[Amended 7-15-1985 by Ord. No. 85-21]
A.
The prime objective of the Township is to keep manpower
losses and monetary losses to a minimum by providing protection to
individual workers. A basic requirement of an effective safety program
is that personnel will be trained in their safety responsibilities.
Management will provide the tools, personnel and plans, but must depend
upon supervisors and employees to promote safe working conditions.
All employees are expected to observe posted rules and signs and written
or verbal instructions relating to personal safety. In addition to
avoiding accidents, employees will report potential accidents and
fire hazards to their department directors, and to cooperate fully
to ensure that the safety of persons or property is not endangered.
All motor vehicle accidents must have police response and report.
B.
An employee who is involved in an accident, damages
Township equipment or damages the equipment of other persons in the
performance of his/her duties shall immediately report the accident,
regardless of severity, to his/her supervisor and shall complete a
form provided for such reports. The completed employee accident report
form, along with the department director's written assessment of the
accident or incident, will be forwarded to the Township Administrator
for review and disposition for further action by the Risk Management/Safety
Committee. Flagrantly failing to abide by safety regulations can lead
to disciplinary action.
[Amended 1-22-1998 by Ord. No. 98-3; 4-20-2015 by Ord. No.
15-13]
[Amended 1-22-1998 by Ord. No. 98-3]
A.
Subject to the approval of the Township Administrator,
a department director may from time to time establish, amend and supplement
rules and regulations for governing the internal operations of any
department and the conduct and deportment of its personnel. Such departmental
rules and regulations shall not be inconsistent or in conflict with
the provisions of any state law or Township ordinance.
B.
The rules and regulations shall be in writing, signed
by the Director, approved by the Township Administrator and shall
be filed in the office of the Mayor and Township Clerk. They shall
be binding on all persons subject to the jurisdiction of the department.
A written copy of said rules and regulations shall be distributed
to the personnel of the department affected thereby and shall be posted
in the department.
[Amended 7-15-1985 by Ord. No. 85-21]
A.
The Township Administrator shall provide that adequate
personnel records are maintained for each employee of the Township.
The records shall include date of appointment or hiring, promotions,
job titles, salaries, commendations, job specifications, performance
evaluations, disciplinary actions, amounts of vacation and sick leave
accrued and used and related matters.
[Amended 1-22-1998 by Ord. No. 98-3]
B.
Employees are entitled to review the contents of their
own personnel folder, but not of other employees.
[Amended 10-5-1981 by Ord. No. 81-38]
A.
No Township employee shall undertake any employment or service, whether
compensated or not, which shall interfere with the performance of
his/her official duties or which might reasonably be expected to impair
his/her objectivity and independence of judgment in the exercise of
his/her official duties.
[Amended 4-20-2015 by Ord. No. 15-13]
B.
Prior to commencing such outside employment, the employee shall advise
the Township Administrator, in writing, for his/her approval, of his/her
intent to do so, setting forth the name and address of the employer,
hours to be worked, the nature of the work and shall certify whether
the work assigned will in any way affect the employee's responsibilities
to the Township. The Township Administrator shall annually review
all instances of outside employment.
[Amended 4-20-2015 by Ord. No. 15-13]
C.
The Township Administrator shall advise all affected
department directors of the names, employers, hours worked and nature
of work of all employees for whom outside employment has been approved.
[Amended 7-15-1985 by Ord. No. 85-21; 4-20-2015 by Ord. No.
15-13]
Each department director shall conduct an annual
evaluation or appraisal during the month of July of each Township
employee in his/her department in order to measure progress made during
the past year and to encourage self improvement. This report serves
as one factor in determining the employee's present and potential
value to the Township. It also serves as one point in considering
the employee for promotion or an increase in salary.
[Added 6-7-1982 by Ord. No. 82-23; amended 1-22-1998 by Ord. No. 98-3]
Annually, prior to the adoption of the municipal
budget, the Mayor, with the issuance of the Township Administrator,
shall conduct an evaluation of the performance of each department
director. The evaluations shall be in writing and shall be placed
in the personnel records of the department directors.
