[HISTORY: Adopted by the Board of Commissioners
of the Township of Cheltenham 9-21-1993 as Ord. No. 1784-93. Amendments noted
where applicable.]
This chapter shall be known and may be cited
as the "Personnel Code of Cheltenham Township," Montgomery County,
Pennsylvania.
A.
ADMINISTRATIVE UNIT
APPOINTING AUTHORITY
BOARD
CODE
COMMISSION
LAW
ORDINANCES
As used in this chapter, the following terms shall
have the meanings indicated:
A subdivision of a department.
The Township Manager, and/or a department head if so authorized
by the Manager, subject to his/her supervision, review and modification.
The Board of Commissioners of the Township of Cheltenham,
County of Montgomery, Pennsylvania.
The Personnel Code.
The Civil Service Commission as defined by Chapter 5, Administration of Government.
All applicable laws of the United States of America and the
Commonwealth of Pennsylvania.
All ordinances of the township.
B.
In this chapter, the singular shall include the plural,
the plural shall include the singular, and the masculine shall include
the feminine.
The intent of this chapter is to establish a system of personnel administration in accordance with § C1105 of the Charter and to provide a merit system of recruitment, examination, appointment, probation and employee discipline procedures for employees of the Township of Cheltenham, without regard to race, religion, age, sex, national origin or political opinion or affiliation.
A.
There shall be an exempt class and a competitive class
of employees. The competitive class shall be composed of all positions
of the township service now existing or hereby established, except
the following which shall be in the exempt class:
(1)
All elected officials and members of boards, commissions
and agencies.
(2)
The Township Manager, Assistant Township Manager,
Township Solicitor, Human Resources Coordinator, Township Controller,
department heads and Deputy Chief of Police.
(3)
Consultants and others rendering professional services.
(4)
Positions such as seasonal employees, student appointments,
emergency professional, part-time and temporary appointments.
B.
The competitive class shall include all other positions
in the township service that are not specifically placed in the exempt
service.
C.
When a position is created according to the provisions
of this chapter, the Board of Commissioners shall determine whether
the position shall be placed in the competitive service or the exempt
service.
A.
The administration of the personnel system shall be the responsibility of the Township Manager under the authority granted to him/her by § C702C of the Charter and Chapter 5, Administration of Government.
B.
The Township Manager and/or the Civil Service Commission
shall prepare and recommend revisions and amendments from time to
time to the Personnel Rules and Regulations. Personnel Rules and Regulations
shall be adopted by resolution of the Board for the purpose of maintaining
a personnel system in an orderly fashion.
C.
The Personnel Rules and Regulations and Rules of Conduct
(Code of Discipline) may be established for a department and/or an
administration unit of a department. Departmental Personnel Rules
and Regulations and Rules of Conduct shall be adopted by resolution
of the Board.
D.
The Township Manager, or his/her authorized agent,
shall be responsible for certification of the payroll, that the persons
named therein have been appointed and employed in accordance with
the provisions of this chapter and the Personnel Rules and Regulations.
E.
An official copy of the Cheltenham Township Personnel
Rules and Regulations shall be maintained in current, accurate form
in the office of the Township Manager. The official copy of the Personnel
Rules and Regulations shall be endorsed with the date of adoption
or revisions and attesting signature of the Township Manager.
F.
The Personnel Rules and Regulations shall be open
for inspection, under reasonable conditions, during the course of
normal business hours.
G.
The Township Manager shall, from time to time, and
at least once a year, meet with the Board of Commissioners to review
the personnel policies and problems of personnel administration, including
the development or amendment of the Personnel Rules and Regulations,
job classifications, planning and the uniform pay plan.
A.
There shall be a classification of all positions according
to duties and responsibilities. Each position shall be assigned to
a job class on the basis of kind and level of its duties, authority
and responsibilities to the end that all positions in the same class
shall be sufficiently alike to permit use of the same pay scale.
B.
The classification plan may be revised from time to
time upon the recommendation of the Township Manager and with the
approval of the Board. Said revision may include, but not be limited
to, the addition, abolishment, consolidation, division and/or amendment
of the existing classes.
C.
No person shall be appointed to, or employed in, any
position in the competitive class under any title which has not been
approved in the classification plan adopted. The Board shall adopt
by resolution a classification plan as part of the Personnel Rules
and Regulations.
D.
All persons in Cheltenham Township shall be classified
according to the classification plan as herein stipulated.
E.
The classification plan shall be approved annually
by the Board of Commissioners in a classification salary section of
the annual budget.
