[HISTORY: Adopted by the Township Council of Peters Township
as indicated in article histories. Amendments noted where applicable.]
[Adopted 4-19-1976 by Ord. No. 158 (Ch. 1, Part 3, of the
1981 Code of Ordinances)]
Under the authority granted to the Township Council by the Home
Rule Charter, the following personnel principles and policies are
established:
A.
Employment and promotion in the Township government shall be based
on merit and be free of personal and political considerations;
B.
Just and equitable incentives and conditions of employment shall
be established and maintained to promote efficiency and economy in
operation of the Township Government;
C.
Positions having similar duties and responsibilities shall be classified
and compensated for on an approximately uniform basis;
D.
Appointments, promotions, and other personnel actions requiring the
application of the merit principle shall be based on individual evaluation
of applicants;
E.
Every effort shall be made to stimulate high morale by fair administration
of this article and by every consideration of the rights and interest
of employees, consistent with the best interests of the public and
the Township; and
F.
Continuity of employment covered by this article shall be subject
to good behavior, satisfactory performance of work, necessity for
the performance of work, and availability of funds.
All offices and positions of the Township shall be and are hereby
allocated to the classified service and the exempt service. The exempt
service shall include all elected officials and members of citizen
boards and commissions, the Township Manager, Township Secretary Treasurer,
one Assistant Township Manager, department heads, members of the volunteer
fire department, part-time employees, and all personnel who may be
appointed to serve without compensation. The classified service shall
include all other full-time positions in the Township service which
are not specifically placed in the exempt service by this article.
Unless specifically designated otherwise, personnel policies and rules
shall apply to employees of the classified service.
The Township Manager shall have the basic responsibility for
the personnel program as set forth in this article. He specifically
shall:
A.
Be responsible for effective personnel administration;
B.
Appoint, remove, suspend, and discipline all officers and employees
of the Township subject to the policies set forth in this article,
provisions of the Home Rule Charter, and those in state law;
C.
Fix and establish the number of employees in the various Township
departments and offices, and determine the duties and compensation
in accordance with the policies set forth in this article, and subject
to the approval of the Township Council and budget limitations; and
D.
Perform such other duties and exercise such other powers in personnel
administration as may be prescribed by law and this article;
E.
Perform all lawful and necessary duties essential to the effective
administration of the personnel system;
F.
Recommend personnel rules, regulations, amendments thereto, for the
consideration of the Township Council;
G.
Recommend a position classification plan for approval by Council,
and install and maintain such a plan;
H.
Prepare and recommend to the Council a pay plan for all Township
employees for Council approval;
I.
Establish and maintain a roster of all persons in the Township service,
setting forth each officer and employee, class title of his position,
salary, any changes in class title, status, and such other data as
may be deemed desirable or useful;
J.
Develop and administer such recruiting programs as may be necessary
to obtain an adequate supply of competent applicants to meet the needs
of the Township;
K.
Be responsible for certification of all payrolls;
L.
Develop and coordinate training and educational programs for Township
employees;
M.
Investigate periodically the operation and effect of the personnel
provisions of this article and the rules, and, at least annually,
report his findings and recommendations to the Council.
A.
The Township Council Chairman shall appoint from among Council members
a Personnel Appeals Committee of three members.
B.
Powers. The Committee shall hear appeals submitted in writing by
any department head relative to any suspension or demotion. With respect
to all other employees, the Committee shall hear appeals relative
to any suspension, demotion, or dismissal. The Committee shall submit
a written statement of facts, findings, and recommendations to the
Council. When the Council finds the action appealed has been the result
of political, age, sex, race, color, religious creed, ancestry or
national origin prejudice, the Committee's findings shall be
final and conclusive. The hearing by the Committee shall be open to
the public, if requested by the employee. Personnel appeals procedure
is provided in "Township Personnel Rules and Regulations."[1]
[1]
Editor's Note: Said rules and regulations are on file
in the Township offices.
The Township Manager shall present to the Township Council personnel
rules and regulations to be adopted by the Township Council.
Amendments to the rules and regulations may be proposed by the
Township Manager and will become effective upon approval by the Township
Council.
The personnel rules and regulations shall provide procedures
for the employment of persons on the basis of merit in conformity
with this article. Such procedures shall include, but not be limited
to, the following:
A.
An orderly and systematic method of recruitment to insure that all
those employed will be hired on a merit basis, and the establishment
of qualified lists for employment purposes;
B.
Provisional appointments in the absence of appropriate employment
lists; provided, however, that employment lists shall be established
for such a position within 12 months, and that no person shall be
employed by the Township under provisional appointment for a total
of more than 12 months;
C.