[Amended 7-15-1985 by Ord. No. 85-21; 1-22-1998 by Ord. No. 98-3; 4-20-2015 by Ord. No. 15-13]
Each year, on or about January 2, commencing
with the year 1977, the Township Administrator shall review this chapter
to determine its adequacy and make any recommendations concerning
his/her findings in a written report to the Mayor/Township Council.
[Added 10-5-1981 by Ord. No. 81-38;4-20-2015 by Ord. No. 15-13]
No employee shall appropriate Township equipment,
supplies or materials for his/her personal use.
[Added 10-5-1981 by Ord. No. 81-38; amended 7-15-1985 by Ord. No. 85-21; 1-22-1998 by Ord. No. 98-3]
A.
No Township employee shall solicit or accept any gift,
gratuity, loan, fee or other thing of value, the solicitation or acceptance
of which might tend to influence or might be perceived to influence
(directly or indirectly) the actions of the employee or any other
employee in any matter of Township business. No employee shall solicit
or receive any gift or gratuity from other employees junior in rank
without the express permission of the Township Administrator.
B.
Any employee who receives an offer of a gift, favor,
service, or other thing of value in connection with the performance
of his/her duties, shall report same in writing to his/her department
director within one business day after such offer is received. The
department director shall forward copies of said report to the Township
Administrator, Mayor and Chief of Police within one business day after
its receipt. Any evidence shall be given directly to the Chief of
Police.
[Amended 4-20-2015 by Ord. No. 15-13]
[Added 7-15-1985 by Ord. No. 85-21[1]]
A.
It shall be the declared policy of the Township that
employees have the right to join or refrain from joining any organized
employee group. Further, no discrimination on the part of management
officials will be reflected in their dealings with employees because
of their affiliation or nonaffiliation with an organized employee
group.
B.
The Mayor and Township Administrator shall be recognized
as the official spokesman for the Township with those organized employees
groups entering into or holding formal contractual agreements.
[Amended 1-22-1998 by Ord. No. 98-3]
C.
Whenever contractual agreements entered into with
organized employee groups shall differ from the provisions of this
chapter, the contract shall prevail for that organized group unless
contrary to law.
[1]
Editor's Note: This ordinance also provided
for the repeal of former § 26-56, Review of personnel policies
and standards with employees, added 10-5-1981 by Ord. No. 81-38.
[Added 7-15-1985 by Ord. No. 85-21]
A.
Pursuant to N.J.S.A. 40A:5-31 of the State of New
Jersey, an awards program for the Township of Bridgewater employees
has been established to provide for the recognition of outstanding
service by Township employees. The recognition accorded shall be for
outstanding performance by an employee as follows:
(1)
In making suggestions that result in cost savings
to the Township or providing better service to Township residents.
(2)
Acts of bravery or heroism.
(3)
Development of a more efficient manner of performing
required jobs.
(4)
Provision of outstanding service to the Township or
its residents.
(5)
Accomplishments of an outstanding nature in the employee's
profession.
(6)
And other similar areas that the Township Employee
Awards Committee shall determine.
B.
The Township of Bridgewater Employees Awards Committee
shall consist of five members as determined by state law and shall
be appointed by the Mayor through the Township Administrator's office.
Awards shall be made annually in January, and the amount of awards
shall be limited to the funds available in the annual budget and designated
for such purpose. Nominations for employee recognition awards may
be made by any employee, department director, supervisor, Township
Council member or resident of Township. The Employee Awards Committee
shall make rules and establish programs consistent with this policy.
[Amended 1-22-1998 by Ord. No. 98-3]
[Added 7-15-1985 by Ord. No. 85-21; amended 9-19-1985 by Ord. No. 85-29; 6-18-2012 by Ord. No.
12-11]
A.
Health
benefits, which shall include hospital, surgical, major medical coverage,
dental and preventive care, shall be provided for all full-time employees
once all eligibility requirements have been satisfied. This coverage
is provided through the Township’s self-funded municipal health
benefits program. "Full-time employees" are defined as employees who
work a minimum of 35 hours per week.