A.
There is hereby recognized the existence of a pay
plan which consists of a schedule of pay grades and lists of positions
assigned for each pay grade as follows:
(1)
A schedule of pay grades representing a minimum, maximum
and premium rate, with intermediate steps for each position classification,
except as may be provided in collective bargaining agreements.
(2)
Rules for administering the pay plan, which shall
include, but not be limited to, provisions for employee starting rates
and employee increases and/or decreases corresponding to the schedule
of pay grades established, shall be made part of the Personnel Rules
and Regulations.
B.
The pay plan shall be approved annually by the Board
of Commissioners in the classification salary section of the annual
budget. The Township Manager shall have the authority to advance employees
within the established ranges, subject to budgetary limitations.
C.
The Township Manager shall from time to time make
comparative studies of all factors affecting the level of salaries
and wage rates and shall recommend such changes in the pay plan as
appear to be warranted.
A.
Residency requirement.
(1)
Effective January 1, 1989, employees of Cheltenham
Township must reside in or move into the below listed municipalities
within one (1) year from the date of their hire, and they must continue
to maintain residency in said list of municipalities during their
employment:
(a)
Cheltenham Township.
(b)
Lower Moreland Township.
(c)
Bryn Athyn Borough.
(d)
Abington Township.
(e)
Jenkintown Borough.
(f)
Springfield Township.
(g)
Upper Moreland Township.
(h)
Hatboro Borough.
(i)
Ambler Borough.
(j)
City of Philadelphia.
(k)
Bensalem Township.
(l)
Lower Southampton Township.
(m)
Upper Southampton Township.
(n)
Warminster Township.
(o)
Horsham Township.
(p)
Lower Gwynedd Township.
(q)
Upper Dublin Township.
(r)
Whitpain Township.
(s)
Plymouth Township.
(t)
Whitemarsh Township.
(2)
All hourly personnel employed prior to the effective
date of this code are exempt from the residency requirements of this
section.
(3)
Existing members of the Police Department hired prior
to December 31, 1976, are hereby included in this provision and no
longer have to maintain their residence within a four-mile radius
of the Township Building.
(4)
This provision shall apply to all those positions
in the competitive service and the exempt service as defined in this
code, except those positions funded primarily through intergovernmental
cooperation agreements.
B.
A selected applicant shall receive an offer of employment
to be conditioned upon the successful completion of a physical examination,
and said applicant may not begin employment in the township service
until certified to be in good physical health as a result of a physical
examination performed by a doctor designated by the township, at township
expense.
C.
All original appointments to vacancies occurring at
the entry level pertaining to positions in the competitive service
after this chapter becomes effective shall be based on merit and fitness
as determined by competitive examination. Written examinations shall
be required for the entry level for the Police Department. Examinations
for other positions may be established in the Personnel Rules and
Regulations.
D.
Application for township employment shall be made
in the manner prescribed by the Township Manager. Information may
be required of the applicant as deemed necessary in order to judge
the applicant's qualifications.
E.
All examinations for positions in the township service
shall be publicized by placing announcements at the following locations:
F.
Announcements.
(1)
In addition, announcements shall be advertised in
one (1) or more of the following local and Philadelphia newspapers,
including but not limited to, as per the discretion of the Human Resources
office, the Times Chronicle, Philadelphia Tribune, Montgomery County
Record, Philadelphia Inquirer, The Leader, as well as through the
Pennsylvania State Employment Agency and other private employment
agencies when deemed necessary by the Township Manager. In addition,
all job announcements shall be posted in the areas accessible to the
physically disabled.
(2)
The announcement shall specify, at the minimum, the
title and salary range of the class for which the examination is announced,
the time, the place, the manner of making applications and qualification
requirements. Accommodations shall be made for those who cannot apply
or attend an interview in the standard manner practiced by the township.
(3)
In the case of written examinations in the Police
Department, the advertisement, in addition to the above, shall state
the time, date and place when the examination will be taken and the
procedures to obtain an application. Said advertisement shall be placed
in the aforesaid newspapers not less than thirty (30) days prior to
the scheduled examination.
G.
Candidates, meeting the qualifications for the original appointment for positions in the competitive service as prescribed by the Civil Service Commission, shall be placed on an eligible list in rank order from highest to lowest. Such rank order is determined by the final rating obtained in the competitive examination. If any candidate is a veteran as defined under § 44-9D, ten (10) credits may be claimed to enhance the score obtained in the competitive examinations.
H.
