The purpose of this chapter is to set forth
the policy of Franklin Township regarding personnel practices and
establish a personnel system to administer such practices under the
direction of the Township Manager.
Franklin Township's personnel policy shall consist
of a system of rules:
A. That complies with all applicable state and federal
laws governing employment practices
B. That develops an effective Township organization by
establishing a work environment that encourages employee productivity
and maximizes individual employee capability and potential
C. That provides equal opportunity and advancement for
all qualified persons based on work performance, competencies, education
and experience
D. That ensures employees receive adequate incentives
in the form of adequate salaries, the recognition of exceptional performance,
the reward of long service and the availability of retirement benefits
E. That establish an equitable method for administering
discipline.
The Township's personnel system shall center
around merit principles designed to:
A. Recruit, hire, and advance employees on the basis
of ability, knowledge and skill.
B. Base personnel actions on merit and performance principles
such as:
(1) Tests (written, performance, interview, skills or
other).
(2) Experience, education, employment and performance
records; or observable on-the-job performance.
(3) Provide equitable and adequate compensation.
(4) Train employees on the job to assure high quality
performance.
(5) Retain employees on the basis of adequate performance
and separate employees whose inadequate performance cannot be corrected.
(6) Assure fair treatment and equal employment opportunity
for applicants for employment as well as employees in all aspects
of personnel administration without regard to political affiliation,
race, religion, age, national origin, color, sex or disability.
(7) Assure that every employee complies with the spirit
and intent of this personnel system.
[Amended 7-12-2022 by Ord. No. 4369-22]
Franklin Township provides equal employment
opportunity (EEO) to all employees and applicants for employment without
regard to race, sex, color, religion, gender, gender identity or expression,
sexual orientation, national origin, age, disability, martial status,
political affiliation or status as a Vietnam veteran in accordance
with applicable federal, state laws. This policy applies to all terms
and conditions of employment, including but not limited to hiring,
placement, promotion, termination, layoff, recall, transfer, leaves
of absence, compensation and training. Franklin Township expressly
prohibits any form of unlawful employee harassment based on race,
color, religion, gender, gender identity or expression, national origin,
age, disability or veteran status. A complaint procedure shall be
provided for in the Township's Personnel Policy Manual.
[Amended 6-10-2003 by Ord. No. 3380]
A. The provisions of this chapter shall be applicable
to all employees except as provided below:
(1) Elected officials shall be exempt from these provisions
except as specifically provided for in this chapter.
(2) The Township Clerk and Tax Assessor shall be exempt
from those provisions governing appointment and dismissal.
(3) Volunteer personnel and personnel appointed to serve
without pay.
(4) Consultants and counsel providing temporary professional
services.
(5) Seasonal, temporary or part-time employees unless
specifically indicated.
(6) Except where a provision of a negotiated collective
bargaining agreement states otherwise.
B. The Chief of Police may prepare and enforce, with
the approval of the Township Manager, police personnel policies and
procedures. Such policies and procedures shall be in addition to and
supplement the personnel policies established in this chapter.
[Added 12-10-2002 by Ord. No. 3341]
The Township recognizes the importance of conducting
periodic evaluations of employee performance to assist in the growth
and development of all employees. Such evaluations shall identify
employee strengths as well as weaknesses, and will become the basis
for creating a personal improvement or development program for the
employee.
[Amended 11-27-2001 by Ord. No. 3253; 2-12-2002 by Ord. No.
3267; 6-24-2008 by Ord. No. 3764]
A. Confidential and senior management employees.
[Amended 9-28-2022 by Ord. No. 4380-22]
(1) Confidential employees eligible for benefits under
this chapter shall receive benefits not less than those authorized
for employees of the same grade classifications as permitted by law.
(2) Senior managers, including the Township Clerk and
Tax Assessor, eligible for benefits under this chapter shall receive
benefits not less than those authorized for employees of the senior
managers' collective bargaining unit as permitted by law.
