Borough of Glen Rock, NJ
Bergen County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Borough Council of the Borough of Glen Rock 12-13-1971 by Ord. No. 763 as Ch. III of the 1971 Revised General Ordinances. Amendments noted where applicable.]
GENERAL REFERENCES
Administration of government — See Ch. 4.
Code of Ethics — See Ch. 11.
Fire Department — See Ch. 15.
Personnel policies — See Ch. 36.
Salaries and compensation — See Ch. 48.
Alarm systems — See Ch. 63.
Fees — See Ch. 101.
[Amended 9-28-1997 by Ord. No. 1291; 5-12-2004 by Ord. No. 1474]
Pursuant to N.J.S.A. 40A:14-118 and § 4-22 of the Borough Code of the Borough of Glen Rock, the Police Department of the Borough of Glen Rock is hereby established. The Police Department shall consist of a Chief of Police, one Captain, not more than two Lieutenants, not more than six Sergeants, not more than two Detective Sergeants, not more than two Detectives, not more than 14 patrol officers, and such other employees as the governing body may determine to be necessary or appropriate for the conduct of an official municipal law enforcement agency; subject, however, to the availability of funds in the annual budget. School traffic officers and clerical staff authorized by the Council shall not be considered members of the Police Department within the meaning of the provisions of N.J.S.A. 40A:14-1 et seq.; however, they shall be subject to the rules of the Department.
[Amended 10-22-1973 by Ord. No. 781]
All members of the Police Department shall be appointed by the Mayor, with the advice and consent of the Council, to hold office as provided by law.
[Amended 9-28-1997 by Ord. No. 1291; 9-11-2013 by Ord. No. 1687]
A. 
Powers and duties of Chief of Police. The Chief of Police shall:
(1) 
Be the executive head of the Police Department, subject to the direction and supervision of the appropriate authority, and shall be responsible for the proper and efficient operation of the Department and the supervision of its activities.
(2) 
Be responsible for the observation and enforcement of all laws of the state and ordinances within the jurisdiction of the Police Department and shall perform such other duties as shall be prescribed by ordinance of the Council.
(3) 
Prescribe the duties and assignments of all subordinates and other personnel.
(4) 
Develop, administer and recommend to the appropriate authority for its approval and to enforce rules and regulations for the governance of the Police Department and directives ("Written Directive System") for the disposition and discipline of the Department personnel.
(5) 
Have under his/her control all records and property of the Police Department and designate any member of the Department to prepare these reports and keep the records in such manner as he/she may prescribe, as well as take charge of such property and any other property coming into the custody of the Department.
(6) 
Furnish to the appropriate authority complete monthly and yearly reports regarding the operation of the Police Department and make such other reports as may be requested by the appropriate authority.
(7) 
Exercise and discharge the powers and duties of the Department.
(8) 
Delegate such authority as may be necessary for the efficient operation of the Department, the exercise of which will be under his/her control and supervision.
(9) 
In the absence or disability of the Chief of Police, the duties of the Chief shall devolve upon and be performed by the next highest ranking office of the Department, who shall be designated as the Officer-in-Charge. The Officer-in-Charge may appoint the next highest ranking officer ("Temporary Officer-in-Charge") to act on the Officer-in-Charge's behalf in, during an emergency, his or her absence, or disability. Such appointment may be made without regard to seniority of the next highest ranking officer even if there are multiple officers holding the same position. In the event the Temporary Officer-in-Charge cannot fulfill the position due to an emergency, or during his absence or disability, then the Temporary Officer-in-Charge may appoint another officer parallel in rank, or if no such officer is available, then the next highest ranking officer. Notwithstanding the above appointment authority, the governing body reserves the right to either appoint a new Officer-in-Charge or to replace any Temporary Officer-in-Charge whenever the governing body determines that it is in the best interest of the Borough to do so.
[Added 7-27-2016 by Ord. No. 1748]
B. 
Qualifications for sworn personnel.
[Amended 3-30-2016 by Ord. No. 1735]
(1) 
General qualifications for sworn personnel.
(a) 
The general qualifications for sworn personnel with the Glen Rock Police Department shall be:
[1] 
Must be a resident of New Jersey at the time of appointment to the Glen Rock Police Department.
[2] 
Must be a citizen of the United States.
[3] 
Must be at least 21 years and less than 35 years of age at the time of appointment to the Glen Rock Police Department.
[4] 
Applicant shall possess at least 60 college credits from an accredited institution toward an Associate's or Bachelor's degree or an honorable discharge from the Armed Forces of the United States.
[5] 
Must not have been convicted of any crime of the first, second, third or fourth degree, as designated by the Criminal Code of New Jersey, or a crime or felony offense in any other jurisdiction that involved moral turpitude or, at the time of application, is undergoing or awaiting court action of any kind in regard to such a crime or felony offense.
[6] 
Must possess a valid New Jersey driver's license at the time of appointment to the Glen Rock Police Department.
(b) 
All applicants for the position of police officer shall make written application to the Chief of Police by means set forth by the Chief of Police whether it be through written application or resume, and at the same time, submit such proof as shall be requested with respect to the qualifications set forth in Subsection B(1)(a) above.
