Township of Pine, PA
Allegheny County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Board of Supervisors of the Township of Pine 12-7-1992 by Res. No. 414. Amendments noted where applicable.]
This human resource policy is established to provide for the fair and consistent treatment of Township employees, excluding police, in order to encourage a responsive, competent and efficient work force.
The rules and procedures included in this policy are intended to provide employees with information on which they can rely in dealing with matters affecting their work-related conduct, responsibilities, rights and benefits. This policy does not constitute a contract with any employee or group of employees, and if items in this policy are found to be in conflict with any legal contract or with any law, the contract or law will prevail. This is a flexible document which must be, and will be, from time to time, changed as circumstances dictate the necessity for change. Accordingly, the Board of Supervisors reserves the right to add to, delete from or otherwise modify this document when it determines that such changes to the document are necessary.
The Township Manager will be responsible for the administration of this policy, for assuring that all employees are aware of it, for preparing reports to the Board of Supervisors and maintaining records that may be required and for recommending policy changes to the Board of Supervisors as necessary to maintain efficiency and comply with applicable laws. The Township Manager is authorized to act on behalf of the Board of Supervisors to hear and resolve grievances, to investigate offenses and take disciplinary action, to meet with employees to discuss terms and conditions of employment and to select and hire employees, subject to specific limitations as the Board of Supervisors may impose.
All Township employees are and remain employees at will unless otherwise provided by law.
A copy of this policy shall be given to all existing employees upon adoption and to all new employees at the time of commencement of their employment.
A. 
Statement of practice.
(1) 
The Township of Pine does not refuse to hire or employ, bar or discharge or otherwise discriminate against any individual with respect to classification, compensation, terms, conditions or privileges of employment on the basis of ancestry, race, religious creed, color, age, sex, national origin, non-job-related handicap or disability or political or religious opinions or affiliations.
(2) 
Employees are to be selected and promotions conferred upon individuals best able and most competent to perform the services required.
B. 
The Township of Pine, prior to employment of any individual, shall not elicit any information or make or keep a record of or use any form of application or application blank containing questions or entries concerning the race, color, religious creed, ancestry, sex, age, national origin, past handicap or disability or political affiliation. The Township reserves the right to inquire as to the existence and nature of a present handicap or disability. The scope of such inquiry shall be to determine whether such handicap or disability substantially interferes with the ability to perform essential functions of the employment.
C. 
The Township of Pine shall not issue any advertisement relating to employment indicating any classification preference, limitation, specification or discrimination based on race, color, religious creed, ancestry, age, sex, national origin, non-job-related handicap or disability or political affiliation.
D. 
Employees or applicants who feel that they have been discriminated against have the right to file complaints in accordance with the Township grievance procedure [1]This procedure, however, is not meant to deny a person's right to file complaints with the State Human Relations Commission, the Equal Employment Opportunity Commission or the Courts of the Commonwealth of Pennsylvania or the United States.
[1]
Editor's Note: See § A146-19.
E. 
The Township shall, solely for Equal Economic Opportunity Commission purposes, maintain and have available records showing, for each year, the number of persons hired, promoted and terminated for each job by sex and, where appropriate, by race.
F. 
In the administration of this policy, the Township of Pine does not discriminate against any person in recruitment, selection for employment, training, promotion, retention, discipline, benefits, condition of work or any other aspect of personnel administration because of political or religious opinions or affiliations or because of race, age, sex or national origin. In addition, the Township does not discriminate because of physical disability unless physical abilities constitute genuine job requirements. The Township will attempt to make reasonable accommodations to enable otherwise qualified employees and applicants with disabilities to be employed.
The normal workweek for regular, full-time employees covered by this policy shall be 40 hours per week, eight hours per day. Each workday shall be interrupted by a lunch period of 1/2 hour which shall not be part of the paid time. Starting and quitting times and lunch hours shall be assigned in each work area so as to provide continuous coverage during regular work hours. Where possible, without disrupting work, adjustments to work hours may be made with prior approval of the Township Manager.
A. 
All new employees shall be considered to be on probation for a six-month period following date of hire. The Township Manager may summarily dismiss the employee during the probationary period. Any probationary employee retained beyond his/her probationary period shall immediately thereafter be classified as a regular employee.
B. 
All employee benefits begin at the date of hire except health benefits, which begin the first of the month following the date of hire.
A. 
Regular, full-time employees shall be paid for the following holidays on which Township offices will be closed: New Year's Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, day after Thanksgiving, four hours on the afternoon of Christmas Eve and Christmas Day. When any of said holidays falls on a Sunday, the following Monday shall be observed as a holiday. When a holiday falls on a Saturday, the preceding Friday shall be observed as a holiday.
B. 
Regular, full-time employees shall be given paid leave on their birthday or any other day in lieu of their birthday as approved by the Township Manager.
C. 
Regular, full-time employees shall earn the below-stated number of days of paid personal leave each year (credited to the next service year on the employee's anniversary date):
[Added 4-17-2006 by Res. No. 741]
Years of Service Completed
Personal Leave
(days)
Less than 1
0
1
1
2
1
3
1
4
1
5
1
6+
2
(1) 
The scheduling of personal leave must be approved by the Township Manager or department head to assure continuity of municipal operations. Employees shall provide the Township Manager or department head with advance notice of their election to schedule any personal leave day(s) which they have earned. Personal leave days must be utilized in the service year in which they are credited and shall not accumulate; if not used in such service year they shall be forfeited. If an employee resigns or retires with unused personal leave credited for his/her final service year, any such unused personal leave shall be forfeited.
A. 
Vacation leave applies to all regular, full-time employees. Vacation leave is earned as work is performed beginning from the date of hire and is credited to the employee every year on the individual's anniversary date, i.e., the vacation leave credited in one year is for the previous year's service.
B. 
The vacation leave schedule must be approved by the Township Manager or department head to assure the continuity of the operations of the municipal office.
C. 
With the exception of the period from the hiring date to the first anniversary date, the employee may take five days after six months of service of the 10 days earned after one year. The remaining five days or balance of leave will be credited after the first anniversary date.
[Amended 12-6-2004 by Res. No. 711]
D. 
Vacation leave will be credited to the next service year on the anniversary date as follows:
Years of Service Completed
Vacation Leave Credit
(days)
1
10
2
10
3
10
4
15
5
15
6
15
7
15
8
15
9
15
10
15
11
20
12
20
13
20
14
21
15
22
16
23
17
24
18
25
19+
25
E. 
