A.
It shall be the responsibility of all employees to notify
their supervisor or department head at least one-half (1/2) of an hour prior
to reporting time if the employee will be delayed or absent from work. Any
tardiness or absence and the reason therefor will be noted on the records.
B.
It shall be the responsibility of all department heads
to notify the Borough Administrator at least one-half (1/2) of an hour prior
to reporting time if the department head will be delayed or absent from work.
C.
"Employees who are habitually tardy" means those who
establish a pattern of tardiness with frequent repetition (for example, several
days in succession). Absence the day before a holiday or day after a holiday
could result in the loss of pay for the holiday. Chronic or excessive absenteeism
and/or tardiness may be cause for removal or other disciplinary action.
A.
All Borough employees are expected to be at their work
stations at the starting time of the workday, to leave and return from lunch
promptly and work to the end of the workday.
B.
Inclement weather.
(1)
All Borough employees are expected to report to work
despite weather conditions unless notified that their particular office will
be closed. If an employee can not report to work because of severe weather
conditions, the time lost from work will be charged against allocated vacation
time. In the event that no vacation time is accumulated, the time lost may
be charged to personal days. If there are no vacation or personal days accumulated,
the time lost from work will be charged as time off without pay. In the event
of extreme weather conditions or other emergency necessitating the closing
of Borough offices, the closing of such offices shall be authorized by the
Mayor, with each department head responsible for notifying his or her employees.
This will be approved as a bad-weather day off without penalty.
(2)
Likewise, early dismissal due to inclement weather shall
be without penalty.
The hours of the standard workweek are established to provide all services
to the residents of the Borough, as follows:
A.
Administrative and clerical employees.
(1)
Normal standard workweek: 35.0 hours, 8:30 a.m. to 4:30
p.m.
(2)
Lunch period: one hour.
(3)
Overtime: in excess of 35.0 hours.
(4)
Work performed by clerical employees and clerical assistants
shall be paid at straight time up to 40 hours per week. Hours worked in excess
of 40 hours per week shall than be paid at one and one-half (11/2) times the
straight-time rate.
B.
Engineering - construction departments.
(1)
Normal standard workweek: 40 hours, 8:00 a.m. to 4:30
p.m.
(2)
Lunch period: one-half (1/2) hour.
(3)
Those employees, except the Borough Engineer, Director
of Public Works, Superintendent of Public Works and Construction Official,
who shall be required to work in excess of 40 hours in any one week shall
be paid at 11/2 times the straight-time rate.
(4)
Employees who may be part of a bargaining unit shall
be paid in accordance with the contractual agreement in effect between the
Borough and bargaining unit.
C.
D.
Police Department.
(1)
The normal tour of duty will be in accord with the rules
and regulations of the Police Department of the Borough of New Providence.
(2)
The lunch period shall be as set forth in the manual
of rules and regulations of the Police Department of the Borough of New Providence
in force.
(3)
Personnel required to work in excess of the normal tour
of duty shall be paid in accordance with the rules set forth in the manual
of rules and regulations of the Police Department of the Borough of New Providence
and/or the contractual agreement between the Borough of New Providence and
the local Police Benevolent Association unit.
A.
Department heads are required to report individual employee
absence, on the prescribed form, to the Borough Administrator the day of the
absence.
B.
The Borough Administrator will initial the form before
forwarding it to the Payroll/Personnel Department for recording on the employee's
personnel record.
C.
In cases where an employee exceeds his allowable number
of sick days, vacation days or personal days off, the Payroll/Personnel Department
shall notify the department head of this fact, and he or she shall be responsible
for informing the employee.
A.
The salaries for all positions shall be authorized and
published by an ordinance and adopting resolution and amendments thereto.
No employee shall be paid less than the minimum nor more than the maximum
of the current ordinance.
B.
New employees shall be paid at the minimum of the approved
salary range for the position to which they are hired or appointed. In exceptional
cases, based upon outstanding qualifications of the applicant or in shortage
skill positions, an applicant may be appointed at a rate above the minimum
upon recommendation by the Personnel Committee and with final approval by
Mayor and Council.
C.
Salary increments may become effective either on the
employee's anniversary date or, in those cases where a department head
recommends a different date, based on job evaluation.
D.
The salary increment recommendation to the Borough Administrator
by the department head shall only become effective upon the approval of the
Mayor and Council. Recommendations must be based on the evaluation of the
employee's performance during the previous year. Salary increments shall
be based on merit and not granted automatically.
E.
An employee will be eligible for salary increments until
he or she has reached the maximum salary provided for in his or her job classification.
A.
Every department head and supervisor of employees shall
annually appraise the performance of subordinate personnel for the preceding
12 months and submit such report to the Borough Administrator. The purpose
of this appraisal shall be to stimulate the development of the employees,
to raise the standard of service to the community and to aid in determining
the value of the employee's services, but such appraisal shall not imply
that a salary increase will be forthcoming. The Borough Council shall appraise
the performance of department heads as directed by the Mayor. The performance
appraisal reports shall be completed by the supervisor for each employee by
November 1 of each year. After review by the Borough Administrator, such report
shall become a part of the employee's personnel history file.
B.
Every employee shall be entitled to examine the appraisal
report prepared by his supervisor, discuss it with his supervisor or department
head and the Borough Administrator and then sign at the bottom to indicate
that it has been read by the employee.
It is the desire of the Borough Council to suitably recognize all outstanding
commendatory actions or suggestions of Borough employees.
A.
When a letter is received commending the work or action
of an employee on duty, it shall be referred to the Borough Council. The letter
will also be referred to the supervisor, who will show it to the employee
therein commended. The letter will then be returned to the Borough Administrator
or Police Chief and placed in the employee's personnel file.
B.
If an employee shall perform a meritorious action beyond
the call of duty, appropriate formal recognition of that fact shall be made.
The immediate supervisor or his superior will obtain all facts relative thereto
and prepare a written report to the Borough Council. The Borough Council will
consider the matter and take such action as is proper to commend the employee
for the meritorious action. All papers in connection therewith will be placed
in the employee's personnel file.
C.
All employees are urged to seek ways and means of effecting
job improvements and to submit to their supervisors any well-thought-out suggestion.
If the specific suggestion or idea results in a saving or effects a substantial
improvement, a written report will be prepared by the department head and
referred to the Borough Council.
