Township of Evesham, NJ
Burlington County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Township Council of the Township of Evesham 3-6-1973 by Ord. No. 4-2-1973. Amendments noted where applicable.]
GENERAL REFERENCES
Township Manager as Personnel Officer — See Ch. 3, Art. IV.
Post-retirement benefits — See Ch. 24.
Salaries and compensation — See Ch. 30.

§ 22-1 Applicability.

[Amended 11-1-1977 by Ord. No. 40-11-77; 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93; 11-21-1995 by Ord. No. 45-11-95]
A. 
There is hereby established a personnel system for the Township of Evesham. All positions of employment, except elected positions and those positions appointed directly by the Township Council, shall be subject to such rules, regulations and procedures herein set forth and hereafter promulgated by the Township of Evesham. All politically elected officials and those employment positions filled by direct appointment of the Township of Evesham are exempt from the provisions of this chapter.
B. 
This chapter shall be read and interpreted in conjunction with any applicable collective bargaining agreement. This chapter shall be interpreted, whenever possible, to not be in conflict with the provisions of any applicable collective bargaining agreement. If a conflict does exist between this chapter and the provisions of an applicable valid collective bargaining agreement, the provisions of the collective bargaining agreement shall apply.

§ 22-2 Responsibility for implementation.

The responsibility for implementing this chapter and for the general supervision of the personnel system is hereby vested in the Township Manager.[1]
[1]
Editor's Note: For additional provisions pertaining to the responsibilities of the Township Manager with respect to personnel, see Ch. 3, Administrative Code, Art. IV.

§ 22-3 Responsibilities of Township Manager.

The Township Manager shall be responsible for the following:
A. 
Making recommendations to the Council with regard to the classification of positions and compensation therefor, the administration of the classification system and the rates of compensation and inclusion of said recommendations each year in the budget recommendations submitted to the Township Council.
B. 
Establishing qualifications for all employment positions prior to the creation thereof.
C. 
The appointment, transfer, promotion, demotion, suspension, dismissal or any such change in an employee's status.
D. 
Making recommendations concerning measures calculated to increase efficiency and to promote the interest and welfare of employees.
E. 
Devising necessary administrative procedures to execute the policies of the Township Council.
F. 
Administering such rules and regulations and procedures as may be set forth by the Township Council.
G. 
Recruiting, examining, investigating and determining qualifications for all positions in the personnel system.
H. 
Maintaining such personnel records as may be required.

§ 22-4 Responsibilities of Township Council.

The Township Council shall:
A. 
Adopt rules for the regulation of personnel matters in conformity with and in furtherance of this chapter.
B. 
Approve, establish, modify or abolish all positions or classes of positions, provided that in connection with the adoption of the annual budget for the Township, the Township Council shall approve all proposed positions.
C. 
Approve, establish or modify all salary schedules for classes of positions, provided that in connection with the adoption of the annual budget for the Township, the Township Council shall approve salary schedules.

§ 22-5 Classification of positions.

A. 
The Township Manager shall recommend classification of all of the positions in the personnel system, assigning to each the appropriate title, experience, capacity, knowledge, skill and other qualifications, including the minimum prerequisites for appointments. This classification plan shall be so developed and maintained that all positions substantially similar with respect to duties, responsibilities and authority over character of work are included within the same class and that the same schedule of compensation can be made to apply with equity under like working conditions to all positions within the class. The classification plan so recommended shall be transmitted to the Township Council for adoption.
B. 
The Township Manager may recommend the reclassification of positions from time to time. Every position in the personnel system shall be allocated to one of the classes, and thereafter the position title and class so established shall be used in all personnel, fiscal and other documents and correspondence of the Township.

§ 22-6 Compensation plan; use of Township vehicles.

