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TOWNSHIP OF PEMBERTON 500 PEMBERTON-BROWNS MILLS ROAD PEMBERTON, NEW JERSEY 08068-1539 (609) 894-8201 FAX # (609) 894-2703 PERSONNEL POLICIES AND PROCEDURES MANUAL 2004 Version Personnel Policies and Procedures Manual Township of Pemberton TABLE OF CONTENTS I. GENERAL INFORMATION Page 1 2 3 4 5 II. Filing of Updates ............................... Introductory Letter ............................... Purpose of Manual ............................... Definition of Policy and Procedure .................... Disclaimer ............................... Distribution of Manual Policy .................................... Procedure ............................... Exhibit—Assignment and Return of Manual ........ Review and Update of Manual Policy ............................... Procedure ............................... Exhibit—Review/Interpretation of Policy or Procedure . . . . Management Rights Policy ..................................... Code of Ethics Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Recognition of Union Policy ..................................... Equal Employment Opportunity (EEO) Policy ..................................... Anti-Discrimination Policy. . . . . . . . . . . . . . . . . . . . . . . Americans With Disabilities Act policy Organizational Chart DEFINITIONS ..................................... III. RECRUITMENT AND PLACEMENT (Pre-employment Process) Recruitment Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Appointment of New Employees Policy . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . Procedure . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . Exhibit—Interviewing Guides . . . . . . . .. . . . . . . . . . . Working Test Period Policy ................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibits—Employee Progress Report #1 ............. Employee Progress Report #2 . . . . . . . . Nepotism Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 7 8 9 10 11 12 13 14 15 16 16 17-22 23 24-26 27 28-29 30 31-32 33-35 36 37 38 39 40 41 Personnel Policies and Procedures Manual Township of Pemberton TABLE OF CONTENTS (Continued) III. RECRUITMENT AND PLACEMENT (Continued) (Pre-employment Process) Orientation Policy ..................................... Exhibits—Orientation Checklist . . . . . . . . . . . . . . . . . . . . . . . . Continuation of Group Health Insurance Coverage (COBRA) . . . . . . . . . . Re-employment Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . IV. V. -ii- CHANGES IN EMPLOYMENT AND SEPARATION FROM SERVICE Transfers Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Promotions Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Personnel Action Form . . . . . . . . . . . . . . . . . . . . . Layoff and Recall Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Employee Notice of Layoff or Demotion . . . . . . . . Resignation Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Termination for Cause Policy ..................................... Procedure ............................... Exhibit—Guide to Termination for Cause . . . . . . . . . . . . . . . Exit Interview Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . CLASSIFICATION AND COMPENSATION Classification/Reclassification Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Compensation Policy ..................................... Payroll Deductions Policy ..................................... Overtime Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Page 42 43-45 46-48 49 50 51 52-53 54 55-56 57 58 59-60 61-62 63 64-65 66 67 68 69 70 71 72 73 74 75 76 Personnel Policies and Procedures Manual Township of Pemberton TABLE OF CONTENTS (Continued) VI. EMPLOYEE BENEFITS Medical/Dental/Vision Benefits Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibits—COBRA Enrollment Program Letter and Forms. . . . . . . . . . . . . . . . . . . . . . Life Insurance Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pension Plan Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Workers Compensation Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Employer’s First Report of Accidental Injury or Occupational Illness. . . . . . . . . . . . . Unemployment Compensation Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Educational Benefits Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . VII. Page 77-78 79-80 81-83 84 85-86 87 88 89 90-91 92 93 94 95 96 LEAVES OF ABSENCE Holidays Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Vacation Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Absence Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Sick Leave Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibits—Daily Employee Absence or Tardiness Report . . . Absence Form. . . . . . . . . . . . . . . . . . . . . . . . . Sick Leave Notification Form. . . . . . . . . . . . . Sick Leave Balance & Notification Form. . . Personal Days Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Absence Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97 98 99 100 101 102 103-104 105 106 107 108 109 110 111 Personnel Policies and Procedures Manual Township of Pemberton VII. VIII. TABLE OF CONTENTS (Continued) LEAVES OF ABSENCE (Continued) Leaves of Absence Without Pay Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Bereavement Leave Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Absence Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Maternity Leave Policy ..................................... Military Leave Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Absence Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Jury Duty Leave Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit - Absence Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . GENERAL RULES AND REGULATIONS Appearance Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Attendance Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibits— Daily Employee Absence or Tardiness Report. . . . . . . . . . . . . . . . . . . . . . . Absence Form. . . . . . . . . . . . . . . . . . . . . . . . . Bonding of Employees Policy ..................................... Bulletin Boards Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Changing Vital Information Policy ..................................... Confidentiality of Personnel Records Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Credit Information Policy ..................................... Page 112 113 114 115 116 117 118 119 120 121 122 123 124 125-126 127 128 129 130 131 132 133 134 135 136-137 138 Dispute Resolution Policy ..................................... Drug and Alcohol Abuse Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Do’s and Don’ts - Supervisor . . . . . . . . . . . . . . . . . 139 140 141 142 Personnel Policies and Procedures Manual Township of Pemberton TABLE OF CONTENTS (Continued) VIII. GENERAL RULES AND REGULATIONS (Continued) Emergency Closing of Offices Policy ..................................... Emergency Service Volunteers Policy ..................................... Employee Discipline Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibits—Employee Corrective Action Plan. . . . . . . . . . . . . General Conduct of Employees Policy ..................................... Hours of Work Policy ..................................... Housekeeping Policy ..................................... Identification Cards Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Lunch & Coffee Breaks Policy ..................................... Outside Employment Policy ..................................... Performance Evaluation Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Employee Evaluation Form. . . . . . . . . . . . . . . . . . . E-Mail, Internet Policy Personal Property Policy ..................................... Personal Visitors Policy ..................................... Political Activity Policy ..................................... Reimbursement for Expense Policy ..................................... Safety Policy ..................................... Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exhibit—Report of Unsafe Conditions. . . . . . . . . . . . . . . . . . Employer’s First Report of Accidental Injury or Occupational Illness. . . . . . . . . . . . . . . . . . Sexual Harassment Policy ..................................... Procedure ..................................... Smoking Policy ..................................... Page 143 144 145 146-147 148 149 150 151 152 153 154 155 156 157-158 159-165 166 167 168 169 170 171 172 173 174 175-176 177-182 183 Personnel Policies and Procedures Manual Township of Pemberton TABLE OF CONTENTS (Continued) VIII. GENERAL RULES AND REGULATIONS (Continued) Page Strikes and Lockouts Policy ................................... 184 Policy ................................... 185 Procedure ................................... 186 Tardiness Exhibit—Tardiness Report Form. . . . . . . . . . . . . . . . . . . . 187 Telephone Usage Policy ................................... 188 Procedure ................................... 189 Policy ................................... 190 Procedure ................................... 191 Uniforms Union Membership and Fees Policy ..................................... 192 Use of Township Property and Vehicles Policy ..................................... 193 Procedure ..................................... 194 “Whistleblower Act”—The New Jersey Conscientious Employee Protection Act Policy ..................................... 195 Contagious/Life Threatening Illness Policy Adopted: 7/20/89 ..................................... 196 Last revision: 02/12/04 Personnel Policies and Procedures Manual Township of Pemberton 1. General Information Filing of Updates Revision # Date Filed Initials of Filer Revision # Adopted: 7/20/89 Date Filed Last revision: 1/1/96 -1- Initials of Filer Personnel Policies and Procedures Manual Township of Pemberton I. General Information Reserved for introductory letter Adopted: 7/20/89 Last revision: 1/1/96 -2- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION PURPOSE OF MANUAL The purpose of this manual is to establish policies for the Township of Pemberton. The manual presents policies and procedures in a form for use by department heads and supervisors, who are responsible for executing these policies. The manual includes all policies and procedures, which govern and affect personnel administration for all departments and offices. Consistent application of policies and procedures will result in uniform operations in all departments and offices, increased efficiency, improved employee morale, and thorough and efficient service to all residents. The policies and procedures contained in this manual are not intended to void, replace, or conflict with New Jersey Department of Personnel (formerly Civil Service) rules and regulations or with negotiated union contracts. This Policies and Procedures Manual is not to be construed as a contract or other legal promise. The Township of Pemberton reserves the right to rescind or revise any or all policies that are not set by any valid bargaining agreement, the New Jersey Statutes, or the New Jersey Administrative Code. Adopted: 7/20/89 Last revision: 1/1/96 -3- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION DEFINITION OF POLICY AND PROCEDURE 1. POLICY: 2. PROCEDURE: An adopted and approved management approach and attitude toward the general handling of personnel administration matters. A systematic design or plan for implementing a policy. Adopted: 7/20/89 Last revision: 1/1/96 -4- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION DISCLAIMER This Personnel Policies and Procedures Manual is intended to inform you of the Township’s existing policies and procedures. It is not a contract of employment, nor is it a guarantee of any particular term of employment. Employees of the Township are “at-will” employees except for such rights as may be provided by statute or applicable collective bargaining agreements, which means that you serve at the pleasure of the Township. The Township retains the right to terminate your employment at any time and for any reason except as may be set forth by statute or applicable collective bargaining agreements. By accepting employment, I acknowledge and understand that I am an “at-will” employee. ___________________________ __________________________________ Date Signature of Employee ___________________________________ Print Name Above Adopted: 7/20/89 Last revision: 7/07/97 -5- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION POLICY DISTRIBUTION OF MANUAL 1. The Personnel Policies and Procedures Manual is an internal management document for distribution to all department heads, supervisors and employees. 2. Manuals will be assigned to department heads and/or supervisors by the Mayor/Administrator’s Office. Each department head and/or supervisor is responsible for insuring every employee under their supervision has a thorough understanding of the policy and procedures contained in this document. 3. Each employee is responsible for the information contained in the Policies and Procedures Manual. It is the employee’s responsibility to seek help of their department head or supervisor if they are unsure of the intent or meaning of any part of the manual. 4. Manuals will be assigned to and collected from department heads, supervisors and employees by the Mayor/Administrator’s Office. Adopted: 7/20/89 Last revision: 02/23/01 -6- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION PROCEDURE DISTRIBUTION OF MANUAL The Business Administrator’s Office will: 1. Place a consecutive number on the inside front cover of each manual for identification and tracing purposes. 2. Maintain a logbook indicating the manual number, to whom it was assigned, the date assigned, and the date surrendered back to the Business Administrator’s Office. 3. Check each manual before it is signed out and when it is returned to be sure all revisions have been filed and that the book is up-to-date and in good condition. 