(c) 
In accordance with N.J.S.A. 52:17B-68, as amended, serve a probationary period pending his/her successful completion of the course in a recognized police training academy. The probationary period shall begin upon successful graduation from the police training academy if not already PTC certified and run for a period of 12 months and may be extended for a specific period of time if deemed warranted by the Chief of Police. The probationary officer must successfully complete the Glen Rock Police Department's Field Training program as prescribed by the Chief of Police.
(2) 
Selection of sworn officer first phase: written test. Eligible applicants will submit to a written test administered by the New Jersey State Association of Chiefs of Police and must achieve a minimum passing score of 75%. The number of eligible applicants entering the written test phase may be capped at the discretion of the Chief of Police but with a minimum of at least 100 applications being made available. Of the applicants who successfully pass the written test with a score of at least 75%, the top 25 scoring applicants will then be eligible to move on to phase two, physical agility test.
(3) 
Selection of sworn officer second phase: physical agility test. Eligible applicants will submit to a physical agility test administered by the Bergen County Police Academy or other accredited police training facility and must achieve a minimum score of 80%. Of the applicants who achieve a minimum score of 80%, a cumulative list will be calculated by combining results from the written and physical test. For every open police officer position being filled at the time, five applicants will move forward to the third phase, oral interviews. This will be done from highest cumulative scorer down.
(4) 
Selection of sworn officer third phase: oral interviews.
(a) 
The Chief of Police or his/her designee shall notify those candidates who qualify to advance to the next phase. Notification shall include the date, time, and location of the command-level interview.
(b) 
The command-level oral interview will be conducted by the Chief of Police and/or a hiring committee established by the Chief of Police. If at all possible, the hiring committee should be made up of a member of the Glen Rock Police Department administration, supervisory staff, detective bureau, and patrol division. If feasible, one of the members of the hiring committee should be a Glen Rock Police Department Field Training Coordinator or Field Training Officer.
(c) 
Each candidate's interview will be formatted the same way with similar questions being asked to each candidate. All of the same members of the hiring committee should be participating in each candidate's interview unless an emergent circumstance arises.
(d) 
Each answer to each question asked will be assigned a value of seven (highest) to one (lowest). The score for each candidate will then be totaled.
(e) 
Once the score for each candidate is totaled, the Chief of Police and hiring committee involved in the interview process shall meet to discuss the results.
(f) 
The Chief of Police will make a list of eligible candidates along with his/her recommended ranking of those candidates to the appropriate authority who will then select the candidate(s) to be offered a conditional offer of employment. The list of eligible candidates being presented to the appropriate authority should, where possible depending upon the applicant pool, consist of three candidates for every open police officer position being filled.
(5) 
Exemptions.
(a) 
A candidate for employment may be exempted from the selection process as set forth herein above:
[1] 
If the Chief of Police has an emergent situation that requires the immediate filling of a position(s) and upon the approval of the appropriate authority; and
[2] 
Such candidate has previously been certified by the New Jersey Police Training Commission as a law enforcement officer. Any such candidate will still be subject to the eligibility requirements as set forth in Subsection B(5)(b) below; and
(b) 
All eligible candidates must participate in an oral examination as outlined in Subsection B(4) and all other aspects of the selection process in Subsection B(6), (7) and (8).
(6) 
Background investigation.
(a) 
Upon completion of the command-level interviews, a background investigation will be conducted by the detectives within the Borough Police Department on eligible candidates prior to moving forward to the interview with the appropriate authority. The background investigation shall include, but not be limited to, the following:
[1] 
A review of the candidate's application to confirm/verify meeting eligibility requirements for the position applied for;
[2] 
A check of the applicant's driving history;
[3] 
A fingerprint check for criminal record;
[4] 
Candidates for sworn positions shall be checked against the New Jersey Central Drug and Domestic Violence Registries for the following:
[a] 
Acts of domestic violence, sexual abuse, stalking, elder abuse, or child abuse and any prior or active domestic restraining orders.
[b] 
Prior history as a law enforcement officer or applicant who tested positive for the use of amphetamine/methamphetamine; barbiturates; benzodiazepine; cannabinoids; cocaine; methadone; phencyclidine; and opiate.
[5] 
Police officer candidates shall be interviewed about any history or acts of domestic violence, sexual assault, stalking, elder abuse, or child abuse and past or present restraining orders and their disposition.
[6] 
Any police officer candidate with a conviction for any acts of domestic violence, sexual assault, stalking, elder abuse, or child abuse and/or is the defendant in any active domestic violence restraining order issued under the Prevention of Domestic Act, N.J.S.A. 2C:25-17 et seq., or other order of protection in accordance with The Federal Violence Against Women Act, 18 U.S.C. § 2265, shall be identified and declared ineligible for employment as police officers.
[7] 
Any candidate who shall fail to fully and completely disclose any and all violations of law as defined in this chapter will be immediately disqualified from being eligible for the position of police officer.
[8] 
Verification of at least three personal references.
[9] 
All background investigations will comply with the terms of the Fair Credit Reporting Act, as amended.
[10] 
A review of any and all social media accounts.
