[HISTORY: Adopted by the Township Council
of the Township of Bristol as indicated in article histories. Amendments
noted where applicable.]
[Adopted 2-5-1986 as Appendix I of Ord. No. 1-86[1]]
The administration of this article shall be
the responsibility of the Managing Director under the authority granted
to him by Section 703 of Act 62[1] and Chapter 5, Administration of Government.
[1]
Editor's Note: Act 62 was repealed Dec. 19,
1996, by P.L. 1158, No. 177, § 2(a). See now 53 Pa.C.S.A.
§§ 3041 to 3043.
This article and all personnel policies, procedures and rules and regulations shall apply to all employees of the Township except the Executive, members of Council, Managing Director, Township Solicitor(s), Township Engineer, appointed members of boards and committees, department directors and any other classification excluded by Act 62, this article, Chapter 5 of this Code or general law.
It shall be the policy of the Township to apply
the following principles to the personnel system:
B.
To recruit, appoint and promote for every position
the most qualified individuals, without regard to race, creed, color,
sex, national origin or any consideration of political or religious
belief or affiliation.
C.
To recognize changing technology, laws and techniques,
and to train, inform and educate all department directors, administrators
and supervisors in all aspects of the administration and conduct of
the affairs of the Township.
D.
To require every employee to do the best of which
he/she is capable, to be loyal and conscientious and to conduct himself/herself
in the proper manner at all times.
E.
To treat every employee with fairness, respect and
consideration.
F.
To provide that positions having similar duties and
responsibilities are classified and compensated on a uniform basis.
G.
To provide that the tenure of employees covered by
this personnel system shall be subject to good behavior, satisfactory
performance of work, necessity for the performance of work and the
availability of funds.
It shall be the policy of the Township that
the following principles shall be observed by all employees:
A.
All employees of the Township share a common responsibility
to provide efficient and dedicated service in the public interest.
B.
Public employees are agents of the public and are
bound to discharge faithfully the duties of their office regardless
of personal considerations. Their conduct in both official and private
affairs should be above reproach at all times.
A.
Council may, from time to time, create Township departments
and authorize the appointment of employees to fill positions in such
departments. For each new position so created, the Managing Director
shall prepare job specifications which shall contain at a minimum
the following information:
B.
Department directors, administrators and supervisors
will attend such training and educational programs conducted by the
Township or outside agencies as the Managing Director shall, from
time to time, with the advice and consent of Council, deem appropriate.
C.
The job specifications of department directors, administrators
and supervisors shall contain a mission statement which describes
in brief terms the goals and objectives of their positions.
A.
The Township is committed to the active pursuit and
implementation of programs to ensure fair and equal treatment for
all persons regardless of race, age, color, religion, sex, national
origin or handicap, in all employment practices.
B.
The Township engages the services of individuals with
qualifications and motivation required to carry out the duties and
responsibilities of their respective positions.
C.
The Township encourages the advancement of Township
employees within the organization, provided that they have the necessary
qualifications for the position and, after screening and testing,
are found to be the best applicant for the position.
D.
Whenever a vacancy shall exist, the Managing Director
shall advise the Executive and the Council as well as the public of
the vacancy by posting notice thereof in the Township Building for
a period of not less than five working days or advertising in the
print media and/or in any other manner as may be appropriate for the
classification description, minimum qualifications, salary and other
pertinent information, including the method of selection to be used.
The notice shall include the statement, EQUAL OPPORTUNITY EMPLOYER,
and shall otherwise be in compliance with applicable federal and state
employment opportunity laws.
A.
Application for appointment or promotion to any position,
except department director, shall be made to the Managing Director
on forms provided by the Managing Director's office.
B.
Recommendation shall be made by the applicable department
director after consultation with the Managing Director to the Executive
in accordance with the provisions of Act 62. Selection may be based
on any or all of the following methods:
(1)
Evaluation of experience and training and, in case
of promotion, employee performance evaluations.
(2)
Competitive examination, oral or written/oral examination(s).
(3)
Supplementary noncompetitive examination as required,
including but not limited to psychiatric and psychological evaluations,
physical examination and such other tests or examinations as may be
determined to be necessary.
C.
Filing of a false application for employment or promotion
shall be grounds for disqualification or dismissal.
D.
