vacation policy
and other terms of employment as are set forth therein. In the event
that there is a conflict between this chapter and the collective bargaining
agreement or arbitration award, the collective bargaining agreement
or arbitration award shall control. All police officers who are not
members of the collective bargaining unit shall receive such compensation
and be subject to such terms of employment as shall be agreed upon
between them and the Township and as the law shall otherwise require.
In the event that the collective bargaining agreement or arbitration
award does not address an issue of compensation, sick leave policy,
vacation policy or other terms of employment, the Council may act
to set such terms of employment by motion or resolution.
[Ord. No. 154,
passed 8-7-1986; Ord. No. 251, passed 10-14-1993]
Employee responsibilities shall be to:
(a)
Perform assigned duties to the satisfaction of the supervisor, the
department head and the Chairperson.
(b)
Render prompt and courteous service to the public at all times.
(c)
Read, understand and comply with the rules and regulations set forth
in this chapter as well as those of the assigned department.
(d)
Report all unsafe conditions observed in the Township and all work-related
injuries observed or experienced as soon as possible to the supervisor
and department head.
(e)
Recommend ideas for improving efficiency and/or service in the Township.
[Ord. No. 154,
passed 8-7-1986; Ord. No. 251, passed 10-14-1993]
(a)
Authority to discipline.
(1)
Within the limitations set forth in the laws, statutes, ordinances
or rules of the United States of America, the Commonwealth of Pennsylvania
and the Township of Upper Providence limiting or providing discipline
action for employees, disciplinary authority and responsibility rests
with the department head. Except for oral reprimands and emergency
suspensions, departmental discipline must be taken or approved through
the department head. All supervisors may make oral reprimands or emergency
suspensions only as permitted herein.
(2)
All charges, findings and disciplinary actions not involving
a suspension, demotion or dismissal will be handled internally by
the department head. Where the offense is of such a nature that the
department head recommends a suspension, demotion or dismissal, the
department head shall prepare the reports and charges and recommended
punishment to be forwarded to the Council for hearing and adjudication.
(b)
Persons subject to discipline. Any employee who commits an offense
punishable under the laws, statutes, ordinances or rules of the United
States of America, the Commonwealth of Pennsylvania and the Township
of Upper Providence, or who violates any provision of the respective
employee's departmental manual or any departmental rule, is subject
to disciplinary action.
(d)
Oral reprimand. An oral reprimand can be issued to any employee by
a supervisor. Any supervisor making or issuing an oral reprimand must
advise the employee as to why the action is being taken, the facts
of the misconduct and a recommendation as to what action the employee
should take to prevent a recurrence of the offense. A written notice
of the oral reprimand will be filed with the department head and the
Chairperson by the supervisor issuing the oral reprimand. This notice
shall be kept in the reprimanded employee's personnel record.
This written notice shall contain the reasons for the oral reprimand
and the recommendations which were made. The notice will be retained
for one year from the date of the oral reprimand. The department head
and the Chairperson shall regularly review this file and expunge any
such written notice against the employee from the employee's
personnel file, provided that the employee has not accrued three or
more such notices during that one-year period. Any member who receives
a third written notice of oral reprimand within the one-year period
may receive a written reprimand. The oral reprimands expunged from
an employee's personnel file shall be maintained in a separate
file for information, but not for disciplinary purposes.
(e)
Written reprimand.
(1)
Any supervisor may issue a written reprimand to an employee,
subject to the approval of the department head. A written reprimand
will contain the following information:
A.
The name and present assignment of the person charged with a
violation.
B.
The dates and times of the misconduct and the location.
C.
A complete statement of the facts of the misconduct.
D.
The written signature of the reporting supervisor and his or
her position in relation to the employee being charged, and the affected
employee's signature.
(2)
Any employee who has been issued a written reprimand may make
a written response to the written reprimand within seven calendar
days of receipt of the written reprimand. This response will be filed
along with the written reprimand. All written reprimands and any responses
will be permanently filed in the employee's personnel file.