B. Vacation leave.
(1) Exempt managerial staff vacation leave is an accrued
benefit based on the following schedule. Vacation leave will accrue
but may not be used until after six-month probationary period is completed.
|
Years of Service Completed in PERS
|
Annual Vacation Leave Credit1
(days)
|
---|
|
5
|
15
|
|
10
|
20
|
|
15
|
25
|
|
20
|
30
|
(2) Confidential staff vacation leave is an accrued benefit
based on the following schedule: Vacation leave will accrue but may
not be used until after six-month probationary period is completed.
|
Years of Service
|
Annual Vacation Leave Credit1
(days per year)
|
---|
|
Beginning 2 through 5
|
12
|
|
Beginning 6 through 10
|
15
|
|
Beginning 11 through 15
|
20
|
|
Beginning 16 through 20
|
25
|
|
21 and over
|
30
|
|
1NOTE: Year one:
one day per full month of service, not to exceed 10 days.
|
C. Granting vacation. Employees shall be granted the
use of earned vacation leave upon request to their respective supervisor,
subject to the operational needs of the respective department as determined
by the Department/Division Director. The Department/Division Director
shall ensure all employees are given the opportunity to utilize earned
vacation. Vacation time will be credited and may be used by the employee
as of January 1 of the year in which it will be earned. Vacations
may be taken anytime between January 1 and December 31. Half days
are permissible.
D. Vacation leave accumulations.
[Amended 9-28-2022 by Ord. No. 4380-22]
(1) Exempt managerial staff subject to the provisions
of N.J.S.A. 40A:9-10.3 may accumulate up to two years of earned vacation.
(2) Exempt managerial staff not subject to the provisions
of N.J.S.A. 40A:9-10.3 may accumulate up to three years of earned
vacation.
(3) Confidential
staff may accumulate up to two years of earned vacation.
E. Vacation leave upon termination.
(1) Exempt managerial staff separated in good standing
who have no more than three years of permissible leave to their credit
at the time of separation shall be paid the salary equivalent to accrued
vacation leave.
(2) Confidential staff separated in good standing who
have no more than two years of permissible leave to their credit at
the time of separation shall be paid the salary equivalent to accrued
vacation leave.
(3) Any exempt managerial or confidential staff who leave
the employment of the Township for any reason, and who has taken vacation
before it have been earned, shall reimburse, in full, the Township
the cash value of the amounts paid to them for all unearned vacation.
(4) Vacation time accumulated is forfeited if at least
10 working days' notice of intention to terminate employment is not
given, in writing, by the employee to the appropriate Department/Division
Director. All or part of this requirement may be waived by the Township
upon approval of the Department/Division Director and Township Manager.
F. Holidays. Employees shall receive the following holidays
with full pay for the employee's regular daily rate of pay, although
no work is performed on such days, and that said employees are in
a paid status the day next preceding and next following such holiday:
(2) Martin Luther King's Birthday.
(3) President's Birthday (Washington).
(6) Juneteenth
(third Friday of June).
[Added 3-14-2023 by Ord. No. 4396-23]
(9) General Election Day (first Tuesday after the first
Monday in November).
(12)
Friday after Thanksgiving Day.
(13)
One half day Christmas Eve (afternoon).
G. Personal leave. Employees are permitted three personal
days per year. A personal day is provided to recognize that there
may be days when time off is required to conduct personal business.
Unused personal days cannot be carried over from year to year and
are forfeited December 31.
H. Paid sick leave. One day of paid sick leave per month
shall be authorized to full-time employees and same shall be cumulative
from year to year to a maximum of 110 days. To obtain payment for
sick leave next preceding or next following a holiday or vacation,
sickness must be substantiated by a doctor's certificate.
(1) Criteria for use of sick leave.
(a)
Personal illness or physical incapacity resulting
from causes beyond the employee's control. Whenever deemed necessary,
an employee using sick leave may be required to present medical verification
of the cause for use of such sick leave.
(b)
The illness of a member of the employee's household
that requires the employee's personal care and attention (not to exceed
three days).
I. Extended sick leave. Upon exhaustion of sick leave
benefits, an employee shall automatically be placed on a leave of
absence without pay. The employee shall furnish the Personnel Officer
with a medical statement at least every 30 calendar days. The Township
may cause the employee to establish continued leave at any time through
medical examination by a Township-appointed physician.
J. Bereavement leave. Employees may be granted, not to
exceed five days off with pay at the employee's straight time rate,
in the event of the death of the employee's spouse or child. Employees
shall be granted, not to exceed three days off, for any other member
of the immediate family defined as parent, parent-in-law, sister or
brother. Employees shall be granted one day off, the day of the funeral,
without loss of pay, for the funeral of a sister-in-law, brother-in-law,
grandparent or grandchild. The Township reserves the right to verify
the legal relationship of the family member to the employee.
