[Amended by Ord. No. 2005-24]
Vacation time off with pay is available to eligible permanent full-time employees to provide opportunities for rest, relaxation, and personal pursuits. Employees shall receive an annual allotment of vacation leave based upon their length of employment specified below:
Years of Service
(after)
Terms of Steps
(years)
Maximum Accumulation Per Year
(days)
0 to 6 months
0
0
6 months
5
3
4 to 8
15
8
9 to 13
20
13
14 to 18
23
19
20 to 24
25
24
25 and over
30
A. 
Days earned shall be computed by determining the completed full years of service as of date of hire.
B. 
If an employee resigns during the year, his/her vacation time will be prorated for the year, and if more vacation time has been used than earned, then that excess use will be subtracted from the final compensation due the employee.
C. 
All vacation time must be used during the same twelve-month calendar period. A maximum of five days can be carried over from one year to the next but only with the written prior approval (which approval must be received prior to December 31) of the Director of Personnel. In no case shall any employee start the year with any more than one year due vacation time plus five days. Accumulated unused vacation time, not to exceed five days as set forth hereinabove from a prior year, must be used within the first three months, i.e., between January 1 and March 31 of the next calendar year. Any vacation time not used as of March 31 will be lost. Vacation time is not cumulative. The Township Committee, in its discretion, and based upon the inability of an employee to use certain vacation days due to extraordinary reasons or workload in an employee's department, may grant an extension of this deadline by resolution. However, the employee must make written request for such extension before the three months have expired.
D. 
All accumulated vacation time from the previous year shall be used before an employee may use any of the current year's vacation time.
E. 
All vacations will be scheduled so as not to interfere with the operations of the department to which the employee is assigned.
F. 
All vacations are subject to the approval of the Committee member in charge of personnel and depend upon the work of the Township permitting such vacation leave when requested.
G. 
Vacation time off is paid at the employee's regular pay rate at the time of vacation. It does not include overtime or any special forms of compensation such as incentives or shift differentials.
H. 
With respect to vacation benefits during an employee's first year of service, such vacation benefits shall be calculated as follows:
(1) 
Any employee who commences employment with the municipality from January 1 through June 30 of any calendar year shall receive five vacation days after successful completion of the ninety-day "introductory" period.
(2) 
Any employee hired after June 30 in any calendar year shall be entitled to one vacation day for each month of employment, but shall not be eligible for same until after the completion of their ninety-day introductory period. Any such vacation time which is earned must be utilized prior to December 31 of the calendar year. As of January 1 of the next succeeding calendar year, all employees hired during the preceding year shall be entitled to 10 days vacation time.
A. 
The Township will designate the holidays in the annual salary resolution, which schedule will continue to the following year unless modified by subsequent ordinance or resolution.
B. 
The Township will grant paid holiday time off to all regular full-time or full-time introductory employees immediately upon assignment to an eligible employment classification. Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. Eligible employee classification(s):
(1) 
Regular full-time employees;
(2) 
Introductory full-time employees.
C. 
To be eligible for holiday pay, employees must work the last scheduled day immediately preceding and the first scheduled day immediately following the holiday, unless employee utilizes a vacation day for same, which must have been approved in advance.
D. 
For all other employees, same shall not be required to work on any designated holiday and shall not be compensated for same.
E. 
A recognized holiday that falls on Saturday will be observed on the preceding Friday. A recognized holiday that falls on Sunday will be observed on the following Monday.
F. 
If regular full-time employees work on recognized holiday, they will receive holiday pay plus wages at 1 1/2 times their straight-time rate for the hours worked on the holiday.
G. 
Paid time off for holidays will be counted as hours worked for the purposes of determining whether overtime pay is owed.
H. 
Employees with religious convictions and beliefs which require the employee to be off other than on the traditional dates of observance must contact the Committee member in charge of personnel at least 45 days in advance to make alternative arrangements.
I. 
Weather emergencies such as blizzards, snowstorms, flooding, hurricanes, or other weather conditions which preclude the employee from getting to work are not to be considered holidays unless the Township Committee by resolution so designates those days as holidays. If an employee cannot or does not report to work during severe weather event and the Township issues salary payment to the employee(s) for that day or part thereof, then the employee(s) must make up that time.