4. Before issuing a manual, have the employee sign a form which indicates the manual number and the date assigned. The form will be placed in the employee’s personnel file until the manual is surrendered to the Business Administrator’s Office. At that time, the form will again be signed and dated with the return date. (See Exhibit - Assignment and Return of Manual) Adopted: 7/20/89 Last revision: 12/15/99 -7- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION EXHIBIT DISTRIBUTION OF MANUAL Assignment and Acknowledgment of Receipt and Return of Manual Manual No. Employee Name I hereby acknowledge that on this date, I have reviewed a copy of the Township of Pemberton’s Personnel Policies and Procedures Manual with my supervisor. I further acknowledge that I have read and do understand the Disclaimer which is contained on Page 5 of this manual and that my Department Head/Supervisor has answered any questions I might have had about the meaning of the Disclaimer contained in this Manual. DATE MANUAL REVIEWED EMPLOYEE SIGNATURE ________________________________ Print Name Above Adopted: 7/20/89 Last revision: 2/23/01 -8- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION POLICY REVIEW AND UPDATE OF MANUAL Whenever there are any changes in policies or procedures related to personnel matters, this manual will be revised as needed. In addition, the Business Administrator’s Office shall review the manual annually, prior to entering the new calendar year, for additions, deletions or changes to its contents. Approved revisions will be distributed to all current policy manual holders, who are responsible for ensuring their manual is up-to-date at all times. Users of this manual who encounter difficulty in administering or interpreting any policy or procedure in the manual should submit to the Business Administrator’s Office, in writing, the nature of the difficulty, a proposed solution or revision, and, if necessary, a request to meet with the Business Administrator or Mayor. Adopted: 7/20/89 Last revision: 1/1/96 -9- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION PROCEDURE REVIEW AND UPDATE OF MANUAL Each department head and supervisor will: 1. Refer any questions or problems with the contents of the manual to the Business Administrator’s Office via the form provided for this purpose (see Exhibit Review/Interpretation of Policy or Procedure) 2. Keep the manual assigned up-to-date at all times by immediately filing any revisions to the contents. The people completing the update to each manual must complete the log sheet located in the front of each manual for this purpose (see page 1). The Business Administrator’s Office will: 1. Review questions or problems submitted by department heads and supervisors (see above - #1), discuss solutions or possible revisions with the appropriate or affected staff and, if necessary, revise the policy and/or procedure in question. 2. Review the Policies and Procedures Manual on an on-going basis for additions, deletions or revisions to its contents. 3. Present any revisions, additions, or deletions to the Mayor for approval. Approved revisions are forwarded to the Business Administrator’s Office. 4. Schedule an annual review of the manual for possible revisions, additions, or deletions to its contents by the Mayor prior to the beginning of each new calendar year. 5. Prepare approved revisions for distribution. Pages to be revised or added will be processed in a group or packet; each packet is to be numbered and dated for future reference. Each packet will include instructions for filing. 6. Maintain a master set of each packet of revisions for future use. 7. Distribute the revision packet with appropriate filing instructions to each current manual holder for updating their manual. 8. Update any existing manuals which have not been assigned, but are reserved for future use. Adopted: 7/20/89 Last revision: 1/1/96 -10- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION EXHIBIT REVIEW AND UPDATE OF MANUAL REVIEW/INTERPRETATION OF POLICY OR PROCEDURE NAME DATE DEPARTMENT 1. Identify section that requires interpretation or revision. (Provide complete information - Chapter, page, paragraph, etc.) 2. Nature of problem or question. 3. Proposed solution or suggested revision. 4. (Check only if desired or necessary.) ? I would like to meet with you to discuss this. Adopted: 7/20/89 Last revision: 1/1/96 -11- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION POLICY Management Rights The Township hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties and responsibilities conferred upon and vested in it by the laws and Constitution of the State of New Jersey and of the United States including, but not limited to, the following rights: 1. To manage and control the affairs of the Township and its properties and facilities, the operation of its departments, and the work activities and scheduling of its employees; 2. To hire all employees and, subject to the provisions of New Jersey Department of Personnel regulations, determine their qualifications, standards of performance, and conditions for continued employment or assignment, promotion, and transfer; 3. To layoff, suspend, demote, discharge, or take other disciplinary action for good and just cause according to law; 4. To establish rules, regulations policies, and procedures to effect the orderly and efficient administration of the Township’s personnel management system. Adopted: 7/20/89 Last revision: 1/1/96 -12- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION POLICY Code of Ethics All employees/officials need to be aware of the importance of conducting themselves in an ethical manner. As such, employees/officials shall not take part in or attempt to influence in any way any activity in which their own best interests may conflict with the best interests of the Township. The following list of activities, while not all-inclusive, is offered as examples of those activities, which may compromise an employee’s ability to act in an ethical manner.  Accepting substantial gifts or excessive entertainment ($50) from an outside organization  Borrowing money from individuals or firms, except recognized lending institutions, with which the Township does business  Conducting Township business with a firm in which the employee or an immediate family member has a substantial interest  Engaging in practices or procedures which violate any laws or regulations to which the Township is subject  Holding a substantial interest in a firm or managing a firm with which the Township regularly conducts business  Misusing, or revealing to unauthorized parties, any confidential information Participating in civic or professional organizational activities in such a way that confidential information is disclosed  Simultaneous employment with a firm which is a Township supplier  Speculating or dealing in materials, equipment, supplies or services purchased by the Township All employees/officials are responsible for implementing this policy by reporting circumstances which appear to violate legal, regulatory or ethical requirements. The Township is responsible for preventing and correcting any violations. Adopted: 7/20/89 Last revision: 1/1/96 -13- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION PROCEDURE Code of Ethics Employees/officials who believe a conflict of interest has occurred are to report the violation to their immediate supervisor, if practical. The supervisor will forward the report to the Business Administrator or Mayor. If it is not practical for the employee to report the alleged violation to his/her immediate supervisor, or if the employee is not satisfied with the supervisor’s response, the employee will file a written report with the Business Administrator or Mayor. If an employee first discloses suspected wrongdoing to anyone outside of established reporting procedures, the employee will be subject to disciplinary action. Violations which may be criminal in nature shall be reported to the appropriate law enforcement authority. The Business Administrator or Mayor, upon receipt of any report of suspected violations, will initiate an investigation. All records, including employee identity, shall be kept confidential, except as necessary during an investigation. The accused shall have a fair opportunity to respond to allegations. No retaliation may be taken against an employee who, in good faith, reports suspected violations even if a subsequent investigation