A. 
The Township Manager shall, when necessary, make recommendations to the Township Council for changes in base and maximum salaries for each class of position in the personnel system as established by the initial schedule to be adopted by the Township Council. Provision shall be made for annual in-grade salary increases for each class of position until the maximum salary is attained; provided, however, that prior to the granting of any in-grade salary increase the supervisor of the employee concerned must certify to the Township Manager that the employee has performed his duties satisfactorily for the preceding year, or in the case of probational appointees, from the date of appointment, except as otherwise provided herein.
(1) 
An in-grade salary increase may be granted to new appointees after completion of a sixty-day probationary service if the Township Manager determines that the quality of performance is satisfactory.
[Amended 12-20-1983 by Ord. No. 51-12-83]
(2) 
If an employee is promoted, his anniversary date becomes the date of promotion and a probationary period will follow as for a new employee. If his position is reclassified to a higher grade, the employee's increment date and probationary period remain as originally established.
(3) 
No employee who is promoted or whose position is reclassified to a higher grade shall receive a salary or wage lower than that which he received prior to his promotion or reclassification of his position. An incumbent employee in a position which is reclassified upward will be paid on the basis of the next highest step of the grade into which the position has been reclassified. In the event an employee is demoted or reassigned to a lower grade, the Township Manager shall have the authority to place him in any step of the grade in which his new position is classified.
B. 
No employee in the personnel system shall be paid a salary less than the established minimum nor greater than the maximum rates fixed in the compensation plan for the position he holds.
C. 
Employees required to travel and/or use personal conveyances on official business for the Township shall be reimbursed for all reasonable expenses for food, lodging and transportation as may have been incurred while on such official business of the Township, except that reimbursement for the use of personal conveyances shall be at such rate or rates as may be set forth by the Mayor and Council.
D. 
Those employees whom the Township Manager has assigned a vehicle shall use said vehicle for business purposes only. The heads of departments shall ensure all Township vehicles are properly marked with decals (except certain police vehicles).
[Added 12-7-1993 by Ord. No. 61-12-93[1]]
[1]
Editor's Note: This ordinance also renumbered former Subsections D and E as Subsections E and F. Ordinance No. 51-12-83, adopted 12-20-1983, had repealed original Subsection D, Compensation for employees required to work shift work, renumbered original Subsections E and F as D and E and repealed former Subsection G, which provided for outstanding service increments.
E. 
The Township Manager and heads of departments shall be ineligible for compensatory leave time as the nature of these positions dictate flexibility in working hours. However, compensation requisite to the high responsibilities and peculiar demands of said positions shall be reflected in the rates of compensation. The Township Manager, at his discretion, may grant reasonable leave to compensate for excessive working hours required.
F. 
The compensation plan shall take effect by adoption of an ordinance of the Township by the Township Council.

§ 22-7 Personnel actions.