Department directors shall be selected and appointed
by the Executive with the advice and consent of Council in accordance
with Section 524(c) of Act 62.[1] At a public meeting, the Executive shall provide Council
with adequate information to make an informed consent decision, including,
at a minimum, the following information contained in forms prepared
by the Executive:
(1)
Position classification.
(2)
Detailed resume.
(3)
Verifications of education, training and other employment-related
issues.
(4)
Financial disclosure.
(5)
Business interest disclosure.
[1]
Editor's Note: Act 62 was repealed Dec. 19,
1996, by P.L. 1158, No. 177, § 2(a). See now 53 Pa.C.S.A.
§§ 3010 to 3014.
E.
After receipt and review of the above items, Council
shall, no later than the following regularly scheduled public meeting,
render its decision. Council may refuse to give its advice and consent
to an appointment of a department director by the Executive only for
the following reasons:
A.
Entrance level selection. The selection of Township employees shall be based on merit and made through a job-related examination process. Examinations may be competitive or noncompetitive and written or nonwritten at the discretion of the Managing Director, dependent upon the requirements of the position. Competitive examinations shall require the establishment of a quantitative rating system for any phase of the examination procedure that is not "pass/fail" in nature. Noncompetitive examinations may utilize many of the examination techniques of the competitive process, but the selection shall be made on a qualitative evaluation of examination results. Selection of police officers shall be made through competitive examinations in accordance with Civil Service Commission Rules and Regulations contained in Chapter A211 of this Code.
B.
Probationary period. All employees shall be required
to undergo a probationary period of employment upon appointment or
promotion. Such period shall not be less than three months nor longer
than 12 months, dependent upon the position.
C.
Promotions. Promotions shall be made through the examination
process. Examinations may be competitive or noncompetitive and written
or nonwritten at the discretion of the Managing Director. Competitive
examinations shall require the establishment of a quantitative rating
for any phase of the examination process that is not "pass/fail" in
nature. Noncompetitive examinations may utilize many of the examination
techniques of the competitive process, but the promotion shall be
made on the basis of a qualitative evaluation of examination results.
Promotions of police officers shall be made in accordance with Civil
Service Commission Rules and Regulations contained in Appendix II[1] of Chapter 5, Administration of Government.
A.
An employee evaluation program shall be developed
and implemented to assist every employee in improving performance
and eliminating deficiencies through regular discussion with their
immediate supervisor.
B.
Evaluation shall be performed by the employee's immediate
supervisor. The immediate supervisor responsible for making the evaluation
shall review the evaluation with the employee, together with such
suggestions for improvement as may be indicated by the signatures
of the immediate supervisor and employee. The evaluation shall be
transmitted to the Managing Director for inclusion in the employee's
personnel file. Each employee shall be advised prior to signing the
evaluation of his/her grievance and appeal procedures. Information
which is included in the evaluation is for Township personnel purposes
only; it may not be released to any other person without the written
consent of the employee, except where provided by state or federal
statute.
C.
Evaluations shall be recorded and reported to the
Managing Director on forms provided by the Managing Director's office.
D.
Evaluation shall be performed on the following schedule:
E.
Employees (in any category) receiving an unsatisfactory
rating in one or more categories shall receive additional evaluation
on a monthly basis until such time as the deficiency is resolved.
A.
An employee may be disciplined for absenteeism, misconduct
and/or incompetency and/or inability to perform the work of the position
satisfactorily. Disciplinary action may take the following forms:
oral warning, written reprimand, suspension, demotion and/or dismissal.
B.
The Managing Director shall have the authority to
discipline and/or dismiss employees in accordance with the procedures
set forth in the Township's personnel rules and regulations or any
negotiated labor contract.
C.
An employee who is suspended, demoted or dismissed
must be notified in writing of the grounds of such disciplinary action
before the effective date thereof and of his/her grievance and appeal
procedures.
A.
Employee grievances not covered by negotiated labor
contracts or Civil Service Rules and Regulations shall be handled
in the following manner:
(1)
An employee is expected to discuss any grievance initially
with his immediate supervisor. If the matter is not settled within
three days, the employee may choose to discuss the matter with his/her
department director. The department director or immediate supervisor
shall be required to file a written report with the Managing Director
regarding any grievance filed with him/her and the disposition of
the matter within two days of the initial discussion and one day after
the grievance has been resolved.
