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Borough of Allentown, NJ. If you do not agree to the Terms of Use, please do not use eCode Pin open the table of contents Table of Contents. Appendix A Personnel Policies. Employment in the Borough shall be based on merit and fitness, free from personal and political consideration. No discrimination in any aspect of employment shall be made because of race, color, creed, national origin, political or religious opinions or affiliations, physical handicap, ancestry, age, marital status, sexual preference or sex of any individual or because of liability for service in the Free Allentown sex classified forces.

Just and equitable incentives and conditions shall be established and maintained in order to promote efficiency and economy in the operation of the government. Positions with similar duties and responsibilities shall be classified and compensated on a uniform basis. Continuity of employment shall be subject to an employee's continued good behavior, satisfactory performance of work, necessity for work, and the Borough's availability of funds. Copies of records shall be made available upon the payment of such price as shall be established by law. The Custodian of Records shall make and supply copies of such records upon the payment of the fees established by Borough Code.

Any request for specific documents should be in writing to the Borough Clerk and copies should be billed and paid for prior to distribution. The following information is confidential and may not be released without written request and without the written approval of the Borough Council:. Personnel records to include medical forms and documents.

Employment applications of past and present employees.

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Pending litigation or contracts and any documents connected with same. Unlisted phone of employees. Employee medical records. Release of any of the above documents covered under the confidentiality section without authorization will be cause for disciplinary action ranging from a written warning to termination Free Allentown sex classified employment.

Discussion of any of the above information with employees or nonemployees not needing the data for performance of their job or to further negotiations or contract matters shall be cause for disciplinary action ranging from a verbal warning to termination of employment. Determination as to what conditions constitute any emergency will be at the discretion of the Mayor or his deee and will not be subject to the grievance procedure.

In an emergency each and every employee shall be subject to call for overtime duty and it is each employee's responsibility to cooperate and accept such overtime work, when required. Emergency is hereby defined as that period of time when the health, safety and general welfare of the public is in jeopardy. All employees will be expected to report as scheduled unless notified that their particular office will be closed, in which case, the employee would receive their regular pay if they were scheduled to work. If an employee cannot report to work because of severe weather conditions, the time lost from work will be charged against accumulated vacation time.

In the event that no vacation time is accumulated, the time lost from work will be charged as time off without pay. In the event of extreme weather conditions or other emergencies necessitating the closing of the Borough's offices, you will be notified by the Mayor or his deee. This will be approved as a workday for those employees who are scheduled to work. Essential employees will be required to work during any emergency. The employees will be notified by their immediate supervisor.

If such emergency occurs during the employees regular work schedule, they will be paid their regular salary. If the emergency continues or occurs after their regularly scheduled workday, they will be paid according to the overtime rates in effect in this manual.

The following terms will be used to describe the classification of employees and their employment status:. The above terms are subject to change dependent upon discussions with the Borough's ant regarding changes in the Federal Standards. All employees, officers and Department He of the Borough shall be appointed and promoted by the Borough Council, except as may otherwise be provided by general law.

Original appointments, to fill vacancies for new positions, shall be limited to qualified persons who have been interviewed or tested concerning such factors as education, experience, aptitude, knowledge, character and physical and mental fitness. Applicants for employment shall apply on forms, provided by the Borough Clerk, which have been deed to obtain pertinent information concerning the applicant's education, training, experience, character and other factors necessary to determine fitness and qualifications for service to the Borough.

All applications shall be filed with the Borough Free Allentown sex classified. The Clerk shall be charged with processing all applications for appointment to vacancies or new positions and reporting thereon to the Borough Council. Where it appears that an applicant is otherwise qualified for employment, the Clerk after direction being given by the Borough Council, shall require that the applicant furnish evidence that he is physically fit for the position for which he seeks employment.

