Borough Council - Regular Meeting

It's almost there. Right back. Okay, we're on. All right. So, we are now back in public session to discuss um changes to the personnel manual. So, Nancy, you want to just go over the the changes updates?

Sure. Um there were three um additions that were required by the GIF. There was actually four, but we already had one in our policy. So, we updated our Americans with Disability Act um policy uh to include language about federal Pregnant Workers Fairness Act. Um we added to the policy against harassment, about hostile work environment arising from conduct occur occurring outside the workplace and even in nonwork related context and how it affects the workplace. Um and we changed the language of our vacation leave policy to say that um if you carry over vacation days, it should be stated that they cannot be used because of business demands. So um we are in compliance. We have we have been in compliance with our vacation policy because we don't allow people to carry them over more than you're allowed a year, but we allow six months. Um, and then I was recommending some changes. I'll go through through them quickly. Um, our disability policy, like we discussed at a previous meeting, allows employees to take 26 weeks off at full pay and then 26 weeks off at 2/3 pay. and that's after you've worked here for at least 10 years. Um, I'm suggesting that we limit the amount of disability during the course of employment to 52 weeks. Um, it's a if there are extent extenduating circumstances, the mayor and council can always add on to that time. Um, and this is basically as an incentive to employees to try and come back, you know, uh, as fast as they can once they're fully recovered. Um

then I added a provision for professional licenses that says uh it would require an employee who we when we pay when the bureau pays for them to get a profession a professional license um and the classes that go with that that um if they leave within three years of getting that license that they would have to be they would have to reimburse us for that the cost of that um continuing education credits. Uh that we would pay for classes for continuing education um for people with licenses necessary to maintain their um to do their jobs and that they just need pre-approval for that. And then the last part of that section is that employees are required to notify the clerk that their licenses have been successfully renewed and are in good standing. And that was in the best practices um survey from the state that we just did. That was one of the ones we had to say no for. So I want to put that in the policy so we could say next uh yes next year. And it's a good thing to have anyway. Um and then the overtime policy. Um, I was looking to uh the way our policy was, uh, any employee who acts as secretary at a meeting after 6 gets time and a half. I'd like to limit that to council, planning, and zoning board meetings. Um, so that or we could get rid of it alto together. It's up to you. Um, I'm not sure why it's one and a half times, but uh, it's the way it was. So, I figured at least we could limit it to the three major meetings that people would sit in on.

Well, just a question on that. Nancy, I was thinking about that. Um, it says secretary. Is that the term? That's the term for planning and zoning board, but the people who are actually the secretary are um what do you call it? You know, employees that are salaried. They're salaried employees. They're not hourly employees, right? Yes, but if you're not salaried employees don't get overtime. Exempt employees. So if you're Yeah. So you could be a salaried employee but uh not be exempt. That's what I mean.

Yeah. I mean, it's unusual and I guess this was probably put in here a long time ago for one instance or something, but I've noticed recently that people some place have tried to manipulate this section to get to get uh overtime for things they probably shouldn't. So, yeah, I don't think you even need that at all. I don't think you need to clarify it. I would just take it out. Just my opinion.

Okay. I I agree. I'm happy to take that out. Um the next section on vacation, uh a few changes. One is that if employees do not give us two weeks notice, at least two weeks notice, they forfeit any remaining fa vacation or personal days. Um and by the way, I should have stated that I did review these with our labor attorney. Yeah, I was just going to ask that. Yeah, good. Um it's all legal.

Yes. Um then uh the next one was this was from the GIF model policies. If you if employees take a sick day before or after vacation holiday or other leave that they may be required to submit a doctor's note. I mean, usually I probably I probably wouldn't do it unless it becomes a habit, but you know, sick days are for being sick, not for extending your vacation. Yeah.

Um then the next one is I'm not sure how much it will help, but this is to say that employees can only request vacation or personal leave um no more than 90 days uh prior to the date of the request. um but gives the burough administrator the ability to prove exceptions. Like if you know you're getting married in August, you can put in your request in January, but this would avoid some employees who January 1 put in like the entire year and you don't know what the circumstances are going to be in December. So, it's better to limit it to at least three months at a time. I don't think that will there's a downside to that for anybody. Um the next section is about a hearing. Uh if there was an employee complaint um the way it was before it was only the administrator or council um h has to hold the administrative hearing. Um a couple labor attorneys have suggested we change that. So I just add it in or a designate such as labor council cuz honestly I mean I don't want to do hearing. You guys probably don't want to do hearing. So labor council would probably be the most appropriate person there.

And then in the next paragraph I took out that uh the complaining party will be notified of when the hearing is and the date and time location and the labor attorney suggests we take that out. Then the last part is the code of conduct. Code of I added the code of conduct that you approved a couple meetings ago. That's it. Anybody have any issues with any of those? Nope. We good? And those were the Sounds good.

Yeah. How often do we have to update these this by the way? every two years. Okay. All right. So, we did it in December of 23. So, so do I have a motion to approve the uh handbook or whatever you call it? I can um I'll move to pass resolution number 25-2042 authorizing revisions to the personnel policy and procedures manual. Perfect. Second. Second. All right. All in. No. Okay. We need a roll call.

Yeah. For resolution. Go ahead. Yeah. Miss McCriedy. Yes. Mr. Rivero. Yes. Mr. Ruth. God bless you. Yes. Mr. Trainer. Yes. Miss. Yes. Mr. Zazarino. Yes. Right. I think that's it. Thank you. So, do I have a motion to Yeah, you know, quick motion to adjourn. That's it. It's like past my bedtime. Thank you, everyone. All right, we'll see you all uh Monday. Thanks. Right.