During the period of suspension of an employee, or pending final
action of proceedings to review the suspension, demotion, or dismissal
of an employee, the vacancy created may be filled by the employing
authority, only by provisional appointment; and
D.
In the event of emergency, the appointing authority may appoint such
persons as are required to meet the situation, but such appointments
shall not exceed 30 working days in any twelve-month period.
In preparing the classification plan as called for in this article (See § 44-1.), the Township Manager shall ascertain the duties, authority, and responsibility of all positions subject to the article. After consultation with department heads and employees, he shall prepare and recommend to the Council a position classification plan which shall group all positions in the competitive service, department heads, assistants to the Township Manager, and Township Secretary-Treasurer, in classes based on their duties, authority, and responsibilities. The position classification plan shall set forth for each class or position a class title, a statement of duties, authority, and responsibilities thereof, and the qualifications that are necessary or desirable for the satisfactory performance of the duties of the position.
The Township Manager shall develop a uniform and equitable pay
plan consisting of minimum, intermediate, and maximum rates of pay
for each class of positions. Salary ranges for each class shall be
coordinated with the position classification plan, and shall be based
on the ranges of pay for other classes, requisite qualifications,
general rates of pay for comparable work in other public and private
employment in the area, cost-of-living data, suggestions of department
heads and employees, maintenance or other benefits received by employees,
the financial policy of the Township, and other economic considerations.
The Township Manager shall give the employees the opportunity
to make suggestions and recommendations concerning the classification
and pay plans. After receiving such suggestions and recommendations,
the Township Manager shall review this information and shall make
such modifications as he believes proper and submit the plan to the
Township Council. The Township Council shall adopt such plan as presented
or as amended by resolution. The plans may be amended from time to
time in the same manner as they were adopted.[1]
[1]
Editor's Note: Said plans and amendments are on file
in the Township offices.
On the effective date of a new or revised pay plan, employees
receiving less than the minimum rate for their class shall be increased
to the minimum rate of the salary range. Employees receiving more
than the maximum rate of their class shall continue to receive the
same rate. Employees whose pay rates fall within the range for the
position shall continue at that rate.
The rules and regulations[1] shall provide that all original and promotional appointments
shall be for a probationary period of not less than three months nor
more than six months. During this probationary period, an employee
may be dismissed at any time without right of appeal or hearing in
any manner. The employee dismissed during the probationary period
from a position to which he had been promoted may be reinstated to
the position from which he had been promoted, unless charges are filed
and he is discharged, as provided in this article and the rules.
[1]
Editor's Note: Said rules and regulations are on file
in the Township offices.
The Township Manager may suspend an employee without pay for
disciplinary purposes. No employee shall be suspended for more than
30 days in any calendar year, except that extensions may be made pending
any investigation and hearing. The Township Manager may demote or
dismiss an employee whose work is unsatisfactory. Written notice of
the action shall be served upon the employee affected and filed with
the Chairman of Council before it shall become effective.
Any regular employee who is suspended, demoted, or dismissed
may appeal to the Appeals Board, in writing, within 30 days after
such action is taken. The personnel rules and regulations shall establish
an appeal procedure.
[Amended 7-8-2019 by Ord.
No. 844]
No person in the employment of the Township, or seeking admission
thereto, shall be discriminated against because of political opinions
or affiliations or because of race, color, religion/creed, sex, disability,
marital status, age, national origin, ancestry, veteran status, or
any other characteristic protected by the applicable federal or state
laws. This commitment applies, but is not limited, to decisions made
with respect to hiring, placement, compensation, benefits, promotions,
demotions, transfers, terminations, layoffs, return from layoffs,
administration of benefits, and all other terms and conditions of
employment. Likewise, employees are responsible for respecting the
rights of their coworkers.
Unless the Township Council shall by unanimous vote, which vote
shall be recorded as part of its official proceedings, determine that
the best interests of the Township shall be served, the following
relatives of any elective or appointive officer are disqualified from
holding any appointive office or employment during the term for which
said elective or appointive officer was elected or appointed: spouse,
child, parent, grandchild, grandparent, brother, sister, half brother,
half sister, or the spouses of any of them. All relationships shall
include those arising from adoption.
Regulations:
A.
No employee of the Township shall take any active part in political
campaigns or in political management, including the solicitation of
political contributions, except with respect to the candidacy of himself
or of a member of his immediate family.
B.
A Township employee shall resign his position before becoming a candidate
for public office; a member of the Council shall resign his office
before becoming a candidate for any office other than the Council.