(7) 
Medical exam. Upon issuance of a condition offer of employment, a candidate, as a condition for appointment, must submit to a medical examination, to certify the general health of the candidate.
(8) 
Psychological exam. A psychological fitness examination of each candidate for a sworn position will be conducted by a licensed New Jersey professional prior to appointment, but after being given a conditional offer of employment.
(8.1) 
List expiration: A ranking list of eligible candidates will be kept from the appropriate authority interview phase and oral interview phase and will be valid for two years from the date of the written test. If a vacancy occurs in that time period, eligible candidates who made the appropriate authority interview phase will be reinterviewed first. If that list is exhausted with no eligible candidates, eligible candidates who made the command-level interview phase will be reinterviewed. If that list is exhausted with no eligible candidates, a new testing process will be advertised with a written test administered.
(9) 
Probationary period.
(a) 
Excluding a lateral transfer, no person shall be given or accept a permanent appointment as a police officer in the Borough unless such person has first been given a probationary or temporary appointment to such office for a period of one year and has successfully completed a police training course at a school approved and authorized by the Police Training Commission in the Department of Law and Public Safety of the State of New Jersey, pursuant to the provisions of N.J.S.A. 52:17B-66 et seq., as amended.
(b) 
Dismissal during probationary period: grounds for dismissal. On or before the end of the probationary period noted in Subsection B(9)(a) above, the appropriate authority may discontinue the service of any appointee if, in the opinion of the appropriate authority, upon recommendation of the Chief of Police, the appointee is unable or unwilling to perform the duties of his/her position satisfactorily or is of such reputation, habits and dependability as to not merit continuance in the police service or is unable to satisfactorily meet the requirements of the Department's Field Training Program.
(c) 
Grievance procedure. During the probationary period noted above, the appointee shall have the following due process rights afforded to him/her to address any grievances of the appointee:
[1] 
Definition. The term "grievance" as used herein means any controversy arising over the interpretation, application or violation of this agreement and of those policies, agreements or administrative decisions which affect the terms and conditions of employment.
[2] 
Steps of the grievance procedure. The following constitutes the sole and exclusive method for resolving appointee grievances and shall be followed in its entirety unless any step is waived by mutual consent:
[a] 
Step One:
[i] 
An appointee shall institute action under the provisions hereof within five calendar days of the occurrence of the grievance, and an earnest effort shall be made to settle that differences between the appointee and his immediate superior, for the purpose of resolving the matter informally. Failure to act within the said five calendar days shall be deemed to constitute an abandonment of the grievance.
[ii] 
The immediate superior shall render a decision within five calendar days after receipt of the grievance.
[b] 
Step Two:
[i] 
In the event the grievance is not settled through Step One, then the same shall be reduced to writing and filed with the Captain, or his designee, within three calendar days.
[ii] 
The Captain, or his designee, shall render a decision in writing within five calendar days.
[c] 
Step Three:
[i] 
In the event the grievance has not been resolved through Step Two, then within three calendar days following the determination of the Captain or his designee, the matter may be submitted, in writing, to the Chief of Police.
[ii] 
The Chief, or his designee, shall render a decision in writing within 12 calendar days after the grievance was first presented to him.
[d] 
Step Four:
[i] 
If the applicant wishes to appeal the decision of the Chief of Police, or his designee, the grievance shall be presented in writing to the appropriate authority or its delegated representative, within seven calendar days from the date of the Chief's, or his designee's, decision. The appropriate authority, or its representative, shall provide a decision in writing within 14 calendar days of the receipt of the written grievance.
C. 
Selection process non-sworn positions. All vacancies for non-sworn positions will be selected at the sole discretion of Glen Rock Borough pursuant to Glen Rock Borough policies and procedures.
D. 
Outside employment. Each full-time police officer appointed to the Police Department may pursue other employment outside of the duty hours as approved by the Chief of Police and subject to the conditions outlined in the Written Directive System and upon written application to the Chief of Police.
E. 
Powers and duties of Police Department members.
(1) 
The rights, privileges, powers and duties of the members of the Police Department shall be those prescribed by the laws of the State of New Jersey governing municipal Police Departments generally, by the laws of the state and ordinances and resolutions of the Borough and such rules and regulations (including written directives of the Chief of Police) which may from time to time be established by the appropriate authority.
(2) 
The Police Department, through its Chief, shall:
(a) 
Preserve the public peace, protect life and property, prevent crime, detect and arrest offenders against the laws and ordinances effective within the Borough.
(b) 
Administer and enforce laws and ordinances of the State of New Jersey and the Borough.
(c) 
Adhere to the rules and regulations and written directives established for the Glen Rock Police Department and its members.
A. 
Each member of the Police Department shall devote his or her whole time and services thereto, except as provided in § 40-3C above.[1] Although certain hours will be allotted for the performance of regular tours of duty, officers are considered at all times available for duty and must act promptly at any time that their services are required, except when on authorized leave or in the event of disability.
[1]
Editor's Note: See now § 40-3D, Outside employment.
B. 
No police officer shall be required to be on regular duty for more than five days a week, but in case of an emergency the Mayor or Chief of Police shall have full authority to summon and keep on duty any and all such officers during the period of the emergency; but within 12 months after such emergency, each police officer may be given a day off duty for each extra day so served by him or her during the emergency.