B.
This municipal
health benefits program shall also include a prescription plan and
a dental plan. A booklet describing the Township health benefits program,
prescription program and dental program shall be provided to each
covered employee.
C.
Employee
contributions shall be in accordance with N.J.S.A. 40A:10-21.1 and
all amendments thereto, including P.L. 2010, c. 2, related to employee
contributions.
D.
Participation
in these programs shall be voluntary.
E.
This
Township self-funded health insurance plan, as outlined above, shall
be operated in accordance with N.J.S.A. 40A:10-16 through 40A:10-25
(applying to self-funded municipal health benefits programs).
F.
Health benefits, upon retirement.
[Added 5-18-2017 by Ord.
No. 17-12]
(1)
For all employees hired on or after January 1, 2017, upon retirement,
after 25 years of service, including 10 years of service with the
Township, employees and their eligible dependents, including surviving
spouses, are entitled to continue to receive full coverage under the
current Township's Health and Benefits Program (including health,
dental, prescription and vision benefits), that was in effect at the
time of their retirement, provided that the employee has retired from
PERS and has completed 25 years (in a qualifying state pension system)
or more of service credited and 10 years with Bridgewater Township.
This coverage shall be provided to the retiree and his/her dependents
and shall remain in full force and effect until the retiree's death,
his/her spouse's death and, in the case of dependent children, until
said children are no longer eligible for coverage (end of calendar
year in which the dependent reached the age of 26. The Township shall
further reimburse such retired employees for their premium charges
under Part B of the Federal Medicare Program covering the retirees
and their spouses.
(2)
Supplemental coverage may be provided for Township employees
who have at least attained age 65 and have a minimum of 10 years of
service in a full-time position with the Township. The employee will
receive primary health insurance through Medicare. All quarterly Medicare
Part B payments will be made by the employee. The employee will be
eligible for supplementary health insurance coverage through the Township's
self-funded plan. The monthly rate for the supplemental insurance
will be determined on an annual basis no later than December 31 of
the previous year. Enrollment in this coverage is optional for the
employee. The employee must decide to enroll in this coverage within
thirty (30) calendar days of the official retirement date. The employee
may decline this coverage at any time. Failure to pay the monthly
premium for this coverage will result in exclusion from the plan.
If an employee opts out of the coverage or is removed for any of the
above reasons, said coverage is no longer available. Employees enrolling
in this coverage will receive supplemental health insurance and prescription
only. Dental and vision benefits are not offered.
[Added 7-15-1985 by Ord. No. 85-21]
A.
No member of a family shall be in a position that
provides supervision over another member of the same family. This
precludes the acceptance of applications for employment from relatives
for positions in the same department where supervision conflicts exist
or where through promotion could exist. When, in the normal selection
process, relatives of Township employees are considered for appointment
or promotion, the selection shall be deferred to the Township Administrator
for final action.
[Amended 1-22-1998 by Ord. No. 98-3]
B.
No person who is a relative of any paid full-time
or part-time employee shall be considered for employment by the Township
where one of said relatives will be in a supervisory position over
the other.
C.
The provisions of Subsection A of this section shall not apply in the case of seasonal part-time employment.
D.
For the purposes of this section, a "relative" is
a mother, father, son, daughter, brother, sister, husband, wife, mother-in-law,
father-in-law, son-in-law or daughter-in-law.
[Amended 9-19-1985 by Ord. No. 85-29]
E.
This policy is not for the purpose of depriving any
citizen of an equal chance for employment with the Township but is
solely intended to eliminate the potential for preferential treatment
of the relatives of governmental personnel.
[Added 7-15-1985 by Ord. No. 85-21]
A.
Any employee who is a duly authorized representative
of any of the organizations listed in N.J.S.A. 38:23-2 and any future
amendments thereto shall be granted a leave of absence with pay for
a period to be determined by the department director, but not to exceed
budgetary allowances or diminish the performance of the employee's
department, for the purpose of traveling to and from and attending
any state or national convention. Copies of said requests and departmental
approvals will be forwarded to the Township Administrator.