C.
No person shall solicit political contributions for any candidacy
or election issue from any employee of the Township.
D.
Officers and employees of the Township may not accept gifts from
any persons who may gain personally from any transaction with the
Township.
E.
Any Township officer or employee who willfully violates the requirements
of this section shall forfeit his office or position.
No officer, agent, clerk or employee under the government of
the Township shall, directly or indirectly, solicit or receive, or
be in any manner concerned in soliciting or receiving any assessment,
subscription, contribution or political service, whether voluntary
or involuntary, for any political purpose whatever, from any employee
or prospective employee on the qualified lists.
Any employee who shall have served continuously for a period
of at least six months immediately prior to the effective date of
this article shall, upon certification by the appointing authority
that his work has been satisfactory, assume regular status in the
position held on such effective date, without preliminary employment
investigation, and shall thereafter, be subject in all respects to
the provisions of this article. Persons who have held positions less
than the regular probationary period established for their positions
shall be regarded as probationers, and may be certified in the same
manner when they satisfactorily complete the regular working test
period from the date of original appointment.
Department heads and employees of the Township shall, during
usual business hours or emergencies, grant to the Township Manager
or his designated representative free access to premises and records
under their control and shall furnish such assistance and information
as may be required in carrying out the functions of the Township government.
Failure to comply shall be subject to all penalties and remedies provided
by law for the failure of a public officer or employee to do any act
required of him by law.
In any investigation or hearing conducted by the Appeals Board,
any member of the Board shall have the power to examine witnesses
and to issue subpoenas to require the attendance of witnesses and/or
the production of books, documents, and papers pertaining to any hearing.
The subpoenas shall be issued in the name of the Township and attested
to by the Township Manager. It shall be the duty of the Police Department
of the Township to cause all such subpoenas to be served. Any witness
who refuses to obey such summons or subpoena, or who refuses to be
sworn or affirmed to testify, or is guilty of any contempt after notice
to appear, may be punished as for contempt of court, and for this
purpose, an application may be made to the Court of Common Pleas of
Washington County, which Court has territorial jurisdiction over the
area where the alleged offense was committed and for which purpose
such Court is hereby given jurisdiction. Each member of the Appeals
Board shall have the power to administer oaths to witnesses.
The Township Council may contract with any competent agency
for the performance by such agency of such technical service in connection
with the establishment of the personnel system or with its operations
as may be desired. Said contract may include the delegation to such
an agency of the duties herein imposed upon the Township Manager,
but shall not include the delegation to such agency of the powers
and duties herein vested in the Township Council.
The Township Manager is authorized to consult with, or receive
suggestions from individual Township employees, groups of employees,
or representatives of organizations of Township employees concerning
matters of personnel policy, except where policies conflict with any
contracts. Where appropriate, the Township Manager may refer any requests
from employees to the Township Council, along with his recommendations
for its consideration. On matters within the discretion of the Township
Manager, he shall give due consideration to the views of employees.
However, nothing herein shall be interpreted as depriving the Township
Council or the Township Manager of the right to make a final decision
on matters for which they have ultimate responsibility.
In order to properly implement this article, a set of personnel
rules and regulations has been promulgated in order to establish normal
procedures which will serve as a guide to administrative action concerning
the various personnel activities and transactions contemplated by
this article. These personnel rules and regulations are designed and
intended to indicate the customary and most reasonable methods whereby
the purposes of the personnel program as outlined in this article
can be effectuated. It is contemplated that as the personnel merit
system is implemented pursuant to the Home Rule Charter and this article,
the rules and regulations may be from time to time amended and revised.
The personnel rules and regulations as outlined above, and as the
same may be from time to time amended and revised, are therefore hereby
incorporated herein by reference thereto with the same force and effect
as though each and every one of the personnel rules and regulations
were set forth at length in this ordinance and these rules and regulations
are marked Exhibit "A" and expressly made a part hereof.[1]
[1]
Editor's Note: A complete copy of the ordinance and said
rules and regulations are on file in the Township offices.
The annual budget submitted by the Township Manager shall include
a specific request for such funds as are necessary to carry out the
provisions of this article.
Wherever a provision of an agreement or contract or an arbitration
award with any duly constituted group or association in the Township
is in conflict with this article as it applies to the various employees
who are subject to it, the terms of the contract, agreement or arbitration
award shall apply and take preference over the provisions of this
article, but only to the extent that a conflict exists. All other
provisions of this article which are not subject to a conflict shall
be, nevertheless, fully applicable in the premises.
