Borough of Red Bank, NJ
Monmouth County
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Table of Contents
Table of Contents
A. 
Policy. Unless otherwise provided by law, statute, or ordinance, Borough employees shall be appointed by the Borough Administrator.
B. 
Procedure. The Borough Administrator shall make appointments subject to the policies of the Borough regarding recruitment and hiring.
C. 
Whenever the recommendation of a department head and the decisions of the Administrator conflict, the two shall attempt to resolve their differences. In all instances, however, the decision of the Administrator is final.
A. 
Policy.
(1) 
For its personnel notices and recruitment practices, it is the aim of the Borough of Red Bank to seek and obtain for each position, the best qualified person available, without regard to race, creed, color, or national origin.
(2) 
Borough employees will be considered first when there is an opportunity for advancement.
(3) 
The Borough Council must create by ordinance or resolution any new position and authorize the filling of it. In addition, there must be provided in the proper, current budget account specific and sufficient funds to compensate the appointee.
B. 
Procedures.
(1) 
All vacancies for Borough employment will be advertised to Borough employees and to the public through the press, community groups and other channels.
(2) 
Applications for employment will be taken only at the Borough Administrator's office. All advertisements will instruct prospective employees to complete an application.
(3) 
After the closing date for applications, the Administrator will forward the applications to the head of the department in which there is a vacancy. The department head will review the applications and schedule and conduct preliminary interviews with all qualified candidates.
(4) 
After the preliminary interviews are completed, the department head will recommend to the Borough Administrator the names of applicants who in the professional opinion of the department head are qualified. All applications shall be returned to the Administrator's office.
(5) 
After receiving the recommendations of the department head, the Administrator will conduct final interviews with the recommended applicants who, in his professional opinion, are qualified. The Administrator will make the actual appointment, subject to the Borough policy of appointments. Prior to appointment, employees may be required to take a physical and/or psychological exam.
A. 
Policy.
(1) 
Central personnel records will be kept in the Borough Administrator's office. These will be the official records of dates of employment, salary, leave use, and so forth.
(2) 
Department heads are responsible for notifying the Administrator's office, in writing, of all personnel activities.
(3) 
Employees may review the contents of their own personnel folders by arranging an appointment with the Borough Administrator. Employees may review their folders only in the presence of the Administrator or his/her designee. No materials may be removed, but copies are available for a fee.
B. 
Procedures.
(1) 
Department heads will notify the payroll office of leave use for each employee when the payroll is submitted.
(2) 
The payroll office will inform the department heads of leave balances for each employee on a monthly basis.
(3) 
Employees should request appointments to see their folders at least 48 hours prior to the desired date.
A. 
Policy.
(1) 
It is the responsibility of each employee to notify the Administrator's office, in writing, of any changes in vital information as listed below:
Name
Address
Telephone number
Person to contact in case of emergency
Marital status
Family status
Number and names of dependent children
Number of exemptions for tax withholding
Health benefits
Pension beneficiaries
Insurance beneficiaries
(2) 
All changes must be recorded within 30 days; otherwise, certain benefits may be lost.
B. 
Procedure.
(1) 
For changes of address or telephone number, the Administrator's office and the department head should be notified immediately in writing.
(2) 
In case of all other vital information changes, telephone the Administrator's office and an appointment will be made so that the necessary changes can be documented and made.
Probation is a period of fixed duration during which the employee learns the duties and responsibilities encompassed in the position.
A. 
Policy.
(1) 
All new employees shall serve a probationary period of 90 days and shall be so advised when appointed.
(2) 
A constructive evaluation will be conducted periodically during the probation period identifying both the strengths and weaknesses of an employee. This evaluation should suggest ways for the employee to improve his skill and job performance and will be useful in determining merit increases.
(3) 
Following successful completion of the probationary period, an appointee shall become a permanent employee. An unsatisfactory performance evaluation shall result in separation.
(4) 
A probationary employee shall generally enjoy the same benefits and rights as other permanent employees but shall not have recourse to the grievance procedure and may be separated without right of appeal (except as stated in N.J.S.A. 38:16-1 and 2).
B. 
