[HISTORY: Adopted by the Township Council
of Horsham Township at time of adoption of Code (see Ch. 1, General
Provisions, Art. I). Amendments noted where applicable.]
GENERAL REFERENCES
Administration of government — See Ch. 5.
A.
Basis for administration of the system. Pursuant to
Section 303 of the Charter, the personnel system of Horsham Township
shall be administered based upon merit principal and other recommendations
of the Township Manager.
B.
Administration. The administration of the personnel
system, exclusive of the Police Department, shall be the responsibility
of the Township Manager.
C.
Scope. Except as otherwise stated, the personnel system
and all personnel policies, procedures and regulations shall apply
to all nonuniform employees of the Township, except members of Council
and other elected officials, and the appointed members of municipal
boards and authorities.
D.
General personnel policy. It shall be the policy of
the Township that the following principles shall apply to the personnel
system:
(1)
Employment with the Township shall be based on merit
and fitness, free of personal and political consideration.
(2)
The Township shall not discriminate in any manner
against any person on the basis of race, color, creed, religion, sex,
age, national origin, or political affiliation with regard to employment
in the Township.
(3)
All employees of the Township shall be “at will”
employees, subject to discharge at the sole discretion of the Township
Manager. Prior to discharge, the Township Manager shall conduct an
exit interview with the discharged employee.
(4)
Positions having similar duties and responsibilities
shall be classified and compensated on a uniform basis.
(5)
Just and equitable incentive and conditions of employment
shall be established and maintained to promote efficiency and economy
in the Township government.
It shall be the policy of the Township to require
that the following principles shall apply to all employees:
A.
All employees of the Township shall share common responsibility
to provide efficient and dedicated services in the public interest.
B.
Public employees are agents of the public purpose
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.
All appointment and promotions shall be made
by the Manager at the discretion of the Manager, provided that appointment
and promotions shall be based and merit and fitness for the position
in question. The Manager shall prepare, subject to the approval of
Council, job descriptions for each position detailing the skills,
education, certifications and physical abilities required for each
position.
The Township Manager shall prepare a classification
of all Township positions based on duties, authorities and responsibilities
of each position. The classification of positions shall be amended
whenever warranted by change or circumstances.
Grievance procedures shall be set forth in the
collective bargaining agreement between the Township and nonuniform
employees. In the absence of a collective bargaining agreement, an
employee who feels that he or she has been treated in a manner which
is not consistent with this code or the resolutions of the Township
which apply to the working conditions of said employee, he or she
may present a grievance, in writing, in the following manner:
A.
Step One: The employee shall orally explain his or
her grievance to his or her immediate supervisor. If the employee
does not have a supervisor, the grievance shall be directed to the
Township Manager. The recipient of the complaint shall attempt to
resolve the grievance to the mutual satisfaction of the employee and
management within five working days of its presentation. The decision
shall be reported to the employee orally. If the employee does not
proceed with his or her grievance to the second step within two calendar
weeks after receiving the decision, the grievance shall be considered
to be satisfactorily resolved. All grievances must be communicated
to the appropriate supervisors within 30 days of the date of the act
or omission which gave rise to the grievance.
B.
Step Two: Failing to receive satisfaction at the first
step of the grievance procedure, the employee shall send a written
statement of his or her complaint to the Township Manager. The Township
Manager shall act on the grievance within 10 days of the receipt thereof.
Depending upon the seriousness of the grievance, the time for action
by the Township Manager shall be expanded pending an investigation
of the grievance. In the event of an investigation, the Township Manager
shall advise the grievant that an investigation is being pursued,
and an answer to the grievance shall be given no later than 30 days
from the date of the filing of the second step of this grievance procedure.
A written answer to the grievance shall be sent to the employee, explaining
the results of the Township Manager's deliberation. In the event the
employee has no supervisor other than the Township Manager, the second
and final step of the grievance shall be heard by Council.
C.
Harassment claims. Council shall establish, by resolution,
a procedure for the handling of claims of sexual harassment.
Hours of work, sick leave, vacation leave and
holidays shall be established by resolution of Council, upon recommendation
of the Township Manager, provided that said resolution shall be consistent
with any collective bargaining agreement in effect at the time of
the resolution.
The benefits and compensation of nonuniform
employees shall be established by Council upon recommendation of the
Township Manager and in accordance with all federal and state laws.
The benefits and compensation of nonuniform employees shall be consistent
with any collective bargaining agreement then in effect.
The Township Manager shall maintain a personnel
file for each employee including materials, correspondence and records
pursuant to the employee and his or her employment. Employees shall
be allowed to review their personnel records upon request. However,
all personnel information and records, except as they deal with compensation
and benefits, shall not be a matter of the public record.
Employee benefits shall be established by resolution
of Council, which resolution shall remain in effect unless and until
revised by resolution of Council.