[Amended 9-11-2013 by Ord. No. 1688; 2-22-2017 by Ord. No. 1757]
A. 
Procedure.
(1) 
Scope: Covers all Police Department promotions, except promotion to Chief of Police.
(2) 
Eligibility: Only officers who are currently members of the Glen Rock Police Department at the time of the promotional process are eligible for consideration consistent with New Jersey law. The Chief of Police, or his/her designated representative, shall be responsible for coordinating the promotional process.
(3) 
Prequalification.
(a) 
Sergeant: Shall have served as a full-time police officer with the Glen Rock Police Department for a minimum of five continuous years prior to the date of vacancy announcement.
(b) 
Detective Sergeant: Shall have served as a full-time police officer with the Glen Rock Police Department for a minimum of five continuous years, further have served in the position of Detective for no less than one year prior to the date of vacancy announcement.
[1] 
Candidates who qualify for both a Sergeant and Detective Sergeant Positions may apply for one or both positions. The candidate's intention must be stated in his/her letter of intention.
[2] 
A Sergeant having previously served as a Detective may be considered for the position of Detective Sergeant at the discretion of the Chief of Police and without a written examination.
(c) 
Lieutenant: Shall have held the rank of Sergeant for a minimum of two years prior to the date vacancy announcement.
(d) 
Captain: Shall have held the rank of Lieutenant for at least one year or Sergeant for four years.
(4) 
Promotional announcement. Whenever a vacancy occurs for the filling of a position, a written announcement shall be made at least 30 days before the start of the process. The announcement will include eligibility requirements, position title and a brief description of the promotional process.
(5) 
Promotion criteria. The following factors will be considered in the evaluation and recommendation of candidates for promotion:
(a) 
Resume and position paper which will be scored as part of the personnel review.
(b) 
Written examination which will count for a maximum of 55 points.
(c) 
Length of service: seniority which will count for a maximum of 10 points.
(d) 
Personnel review: merit of service, education and professional development which will count for a maximum of 15 points.
(e) 
Interview by Public Safety Committee which will count for a maximum of 20 points.
(6) 
Procedure.
(a) 
Resume and position paper.
[1] 
Each officer intending to participate in the process must submit a resume and letter of intent no later than 10 calendar days after the announcement to the Chief of Police.
[2] 
Each candidate shall submit to the Chief of Police a position paper of no less than 750 nor more than 1,000 words. The subject of the position paper will be established by the Chief of Police and provided to each candidate following the closing of the resume and letter of intent submission period. The paper must be submitted within two calendar days thereafter and produced in Microsoft Word or other format similar to those available to all department members. Handwritten documents will be not acceptable.
[3] 
Each candidate shall have the prior right to examine his/her personnel file, both written and electronic. The personnel file review shall consist of, but not be limited to, work habits, initiative, job skills, enforcement activities, availability, attendance, performance evaluations, disciplinary actions, letters of commendation, citations and awards, educational and professional development (elective in-service training) history, leadership abilities, management skills, productivity, reliability and adherence to policy.
(b) 
Written examination.
[1] 
Each candidate for promotion shall be required to take a written examination, which shall be administered by the New Jersey State Association of Chiefs of Police.
[2] 
The testing organization shall assign each candidate an identification number, which shall be the only identification used when the examination is graded and results are posted. Each participating candidate will be provided a printed notice of the examination results. Only the Chief of Police will be provided with the list of candidates and their identification numbers for tabulation purposes as provided in Subsection A(6)(b)[4] below.
[3] 
Those applicants receiving a grade of 70% or above shall be eligible to move on with the process. Candidates who do not achieve a passing grade are ineligible to move on with the process.
[4] 
Scoring of passing examinations for purposes of final evaluation.
[a] 
The maximum number of points a candidate shall receive on the written examination shall be 55.
[b] 
Points will be awarded based upon examination results as follows:
Grade
Points
70% to 75%
50
76% to 80%
51
81% to 85%
52
86% to 90%
53
91% to 95%
54
96% to 100%
55
[c] 
The results of the written examination, including all candidate identification numbers, shall be sealed in and held by the Chief of Police until the interviews by the Public Safety Committee have been completed and scored.
(c) 
Length of service.
[1] 
One-half point shall be awarded to a candidate for each year of service completed as a member of the Glen Rock Police Department. Credit will be given only for fully completed years of service; no partial credit will be granted.
[2] 
The maximum allowable points will be 10.
(d) 
Personnel review.
[1] 
The Chief of Police shall review the candidate's qualifications. A maximum grade of 15 points may be awarded based upon this review.
[2] 
This review shall include, but not be limited to, work habits, initiative, job skills, enforcement activities, availability, attendance, performance evaluations, disciplinary actions, letters of commendation, citations and awards, educational and professional development (elective in-service training) history, leadership abilities, management skills, productivity, reliability and adherence to policy.
[3] 
The candidate's position paper will also be reviewed and considered by the Chief of Police towards this assessment. Credit will be given for both content as well as manner of presentation.
