There is established, in and for this municipality, the following personnel policy relating to all present and future municipal employees of this Township, except those who come within the police contract, public works contract and the telecommunicators.[1]
[1]
Editor's Note: Original Section 2.108.020 of the 2002 Code, Nature of employment, which immediately followed this section, was repealed 12-8-2011.
A. 
This personnel policy is intended to provide Township employees and the Township governing body with a general outline of the Township's personnel policies. Employees are required to familiarize themselves with the contents of this policy, for it will answer many common questions concerning employment with the Township, and outline some of the duties of and responsibilities and benefits for, all Township employees.
B. 
However, this policy cannot anticipate every situation or answer every question about employment. This handbook is not an employment contract and is not intended to create contractual obligations of any kind. Neither the employee nor the Township has any obligation to continue the current employment relationship. Either party, in its discretion, and at its will, may end the relationship at any time. Unless stated otherwise in any written contract of employment, signed by both the employee and/or his/her representative and the Township, or unless the position held is a tenured position as set forth by statute, all employees of the municipality are "at-will" employees.
C. 
In order to retain necessary flexibility in the administration of policies and procedures, the Township reserves the right to change, amend, revise, or eliminate any of the policies and/or benefits described in this handbook, except for its policy of employment at will. The employee acknowledges that the Township may so amend this policy, at any time and in its sole discretion, and that such amendments shall have the same force and effect as if originally adopted.
D. 
This personnel policy shall not be construed as an employment contract with the employee. All employees shall be required to sign an acknowledgment form certifying that they have received and read a copy of the employee handbook and that the handbook does not in any way constitute "contract" of employment and does not change the at-will status of employees who are employed at the will and pleasure of the Township.
A. 
The Township believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this area, both public and private. If employees have concerns about work conditions, they are strongly encouraged to voice these concerns openly and directly to their supervisors.
B. 
Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that the Township amply demonstrates its commitment to its employees by responding effectively to employee concerns.[1]
[1]
Editor's Note: Original Sections 2.108.040 of the 2002 Code, Equal opportunity opportunity, and Section 2.108.050, Contagious/life threatening illness, which immediately followed this section, were repealed 12-8-2011.
A. 
To help ensure that employees are able to perform their duties safely, medical examinations may be required.
B. 
After an offer has been made to an applicant entering designated job category, medical examination will be performed at the Township's expense by health professional of the Township's choice. The offer of employment and assignment to duties is contingent upon satisfactory completion of the exam.
C. 
Current employees may be required to take medical examinations to determine fitness for duty or to comply with state or federal law. Such examinations will be scheduled at reasonable times and intervals and performed at the Township's expense.
D. 
Information on an employee's medical condition or history will be kept separate from other employee information and maintained confidentially. Access to this information will be limited to those who have legitimate need to know.[1]
[1]
Editor's Note: Original Section 2.108.070 of the 2002 Code, Conflicts of interest, which immediately followed this section, was repealed 12-8-2011.
A. 
Employees may hold outside jobs as long as they meet the performance standards of their job with the Township. All employees will be judged by the same performance standards and will be subject to the Township's scheduling demands, regardless of any existing or future outside work requirements.
B. 
If the Township determines that an employee's outside work interferes with their performance or their ability to meet the requirements of the Township as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with the Township.
C. 
Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals outside the Township for services rendered while performing their jobs for the municipality.[1]
[1]
Editor's Note: Original Section 2.108.090 of the 2002 Code, Americans With Disabilities Act policy, and Section 2.108.100, CEPA, which immediately followed this section, were repealed 12-8-2011.