[Amended 12-20-1983 by Ord. No. 51-12-83; 9-6-1988 by Ord. No. 43-9-88; 12-7-1993 by Ord. No. 61-12-93]
A. 
In the event that a vacancy occurs in any position established under the personnel system, the Township Manager shall first ascertain whether any employee in the personnel system is sufficiently qualified and willing to accept promotion or reassignment. Should the Township Manager determine that no member of the personnel system meets such criteria, he shall seek applicants from outside the service by advertisement.
B. 
Appointment from without the system.
(1) 
All applicants for employment shall be required to furnish, on forms provided by the Township, complete information as to education, special training, experience and skills, as well as a chronological statement of previous employment, together with references.
(2) 
The Township Manager shall make or cause to be made such investigation as is necessary to verify the facts contained in the application and shall conduct such oral interviews as he may deem necessary. The Township Manager may conduct such tests and examinations as he may deem necessary to determine the qualifications of the applicants for the position.
(3) 
All appointments shall be made on the basis of merit only and without regard to race, creed, sex, sexual orientation, age or disability.
[Amended 8-6-1996 by Ord. No. 39-8-96]
C. 
All appointments to positions made from within or without the organization shall be subject to a six-month probationary period. During this period, the appointee's performance shall be closely reviewed to determine his/her ability to carry out his/her assigned tasks, his/her efficiency and other characteristics relative to the requirements of the position. Such a review shall be conducted by the appointee's immediate supervisor and by the Township Manager. If the Township Manager determines that the probational appointee is not satisfactory, release of the appointee from the position may be made.
D. 
Regular appointment. Upon satisfactory completion of the six-month probationary period, each appointee shall be granted a regular appointment in the personnel system. In each case, the Township Manager shall include in the appointee's personnel file a statement evaluating the employee's performance during the probationary period. In the event that the Township Manager is unable to make a determination as to whether an employee shall be granted a regular appointment at the end of the six-month probationary period, the Township Manager may extend the employee's probation for a further six-month period.
E. 
Temporary appointments. Whenever the Township Manager determines that, because of heavy workloads, special projects or for other similar reasons, it is of advantage to the Township, he may, within the limits set forth in the budget, make appointments on a temporary basis. Temporary appointments shall not be granted regular appointment status in the personnel system, except upon probational appointment, and any time spent as a temporary appointee shall not be credited toward the probationary period.
F. 
Demotions. Where the action or performance of an employee does not warrant dismissal or where the nature of the work required of the employee warrants such action, the Township Manager may reduce an employee to an established position in a lower grade or class.
G. 
Resignations. An employee resigning his position shall, whenever possible, give at least two weeks' notice in writing. Whenever the date of departure falls between established pay periods, the employee may be paid on the date of the next consecutive payday for the time worked.
H. 
Reemployment of former employees. In the event a former employee of the Township is reemployed within one year from the date of termination of his employment, the Township Manager may, at his discretion, reinstate the employee in his former grade and credit him with his prior service with the Township of Evesham.

§ 22-8 (Reserved) [1]

[1]
Editor's Note: Former § 22-8, Suspension, dismissal, demotion or resignation from position, was repealed 12-7-1993 by Ord. No. 61-12-93.

§ 22-9 Leaves.

