The Borough of Greenville shall adopt by resolution, personnel
rules and regulations and the same shall be subject to change from
time to time by resolution.
Applications and personnel examination materials shall be designed,
utilized and filed in a way that the use of data on race, sex, national
origin will be avoided in the examination and certification of candidates.
For purposes of affirmative action, applicants will be requested to
provide such data on separate forms. The forms and design of the application
and affirmative action records shall be as specified by the Manager.
No applicant who fails to meet the minimum qualifications, requirements
or passing scores upon any examination shall be eligible for appointment
to a position in the career service. Applicants who succeed in passing
all examinations and meeting the minimum requirements will rank in
order of their relative scores giving equal consideration to seniority
and performance in determining the relative order or ranking of the
eligible persons.
The Council hereby delegates to the Manager the Council's
nonlegislative responsibility to appoint, promote, demote, dismiss
or discipline all employees. The Manager shall hire and discharge
in accordance with the process described in this chapter. The Borough
Manager shall comply with all laws respecting nondiscrimination in
hiring.
The candidates for employment first will be reviewed by department
heads and the Manager, and second by Manager and Council personnel
Committee before selection. Candidates shall be appointed and added
to the payroll only upon the signature of the Manager on a letter
of appointment.
No employee who has received an unsatisfactory evaluation report
during a probationary period shall be given tenured career service
status. Employees who receive a satisfactory evaluation report signed
by the appointing authority shall be given tenured career service
status. Employees of the tenured career service status shall be removed,
or discharged from employment with the Borough only for causes specified
herein and in accordance with the Personnel Code.
It will be the responsibility of the department head, under
the direction of the Manager to foster and promote training of employees
for purposes of improving the quality of personnel services rendered
to the public. The Manager and department heads shall establish standards
for the training programs.
It is the policy of the Council that all employees shall be
given the right of appeal. For the protection of employees in cases
where a supervisor disciplines an employee, the supervisor shall advise
the employee of his right to appeal. The employee's acknowledgement
will be appended to any material filed in the employee's personnel
file. Similarly, in cases of demotion and dismissal, the Manager shall
advise the employee of his right to appeal and obtain acknowledgments
thereof.
The employees shall have the right to organize, join and participate
or to refuse to organize, join and participate in any employee organization
freely and without fear of penalty or reprisal for the purpose of
collective negotiations through representatives of their own choosing
in terms and conditions of employment subject to the provisions of
state law. Provisions of employee contracts or agreements duly approved
by Council shall be deemed to have been included in the personnel
rules. Only employees covered by an agreement may utilize the grievance
procedures in such agreements.
The tenure of every employee shall be conditioned on good behavior
and the satisfactory performance of duties, as well as the need for
the employee, Borough finances, etc. Any employee may be temporarily
separated by layoff or suspension, or permanently separated by resignation,
dismissal, disability, retirement or death. An employee may be separated
from the service by resignation, quitting, layoff, dismissal, retirement
and death, subject to the following:
A. To resign in good standing, an employee must give his department
head at least 14 calendar days' prior notice. Failure to comply with
this rule shall be entered on the service record of the employee,
shall result in denial of reemployment rights and a loss of unused
annual leave.
B. An employee who fails to report to work for three consecutive work
days without authorized leave shall be separated from the payroll
and reported as "quitting." An employee who so quits shall not be
paid for unused annual leave.
C. Layoffs shall be announced by the Manager with approval of Council
when he/she deems it necessary by reasons of shortage of funds or
work, the abolition of the position or other material changes in the
duties or organization or for related reasons which are outside the
employee's control and which do not reflect discredit upon the
service of the employee. The duties performed by any employee laid
off may be reassigned to other employees already working who hold
positions in appropriate classes. No career employee shall be laid
off while another person in a noncareer position is employed in the
same class. The layoff of employees shall be made in an inverse order,
determined on performance rating and length of service in the class
and in the department or other organization unit involved. Employees
separated from the service through no fault of their own may be placed
on a reemployment list in the order of ratings to be determined by
their efficiency as demonstrated while employed and the length of
service with the Borough. The eligibility of all candidates on a reemployment
list will expire one year from the date on which they become entitled
to reemployment rights which shall be the date of layoff.
D. An employee may be separated for disability when he cannot perform
the required duties because of a physical or mental impairment. An
employee who has exhausted all his accumulated leave and is unwilling
but able to return to work may be dismissed, or given a leave of absence
without pay.
E. Dismissals are discharges or separations made for misconduct and/or
incompetence or inability to perform the work of the position satisfactorily.
All dismissals are made by the appointing authority. No dismissal
of a career employee shall take effect until the appointing authority
gives to such employee a written statement setting forth the reasons
therefor and has followed the procedures as set forth in the Personnel
Code or rules and regulations.
F. An employee shall be separated from the service by retirement. Except
as provided in the Retirement Ordinance, no employee shall continue in service beyond his 70th
birthday, except that with written approval of the appointing authority,
an employee may be retained in his present capacity on a year-to-year
basis. All employees presently employed by the Borough who are at
the age of 70 or over shall be retired upon their next birthday.
G. An employee who has lost any minimum special job requirements may
be dismissed from the career service or demoted to a class for which
he is qualified.