reveals no wrongdoing. Adopted: 7/20/89 Last revision: 1/1/96 -14- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION POLICY Recognition of Union The Township recognizes the Pemberton Township Superior Officer’s Association, PBA Local 260, AFSCME AFL-CIO Local 2783 and District Council 71 as the bargaining agents for the establishment of salaries, wages, hours, and other conditions of employment for employees represented by these unions. This recognition, however, shall not be interpreted as having the effect of or in any way voiding the rights of employees established under Chapter 303, Laws of 1968, N.J.S.A. 34:13A-1 et seq. (EMPLOYER - EMPLOYEE RELATIONS ACT). Adopted: 7/20/89 Last revision: 1/1/96 -15- Personnel Policies and Procedures Manual Township of Pemberton 1. General Information Policy Equal Employment Opportunity It is the policy of the Township to ensure equal employment opportunity for all persons regardless of race, color, creed, national origin, political or religious opinions or affiliations, ancestry, age, marital status, sex, physical impairment or sexual orientation that does not interfere with their ability to perform the work required, or liability for that does not interfere with their ability to perform the work required, or liability for service in the Armed Forces of the United States. Age shall be a valid Factor for employment only where it is required for the position of the law and where it is a lawful occupation requirement. This policy is applicable to all phases of employment, such as recruitment, selection, appointment, placement, promotion, demotion, transfer, training, wages, benefits, working conditions, and such personnel actions as layoff, recall, discharge, disciplinary action, performance evaluation and use of all facilities. Anti-Discrimination Policy The Township of Pemberton is committed to the principle of equal employment opportunity pursuant to Title VII of the 1964 Civil Rights Act as amended by the Equal Opportunity Act of 1972. Under no circumstances will the Township of Pemberton discriminate on the basis of sex, race, creed, color, religion, national origin, ancestry, age marital or political status, disability, or sexual orientation. Decisions regarding the hiring, promotion, transfer, demotion, or termination are based solely on the qualifications and performance of the employee or prospective employee. If any employee or prospective employee feels they have been treated unfairly, they have the right to address their concern with their Supervisor, or if they prefer their Department Head, the Mayor, the Business Administrator of the Township Solicitor. Adopted: 7/20/89 Last revision: 02/12/04 -16- Personnel Policies and Procedures Manual Township of Pemberton General Information Americans with Disabilities Act Policy In compliance with the Americans with Disabilities Act and the New Jersey Law Against Discrimination, the Township of Pemberton does not discriminate based on disability. The Township of Pemberton will endeavor to make every work environment handicap assessable and all future construction and renovation of facilities will be in accordance with applicable barrier-free Federal and State regulations and the Americans with Disabilities Act Accessibility Guidelines. The Mayor/Business Administrator shall initiate an interactive dialogue with disabled employees and prospective employees to identify reasonable accommodations that do not create a hardship. Accommodations include modifications to facilities, equipment and work procedures, auxiliary aides, services and permanent reassignment to vacant positions. Employees who are reassigned to a different position shall receive the salary of their new position. Accommodations shall not be unduly expensive, extensive and disruptive or fundamentally alter the nature of the operation. The Act does not require the Township of Pemberton to offer permanent “light Duty”, relocate essential functions or provide personal use items such as eyeglasses, hearing aids, wheelchairs, etc. To be eligible for accommodations, individuals must (1) be able to perform the essential function of the position, (2) not create a real safety hazard to themselves, co-employees or the public, and (3) be otherwise qualified for the position in that they possess the prerequisites including education, experience, training, skills, licenses or certificates and other job related requirements. All decisions with respect to accommodations shall be made by the Mayor/Business Administrator or Council as appropriate. Americans with Disabilities Act Procedure Employees who wish to complain of harassment or any other workplace wrongdoing are requested to immediately report the matter to their supervisor, or if they prefer to their Department Head, the Mayor/Business Administrator, or the Township Solicitor. Employees are encouraged to complain in writing using the Employee Complaint form, but make a verbal complaint at their discretion. No retaliatory measures shall be taken against any employee who complains of workplace wrongdoing. The Township of Pemberton will, to the maximum extent feasible, maintain the confidentially of such complaints on a need-to-know basis. However, investigation of such complaints may require disclosure to the accused party and other witnesses in order to gather pertinent facts. Adopted: 7/20/89 Last revision: 02/12/04 -17- Personnel Policies and Procedures Manual Township of Pemberton GENERAL INFORMATION Procedure Sample Letter Concerning Employee Complaint The Township of Pemberton has a “no tolerance” policy towards workplace wrongdoing. Under Federal and State law, you have a right to formally report any statement, act, or behavior by a co-employee, supervisor, elected official or visitor that you perceive to be improper, including harassment of any kind, violence or threat of violence, retaliation, wrongful termination, violation of any employment protection law or regulation, discrimination of any nature, misrepresentation, defamation, or any other statements, acts, or behaviors that violate employment rights. Breach of employment agreement, failure to promote, wrongful demotion. You also have the right to: Disclose to a supervisor, Department Head, the Mayor/Business Administrator, or to member of the governing body or to a public body, as defined in the Employment Protection Act (N.J.S.A. 34:19) an activity, policy or practice that you reasonably believe is in violation of a law, a rule or regulation promulgated pursuant to law; or Provide information to, or testify before any public body conducting an investigation, hearing, an inquiry into any violation of law, or a rule or regulation promulgated pursuant to law; or Object to or refuse to participate in any activity, policy, or practice that you reasonably believe is a violation of a law, rule or regulation promulgated pursuant to law; is fraudulent or criminal; or is incompatible with a clear mandate public policy concerning the public health, safety, or welfare; or Participate in political activities or join political organizations, as long you do so on your own time and maintain a clear separation between your official responsibilities and your political affiliations. Immediately report any wrongdoing to your supervisor, or, if you prefer your Department Head, Mayor, the Business Administrator, or the Township Solicitor. No retaliatory measures will be taken against any employee who complains of wrongdoing or harassment. To