(f)
Emergency suspensions. A supervisor may temporarily relieve from
duty any employee under his or her supervision, for a period of not
more than one working day, on the grounds that the person is unfit
for duty or when it appears that such action is in the best interest
of the department. "Unfit for duty" may include any physical or mental
condition which might, in the judgment of the supervisor, render the
employee incapable of adequately performing his or her duties. Violations
of any statutes, laws, ordinances or departmental rules which may
jeopardize the safety of any person or property, or actions which
otherwise discredit or embarrass the Township, may evoke such an emergency
suspension. The suspending supervisor shall immediately notify the
department head of any action taken under this section. The suspending
supervisor and the suspended employee must report to the department
head at the beginning of the next working day. The department head
shall at this time make a decision as to what actions shall be taken.
Any supervisor who takes action under this section may be subject
to disciplinary action himself or herself if such action is found
to be malicious or capricious in nature. A written reprimand may accompany
an emergency suspension.
(g)
Suspension. Suspension shall consist of one or more days off without
pay. When it is the recommendation of the department head that a penalty
for any violation or offense includes such a period of time off, he
or she shall prepare the reports and charges of the violation or offense
to be forwarded to the Council. The Council shall hear and adjudicate
all charges. Only the Council may suspend an employee, provided that
a department head or the Chairperson may suspend an employee, subject
to confirmation by the Council, where the department head or the Chairperson
determines that an immediate suspension is in the best interest of
the Township. The Council may also suspend an employee pending the
determination of charges against the employee. In the event that the
Council does not uphold the suspension after a hearing, the employee
shall be reinstated with full pay for the period during which he or
she was suspended. No suspension may exceed a period of one year.
A written reprimand shall accompany any suspension. A suspension may
accompany a demotion.
(h)
Demotion. When it is the recommendation of the department head that
a penalty for any violation or offense should include a demotion,
he or she shall prepare the reports and charges of the violation or
offense to be forwarded to the Council. The Council shall hear and
adjudicate all charges. Only the Council may demote an employee. A
written reprimand shall accompany any demotion. A suspension may accompany
any demotion.
(i)
Dismissal. Dismissal consists of the termination of the employee's
employment in the Township. When it is the recommendation of the department
head that a penalty for any violation or offense should include a
dismissal, he or she shall prepare the reports and charges of the
violation or offense to be forwarded to the Council. The Council shall
hear and adjudicate all such charges. Only the Council may dismiss
an employee. A suspension may precede a dismissal.
(j)
Right to hearing. An employee who has been demoted, suspended or
dismissed, or who has received notice from his or her department head
in writing that the Council has received a recommendation from the
department head or the Chairperson that the employee be demoted, suspended
or dismissed, has the right to demand a public or private hearing
before the Council. This demand shall be made to the Council. Such
person may make written answers to any charges filed against him or
her. The Council shall grant the employee a public or private hearing,
as requested by the employee, which shall be held within a period
of 10 days from the filing date of the charges in writing, and written
answers thereto filed within five days, and such hearing may be continued
by the Council for cause or at the request of the charged employee.
At any such hearing, the employee against whom the charges are made
may be present in person and represented by counsel. A written report
of all testimony taken at such hearings shall be filed with and preserved
by the Council, which record shall be sealed and not available for
public inspection in the event that the charges are dismissed. There
is no right to a hearing on a complaint as defined herein.
(k)
Reckoning period. Each finding of an offense, other than demotion
or dismissal, shall have a reckoning period. A reckoning period shall
be measured from the date of the offense. A reckoning period shall
be that period of time in which a record of the offense and disciplinary
action is placed in an employee's personnel file. The record
of the offense and disciplinary action shall be removed from the employee's
personnel file if, and only if, the employee does not commit another
offense within the reckoning period. If the employee commits a subsequent
offense within a prior offense's reckoning period, the prior
offense's reckoning period shall be extended to coincide with
the subsequent offense's reckoning period if the subsequent offense's
reckoning period expires after the prior offense's reckoning
period. The subsequent offense need not be of the same type as the
prior offense in order to extend the reckoning period.
(l)
Imposition of penalties. A penalty may be imposed for each incident
where a respective offense has been committed. A penalty may be imposed
for each offense in a specific incident. Penalties may be imposed
on a consecutive or a concurrent basis. Each offense shall bear its
own reckoning period.