Original appointments within the competitive service
shall be made from the eligible list certified by the Civil Service
Commission. The Commission shall certify for each existing vacancy
from the eligible list the names of three (3) persons thereon who
have received the highest average. The Township Manager shall thereupon,
with sole reference to the merits and fitness of the candidates, make
an appointment from the three (3) names certified, unless he/she registers
objections to the Commission as to one (1) or more of the persons
so certified. Should such objections be sustained by the Commission,
the Commission shall thereupon strike the name of such person from
the eligible list and certify the next highest name for each name
stricken off. As each subsequent vacancy occurs in the same or another
position, precisely the same procedure shall be followed. The eligible
lists and names appearing thereon shall remain in effect for a period
of eighteen (18) months, except that any list that has less than three
(3) names shall be abolished by the Civil Service Commission at the
request of the Township Manager.
A.
Examination held to establish a list of eligibles
for any class shall consist of one (1) or more of the following parts
as determined by the Township Manager, subject to the approval of
the Civil Service Commission, or as provided for the Personnel Rules
and Regulations and in accordance with the Americans With Disabilities
Act (ADA):
(1)
Written test. This part, when required, shall include
a written demonstration designed to show the familiarity of applicants
with a knowledge involved in the class of position to which they seek
appointment, their ability in the use of English, the range of their
general information and/or their general educational attainments.
A formal essay upon one (1) or more subjects may be required, if desirable.
(2)
Oral interview. This part, when required, shall include
a personal interview with the applicants where ability to deal with
others, to meet the public or other personnel qualifications are to
be determined. An oral test may also be used in examinations where
a written test is unnecessary or impractical.
(3)
Performance test. This part, when required, shall
include such tests as performance of a trade or occupation to determine
the ability and manual skills of the applicants to perform the work
involved.
(4)
Physical tests. This part, when required, shall consist
of tests of body condition, muscular strength, ability and physical
fitness of the applicants. All physical agility tests must be job-related
and consistent with a business necessity. The results may be given
weight in the examination or may be used in excluding from further
examination applicants who are unable to perform the minimum required
work-related functions with or without reasonable accommodation. Other
physical tests may include the examination of the applicant by a medical
doctor selected by the Township Manager after a conditional offer
of employment has been made. Unless such physician shall certify that
the applicant can perform all the duties and can perform all major
duties of the job applied for without harm or injury to himself with
or without reasonable accommodations, then such employee may not be
certified as eligible.
B.
The testing in such examination shall fairly appraise
and determine the merit, qualifications, fitness and ability of the
competitors. Such test shall be practical in character, relate to
the duties and responsibilities of the position for which the applicant
is being examined and shall fairly test the relative capacity and
fitness of persons examined to perform the duties of the class.
C.
In any examination where there is more than one (1)
ranking part, the weight assigned for each part shall be as provided
in the Personnel Rules and Regulations as approved by the Board of
Commissioners. The weight should be stated as, or equated to, a percentage
so that the total of the weights for all ranking parts shall be equal
to one hundred percent (100%). In all examinations, the minimum rating
by which eligibility may be achieved shall be as specified in the
rules and regulations. Each part of the competitive examination, the
weight assigned and the minimum rating shall be determined and made
available to all applicants prior to examination.
D.
Veteran credits.
(1)
For any examination other than promotional, the applicant
may claim veteran credits if the applicant has:
(a)
Served in any unit of the Armed Forces of the United
States.
(b)
Been discharged under honorable conditions therefrom.
(c)
Submitted proof of such armed service status as may
be required by the Civil Service Commission. Credits shall refer to
the addition of ten (10) points to the applicants' earned rating if
he/she receives the minimum rating required to establish eligibility.
These credit points shall be applied to the final percentage score
of the applicant.
(2)
ARMED FORCES
The following definitions apply to the terms as used
above:
The United States Army, Navy, Marine Corps, Air Force or
Coast Guard, including the active reserve components thereof.
E.
Any applicant meeting the criteria necessary for entitlement to a veteran's preference as set forth in Subsection D must furnish with their application official proof of service and discharge. Photostatic copies of such discharges and other documents, or copies certified by a notary to be complete and correct, will be accepted.
A.
Exempt class. The following types of appointments
may be made without competitive examination:
(1)
Student appointments. Student appointments have the
purpose of affording students of government and other professional
areas an opportunity to gain actual work experience. Such appointments
shall be for a definite period of time, but not to exceed twelve (12)
months.
