The grievance procedure for those confidential employees not
covered by a collective bargaining agreement shall be as follows:
A. Step 1: presentation to department head. An employee who has a grievance
and who is not part of a collective bargaining agreement may at the
time the grievance occurs or within 10 working days of the occurrence
notify his/her department head, in writing, of the grievance. Grievance
not taken within 20 working days shall be conclusively deemed waived.
The department head shall either conclude a mutually satisfactory
solution to the grievance within 10 working days of the time the grievance
was first submitted to him or her or, failing in that, prior to the
end of that time, advise the employee of his/her inability to do so.
When an employee is informed by his/her department head that he/she
is unable to arrange a mutually satisfactory solution to the grievance,
the employee must present such grievance to the Township Manager,
in writing, within 20 days of the failure to resolve the grievance,
in the manner set forth below in Step 2.
B. Step 2: presentation to Manager. The employee shall prepare the grievance
in writing. The grievance should be stated as completely and as clearly
as possible. The grievance shall be transmitted immediately to the
Township Manager with a copy presented to his/her department head.
The department head shall report in writing the facts and events which
led up to its presentation, including in his/her written report any
verbal answer he/she may have previously given to the employee concerning
this grievance. Within 10 working days after receipt of the written
grievance, the department head must present it with the information
required from him or her to the Township Manager. The Township Manager,
or the Township Attorney in the absence of the Township Manager, shall
consider and formally act on the grievance.
C. Employee's record. All papers and documents relating to a grievance
and its disposition shall be placed in the employee's personnel file.
The Township Manager shall maintain adequate personnel records
for each employee of the Township. Such records should include, but
not be limited to, the following: grievances; dates of appointments
and promotions; job titles; salaries; commendations; disciplinary
actions; leave of any type taken and accumulated; merit ratings and
the like. Appropriate forms for reporting such information shall be
developed by the Township Manager, and the order of filing such forms
within a file shall be uniform.
Employees are permitted to accept permanent outside employment,
provided that there is no possibility that such employment will interfere
with an employee's performance or compromise an employee's position
through a conflict of interest. Before accepting such permanent outside
employment, an employee shall advise and obtain prior approval from
his/her department head, in writing, of the place of such employment,
hours of work and such other information as may be established by
said department head.
Subject to the approval of the Township Manager, a department
head may establish written regulations affecting the personnel and
internal operations of his/her department; provided, however, that
such departmental regulations shall not conflict with any of the provisions
of this chapter, collective bargaining agreement and/or Township Employee
Manual.