If the vacation leave credited in one service year is not used in that year, it may be carried over to the following service year. If not used in the following service year, it will then be forfeited.
F. 
If an employee resigns or retires, vacation shall be prorated at the rate of calendar days from the anniversary date to the last day worked prior to resignation or retirement (exclusive of vacation leave credited) to 365 days.
[Amended 12-6-2004 by Res. No. 711]
[Amended 12-6-2004 by Res. No. 711; 1-3-2012 by Res. No. 854; 10-16-2017 by Res. No. 969]
A. 
Eligibility provisions. This sick leave policy shall apply to all regular full-time employees, employed a minimum of 40 hours per week by the Township of Pine. This policy shall not be construed as a guarantee of continued employment under particular circumstances. The Township reserves the right to modify this policy at any time. If such modifications are made, the Township will distribute a copy of the amended policy to Township employees.
B. 
Purpose. The purpose of this policy is to help protect and assist employees from loss of income due to extended illness and/or injuries of a short duration, including the seven-day elimination period prior to eligibility for short-term disability (STD) benefit coverage.
C. 
Definition of use. Sick leave is a benefit currently provided by the Township and should not be considered as an entitlement or a "right of taking," and its use is only permitted in the event of the employee's personal illness or physical incapacity. Accordingly, the use of sick leave is not an entitlement in the same way as vacation leave, and it shall not be treated as such. Sick leave and/or STD/LTD leave abuse is a serious offense which may be subject to disciplinary action up to and including dismissal.
D. 
Policy administration. The Township Manager is the Township official responsible for this policy. Any exceptions or need for specific interpretation of this policy must be approved by the Township Manager and/or the Board of Supervisors.
E. 
Policy provisions.
(1) 
Notification and medical certification requirements.
(a) 
The Township requires regular and punctual attendance. Any employee who is unable, because of illness or injury, to report to work punctually must verbally speak to their immediate supervisor. If the immediate supervisor is unavailable, the employee is responsible to verbally speak to the Director of Human Resources or the Township Manager within 15 minutes of the start of their regularly scheduled workday. Failure to provide notice as required may result in disciplinary actions and denial of paid leave.
(b) 
If the absence is anticipated to be prolonged, employees are obligated to keep their immediate supervisor, the Director of Human Resources, or the Township Manager advised of their status. After the third consecutive day of sick leave, the employee will be required to provide a doctor's certification in all instances.
(c) 
The Director of Human Resources, under the direction of the Township Manager, may request a doctor certification for any absence less than or equal to three consecutive days. This may also apply to any employee who has demonstrated a pattern of sick leave use, has taken sick leave in conjunction with other paid time off, or has taken sick leave either before or following a holiday or regularly scheduled day off.
(d) 
After an extended leave resulting from extended illness or personal injury, the Township Manager may require a doctor's certification indicating the need for the absence and to certify that an employee is able/fit to return to work and perform all the essential functions of the employee's job description.
(e) 
The false or fraudulent use of sick leave is serious misconduct that is not tolerated by the Township. The Township has the right to control excessive absenteeism or abuse of sick leave. Patterns of sick leave abuse, including but not limited to the following, may be considered and result in disciplinary action:
[1] 
The use of sick time before or following a regularly scheduled day off (including weekends) or in conjunction with other paid time off; and
[2] 
The use of sick time when a request for use of paid time off has been denied.
(2) 
Sick leave days.
(a) 
All regular full-time employees will be awarded eight days or 64 hours of sick leave per annum on January 1 and may accrue a maximum of 100 days or 800 hours. No accumulation of unused sick leave in excess of 100 days or 800 hours shall be permitted.
[1] 
Employees hired after January 1 shall receive a pro-rata amount based on the first of the month following their date of hire.
[2] 
Employees who were on STD or LTD benefit in the preceding year shall receive a pro-rata award on January 1 based upon the number of days and/or weeks the employee earned through actively working.
[3] 
Employees who are on STD or LTD benefit as of January 1 shall receive a pro-rata award in the following year based upon the days the employee earned through actively working.
(b) 
Full-time employees who are a minimum of 59 1/2 years old will be eligible to receive 50% of their current year accrued sick leave balance payable at their current year straight-time rate upon normal retirement or resignation. This benefit does not apply to any such employee who is terminated for cause, regardless of age. This benefit also does not apply to any employee who retires, voluntarily quits or who is terminated for any reason before age 59 1/2 years old. The benefits set forth in this subsection are available only to regular full-time employees.
(c) 
Sick leave may be approved for use for the following reasons:
[1] 
For one's own illness or injury.
[2] 
For one's own medical, dental, and vision appointments as well as for professional services for one's care and well-being.
[3] 
For the fulfillment of the seven-day elimination period prior to the commencement of STD benefit.
(3) 
Short-term and long-term disability benefits. The Township of Pine has elected to help protect its employees against loss of wages due to an extended illness and/or a non-work-related injury beyond the employee's control by providing short-term (STD) and long-term (LTD) disability benefit coverage. The Township of Pine reserves all rights of policy selection, including the terms of the policy, and decisions regarding the portion of carrier benefit that will be provided for income protection to its employees. The Township is currently responsible for the payment of all short-term and long-term disability premiums.
(a) 
Employees are required to submit STD applications for any sickness or injury absence that is expected to exceed a seven-day minimum. The employee is responsible to timely notify Human Resources of their need to begin the claim application process, to furnish their treating physician with the required STD physician statement/medical release forms, and to request the submission of these forms to the carrier for approval on a timely basis. Benefit payments are made directly to the employee and will not commence until the claim has been properly and completely filed and approved by the carrier currently. STD applications are available on the online employee self-service portal of the iSolved Human Capital Management system.
(b) 
If a regular full-time employee is eligible and approved for STD, his/her unused accrued sick leave will be used to fulfill the insurance carrier's seven-day elimination period prior to the commencement of STD benefit coverage. If sick leave is not available, vacation leave and/or compensatory time will be used. If no paid leave accrual is available to the employee, the STD elimination period shall be unpaid.
(c) 
Additionally, the employee will be required to use accrued sick leave for any carrier-approved benefit period for the portion of their workday/workweek that is not covered by carrier benefit until all sick leave benefits have been exhausted or the employee returns to work. If no sick leave is available, accrued vacation leave, or available compensatory time off (if applicable) may be used for the continuation of salary/hourly compensation during the STD approved period.
