[Adopted 12-11-1974 as Ch. 28 of the 1974 Code; amended
in its entirety 12-11-1996 by Ord. No. 96-24]
For the purpose of this article, the terms used
herein are defined as follows:
A member of the Township Committee responsible for the operation
of the specified department.
Refers to an employee with unscheduled hours performing less
than 30 hours of normal duty weekly.
Refers to an employee hired for a term not exceeding 90 days.
[Added 8-11-1982 by Ord. No. 82-10]
All of the provisions of contracts between the
Township of Waterford and its employees, during the time of any such
valid contract, shall be made a part of this chapter by reference.
A.
The benefits extended in this chapter shall apply
to all full-time hourly or salaried employees.
B.
The Township Committee must create by ordinance or
resolution any new position and authorize the filling of it. In addition,
there must be provided in the proper current budget account specific
and adequate funds to compensate the appointee.
C.
Whenever a vacancy exists or a new position is created,
Township employees will be advised by the Township Administrator/Clerk
in order that those who believe they possess the necessary qualifications
may apply for the position, if they so desire. Such applications shall
be by letter, addressed to the Township Administrator/Clerk, and filed
before the deadline date specified.
D.
When qualified applicants are not available on the
Township roster, vacancies for full-time positions will be advertised
in an official paper by the Township Administrator/Clerk, with an
application deadline date specified.
E.
An application for employment form, obtained at the
office of the Township Administrator/Clerk, must be completed by each
person applying for a position with the Township of Waterford.
F.
The Township Administrator/Clerk shall forward a copy
of the application to the Committeeman heading the department and
shall refer the applicant to said Committeeman heading the department
for an interview.
G.
If the Committeeman heading the department, following
his interview, concludes that the applicant meets the qualifications
for the opening, he will conduct a reference investigation and check
of previous employment.
H.
After approval by a member of the Committee, the Township
Administrator/Clerk will so notify the applicant, advise him of his
starting date and arrange for him to report to his office to complete
the necessary employment formalities.
I.
The Township Administrator/Clerk will check all papers
for completeness and set up a personal history file for the employee.
J.
Each new employee shall be considered as being on
trial or probation for the first 30 days of employment and shall be
so advised when his or her appointment is made.
K.
Temporary employees, when first employed, will complete
an application for employment, and a personnel record file will be
set up in the Township Administrator/Clerk's office.
A.
Whenever a vacancy exists or additional employees
are needed, the department head shall arrange for the proper communication
of that fact to prospective applicants.
B.
Any person seeking such employment shall request of
the Township Administrator/Clerk an application for employment form,
which should be completed and supplied to the department where the
opening exists.
C.
If after an interview and a check of references, including
previous employers, the applicant appears to be qualified, he shall
be referred to the Township Administrator/Clerk so that arrangements
can be made for a physical examination for the applicant.
D.
Upon final approval of the applicant for work, the
Township Administrator/Clerk shall notify the applicant of his employment.
E.
Temporary employees for emergency work may be employed
by a department head on a short-term basis not to exceed a total of
90 days on any one occasion. In such cases, an application for employment
form shall be in the hands of the Township Administrator/Clerk at
the earliest convenient time and, wherever possible, a physical examination
should be conducted unless the applicant has had such an examination
within the preceding 12 months.
A.
Accurate and complete time and attendance records
will be maintained by each departmental unit of the Township. The
Supervisor of the department will certify as to the accuracy of the
time and attendance records of the Township Administrator/Clerk at
the end of each week.
B.
All Township employees are to be at their assigned
posts ready for work as specified by the department head unless on
vacation or leave of absence or absent for good cause.
C.
Being punctual is of the utmost importance; consequently,
any lateness and the reason for it will be noted on the time record.
Recurring or chronic lateness will be referred to the department head
for appropriate action.
D.
It is the responsibility of each employee to notify
his or her department head without delay if he or she will be absent
from or delayed in reaching his or her assigned post. If unable to
reach the department head, the Township Administrator/Clerk should
be notified. Failure to report when absent is a serious offense which
cannot be tolerated and may lead to disciplinary action or dismissal
by the department head.
E.
Salaried employees shall receive one hour lunch and
hourly employees shall receive 1/2 hour lunch each workday.
F.
The regular workweek for clerical administration shall
consist of 30 hours; dispatchers, 30 hours; and public works, 40 hours.
G.
The following days will be considered as holidays
for salaried and hourly employees, with Township offices closed and
normal operations suspended:
H.
Salaried employees required to work on a holiday will
be given an alternate day off, except where otherwise specified by
state statutes.
I.
When a recognized holiday falls on a Sunday, it shall
be observed the following Monday. When such a holiday falls on a Saturday,
it shall be observed the prior Friday.
A.
Overtime work will be kept to a minimum and, except
in cases of emergency, must be authorized in advance by the department
head. Records will be kept of all overtime and filed with the Township
Administrator/Clerk weekly.
B.
Salaried employees who incur an undue amount of overtime
may be granted time off at the discretion of the appropriate department
head.
C.
Hourly employees who work in excess of 40 hours in
the workweek will be paid overtime at the rate of time and one-half
their base hourly rate.