the maximum extent feasible, the confidentiality of all such complaints will be maintained on a need-to-know basis. However, investigation of such complaints may require disclosure to the accused party and other witnesses in order to gather pertinent facts. I, hereby acknowledge receipt of a copy of this letter. Name _________________________ Date _________________________ Signature _________________________ The original signed copy of this letter must be filed in the employee’s personnel folder. -18- Township of Pemberton Employee Complaint Form Date _________________ Attach additional sheets if necessary to fully complete all questions Name: _____________________________ Department: _____________________________ Title: Supervisor:_________________________________ _____________________________ Time period covered by this complaint: ____________________________________________ Individuals who allegedly committed the acts being complained of: _____________________________________________________________________________________ ___________________________________________________________________________________ ____________________________________________________________________________________ Describe the nature and dates of the acts allegedly committed by each individual: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _________________________________________________________________________________ Identify all persons with knowledge of the complained conduct: _____________________________________________________________________________________ _____________________________________________________________________________________ __________________________________________________________________________________ Are there any document or other evidence that supports the occurrences described above? _____________________________________________________________________________________ ___________________________________________________________________________________ -19- Township of Pemberton Employee Complaint Form (Continued) If you previously complained about this or related acts to a supervisor or official, please identify the individual to whom you complained, the date of the complaint, and any action taken. ____________________________________________________________________________________ ____________________________________________________________________________________ Have you missed any time from work or incurred any un-reimbursed medical expenses as a result of the alleged acts? __________________________________________________________________________________ ______________________________________________________________________________ Are you afraid that someone may retaliate against you because you filed this complaint? If so, please identify the persons (s) and indicate the reasons why you feel the person (s) may retaliate against you. ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ What is your requested remedy for this complaint? _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ Acknowledgement The information provided above is true and correct to the best of my knowledge. BY: __________________________________ DATE: _____________________________ To investigate your complaint, it will be necessary to interview you, the accused party, and any witnesses with knowledge of the allegations or defenses. All persons involved in the investigation will be notified that (1) the complaint is confidential, (2) that any unauthorized disclosures of information concerning the investigation or retaliation could result in disciplinary action up to and including discharge. I am willing to cooperate fully in the investigation of my complaint and to provide whatever evidence is deemed relevant. BY: __________________________________ DATE: _______________________________ Adopted: 7/20/89 Last revision: 02/12/04 -20- General Information Employee Complaint Investigation Procedure Employees have the right to formally or informally report any statement, act, or behavior by a co-employee, supervisor, elected official or visitor that they believe to be improper.  Reporting: Employees should be asked to report complaints in writing utilizing the Employee Complaint form, but are not compelled to do so.  Identification/Screening: The supervisor, Department Head, Personnel Officer or Township Solicitor must report all written or verbal complaints to the Mayor/Business Administrator unless the complaint is against the Mayor/Business Administrator. Upon receipt, the Mayor/Business Administrator will determine if the complaint was made pursuant to the General Anti-Harassment Policy, the Anti-Sexual Harassment Policy, the Whistle Blower Policy, a grievance procedure or is another form of complaint. A file will be established including the written complaint, the investigation procedure followed and the response action plan. As soon as possible but no later than ten days after receiving the complaint, the Mayor/Business Administrator or investigator appointed by the Mayor/Business Administrator will interview the employee. If the employee is reluctant to sign a written complaint, the Mayor/Business Administrator or investigator will prepare written notes of the date, time and place of the complaint and the specific allegations. These notes will be read back to the employee who will be asked to affirm, preferably in writing the information’s accuracy.  Investigation: The Mayor/Business Administrator will seek the advice of the Township Solicitor when planning the investigation. The investigation should be conducted by the Township Solicitor or county prosecutor if it involves potential criminal charges. The investigation should establish the frequency and nature of the alleged conduct and whether the complaint coincides with other employment events such as a poor performance evaluation. The investigation should also determine if other employees were subjected to similar misconduct. It is important to protect the rights of both the person making the complaint and the alleged wrongdoer.  Response Plan – Corrective Action Required: The Mayor/Business Administrator will discuss the conclusions with the Township Solicitor and render a decision within fourteen days after the investigation is complete. If the validity of a complaint cannot be determined or the complaint is groundless, the complaining employee should be notified in writing. Care should be taken to avoid being too specific, confrontational or accusatory and avoid any language that might be construed as defamatory. A general statement is usually more appropriate that the claim was thoroughly investigated, but could not be sufficiently documented or confirmed to justify taking formal action. The employee should be assured that future complaints will be investigated and that the Township of Pemberton is committed to eliminating wrongful employment practices when they are found to exist. If the investigation reveals that the complainant intentionally and maliciously levied false charges against the alleged wrongdoer, the complainant must be notified of the seriousness of filing a false complaint, and the appropriate disciplinary penalty under the circumstances, up to and including termination. -21- Personnel Policies and Procedures Manual Township of Pemberton Employee Complaint Investigation Procedure (Continued)  Response Plan – Corrective Action Required: If the investigation reveals that the complaint is justified and