K. Leave of absence without pay.
(1) By making application 30 calendar days prior to the
effective date, employees may apply to the Township Manager for a
leave of absence without pay. Employees may be granted up to 90 days
of approved absence without loss or adjustment to seniority rights.
If the employee desires to continue benefits through the leave of
absence without pay, the employee shall deposit with the Township
funds to cover continuation of health, disability and pension benefits.
(2) Sick and vacation days will not accrue after 30 days
of absence without pay. In addition, the employee's anniversary date
shall be adjusted.
(3) Maternity leave, paternity leave, leave for the adoption
of a child and leave necessary for the illness of a member of an employee's
household which require the employee's personal care and attention
shall be in accordance with the Family and Medical Leave Act.
L. Military leave.
(1) Granting of military leave shall be in accordance
with federal and state laws.
(2) Compensation for military leave during an emergency.
Members of the United States Army Reserves and National Guard who
voluntarily or involuntarily enter active duty in an emergency as
defined by N.J.S.A. 38:23-4.1 shall receive compensation equal to
the differential between their current Township salary and any military
pay received. This compensation shall continue as long as the employee
meets the requirement for military leave under N.J.S.A. 38:23-4.
(3) Compensation for military leave for active duty for
training. Members of the United States Army Reserves and National
Guard shall be compensated for active duty for training in accordance
with state and federal law.
M. Jury duty. An employee who is called for jury duty
shall be paid the employee's regular rate of pay for jury service,
upon presentation of proper evidence of jury service and the amount
of compensation received. However, the employee shall be required
to give prior notice to the immediate supervisor of the call for jury
duty.
N. Crossing guards and permanent part-time employees.
(1) After completion of one year of service, school crossing
guards are entitled to:
(a)
Two days paid sick leave during the school year;
(b)
Funeral leave per ordinance;
(c)
Enrollment in the public employee retirement
system.
(2) After completion of one year of service, permanent
part-time employees [defined as working a minimum of 260 hours in
each of the four calendar quarters (1040 hours annually) and earning
in excess of $500 annually] are entitled to:
(a)
Two days paid sick leave per year; and
(b)
Funeral leave per ordinance.
O. Donated leave program.
[Added 11-25-2008 by Ord. No. 3798]
(1) A full-time employee shall be eligible to receive
donated sick or vacation leave if the employee:
(a)
Has completed at least one year of continuous
service;
(b)
Has exhausted all accrued sick, vacation and
administrative leave, all sick leave injury benefits, if any, and
all compensatory time off;
(c)
Has not, in the two-year period immediately
preceding the employee's need for donated leave, been disciplined
for chronic or excessive absenteeism, chronic or excessive lateness
or abuse of leave; and
(d)
Either:
[1]
Suffers from a catastrophic health condition
or injury;
[2]
Is needed to provide care to a member of the
employee's immediate family who is suffering from a catastrophic health
condition or injury; or
[3]
Requires absence from work due to the donation
of an organ (which shall include, for example, the donation of bone
marrow).
(2) For purposes of this Subsection
O, a "catastrophic health condition or injury" shall be defined as follows:
(a)
With respect to an employee, a catastrophic
health condition or injury is a life-threatening condition or combination
of conditions or a period of disability required by his or her mental
or physical health or the health of the employee's fetus and requiring
the care of a physician who provides a medical verification of the
need for the employee's absence from work for 60 or more work days.
(b)
With respect to an employee's immediate family
member, a catastrophic health condition or injury is a life-threatening
condition or combination of conditions or a period of disability required
by his or her mental or physical health and requiring the care of
a physician who provides a medical verification of the need for the
family member's care by the employee for 60 or more work days.
(3) An employee may request that the Township Manager/Assistant
Township Manager approve his or her participation in the program as
a leave recipient or leave donor. The employee's supervisor may make
such a request on behalf of the employee for his or her participation
in the program as a leave recipient.
(a)
The employee or supervisor requesting the employee's
acceptance as a leave recipient shall submit to the Township Manager/Assistant
Township Manager medical verification from a physician or other licensed
health care provider concerning the nature and anticipated duration
of the disability resulting from either the catastrophic health condition
or injury, or the donation of an organ, as the case may be.