(2)
Emergency appointments. In order to prevent stoppage
of public business, or loss or serious inconvenience to the public,
appointment of persons, on a temporary basis, may be authorized by
the Township Manager. Emergency appointments will be discontinued
upon the termination of the emergency.
(3)
Provisional appointments. When an eligibility list
for a position does not exist, a person may be appointed to a position
on a provisional basis. A provisional appointment shall continue only
until an appropriate eligibility list can be established and certification
for employment made therefrom, or shall expire automatically three
(3) months from the date of such appointment. The Township Manager
may approve the extension of a provisional appointment for an additional
three-month period, except that the provisionally appointed employee
may not serve on a provisional basis for more than one (1) year.
(4)
Temporary appointments. Temporary appointments may
be made when a job or special project requires the addition of employees
for a specific time. The Township Manager shall authorize such appointments
upon the written recommendation of the department head stating the
cause of the extra work, the probable length of employment and the
duties which the appointee is to perform.
(5)
Part-time appointments. Part-time appointments may
be made when the fulfillment of the duties of a position requires
less than the time period associated with the normal workweek or it
is deemed in the best interests of the township to fill a position
by such an appointment. Part-time employees work less than the normal
workweek, but without time limitation or specific restrictions as
to continued employment.
(6)
Seasonal. In order to provide additional work force
on a seasonal basis, the Township Manager may authorize, within the
budgetary limitations, the appointment of additional personnel. Seasonal
employees will be hired for a specific period of time, and their employment
will terminate upon completion of said time period.
B.
Competitive class.
(1)
Appointments to the competitive class shall be made by the Township Manager from the eligible list certified by the Civil Service Commission in accordance with § 44-8H of this code. An employee so appointed shall be a career employee only upon successfully completing his/her probationary period.
(2)
The provisions of this section shall apply to all
those persons in the competitive service, except the following:
(a)
Those positions classified as laborer by virtue
of the routine character and unskilled nature of the duties of the
position. The Township Manager shall make appointments to such positions
based upon the principal job requirements for such positions. The
principal job requirements shall be the demonstration on the part
of the applicant of good moral character and habits and satisfactory
physical condition necessary to perform the duties.
A.
Examinations.
(1)
Vacancies in higher positions in the competitive class
shall be filled as far as practical by promotion from lower classes
under the rules of competitive examination. Persons will be recruited
for such positions from outside the township service when there are
no qualified candidates available for promotion. The Township Manager
shall, in each case, determine whether or not an open competitive
examination or a promotional examination will best serve the interests
of the township in attracting well-qualified candidates.
B.
Promotions, in every case, must involve a definite
increase, not decrease, in responsibilities, and shall not be made
merely for the purpose of effecting an increase in compensation.
A.
All employees in the competitive class shall be required
to undergo a probationary period of service upon original appointment
or promotion. The regular period of probation shall be six (6) months,
provided that the Personnel Rules and Regulations and labor agreements
do not specify a longer or shorter period of probation for certain
designated job classes or for extensions of the probationary period
in individual cases. No probationary period shall be less than three
(3) months nor longer than twelve (12) months. All police officers
are subject to a twelve-month probationary period.
B.
Work evaluation.
(1)
The work and conduct of probationary employees shall
be subject to close scrutiny and evaluation, and, if found to be below
satisfactory standards to the department head, the department head
may remove or demote the probationer during the probationary period,
subject to the Township Manager's review, supervision and modification.
Such removals or demotions shall not be subject to review or appeal.
(2)
This section shall not apply to police officers; said
standards applicable to police officers shall be as prescribed in
the Personnel Rules and Regulations.
C.
An employee shall be retained beyond the end of the
probationary period and granted permanent status only if the department
head affirms that the services of the employee have been found to
be satisfactory and recommends to the Township Manager that the employee
be given permanent status in the position to which he/she has been
appointed or promoted. At least ten (10) days prior to the expiration
of the employee's probationary period, the department head shall notify
the Township Manager in writing whether or not the employee has satisfactorily
completed his/her probationary period. A copy of such notice shall
be given to the employee.
A.
The collective bargaining agreements and/or the Cheltenham
Township Employee Handbook specify employees' entitlement to leaves
of absences. These policies shall be construed as controlling.
B.
These provisions, where applicable, shall be deemed
a substitute for the twelve (12) weeks of unpaid leave to which eligible
employees are entitled under the Family and Medical Leave Act (FMLA).
The use of paid leave under circumstances which would not qualify
as FMLA leave will not count against the twelve (12) weeks of FMLA
leave to which an employee is entitled.