substantiated, the Mayor/Business Administrator will formulate with the advise of the (Employment Attorney) a corrective action plan as well as possible disciplinary action. The complaining employee will be notified, in writing that it appears that the complaint was justified and an appropriate response plan has been formulated. A copy of the response plan should be attached to the letter. The response plan should provide for appropriate remedial action to prevent a recurrence of the wrongful act or behavior. Adopted: 7/20/89 Last revision: 02/12/04 -22- Personnel Policies and Procedures Manual Township of Pemberton I. GENERAL INFORMATION Organizational Chart Reserved for future use Adopted: 7/20/89 Last revision: 1/1/96 -23- Personnel Policies and Procedures Manual Township of Pemberton II. DEFINITIONS APPOINTING AUTHORITY: The person or group of persons having power of appointment or removal. In the Township, the Appointing Authority is the Mayor. CAREER SERVICE: Positions and job titles subject to the tenure or permanency provisions of Title 11A, New Jersey Statutes. CERTIFICATION: appointment. A list of names presented to the Appointing Authority for regular COMPETITIVE DIVISION: One of the two divisions in the Career Service. To become a permanent employee in this division requires filing for and successfully completing an examination process which includes a working test period. DEMOTION: A reduction in job title. ELIGIBLE LIST: A roster of persons qualified for employment or re-employment compiled or approved by the New Jersey Department of Personnel. GRIEVANCE: An employee complaint regarding any term or condition which is beyond the employee’s control and is remedied by management. IMMEDIATE FAMILY: Spouse, biological, adopted, or foster children, and parents (Sick and Family Leave.) Spouse, natural and adopted children and Court Orders (Health Benefits.) INTERIM APPOINTMENT: An appointment made while a permanent employee is on a leave of absence which shall only remain in effect until the employee returns from the leave at which time the appointee reverts to his/her former status. Interim appointments may only be made to fill a vacancy created by a leave of absence and not any vacancies created by the subsequent moving of other employees to fill the vacancy created by the employee on leave. LAYOFF: Separation of a permanent employee from employment because of economy, efficiency or other related reasons other than discipline. MERIT SYSTEM: A personnel system that provides for a fair balance between managerial needs and employee protection consistent with Title 11A, New Jersey Statutes. Jurisdictions which elect to come under Title 11A are subject to the rules and regulations defined in N.J.A.C. 4A et seq. NON-COMPETITIVE DIVISION: The second division under the career Service in which employees become permanent without competing in an examination process, but successfully pass a working test period. -24- Personnel Policies and Procedures Manual Township of Pemberton II. DEFINITIONS (Continued) OPEN COMPETITIVE EXAM: A test open to members of the public who meet the prescribed requirements for admission. PART-TIME EMPLOYEE: An employee whose regular hours of work are less than the regular normal workweek for that job title or agency. PERMANENT EMPLOYEE: A Career Service employee who has acquired the tenure and rights resulting from regular employment and successful completion of the working test period. PROMOTION: An advancement in job title. PROMOTIONAL EXAM: A test open to permanent employees who meet the prescribed requirements for admission. PROVISIONAL APPOINTMENT: Employment in the competitive division of the Career Service pending the appointment of a person from an eligible list. REGULAR APPOINTMENTS: Employment of a person to fill a position in the competitive division of the Career Service upon examination and certification OR the employment of a person to a position in the non-competitive division of the Career Service. SPECIAL RE-EMPLOYMENT: An eligible list which includes former or current permanent employees who were laid off, laterally displaced or demoted in lieu of layoff. SUSPENSION: Temporary separation from employment for disciplinary reasons. TEMPORARY APPOINTMENT: An appointment made to a position in which the job assignment is for an aggregate period of not more than 6 months in a twelve-month period. UNCLASSIFIED SERVICE: Positions and job titles which are not subject to the tenure or permanency provisions of Title 11A, New Jersey Statutes, unless otherwise specified. VETERANS PREFERENCE: To be eligible for Veteran or Disabled Veteran status for New Jersey Civil Service examinations, a veteran must have a discharge other than dishonorable for service during: 1. World War I -- 90 days active duty between April 6, 1917 and November 11, 1918. 2. World War II -- 90 days active duty on or after September 16, 1940, and must have begun on or before December 31, 1946. -25- Personnel Policies and Procedures Manual Township of Pemberton II. DEFINITIONS (Continued) 3. Korean Conflict -- 90 days active duty on or after June 23, 1950, and must have begun on or before January 31, 1955. 4. Vietnam Conflict -- 90 days active duty on or after December 31, 1960, and must have begun on or before May 7, 1975 5. Lebanon -- 14 days active duty on or after September 26, 1982, and must have begun on or before December 1, 1987. 6. Grenada -- 14 days active duty on or after October 23, 1983, and must have begun on or before November 21, 1983. 7. Panama -- 14 days active duty on or after December 20, 1989, and must have begun on or before January 31, 1990. 8. Arabian Peninsula/Persian Gulf -- 14 days active duty on or after August 2, 1990 to present. 9. Somalia -- 14 days active duty on or after December 5, 1992, and must have begun on or before March 31, 1994. 10. Bosnia and Herzegovina -- 14 days active duty on or after November 20, 1995, and must have begun on or before December 20, 1996. 11. Haiti – On or after September 19, 1994, and must have begun on or before March 31, 1995. WORKING TEST PERIOD: A part of the examination process after regular appointment, during which time the job performance and conduct of the employee are evaluated to determine if the employee should be appointed permanently. Adopted: 7/20/89 Last revision: 02/12/04 -26- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT POLICY Recruitment All recruiting activities will be conducted in accordance with Equal Employment Opportunity and ADA guidelines and, for position vacancies under the jurisdiction of the Merit System, in accordance with New Jersey Department of Personnel rules and regulations. The direct recruitment process will be utilized for vacancies in positions which include, but are not limited to, exempt positions, emergency appointments, seasonal or temporary appointments or Merit System positions for which there is no list of eligible candidates. Adopted: 7/20/89 Last revision: 1/1/96 -27- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT PROCEDURE Recruitment 1. The request to hire is made by the department head to the Business Administrator, who has the responsibility for recruitment. 2. The Business Administrator secures the approval of the Mayor to fill the position. 