(b)
When the Township Manager/Assistant Township
Manager has approved an employee as a leave recipient, the Department
Head or Supervisor shall, with the employee's consent, post or circulate
the employee's name along with those of other eligible employees in
a conspicuous manner to encourage the donation of leave time. If the
employee is unable to consent to this posting or circulation, the
employee's family many consent on his or her behalf.
(4) A leave recipient must receive at least five sick
days or vacation days or a combination thereof from one or more leave
donors to participate in the donated leave program. A leave donor
shall donate only whole sick days or whole vacation days and may not
donate more than 10 such days to any one recipient.
(a)
A leave recipient shall receive no more than
180 sick days or vacation days, and shall not receive any such days
on a retroactive basis.
(b)
A leave donor shall have remaining at least
20 days of accrued sick leave, if donating sick leave, and at least
12 days of accrued vacation leave, if donating vacation leave.
(c)
A leave donor shall not revoke the leave donation.
(5) While using donated leave time, the leave recipient
shall accrue sick leave and vacation leave and be entitled to retain
such leave upon his or her return to work.
(a)
Any unused, donated leave shall be returned
to the leave donors on a prorated basis upon the leave recipient's
return to work, except that, if the proration of leave days results
in less than one day per donor to be returned, the leave time shall
not be returned.
(b)
Upon retirement, the leave recipient shall not
be granted supplemental compensation on retirement for any unused
sick days which he or she had received through the leave donation
program.
(6) An employee shall be prohibited from threatening or
coercing or attempting to threaten or coerce another employee for
the purpose of interfering with rights involving donating, receiving
or using donated leave time. Such prohibited acts shall include, but
not be limited to, promising to confer or conferring a benefit such
as an appointment or promotion or making a threat to engage in, or
engaging in, an act of retaliation against an employee.
(a)
Those employees wishing to donate time shall
complete the donor transfer form and submit it to the Finance Department.
(b)
The Finance Department will verify that the
donor is eligible to donate time and will deduct appropriate time
from the donor.
(c)
An employee must donate a minimum of one sick/vacation
day. Donations not meeting this requirement will be denied.
(d)
The Finance Department will be the official
recordkeeper of donated time as well as any time that is to be returned.
[Amended 2-14-2006 by Ord. No. 3591; 10-23-2007 by Ord. No.
3721; 6-24-2008 by Ord. No. 3764; 8-12-2008 by Ord. No. 3774]
A. The Township shall provide the following medical coverage:
[Amended 2-14-2017 by Ord. No. 4169-17]
(1) Effective February 1, 2017:
(a)
Medical:
[1]
Horizon BCBS New Jersey Direct Access Plan - New Jersey State
Defector Plan.
[2]
Horizon BCBS New Jersey PPO One Plan.
[3]
Horizon BCBS New Jersey PPO Two Plan.
[4]
Horizon BCBS New Jersey OMNIA Plan.
[5]
Horizon BCBS New Jersey EPO Plan - Design 1.
(b)
Dental:
[1]
Horizon BCBS New Jersey Dental Option Plan.
[a] Deductible: $50 single /$150 family.
[e] Calendar year max: $1,200.
[f] Orthodontia: 50% up to $1,500.
[2]
Horizon BCBS New Jersey Dental Choice Plan.
[f] Orthodontia: 50% of treatment plan.
(c)
Prescription:
[1]
Horizon BCBS New Jersey Option 1: nonformulary, $0 copay for
generic, $4 copay for brand name.
[2]
Horizon BCBS New Jersey Option 2: nonformulary, $10 copay for
generic, $20 copay for brand name.
B. Medical coverage cost and eligibility.
[Amended 3-9-2010 by Ord.
No. 3867; 2-14-2017 by Ord. No. 4169-17]
(1) Employees eligible for health insurance benefits through the Township
shall contribute to the cost of their benefits as dictated by New
Jersey Chapter 78. Contributions shall be made via payroll deduction.
(2) Full-time employees covered under collective bargaining agreements
shall be eligible for medical benefits for the employee and eligible
dependent(s) in accordance with their respective agreements.
(3) Municipal Court Judges and elected officials shall be eligible for
health care coverage for the official and eligible dependent(s) by
paying 15% of the medical, dental and prescription premiums.
(4) School crossing guards.
