The purpose of discipline is to improve employee performance where other efforts have failed to produce the desired improvement in performance.
An employee may be disciplined, demoted, fined, suspended or dismissed from Township employment for just cause. The causes sufficient for disciplinary action shall include, but are not necessarily limited to the following:
A. 
Neglect of duty.
B. 
Absence without leave or failure to report after authorized leave has expired or after such leave has been disapproved or revoked.
C. 
Incompetency, inefficiency or incapacity due to mental or physical disability.
D. 
Insubordination or serious breach of discipline.
E. 
Possessing or being under the influence of alcohol or drugs while on duty.
F. 
Conviction of a criminal act.
G. 
Participation in any political activity prohibited by federal or state laws or municipal ordinance.
H. 
Violation of safety rules.
I. 
Conduct that jeopardizes the safety, health or welfare of a fellow employee.
J. 
Excessive absenteeism or tardiness.
K. 
Negligent or willful damage to Township equipment or property or waste of Township supplies.
L. 
Failure to report outside employment or continuing unacceptable outside employment, which is determined to interfere or conflict with Township employment.
M. 
Conflict of interest.
N. 
Disobedience of rules and regulations.
O. 
False or inaccurate statements or reports made to the Township Committee or any member thereof with respect to his official capacity.
P. 
Any conduct detrimental to the morale and/or efficiency of the Police Department.
Q. 
Misuse of public funds.
R. 
Leaving duty assignment without just cause.
Any personal information relating to the employee is to remain strictly confidential and is not to be discussed publicly by any supervisor. Violations of this rule will be dealt with by the imposition of the most serious disciplinary measures. The only exceptions are by written permission of the Township Committee and written consent of the employee.
The following penalties or combination of penalties may be assessed against any member or employee of the Department as disciplinary action:
A. 
Oral reprimand.
B. 
Written reprimand.
C. 
Voluntary surrender of time off in lieu of a fine.
D. 
Voluntary surrender of accumulated overtime in lieu of a fine.
E. 
Fine.
F. 
Suspension.
G. 
Demotion.
H. 
Removal from the service.
I. 
Reimbursement to the Township of moneys improperly acquired.
A. 
Verbal warning. Employees violating a work rule or standard of performance will be counseled by their supervisor as soon after the offense as practicable. If verbal, the department head shall inform the employee of the complaint and shall attempt to resolve the matter by discussing the infraction with the employee. If the matter can be satisfactorily resolved, the employee and the department head may consider the matter closed. The department head shall inform the Township Committee in writing.
B. 
Written warning. Employees who repeat a violation of the same or another rule shall be given a written confirmation of the warning by the supervisor that a future violation will result in more serious discipline. The written warning should be presented to the employee in the presence of another supervisor. The employee should be requested to acknowledge, in writing, receipt of the written warning. If the employee refuses to do so, that fact should be noted by the supervisor in the space provided for the employee signature.
[Amended 12-19-1990 by Ord. No. 17-90]
The Lieutenant may suspend an employee for up to five working days. This suspension may be with or without pay in the discretion of the Lieutenant. The police officer affected must consent to this procedure in writing. Absent such consent, the Lieutenant shall prepare written charges and specifications, serve them personally on the officer and file them with the Township Committee.
A. 
Right to a hearing. If the employee is to be suspended, the written charges shall contain a notice advising the employee of his/her right to a hearing. The employee will have five working days from receipt of such notice to request a hearing. The request must be in writing and addressed to the appropriate authority, with a copy to the highest ranking officer.
[Amended 12-19-1990 by Ord. No. 17-90]
B. 
Township Committee as hearing board. If the employee desires such a hearing, it shall be held before the Township Committee. The hearing shall commence not sooner than 10 days after service of the charges and no later than 30 days thereafter.
C. 
Suspension pending hearing. The employee may be under suspension until his/her status is determined by the hearing. Insofar as practicable, the hearing shall be held prior to the initiation of any suspension but nothing shall prevent the suspension of an employee by the Township Committee based on the recommendation of the Lieutenant or, in his absence, the appropriate authority, pending a hearing if conditions warrant. The determination to suspend pending the hearing shall be based upon an evaluation of the following factors:
[Amended 12-19-1990 by Ord. No. 17-90]
(1) 
The seniority and performance record of the employee.
(2) 
The employee's job duties in light of the nature of the charges.
(3) 
The seriousness of the offense alleged in the charge.
D. 
Public or private hearing. The hearing may be public or private, at the discretion of the employee. The employee shall have the right, at his/her own expense, to representation by counsel and to subpoena witnesses to testify and to examine witnesses. The employee shall have the right to be heard and to obtain and present relevant documentary evidence.