3. The Business Administrator determines if the position is a Career Service position under the Merit System. If the position is not in the Career Service or is a non-competitive position, proceed with Direct Recruitment process (see #4). If the position is in the Career Service: a. The Business Administrator inquires about a list of eligible candidates from the Trenton Regional Office, New Jersey Department of Personnel. b. If there is a list, the Business Administrator formally requests a certification. c. In the absence of a suitable list, the Business Administrator first requests that the Trenton Regional Office generate a list of eligibles, requests a list of qualified applicants if any, and if none, then proceeds with the Direct Recruitment process. d. Appointments made in the absence of a test are provisional pending New Jersey Department of Personnel examination procedures and appointees should be so advised. 4. Direct Recruitment a. The Business Administrator’s Office posts a notice of vacancy in the following buildings: Police Department, Public Works Garage, and Municipal Building. The notice should state the opportunity is open to all who qualify. (For internal applicants, please refer to promotional procedures in Section IV if necessary. b. The Business Administrator’s Office places advertisements in appropriate area newspapers and a copy of the ad goes to all union presidents. c. The Business Administrator’s Office checks the current file of applications to see if there are any qualified candidates. -28- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT PROCEDURE Recruitment (Continued) d. All interested candidates, including employees, must file an application or indicate their interest in the vacancy to the Business Administrator’s Office by the posted or advertised deadline. After the deadline, the Administrator’s Office will forward all applications to the department head for review, scheduling interviews and recommendation on hiring. Adopted: 7/20/89 Last revision: 1/1/96 -29- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT POLICY Appointment of New Employees Appointments will be made based on the merit and fitness of candidates in accordance with New Jersey Department of Personnel rules and regulations, where applicable, and with EEO and ADA guidelines. All new employees are required to submit to a pre-employment physical examination prior to the date of appointment and to a criminal background check. The physical examination will be used to establish pre-existing conditions and will only result in the candidate’s rejection if he/she will be unable to perform the duties of the position. Preference for employment will be given first to Township residents, then to Burlington County residents, then to contiguous County residents, and finally to residents of the State of New Jersey. Residency will be verified prior to appointment. Adopted: 7/20/89 Last revision: 1/1/96 -30- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT PROCEDURE Appointment of New Employees 1. When the New Jersey Department of Personnel issues a certification (see Recruitment policies and procedures), the Business Administrator’s Office will forward a copy of the certification to the department head. (See Title 4A:4-4.1 through 4.10) IMPORTANT: If the employment process will exceed the certification deadline, the Mayor/Business Administrator’s Office is to be notified as soon as possible. The Mayor/Business Administrator must request an extension from the Trenton Regional Office, New Jersey Department of Personnel. 2. The Business Administrator’s Office will receive all letters of interest and/or applications and will maintain a file with each applicant’s name, address and telephone number. 3. After the deadline, the Business Administrator’s Office will forward the file to the department head. 4. The department head will set up pre-employment interview in consultation with the Administrator at times convenient for all parties involved. The interviews may include the Business Administrator, the department head and/or the Mayor. Police interviews will be conducted in accordance with the policy of the Police Chief which is approved by the Mayor. (See Exhibit - Interviewing Guides) 5. After the interviews, the department head will, for qualified candidates, verify previous employment, check references, check driver’s license and driving record if appropriate, and conduct any necessary background investigations, including residency requirements in coordination with the Township Police Department. 6. The department head recommends a candidate for hire to the Business Administrator. If in agreement with the selection, the Business Administrator submits his/her recommendation to the Mayor for final approval. 7. The Mayor/Business Administrator’s Office sets up the pre-employment physical examination appointment with the Township physician for the selected candidate. The physical will include urinalysis. 8. The Mayor/Administrator’s Office notifies all remaining candidates of the selection of another qualified candidate. -31- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT PROCEDURE Appointment of New Employees (Continued) 9. The Mayor/Business Administrator’s Office completes the certification and returns it to the Trenton Regional Office. 10. The Mayor/Business Administrator’s Office completes the necessary paperwork for the new employee, including New Jersey Department of Personnel forms, which are forwarded to the Trenton Regional Office. 11. The Mayor/Business Administrator’s Office retains the applications for three years, after which time they may be destroyed. Applications for Police Officers will be kept for four years. 12. Provisional appointees are informed by the Mayor/Business Administrator’s Office that they are responsible for checking the New Jersey Department of Personnel’s Internet and/or the Township’s Personnel Office on a weekly basis for the announcement of their position. The employee is responsible for filing an application to take the examination and for paying the applicable fee. Adopted: 7/20/89 Last revision: 1/1/96 -32- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT EXHIBIT Appointment of New Employees INTERVIEWING GUIDES What an Interviewer must not ask: 1. Do not ask the applicant how old he/she is. 2. Do not ask the applicant his/her birth date. 3. Do not ask the applicant how long he/she has resided at his/her present address. 4. Do not ask the applicant what his/her previous address was. 5. Do not ask the applicant what church he/she attends or the name of his/her priest, rabbi or minister. 6. Do not ask the applicant what his/her father’s surname is. 7. Do not ask the female applicant what her maiden name was. 8. Do not ask the applicants whether they are married, divorced, separated, widowed or single. 9. Do not ask the applicants who resides with them. 10. Do not ask the applicants how many children they have. 11. Do not ask the ages of any children of applicants. 12. Do not ask who will care for children while the applicant is working. 13. Do not ask how the applicant will get to work, unless owning a car is a job requirement. 14. Do not ask the applicant where a spouse or parent works or resides. 15. Do not ask the applicant if he/she owns or rents his/her place of residence. 16. Do not ask the applicant the name of his or her bank or any information as to amount of any loans outstanding. 17. Do not ask the applicant whether he/she ever had his/her wages garnished or declared bankruptcy. -33- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT EXHIBIT Appointment of New Employees (Continued) 18. Do not ask the applicant whether he/she was ever arrested, but you may ask if he/she was convicted of a crime. You should explain that a conviction will not automatically bar his/her employment. 