[4] 
The personnel review shall take place before the written exam. A complete master list of the results shall be placed under seal and retained in the office of the Borough Administrator before the written examination is administered. The results shall be submitted to the Public Safety Committee sitting as the appropriate authority along with the results of the written exam only after completion of the Public Safety interview scoring.
(e) 
Interview by Public Safety Committee: 20 points. The governing body's Public Safety Committee shall interview each successful candidate for promotion. The committee will prepare questions related to the community as well as the Glen Rock Police Department, with each candidate being asked the same questions. The Chief of Police may be present for advice and counsel only; all scoring of candidates for this phase will be completed by the committee.
(f) 
Approval of appropriate authority.
[1] 
The Public Safety Committee and Chief of Police shall tabulate the scores of all the candidates only after scoring of the Public Safety Committee interview has been completed.
[2] 
After scores are tabulated, the Public Safety Committee and Chief of Police shall review all scores and compile a list of candidates in order of point standing, together with any mutually derived comments as to the suitability of each candidate for promotion.
[3] 
The appropriate authority shall have the final decision on all promotions.
(g) 
Within 10 days of the posting of the final ranking of candidates, a candidate may file a written letter of redress. Said letter must contain the reason(s) or justification(s) for a redress and must be submitted to the Chief of Police. The Chief of Police will assess the request, and make a determination of how the request will be addressed on a case-by-case basis. Such requests may address the following areas of the promotional process:
[1] 
Review and retabulation of the scored elements of the selection process.
[2] 
Review any evaluation or internal document that was used in the selection process related to the candidate.
[3] 
If the issue of redress impacts upon the results of the promotional ranking as determined by the Chief of Police, the candidate may be permitted to be reevaluated.
B. 
Subsequent promotions.
(1) 
Results from the promotional exam shall be valid for 18 months from the day following the written examination.
(2) 
In the event that a vacancy occurs within the 18 months that examination scores are valid, the Public Safety Committee and Chief of Police shall meet and compile a new list of finalists from among the highest scoring candidates, using the scores of the last evaluation process. The list submitted to the Mayor shall be compiled using the same procedures contained herein.
C. 
In the event that the list of successful candidates has been exhausted a new examination process will be conducted.
Upon his or her appointment, there shall be furnished to each police officer a uniform, badge and other necessary equipment, at the expense of the Borough, which shall remain the property of the Borough and which shall be maintained by the officer in a clean and usable condition. In the event that equipment may be needed or replaced, the Chief of Police shall make such recommendation to the Council and the Council shall authorize the purchase of new equipment or replace the same as it deems necessary and proper.[1]
[1]
Editor's Note: Former Sec. 3-7, Special Policemen and Police Dispatchers, as added 10-22-1973 by Ord. No. 781, and Sec. 3-8, Auxiliary Officers, both of which immediately followed this section, were deleted 9-28-1997 by Ord. No. 1291.
[Amended 9-28-1997 by Ord. No. 1291]
The Mayor shall appoint, with the advice of the Chief of Police, a licensed practicing physician for the purpose of providing medical services for the Police Department.
School crossing guards shall be appointed to regulate and direct the movement of vehicles and pedestrians at specified intersections in the Borough. School crossing guards shall be under the supervision of the Chief of Police, subject to the ultimate control of the Council.
[Added 7-24-2019 by Ord. No. 1808]
A. 
Definition.
(1) 
This is responsible work in the supervision of functions needed to ensure the safety of school children during school hours, as well as reducing traffic hazards along crossing routes.
(2) 
An employee in this class is expected to direct and oversee school crossing guards demonstrating the safe and proper way for all pedestrians to cross the street. Work is performed in accordance with established rules, regulations and procedures, but the employee is expected to use considerable judgment and exercise a great degree of independence in performing his/her duties.
B. 
Duties (not all-inclusive).
(1) 
Supervises crossing guards in the performance of their duties by visiting school posts to ensure that all safety requirements are being met. Makes foot and vehicular patrol.
(2) 
Prepares work schedule for all subordinate personnel and maintains time and attendance records reflecting the number of hours worked. Responsible for preparation, certification and submission of payroll.
(3) 
Trains new school crossing guards in the performance of their duties and provides in-service training for existing personnel. Prepares annual evaluation reports of all crossing guards.
(4) 
Recruits and interviews new applicants seeking positions as crossing guards.
(5) 
Prepares monthly and other administrative reports which may be required by the Chief of Police or the Chief's designee. Coordinates safety awareness with school principals and HSA leadership. Writes and types letters as may be deemed necessary.
(6) 
Performs other related work as required.
C. 
Job requirements.
(1) 
Knowledge required by the position.
(a) 
Knowledge of all traffic laws, rules, regulations and procedures regarding the safety of school children.
(b) 
Knowledge of departmental rules, regulations and general orders.
(c) 
Must have excellent computer skills with proficiency in Microsoft Word, Excel, PowerPoint and Outlook. Proficiency in the use of a smart phone. Ability to use a public safety radio system.
(d) 
Ability to supervise the work of others.
(e) 
Ability to express oneself clearly, orally and in writing.
(f) 
Ability to prepare simple records and reports.
(g) 
Ability to deal tactfully with all persons contacted during the course of work.