It shall be the responsibility of the department
head, under the direction of the Township Manager, to foster and promote
training of employees for the purpose of improving the quality of
the personnel services rendered to the township. The Township Manager
and department heads shall establish standards for the training program.
A.
The tenure of every employee shall be conditioned
on good behavior and the satisfactory performance of duties. Any employee
may be temporarily separated by layoff or suspension; or permanently
separated by resignation, dismissal or retirement.
B.
To resign in good standing, an employee must give
his/her department head at least fourteen (14) calendar days' prior
notice. 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.
C.
Layoffs shall be announced by the Township Manager,
with the approval of the Board of Commissioners or to conform with
budgetary constraints, when he/she deems it necessary by reasons of
shortage of funds or work, the abolition of the position or other
material changes in the duties or organization or for related reasons
which are outside the employee's control and which do not reflect
discredit upon service of the employee. The duties performed by any
employee laid off may be reassigned to other employees already working
who hold positions in appropriate classes. No employee who has successfully
completed his/her probationary period and gained permanent status
shall be laid off before a person with nonpermanent status.
D.
Employees separated from the township service through
no fault of their own shall be placed on the reemployment lists in
the order of the length of service with the township. The eligibility
of all candidates on the reemployment lists will expire two (2) years
from the date they become entitled to their unemployment rights.
E.
An employee may be separated for disability when he/she
cannot perform the required duties because of physical or mental impairment.
Action may be initiated by the employee or his/her representative
or the township, but in all cases must be supported by medical evidence
acceptable to the township. The township may require an examination
at its expense and performed by a physician of its choice.
F.
Dismissals are discharges or separations made from misconduct and/or incompetence or inability to perform the position satisfactorily. All dismissals shall be made by the Township Manager or when so authorized by the department head, subject to the Manager's approval. No dismissal of a career employee shall take effect until the Township Manager gives to such employee a written statement setting forth the reasons therefor and as followed in the procedures as set forth in § 44-15. Any dismissal shall be made in accordance with the applicable sections of the collective bargaining agreement or other contractual provisions regarding dismissals.
G.
Employees shall be separated from the township service
by retirement. No employee of the police force shall continue in service
beyond his/her 60th birthday unless an exception is granted by the
Board of Commissioners. For police pensions, the township shall abide
by the provisions of the Act of May 19, 1956, P.L. 1804, Act No. 600,
and its amendments.[1]
[1]
Editor's Note: See 53 P.S. § 767.
H.
When a career employee dies while in the service of
the township, there shall be paid to a person or representative of
the estate of the deceased, or to such person as the Township Manager
shall deem equitably entitled to it, all insurance and other benefits.
B.
The Township Manager, or when authorized by him/her
the department head, subject to the Manager's review, supervision
and modification, shall have the authority to discipline and/or dismiss
employees in accordance with the procedures set forth in this chapter
and the Personnel Rules and Regulations.
C.
An employee who is suspended, demoted or dismissed
must be notified in writing of the grounds of such disciplinary action.
D.
Hearing.
(1)
An employee who is suspended, demoted or dismissed may, within ten (10) days of notice of such action, address a request in writing to the Civil Service Commission for a hearing, as provided for in § 44-17 of this code. The provisions for a hearing before the Civil Service Commission shall not apply to those employees who have been provided the right to an equivalent hearing under a collective bargaining agreement.
(2)
The employee may be represented by an attorney at
the hearing and may bring witnesses and cross examine other witnesses.
A.
The Civil Service Commission shall grant a hearing
to any employee who has been suspended, demoted or dismissed upon
the written request of the employee, in accordance with the provisions
of this code and the ordinances of Cheltenham Township. In carrying
out its functions, the Civil Service Commission shall:
(1)
Schedule a hearing to be held not less than ten (10)
days nor more than forty-five (45) days after receipt of the employee's
written request.
(2)
Render a written decision on every appeal brought
before it within thirty (30) days after the final hearing. Copies
of the decision shall be sent to the Township Manager and the employee.
(3)
Make such investigations or inquiries as needed in
fulfillment of its duties. The presiding officer of the Commission
shall have the power to administer oaths.
(4)
Issue subpoenas over the signature of the presiding
officer to require the attendance of witnesses and the production
of witnesses or papers pertaining to any investigation or inquiry.
B.
No hearing shall be held unless a quorum of the Commission
is present, and no action of the Commission shall be valid unless
concurred in by a majority of the quorum. A quorum shall consist of
a majority of all members of the Commission. In the event that a majority
of the quorum cannot agree on a decision, the disciplinary action
shall be considered to be upheld.
