[Amended 10-5-1981 by Ord. No. 81-38; 7-15-1985 by Ord. No. 85-21]
Separation from the employ of the Township may result on a temporary or permanent basis by force reductions (layoff) or suspension or on a permanent basis by retirement, resignation, dismissal or other as more particularly set forth in this article.
[Amended 6-18-2012 by Ord. No. 12-10]
A. 
The Township recognizes that the stability of our organization is dependent on the continued employment of our workforce. However, if it is necessary to reduce our workforce where there is a lack of work or lack of funds requiring a reduction in the number of employees in a department of the government, the required reductions shall be made on the basis of length of service within the Township in such job classification or classifications and the ability to perform the work.
B. 
The Township will make every attempt to reassign employees to vacant positions for which they are qualified before separation actions are taken.
C. 
Permanent employees, including those serving a probationary period, are required to be given a minimum forty-five-day written notice in advance of the separation, and informed of their special reemployment rights.
D. 
The employees’ names will be retained on a special reemployment list until they are placed in the same or comparable job, if possible, subject to Subsection E below.
E. 
Employees whose names have been placed on the special reemployment list referenced in Subsection D, above, shall retain recall rights for a period of six months from the time of said employees' actual separation from service.
[1]
Editor's Note: Former § 26-41, Retirement, was repealed 4-20-2015 by Ord. No. 15-23.
A. 
An employee may resign in good standing by submitting a written resignation to his/her department director, who in turn shall forward it to the Township Administrator. An employee shall give a minimum of two weeks' notice before the effective date of his/her resignation. An oral resignation will be considered binding, but will not constitute a resignation in good standing. Any person employed by the Township more than 90 days after the effective date of such a resignation, shall be considered a new employee for all purposes of this chapter.
[Amended 1-22-1998 by Ord. No. 98-3; 4-20-2015 by Ord. No. 15-13]
B. 
All employees separating from employment with the Township of Bridgewater shall be required to have an exit interview which will enable the Township to recover its property and identify causes for employee turnover. A final pay check shall not be authorized until an exit interview has been completed.
A. 
A permanent or permanent part-time employee may be dismissed, suspended or demoted from the service of the Township for cause by the recommendation of the department director through the office of the Township Administrator. An employee who is demoted shall have his/her salary adjusted to the lower pay rate. The causes sufficient for suspension or removal from the service shall include, but are not limited to the following:
[Amended 1-22-1998 by Ord. No. 98-3]
(1) 
Neglect of duty.
(2) 
Absence without leave or failure to report after authorized leave has expired or after such leave has been disapproved or revoked.
(3) 
Incompetency, inefficiency or incapacity due to mental or physical disability.
(4) 
Insubordination or serious breach of discipline.
(5) 
Intoxication while on duty.
(6) 
Consumption of alcoholic beverages while on duty, and/or while in custody of a Township vehicle.
(7) 
Conviction of a criminal act.
(8) 
Participating in any political activity prohibited by Article IX of this chapter.
(9) 
Conduct unbecoming a public employee.
(10) 
Chronic or excessive or habitual absenteeism or tardiness.
(11) 
Violation of § 4-28 of the Code of the Township of Bridgewater, or any of the provisions of the statutes, rules or regulations relating to the employment of public employees.
(12) 
Negligence of or willful damage to public property or waste of public supplies.
(13) 
The use or attempt to use one's authority or official influence to control or modify the political action of any activity during working hours.
(14) 
Falsification of time card/record or filling out another employee's time card/record without proper authorization.
B. 
The following procedure shall govern in cases where dismissal or demotion from the employ of the Township is recommended in the provisions of § 26-43:
(1) 
When any disciplinary action is taken, the employee will be served with a written notice from his/her department head citing the charges against each employee and signed by the person making such charges and the notice shall be filed with the Administrator and a copy thereof shall be served upon the employee so charged, with notice that he may, within 10 days of receipt of said notice, request in writing that a hearing be held upon such charges.
[Amended 4-20-2015 by Ord. No. 15-13]
(2) 
If the affected employee desires such a hearing, the proceedings shall be held before the Mayor within 15 days of receipt of request by the Mayor.
(3) 
At any hearing held pursuant to this section, the affected employee will have the right to counsel and have an opportunity to be heard, examine witnesses and provide documentary evidence.
(4) 
Within 15 days after the conclusion of such hearing, the Mayor shall in each case render a written decision setting forth the reasons behind his/her determination. A copy of this decision shall then be mailed to the affected employee.
[Amended 4-20-2015 by Ord. No. 15-13]
[Amended 1-22-1998 by Ord. No. 98-3]
Employees may be suspended without pay for infractions not warranting dismissal, but serious enough to require more than a written reprimand, at the discretion of the department director and approval of the Township Administrator. An employee may be suspended without pay for a period of not more than five working days.