(2)
If the employee feels the matter has not been satisfactorily
resolved by the department director or immediate supervisor, the aggrieved
employee may submit a written appeal to the Managing Director within
five working days after receiving the decision. The Managing Director
shall, within five working days after receiving the appeal, meet with
the aggrieved employee in an attempt to adjust the grievance. The
Managing Director shall give the aggrieved employee a written decision
within five workdays following said meeting. The decision shall be
final and binding upon the Township and the aggrieved employee. In
rendering a decision, the Managing Director may conduct any investigation
deemed necessary.
(3)
The Managing Director's office shall furnish grievance
forms, which shall be used when filing a grievance. One copy of the
form shall be the property of the employee filing the grievance. When
filing a grievance, the employee shall be required to submit all available
information at each step of the grievance procedure.
(4)
Saturdays, Sundays and holidays shall not be included
in the time limits set forth in this grievance procedure.
B.
Representation. An employee, if he or she so desires,
shall be entitled to a representative of his or her choosing in the
presentation and processing of a grievance at all steps. A group of
aggrieved employees may elect one of its number as a spokesman for
the group, who, with his/her representative or advisor, may pursue
the grievance to its conclusion.
C.
Time off. An employee and his or her representative,
if a Township employee, shall be allowed such reasonable time off
from regular duties as may be necessary, consistent with job responsibilities
and the operational needs of the Township, to attend meetings with
management representatives for the processing of a grievance, without
loss of pay or vacation time.
A.
Demotions.
(1)
The Managing Director may demote an employee for cause.
A written statement of the reasons for any such action shall be furnished
by the Managing Director to the employee and a copy filed with the
Executive and Council at least five days prior to the effective date
of the action.
(2)
No demotion shall be made as a disciplinary action
unless the employee to be demoted is eligible for employment in a
lower class.
B.
Suspension.
(1)
The Managing Director may, for disciplinary purposes,
suspend without pay any employee for such length of time as he/she
considers appropriate, not exceeding 30 days in any twelve-month period.
The Executive, Council and the employee shall be furnished with a
written statement by the Managing Director specifically setting forth
reasons for such suspension.
C.
Dismissal.
(1)
The Managing Director may dismiss any employee at
any time for inefficiency, misconduct, neglect of duty or other just
cause.
(2)
No dismissal of a regular employee shall take effect
unless, prior to the effective date thereof, the Managing Director
gives to the Executive, Council and such employee a written statement
setting forth in substance the reasons therefor.
D.
Appeals.
(1)
Except as otherwise provided for employees subject
to Civil Service Rules and Regulations or subject to negotiated labor
contracts, an employee shall receive written notice of any proposed
demotion, suspension or dismissal. Within five working days after
receiving such notice, the employee may request a hearing by notifying
the Managing Director in writing. Upon receipt of a written request
for a hearing, the Managing Director shall refer the matter to the
Personnel Review Board.
(2)
Within 14 days following the employee's written request
for a hearing, the Personnel Review Board (Board) shall hold a hearing
in accordance with the following procedures:
(a)
The hearing shall be closed to the public, unless
the employee desires otherwise.
(b)
Continuances may be granted by the Board for
cause or at the request of the Township or the employee.
(c)
Representatives of the Township and the employee
shall have the right to be present at all times during the hearing
and to be represented by counsel.
(d)
No hearing shall be held unless a quorum of
the Board is present and no action of the Board shall be valid unless
concurred in by a majority of the quorum.
(e)
Stenographic notes of testimony shall be taken
of all hearings and the original transcript thereof shall be filed
with and preserved by the Board. The employee or counsel therefor
may procure a copy, provided that it is ordered at the conclusion
of the hearing, and further provided that the cost thereof shall be
paid to the court reporter by the employee.
(f)
In the event the suspension or dismissal of
the employee is not sustained, the transcript shall be sealed and
shall not be made available for public inspection.
(g)
Strict rules of evidence need not apply and
the Township and the employee shall have the right to sequester witnesses.
(h)
The Board shall have the power to issue subpoenas
over the signature of its Chairman to require the attendance of witnesses
and/or the production of records and papers in connection with the
charges and hearing. Witness fees and travel (mileage) shall be as
prescribed by law for appearance of witnesses in the Court of Common
Pleas of Bucks County, Pennsylvania, and shall be paid by the party
calling the witness.
