Borough of Red Bank, NJ
Monmouth County
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Table of Contents
Table of Contents
A. 
The intent of this Manual is to provide a readily available statement of the personnel policies which affect all Borough employees. This Manual will aid in assuring fair and consistent treatment of all employees and applicants for employment.
B. 
The responsibility for the uniform and impartial administration of these policies lies with each department head.
C. 
Personnel policies and procedures are subject to change and to legal review if necessary. All users of this Manual must keep informed of any changes and make sure that the manual is current.
The Red Bank Personnel Policies and Procedures Manual governs all Borough employees except for sworn police officers in the Red Bank Police Department.
[Amended by Ord. No. 2005-28; 10-26-2016 by Ord. No. 2016-24]
A. 
The Borough Red Bank Personnel Policies and Procedures Manual, draft dated December 4, 2017, was adopted by the Borough Council on December 27, 2017, and is in effect as of that date.[1] The Manual is subject to change by act of the Council and/or Borough Administrator.
[Amended 10-25-2017 by Ord. No. 2017-35; 12-27-2017 by Ord. No. 2017-39]
[1]
Editor's Note: The Policies and Procedures Manual adopted by the Borough of Red Bank is hereby made part of this chapter.
B. 
The policies and procedures stated in this Manual are not intended to abrogate, supersede, or conflict with:
(1) 
Statutes and the Administrative Code of the State of New Jersey;
(2) 
Rulings formulated by the New Jersey or United States Courts; and
(3) 
The various contracts negotiated on behalf of Borough employees.
C. 
When policies or procedures in this Manual conflict with negotiated items in a current bargaining unit contract, the contract shall take precedence.
As used in this Manual, the following terms shall have the meaning indicated:
POLICY
An adopted and approved management approach to the general handling of matters relating to personnel administration.
PROCEDURE
The method for implementing a policy.
The Manual is organized by chapter and section. Each policy and the procedures for implementing it comprises a section. Each section will be dated with its date of issue.
This Manual will be distributed to all department heads and elected officials of the Borough.
All recipients of this Manual are responsible for ensuring that their copy of the Manual is complete, accurate, and current, and for enforcing the policies fairly and equitably according to the procedures.
In its personnel notices and practices, it is the aim of the Borough of Red Bank:
A. 
To seek and obtain for each position the best qualified person available, without regard to race, creed, color, national origin, age or sex.
B. 
To provide all employees with proper supervision, instruction, and working conditions, so that they may render the best possible service.
C. 
To base promotion and job security on ability, performance, experience, character and job attitudes.
D. 
To make the best possible use of employee skills and abilities.
E. 
To consider qualified Borough employees first when there is an opportunity for advancement.
F. 
To treat every employee with respect and consideration.
G. 
To expect each employee consistently to perform to the best of his ability, to be conscientious in his work, to conduct himself appropriately, and to treat others with respect and courtesy.
H. 
To stimulate the self-betterment of each employee and to encourage him to seek all possible means of increasing his value to the community.
I. 
To pay fair and adequate salaries or wages for each position, and in return, to expect a consistently good job.
J. 
To impress on employees that at all times they are serving the taxpayers of the community.
K. 
To promote in each employee a feeling of pride and job satisfaction in the service of the Borough of Red Bank.
A. 
Policy.
(1) 
The Borough of Red Bank shall not discriminate against any applicant or employee because of race, color, sex, creed, national origin, ancestry, political affiliation, age, marital status, or because of a handicap that does not interfere with his/her ability to do the work required. This nondiscrimination policy also applies to promotion, demotion, transfer, layoff, discharge, training wages, working hours, conditions of employment, and employment privileges.
(2) 
Age shall be a valid factor for employment only where it is required for the position by law and where it is lawfully an occupational requirement.
B. 
Procedure. It is the responsibility of each member of management, from the top administrator to the first line supervisor, to give this nondiscrimination policy full support through inspirational leadership and personal example. In addition, it is the duty of every employee of this Borough to create a job environment atmosphere which is conducive to our nondiscrimination policies.
A. 
Policy. It is the policy of the Borough that the Borough Administrator be empowered to:
(1) 
Appoint all Borough employees, subject to law, statute, or ordinance;
(2) 
Administer the personnel office of the Borough, including but not limited to issuing rules and regulations pertaining to personnel policy and procedures and maintaining all official records;
(3) 
Act as hearing officer to major disciplinary actions;
(4) 
Approve departmental rules and regulations, subject to review by the Council.