[Amended 1-22-1998 by Ord. No. 98-3]
B.
In addition to Township work assignments for attendance
at conventions and professional seminars, the Mayor, in his/her sole
discretion, may grant leaves of absence with pay for periods of up
to five working days for attendance at and travel to and from programs,
tours and similar functions, when the Mayor has determined that participation
in same is in the best interests of the Township for educational,
professional and/or public relations purposes and that the absence
of the subject employee will not have a significant detrimental effect
on the operation of his or her department. The Township shall not
bear any part of the costs of the employee's participation in the
program or tour. Verification of attendance and a summary of the employee's
participation shall be furnished to the Mayor upon request.
[Amended 4-20-2015 by Ord. No. 15-13]
[Added 10-5-1981 by Ord. No. 81-38; amended 7-15-1985 by Ord. No. 85-21]
On or about January 2 of each year, the Township Administrator, in conjunction with department directors, shall review with all employees the personnel policies set forth in Chapter 26 of this Code and the conflicts of interest and ethical standards provisions set forth in § 4-28 of this Code.[1] Upon completion of said review, each employee shall sign
a certification that he/she has reviewed and understands these provisions.
[1]
Editor's Note: Former § 4-28, Conflicts
of interest; ethical standards, as amended, was repealed 12-7-1992
by Ord. No. 92-36.
[Added 12-18-1995 by Ord. No. 95-34; amended 8-18-2003 by Ord. No. 03-32; 6-18-2012 by Ord. No. 12-13]
A.
Purpose.
(1)
The use and misuse of alcohol and/or drugs can and does impair the
ability of an employee to perform his or her duties and may endanger
the employee, his or her coworkers and the public, as well as cause
damage to public and private property.
(2)
It is understood that, pursuant to the Federal Omnibus Transportation
Employee Testing Act of 1991 and the Federal Motor Carrier Safety
Regulations and Federal Transit Administration Regulations, an employee
performing functions consistent with his possession of a commercial
driver's license (CDL) shall be deemed to be performing safety-sensitive
functions.
B.
Policies, procedures and processes applicable to employees of the
township required to possess a commercial driver's license (CDL).
(1)
Simultaneously with the adoption of this ordinance,[1] the Township Council has adopted, by resolution, certain
policies, procedures and drug testing processes contained in a document
entitled "Drug and Alcohol Policy for Employees Required to Possess
a Commercial Driver's License." That document is hereby incorporated
into this section by reference. [2]
(2)
This particular policy document, referenced in Subsection B(1) above, shall apply to the following specific category of Township employees and applicants for employment: employees who are required to have a CDL license for employment and who are assigned to operate Township-owned, -leased or -borrowed vehicles or equipment requiring CDL licensure.
C.
Policies, procedures and processes applicable to public employees
of the Township, in general.
D.
Notice to employees.
(1)
The "Drug and Alcohol Policy for Employees Required to Possess a Commercial Driver's License" (referenced in Subsection B(1) above) and the "Alcohol- and Drug-Free Workplace Policy" (referenced in Subsection C(1) above) shall be posted in a conspicuous place in each of the Department offices of the Township.
E.
Tests required.
(1)
All employees in the CDL category referenced in Subsection B(2) above shall be tested for alcohol and/or drugs, pursuant to the "Drug and Alcohol Policy for Employees Required to Possess a Commercial Driver's License," referenced in Subsection B(1) above, under the following circumstances:
(2)
The Township shall provide these employees, prior to testing, with
educational materials explaining the employer's policies and procedures
for testing and obtain a signed statement from each such employee
certifying receipt of this material.
[Added 12-3-2001 by Ord. No. 01-37; amended 6-18-2012 by Ord. No. 12-11]
A.
Preamble. The Township is committed to providing a work environment
that is free of discrimination and harassment. The Township will not
tolerate discrimination or harassment of or by Township employees
towards anyone, including any supervisor, coworker or nonemployee,
including clients and vendors.
