These policies cover nonunion employees. They also cover union
employees to the extent that their collective bargaining agreements
do not cover these issues.
[Amended 6-1-2022 by Ord. No. 2022-08]
A. Full-time employees.
(1) Vacation is an accrued benefit based on the following schedule:
(a)
One through seven years of service: two weeks;
(b)
After completion of seven years of service through 14 years:
three weeks;
(c)
After the completion of 14 years of service through 19 years:
four weeks; and
(d)
After the completion of 19 years: five weeks.
(2) Except as may be otherwise agreed by the department head, during
the months of July and August vacations must be taken in one-week
increments and with as far advance notice to the department head as
is practical and must be approved by the department head. In all other
events, employees must receive their department head's approval
at least two weeks in advance of the first vacation day.
(3) A full-time employee appointed on or before May 4, 2022, shall be
entitled to a minimum of three weeks of vacation leave regardless
of their years of service.
(4) At the time of appointment, the Mayor and Council may credit a person
being appointed with one or more years of service based upon that
person's prior related professional experience solely for purposes
of calculating his or her vacation leave accrued while employed with
the Borough under this section. No such credit shall be guaranteed
to a new appointment, and any credit provided to a new employee shall
be in the sole discretion of the Mayor and Council based on the hiring
needs of the Borough.
B. Part-time employees.
(1) All part-time hourly employees hired prior to January 1, 2009, shall
be entitled to vacation based on the same schedule as full-time employees.
(2) All part-time hourly employees hired after December 31, 2008, shall
be entitled to five paid vacation days after the completion of one
year of service based on their straight-time hourly rate.
(3) Employees compensated on an hourly rate basis shall be entitled to
vacation pay based on their straight-time hourly rate. A vacation
week for an hourly employee shall be based on the average number of
hours worked by such employee during the immediately preceding 90
days.
C. The vacation leave provided in this section does not apply to any
employee whose employment is governed by a collective bargaining agreement
providing alternative vacation leave benefits.
[Amended 9-7-2022 by Ord.
No. 2022-12]
D. Any vacation leave accrued in the first or final year of employment
shall be on a pro-rated basis calculated by the full months worked
during that calendar year.
E. All employees who qualify for vacation leave and who resign or are
released by the Borough for reasons other than cause shall be entitled
to receive vacation pay (pro-rated) due with the employee's final
paycheck. The amount payable shall be determined pro rata based on
the number of complete months worked. Employees dismissed for cause
shall not be entitled to such vacation pay.
F. Any vacation days not used at the end of a year shall be forfeited
and the employee shall not be entitled to payment for any such day,
except that carryover may be permitted in limited circumstances where
authorized by the Mayor and Council if such leave time is not utilized
in a given year due to a recognized state of emergency at that time.
A permanent employee required to render jury service shall be
entitled to be absent from work during that service and will be paid
the difference between any payment received for jury duty and the
employee's regular salary, up to a maximum of eight hours per day.
Payment to an hourly employee shall be based on the average number
of hours worked in the immediately preceding 90 days.