(m)
Penalty guides. The Council may establish penalty guides in a supplemental
manual for specific conduct. Such penalties are guides only and are
not limiting. The aggravating and mitigating circumstances of each
matter shall be considered by the Council.
[Ord. No. 154,
passed 8-7-1986; Ord. No. 251, passed 10-14-1993]
The Chairperson shall be notified forthwith of all disciplinary
action taken against an employee, and a proper record thereof shall
be kept in the employee's personnel file.
[Ord. No. 154,
passed 8-7-1986; Ord. No. 251, passed 10-14-1993]
Complaint procedure shall be as follows:
(a)
First step. An employee who has a complaint may submit his or her
complaint in writing to his or her department head within 10 days
of the occurrence of the act which forms the basis of the complaint.
The department head shall meet with the employee and take such other
action as the department head deems appropriate to resolve the complaint.
The department head shall submit a written report of his or her recommendations
and/or actions to resolve the complaint to the affected employee within
15 days of receipt of the written complaint.
(b)
Second step. If the employee is not satisfied with the resolution
for the first step, the employee may submit his or her complaint in
writing to the Chairperson within 10 days of the date of the department
head's report. The Chairperson shall meet with the employee and
take such other action as the Chairperson deems appropriate to resolve
the complaint. The Chairperson shall submit a written decision of
the resolution of the complaint to the department head and the affected
employee within 15 days of his or her receipt of the written complaint.
(c)
Final decision; waiver of rights. The decision of the Chairperson
shall be final. The failure of the employee to submit his or her complaint
in writing on a timely basis in accordance with this chapter shall
be deemed a waiver of this right of review.
[Ord. No. 154,
passed 8-7-1986]
If a hearing is not provided by the Council, an employee may
request and receive a hearing before the Council for a grievance,
as defined herein, by requesting the same in writing to the Chairperson
of the Council within 10 days from the date of notification of the
disciplinary action of demotion, suspension or dismissal or notification
of the department head's recommendation of the same.
[Ord. No. 154,
passed 8-7-1986]
The Township may, by resolution, issue a manual to employees
which supplements this chapter and which is consistent herewith. Such
manuals may include, but are not limited to, job descriptions, rules
and procedures for specific tasks and disciplinary policies. The terms
of such manuals shall be fully enforceable unless a term is in conflict
with a term of this chapter, in which case this chapter shall control.
[Ord. No. 348,
passed 3-8-2001]
(a)
Objective. This statement sets forth Township policy with regard
to access to, review of, and disclosure of messages sent or received
by employees or other authorized users of municipal e-mail, voice
mail, facsimile, or other electronic communications systems. It also
sets forth policies on the proper use of these systems. The Township
reserves the right to amend this policy at any time. New system users
shall read this policy before logging into their electronic mail,
or before accessing the Internet.
(b)
Scope. This policy covers all employees and all Township electronic
communications systems at all locations.
(c)
ELECTRONIC MAIL (E-MAIL)
EXTRANET
INTERNET
INTRANET
SYSTEMS ADMINISTRATOR
Definitions.
Electronics correspondence composed and/or sent using municipal
electronic mail applications to internal Upper Providence recipients,
or to outside recipients using Upper Providence gateways for delivery
via the Internet. For purposes of this policy, "transmitting" an e-mail
message includes sending, replying to, or forwarding any portion of
an e-mail message created or received to another party via Upper Providence's
e-mail system.
An Extranet is a collaborative network that uses Internet
technology to link businesses, or other entities, with their suppliers,
customers, or other businesses or entities that share common goals.
An Extranet can be viewed as part of an Intranet that is made accessible
to other entities or that is part of a collaborative effort with other
entities. The shared information may be accessible only to the collaborating
parties or, in some cases, may be public.
A collection of computer networks that spans the globe, connecting
government, military, educational and commercial institutions, as
well as private citizens to a wide range of computer services, resources,
and information. A set of network conventions and common tools are
employed to give the appearance of a single large network, even though
the computers that are linked together use many different hardware
and software platforms.