B.
Applicability. This policy applies to all people employed by the
Township, the governing body and volunteers working on behalf of the
Township and prohibits such conduct by or towards all such employees,
members of the governing body and volunteers. Independent contractors,
vendors and all of the parties engaged in a professional business
relationship with the Township are also expected to abide by this
policy. In addition, no Township employee shall be required to withstand
behavior from the public which violates this policy. In addition,
no Township employee shall be required to withstand behavior from
the public which violates this policy.
C.
Purpose. This policy is designed to ensure all employees of the Township
a work environment free of any type of discrimination or harassment
based upon a protected status, including freedom from sexual harassment.
The purpose of this policy is to inform employees that harassment
based upon a protected status is prohibited, to educate employees
about harassment based upon a protected status and to provide employees
with a procedure to bring complaints to management's attention.
D.
Protected group status.
(1)
All Township employees are expected to avoid any behavior or conduct
of a harassing or discriminatory nature. The Township prohibits any
form of harassment or discrimination related to an employee's actual
or perceived protected group status including race, creed, color,
national origin, ancestry, religion, civil union status, domestic
partnership status, affectional sexual orientation, familial status,
genetic information, sex, gender identity or expression, disability
(including perceived disability, physical, mental and/or intellectual
disabilities, AIDS or HIV infection), political affiliation (to the
extent protected by law), atypical hereditary cellular or blood trait,
or because of the liability for service in the Armed Forces of the
United States, veteran status, citizenship status or any other group
status protected by law. Harassment includes, but is not limited to:
(a)
Treating an individual less favorably based on a person's protected
group status;
(b)
Using derogatory or demeaning slurs to refer to a person's protected
group status;
(c)
Calling another by an unwanted nickname which refers to one
or more protected group statuses, or telling ethnic jokes that harass
an employee or create a hostile work environment;
(d)
Using derogatory references regarding a protected group status
in any job-related communication;
(e)
Engaging in threatening, intimidating or hostile acts in the
workplace, based on a protected group status; or
(f)
Displaying or distributing material in the workplace that contains
language or derogatory or demeaning images, based on any protected
group status.
(2)
Any form of harassment or discrimination related to an employee's
protected group status violates this policy. This policy applies to
all employment practices such as recruitment, selection, hiring, training,
promotion, transfer, assignment, lay off, recall, termination, compensation,
fringe benefits, working conditions and career development. Violations
of this policy will result in appropriate disciplinary action up to
and including termination of employment.
E.
Sexual harassment. The Township prohibits sexual harassment of its
employees in any form. Such conduct shall result in appropriate disciplinary
action up to and including dismissal from employment.
(1)
Sexual harassment consists of unwelcome sexual advances, requests
for sexual favors, sexually motivated physical conduct or other verbal
or physical conduct, gestures or communication, expressed or implied,
of a sexual nature when:
(a)
Submission to that conduct or communication is made a term or
condition, either explicitly or implicitly, of obtaining or retaining
employment;
(b)
Submission to or rejection of that conduct or communication
by an individual is used as a factor in decisions affecting that individual's
employment; or
(c)
That conduct or communication has the purpose or effect of substantially
or unreasonably interfering with an individual's employment, or creating
an intimidating, hostile or offensive employment environment.
(2)
Prohibited conduct.
(a)
No supervisory employee shall threaten or insinuate that an
employee's refusal to submit to sexual advances will adversely affect
the employee's continued employment, and evaluation, compensation,
assignment, advancement or any other condition of employment. Similarly,
no supervisory employee shall promise or suggest, either directly
or indirectly, that an employee's submission to sexual advances will
result in an improvement in any term or condition of employment for
the employee.
(b)
Overt sexually harassing conduct in the workplace, whether committed
by supervisory or nonsupervisory personnel, is also prohibited. This
includes, but shall not be limited to:
[1]
Sexual flirtations, advances, propositions, subtle pressure
for sexual activity, flirtatious whistling, discussing sexual activities.