(i)
The decision of the Board shall be made within
10 days following the hearing, shall be in writing and shall be binding
upon the parties. Copies of the decision shall be mailed to the Township,
the employee and counsel for both within 48 hours of the date of the
written decision.
Layoff or reduction in force may only be administered
by the Managing Director, after consultation with the Executive. When
it becomes necessary by reason of budget reduction or lack of work
to remove an employee from the Township service, the following rules
shall apply:
A.
Layoff. "Layoff" shall mean a reduction in the work
force which is anticipated to last for a period of four months or
less.
(1)
Employees who are to be laid off may either accept
such a layoff or resign in good standing.
(2)
Where there is more than one employee in a classification
or in a directly related classification at a lower level, employees
shall be laid off in reverse order of seniority, except where an employee
has received a rating of unsatisfactory on the last evaluation report,
in which case he/she may, at the discretion of the Managing Director,
be laid off ahead of an employee with less seniority.
B.
Reduction in force. "Reduction in force" shall mean
a reduction in the work force which is anticipated to last in excess
of four months.
(1)
Employment terminated by reason of reduction in force
shall be considered permanent and all benefits, earned leaves and
other matters shall be terminated in accordance with the provisions
of these rules.
(2)
Employees who are removed from Township service by
reason of a reduction in force shall have the first opportunity for
employment in any position for which they meet the minimum qualifications
for a period of one year following termination.
C.
Termination. A person's employment shall be considered
terminated for any of the following reasons:
(1)
Voluntary resignation.
(2)
Retirement.
(3)
Unauthorized absences for three consecutive working
days.
(4)
Failure to return to work at the conclusion of a leave
of absence or any approved extension thereof.
(5)
Failure to return to work after layoff within two
weeks after notice is sent from the Township by certified mail, return
receipt requested, to the last address which the employee furnished
the Township. It is the employee's responsibility to notify the Township
of any change of address.
(6)
Absence due to a layoff which continues for a period
equal to an employee's period of service for employees having less
than one year of service, exclusive of the layoff.
(7)
Absence due to a layoff which continues for a period
of one year where the employee's period of service has been one year
or more, exclusive of the layoff period.
The Managing Director shall prescribe personnel
rules and regulations in accordance with Section 1222 of Act 62[1] pertaining to attendance, work hours, sick and vacation
leave, holidays, overtime and a pay plan for all municipal employees.
[1]
Editor's Note: Act 62 was repealed Dec. 19,
1996, by P.L. 1158, No. 177, § 2(a). See now 53 Pa.C.S.A.
§§ 3121 and 3122.
The Managing Director shall maintain a personnel
file for each employee containing materials, correspondence and records
pertaining to the employee and his/her employment. Employees shall
be allowed to review their personnel records upon their request.
A.
The Managing Director shall appoint a Handicapped
Compliance Officer, who shall be responsible for coordinating compliance
with the requirements of the grievance procedure for handicapped people
under 31 CFR 51.55(d)(2).
B.
The grievance procedure shall be as follows:
(1)
Any handicapped person who feels that he/she has been
discriminated against by the Township because of his/her handicap
may file a formal, written complaint with the Compliance Officer.
This written complaint may be made on an official grievance form supplied
by the Township, but in any event shall contain the following information:
(2)
Within 15 days of the occurrence of the alleged discriminatory
action, the person aggrieved shall file the complaint with the Compliance
Officer, who shall note the date the grievance was filed.
(3)
Upon receipt of the grievance, the Compliance Officer
shall discuss the alleged grievance with the complainant and attempt
to resolve same. Within 15 calendar days after receiving the written
grievance, the Compliance Officer shall personally deliver or mail
a written response to the grievant by certified mail, return receipt
requested.
(4)
If the grievant is not satisfied with the Compliance
Officer's written response, he or she may file a written request for
a hearing before the Affirmative Action Advisory Committee within
15 calendar days after receipt of the Compliance Officer's response.
The request for a hearing shall be filed with the Compliance Officer,
who will notify the Affirmative Action Advisory Committee. This Committee
shall schedule a hearing on the grievance within 30 calendar days
of the filing of the request for a hearing. The Compliance Officer
shall notify the grievant of the date, time and place of the hearing
no later than five calendar days prior to the date of the hearing.
Such notice shall be given by certified mail, return receipt requested.