A. 
Leave of absence without pay. The Township Manager may grant requests for leave of absence without pay for periods not to exceed one year, when such leave is for a valid purpose and when it appears that reinstatement of the employee would be in the best interest of the Township. There will be no accumulation of employee benefits during a leave of absence without pay.
[Amended 12-20-1983 by Ord. No. 51-12-83]
B. 
Official leave. The Township Manager may grant official leaves with pay for the purpose of having employees attend professional meetings, technical conferences, short term courses in matters relating to official duties or for other valid purposes. Such leave will not be deducted from any other leave earned by the employee.
C. 
Jury leave. Any regular employee called upon for jury service will be reimbursed the difference between payments received as a juror and his regular salary. Such leave will not be deducted from any other leave earned by the employee.
D. 
Military leave. Any regular employee who is a member of any United States Military Reserve or National Guard unit and is required to engage in field training exercises will be granted paid military leave (not to exceed two weeks in any one year) for those days on which the employee is actually engaged in unit-training in-field operations. Such leave will not be deducted from any other leave earned by the employee unless training leave is granted in excess of two weeks.
[Amended 10-12-1982 by Ord. No. 39-10-82; 12-7-1993 by Ord. No. 61-12-93]
E. 
Vacation leave. Employees hired prior to January 1, 1994, shall receive vacation leave on a monthly basis as follows:
[Amended 10-18-1977 by Ord. No. 38-10-77; 11-21-1978 by Ord. No. 43-11-78; 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93; 8-6-1996 by Ord. No. 39-8-96]
(1) 
All Township employees with five or less years of service earn 1 1/4 days of annual leave for each month of service per year (15 days maximum).
(2) 
All Township employees with from six to 10 years of service earn 1 1/2 days of annual leave for each month of service per year (18 days maximum).
(3) 
All Township employees with from 11 to 19 years of service earn 1 2/3 days of annual leave for each month of service per year (20 days maximum).
(4) 
All Township employees with 20 or more years of service earn 2 1/12 days of annual vacation leave for each month of service (25 days maximum).
[Amended 8-6-1996 by Ord. No. 39-8-96]
(5) 
Employees hired after January 1, 1994, earn vacation leave on a monthly basis as follows:
[Added 12-7-1993 by Ord. No. 61-12-93[1]]
Years Employed
Vacation Days Per Year
5 or less
10
6 to 10
15
11 to 19
20
20 or more
25
[1]
Editor's Note: This ordinance also renumbered former Subsections E(5) through (9) as E(6) through (10).
(6) 
Accumulation of leave. Unless authorized by the Township Manager, only one year's worth of annual vacation leave may be accumulated and carried into the next succeeding year.
(7) 
Crediting of leave. Annual leave shall be credited to each employee after it is earned. No provision will be made for advance crediting of annual leave. No employee shall be entitled to receive earned leave until after the probation period, unless specifically authorized by the Township Manager.
[Amended 12-7-1993 by Ord. No. 61-12-93]
(8) 
Payment for unused leave upon termination of employment. Upon termination, an employee in good standing may take the unused portion of annual leave or may request payment for the same, except that an employee terminating Township employment before having been employed for a continuous period of six months shall not be entitled to such payment. No payment for unused vacation leave will be made to any employee who is dismissed.
[Amended 12-7-1993 by Ord. No. 61-12-93]
(9) 
The Township Manager shall require that vacation schedules be prepared in advance, and he shall have the authority to adjust such schedules so as to maintain an effective working force at all times.
(10) 
None of the provisions in this section shall apply to temporary employees.
[Amended 8-6-1996 by Ord. No. 39-8-96]
(11) 
Regular part-time employees shall be entitled to vacation leave in accordance with the above schedules, except that it shall be pro-rated according to the number of hours worked.
[Added 12-7-1993 by Ord. No. 61-12-93]
F. 
Sick leave.
(1) 
All Township employees hired prior to August 1, 1996, shall earn sick leave on a monthly basis at a rate of 1 1/4 days of paid sick leave for each month of service (15 days maximum). Employees hired after August 1, 1996, shall earn sick leave on a monthly basis at a rate of 5/6 days of sick leave for each month of service (10 days maximum). The Township will compensate employees for 1/2 of their accrued sick leave, with a limit of 60 days, for all those employees retiring with fewer than 15 years of service or resigning. No such sick leave payment will be compensated to any employee who is dismissed. Regular part-time employees' sick leave shall be calculated on a prorated basis according to the number of hours worked.
[Amended 10-18-1977 by Ord. No. 38-10-77; 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93; 8-6-1996 by Ord. No. 39-8-96; 11-12-1996 by Ord. No. 44-11-96]
(2) 
Sick leave at retirement.
[Added 12-7-1993 by Ord. No. 61-12-93[2]; amended 11-12-1996 by Ord. No. 44-11-96]
(a) 
Employees hired prior to January 1, 1997, shall receive payment for unused sick leave as follows:
[1] 
Employees who retire with 15 to 24 years of service with the Township of Evesham shall be paid 50% of all unused sick leave.
[2] 
Employees retiring with 25 or more years of service with the Township of Evesham shall be paid 75% of all unused sick leave.
(b) 