(2) 
Supervisory controls. This employee works under the supervision of the Traffic Safety Sergeant, who assigns duties but is expected to exercise considerable judgment and discretion in performing his/her duties.
(3) 
Guidelines. Guidelines consist of N.J.S.A. 40A:9-154.2 and the NJ Motor Vehicle Code, as well as departmental rules, procedures, and general orders.
(4) 
Complexity. Work is usually recurring in nature. Nonstandard situations shall be referred to the Supervisor.
(5) 
Scope and effect. The purpose of this position is to ensure the safety of school children during school hours, and to help motorists and pedestrians reduce traffic accidents.
(6) 
Personal contacts shall be co-workers, school children, parents and the public.
(7) 
Purpose of contacts. The purpose of the contacts is to help school children and pedestrians cross the street safely, and to reduce traffic hazards; also to provide information regarding the safety of school children.
(8) 
Physical demands. This work involves walking, bending, standing and stooping.
(9) 
Work environment. This employee observes normal safety precautions while working at the various crossing stops. Such employee is outdoors at times, thus exposed to inclement weather and other elements.
D. 
Minimum qualifications. A high school diploma or its equivalent plus two years' experience as a school crossing guard or its equivalent is required. Additional consideration will be given to candidates with prior supervisory experience and/or state certification as an Emergency Medical Technician.
E. 
Salary.
(1) 
This is a part-time management position, salaried at $20,000 per year.
(2) 
The Manager would, however, be eligible to work extra hours at special events not related to school and be compensated at a school guard rate, if they desire. However, they would not be entitled to any extra compensation relating to the day-to-day duties as Crossing Guard Manager.
Each member of the Police Department shall, before entering upon the performance of his or her duties, take and subscribe to an oath to bear true faith and allegiance to the government established in this state, to support the Constitutions of the United States of America and the State of New Jersey and to faithfully, impartially and justly discharge and perform all the duties of his or her office, which oath or affirmation shall be filed with the Borough Clerk.
[Added 3-8-1993 by Ord. No. 1207; amended 9-28-1997 by Ord. No. 1291]
A. 
Establishment of rules and regulations. The Chief of Police shall establish and the Council shall consider for approval such rules and regulations, including a comprehensive disciplinary code, as they may deem necessary for the government and efficient working of the entire Department. The rules and regulations, when adopted, shall be posted by the Chief of Police within five days after the adoption thereof in facilities assigned to the Police Department for headquarters purposes and a copy thereof delivered to each and every member of the Department within five days after the adoption of the rules and regulations or any amendment or repeal thereof.
B. 
Appropriate authority. Pursuant to the authority contained in N.J.S.A. 40A:14-118, the Council of the Borough of Glen Rock is hereby designated as the appropriate authority for the adoption and promulgation of rules and regulations dealing with discipline of members of the Police Department as well as for all other purposes as set forth in N.J.S.A. 40A:14-118. The Council shall have the discretion and authority to designate a hearing officer to conduct hearings and make findings and recommendations to the Council. The Council, as the appropriate authority, shall render a final determination on all Police Department disciplinary matters. The Council shall have the power and authority to affirm, reverse or modify the findings and recommendations of the hearing officer.[1]
[1]
Editor's Note: Former Sec. 3-12, Outside Residence, which immediately followed this section, was repealed 9-28-1997 by Ord. No. 1291.
[Amended 9-28-1997 by Ord. No. 1291]
The Chief of Police, with the assistance of such other members of the Department as he or she shall detail for that purpose, shall keep records appropriate to the day-to-day operation of a Police Department as described in the policies and procedures manual.
[Amended 10-22-1973 by Ord. No. 781; 9-28-1997 by Ord. No. 1291]
The salaries of the members of the Police Department shall be determined by the Council and shall be paid at such times as the Council shall determine.
[Added 2-24-1992 by Ord. No. 1192]
A. 
Fingerprinting. Any individual requesting to be fingerprinted by the Police Department shall pay a fee as provided in Chapter 101, Fees.
[Amended 9-28-1997 by Ord. No. 1291]
B. 
Exemptions. The following individual(s) shall be exempt from fees chargeable under this section:
(1) 
Fingerprinting performed for individuals applying for employment to the Borough.
(2) 
Individual(s) applying for membership to a volunteer organization or position within the Borough which requires fingerprinting as a precondition to membership (i.e., the Fire Department and the Ambulance Corps).
(3) 
Grammar school children fingerprinted at the request of their parents for identification purposes only.
C. 
Copying police analog audio- or videotape. Any individual requesting a duplicate copy of a police analog audio- or videotape for purposes of discovery for court proceedings shall pay a fee as provided in Chapter 101, Fees. In addition to the fees, the individual shall provide to the Police Department a new sealed blank audio- or videotape and a self-addressed stamped envelope."
[Added 5-12-2004 by Ord. No. 1472; 6-27-2012 by Ord. No. 1665]
D. 