(5)
At the hearing the grievant may present evidence,
including testimony and documentary evidence. The grievant may be
represented by counsel if he/she so chooses. The Committee will not
be under any obligation to record or transcribe the proceedings.
(6)
Following the termination of the last date of hearing,
but in no event later than 30 calendar days following the conclusion
of the hearing, the Affirmative Action Advisory Committee shall render
a written decision concerning the complaint. This decision shall be
personally delivered or mailed by certified mail, return receipt requested,
to the grievant and shall constitute the final and binding determination
under the grievance procedure.
(7)
At all stages of the grievance procedure, the Affirmative
Action Advisory Committee shall endeavor to obtain all relevant evidence
necessary to determine whether any handicapped individual has been
treated improperly or unjustly and whether all regulations prohibiting
discrimination against the handicapped have been complied with.
A.
The Township shall have a pay plan which consists
of a schedule of pay grades and lists of positions assigned for each
pay grade. The pay plan shall consist of:
(1)
A schedule of pay grades representing a minimum, maximum
and premium rate, with intermediate steps for each position classification,
except as may be provided in collective bargaining agreements.
(2)
Rules for administering the pay plan, including but
not limited to provisions for employee starting rates and employee
increases and/or decreases corresponding to the schedule of pay grades
established.
B.
Council approval. The pay plan shall be approved annually
by the Council in the classification/salary section of the annual
budget. The Managing Director shall have the authority to advance
employees within the established ranges, subject to budgetary limitations.
C.
Changes in pay plan. The Managing Director shall,
from time to time, make comparative studies of all factors affecting
the level of salaries and wage rates and shall recommend such changes
in the pay plan as appear to be warranted.
A.
There shall be a classification of all positions according
to duties and responsibilities. Each position shall be assigned to
a job class on the basis of kind and level of duties, authority and
responsibilities so that all positions in the same class shall be
sufficiently alike to permit use of the same pay scale.
B.
Revision. The classification plan may be revised from
time to time upon the recommendation of the Managing Director and
with the approval of the Council. Said revision may include, but not
be limited to, the addition, abolishment, consolidation, division
and/or amendment of the existing classes.
C.
Employment. No person shall be appointed to or employed
in any position in the competitive class under any title which has
not been approved in the classification plan adopted. The Council
shall adopt by resolution a classification plan as part of the personnel
rules and regulations.
D.
Classification required. All Township employees and
positions shall be classified according to the classification plan
as herein stipulated.
E.
Council approval. The classification plan shall be
approved annually by Council in a classification/salary section of
the annual budget.
[Adopted 5-17-1990 as Res. No. 79-90-A]
The following rules and regulations are not
meant to conflict with Bristol Township Directives, the union contracts
or published and approved departmental regulations and procedures.
The aforementioned directives, contracts and regulations shall prevail
over these rules and regulations in the event of conflict. However,
the following shall be considered the basic rules and regulations
governing the conduct of those in the employ of the Township of Bristol.
Discipline under these rules will be administered through the appropriate
department head, subject to the direction and approval of the Managing
Director.
A.
As the Township continues to improve benefits or update
its policies, changes in the Township of Bristol rules and regulations
may be required. Employees will be informed by written notification
of all revisions. However, the Township cannot assume the responsibility
of updating an employee's personal copy of the employee rules and
regulations, and it should not be referred to as a legal document
as the employee rules and regulations are not an employment contract.
For the employee's convenience, a master copy will be available from
each department head or the Managing Director's office.
B.
If an employee has any questions concerning these
policies, he or she should talk to his or her supervisor or department
head.
A.
Regular working hours shall consist of shifts as prescribed
by the union contracts, the Executive or departmental policy as set
from time to time. Starting time will be determined by the department
head. Each department shall establish starting, lunch and quitting
time for the respective groups of employees.
B.
All equipment, tools, etc., are interchangeable between
departments and divisions of the various departments at the discretion
of their department heads. All personnel are interchangeable amongst
the various departments in accordance with existing laws.
C.
If for any reason overtime is necessary, permission
for such overtime must be obtained through the department head, who
will be guided by directives issued by the Managing Director except
in cases of emergency.
D.
Certain limited services are provided on Saturdays,
Sundays and holidays. Work on these days shall be as assigned by the
department head.
E.