(a)
The Township will provide medical and prescription insurance
coverage for school crossing guards appointed prior to January 1,
1992. These school crossing guards shall contribute to the cost of
their benefits as dictated by New Jersey Chapter 78. Contributions
shall be made via payroll deductions.
(b)
School crossing guards appointed after January 1, 1992, may
join a medical plan by paying the entire annual premium.
C. Flexible spending accounts.
[Amended 5-13-2014 by Ord. No. 4059-14]
(1) The Township will allow employees to establish flexible
spending accounts to which they may contribute to pay for health and
other expenses as allowed under the Internal Revenue Code. Up to the
amounts allowed annually under the Internal Revenue Code, employees
may pay into these flexible spending accounts from their salary or
wages or additionally from their stipend under this chapter.
D. Cash stipend in lieu of health insurance coverage.
In the event that any full-time employee or full-time appointed official,
school crossing guard or full-time retired employee with 25 years
of service who receives hospitalization and medical, dental and/or
prescription coverage through a source other than the Township, said
individual may apply for a cash stipend in lieu of municipal hospital,
medical, dental and/or prescription coverage. The following provisions
shall apply:
[Amended 5-13-2014 by Ord. No. 4059-14]
(1) Said
individual must apply to the Human Resources office for the cash stipend
in lieu of health insurance coverage during the first week of June.
Said individual will be required to provide proof of the aforesaid
health insurance coverage and must sign an agreement releasing the
Township from any and all liability.
(2) The
Township shall make two equal payments to the individual, one in January
and the second in July following the accrual of the stipend.
(3) The
annual cash stipend in lieu of health insurance coverage shall not
exceed 25% of the amount saved by the Township or $5,000, whichever
is less.
[Amended 2-10-2004 by Ord. No. 3427; 6-14-2005 by Ord. No.
3550; 2-14-2006 by Ord. No. 3591; 10-23-2007 by Ord. No. 3721; 6-24-2008 by Ord. No. 3764]
A. Current retirees currently receiving retirement benefits
as of the effective date of this chapter shall continue to receive
benefits as prescribed on the effective date of their retirement.
B. Benefits based on date of hire.
[Amended 6-9-2009 by Ord. No. 3831; 10-22-2013 by Ord. No. 4040-13; 10-23-2018 by Ord.
No. 4249-18]
(1) Employees hired prior to November 12, 2018, retiring with 25 years of service in the New Jersey pension system under service retirement, early retirement, disability retirement or veteran retirement and who have 20 years of service with the Township will receive the medical, prescription and dental benefits for which they are eligible under §
46-12B of this chapter.
(2) Employees hired after November 12, 2018, will receive retiree health
benefits until age 65. Upon attaining age 65, retirees will be required
to enroll in Medicare Part A and B at the retiree's expense and health
benefits through the Township will cease.
D. Hospital and medical care benefits for spouse/domestic/estate
partner of retirees. In the event an employee retiring under the provisions
of this chapter dies leaving an eligible spouse/domestic/estate partner,
the eligible spouse/domestic/estate partner may opt to continue coverage
previously received, provided that the spouse/domestic/estate partner
was covered prior to the death of the retiree and is not otherwise
eligible for medical benefits from his/her employers.
E. Sick leave/vacation accumulation at retirement.
[Amended 10-23-2018 by Ord. No. 4249-18; 9-28-2022 by Ord. No. 4381-22]
(1) Employees hired prior to May 21, 2010, upon retirement or death after
10 years of service, the employee or his/her spouse/domestic/estate
partner will receive full payment for any unused accumulated sick
leave, computed on the basis of final wages, in an amount not to exceed
$16,500 for confidential staff and in an amount not to exceed $30,000
for exempt managerial staff not otherwise subject to the provisions
and limitations of N.J.S.A. 40A:9-10.2. For the purpose of this section,
the retirement date shall be the date established by the Public Employees
Retirement System. Deferred retirement benefits shall not count as
retirement for purposes of this section. Any employee who is eligible
to retire shall give at least 12 months' notice to the employer if
they desire a lump-sum payment for accumulated sick leave. Otherwise,
payment will be paid in 12 equal monthly installments. The employer
shall have 45 days from the receipt of the employee's formal notice
of retirement approval to make final computations of the amount due.
No payment under this section shall affect, either by increasing or
decreasing, any pension retirement benefit due the employee.