D.
In computing overtime compensation, the nearest 1/2
hour shall be the smallest fraction of an hour to be reported.
A.
Full-time, regular employees will receive vacations
with pay as follows:
B.
Department heads. Department heads shall schedule
vacations, giving consideration to employees' requests and seniority.
(1)
If an official holiday falls during an employee's
vacation period, an additional day of vacation will be granted in
lieu of the holiday.
(2)
All vacations must be taken during the current year
and may not be accumulated.
(3)
Temporary and part-time employees are not eligible
for vacation benefits.
(4)
In order that employees may receive the maximum benefit
from their vacations, not more than five days of vacation may be taken
one or two days at a time.
(5)
All vacations must be scheduled and approved by the
department head. It is his responsibility to schedule individual vacations
so that activities of the Township will be carried on with a minimum
of interruption and inconvenience. Employees with seniority will be
given first preference in assignment of vacations insofar as possible.
A.
The rules which follow in this section and in § 44-9 apply to the payment of salaries during periods of illness or disability for regular full-time employees. Temporary or part-time employees are not entitled to compensation for such absences.
C.
All absences due to illness or disability shall be
reported immediately by or for the employee to his or her department
head.
D.
In all cases or reported illness or disability, the
Township reserves the right to send a visiting nurse or the Township
medical officers to investigate the report.
E.
Any absence due to illness or disability for three
or more working days must be certified by a written statement from
the attending physician. The Township also reserves the right to waive
this requirement or to require the employee to be examined by a qualified
physician and certified as fit for duty before returning to work.
F.
The term "fit for duty," as used in Subsection E, is herein defined as the ability to perform the duties and tasks during the hours and in the manner heretofore understood to be part of the job classification held by the employee in question, without special consideration or changes in the aforesaid duties, tasks, hours and manner to accommodate said employees because of the illness or injury suffered.
G.
Light-duty assignments are not normally available
to an employee. In the event an employee is unable to be certified
as "fit for duty," as described above, but is able to be certified
to perform light duty while recovering from an illness or injury and
light-duty employment tasks are available to be assigned, the employee
then shall return to work and undertake the light-duty work assignments.
Light duty is recognized as only temporary in nature until an employee
can return to his/her normal work assignments. Light duty is not an
accommodation to an employee under the Americans with Disabilities
Act or any other federal or state law. Accommodations under the American
with Disabilities Act or any other federal or state law are reviewed
on a case-by-case basis in accordance with applicable statutory and
case law requirements.
[Added 12-26-2001 by Ord. No. 2001-27]
A.
A salaried or hourly employee injured in the performance
of his or her duties shall receive full salary payments during his
or her absence in accordance with the sick leave schedule for personal
illness. When payment under workmen's compensation is made to the
employee, the Township shall pay the employee the difference between
the compensation payment and his or her full pay during the period
of his or her allowable sick leave in accordance with the sick leave
schedule.
B.
A leave of absence without pay may be requested by
any employee of the Township by submitting the reasons for the requested
leave in writing to his or her department head. Such requests will
require the approval of the Township Committee and will usually not
exceed a six-month period.
C.
In the event of a death in the employee's immediate
family or the death of a relative who resides with the employee, the
department head may grant the employee three days' leave of absence
with pay. Extension of leave beyond the three-day period will require
the approval of the Township Administrator may not exceed five working
days.
A.
No part of the pay due an employee for work done shall
be withheld from his check, except as required by law or authorized
in writing by the employee.
B.
Employees may not accept donations or other gratuities,
contributions, etc., that would in any sense put the employee under
obligation to the person or persons making the donations and violate
the principle that all citizens be treated alike.
C.
Any private employment by any employee in off-duty
time should not conflict with the Township's interest and should not
be such as to reduce the employee's ability adequately to perform
his or her duty of employment with the Township.
D.
Unless specific authorization is given by the department
head for extra salary, fees or compensation, regular salary is the
full compensation for services tendered to the Township.
E.
The Township Committee reserves the right to add,
change or eliminate personnel policies, practices and rules whenever
it appears to be in the best interest of the Township to do so.
F.
A separate personnel history file will be established
and maintained for each employee of the Township.
G.
Personnel history files are confidential records and
will be maintained in the office of the Township Clerk in a locked
file. The files will be in two groups: "active," representing employees
on the payroll; and "closed," for employees no longer in the service
of the Township.
H.
All personnel history files will be carefully maintained
and safeguarded permanently. Material placed in any file shall not
be removed therefrom.
I.
Each personnel history file will contain the following
forms and documents:
(1)
Summary of personnel actions. On this form is noted
a brief digest of salary increases, promotions, transfers, etc.
(2)
Application for employment and reference letters,
if any.
(3)
Applicant's letter of reason for desiring to work
for the Township, if any.
(4)
Medical examination blank.
(5)
Personnel action authorization for the appointment
of the applicant and for each change in position or salary.
(6)
Letter of commendation or of censure.
(7)
Any correspondence, memoranda or other pertinent material
directly concerning the employee.
(8)
Reports of hearings involving the employee.
(9)
Compensation record.