Special working hours and shifts may be assigned to
personnel from time to time to meet the need of the Township's responsibility
to the people.
F.
All releases of information which may become public
must be cleared with the appropriate department head and the Managing
Director before such information is released, and those releasing
such information must have authority delegated to them, in writing,
by the appropriate department head. An employee must obtain permission
from the appropriate department head before filling speaking engagements
which involve the discussion of department business in writing. The
release of incorrect information or misrepresentation of fact may
subject the employee to disciplinary action.
G.
Information relative to matters of general interest
to Bristol Township employees, such as sickness, accidents and injuries,
vacations, retirements, etc., should be obtained from the Managing
Director's office. Further information regarding sick leave reporting
and other policies will be published and distributed to supervision.
All requests for information shall be in writing.
H.
Employees shall thoroughly familiarize themselves
with all rules and regulations pertinent to Bristol Township employees,
and in case of doubt, refer inquiries to their immediate supervisor,
respective union or the Managing Director's office.
I.
No vacation or compensatory time may be taken without
prior approval of the department head after consultation with the
Managing Director.
J.
All absences not previously arranged for should be
reported to the Bristol Township Police Department no later than one
hour before normal starting time of the shift involved. Failure to
report such an absence without good cause will constitute an unexcused
absence.
K.
Retirement. An employee over the age of 70 years shall
be separated from Township employment unless, before his/her 71st
birthday, he/she requests and is granted an extension of service by
the Managing Director. An extension of service to any employee over
the age of 70 years shall be made solely by the Managing Director
at his/her discretion, taking into account, among other things, the
requirements and financial condition of the Township and the skill
and ability of the employee.
L.
Medical leave of absences.
(1)
The Township reserves the right to replace an employee
on medical leave of absence with another employee. When the person
on leave is ready to return to work, he/she must contact the Managing
Director one month before the expected time of return. In addition,
a physician's written statement approving the return to work must
be submitted. If the employee fails to follow this procedure, he/she
will be considered to have voluntarily terminated his/her employment.
(2)
An employee returning from medical leave of absence
is not guaranteed that he/she will return to his/her old job or position.
The Township will attempt to reinstate the employee to his/her previous
position, if available, or a similar position that is available. If
the same or similar position is not available, the returning employee
will be assigned to an available position which, in the Managing Director's
opinion, the employee can perform competently. If no position is available,
the employee will be entitled to the next available position which
the Township believes the employee can perform competently.
M.
The right is reserved to amend or add to these rules
and regulations at any time, at the discretion of the Managing Director,
in order to keep abreast of situations as they change from time to
time. In such cases, the employee union and the Council and Executive
will be advised of the changes prior to implementation. Should the
Council and Executive consider it appropriate to approve such changes,
they will be submitted in the form of a resolution.
N.
No employee of Bristol Township shall give recommendations
to the public concerning any business, service or professional for
the purpose of directing the public to patronize a business, service
or professional.
O.
No employee shall give a recommendation or personal
assessment of performance on any current or past employee without
the express approval of the Managing Director.
A.
Every employee shall obey the orders given him by
those who have authority to issue such orders; i.e., the proper chain
of command shall be followed (Managing Director, department head,
supervisor). In the event the authority of a supervisor is questionable,
the employee shall carry out the order first, then question the matter
of authority through the grievance procedure.
B.
Each employee must be ready to begin work at the specified
time and place and remain on duty until the specified quitting time.
C.
Employees shall perform their work as efficiently
as possible. They shall not pursue or perform any private activity
during working hours.
D.
No employee shall report for work or discharge his duties while under the influence of alcohol or drugs. Furthermore, no alcoholic beverages or nonprescribed drugs in any form, other than common medication, will be permitted on Township property or dispensed from an employee vehicle or consumed during working hours without prior knowledge and approval from the Department or Township Manager. Violations will be cause for severe disciplinary action, including immediate suspension with intent to terminate. (See § 34-25 for policy statement on alcoholism.)
E.
Employees shall not engage in gambling on any Township
property during working hours. Employees who voluntarily remain in
the immediate presence of others who engage in gambling will be considered
participants. Violations will be cause for severe disciplinary action.
F.
Employees shall not misappropriate funds, private
property or public property from any vehicle, locker, building, yard
or other place. Violation will be cause for severe disciplinary action.
G.