(d) 
Employees whose absence due to injury or illness is ascertained to be 10 days or less may request to be exempt from the requirement to submit an STD application. Such request should be made to the Director of Human Resources. If such request is approved and the illness/injury extends beyond 10 days, the employee will be required to submit an STD application for benefit coverage.
(e) 
When an STD claim is anticipated, or has been submitted, employees will be permitted to use eight hours per workday of accrued sick leave for one payroll period if the employee's STD application has not been processed and approved by the carrier for commencement of benefit. For all subsequent payrolls, the employee will be recorded as using sick leave for the portion of their workday/workweek that is not covered by carrier benefit until all sick leave benefit has been exhausted or the employee returns to work. If no paid leave accrual is available to the employee, they will receive the carrier-approved benefit only.
(f) 
STD payments will continue according to the carrier's maximum benefit period of 26 weeks or until a qualified healthcare provider or the carrier's medical review board determines the employee is certified to return to work with or without reasonable accommodation. The carrier's medical review board shall determine if ongoing medical treatment is necessary and will recommend and facilitate the coordination of STD to LTD benefit coverage during any period of recovery. Employees are expected to return to work as soon as the healthcare provider or carrier certifies that the employee may return to work with or without reasonable accommodation(s).
(g) 
The employee and the attending physician are responsible to notify the carrier and the Township's Director of Human Resources of any reasonable accommodations needed to facilitate the employee's return to work.
(h) 
Family and Medical Leave Act ("FMLA") leave runs concurrently with short-term disability and workers' compensation, provided the reason for the absence is due to a qualifying serious illness or injury. Employees eligible for FMLA leave due to their own serious health condition must also utilize any accrued sick leave, and then accrued personal leave, vacation leave, and compensatory time as part of the their FMLA leave.
(i) 
Medical, dental, vision, long-term care, and life insurance benefits will continue to be provided by the Township while an eligible employee is on approved STD or LTD leave, as long as the employee continues to remain employed by the Township. The employee shall remain responsible for their healthcare contribution during their disability period. If no paid leave accrual is available, the employee is responsible to make direct payment to the Township by the 10th day of the month for their required healthcare contributions.
(j) 
Employees hired after November 1, 2017, and currently within their six-month probationary period will not be eligible to receive STD or LTD benefit coverage until the conclusion of their probationary period.
(k) 
The Township Manager, at the direction of the Board of Supervisors, reserves the right to modify and/or eliminate STD/LTD benefit coverage.
[Amended 9-2-2003 by Res. No. 679; 10-16-2017 by Res. No. 969]
A. 
Eligibility and leave requirements.
(1) 
The Township of Pine, Allegheny County (the "Township") is covered under the Family and Medical Leave Act of 1993, as amended ("FMLA" or "Act"). In instances where the Township has 50 or more Township employees on the payroll, employees may be eligible for benefits under the FMLA.
(2) 
Any Township employee with at least one year of service and who has worked at least 1,250 hours in the preceding 12 months will be eligible to take up to 12 workweeks of FMLA leave during a twelve-month period for any of the following reasons:
(a) 
The birth of a son or daughter and in order to care for such son or daughter (leave must be taken and completed within 12 months after birth); or
(b) 
The placement of a son or daughter with the employee for adoption or foster care and in order to care for the newly placed son or daughter (leave must be taken and completed within 12 months after placement); or
(c) 
To care for a spouse, son, daughter or parent, but not parent-in-law, with a serious health condition; or
(d) 
An employee's own serious health condition that makes the employee unable to perform the functions of his/her job.
(e) 
A qualifying exigency arising out of the fact that the employee's spouse, son/daughter or parent (but not in-law) is on covered active duty (or has been notified of an impending call or order to active duty) in the armed forces. The term "covered active duty" means: (i) in the case of a member of a regular component of the armed forces, duty during the deployment of the member with the armed forces to a foreign country; and (ii) in the case of a member of a reserve component of the armed forces, duty during the deployment of the member with the armed forces to a foreign country under a call or order to active duty under a provision of law referred to in 10 U.S.C. § 101(a)(13)(B).
(3) 
Any Township employee with at least one year of service and who has worked at least 1,250 hours in the preceding 12 months and who is the spouse, son, daughter, parent or closest blood relative of a covered service member will be eligible for up to 26 workweeks of leave during a single twelve-month period to care for a service member who is:
(a) 
A member of the armed forces, including the National Guard and Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. For purposes of this section, "serious injury or illness" means an injury or illness incurred by the member in the line of duty on active duty within the meaning of 10 U.S.C. § 101(a)(13)(B) in the armed forces, National Guard or Reserves that may render the member medically unfit to perform the duties of the member's office, grade, rank or rating.
(b) 
A veteran, honorably discharged, who is undergoing medical treatment, recuperation, or therapy, for a serious injury or illness and who was a member of the armed forces (including a member of the National Guard or Reserves) at any time during the five years preceding the date on which the veteran undergoes that medical treatment, recuperation, or therapy.
(4) 
If an employee has been previously employed by the Township, but has had a break in service of seven years or more, that employee's past service with the Township is not counted for FMLA eligibility purposes, except:
(a) 
Where the break in service was due to fulfillment of the employee's military obligations in either the National Guard or the Reserves; or
(b) 
Where leave of more than seven years is approved or other written document that concerns the Township's intent to rehire the employee.
(5) 
During the single twelve-month period described in Subsection A(3), an eligible employee shall be entitled to a combined total of 26 workweeks of leave under Subsection A(2) and (3). Nothing in this subsection shall be construed to limit the availability of leave under Subsection A(2) during any other twelve-month period.
(6) 
The Township shall use a rolling twelve-month period measured backward from the date an employee uses FMLA leave. Under the rolling twelve-month period, each time an employee takes FMLA leave, the remaining leave entitlement would be the balance of the 12 weeks which has not been used during the immediately preceding 12 months. However, for covered service member leave, the Township will always calculate the single twelve-month period for the care of the covered service member beginning on the first day of leave and ending 12 months thereafter.
(7) 
FMLA leave for birth or placement under Subsection A(2)(a) and (b) must be taken at one time in consecutive days or weeks. Leaves of absence due to serious health conditions under Subsection A(2)(c) and (d) and covered service member leave under Subsection A(3) may be taken intermittently or on a reduced schedule, when medically necessary.