[2]
Verbal abuses of a sexual nature including sexually oriented
"kidding" or "teasing," "practical jokes," jokes about gender-specific
traits and foul or obscene language or gestures.
[3]
The display of sexually graphic pictures or pictures of an offensive
nature or object in the workplace, including sexually suggestive written
material such as letters, notes, facsimiles, text messages and e-mails.
[4]
Any unwelcome sexually motivated touching, including, for example,
patting, pinching, hugging, cornering, blocking or impeding movement
and repeated brushing against another employee's body.
(3)
Sexual harassment also occurs when one person harasses another solely
because of the victim's gender. This type of sexual harassment may
involve unwelcome sexual demands or overtures, but it may also take
the form of other harassing conduct not necessarily sexual in nature.
For example, this would include gender stereotyping such as comments
about the lesser abilities, capacities or the "proper role" of females.
It also includes subjecting a woman or a man to nonsexual harassment
solely because of her or his gender. Sexual harassment is prohibited
whether the harasser is male or female and whether the harassment
is opposite-sex or same-sex harassment.
F.
Complaint procedure.
(1)
Notifying appropriate personnel of any harassment problem is essential
to the success of this policy. The Township cannot resolve a harassment
problem if it does not know about it. Employees who feel they have
been subjected to harassment must report the harassment.
(2)
Any employee who feels he or she has been subject to harassment should
report the incident directly to the Administrator. Alternatively,
any employee who feels he or she has been subject to harassment should
report the incident directly to the Human Resources Officer. The Administrator
or Human Resources Officer will ask the employee to complete an employee
complaint form. Employees, however, are not required to complete the
complaint form to initiate a harassment complaint under this policy.
(3)
Any individual uncomfortable with reporting an incident to the Administrator
or the Human Resources Officer should feel free to report the incident
to any upper-management representative with whom he or she feels most
comfortable reporting the problem. When any upper-management representative
learns of a violation of this policy, the upper-management representative
must assist the victim in reporting the alleged incident(s) of harassment.
Additionally, the management representative must report the matter
to the Administrator or Human Resources Officer.
(4)
All employees should notify the alleged harasser that the behavior
in question is thought to be offensive and unwelcome. Failure to inform
the alleged harasser that the behavior is unwelcome, however, does
not prevent the victim from filing the complaint pursuant to this
policy. The harassment or discrimination does not have to occur on
Township property during regular working hours for an employee to
file a complaint under this policy. Moreover, harassment of any employee
in connection with the work by nonemployees may also be a violation
of this policy.
(5)
The Township requires employees who witness conduct which they believe
violates the Township's policy prohibiting harassment to report the
violation pursuant to this complaint procedure.
(6)
The Township encourages the prompt reporting of complaints so that
rapid response and appropriate action may be taken. Any complaint
should be reported within 60 days to be considered current. Nevertheless,
due to the sensitive nature of these problems, all complaints will
be investigated, regardless of when they are filed.
G.
Investigation procedure.
(1)
The Township will conduct an investigation into the harassment complaint
to determine the merits of the allegations. The Administrator or Human
Resources Officer will designate an objective investigator to determine
the validity of any complaint. The objective investigator may include
the Administrator or Human Resources Officer or any third party deemed
appropriate. The investigation shall be completed in a reasonable
time to resolve the issue and minimize the effects of such investigation
of the parties involved.
(2)
All employees who report harassment or who are interviewed during
the investigation have an obligation to be truthful and forthcoming.
If the Township determines that the complaint has merit, the accused
will face appropriate disciplinary action based upon the severity
of the complaint and any prior history of past charges against the
individual. Disciplinary action may include a written warning, suspension,
demotion and/or termination of employment.
(3)
Upon completion of the investigation, the entire file shall be maintained
in a secure location in the Administrator's office.
(4)
In the event that the Township determines the complaint to be intentionally
dishonest, appropriate disciplinary action may be taken against the
employee who caused the complaint to be filed. Complaints that are
brought in good faith, even if unsubstantiated, do not constitute
an intentionally dishonest accusation.
H.