19. Do not ask the applicant whether he/she ever served in the armed forces of another country. 20. Do not ask the applicant how he/she spends his/her spare time or what club he/she belongs to. 21. Do not ask the applicant what foreign languages he/she can speak, read or write (unless a job requirement). 22. Do not ask the applicant if he/she is for or against unions or whether the applicant was ever a union member. IMPORTANT: Do not write anything on the application form, except, if so desired, information as to: a. Date to begin work, department, and salary. b. Job-related reason for rejection such as inability to do work, inability to work required hours, not legally permitted to work in USA, no working papers or work permits, obviously under influence of intoxicants or drugs at time of interview. What an Interviewer may ask: 1. Questions regarding any information on the application for further review (provided application is in keeping with legal requirements). 2. Why did you leave your former employment? 3. What kind of references would you receive from your former employers? 4. What did your prior job duties consist of? 5. What did you like/dislike about your prior jobs? 6. What kind of job duties are you interested in? 7. What hours, days are you available or unavailable to work? -34- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT EXHIBIT Appointment of New Employees (Continued) 8. What do you feel is relevant to the position you are applying for? 9. Was there a job bidding procedure? Were job openings posted? Was there cross training? 10. How large a facility did you work for? Did the organization have a Personnel Department? How did it work? What duties did the Personnel Department perform? Did you make use of it? 11. What did you think of your prior supervisors? Did you get along with them? What kind of person was your prior supervisor: a strict disciplinarian, easy-going? What kind of supervisor do you like to work for? 12. How were employee problems and complaints solved at your prior job? Did you think it was a good procedure? How would you like employee problems and complaints handled if you were employed by this organization? 13. What were your wages at your prior job? How frequently were increases given, what were they based upon - merit, productivity, or something else? Were they cents per hour or percentage increases? How many increases did you receive, if based upon merit? 14. Were you ever promoted in your prior jobs? On what basis were you promoted: length of service, merit? 15. Did you receive a shift differential at your prior job? percentage or cents per hour? 16. What benefits did you receive at your prior job? Did you pay any part of your insurance coverage? Was this money automatically deducted from your paycheck? How were you advised by the prior employers as to your benefits: insurance booklets, employee memos, bulletin board notices, handbook? How frequently were benefits changed? 17. How much do you expect an employer to communicate to you and keep you involved as to what is going on? How would you want this communication to take place? Adopted: 7/20/89 How much? Last revision: 1/1/96 -35- Was it a Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT POLICY Working Test Period (Probation) New employees must satisfactorily complete a working test period of three months before acquiring permanent status. This interval is used to determine if an employee is able to successfully perform the duties of this position and is an extension of the examination/selection process. At the end of the working test period, based on two evaluations of the employee’s performance, a decision must be made whether to grant the employee permanent status or to terminate the employee for just cause. The working test period may not be extended beyond three months. (See Title 4A:4-5.3) Adopted: 7/20/89 Last revision: 1/1/96 -36- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT PROCEDURE Working Test Period 1. Prior to the completion of the second month of service, the department head, with the employee, will complete an evaluation of his/her performance, both positive and negative, including the quality of work, the quantity of work, manner of performance, and cost and time factors. The original evaluation will be forwarded to the Business Administrator’s Office. (See Exhibit - Employee Progress Report - Working Test Period - Report #1) 2. Prior to the completion of the third month of service, the department head, with the employee, will complete a final evaluation of his/her performance using the same criteria as in the interim evaluation. The final evaluation will be forwarded to the Business Administrator’s Office for review. (See Exhibit - Employee Progress Report - Working Test Period - Report #2) 3. Copies of both the interim and final evaluations must be placed in the employee’s personnel file and, upon request, be presented to the New Jersey Department of Personnel. (See Title 4A:4-5.3) Adopted: 7/20/89 Last revision: 1/1/96 -37- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT EXHIBIT Working Test Period TOWNSHIP OF PEMBERTON EMPLOYEE PROGRESS REPORT - WORKING TEST PERIOD TO: ___________________________ (EMPLOYEE) SS# ___________________________________ DEPARTMENT: WORKING TEST PERIOD START DATE: FINISH DATE: REPORT #1: REFLECTS PROGRESS STATUS AFTER FIRST TWO MONTHS OF WORKING TEST PERIOD, FROM TO: ______________________________________________ AND YOUR SERVICES IN THE POSITION OF HAVE BEEN SATISFACTORY . HAVE BEEN UNSATISFACTORY _______ FOR THE FOLLOWING REASON(S): SIGNATURE OF DEPARTMENT HEAD SIGNATURE OF EMPLOYEE (ACKNOWLEDGES RECEIPT OF REPORT) DATE PREPARED: DATE EMPLOYEE RECEIVED: -38- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT EXHIBIT Working Test Period TOWNSHIP OF PEMBERTON EMPLOYEE PROGRESS REPORT - WORKING TEST PERIOD TO: __________________________________ (EMPLOYEE) SS# ____________________________ DEPARTMENT: WORKING TEST PERIOD START DATE: FINISH DATE: REPORT #2: REFLECTS PROGRESS STATUS FOR PERIOD OF TIME BETWEEN FIRST STATUS REPORT OF AND DATE OF END OF WORKING TEST PERIOD OF AND YOUR SERVICES IN THE POSITION OF HAVE BEEN SATISFACTORY . HAVE BEEN UNSATISFACTORY _______ FOR THE FOLLOWING REASON(S): SIGNATURE OF DEPARTMENT HEAD SIGNATURE OF EMPLOYEE (ACKNOWLEDGES RECEIPT OF REPORT) DATE PREPARED: DATE EMPLOYEE RECEIVED: -39- ______ Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT POLICY Nepotism Unless otherwise prohibited by New Jersey Department of Personnel rules and regulations, an employee will not be permitted to work in a position where his/her supervisor is a relative or where a personal relationship interferes with job performance or morale. A relative includes a parent, spouse, child, sister or brother, grandparent or grandchild. It may also include other relationships established by blood, marriage or law. A personal relationship includes any relationship that does not involve a relative (see above) but which has a similar impact on the work environment. Adopted: 7/20/89 Last revision: 1/1/96 -40- Personnel Policies and Procedures Manual Township of Pemberton III. RECRUITMENT AND PLACEMENT PROCEDURE Nepotism Unless to do otherwise would violate New Jersey Department of Personnel regulations: 1. No person should be hired if the appointment would violate this policy. 2. When a sit