(8) 
If both spouses are employed by the Township and are otherwise eligible for FMLA leave, they are permitted to take only a combined total of 12 workweeks of leave during any twelve-month period for the birth of a son or daughter and to care for the newborn child; for placement of a child with the employee for adoption or foster care; and to care for the employee's parent (not parent-in-law) who has a serious health condition. If leave is taken for other reasons, such as the employee's own serious health condition or to care for a child with a serious health condition, the husband and wife can each use up to 12 weeks of leave individually. Where covered service member leave is involved, the husband and wife who are eligible for FMLA leave are limited to a combined total of 26 workweeks of leave during the single twelve-month period if the leave is taken for birth of the employee's son or daughter or to care for the child after birth, for placement of a son or daughter with the employee for adoption or foster care, or to care for the child after placement, to care for the employee's parent with a serious health condition, or to care for a covered service member with a serious injury or illness.
(9) 
Employees utilizing FMLA leave for care of a qualifying family member are required to utilize any accrued personal days, vacation time and compensatory time as part of their 12 workweeks of FMLA leave, or 26 workweeks of leave to care for a covered service member. Employees utilizing FMLA leave due to their own serious health condition must utilize any sick leave, and then accrued personal leave, vacation leave and compensatory time, as part of their 12 workweeks of FMLA leave.
(10) 
FMLA runs concurrently with short-term disability and workers' compensation, provided the reason for the absence is due to a qualifying serious illness or injury.
(11) 
During any period of FMLA leave, the Township will continue to make premium payments to maintain an employee's health care coverage under the same terms and conditions as in existence on the date leave begins, or as changed during the period when the employee is on leave. However, this does not eliminate the requirement of employee co-payments for those employees who normally have co-payments towards their insurance coverage. Provisions for employee co-payments will be made at the time of leave request. If any co-payment is more than 30 days past due, the Township will terminate health care coverage for the duration of the leave period. Coverage will be restored upon return to work.
(12) 
During an FMLA leave, employees will not be paid and will not accrue entitlement to benefits earned by working, such as vacation/sick leave, pension benefits and any similar earned benefits. Employees may not receive any form of paid time off, such as holidays, vacation, or sick days.
(13) 
During an FMLA leave, the Township will continue to provide standard life insurance.
(14) 
During an FMLA leave, an employee will not be paid and will not accrue entitlement to benefits earned by working, such as vacation/sick leave, pension benefits, and any similar earned benefits. An employee may not receive or accrue any form of paid time off, such as holidays or vacation days. The Township will continue to provide standard life insurance.
(15) 
The Township will be entitled to recoup the costs of providing health care coverage for an employee during the leave period if the employee fails to return to work at the conclusion of his/her FMLA leave period. This obligation does not apply in a situation where the Township grants an additional leave of absence and the employee subsequently returns to work or where the employee is unable to return to work for reasons beyond his/her control.
B. 
Employee responsibility.
(1) 
When requesting FMLA leave, whether paid or unpaid, a thirty-day advance written notice is required where the necessity for leave is foreseeable. Where the need for leave is not foreseeable, the employee must provide such notice as soon as practical (within one or two days of discovering the need for leave). Failure to provide such notice may result in the employee's leave being delayed.
(2) 
The notice referred to in the preceding subsection shall include sufficient explanation of the reason for leave, the date on which leave is anticipated to begin, and the anticipated duration of the leave.
(3) 
Employees requesting leave pursuant due to a serious health condition under Subsection A(2)(c) or (d), or a serious injury or illness of a covered service member under Subsection A(3), must submit a medical certification of the need for leave prior to the start of the leave. Failure of the employee to provide the completed forms to the Township within 15 days of the Township's request for such forms may result in denial of leave until certification is provided or revoking an employee's entitlement to continued leave. An employee shall have seven days to correct an incomplete or insufficient medical certification from the date the employee is notified of such a deficiency by the employer. Employees will be required to provide recertification of the serious health condition consistent with the Act. The Township may request additional certification set forth in the regulations [29 CFR 825.309(a) through (d), 29 CFR 825.310(c)] from an employee requesting leave to care for a covered service member or an employee requesting leave for a qualifying exigency.
(4) 
Employees requesting an intermittent leave or leave on a reduced schedule due to a serious health condition under Subsection A(2)(c) or (d), or a serious injury or illness of a covered service member under Subsection A(3), must first make a reasonable effort to schedule any treatment so as to not unduly disrupt the operations of the Township (if such need is reasonably foreseeable) and provide as part of the medical certification from the health care provider a statement as to why such leave is medically necessary.
(5) 
Certification.
(a) 
Employees are required to notify the Township of their intent to return to work every 30 days and, where applicable, may be required to recertify their medical certification:
[1] 
Every 30 days if the original certification did not specify a longer minimum duration for the condition; or
[2] 
At the expiration of the minimum duration for the condition set forth in the certification or every six months, whichever occurs first.
(b) 
Recertification may be required sooner as set forth in the Act.
(6) 
Employees returning from a leave due to their own serious health condition must provide a "Fitness for Duty/Return to Work" certification from their health care provider prior to reinstatement in addition to completing a "Return to Work" physical provided by the Township.
C. 
Township responsibility.
(1) 
Within five business days of an employee's request for FMLA leave, the Township must provide the employee with an eligibility notice explaining whether the employee is eligible for FMLA leave, and if not, why leave is not available. The Township shall designate any leave as FMLA leave, in writing, upon receiving sufficient information to determine that the leave qualifies, shall notify the employee of the amount of leave counted against the employee's FMLA entitlement and shall also inform the employee of this fact and of any paid vacation, personal or sick time that must be used as part of the twelve-week FMLA leave or twenty-six-week covered service member leave.
(2) 
If the Township has reason to doubt the validity of any medical certification provided, the Township may, at its own expense, require a second opinion of a health care provider approved or designated by the Township, so long as the provider is not employed on a regular basis by the Township. If there are conflicting medical opinions, a third opinion, which will be final and binding on both the Township and the employee, may be required by the Township, at the Township's expense, from a health care provider approved jointly by the Township and the employee. In addition, the Township may seek clarification or authentication of a medical certification or recertification from the health care provider.
(3) 
An employee who requests intermittent leave or a reduced leave schedule that is foreseeable based on planned medical treatment may be temporarily transferred, at the Township's option, to an alternate position having equivalent pay and benefits for which the employee is qualified and which better accommodates recurring periods of leave.