Procedure. The supervisor is responsible for evaluating employees and reviewing this evaluation with the employee. A written copy of the evaluation, signed by the supervisor and initialed by the employee as proof of review, should be forwarded to the Administrator's office for inclusion in the employee's personnel file, and shall be the basis for determining continuation of probation, permanent appointment, or separation.
[Amended by Ord. No. 1996-11]
A. 
Policy.
(1) 
Resignation is a voluntary action by an employee notifying the Borough of intent to leave his/her position. The submission of a written resignation is a final act, is considered to be accepted by the Borough upon submittal to the department head and cannot be withdrawn under any circumstances. An employee who wishes to resign in good standing must submit his/her written resignation to his/her department head at least two weeks prior to the effective date of separation. The two-week period shall not include any vacation, personal, or other leave.
(2) 
Oral resignation shall be deemed binding but shall not be considered resignation in good standing unless followed by a written confirmation which adheres to these policies and procedures.
(3) 
An employee who is absent from duty for five consecutive business days without notice or approval shall be held to resign but not in good standing from Borough employment.
(4) 
If an employee is enrolled in the Public Employee's Retirement System and elects to withdraw his/her contributions, he/she should contact the personnel office for the necessary forms.
(5) 
Any employee who leaves employment with the Borough must surrender any Borough property, certifications, badges, health benefit cards, keys, clothing, tools, etc. prior to his/her last day of employment.
(6) 
Employees who have debts to the Borough may have their final paychecks withheld until the Borough is satisfied that all debts have been met. A debt may include leave taken but not earned by an employee. Failure to give the requisite two weeks' notice may also lead to withholding of an employee's final paycheck until the Borough is satisfied that all debts and obligations have been met.
B. 
Procedure.
(1) 
An employee who wishes to resign in good standing must submit his/her resignation in writing to his/her department head at least two weeks prior to the effective date of separation.
(2) 
The department head will forward a copy of the letter of resignation to the Administrator's office immediately upon receiving the letter. The Department head should advise the employee that he/she should make an appointment with the Administrator or pension officer to discuss continuing any benefits.
(3) 
Prior to the employee's last day of work, the department head should ensure that all Borough property has been returned to the Borough.
(4) 
If an employee has given an oral resignation, the department head shall inform the Administrator's office, in writing, of the oral resignation.
(5) 
If an employee is absent from work for five consecutive business days without notice and/or approval, the department head shall notify the Administrator's office of the employee's unexcused absence. The Administrator will inform the employee that the Borough considers that the employee has resigned from Borough employment.
[Amended by Ord. No. 2003-20]
A. 
Policy. The Borough participates in the State of New Jersey Public Employees Retirement System and Police and Firemen's Retirement System. Rules and regulations concerning retirement are established by these state agencies.
B. 
A full-time employee who retires may continue his/her health insurance through the Borough's group health plan. In accordance with N.J.S.A. 40A:10-23, the Borough will provide paid medical benefits for the retiring employee and spouse as follows:
(1) 
Retire on a disability pension approved by the Public Employees Retirement System;
(2) 
Retire with 25 years of service credit in the Public Employees Retirement System with the last 20 consecutive years of employment with the Borough at the time of retirement;
(3) 
Upon reaching the age of 62 years of age or older with the last 20 years of service credit in the Public Employees Retirement System with the last 15 years of service with the Borough at the time of retirement.
C. 
If a retiree is eligible for free insurance through other employment, the Borough will not carry him/her. The retiree would be required to sign an affidavit stating that he/she does not have other coverage. This shall apply to those who retire after January 1, 1982. Any other full-time employee may continue on a full contributory basis.
D. 
Part-time employees who have participated in the Borough's Group Health Plan during their employment may continue in the plan on a full contributory basis upon retirement.
E. 
Procedure. A Borough employee who wishes to retire, and who is a member of either the Public Employees Retirement System or the Police and Firemen's Retirement System, should notify his/her department head and the Administrator at least six months prior to the planned date of retirement. This notice will enable the Borough's pension officer to ensure that all forms are filed and that the employee secures the benefits he/she desires. It is recommended that employees meet with a state pension counselor prior to filing for retirement to assure a full understanding of the various retirement options available.
F. 
To ensure that an employee received his/her full terminal leave payment upon retirement, the employee should notify his/her department head prior to January 1 of the year in which the employee intends to retire. Failure to submit this notice may result in a delayed terminal leave payment.