The Narberth Finance Administration Committee recommended on May 15, 2025, that Borough Council consider adopting an updated employee handbook that includes five specific edits the committee identified.

The changes the committee asked council to consider would: name an alternative reporter for discrimination complaints so employees may avoid reporting to a direct subordinate; add a reserve vaccination policy allowing the borough to require appropriate vaccinations in future endemic or pandemic conditions; explicitly include grandparents in the definition of bereavement leave and permit limited nonconsecutive use within a six‑week window; clarify that confirmed positive post‑accident drug tests are grounds for discipline up to termination (subject to confirmation procedures); and revise a line referencing how to find EEOC contact information online rather than in a borough directory.

Why it matters: The edits affect employee protections, the borough’s ability to respond quickly to public‑health emergencies, and disciplinary exposure for safety‑sensitive driving incidents. Committee members said they want clear, administrable language before sending the handbook to full council for final action.

Committee discussion and next steps
- Discrimination reporting: Committee members agreed the handbook should provide an alternative escalation for discrimination claims when the complaint involves a direct supervisor. The committee discussed naming the borough council president as an alternative reporter rather than routing such complaints to the complainant’s subordinate.
- Vaccination/reserve public‑health clause: The committee added model language to permit the borough to require vaccinations “based on future endemic or pandemic conditions or when such vaccines are otherwise advisable or necessary as a matter of public health and safety.” Maggie Dobbs said that language “would be fine” as a reserve policy so council would not need to amend the handbook in an emergency.
- Bereavement leave: The committee recommended including grandparents in the bereavement definition and allowing up to two of the bereavement days to be taken nonconsecutively, provided the time is taken within six weeks of the date of death and the employee gives as much notice as practicable and staffing allows.
- Post‑accident drug testing: The draft currently requires post‑accident testing for employees involved in workplace vehicle incidents. Committee members discussed adding a clause that a confirmed positive test is grounds for termination but noted that the drug‑testing process includes confirmatory split‑sample testing and Medical Review Officer review. The committee recommended language such as “grounds for termination” and to obtain solicitor and insurer input on final wording.
- EEOC contact language and other cleanups: The committee recommended replacing an antiquated reference to a “local directory” for EEOC and equivalent state agency contact information with a direction to the agencies’ online resources.

Formal action: The committee moved to recommend the employee policy manual to Borough Council with the five edits described above and subject to final review by the solicitor and the borough’s insurance carrier. The motion passed as a recommendation to council.

What remains unresolved: The committee flagged a previously adopted January 1, 2023, non‑nicotine hiring provision (exceptions for nicotine replacement patches were noted in the draft). Members questioned enforceability and asked council and solicitor guidance before final adoption.

Ending: The committee instructed staff to incorporate the agreed edits and circulate the revised draft to full council, with solicitor and insurer review expected before council action.