A grievance will be defined as a formal written complaint about working conditions which are beyond the employee's control.
It is the responsibility of each department head to respond to complaints and grievances brought by employees if the matter can and, in the department head's opinion, should be resolved within the discretion permitted him/her.
Employees of the Borough have the right to file formal grievances if they feel that their complaints have not been satisfactorily resolved.
Employees should attempt to obtain a resolution of their complaints by first discussing the matter with their department heads.
When an employee feels that he/she has not received a satisfactory resolution to a complaint, he/she may file a written grievance with his/her department head.
The grievance shall include the date of the action being grieved, the nature of the grievance, and supporting evidence.
The grievance must be filed within 15 calendar days of the action being grieved or of the most recent occurrence if a pattern of action is charged.
The department head will respond to the grievance in writing within three working days of the date the grievance was filed.
If the aggrieved employee is not satisfied with the response of the department head, the employee may request a hearing before the Borough grievance committee. The hearing shall be requested in writing within five days of the date of the receipt of the response, and shall be processed through the department head.
The Borough Administrator shall schedule a hearing as soon as the committee can be empaneled, but no later than 30 days after the filing of the request. The time limit may be extended by the agreement of all parties to the grievance.
All parties in the grievance hearing are entitled to representation and to present witnesses on their behalf. Minutes of the hearing will be taken by the Borough Clerk, and written copies will be made available to all parties to the grievance.
The grievance committee will issue its decision within five working days of the conclusion of the grievance hearing. The decision of the grievance committee is final.
[Amended by Ord. No. 2003-38]
Employees are subject to disciplinary action if they do not conform to Borough policies and rules, if they do not comply with specific instructions regarding their jobs, or if their conduct is unbecoming public employees.
Disciplinary action shall be handled fairly and consistently, and shall be initiated only when sufficient evidence of breach of discipline is found.
Violations subject to disciplinary action shall include, but not be limited to:
Neglect of duty.
Intoxication while on duty; unauthorized use or possession of narcotics.
Willful violation of Borough policies and procedures.
Negligence, willful damage or misuse of Borough property or misuse of supplies.
Conduct which endangers the employee, other employees, or the public.
Conviction of any criminal act or offense.
Excessive absenteeism or tardiness.
Disciplinary actions shall follow the procedures established by the Borough. However, serious breaches of discipline may require immediate suspension.