It is incumbent upon the retiring employee to give written notice to the Township Manager in the prior year (no later than December 31) of his or her intention to retire in the upcoming year. Failure of the employee to provide a timely written notice of retirement, or in the event that the employee does not retire in the year after written notice has been given, shall cause that employee to be compensated for unused sick leave in accordance with § 22-9F(1) above.
(c) 
Employees hired after January 1, 1997, shall receive payment for 1/2 of their accrued unused sick leave, with a limit of 60 days, as provided in § 22-9F(1).
[2]
Editor's Note: This ordinance also renumbered former Subsections F(2) through (6) as F(3) through (7).
(3) 
Conditions under which sick leave may be taken:
(a) 
Personal illness.
(b) 
Family illness.
(c) 
Quarantine.
(4) 
The Township Manager or department head may require such evidence as he deems necessary to validate an employee's sick leave.
(5) 
Any employee fraudulently obtaining sick leave may be subject to immediate dismissal.
(6) 
Advance of paid sick leave. In exceptional cases, an employee with more than one year's service may be advanced up to 15 days' unearned paid sick leave upon the recommendation of his department head to the Township Manager.
[Amended 12-20-1983 by Ord. No. 51-12-83]
(7) 
Personal injury received on duty. Employees incapacitated due to injury in the line of duty shall not be charged sick leave. The Township shall pay the employee the difference between his regular pay and the amount received by workmen's compensation insurance for a period not to exceed one year. Any employee fraudulently obtaining time off under this section or found to be participating in other employment while on time off for injury received on duty may be subject to immediate dismissal.
[Amended 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93]
G. 
Funeral leave. A regular full-time or part-time employee who is excused from work because of death in his immediate family (as defined below) shall be paid at his regular rate of pay up to 24 scheduled working hours following the death. Time off with pay as provided in this section shall be used for the purpose of handling necessary arrangements and attendance at the funeral of the deceased member of the immediate family. Immediate family is defined to mean the employee's parents, spouse, children, brother or sister only. One day (not to exceed eight hours) of funeral leave shall be granted for the death of an employee's grandparent, grandchild, mother-in-law, father-in-law, brother-in-law or sister-in-law, niece or nephew.
[Amended 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93]
H. 
Holidays.
(1) 
All Township employees who are not otherwise covered by a collective bargaining agreement shall be granted holiday leave with pay for the following 13 holidays:
[Amended 10-18-1977 by Ord. No. 38-10-77; 10-18-1983 by Ord. No. 46-10-83; 12-7-1993 by Ord. No. 61-12-93; 11-12-1996 by Ord. No. 44-11-96]
New Year's Day
Presidents' Day
Good Friday
Easter Monday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Thanksgiving Friday
Christmas Day
The day following Christmas Day
(2) 
The municipal offices shall be closed on the aforesaid holidays (except for employee's personal days), and the dates of observance of the aforesaid holidays shall be those established by New Jersey state law, where applicable.
(3) 
Any hourly employee required to work on a holiday shall be paid, in addition to one full day's pay, an amount equal to his hourly wage for the time actually worked on the holiday.
[Amended 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93]
(4) 
Holiday leave will not be deducted from any other leave earned by an employee.
(5) 
When one of the above holidays falls on a Saturday or Sunday, the preceding Friday or the following Monday shall be designated as a substitute holiday and observed as an official holiday for that year for each employee.
(6) 
Unless otherwise stipulated by contract, General Election Day shall be designated as a floating holiday. Such floating holiday shall be scheduled and utilized in the same manner as vacation and personal days. A floating holiday must be used during the year in which it accrues and shall not be cumulative from year to year. No monetary compensation shall be provided for unused floating holidays to an employee upon termination.
[Added 10-18-1983 by Ord. No. 46-10-83; amended 11-12-1996 by Ord. No. 44-11-96]
(7) 
Due to the seasonal nature of their work schedule, regular school crossing guards shall be granted holiday leave with pay for the following holidays:
[Added 9-6-1988 by Ord. No. 43-9-88]
New Year's Day
Good Friday
Memorial Day
Thanksgiving Day
Christmas Day
I. 
Personal day.
[Amended 10-18-1977 by Ord. No. 38-10-77; 11-21-1978 by Ord. No. 43-11-78; 12-20-1983 by Ord. No. 51-12-83]
(1) 
Unless otherwise specified by a valid labor agreement, the Township Manager may grant each full-time employee who has been in the Township employ for at least six months personal leave each year for the purpose of conducting personal business according to the following schedule:
(a) 
During the first year of employment: one personal day.
(b) 
During the second year of employment: two personal days.
(c) 
During the third year of employment and each year thereafter: three personal days.
(2) 
Personal days do not accrue from year to year nor are they payable upon separation.
[Amended 12-7-1993 by Ord. No. 61-12-93]
J. 
Records. The Township Manager shall cause to be maintained adequate current records for leave accounting, said records to be a part of the personnel and fiscal records of the Township.
K. 
With the exception of leave of absence without pay, employees will be credited with time in service for the periods they are on leave.
L. 
Regular part-time employees. Permanent part-time employees shall be eligible for leave privileges under the provisions of this section on a pro-rated basis. Leave privileges do not apply to part-time school crossing guard positions.
[Amended 12-20-1983 by Ord. No. 51-12-83; 12-7-1993 by Ord. No. 61-12-93]