Copying of police digital media contained on any electronic data storage devices, including, but not limited to, hardware, diskettes, backup tapes, CD-ROMS, DVD, flash memory devices, USB thumb drives, and other storage mediums. Any individual requesting a duplicate copy of police digital media for purposes of discovery for court proceedings shall pay a fee as provided in Chapter 101, Fees. In addition to the fees, the individual shall provide to the Police Department a new sealed blank CD-ROM, DVD, flash memory device or USB thumb drive and a self-addressed stamped envelope.
[Added 6-27-2012 by Ord. No. 1665]
[Added 9-27-2000 by Ord. No. 1364]
A. 
Definitions. A "Parking Enforcement Officer" shall meet the definition under N.J.S.A. 40A:9-154.8, as amended.
B. 
Appointment. The governing body of the Borough may, as it deems, necessary, appoint a Parking Enforcement Officer to enforce state, county or municipal statutes, resolutions, ordinances or regulations related to the parking and vehicles within the municipality in accordance with the provisions of N.J.S.A. 40A:9-154.7, as amended,
C. 
Powers. A Parking Enforcement Officer shall possess the power and authority in the manner and to the extent granted by the Borough to:
(1) 
Issue a parking ticket for a parking offense, as those two terms are defined in the Parking Offenses Adjudication Act, P.L. 1985 c. 14 (N.J.S.A. 39:4-139.2 et seq.);
(2) 
Serve and execute all process for any parking offense issuing out of the court in the municipality having jurisdiction over the complaint; and
(3) 
Cause any vehicle parked, stored or abandoned in the municipality in violation of a statute, resolution, ordinance or regulation to be towed away from the scene of the violation and to collect from the vehicle owner or the owner's agent, on behalf of the Borough, the costs of towing and subsequent storage of the vehicle before surrendering the vehicle to the owner's agent.
D. 
Qualifications. No person may be appointed as a Parking Enforcement Officer unless, at a minimum, the person:
(1) 
Meets all qualifications set forth under N.J.S.A. 40A:9-154.9, as amended;
(2) 
Has been qualified as a successful candidate by the Chief of Police or other chief law enforcement officer in accordance with the provisions of 40A:9-154.10, as amended; and
(3) 
Has successfully completed a training course, conducted or approved by the municipality or who has been deemed to be exempt from the training course by the Chief of Police or other law enforcement officer in accordance with the N.J.S.A. 40A:9-154.11, as amended.
E. 
Uniform; insignia. Prior to the commencement of his/her duties, every Parking Enforcement Officer shall be furnished and shall wear a uniform which shall include an insignia dearly indicating the Officer's status as Parking Enforcement Officer in accordance with N.J.S.A. 40A:9-154.12.
[Added 6-27-2001 by Ord. No. 1378]
The Mayor shall appoint, with the advice of the Chief of Police, a Chaplain to the Police Department who shall become a member of the Municipal Police Department, without rank, and salary as set forth under § 40-12. Any person appointed as Chaplain shall be an ordained clergyman in good standing in the religious body from which he/she is selected.
[Added 3-26-2008 by Ord. No. 1563]
A. 
Purpose and conditions. For the convenience of those persons and entities which utilize the services of off-duty law enforcement officers of the Glen Rock Police Department and to authorize the outside employment of Borough police while off duty, the Borough hereby establishes a policy regarding the use of said officers.
(1) 
Members of the Police Department shall be permitted to accept police-related employment for private employers or school districts only during off-duty hours and at such time as will not interfere with the efficient performance of regularly scheduled or emergency duty for the Borough.
(2) 
Any person or entity wishing to employ off-duty police shall first obtain the approval of the Chief of Police or his/her designee, which approval shall be granted if, in the opinion of the Chief or his/her designee, such employment would not be inconsistent with the efficient functioning and good reputation of the Police Department, and would not unreasonably endanger or threaten the safety of the officer(s) who are to perform the work.
(3) 
Any person or entity requesting the services of off-duty police officers shall execute an agreement to indemnify and hold harmless the Borough of Glen Rock for any and all claims and damages which may arise from the off-duty police officer's employment by said person or entity.
(4) 
The Chief of Police, or his/her designee, shall have the authority to order any police officer engaged in off-duty assignments within the Borough of Glen Rock to respond to an emergency situation within the Borough. The Chief of Police, or his/her designee, shall also have the right to order any off-duty assignment to be terminated whenever said assignment creates an unacceptable risk to the health, safety and welfare of the off-duty officer and/or the citizens of the Borough. In the event that a police officer is assigned to an emergency situation, the Police Chief, or his/her designee, shall make notice of that emergency situation, as well as the time said officer was removed from said off-duty assignment. In any situation where an off-duty police officer is called to an emergency situation, said person or entity shall not be responsible for the payment of the officer's hourly rate, administrative fee or any other fees to the Borough until such time as said police officer and/or equipment returns to the assignment with the off-duty person or entity.
(5) 
Each private person or entity who shall employ extra-duty officers pursuant to this chapter shall be responsible for maintaining his, her or its own insurance coverage. Said insurance coverage shall include, but not be limited to, general liability and automobile. Proof of said insurance coverage shall be provided to the Borough of Glen Rock prior to the assignment of any officer(s) to said private person or entity.
B. 
Escrow accounts.
