Borough of Red Bank, NJ
Monmouth County
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Table of Contents
Table of Contents
A. 
Policy.
(1) 
Upon approval of his/her department head, an employee may be granted time off with pay, not to exceed three days, in the event of a death in his/her immediate family. The time off shall not be charged to vacation, personal, or sick leave. NOTE: "Immediate family" means father, mother, stepparent, father-in-law, mother-in-law, child, stepchild, foster child, foster parent, grandparent, grandchild, sister, brother, aunt, uncle, nephew, niece, or other relative of the employee residing in the employer's household.
(2) 
The Borough may also provide one day's leave in the event of the death of a relative not a member of the employee's immediate family or household.
(3) 
Any additional leave must be approved by the employee's department head and charged against vacation, sick, or personal leave.
B. 
Procedure.
(1) 
An employee should notify his/her department head of a death in his/her family and of the need for leave as soon as possible.
(2) 
Any leave beyond the normal bereavement leave should be requested when the department head is first notified. The department head may require that the employee explain the need for additional leave. The employee should designate the leave to be charged whenever additional leave is granted. Reasonable proof of death may be required.
(3) 
The department head will keep a record of the bereavement leave days taken by an employee and notify the Borough Administrator's office of the days for which bereavement leave has been granted. The department head will also report to the Administrator any additional leave which has been authorized in connection with a death in an employee's family.
A. 
Policy. If an employee is injured on the job, he/she is entitled to injury leave, which is not chargeable to sick leave.
B. 
Procedure.
(1) 
In the event an employee is injured as a result of an accident arising out of, and in the course of, his/her employment, said employee shall be entitled to and receive full pay for up to 30 days, with the amount of money he/she is paid under the provisions of Chapter 15, Title 34, of the Revised Statutes of New Jersey (Workers' Compensation) for temporary disability being deducted. The inability of the employee to work must be confirmed in writing by an authorized physician.
(2) 
If, at the end of the 30 days, the employee has not returned to work, full pay may be paid, provided his/her department head receives a physician's certificate stating that the illness or injury continues to be disabling and prevents the employee from returning to work. Unless such certificate is received, the employee will only be entitled to receive those benefits provided for in Chapter 15, Title 34 (N.J.S.A. 34:15-12).
(3) 
At any time during any absence of the employee due to disability, upon the request of the Administrator, the employee shall submit to a physical examination for the purpose of determining whether the illness or injury continues to be disabling and prevents the employee from resuming his/her employment.
(4) 
As soon as any temporary disability payments being paid an employee stop, then the employee shall no longer be entitled to receive full pay until he/she returns to full-time duty.
A. 
Policy. An employee who is required to serve as a grand or petit juror shall be paid his/her regular rate of pay by the Borough. Any compensation the employee receives as a juror shall be returned to the Borough.
B. 
Procedure.
(1) 
An employee who is summoned for service as a grand or petit juror shall immediately provide his/her department head with a copy of the summons so that arrangements may be made to cover his/her assignments.
(2) 
If the employee is released early from jury duty, he/she should contact his/her department head to determine whether his/her services are required for the remainder of the day.
A. 
Policy.
(1) 
An employee who is a member of the National Guard or Naval Militia of the State, or of a reserve component of the Armed Forces of the United States, and is required to undergo field training or active duty, will be granted time off for the period of active service.
(2) 
The employee shall be entitled to the equivalent of his/her regular pay for the period.
B. 
Procedure.
(1) 
An employee will present to his/her department head a written request for military leave along with official documentation of military status as soon as possible after the orders are received. The request will include the reason(s) for the leave and the dates.
(2) 
The department head will forward the request to the Borough Treasurer, who will determine the pay which the employee shall receive while on active duty.
See § 105-27, Sick leave.