§ 22-10 Hours of work; overtime.

[Amended 7-6-1976 by Ord. No. 15-7-76; 12-7-1993 by Ord. No. 61-12-93]
All authorized work in excess of the prescribed working hours per week shall be compensated for at 1 1/2 times the hourly rate paid the hourly employees or by compensatory leave as authorized by the Township Manager for salaried employees. Except for the workweek requirements of employees which are established by the terms and conditions of a collective negotiated agreement between the Township and the appropriate collective negotiating unit which represents said employees, the workweek requirements for full-time Township employees shall be as follows:
A. 
For all full-time clerical and administrative personnel, the workweek shall be 40 hours and shall consist of 35 paid working hours and five unpaid lunch hours.
B. 
For other full-time Township employees, except for Police Department employees, the workweek shall be 42 1/2 hours and shall consist of 40 paid work hours and 2 1/2 unpaid lunch hours.

§ 22-11 Personnel records and forms.

A. 
The Township Manager shall cause to be maintained a complete personnel file for each employee. Such file shall contain a personal history form or application form and all other records, memoranda or other data which will aid in developing a complete history record of the employee's service within the Township.
B. 
The Township Manager shall develop such other forms and procedures as may be required to carry out the provisions of this chapter.

§ 22-12 Retirement benefits.

[Amended 12-20-1983 by Ord. No. 51-12-83]
All regular employees in the personnel system of the Township of Evesham shall be participants in the New Jersey State Pension System.

§ 22-13 Disciplinary procedures.

[Amended 12-7-1993 by Ord. No. 61-12-93]
A. 
Personnel system employees. Whenever work habits, attitudes, production, infraction of regulations or personal conduct of an employee falls below a desirable standard, it is the duty of the employee's supervisor to point out the deficiencies at the time they are observed. The disciplinary procedure shall be carried out in the following order:
(1) 
The supervisor/department head shall give an oral warning to the employee.
(2) 
The supervisor/department head shall give written warning to the employee. A copy of such shall be filed with the Township Manager.
(a) 
The employee has three working days from receipt of the written warning to request, in writing, a meeting with the department head.
(b) 
The department head shall have 10 days to meet with the employee to resolve the matter.
(c) 
If the matter is not concluded at this point, the employee may request a meeting with the Township Manager. The department head shall be present at this meeting. The decision of the Township Manager shall be final.
B. 
Suspension; discipline; dismissal.
(1) 
The Township Manager may dismiss an employee for cause. In each case, the Township Manager shall present the employee with a written statement of charges prior to dismissal. A copy of this statement of charges shall be filed in the records of the Township.
(2) 
The following activities are prohibited and may be grounds for suspension, with or without pay, or dismissal at the discretion of the Township Manager. (This list is not intended to be all inclusive.)
(a) 
Any political activity during working hours. No employee shall use his official position, at any time, for political gain for himself or others.
(b) 
Acceptance or solicitation of anything of value in exchange for a favor or favorable treatment above that given to the public generally.
(c) 
During regular working hours, outside employment activity which does not directly relate to the employees official position, unless the employee is on approved leave.
(d) 
Outside business interests on the part of Township personnel in commercial enterprises doing business with the Township, unless such goods or services are not readily available elsewhere.
(e) 
Misfeasance, malfeasance or nonfeasance in the performance of duties.
(f) 
Violations of law, official rules, regulations or orders or failure to obey any lawful or reasonable direction when such action amounts to insubordination or a serious breach in discipline.
(g) 
Conviction of a felony.
(h) 
Willful or repeated negligence in performing duties, or conduct unbecoming an employee of the Township.
(i) 
Sustained conduct detrimental to the efficiency and morale of the organization.
(j) 
Fraud against the Township.
(k) 
Misuse of public funds.
(l) 
Falsifying reports or records.
(m) 
Being under the influence of drugs or alcohol during working hours.
(n) 
Possession or consumption of drugs or alcohol during working hours.
[Added 8-6-1996 by Ord. No. 39-8-96]
(o) 
Work performance consistently below expected standards.
[Added 8-6-1996 by Ord. No. 39-8-96]
C. 
Grievances.
(1) 
In all cases wherein an employee of the Township wishes to lodge a grievance or complaint, he shall follow the procedure set forth below. He shall:
(a) 
First discuss the matter with the immediate supervisor/department head.
(b) 
Second, if necessary, request, in writing, a meeting with the department head.
(c) 
Third, if necessary, request a meeting with the department head and the Township Manager.
(2) 
The Township Manager shall be the final arbiter of all grievances and complaints, and his decisions shall be considered final.

