A.Â
Classification of employees. The New Jersey Civil Service Commission
has made a survey of all municipal officers and employees, covering
the duties, salaries and respective departments of the employees of
the City and has submitted to the Board of Commissioners three separate
and distinct schedules.
B.Â
Schedules adopted. The classes of positions and the duties assigned
thereto, as set forth in the three schedules referred to above and
incorporated herein by reference, are hereby created and adopted.
(1)Â
Schedule 1.
(a)Â
Schedule 1, as amended, modified and supplemented, shall be
a complete list of the employees of the City, giving the class and
jurisdiction, service and division to which the position occupied
by each employee has been allocated, and salaries to be paid.
(b)Â
Schedule 1 is hereby made a part of this section and is incorporated
herein by reference as though set forth at length. The schedule shall
be filed with the City Clerk and kept on file for the use and examination
of the public.
(2)Â
Schedule 2. Schedule 2 shall be comprised of class specifications,
in alphabetical order, including definitions, examples of work, education
and experience requirements, and knowledge and abilities.
(3)Â
Schedule 3. Schedule 3 shall contain the following:
(a)Â
An alphabetical list of titles of full-time positions in the
classified service, with divisional classifications.
(b)Â
An alphabetical list of titles of part-time positions in the
classified service, with divisional classifications.
(c)Â
A schematic list of titles of full-time positions in the classified
service, with divisional classifications.
A.Â
Prohibited. No Commissioner shall hire any person(s) who is related to such Commissioner to work in his/her department, nor shall any such relative, as defined in Subsection B, be assigned to work under the direction or supervision, direct or otherwise, of such related Commissioner.
B.Â
Related defined. Persons deemed related shall include all members
of the related family, including spouse, children, parents, brothers,
sisters, direct line aunts and uncles, nieces and nephews, grandparents,
grandchildren and in-laws by reason or relation to any of the above.
C.Â
Purpose. It is the purpose of this section to eliminate the potential
for preferential treatment of relatives of the appointing authority,
not to deprive any citizen of any equal opportunity for employment
with the City.
D.Â
Exceptions.
(1)Â
Nonpaying positions. This subsection shall not preclude the appointment
of any relative to any nonpaying appointed position.
(2)Â
Existing employees. This subsection shall not affect the existing
rights of any employee as of December 3, 1986, nor deprive any employee
of any promotional rights in his/her normal career development.
(3)Â
Civil service. This subsection shall not affect the rights of any
employee, or a potential employee, who appears on a present civil
service list for promotion or appointment existing as of December
3, 1986. This exception does not apply to provisional or unclassified
appointments.
A.Â
General policy. The City of Union City has a strong commitment to
provide a work environment free from unlawful harassment based on
sex, race, color, religion, national origin, age, disability, ancestry,
atypical hereditary cellular or blood trait (AHCBT), liability for
service in the Armed Forces of the United States, creed, handicap,
marital status, nationality, genetic information, refusal to submit
to genetic testing, refusal to provide genetic information or race
of that person or of that person's spouse, partners, members,
stockholders, directors, officers, managers, superintendents, agents,
employees, business associates, suppliers or customers (collectively
the "protected classifications"). The City will not tolerate unlawful
harassment. Acts or incidents of unlawful harassment should be promptly
reported in accordance with the procedures outlined below. The City
will promptly investigate all reports of unlawful harassment. Employees
who violate this policy will be subject to disciplinary action up
to and including discharge from employment. Employees who violate
this policy also risk personal legal liability.
B.Â
Violations. Conduct that may violate this policy and result in disciplinary
actions includes the following:
(1)Â
Unwelcome remarks and actions based on the protected classifications.
This may include, but is not limited to, inappropriate jokes, comments
or posted materials.
(2)Â
Threats or suggestions that an employee's employment work status
will be adversely affected based upon the protected classifications.
(3)Â
Affecting or denying employment opportunities or benefits to an employee
based upon the protected classifications.
(4)Â
Engaging in a negative tangible employment action based upon the
protected classifications.
(5)Â
Retaliation against an employee who has reported any alleged violation
of this policy or participated in an investigation related to this
policy.
C.Â
Sexual harassment.
(1)Â
Definition. Sexual harassment is defined as any unwelcome advance
or request for sexual favors or any conduct of a sexual nature where:
(a)Â
Submission is made explicitly or implicitly a term or condition
of employment;
(b)Â
Submission or rejection is used or is threatened to be used
as the basis of employment decisions; or
(c)Â
Such conduct has the purpose or effect of substantially interfering
with an individual's work or creates an intimidating, hostile
or offensive working environment.