A contained collection of computers and networks within Upper
Providence connecting the members and/or employees of Upper Providence
to a range of computer services, resources, and information.
The individual at each Upper Providence location whose responsibility
it is to perform the function of Systems Administrator at that location.
(d)
Policy.
(1)
E-mail systems.
A.
Use.
1.
The e-mail system is provided at the expense of the Township
to assist in carrying out the business of the municipality. The e-mail
system permits authorized users to communicate with each other internally
and with selected outside individuals, business, and other service
providers that the Township, at its sole discretion, decides who should
be connected to the system.
2.
The Township considers the e-mail system to be for business
use only. While it is possible that employees may decide to send personal
messages, the Township assumes no responsibility for their content
or for maintaining their privacy, and municipal employees have no
expectation that such privacy will be maintained. In order to ensure
that the system functions properly and that the Township and/or its
employees are not liable for improper use of Internet and other connections,
the Township considers all messages sent, received or stored as business
messages, and thus, property of the Township. Conducting business
unrelated to the Township, other than incidental personal traffic,
is expressly prohibited.
3.
Because of our intent to operate with the law, the Township
reserves the right to access, review, copy, or delete all e-mail messages
for any purpose and to disclose them to any party (inside or outside
the Township) as it deems appropriate. This includes the right to
install software that monitors e-mail and Internet usage. The Township,
however, bears no responsibility for the content of messages sent
or received by its employees. The Township does not and will not preview,
edit or approve material on a routine basis in the e-mail system.
All messages sent on the e-mail system are attributable solely to
the individual users of the e-mail system, and the Township is not
a party to them. The Township shall not be liable for, assume any
legal responsibility for, or bear any costs arising out of e-mail
communications flowing in or out of the Township's computer system.
4.
Should employees make incidental use of the e-mail system (including
Internet e-mail) for the purpose of transmitting or receiving personal
messages, such messages will be treated no differently than other
messages (i.e., the Township reserves the right to access, review,
copy, delete, or disclose them for any purpose). Accordingly, authorized
users should not use the e-mail system to send, receive, or store
any messages that they wish to keep private. (Incidental use of the
e-mail system is defined as occasional, casual, minor, or insignificant
use that does not impact upon an employee's duties or impede
business-use operations.)
5.
No e-mail messages or information should be created, sent, or
forwarded which may reasonably be deemed to be intimidating, hostile
or offensive in nature, or which is discriminatory on the basis of
race, color, religion, sex, national origin, sexual orientation, disability,
or any other basis that is unlawful under applicable state and federal
law. Nor should any obscene, profane, abusive, or offensive language
be transmitted. Any violation of this policy is grounds for disciplinary
action up to and including discharge.
6.
No e-mail or other electronic communication may be sent which
hides the identity of the sender or represents the sender as someone
else. All messages communicated on the Township's e-mail system
should contain the sending employee's name. The Township bears
no responsibility for any consequences resulting from any employee
who uses the e-mail system for any fraudulent, or other illicit purpose,
or contrary to the provisions of this policy.
7.
Any employees who become aware of misuse of the Township e-mail
system must contact the Township Manager immediately.
B.
Privileged communications. Some of the messages sent, received
or stored in the e-mail system may be privileged communications between
the Township and its attorneys, or other entities. Upon receipt of
any such message, do not forward it or its contents to others inside
the Township without the authorization of all parties. Never forward
such messages or contents to any outsiders. To the extent practicable,
all efforts should be made to send such privileged communications
in an encrypted form. Moreover, as the Township has not established
an encryption standard for use, all encryption software, prior to
sending any message, must be approved by the Township Manager.
C.
Viewing and protecting e-mail messages. In order to guard further
against dissemination and disclosure of proprietary information, employees
should exercise caution when accessing their messages in the presence
of others. E-mail windows should not be left open on the screen when
the computer is unattended. Users shall not allow any other person
to use their name and password to gain access to an e-mail system.
Passwords are required and should be changed regularly. The Township
reserves the right to impose guidelines requiring mandatory password
changes and encryption measures to provide additional measures of
security.
D.