Employees, except those employed therein, shall not
enter storerooms, shops, offices and other places of work except by
permission of the person in charge and then only on Township business.
Employees shall not interfere with the work of others by loitering
and shall not loiter in aforementioned places when off duty.
H.
Parking of private vehicles within yards is permitted
in places designated for such parking which does not interfere with
Township operations. Under no circumstances will parking of private
cars be permitted under truck sheds, garages or other areas reserved
or permitted for Township equipment.
I.
Crews are allowed a lunch period which will, in general,
be taken reasonably close to the middle of the shift. In the case
of the Highway Department and the Police Department, the location
of the lunch break shall be in the immediate vicinity of the working
area.
J.
All employees shall be reasonably neat and clean.
Prescribed uniforms will be worn at all times while on duty.
K.
Each and every employee must file with the Personnel
Department, through his/her department head, his/her correct address
and telephone number and keep them up-to-date.
L.
All departments and services rendered come under close
scrutiny of the public. Regardless of this scrutiny, it behooves employees
to conduct themselves properly and industriously at all times. The
opinions of people are formed by the manner in which all equipment
is operated and maintained, since it is public property.
M.
Tampering with time clocks or time cards or the unauthorized
clocking of another employee's time card will be grounds for severe
disciplinary action.
N.
Abusive or profane language will subject any employee
to disciplinary action.
O.
All departments and employees shall observe all safety
rules and regulations as instituted by the Township and Department
of Transportation.
P.
All operators shall operate their equipment and vehicles
in conformity with all traffic laws unless specific instructions are
issued by supervision for public works assignments and such instructions
are properly complied with. Operators shall not permit unauthorized
persons to ride in or drive equipment or vehicles.
Q.
Operators of all equipment will be held responsible
for the removal of all refuse and debris clinging to trucks, dump
bodies, packers, etc. The cleaning of all equipment by the operators,
assisted by helpers, if necessary, shall be performed on the bodies
of all equipment at all times and said equipment shall not contain
miscellaneous and nondescript items. Drivers of all vehicles shall
have them washed regularly and shall keep the inside of the vehicle
clean and neat in accordance with department policy.
R.
Operators of all equipment, including passenger vehicles,
shall report necessary repairs needed, including tires, on forms provided
by the appropriate Township garage for that purpose. All vehicles
shall be refueled at the place designated by the department head.
Equipment operators shall be responsible for the performance of preventive
maintenance on equipment to which they are assigned. Operators shall
also be responsible for the proper shutdown of equipment at the end
of their shift.
S.
All drivers of equipment of any nature must be licensed
as required by state law to operate equipment to which they are assigned.
T.
All accidents in which Township equipment is involved,
including injury to animals, must be reported on forms provided by
the Police Department. In case of accidents, the operator shall immediately
notify the Police Department and his supervisor and remain on the
scene. Police vehicles on critical emergency missions shall follow
departmental procedure.
U.
Employees shall not perform private work on Township
property or perform private work with the use of Township-owned materials,
equipment, tools or labor. Employees shall not use Township-owned
vehicles in the conduct of their own personal affairs without written
permission from the Managing Director.
V.
All employees shall treat as confidential the official
business of all departments. Breach of confidence shall be subject
to disciplinary action. Release of confidential information must be
with the expressed approval of the Managing Director.
W.
In general, coffee breaks shall be at the discretion
of the department head, in accordance with the appropriate labor contract.
No Township vehicles shall congregate at one time for coffee breaks.
Township employees shall receive breaks in accordance with the terms
of the employees' union agreements.
X.
Pornographic material or that which reflects poor
taste will not be permitted on Township property at any time.
Y.
Willful insubordination will constitute cause for
disciplinary action. Repeated or chronic insubordination shall be
cause for dismissal from Township employment.
Z.
Violation of safety will constitute cause for disciplinary
action.
AA.
All operators and passengers of Township vehicles
shall wear seat belts. Failure to wear safety restraints will subject
the employee to disciplinary action.
BB.
Conduct of a Township employee which brings discredit
to the Township of Bristol in reference to the moral integrity or
general character of its employees shall be considered just cause
for severe disciplinary action.
CC.
Purchasing activity without the expressed permission
of the Township Manager's office shall not be conducted by Township
employees. Employees shall not avail themselves of Township discounts
or tax exemptions when buying items for personal use. Violations shall
subject the employee to severe disciplinary action.