(2) Employees and officers subject to the provisions of N.J.S.A. 40A:9-10.2
shall be subject to the limitations as set by statute. Supplemental
compensation for accumulated unused sick leave shall not exceed $15,000,
except in the case of an officer or employee who has, on the effective
date of P.L. 2007, c. 92 (July 1, 2007), or upon the expiration of a collective negotiations agreement
or contract of employment applicable to that officer or employee in
effect on that date, accrued supplemental compensation based upon
accumulated unused sick leave in excess of the statutory limits. Such
employee shall be eligible to receive not more than the amount so
accumulated or not more than $15,000, whichever is greater. Any employee
or officer that becomes subject to N.J.S.A. 40A:9-10.2 after the effective
date of July 1, 2007, and has previously accrued supplemental compensation
based upon accumulated unused sick leave shall, upon retirement, be
eligible to receive for any unused leave not more than the amount
so previously accumulated or not more than $15,000, whichever is greater.
(3) Employees
hired after May 21, 2010, and prior to November 12, 2018, upon retirement,
will receive full payment for any unused accumulated sick leave, computed
on the basis of final wages, in an amount not to exceed $15,000 for
confidential employees and in an amount not to exceed $15,000 for
exempt managerial staff not otherwise subject to the provisions of
N.J.S.A. 40A:9-10.2. For the purpose of this section, the retirement
date shall be the date established by the Public Employees Retirement
System. Deferred retirement benefits shall not count as retirement
for purposes of this section. Any employee who is eligible to retire
shall give at least 12 months' notice to the employer if they desire
a lump-sum payment for accumulated sick leave. Otherwise, payment
will be paid in 12 equal monthly installments. The employer shall
have 45 days from the receipt of the employee's formal notice of retirement
approval to make final computations of the amount due. No payment
under this section shall affect, either by increasing or decreasing,
any pension or retirement benefit due the employee.
(4) Employees
hired after November 12, 2018, will not receive payout of unused sick
or vacation time at the time of retirement.
F. Employees who retire on a disability retirement based upon a disability that resulted from the lawful use of deadly force in the performance of their law enforcement duties shall receive the medical, prescription and dental benefits for which they are eligible under §
46-12B of this chapter.
[Amended 6-27-2002 by Ord. No. 3300]
A. Pensions to certain survivors of volunteer fire fighters,
first aid squad or rescue squad members.
(1) Provision; amount; when effective. Pursuant to the
provisions of N.J.S.A. 43:12-28.1, there is hereby provided a pension
in the amount of $5,000 annually to the spouse, minor children or
qualified dependent of volunteer fire fighters, first aid squad or
rescue squad members who shall die as the result of injuries sustained
out of and in the course of performance of duties as a member of such
volunteer company or squad. Such pension shall be paid in accordance
with the statutes in such cases and in the same manner as municipal
employees are paid, but only for any death occurring after the date
of this section, except as provided by law.
(2) Payment; termination. Such pension shall be paid to
the spouse or qualified dependent during his or her unmarried status,
or the minor child or children of such volunteer if no spouse is surviving,
or to such minor child or children after the death of such spouse.
Such pension shall terminate if the spouse or qualified dependent
remarries. The minor child shall be a child who has not reached his
or her 18th birthday and has never married.
(3) Determination of eligibility. The Township governing
body and a committee from the Fire Chiefs' Association shall make
such investigations as it shall deem necessary to determine eligibility
for benefits.
(4) Volunteer fire company, first aid squad, etc., to
be officially sanctioned; other eligibility requirements. A volunteer
fire company, first aid squad or rescue squad must be officially sanctioned
by resolution of the Township Council of the Township to be eligible
for pension benefits. The death of such volunteer must be out of and
in the course of his volunteer duties, and he must have been eligible
for workers' compensation benefits as provided by the Township.
B. Recognizing that Franklin Township's volunteer fire,
rescue and first aid organizations play a critical role in the essential
mission to provide public safety for the Township, it is the policy
of Franklin Township to support employees who volunteer for these
services. Consequently, the Township encourages employees to respond
to emergency call during business hours. The Township shall work with
volunteers to develop mechanisms that will address the conflict between
Township's manpower needs and its support for fire and rescue volunteers.
Further, the Township is committed to exploring new ways to encourage
volunteerism among its employees.