[Amended 3-3-2020 by Ord. No. 1573]
Except in case of an emergency, an employee shall notify his
or her department head that they are experiencing an injury or illness
which requires their absence from work not more than one hour after
the time at which that employee was scheduled to commence work. For
employees of the Department of Public Works, however, such notice
shall be given one hour prior to the scheduled time for commencement
of work.
[Added 3-3-2020 by Ord. No. 1573]
A. Place of confinement.
(1) If an employee is absent for reasons that entitle the employee to
sick leave or an employee is on workers' compensation leave because
of an injury or illness, the employee shall remain at their place
of confinement during the period in which they are scheduled to work
for the days in question, with the following exceptions:
(a)
To report for medical attention, physician's office or hospital.
(b)
To attend a family emergency when contact is first made and
only after approval is granted by the department head or designee.
(c)
To engage in the exercise of their right to vote.
(d)
To engage in the exercise of their right to attend religious
services.
(2) Whenever an employee utilizes an exception (as listed above), the
employee shall contact the department head or designee providing the
time of departure and then again, the time of their return.
(3) Under no circumstances should an employee utilizing sick leave or
workers' compensation leave be present at the Borough offices without
prior authorization.
(4) All times shall be documented by the department head or designee
by using internal controls.
B. Contact when absent.
(1) The Borough Administrator, department head or designee may visit
an employee who is absent or on workers' compensation leave at the
employee's residence or place of confinement.
(a)
All visits shall be documented utilizing internal controls.
(2) The Borough Administrator, department head or designee may telephone
the employee who is absent or on workers' compensation leave at the
employee's residence or place of confinement.
(a)
All contacts shall be documented utilizing internal controls.
(b)
An answering machine or third party will not be accepted for
purposes of verification.
(c)
To have a call answered by an answering machine shall mean that
the employee is not at their residence or place of confinement. However,
an employee may overcome this presumption by replying to a message
within one hour of it having been left. The Borough has an absolute
right to require an explanation in the event a message must be left.
(d)
If a third party answers, the employee shall come to the phone
to verify their location.
C. Abuse of sick leave; penalties. Abuse of sick leave shall be cause
for reimbursement, denial of future leave, and disciplinary action
up to and including termination. Abuse of sick leave shall include
a violation of any of the policies enumerated in this policy. However,
the Borough reserves the right to make a case-by-case determination
based on the facts of an individual employee's abuse of sick leave
as the situation may warrant.
[Amended 3-3-2020 by Ord. No. 1573]
A. Absence caused by illness or injury resulting from or arising out
of an employee's employment with the Borough and covered by the workers'
compensation laws of the State of New Jersey shall not be considered
as or charged against sick leave.
B. During such absence, the employee shall be paid, as salary, the difference
between his regular salary and any amounts received by him pursuant
to the workers' compensation laws of the State of New Jersey for a
period of one year. In the event an employee is approved for workers'
compensation payments beyond one year, they shall not be entitled
to the difference between their regular salary and the amounts received
by them pursuant to the workers' compensation laws of the State of
New Jersey; however, they shall continue to receive any amounts payable
to them by the Borough's workers' compensation carrier. Nothing herein
shall preempt the rights of any employee under a collective bargaining
agreement to which they are a party as it pertains to payment beyond
the one-year period.
An employee who has used all accrued sick leave,
together with the additional sick leave provided by this article,
and who has used all vacation days to which he or she is entitled,
and who is required to be absent from work for an additional period
by reason of illness or injury, may be granted a leave of absence,
by the Borough Administrator, without pay, for a period not to exceed
six months, which may be extended for an additional six months; provided
that the granting or refusing of such leave of absence shall be a
matter within the discretion of the Borough Administrator based on
the Manager's determination as to the quality of service performed
by the employee, the length of the employee's service, the effect
of such prolonged absence on Borough services, and such other matters
as the Borough Administrator may deem relevant to its determination.