Storing and deleting e-mail messages. The Township strongly
discourages the storage of large numbers of e-mail messages. Retention
of messages consumes space on the network server and/or individual
hard disks and can reduce their performance. Accordingly, employees
should promptly delete any e-mail messages they send or receive that
no longer require action or are not necessary to an ongoing project.
Employees should audit stored e-mail messages regularly and should
delete any messages that are no longer needed. The Township reserves
the right to establish database management guidelines on memory storage
size limits for users and to establish guidelines which provide for
the automatic purge of previously "read" messages.
E.
Copyrighted information. Use of the e-mail system to copy and/or
transmit any documents, software or other information protected by
the copyright laws, without proper authorization by the copyright
owner, is prohibited. Copyright protection applies to any document,
photo, software, or information unless it is specifically marked as
public, not copyrighted, or freeware. In the absence of any specific
copyright markings, material or information should be considered copyright
protected. The Township assumes no responsibility for reviewing, ascertaining
or policing copyrighted material that may be transmitted to or from
the e-mail system by employees.
F.
E-mail etiquette. Please bear in mind that your e-mail messages
may be read by someone other than the addressee, and may even have
to be disclosed to outside parties including courts in connection
with litigation. Accordingly, please take care to ensure that your
messages are courteous, professional, businesslike, and tasteful.
(2)
Voice mail, facsimile and EDI systems. To the extent applicable,
all above policy provisions related to e-mail systems shall apply
to any voice mail, facsimile, or EDI (Electronic Data Interchange)
system owned by the Township. Restrictions on access of these systems
by others will only apply where password controlled access is established
(i.e.; it is permissible for someone to leave a message in your voice
mailbox). EDI is defined as any electronic exchange of data, including
modem-to-modem transfers.
(3)
Municipality internet and extranet guidelines. As with e-mail,
the Township provides Internet access solely to facilitate the conduct
of the Township's business as a public service provider. Access
to the Internet may be limited at the Township's sole discretion.
This includes the use of filtering software to bar access to certain
addresses. Employees are expected to use the Internet, Intranet, and
Extranet at all times in the manner that benefits the Township. The
downloading and installation of software programs onto a Township
network server without prior approval from the Township Manager is
prohibited. The Township accordingly will not allow its employees
to (1) support the recreational use of the Internet, Intranet and/or
Extranet, (2) provide access to news groups or other Internet sources
that are not clearly work-related, or (3) provide assistance to users
attempting to do (1) and (2) on their own. In addition, setting up
Internet services such as World Wide Web (WWW), Home Pages, File Transfer
Protocol (FTP), GOPHER, SMTP gateways, etc. on any computer connected
to a Township network requires prior approval from the ADP Council.
(e)
Prohibited activities. The following activities on the Internet,
Intranet and/or Extranet are specifically prohibited and may result
in disciplinary action up to and including discharge:
(1)
Using the Internet, Intranet or Extranet for personal gain or
for commercial activity unrelated to the Township.
(2)
Sending privileged information or Township restricted information.
(3)
Sending material that is threatening, intimidating, hostile,
offensive, or discriminatory on the basis of race, color, religion,
sex, national origin, sexual orientation, disability, or any other
basis prohibited by applicable law. In addition, the receipt of such
material and/or showing such materials to co-workers is strictly prohibited.
(4)
Copying or otherwise converting protected electronic information.
(5)
Violating copyright or trademark laws.
(6)
Making any unauthorized attempt to break into another organization's
computer system.
(7)
Using the Internet, Intranet or Extranet for any activities
not specified here that are in violation of Federal, state, or local
laws.
(f)
Other data services. The Township may establish accounts with dial-up
data services and will make these services available to individual
employees as necessary. Such services may only be used by employees
who have been granted authorized access so that we are able to manage
the security and administrative aspects of the account. Use of data
services is limited business use only; personal or entertainment use
is prohibited.
(g)
Responsibility. The Township Manager has responsibility for the maintenance,
approval, and dissemination of this policy and approving all requests
submitted as required by this policy. The Township Manager is responsible
for reviewing and approving all requests submitted as required by
this policy.