(4) 
The Township will be responsible for keeping records required under the FMLA and for ensuring that all medical information is kept in a separate file which will be kept confidential except as required to coordinate the employee's leave.
D. 
Restoration of employment.
(1) 
Employees returning from an FMLA leave are generally entitled to be restored to their previous position or to an equivalent position with equivalent pay, benefits and other terms and conditions of employment. An employee will not be reinstated if he/she otherwise would not have been employed at the time reinstatement is requested. The Township is not obligated to reinstate any employee whose job position is eliminated while on leave.
(2) 
Employees designated by the Township as "key" employees may be denied restoration if necessary to avoid substantial grievous economic injury to the Township's operations, in accordance with the express provisions of the FMLA. These key employees are among the ten-percent most highly compensated salaried employees and will be notified of their status as key employees at the time they make their leave request. If it is anticipated that it may be necessary to deny restoration to a key employee, the Township will notify that employee and offer him/her an opportunity to return to work. If that employee elects not to return to work, the Township will nevertheless reconsider at the end of the leave whether or not it will be possible to reinstate that employee without suffering substantial and grievous economic injury.
E. 
Notification of rights. The Township will not interfere with, restrain or deny the exercise of any right provided under the FMLA. The Township will not discharge or discriminate against any person for opposing any practice made unlawful by the FMLA nor will it discriminate against or discharge any person because of involvement in any proceeding under or related to the FMLA. The Secretary of Labor is authorized to investigate and attempt to resolve complaints and violations and may bring an action in any federal or state court against the Township for violating FMLA. The FMLA is enforced by the Department of Labor's Wage and Hour Division. An eligible employee may also bring a civil suit for violation of the FMLA. It should be noted that the FMLA does not affect any federal or state law prohibiting discrimination, nor does it supersede any state or local law which provides for greater family or medical leave benefits. No rights provided for under the FMLA may be diminished or waived by agreement, plan or contract. A copy of your rights under the FMLA is posted within Township offices. Questions concerning the FMLA or your leave benefits should be directed to the Director of Personnel/Human Resources.
A. 
Upon the death of any member of an employee's immediate family, the regular, full-time employee shall be permitted three days off with pay at the time of the funeral. "Immediate family" is hereby defined as the employee's spouse, children, mother, father, brother, sister, grandparents, grandchild, mother-in-law or father-in-law.
B. 
Any regular, full-time employee will receive one day off with pay, the day of the funeral, for the purpose of attending said funeral when the death of the employee's uncle, aunt, nephew, niece, brother-in-law, sister-in-law or grandparent-in-law occurs, provided that the employee attends the funeral.
C. 
In unusual cases which are not definable but must be covered by common sense, it is within the province of the Township Manager to grant additional time off.
A. 
Any regular full-time employee who is required to serve on a jury shall be granted leave with pay while attending court. The Township requires evidence of such duty in the form of written notification to be presented to the department head or Township Manager as far in advance as possible.
B. 
Witness duties; party to court.
(1) 
Regular, full-time employees who are subpoenaed as witness or who are parties to a court or administrative proceeding, the cause of action thereof arising directly from and within his/her work-related duties, shall receive leave with pay while attending such proceedings.
(2) 
The above subsection does not apply to employees whose allegedly fraudulent, dishonest or criminal act or acts are the subject or cause of judicial or administrative hearings or who have initiated such court or administrative proceedings against the Township. Any employee erroneously receiving civil leave shall reimburse the Township for leave so received.
C. 
Any juror or witness fees received by the employee shall be deducted from the employee's salary. Mileage allotments received will not be so deducted.
D. 
Regular, full-time employees, while performing fire-fighting duties for the Wexford Volunteer Fire Company or civil defense rescue work during a fire, flood or other disaster, may be granted leave with pay subject to approval from the Township Manager. The Township Manager requires evidence of such duty in the form of written notification from the Wexford Volunteer Fire Company, civil defense agency or other organization with which they served, certifying their activities during the period of absence.
A. 
Any regular, full-time employees who are members of the Military Reserve or National Guard will be granted up to 15 days' paid leave in any calendar year for required training or duty upon presentation of a copy of official orders.
B. 
Any federal or state compensation received for military service by a Township employee on military leave shall be deducted from the employee's salary for such days.
A. 
All regular, full-time employees are eligible for the following: a health insurance medical benefits plan, a dental benefits plan, and a vision benefits plan from providers selected by the Township's Board of Supervisors.
[Amended 12-6-2004 by Res. No. 711; 11-21-2016 by Res. No. 955]
B. 
All regular, full-time employees are eligible for term life insurance in the amount of $50,000.
[Amended 12-6-2004 by Res. No. 711]
C. 
All regular, full-time employees are eligible to participate in the Township of Pine Medical Election Plan, in accordance with Township of Pine Resolution No. 543, adopted December 1, 1997.
[Amended 12-6-2004 by Res. No. 711]
D. 
In the event that the employee's family status changes such that it would affect the costs the Township pays for health benefits, the employee will immediately notify the Township Manager. If such notification is not made, the employee will be personally responsible for the resultant cost differential, which will be withheld from his/her pay over a suitable period of time as determined by the Township Manager.
E. 
Beginning January 1, 2007, those employees of the Township of Pine electing benefit coverage under the group medical and dental benefit plan then maintained by the Township shall contribute to the Township from their respective salaries a sum equal to 3% of the cost to the Township of their respective premiums for such benefit coverage afforded to them.
[Added 11-20-2006 by Res. No. 749]
(1) 
The Township of Pine's Medical Election Plan shall be appropriately revised and amended so as to reflect and permit the aforementioned employee contribution to be excludable from the employee's gross income under Section 105(b) of the Internal Revenue Code of 1986, as amended.
(2) 
Beginning with the coverage year to include 2017, the Township of Pine's Medical Election Plan shall be appropriately revised and amended so as to state that those employees electing to receive cash compensation from the Township in lieu of group medical benefit coverage shall receive one of the following specified amounts (as related to the type of benefit coverage otherwise applicable for the electing employee), payable in equal installments added to the amount of the employee's regular payroll check during the coverage year:
[Amended 11-21-2016 by Res. No. 955]
(a) 
Employee only (single status) (including employees under age 26 and legally coverable under parental plans pursuant to the Affordable Care Act): $1,500.
(b) 
Employee/spouse: $2,500.