As used in this Manual, the following terms shall have the meaning indicated:
FULL-TIME EMPLOYEES
A permanent employee appointed to a regular Borough position, who has served the requisite probationary period, and who performs recurring duties each week for 35 or more hours. Full-time employees enjoy all rights and benefits.
HOURLY EMPLOYEE
An employee working on an irregular schedule for a fixed hourly rate of pay. Hourly employees are not eligible for benefits.
OFFICERS AND APPOINTED OFFICIALS
Statutory officials and those appointed by ordinance. Appointed officers and officials are not included on the Borough's salaried employees classification and compensation plan.
PERMANENT PART-TIME EMPLOYEE
An employee hired on a permanent basis, who has served the requisite probationary period, and who performs recurring duties for fewer than 35 hours each week on a regular schedule.
SEASONAL EMPLOYEE
An employee hired on a full-time or part-time basis for a position which is seasonal in nature. Seasonal employees are not eligible for benefits.
TEMPORARY EMPLOYEE
A full or part-time employee hired on the basis of federal, state or other grant funding and whose position exists only for the duration of the grant. Benefits received by temporary employees are conditioned upon the terms of the grant which establishes the position.
The Borough of Red Bank recognizes the Local 56 United Food and Commercial Workers Union as the exclusive representative of all white and blue collar employees of the Borough. Appointed officials and the library staff of the Red Bank Public Library are not eligible for Association membership.
A. 
Policy. Any private employment by any employee in off-duty time should not conflict with the Borough's interest and should not be such as to reduce the employee's ability to adequately perform his duty to the Borough.
B. 
Procedure. Employees who accept outside employment shall indicate, in writing, the extent and nature of such paid employment to their respective department heads.
A. 
Official bulletin boards are located at the Municipal Building, 32 Monmouth Street, Police Headquarters, 51 Monmouth Street, and the Department of Public Works, 75 Chestnut Street. Notices affecting Borough employees or regarding Borough employment will be posted at these locations.
B. 
Space on the official bulletin boards will be provided for the recognized employee bargaining units.
A. 
Policy. It is the desire of the Mayor and Council to recognize suitably all outstanding commendatory actions or suggestions of Borough employees.
(1) 
If an employee performs a meritorious action beyond the call of duty, appropriate formal recognition of that fact shall be made.
(2) 
All employees are urged to seek ways and means of effecting work improvements, and to submit to their supervisor any well-thought-out suggestions for doing a better job, in less time, with less effort, and at a lower cost.
B. 
Procedure.
(1) 
Meritorious action.
(a) 
If any employee performs a meritorious action, the employee's department head will investigate the incident, obtain all facts relating thereto, and prepare a written report to the Borough Administrator.
(b) 
The Borough Administrator will consider the report and recommend to the Mayor and Council such action as is proper to commend the employee for the meritorious action. All papers in connection with the action will be placed in the employee's Personnel History File.
(c) 
When a letter is received commending the work or action of an employee on duty, the letter shall be forwarded to the employee's department head, who will take appropriate action. A copy of the letter will be retained in the employee's Personnel History File.
(2) 
Employee suggestion.
(a) 
When an employee makes a suggestion, the department head will investigate and work with the employee to develop the suggestion.
(b) 
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 Administrator.
(c) 
The Borough Administrator will consider the report and recommend to the Mayor and Council such action as is proper to commend the employee for the suggestion. All papers in connection with the suggestion will be placed in the employee's Personnel History File.
A. 
Policy. No employee shall accept or solicit anything of value as consideration for, or in connection with, the discharge of his/her official duties other than the fee or compensation prescribed by law.
B. 
No employee shall accept from any person any compensation, commission, gift, or other reward which would influence him or her in the discharge of his/her duties.
C. 
No employee should use or attempt to use his/her official position to secure unwarranted privileges or advantages for himself/herself or others.
A. 
Policy. "Seniority" is defined as an employee's continuous length of service with the Borough, beginning with the employee's latest date of hire.
B. 
Regulations and benefits regarding seniority may be set forth in the current negotiated contracts.
All department heads are responsible for discussing the performance of each employee in their department with the employee on an ongoing basis. The department head should make sure that the employee understands the duties of his/her position and the standards which the employee should meet.