The Borough Council, may at its discretion, appoint a Personnel Committee to act as a liaison between the Council and the applicant. An applicant for employment may be rejected for one or any of the following reasons:. Is not qualified for appointment to the position for which he has applied. If physically unfit to perform the duties of the position for which he has applied. Is addicted to the habitual or excessive use of drugs or intoxicants.

Has been convicted of any crime or offense, including disorderly person offenses involving moral turpitude. Has received other than an honorable discharge from the armed services of the United States. Has been dismissed from employment for delinquency, insubordination or misconduct. Has practiced or attempted to practice any deception or fraud in his application or in furnishing other evidence of eligibility for appointment. The introductory period for new employees shall be six months in duration from the date of hire.

Introductory time may also be extended. During this time, you have your first opportunity to evaluate the Borough as a place to work and we have our first opportunity to evaluate you as an employee. This period involves special orientation activities plus closer and more frequent performance evaluations than that given to regular employees.

Employees will be provided with a job description and a copy of the rules and regulations by their supervisor. After 90 days employees shall be evaluated by their supervisor or the Borough Council's chosen liaison, with a written report and recommendation s made to the full Borough Council.

The recommendations should contain:. Rating of job performance.

Recommendation for extension of introductory period of six months to a year. Plan for corrective action. The employee will have an opportunity to rebut, in writing, any comments contained in the review document. No appeal exists for any rating of average or above.

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These evaluations will become part of your personnel file and their purpose is to create and foster communication between the employee and the Borough. Upon satisfactory completion of the introductory period, you may become a full-time employee. For employment to continue, all employees, regardless of classification, status, or length of service are expected to meet and maintain Borough standards for job performance and behavior.

Vacation time, personal time and sick time is not accumulated from the date of employment but shall start to accrue after successfully completing the six month introductory period. Important events in your history with the Borough will be recorded and kept in your personnel file. Annual performance reviews, change of status records, commendations and educational attainment records are examples of documents to be maintained. Upon written request and reasonable notice, employees are entitled to review the contents of their own personnel folder in the presence of a deated official of the personnel committee.

An employee may file a written response to any memorandum or document which is derogatory or adverse to them. Such response will be included in the personnel file, attached to and retained with the document in question. Medical records regarding claims submitted to our insurance carrier, including psychological, psychiatric and medical examinations are kept in a separate file and are not distributed to supervisors or the Borough Council during your review period.

These medical records are available for your review and are only available to Borough personnel with your ed consent. Accurate and complete attendance records shall be maintained by the Chief Financial Officer. The records shall be the official records to be utilized and determine the employee's eligibility for benefits.

The borough utilizes timecards as the official record keeping method of attendance.

All timecards must be accurately completed and ed by your supervisor before pay calculations can be determined. The record must indicate any period of absence, compensatory time, whole days, half days or hours when an employee should regularly be on the job. Regularly scheduled Borough holidays should be marked on the timecard. Pay is calculated for the 15th and the 30th of each month. All timecards must be submitted to the payroll clerk by the Monday morning of each work week.

Unsatisfactory attendance includes abuse of sick leave, absences that precede or follow regularly scheduled days off, or holidays, and continued tardiness.

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Employees have the responsibility to notify their supervisor prior to the beginning of their ased shift if they are to be tardy or absent. If for some reason the employee is unable to call prior to the beginning of their shift, they must make notification within the first hour of their ased shift to advise them of the fact or they will be subject to disciplinary action.

Supervisors must warn employees, in writing, about excessive absences and lateness and explain disciplinary actions which may result if there is no improvement in the offender's attendance record. Warnings or reprimands must be in writing and must be progressive. The Borough's wage and salary plan classifies each position on the basis of:. Knowledge and ability requirements. Variety and scope of responsibilities.

Physical and mental demands. Established wage or salary ranges are reviewed once per year and are adjusted if necessary. If you are interested in knowing your wage and salary range for your position, please consult the "Prevailing Wage Book" in the Borough Clerk's office. All overtime work must be authorized in advance by the responsible Department He. ZIP: 18105 18104 18101 18103 18102 18109 18001

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