(c) 
Parent/child (or children): $1,500.
(d) 
Family: $5,000.
All regular, full-time employees are entitled to pension benefits as defined by the current nonuniform pension documents, revisions and amendments adopted by Resolution 386 dated November 11, 1991.[1]
[1]
Editor's Note: Said documents are on file in the office of the Township Manager.
A. 
It is the desire of the Township that Township employment be a safe employment. Toward this end, the Township desires that no Township employee should place himself/herself in a position of likely physical danger. Unsafe working conditions should be immediately called to the attention of the appropriate department head or Township Manager. Unfortunately, there will be occasions when employees receive work-related injuries, even when every reasonable effort is made by both the Township and the employee to function safely.
B. 
It is the responsibility of the employee to report all work-related injuries or illnesses within 24 hours by notifying their department head and then submit a claim for workers' compensation to the Township Manager, who is responsible for reviewing and signing the report.
C. 
When a work-related injury or illness requires the employee to be sent home, the employee will be paid for the remainder of the shift, but not beyond the end of his/her normal shift.
D. 
The employee must notify his/her department head immediately that the examining physician is indicating that the employee must not work for a specified period due to the injury or illness. A written statement from the physician must also by provided for the Township Manager. The employee is responsible for following department procedure regarding call-off and continued contact with the department head.
E. 
If the incident suffered by the employee does not require medical treatment, the accident report will be reviewed by the department head and kept on record for any future reference. If there is medical treatment required and/or if the employee loses work time as the result of the injury or illness, the Township Manager will process the workers' compensation claim for medical expenses and compensation for lost time after an accident report is filed. Employees should refer any physician bills or related medical expense statements to the Township Manager.
F. 
Following a work-related incident, the first seven calendar days of any time lost case are a waiting period under the workers' compensation statute. However, employees may use their sick leave first and any available vacation time to cover this period. Work hours lost during this period should be noted as workers' compensation on the employee's time card. If the employee continues to be disabled beyond the seven calendar days, he/she will be eligible for workers' compensation.
G. 
Vacation, sick and holiday time will not accrue during any workers' compensation period.
H. 
The employee must return to work immediately upon being released by his/her physician. Failure to return will constitute a voluntary resignation.
I. 
The decision as to whether the employee will return to work with restrictions or limitations will be made by the Township Manager based upon a review of the essential functions of their job as defined by their job description.
A. 
All employees of the Township who are not exempt from the Federal Fair Labor Standards Act's requirements will be paid for all hours worked in excess of 40 hours in a seven-day workweek. The workweek is defined as 12:01 a.m. Sunday through 12:00 midnight Saturday. Overtime pay must be approved by the department head.
B. 
The overtime pay will be a rate of 1 1/2 times the employee's regular hourly rate of pay, except that the overtime pay for employees in the Department of Public Works on the holidays of Thanksgiving Day, Christmas Day and New Year's Day shall be two times such employee's regular hourly rate of pay. The overtime pay will be paid to the employee the pay period following the period worked, i.e., overtime during the first through the 15th will be paid at the end of the month.
[Amended 4-8-1997 by Ord. No. 248]
C. 
In the event that less than a full compliment of any department is needed to perform overtime duties, the department head, at his/her discretion, shall be responsible for choosing the person for the job to be completed.
D. 
Overtime compensation for all non-exempt employees shall ordinarily be paid in cash at the rate of 1 1/2 times the employee's regular hourly rate of pay. At the request of any non-exempt employee, compensatory time off may be saved instead of receiving a cash payment. By November 1 of each year, each non-exempt employee must notify the Department Head in writing, of his/her desire to receive compensatory time off instead of cash payment for overtime and the number of hours desired up to the maximum of 80 hours. Once the number of hours desired is reached, all future hours will be paid in cash. No further accumulation hours will be permitted. If written notification is not received, overtime compensation will be paid in cash. In no event shall compensatory time off accrue from year to year. The Township's non-exempt employee positions currently are: Administrative Assistant, Bookkeeper, Bookkeeping Clerk, Code Enforcement Officer, Code Enforcement Officer/Fire Marshal, Earned Income Tax Assistant, Public Works Employee, Resident Relations Coordinator, Secretary, and Zoning Department Assistant. The status of any future, additional employee position will be determined when created.
[Added 4-8-1997 by Ord. No. 248; amended 12-6-2004 by Res. No. 711]
E. 
Compensatory time off may be accrued from November 1 through October 31 of the following year at the rate stated above, but not to exceed a total of 80 hours or 10 days, to be used by November 1 of the same year as accrued with the approval of the Department Head. If such compensatory time off is not used during this stated time frame, any unused compensatory time shall be paid in cash on November 30 at the rate in effect when the overtime was earned.
[Added 12-6-2004 by Res. No. 711]
A. 
As outlined in the Administrative Code,[1] chain of command shall be department head, Assistant Manager, Township Manager and Supervisors.
[1]
Editor's Note: See Ch. 2, Administration of Government.
B. 
The Township welcomes and encourages employee suggestions for improving the efficiency of Township service. There is a right and wrong way to do this. As is the case with every employer, the Township must operate on a chain of command theory.
C. 
Before going public with some criticism of Township operations, it is to be encouraged for employees to give the Township the benefit of their concerns. This will allow the Township to explain its position to the employee, if there has been a misunderstanding, and will give the Township a reasonable opportunity to evaluate the employee's concerns and act positively upon them.
D. 
The Township is not requesting that employees remain silent in the face of any unethical behavior observed by Township employees. However, when the issue does not involve questions of legality or ethics, it would be preferred for employees to permit their employer or its elected or appointed supervisory officials to first be given an opportunity to address the criticism. Employees are expected to direct their concerns progressively through each step in the chain of command.
[Amended 12-6-2004 by Res. No. 711]
The following Rules of Conduct are applicable to all nonuniformed Township employees:
The general rules of conduct for Township employees (as listed below) are designed to provide a safe, orderly, and an efficient work environment. The purpose of disciplinary action is not to punish but to discourage repetition of misbehavior by the offender or by another following his example. Since the violation of some rules are more serious than the violation of others, the rules have been divided into four sections, governed by the seriousness of the offense. The rules listed below, not excluding others, are designed to fairly and impartially regulate an employee's actions. It is not possible to draft rules of conduct so that every potential inappropriate action is met with a specific rule. An employee will not be immune to disciplinary action simply because he/she engages in improper conduct not specifically governed by one of the below-listed rules. Violation of any of the offenses can, depending upon their severity, result in a higher level of discipline, including discharge.