Privacy. To the extent possible, all persons involved in a harassment
complaint will be given the utmost protection of privacy. Specifically,
the Township will strive, both during and after the investigation,
to maintain confidentiality to the fullest extent possible, including
confidentiality of the identities of all persons involved or alleged
to be involved in the incident, revealing only those particulars of
the matter to the extent necessary for a thorough investigation. Any
employee who unnecessarily compromises the confidentiality of the
investigation will be subject to appropriate discipline.
I.
Responsibility of supervisory personnel.
(1)
Supervisors are to monitor the work environment to ensure that all
subordinates comply with this policy prohibiting harassment. When
a supervisor learns of a violation of this policy, the supervisor
must assist the victim in reporting the alleged incident(s) of harassment.
Additionally, the supervisor must report the matter to the Administrator
or Human Resources Officer for resolution.
(2)
Any supervisor who receives a harassment complaint from any employee
must bring it to the attention of the Administrator or Human Resources
Officer for resolution.
(3)
Supervisors who do not fulfill their responsibilities under this
Policy will be subjected to disciplinary action.
J.
Retaliation prohibited.
(1)
The Township encourages victims of harassment to bring their complaints
to management by ensuring that no reprisals or retaliation will result
from the good-faith reporting of harassment. The filing of a complaint,
in good faith, shall not, under any circumstances, provide cause for
discipline. Additionally, it is a violation of this policy for any
person to retaliate against another because he or she filed a complaint
or otherwise participated in the complaint procedure.
(2)
Supervisors must closely monitor the work environment for any forms
of retaliation once an allegation has been made. This may include
but is not limited to verbal remarks, irregular assignments or any
other activity that may contribute to a hostile work environment.
(3)
Any supervisor who receives a retaliation complaint from any employee
must bring it to the attention of the Administrator or Human Resources
Officer for resolution.
K.
Consensual relationships.
(1)
The Township strongly discourages romantic or sexual relationships
between a management or other supervisory employee and his or her
subordinate (employee who reports directly or indirectly to that person)
because such a relationship may give rise to the perception by others
that there is favoritism or bias in employment decisions affecting
the subordinate employees. Given the uneven balance of power within
such relationship, consent by the subordinate is suspect and may be
viewed by others or, at a later date, by the subordinate, as a result
of coercion or intimidation.
(2)
If a Township employee enters into a consensual relationship which
is romantic or sexual in nature with a subordinate (an employee who
reports directly or indirectly to that person), the employees must
notify the Administrator. Upon notice, the Administrator will review
the situation in light of all the facts (reporting relationship between
the parties, effect on coworkers, job responsibilities, etc.) to determine
whether to change the reporting relationship or take other appropriate
action.
L.
Legal effect.
(1)
This policy prohibiting harassment is to be construed as a unilateral
expression of the policy of the Township concerning harassment in
the workplace. It is not intended to create any contractual rights
or duties and any such intention or effect is disclaimed. This policy
may be amended, supplemented, modified and/or revised at any time.
(2)
Any employee with questions regarding the Township's policy prohibiting
harassment should contact the Administrator.
[Added 6-18-2012 by Ord. No. 12-12]
A.
Purpose. It is vital to the Township for all employees to have reliable
attendance. Absenteeism and tardiness negatively impact the ability
to effectively provide Township services. The purpose of this policy
is to establish a uniform procedure within Bridgewater Township for
the review and control of employee absenteeism. It is the intent of
the policy to encourage good employee attendance as an insurance policy
against an extended illness, and provide employees and supervisors
with guidelines defining acceptable and unacceptable attendance for
performance and discipline purposes. As such, absenteeism and tardiness
must be subject to appropriate, progressive discipline, applied in
a consistent manner.
B.