(2)Â
Difference from sexual attraction or flirtation. Sexual harassment
is different from sexual attraction or flirtation. Sexual harassment
is unwelcome sexual attention which is demeaning and causes the recipient
distress. Sexual harassment does not refer to occasional compliments.
However, comments or behavior which may be intended to be complimentary
may be viewed by the recipient as unwelcome and a form of sexual harassment.
D.Â
Care to be exercised by supervisors and managers. Special care must
be exercised by supervisors and managers whose actions or remarks
may be mistakenly perceived as unlawful harassment. The subordinate
may feel inhibited and may not disclose the unwelcome actions or remarks
by the supervisor or person of higher rank. However, unlawful harassment
is not limited to employees of different rank.
E.Â
Complaint; investigation.
(1)Â
Complaint. Any employee or supervisor, male or female, who believes
that (s)he is being subject to unlawful harassment or who has knowledge
of a violation of this policy should report the incident or pattern
of activity either orally or in writing to the Commissioner in charge
of the department and to the Mayor. If the complaint involves a direct
supervisor, the employee is not required to report the complaint to
the direct supervisor. The complaint should then be made to the Mayor
or to another Commissioner. Every effort will be made to make available
to an employee reporting such an incident or pattern of activity an
appropriate person with whom the employee will feel comfortable to
discuss his/her concerns.
(2)Â
Investigation. Once a complaint has been registered, a prompt and
thorough investigation will proceed. After the complaint is investigated,
an appropriate representative of the City will reply to the complaining
party. If the City determines that unlawful harassment has occurred
in violation of this policy, the City will undertake immediate and
appropriate corrective action up to and including termination of employment.
A.Â
Adoption. The City of Union City does hereby adopt the within grievance
procedure for the handling of any grievance prohibited by the United
States Department of Justice regulations implementing Title 2 of the
Americans With Disabilities Act, hereinafter referred to as ADA.
B.Â
Coordinator; appointment; term. The Mayor shall appoint an employee
of the City to coordinate ADA compliance efforts, hereinafter referred
to as the "ADA Coordinator," to serve for a term of one year.
C.Â
Submission of grievance.
(1)Â
Grievances alleging any action prohibited by the United States Department
of Justice regulations implementing Title 2 of the ADA must be addressed
to the individual designated by the Mayor as the ADA Coordinator.
Grievances submitted to any other employee or agent of the City shall
not be considered.
(2)Â
A grievance may be filed in writing or verbally. The aggrieved party
must provide his/her name and address and briefly describe the alleged
violation of the regulations.
D.Â
Filing time for grievance. A grievance shall be filed within 30 days
after the grievant becomes aware of the alleged violation. Grievances
in which the aggrieved party became aware of same before this within
grievance procedure was in place must be filed with the ADA Coordinator
within 90 days of March 19, 2002.
E.Â
Responsibilities of the ADA Coordinator.
(1)Â
Investigation of grievance. The ADA Coordinator shall promptly conduct
an investigation as to the allegations. These rules contemplate informal
but thorough investigations, affording all interested parties and
their representatives, if any, an opportunity to submit evidence relevant
to the grievance.
(2)Â
Determination of investigation. A written determination as to the
validity of the grievance and a description of action to be taken,
if any, shall be issued by the ADA Coordinator and a copy forwarded
to the grievant within 10 days after the filing of the grievance.
(3)Â
Maintaining records. The ADA Coordinator shall maintain the files
and records of the City relating to grievances filed.
F.Â
Appeal of determination. The grievant can request a reconsideration
of the case in instances where (s)he is dissatisfied with the determination
of the ADA Coordinator. The request for reconsideration shall be made,
in writing, within 10 days to the Board of Commissioners with a copy
thereof being provided to the ADA Coordinator.
G.Â
Rights of grievant.
(1)Â
The right of a person to prompt and equitable determination of a
grievance filed hereunder shall not impair the grievant's pursuit
of other remedies such as the filing of an ADA complaint with the
responsible federal department or agency. Use of this grievance procedure
is not a prerequisite to the pursuit of other remedies.
(2)Â
These rules shall be construed to protect the substantive rights
of interested persons to meet appropriate due process standards and
to assure that the City complies with the ADA and implementing regulations.
H.Â
Copies of grievance procedures posted. A copy of this grievance procedure,
as well as a statement advising the name of the individual designated
by the Mayor to be the ADA Coordinator, shall be posted in a conspicuous
place in all public buildings which the City owns and operates.