It is the intent of this chapter to establish
personnel policies, practices and regulations which will be consistent
with sound business principles, to the end that the administration
of the Township's personnel program will be accomplished in a manner
equitable to the employees without handicapping or curtailing the
responsible administrative officers. Within the framework of this
general policy, the following principles are hereby declared as establishing
the personnel policies of the Township.
A.
Employment in the municipal government shall be based
on merit and fitness, free from personal and political considerations
and without regard to race, creed, color or national origin.
B.
Whenever a vacancy exists or a new position is created,
recruitment to fill same with a qualified person will be conducted
by the Municipal Administrator.
C.
The governing body and Municipal Administrator shall
determine such age, residency or other requirements as are deemed
appropriate for the particular position to be filled, and their decision
on such matters shall be final.
D.
Prior to the appointment of any applicant, the person
shall undergo a physical examination to be administered by the Township
Physician and any other examination when requested by the appointing
authority. The prospective appointee or employee shall also complete
and file a prescribed questionnaire of physical condition and history
with the administration of the Township.
E.
Just and equitable incentives and conditions shall
be established and maintained in order to promote efficiency and economy
in the operation of the Township government. Positions with similar
duties and responsibilities shall be classified and compensated on
a uniform basis. Every effort shall be made to stimulate high morale
by fair administration of this chapter and by consideration of the
rights and interests of employees, consistent with the best interests
of the public and the Township.
F.
Continuity of employment shall be subject to good
behavior, satisfactory performance of work, necessity for the performance
of work and availability of funds.
G.
It is the policy of the Township to offer employment
and fair treatment to all of its employees. The employee is expected
to properly maintain his mental and physical well-being to assure
his continued employment to the satisfaction of the department head
and governing body.
H.
An applicant for employment may be rejected where
he:
(1)
Is not qualified for appointment to the position for
which he has applied.
(2)
Is physically unfit to perform the duties of the position
for which he has applied.
(3)
Is addicted to the habitual or excessive use of drugs
or intoxicants.
(4)
Has been convicted of any misdemeanor or high misdemeanor,
as defined by the laws of the State of New Jersey.
(5)
Has received other than an honorable discharge from
the Armed Services of the United States.
(6)
Has been dismissed from previous employment for delinquency,
insubordination or misconduct.
(7)
Has practiced or attempted to practice any deception
or fraud in his application or in furnishing other evidence of eligibility
for appointment.
(8)
Is not within age limits that have been established
for the position for which he seeks appointment.
As used in this chapter, the following terms
shall have the meanings indicated:
That person who is duly elected to such office or such other
person as may have been appointed as the head of a department by the
governing body of the Township.
With respect to Township employees whose normal workweek
is 35 hours or more, unless otherwise provided or specified.
The board or body exercising general legislative power in
the Township, whether designated as "Township Committee," "Township
Council," or otherwise.
With respect to Township employees whose normal workweek
is less than 35 hours.
That person that has been designated as such by resolution
of the Township Committee.
With respect to Township employees whose employment is effective
for a limited time only and is other than probationary.