ABSENTEEISM
ABUSE OF SICK LEAVE
EMPLOYEES WHO ARE HABITUALLY TARDY
NO CALL/NO SHOW
PATTERN OF ABSENCES
SCHEDULED ABSENCE
TARDINESS
UNAUTHORIZED LEAVE
UNSCHEDULED ABSENCE
Definitions. As used in this section, the following terms shall have
the meanings indicated:
Failure to report to work or to remain at work as scheduled,
regardless of reason. This includes tardiness, unauthorized leave,
unanticipated use of sick leave, and emergency use of any accrued
leave. Absenteeism does not include appropriately scheduled leave
such as vacation, personal leave, compensatory leave, military leave,
medical leave, maternity or other long-term approved leaves.
Abuse of sick leave includes but is not limited to: falsely
reporting that sick leave is being used for that purpose; excessive
absenteeism; or failure to provide medical documentation supporting
an absence(s). Employees who continually exhaust their accumulated
unused sick leave may be an indication of an attendance problem.
As stated in § 26-23F, means those who establish a pattern of tardiness with frequent repetition (for example, several days in succession: Monday, Friday and the day after payday pattern).
An unscheduled absence without proper notification to the
employee's supervisor or department.
Absence occurring in patterns (same day of week, same time
of year, adjacent to a weekend, holiday, vacation, or other leave,
as sick leave or other paid time off is accrued, etc.) may be indicative
of an attendance problem.
A scheduled absence occurs when an employee requests time
off in a timely manner in accordance with department and Township
policies and applicable union contract. Some examples of scheduled
absences include approved vacation, personal leave, jury duty, military
related, bereavement leave, FMLA leave, and extended sick leave.
Failure to report for duty at the time scheduled and/or failure
to return to duty promptly at any point during the normal schedule
(lunch, breaks, etc.). The number and duration of the occurrences
should be examined as well as any mitigating circumstances. Excessive
tardiness, in and of itself, may be the basis for disciplinary action.
Failure to report an absence of any duration according to
this policy or to leave or be absent from the worksite without proper
authorization.
Failure to report to work on a scheduled workday or working
less than half of a scheduled workday due to tardiness or leaving
early without a written and approved time-off request from at least
the previous day. Absences on consecutive days for the same reason
will count as one unscheduled absence under this policy.
C.
Rules and regulations.
(1)
Should the employee be unable to work because of illness or expect
to be tardy, the employee must notify his or her supervisor or department
head before the beginning of the workday or shift on each day an absence/tardiness
occurs unless he or she is granted an authorized leave, in which case
different notification procedures apply. Only in cases where circumstances
do not permit such notification, the supervisor must be informed as
soon as possible.
(2)
An employee absent/tardy without proper notification may be subject
to disciplinary action, which may include termination of employment.
(3)
If the employee is absent for three consecutive workdays or more,
a statement from a physician may be required before the employee is
permitted to return to work.
(4)
When abuse is suspected (for example, where an employee's record
indicated a pattern of short absences and/or frequent absences before
or after holidays, weekends and paydays), the employee should be given
an opportunity to justify the reason for absences/tardiness prior
to disciplinary action being taken.
(5)
Three consecutive working days' absence without notification will
be considered as job abandonment, resulting in a voluntary resignation.
Extenuating circumstances which make it impossible for the employee
to contact the Township regarding the absence will be given consideration.
(6)
Excessive absenteeism/tardiness may result in disciplinary action,
which may include termination. Excessive absences/tardiness will be
determined on a case-by-case basis considering such factors as: frequency
of absence/tardiness, patterns of absence/tardiness, causes of absence/tardiness,
and length of service.
(7)
Documentation of absenteeism and tardiness as well as warnings regarding
absenteeism and tardiness will be placed in the employee's personnel
file.
D.
Applicability of collective bargaining agreement. In the event there
is a conflict between this policy and any collective bargaining agreement
in effect, the collective bargaining agreement shall prevail, provided
the applicable provision therein is in accordance with federal and
state law.
E.
Acknowledgment of absenteeism and tardiness policy:
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ACKNOWLEDGEMENT
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ABSENTEEISM/TARDINESS POLICY
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My signature certifies that I have received, read, and understand
the Township of Bridgewater policy on absenteeism/tardiness.
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Employee
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Date:
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(Signature)
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Employee
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(Print Name)
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