A. 
Any violation of the following rules may result in immediate termination:
(1) 
Stealing: Township property or property of others.
(2) 
Theft of services: use of the Township's time and/or property for personal gain
(3) 
Sleeping on duty.
(4) 
Insubordinate acts resulting in willful damage to or destruction of Township property or removal of property belonging to the Township or an employee.
(5) 
Disobeying a department head's oral or written directive.
(6) 
Failure to report accident or injury to persons or equipment to department head when it occurs.
(7) 
Leaving the job during working hours without permission.
(8) 
Violation of safety rules or taking part in any activity, including fighting, which could create a safety hazard to yourself or others.
(9) 
Possession/consumption of intoxicating beverages, nonprescribed drugs, or related illegal controlled substances or paraphernalia on Township property or in Township-owned vehicle.
(10) 
Reporting for duty under the influence of intoxicating beverages, nonprescribed drugs, or related illegal controlled substances.
(11) 
Possession of firearms or other deadly weapons or dangerous substances on Township property, except for fully authorized employees.
(12) 
Upon conviction of a felony.
(13) 
Providing entrance or access to Township facilities or property to unauthorized persons.
(14) 
Release of information to unauthorized persons without proper approval.
(15) 
Falsifying Township records, reports, documents, correspondence or employment records.
(16) 
Providing false information to department head or management.
(17) 
Making false claims of occupational injury, illness or disability.
(18) 
Failure to report for duty for three consecutive days, which failure is unexcused by the Township Manager (abandonment of position).
(19) 
Abuse of sick leave.
(20) 
Willfully ignoring or disposing of official notifications or demands from governmental agencies.
(21) 
Offering or taking a bribe or failure to report an offer of a bribe of any kind in connection with work.
(22) 
Sexual harassment as defined in § A146-17 of the Code of the Township of Pine. Conduct in violation of this policy may result in disciplinary action up to and including discharge.
(23) 
Any conviction of violation of the Pennsylvania Public Official and Employee Ethics Act.
B. 
Any violation of the following rules or combination of rules may result in progressive discipline: reprimand - suspension - discharge, based upon the severity of the violation:
(1) 
Leaving an assigned work area without authorization or a valid reason.
(2) 
On-call employees. Failure to report for duty when called within one hour when on-call.
(3) 
A demonstrated pattern of inefficiency in the performance of job assignments.
(4) 
Failure to follow Township management policies or directives.
(5) 
Failure to use safety equipment furnished by the Township or to comply with reasonable rules or standards.
(6) 
Violation of the "chain of command" contained within § A146-15 of the Code of the Township of Pine.
(7) 
Unauthorized or improper use or care of Township property and equipment.
(8) 
Smoking in designated nonsmoking areas.
(9) 
Any act of negligence which results in a failure to complete assigned tasks or responsibilities in a timely, safe, and/or satisfactory manner.
(10) 
Insubordination of any nature or type other than specified under Subsection A(4) of this section, including harassment, use of profane, obscene, insulting words or gestures toward the public or any Township employee or poor work-related attitude.
(11) 
Horseplay or disorderly conduct.
(12) 
Unauthorized selling, soliciting, canvassing or gambling on Township premises.
(13) 
Repeated tardiness or absenteeism without a valid reason which is deemed satisfactory and reasonable by the Township Manager.
(14) 
Failure to properly notify the department head or Township Manager when absent from work or to give satisfactory reason for absence from work, which reason is deemed acceptable by the Township Manager.
(15) 
Poor work-related attitude.
(16) 
Acceptance of any gift, gratuity or other form of compensation of any value whatsoever by an employee which results from the performance of any duties/responsibilities associated with employment by the Township.
(17) 
Any violation of the ethical requirements applicable to employees as contained in Article VII of Chapter 2 (Administration of Government) of the Code of the Township of Pine.
C. 
Charges of criminal conduct.
(1) 
When an employee is formally charged with criminal conduct which is job-related and/or affects the public's trust and confidence in the employee and/or Township government, the Township Manager will immediately render a preliminary determination to either:
(a) 
Allow the employee to continue to perform duties pending the outcome of the departmental investigation and final administrative determination; or
(b) 
Reassign the employee to other, less-sensitive duties pending the outcome of the departmental investigation and final administrative determination; or
(c) 
Suspend the employee without pay pending the outcome of the departmental investigation and final administrative determination.
(2) 
In making the preliminary determination, the following factors will be considered.
(a) 
The nature, weight, basis, and source of the criminal charges against him or her;
(b) 
The employee's explanation, if available;
(c) 
The extent to which the criminal charges, alleged conduct and surrounding circumstances may affect the public's trust and confidence in the employee, and in the Township government;
(d) 
The extent to which the criminal charges, alleged conduct and surrounding circumstances may affect the employee's ability to carry out his/her duties and responsibilities effectively.
(3) 
Following the preliminary determination, the Township Manager will conduct a more comprehensive investigation within 10 business days to determine what, if any, disciplinary action is appropriate. Although this investigation will be more thorough than the preliminary determination, it will not be intended to establish the employee's guilt or innocence of the formal criminal charge but used to determine the appropriate disciplinary action. Any disciplinary action taken will take into account the same factors used in making the preliminary determination (and others permitted by the Code of the Township of Pine), and will not be dependent upon the legal outcome of the criminal charges.
D. 
The specified work rules contained in this § A146-16 are established to set forth the most obvious and the most standard of personnel work-related violations; however, work habits or an act that is not consistent with management's expectations will be addressed by management's inherent right to operate an efficient operation through discipline up to and including termination of employment.
A. 
The Township prohibits sexual harassment of employees in any form. "Sexual harassment" is defined in Equal Economic Opportunity Commission guidelines as follows: "Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment."
B. 
Any employee who believes he/she has been a victim of sexual harassment should report the circumstances forming the basis of the belief directly with the Township Manager or the Chairman of the Board of Supervisors.
C. 
The Township Manager or the Chairman of the Board of Supervisors will thoroughly and confidentially investigate every report of sexual harassment.
D. 
The Township Manager or the Chairman of the Board of Supervisors will discuss with the employee the steps to be taken to prevent further sexual harassment.
E. 
Conduct in violation of this policy may result in disciplinary action up to and including discharge.