§ 22-14 Drug-free workplace.

[Added 8-20-1991 by Ord. No. 45-8-91]
A. 
It is the policy of the Township of Evesham to maintain a drug-free workplace.
B. 
The Township shall establish an ongoing drug-free awareness program to inform employees about:
(1) 
The dangers of drug abuse in the workplace.
(2) 
The Township's policy of maintaining a drug-free workplace.
(3) 
Available drug counseling, rehabilitation and employee assistance programs.
(4) 
The penalties which may be imposed upon employees for drug abuse violations which occur in the workplace.
C. 
The Township Clerk shall notify, by means of a written statement, all employees of the Township that:
(1) 
The unlawful manufacture, distribution, dispensing, possession or use of a controlled dangerous substance is prohibited in every workplace maintained by the municipality.
(2) 
The employee shall abide by the terms of the statement as a condition of employment.
(3) 
The employee, as a condition of employment, shall notify the Township Clerk of his or her conviction of any offense involving controlled dangerous substances occurring in the workplace no later than five calendar days following such conviction.
(4) 
Failure to abide by the terms of the statement shall result in personnel action (up to and including termination of employment) consistent with the Federal Rehabilitation Act of 1973, as amended, or a requirement that the employee participate satisfactorily in a drug abuse assistance and/or rehabilitation program approved by the Evesham Township Board of Health or the Burlington County Health Department as a condition of continued employment.
D. 
Upon receipt by the Township Clerk of notice of an employee's conviction of an offense involving controlled dangerous substances occurring in the workplace:
(1) 
The Township Clerk shall (within 10 calendar days) notify, in writing, any federal agency providing grant money for a project in which the convicted employee was working. The notice shall include the employee's position title and the identification number of each affected grant. The notice shall be provided to every grant officer or the designee on whose grant activity the convicted employee was working unless the federal agency has designated a central point for the receipt of such notices; and
(2) 
The Township shall (within 30 calendar days) either take appropriate personnel action (up to and including termination of employment) consistent with the requirements of the Federal Rehabilitation Act of 1973, as amended, against the convicted employee or require as a condition of continued employment that the convicted employee participate satisfactorily in a drug abuse assistance or rehabilitation program approved by the Evesham Township Board of Health or the Burlington County Health Department.

§ 22-15 Employee health benefits.

[Added 10-5-2010 by Ord. No. 23-10-2010; amended 6-28-2011 by Ord. No. 20-6-2011]
A. 
All Township employees, who are not otherwise covered by a collective bargaining agreement, shall receive health and dental benefit coverage from the Township as follows:
(1) 
Employees who select and/or use single, employee and child, or employee and spouse health and dental benefit coverage shall contribute 20% of the health and dental plan premiums toward benefits.
(2) 
Employees who select and/or use a family health and dental benefit coverage shall contribute 30% of the health and dental plan premiums toward benefits.
B. 
All Township employees, who are not otherwise covered by a collective bargaining agreement, shall receive prescription coverage from the Township as follows:
(1) 
For brand name: $20.
(2) 
For generic prescriptions: $15.
(3) 
For mail-order prescriptions: $10.