Borough of Roselle, NJ
Union County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Mayor and Council of the Borough of Roselle as indicated in article histories. Amendments noted where applicable.]
GENERAL REFERENCES
Administration of government — See Ch. 4.
Code of Ethics — See Ch. 12.
Officers and employees — See Ch. 18.
Salaries and compensation — See Ch. 25.
[Adopted 8-31-2005 by Ord. No. 2237[1]]
[1]
Editor's Note: This ordinance also stated that the Business Administrator, with the assistance of the Borough Counsel, shall establish appropriate procedures to implement the Donated Leave Program.
A. 
An employee who is to be a recipient of donated time must first exhaust all of his/her own accumulated sick, vacation, and compensatory time. The employee must also produce a doctor's certification at the onset of the illness or injury to substantiate the nature of the illness or injury and to specify the length of time that the employee will probably be absent from work.
B. 
An employee who utilizes donated sick/vacation time will be treated as a Borough of Roselle employee on a leave of absence with pay and will not be subject to a diminishment of wages and benefits.
C. 
The donation of sick and/or vacation time must be initiated by the employee's department. The request must be on the forms provided by the Business Administrator or his designee and must be made prior to the employee's exhaustion of all accumulated sick and vacation time.
D. 
Upon approval by the Recipient/Donor Committee members, all Borough of Roselle employees are eligible to donate sick/vacation time on a voluntary basis.
A Borough of Roselle employee shall be eligible to receive or donate donated sick and or vacation leave from or to other Borough employees if the employee meets all the following criteria:
A. 
Recipient:
(1) 
Must have completed one year of continuous service as an employee of the Borough of Roselle.
(2) 
Must be suffering from a catastrophic health condition or injury or to provide care to a member of the employee's immediate family who is suffering from a catastrophic health condition or injury which necessitates the employee's prolonged absence from work for which the employee has no availability of paid leave.
(3) 
Must produce acceptable medical verification from a physician or other licensed health care provider. The medical verification must indicate the nature, severity, and anticipated duration of the disability resulting from the serious health condition or injury involved.
(4) 
Must have exhausted all accrued paid leave time, including compensatory time off, sick leave, and vacation leave.
(5) 
Must not have solicited nor given anything of value for the donation.
B. 
Donor:
(1) 
Must donate only whole days.
(2) 
Must have at least five days of accrued sick leave remaining to his/her credit following any donations.
(3) 
Must not have solicited nor accepted anything of value for the donation.