DD.
All employees, of whatever rank, position or affiliation,
are forbidden to give statements to, meet with or in any manner discuss
with any claimant or potential claimant, insurance investigator or
adjuster or attorney, any ongoing or pending litigation involving
the Township, Council or any public official or employee of the Township,
or any claim which has been or may be made against the Township, public
officials or employees, without first obtaining the consent of the
Managing Director and/or the Township Solicitor. Violation will result
in severe disciplinary action.
A.
All employees must have the right to a work environment
free from intimidation and harassment because of their sex, race,
age, religion, political affiliation and ethnic origin. The Township
of Bristol prohibits any physical, verbal or visual harassment. An
employee should report any complaints to his or her immediate supervisor
or the designated Harassment Grievance Manager.
B.
Employees may contact the Managing Director for the
name of the designated Harassment Grievance Manager.
A.
Policy statement.
(1)
Bristol Township recognizes alcoholism as a disease
which is treatable.
(2)
For the purpose of this policy, alcoholism exists
when an employee's consumption of any alcoholic beverage begins to
interfere with job performance.
(3)
Bristol Township is not concerned with social or moderate
drinking, but does have a definite concern and responsibility when
an employee's alcoholism or drinking begins to impact on job performance.
(4)
The social stigma often associated with alcoholism
is inappropriate and is an impediment to effective treatment. Bristol
Township expects that this policy will encourage self-referral of
employees who suspect that they may have alcoholism or a drinking
problem.
(5)
This policy is intended to assure that no employee
with alcoholism or a drinking problem will have his or her job security
or promotional opportunities jeopardized by a request for help.
(6)
The individual's rights to confidentiality and privacy
are recognized. The pertinent information and records of employees
with alcoholism will be preserved in the same manner as all other
medical records.
(7)
Supervisors should not attempt to diagnose alcoholism.
Supervisor-initiated referral for diagnosis and treatment should be
based strictly on unsatisfactory or deteriorating job performance
resulting from apparent medical or behavioral problems, whatever their
nature.
(8)
Employees with alcoholism will receive the same careful
consideration and opportunities for treatment that are presently extended
to employees with any other illness.
(9)
It will be the responsibility of the employee to comply
with the referral for diagnosis and to cooperate with the prescribed
treatment. An employee's refusal to accept diagnosis or treatment,
or failure to respond to treatment, will be handled in the same manner
as for all other illnesses when job performance continues to be adversely
affected.
(10)
Implementation of this policy will not require or
result in any special regulation, privileges or exemptions from the
standard administrative practices applicable to job performance requirements.
B.
Purpose and intent of policy. This policy statement
reflects Bristol Township's position on alcoholism. It is further
intended to negate informal practices that may exist in connection
with alcoholism, especially those that lead to the cover-up and protection
of the alcoholic. It puts a responsibility on all levels of management
to be alert to unsatisfactory or still acceptable but deteriorating
job performance and to follow the program whenever this occurs.
A.
The safety and health of each employee and citizen
who comes in contact with the Township's property, equipment or operation
are of vital concern to the Township of Bristol's elected officials.
As public servants dedicated to the well-being of our citizenry, each
of us must pursue the highest standards in our assigned activities.
The Township of Bristol hereby establishes a policy of accident and
illness prevention based on awareness and total participation. This
policy obligates the Township with the responsibility of:
B.
Since the well-being of persons involved in the protection
of our physical resources is as important as the activities or work
performed, the Township hereby sets as its goal the maintenance of
a healthy and accident-free environment. The requirements for such
a program shall be based on common sense, accepted practice and the
standards required by federal, state and local authorities.
C.
The management responsibility for this policy follows
the line authority from the Bristol Township Council and the Managing
Director and then to the department heads, supervisors and line employees.
D.
The following procedures are in effect:
(1)
The Managing Director, along with the Safety Council,
will develop policies.
(2)
The Managing Director, with the consent of the Executive,
will appoint a Safety Council advisory to himself to assist in implementing
the Township's safety program.
(3)
The Executive will appoint a Safety Coordinator, as
an action agent, to guide the accident prevention effort.
(4)
Necessary directives will be promulgated to make certain
that all employees are aware of this policy, with provisions for regular
meetings, training and disciplinary action as required.