(1) 
Except as provided hereinbelow, any person or entity requesting the services of an off-duty law enforcement officer in the Police Department shall estimate the number of hours such law enforcement services are required, which estimate shall be approved in writing by the Chief of Police (or his/her designee), and shall establish an escrow account with the Chief Financial Officer by depositing an amount sufficient to cover the rates of compensation and administrative fees set forth hereinbelow for the total estimated hours of service. If services are required on an immediate basis and it is not feasible to establish an escrow account, the Chief of Police, or his/her designee, shall have the authority to waive the requirement of an escrow account.
(2) 
Prior to posting any request for services of off-duty law enforcement officers, the Chief of Police, or his/her designee, shall verify that the balance in the escrow account of the person or entity requesting services is sufficient to cover the compensation and fees for the number of hours specified in the request for services. The Chief of Police, or his/her designee, shall not post a request for services from any person or entity unless all fees and compensation required in the manner described above have been deposited with the Chief Financial Officer; except if the requirement of an escrow account has been waived as permitted above. No officer shall provide any such services for more hours than are specified in the request for services.
(3) 
In the event the funds in such an escrow should become depleted, services of off-duty law enforcement officers shall cease and requests for further or future services shall not be performed or posted until additional funds have been deposited in the escrow account in the manner prescribed above.
(4) 
The person or entity requesting such services shall be responsible for ensuring that sufficient funds remain in the escrow account in order to avoid any interruption of services.
(5) 
Houses of worship, local public schools, and qualified IRC 501C(3) not-for-profit organizations shall be exempt from the requirements for the posting of an escrow deposit.
C. 
Rate of compensation; administrative fee.
(1) 
The rate of compensation for contracting the service of off-duty law enforcement officers shall be in an amount equal to the hourly overtime rate of pay established within the Police Collective Bargaining Agreement for each law enforcement officer assigned to the project. The minimum hourly rate shall be $50 per hour.
(2) 
An additional fee of $12 per hour is hereby established to cover administrative costs, overhead, and out-of-pocket expenses of the Borough.
[Added 5-24-2017 by Ord. No. 1763]
A. 
Authority and purpose. The Borough of Glen Rock may establish special police officers pursuant to and in compliance with the Special Law Enforcement Officers Act (N.J.S.A. 40A:14-146.8 et seq.).
B. 
Classifications: powers and duties. The classification of special law enforcement officers shall be based upon the duties to be performed by said officers and are established as follows:
(1) 
Class 1.
(a) 
The officers of this class are authorized to perform routine parking enforcement, foot patrol, traffic detail, spectator control and similar duties as may be assigned, by the Chief of Police or, in the absence of the Chief, another law enforcement officer in a supervisory capacity to act in his stead. Said Class 1 officers are also authorized to issue summonses for disorderly persons and petty disorderly persons offenses, violations of municipal ordinances and violations of Title 39 of the Revised Statutes of New Jersey. The use of firearms by said Class 1 officers is strictly prohibited and no Class 1 officer shall be assigned any duties which may require the carrying or use of a firearm.
(b) 
The number of Class 1 special officers shall not exceed 25% of the total number of regular police officers employed. Before any special law enforcement officer is appointed, the Chief of Police or his designee shall ascertain the eligibility and qualifications of the applicant and report these determinations in writing to the Borough Council.
C. 
Appointments: terms. Special officers, Class 1, shall be appointed for a term not to exceed one year by the Borough Council and the appointment may be revoked by the Borough Council for cause after hearing, as required by N.J.S.A. 40A:14-147. The powers and duties of special officers shall cease upon expiration of the term for which they are appointed. Special officers so appointed shall not be members of the Police Department of the Borough of Glen Rock or any other police department in the State of New Jersey or elsewhere.
D. 
Qualification: investigation.
(1) 
No person may be appointed as a special law enforcement officer unless the person:
(a) 
Is a resident of this state during the term of employment.
(b) 
Is able to read, write and speak the English language well and intelligently and has a high school diploma or its equivalent.
(c) 
Is sound in body and of good health.
(d) 
Is of good moral character.
(e) 
Has not been convicted of any offense involving dishonesty or which would make him unfit to perform the duties of his office.
(f) 
Has successfully undergone the same psychological testing that is required of all full-time police officers in the Borough of Glen Rock.
(2) 
The Chief of Police shall have the applicant fingerprinted as required by statute, conduct a background investigation of the applicant to determine the eligibility and qualifications of the applicant and shall report these determinations, in writing, to the Mayor and Council of the Borough of Glen Rock.
E. 
Training. No person shall commence serving as a special officer unless he has been certified by the Police Training Commission, as provided by N.J.S.A. 40A:14-146.10.
F. 
Hours. No special officer may work more than 20 hours per week, except during period of emergency. One full-time special officer may be appointed to primarily provide for parking enforcement and to aid with traffic control during daytime hours only.
G. 
Supplemental.
(1) 
Special police officers shall not be utilized to supplant regular police officers.
(2) 
Special police officers are subject to the personnel policies of the Borough of Glen Rock.
(3) 
Special police officers are subject to the Glen Rock Police Department's Written Directive System, where applicable.
(4) 
Compensation for special officers shall be established by the Borough Council annually.