A. 
The Township maintains a personnel file on every employee. Reasonable access to personnel files will be provided to employees. An employee who wishes to review his/her personnel file should make such a request in writing. Normally, access to the personnel file will be given the next workday following the written request for access. Generally, personnel file review will take place either before the start of the working day or after the conclusion of the working day.
B. 
It is the policy of the Township not to place any criticism of an employee or disciplinary references in the employee's personnel file without providing to the employee notice that this is occurring. An employee who wishes to make a short written statement regarding or rebutting such criticism will be permitted to do so, and such a statement will be maintained in the personnel file so long as the criticism to which it relates is also maintained.
C. 
Department heads have, as needed, access to personnel files. However, even department heads will not be given access to personnel files without first a legitimate basis relating to his/her supervisory duties.
D. 
Personnel files shall be maintained in the office of the Township Manager or Assistant Manager in a secured location.
E. 
Persons not associated with the Township who seek access to an employee's personnel file will be denied that access unless they have written permission from the employee to look at his personnel file or unless they have a subpoena or court order authorizing them to review an employee's personnel file.
A. 
Grievance procedure.
(1) 
A grievance may concern any dispute an employee has over the interpretation, application or claimed violation of Township employee policies, rules or practices and may be settled by the grievance procedure.
(2) 
The grievance procedure is employee initiated. Once initiated, the procedure shall be followed by the Township until it reaches its natural culmination or until the aggrieved employee fails to comply with its provisions.
B. 
No employee shall be disciplined or discriminated against because he or she submits a grievance.
C. 
Step One.
(1) 
An aggrieved employee must initiate a grievance by presenting a written statement to his/her department head within five working days of the precipitating incident or disciplinary action. The grievance shall include:
(a) 
The name of the aggrieved employee and the department in which he/she works.
(b) 
A brief description of the action being grieved, including exact dates and times, as well as names of all persons involved.
(c) 
The corrective action requested by the aggrieved employee.
(2) 
The department head shall, within five working days, meet and discuss the grievance with the employee. The department head shall then reply in writing to the grievance within three working days.
D. 
Step Two. In the event that the grievance is not settled at Step One, the employee must appeal by presenting the written grievance to the Township Manager within five working days after the department head's response is received. The Township Manager may meet with the grievant and/or department head within five working days after receipt of the written grievance in an attempt to resolve it. The Township Manager shall respond in writing within five working days of receipt of the written grievance or the holding of the meeting, whichever is later.
E. 
Step Three. In the event that the grievance is not settled at Step Two, the employee must appeal by presenting the written grievance to the Chairman of the Board of Supervisors within five working days after the Township Manager's response is due. The Chairman may, in his\her discretion, convene a meet and discuss session requiring the presence of the employee, department head and the Township Manager within five working days of receipt of the grievance. If the Chairman desires to hold a meet and discuss session, he shall respond in writing to the grievance within three working days of holding such a session. If the Chairman desires not to hold a meet and discuss session, he shall respond in writing to the grievance within five working days of receipt thereof. All decisions made at the third step of the grievance procedure shall be deemed final. Nothing shall prevent the employee from appealing the Chairman's decision to the Pennsylvania Human Relations Commission, Equal Economic Opportunity Commission or any court of competent jurisdiction.
F. 
By mutual agreement the employee and management may waive or extend the procedure's time requirements.
G. 
Either the employee or management may request an extension of the procedure time requirements. Such requests shall be granted in cases of demonstrated hardship or inconvenience.
A. 
All regular, full-time employees of the Township are required to obtain the prior permission from the Township Manager before they engage in work for other employers or in self-employment. It is expected that full-time Township employees will view their Township employment as their primary employment.
B. 
The Township requires that employees receive prior authorization for outside employment for a number of reasons:
(1) 
It is important to the Township that employees be able to report to work reasonably well-rested and alert. This enhances work safety and work efficiency.
(2) 
It is important to the Township that employees not engage in certain kinds of outside employment which would tend to bring the Township and its departments into disrepute.
(3) 
It is important to the Township that it understands with reasonable certainty the availability of its personnel for work outside normal working hours.
C. 
The request for authorization to engage in outside employment should be made, in writing, to the Township Manager.
[Added 4-8-1997 by Ord. No. 248; amended 5-20-2002 by Ord. No. 303]
A. 
It is the goal of the Township of Pine to promote and to maintain a drug- and alcohol-free workplace, to provide a safe work environment, to keep and maintain a healthy, effective work force, to reduce the probability of accidents, incidents, and problems related to the use or abuse of alcohol and drugs by its employees and to promote and ensure the safety of the public highways by conforming with federal regulations. It is the policy of the Township of Pine that the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is strictly prohibited in the workplace. The North Hills Council of Governments' Model Drug Abuse Policy and its Alcohol Misuse Policy and the provisions of both its Alcohol Misuse and Anti-Drug Plans have been determined by the Township of Pine to be of assistance to it in achieving such goals, implementing such policies, and complying with applicable federal regulations by providing statements of policy and appropriate procedures regarding the hiring, testing, deterrence, rehabilitation, and discipline of the Township's employees as related to the use of drugs and alcohol.
B. 
The North Hills Council of Governments' Model Drug Abuse Policy and its Alcohol Misuse Policy (both dated July 1, 2000) and the provisions of both its Alcohol Misuse Plan (consisting of Plan Summary, Table of Contents, Sections I through XIV, and Appendices A through G) and Anti-Drug Plan (consisting of Plan Summary, Table of Contents, Sections I through XV and Appendices A through J) are hereby adopted by the Township of Pine and made applicable to all of its employees (including both those with and those without commercial driver's licenses) except as specifically noted below. The provisions of such policies and plans are hereby incorporated by reference in this section with the same effect as if they had been set out verbatim in this section, and copies of such policies and plans shall be filed with the minutes of the meeting at which it was adopted by the Board of Supervisors. Copies of such policies and plans shall be at all times kept on file in the office of the Township's Manager and shall be available for inspection by employees of the Township and the public at-large during the Township's regular business office hours.
C. 
Those provisions of both the North Hills Council of Governments' Model Drug Abuse Policy and its Alcohol Misuse Policy and those of its Alcohol Misuse Plan and its Anti-Drug Plan relating to random testing of employees shall be applicable only to those employees of the Township with commercial driver's licenses and such random testing procedures shall not be applicable to the other employees of the Township.