[Amended 7-18-1977 by Ord. No. 77-25; 1-4-1979 by Ord. No. 79-2; 7-15-1985 by Ord. No. 85-21; 7-15-1985 by Ord. No. 85-21; 1-22-1998 by Ord. No. 98-3; 6-18-2012 by Ord. No. 12-10; 4-20-2015 by Ord. No. 15-14; 12-17-2025 by Ord. No. 25-26]
A. 
The Township normally shall pay all employees on a semi-monthly payroll schedule, that is twice a month, for a total of 24 times annually; provided, however, that if a payday falls on a holiday or other nonbusiness day, then payment shall be made on the preceding business day.
B. 
The hourly rate shall be computed by dividing the weekly rate by the number of hours in the employee's prescribed workweek.
C. 
Employees subject to the Federal Fair Labor Standards Act shall be paid in accordance with its provisions for all hours worked during the workweek. In general, hours worked include all the time an employee is required to be on duty on Township premises or at other prescribed places of work and any additional time an employee is required or permitted to work.
D. 
Employees are expected to be at their work stations at the starting time of the workday, to leave and return from lunch promptly and work to the end of the workday.
E. 
Employees will notify their supervisor at least 1/2 of an hour prior to reporting time if the employee will be delayed or absent from work. Any tardiness and the reason therefor will be noted on time records.
F. 
"Employees who are habitually tardy," as used in this article, shall refer to Article XII Miscellaneous Rules and Regulations, § 26-63, Absenteeism and tardiness policy, which was added June 18, 2012, by Ord. No. 12-12.
G. 
The control and implementation of this policy has been established by Article XII, Miscellaneous Rules and Regulations, § 26-63, Absenteeism and tardiness policy, which was added June 18, 2012, by Ord. No. 12-12.
[Amended 10-19-1981 by Ord. No. 81-39; 7-15-1985 by Ord. No. 85-21; 1-22-1998 by Ord. No. 98-3; 4-20-2015 by Ord. No. 15-15; 5-7-2020 by Ord. No. 20-11; 12-17-2025 by Ord. No. 25-26]
A. 
Overtime. Except as may otherwise be provided by contract, employees may be compensated for overtime work when such overtime work has been scheduled and preapproved, in writing, by the appropriate department director. Overtime compensation shall commence only after the employee has worked the normal number of hours in any one calendar workday or after completion of his/her normally prescribed workweek. Holidays, vacation days and authorized sick days shall be counted toward the normal workweek and as consecutive workdays.
B. 
Exempt employees. A salaried employee whose position, through any management level, includes administrative, executive or professional duties which customarily require service to the Township beyond normal working hours shall not receive compensation for the overtime work performed. These exempt positions shall be determined in accordance with the provisions of the Fair Labor Standards Act (FLSA).[1]
[1]
Editor's Note: See 29 U.S.C. § 201 et seq.
C. 
Nonexempt employees. Nonexempt employees shall be eligible for overtime compensation as follows:
(1) 
Nonexempt police officers shall be eligible for overtime compensation in accordance with the Policemen Benevolent Association Contract.
(2) 
Nonexempt Public Works employees shall be eligible for overtime compensation in accordance with the Public Works Employees' Contract.
(3) 
(Reserved)
(4) 
All other nonexempt employees shall be compensated for overtime for all work in excess of 40 hours in a given workweek, as set forth in § 26-25.
[Amended 12-5-1977 by Ord. No. 77-46; 7-15-1985 by Ord. No. 85-21; 1-22-1998 by Ord. No. 98-3; 12-17-2025 by Ord. No. 25-26]
A. 
Nonexempt employees may be compensated for overtime work when such overtime work has been scheduled and preapproved, in writing, by the department director and authorized by the Township Administrator, when necessary, or as stipulated by contract or agreement. In all instances, however, overtime compensation shall commence only after the employee has worked the scheduled number of hours as approved for in § 26-28 in any one workday or of his or her normally prescribed workweek. Holidays, vacation days and authorized sick days shall be counted toward the normal workweek and as consecutive workdays. With prior written approval of the appropriate department director, compensatory time off may be taken in lieu of payment, provided that it is used on an hour-for-hour basis, subject to prior written approval of the department director, who shall make his or her determination based upon the staffing needs of the department. Longevity pay is not paid on overtime earnings for those who qualify.
B. 
Authorized overtime compensation shall be computed at an hourly rate equal to 1 1/2 times the equivalent hourly rate for regular full-time employees who exceed 40 hours. Regular part-time employees will be paid their straight time hourly rate until 40 continuous work hours in one calendar workweek have been achieved, which then allows them to be eligible for 1 1/2 times their hourly rate. Whenever an employee is required to work the seventh consecutive day in the normally prescribed workweek, double time shall be paid such employee for all hours worked on the seventh day. Employees are expected to work a reasonable amount of overtime when requested to do so by their department director.
[Amended 10-19-1981 by Ord. No. 81-39; 7-15-1985 by Ord. No. 85-21; 1-22-1998 by Ord. No. 98-3; 4-20-2015 by Ord. No. 15-13; 12-17-2025 by Ord. No. 25-26]
A. 
The salaries for all positions shall be authorized and published by an ordinance and amendments thereto. No employee shall be paid less than the minimum nor more than the maximum of the current ordinance.
B. 
New employees shall be paid at the minimum of the approved salary range for the position to which they are hired or appointed. In exceptional cases, based upon outstanding qualifications of the applicant or in shortage skill positions, an applicant may be appointed at a rate above the minimum, subject to approval by the department director and the Township Administrator. In such cases, the department director will provide a written justification which shall become a matter of record for filing in the employee's personnel folder.
C. 
After six months of continuous service, an employee, permanent full-time and permanent part-time, may be reviewed by the department director for the purpose of recommendation to the Township Administrator for an increment to the next step in grade.
D. 
Salary increments may be based on merit by the Mayor through the office of the Township Administrator to an employee until the employee's salary has reached the maximum salary provided for his/her position title. Increments shall be recommended by the department director based on an evaluation of the employee's performance during the previous year.
E. 
In the first year of employment with the Township, said salary increments shall become effective, for those employees hired on or before July 1, on January 1. Those employees hired after July 1, will receive increments on the following July 1. Thereafter, said increments, when granted, shall become effective on January 1.
F. 
After the first year of employment, all employees who are not aligned with any collective bargaining unit, with the exception of the Mayor and Council members, shall receive the highest annual salary increase that is negotiated with any collective bargaining unit with the exception of PBA and SOA Local 174, which shall be effective January 1 of each year. Should the collective bargaining agreement be ratified after January 1 in any year, the employees who are not aligned with any collective bargaining unit, with the exception of the Mayor and Council members, shall be entitled to retroactive annual salary increase back to January 1 of the applicable year.
[Amended 7-15-1985 by Ord. No. 85-21]
Longevity payments shall be made in lump-sum payments annually on the last payday in May of each year, or at the time of separation from service, based on the basic wage rate earnings for the year less extended sick leave, leave of absence and overtime payments, based on the following formula:
A. 
In the year starting the sixth year of continuous employment: 2%, with a maximum of $300.
B. 
In the year starting the 11th year of continuous employment: 3%, with a maximum of $450.
C. 
In the year starting the 16th year of continuous employment: 4%, with a maximum of $600.
D. 
In the year starting the 21st year of continuous employment: 5%, with a maximum of $750.