C.
The decisions of the Commission as it relates to its
functions as defined in this section shall have final administrative
and executive authority. Appeals from such decisions may be made in
accordance with the Commonwealth of Pennsylvania.
A.
Grievances and complaints which an employee may have,
other than those which involve suspensions, demotions or dismissals,
shall be handled as follows:
(1)
First step: immediate supervisor. The employee shall
orally explain his/her grievance to his/her immediate supervisor in
an attempt to resolve the matter informally.
(2)
Second step: department head. If the grievance is
not resolved in the first step, the employee shall send a written
statement of his/her grievance to his/her department head. The department
head receiving the written grievance shall meet with the employee
and other appropriate persons in a good faith effort to resolve the
matter. The department head shall give the employee a written decision
within five (5) days following the meeting.
(3)
Third step: Township Manager. In the event that no
satisfactory solution is reached at the second step, the employee
may appeal his/her grievance to the Township Manager. Such appeal
must be made within seven (7) days after the rendering of the decision
as a result of the second step or after the decision at the second
step should have been made. The employee shall make a written statement
of his/her grievance and why the pending decisions are not acceptable
to the employee. The department head will also submit a written statement
of the problem and why the preceding decisions were made. The Township
Manager will study the problem and return a decision to the department
head and employee within ten (10) days of its presentation.
(4)
Fourth step: Civil Service Commission. In the event that no satisfactory solution is reached in the third step, the employee may appeal his/her grievance to the Civil Service Commission. Said appeal must be made within ten (10) days after the rendering of the decision as a result of the third step. The hearing before the Civil Service Commission shall be in accordance with § 44-17.
(5)
Fifth step: Arbitration. Either party shall have the ability to appeal
any grievance decision of the Civil Service Commission to AAA Arbitration.
The parties shall split the cost of any arbitration fees. Discipline
up to and including discharge shall be for just cause and subject
to all steps of the grievance procedure.
[Added 8-19-2015 by Ord.
No. 2311-15]
B.
The provision for an appeal to the Civil Service Commission
shall not be applied to those employees who have been provided the
right to an equivalent hearing under a collective bargaining agreement,
in which case the provisions of the collective bargaining agreement
shall prevail.
A.
All appointments, separations and other personnel
transactions must be made on forms prescribed by the Township Manager.
B.
The Township Manager shall maintain a personnel file
for each employee containing materials, correspondence and records
pertaining to the employee and his/her employment. Employees shall
be allowed to review their personnel records upon their request.
C.
The results of the employee performance evaluation
shall be submitted to the Township Manager to be made a part of the
employee's personnel file and shall be used as a guide in determining
adjustments within pay schedules and as a factor in promotion, demotion,
dismissal or layoff.
The Township Manager shall prescribe in the
Personnel Rules and Regulations pertaining to the attendance, work
hours, sick, vacation and other leave, holidays, overtime and compensation
for those employees in township service.
A.
It shall be unlawful for any official in the service
of the township to reward or discriminate against any applicant for
a position or any employee on the basis of his/her political affiliation.
B.
Political party officials.
(1)
It shall be prohibited for any township employee or
any employee of any of its citizen groups to serve as an elected or
appointed official of a political party, nor shall they solicit funds
on behalf of a political party or a candidate for public office, nor
shall they on election day be within one hundred (100) yards of a
polling place except for the purpose of voting or on official township
business, nor shall they engage in political activity related to the
election of officials of the township or of its School Board.
(2)
The foregoing provisions shall not apply to any such
employee who is running for nomination or election to any elective
office other than office in a political party.
(3)
This section shall not apply to any elected township
official.
C.
No person shall willfully make any false statement,
affidavit, mark, rating or report in regard to any test certification,
promotion, reduction, removal or appointment held or made under the
provisions of this chapter, or in any manner commit or attempt any
act preventing the impartial administration of this chapter or of
the personnel rules and regulations adopted pursuant to this chapter.
D.
No person shall, either directly or indirectly, pay,
render or give any money, service or any other valuable thing to any
person for an account of or in connection with any test, appointment,
promotion, reduction or removal in which he/she is concerned.
E.
No officer or employee of the township shall knowingly
defeat, deceive or obstruct any person in his/her right to examination,
eligibility, certification or appointment under this chapter or furnish
to any person any special or confidential information for the purpose
of affecting the rights or prospects of any person with respect to
employment in the competitive service.
Disciplinary procedures may be initiated against
any person employed by the township who shall violate any provisions
of this chapter.