A. 
The Township provides a comprehensive workers' compensation insurance program at no cost to employees and certain volunteers performing emergency duties. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers' compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.
B. 
Employees who sustain any work-related injuries or illnesses must inform their supervisor immediately. Emergency volunteers shall notify the Township Clerk and/or Township Administrator. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.
C. 
The supervisor must contact the insurance company immediately and submit the appropriate accident report to the finance office and either the Township Clerk, Township Administrator or the Committee member in charge of the department by the close of the workday in which the accident took place. If this cannot be accomplished, the accident must be reported and the appropriate accident report submitted within the first hour the next business day.
D. 
Neither the Township of nor its insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social, or athletic activity sponsored by the Township.
E. 
Any person eligible to receive workers' compensation benefits from the municipality, including emergency volunteers, shall be required to comply with all requirements of this section and shall further comply with all directives and instructions from the Township insurance carrier or its representatives. Any person receiving workers' compensation temporary benefits shall not perform, or be permitted to perform, any work for the municipality, or serve as a volunteer for emergency duties until authorized to do so by the physician chosen by the municipality or its insurance representative.
A. 
Sick leave is established for the purpose of providing regular full-time employees with time off with pay during personal illness or for the treatment of personal medical problem. Employees cannot utilize sick leave for illness in their immediate families; however, the Township's Family and Medical Leave Act policy may be utilized for this purpose. Sick leave may not be utilized for any injury sustained on the job for which workers' compensation benefits are payable.
B. 
Abuse of sick leave may subject employees to disciplinary action. The Township reserves the right to request a medical doctor's excuse from employees suspected of sick leave abuse.
C. 
Sick leave benefits are calculated on the basis of a benefit year. The "benefit year" shall be the twelve-month period following the employee's date of eligibility. During an employee's initial introductory period with the municipality sick leave is not earned; consequently, an employee does not become eligible until after his/her initial introductory period is completed.
D. 
Employees who are unable to report to work due to illness or injury should notify their direct supervisor during the first 15 minutes of their scheduled work shift. The direct supervisor must also be contacted on each additional day of absence.
E. 
If an employee is absent for three or more consecutive days due to illness or injury, a physician's statement shall be provided verifying the disability and its beginning and expected ending dates. Such verification may be requested for other sick leave absences as well, and may be required as condition to receiving sick leave benefits.
F. 
Sick leave benefits will be calculated based on the employee's regular pay rate at the time of absence and will not include any special forms of compensation, such as incentives, bonuses, or shift differentials.
G. 
Sick leave benefits are intended to provide income protection in the event of illness or injury. However, sick leave can be used for medical appointments in increments smaller than 1/2 hour. Only permanent full-time employees are entitled to sick leave benefits. Temporary, seasonal, and/or part-time employees are not eligible for sick leave benefits. An employee who cannot work due to illness or injury will not be paid for days absent.
H. 
The Township's sick-day plan provides full-time employees with paid sick days each year. Eligible employees qualify for this plan after completing their introductory period.
I. 
Sick leave benefits.
(1) 
Immediately after a ninety-day introductory period, all permanent full-time employees will earn sick time at rate of 1 1/4 days for each month worked up to maximum of 15 days each year. Sick days are calculated according to the calendar year;
(2) 
Unused medical leave/sick leave will accumulate from year to year. Accumulated medical leave/sick leave exceeding 65 days can be sold back to the municipality.
[Amended 8-17-2021 by Ord. No. 2021-14]
(a) 
Employees hired on or after May 21, 2010, may only sell their accumulated unused sick leave upon their retirement and such compensation shall not exceed $15,000.
(b) 
Employees hired before May 21, 2010, cannot sell back more than 10 days in any given year and such days shall be sold at the employee's rate of pay. Upon retirement or termination of employment an employee is entitled to earned medical leave/sick leave at the employee current rate of pay, not to exceed 65 days and not to exceed $15,000.
(3) 
Any employee certified as absent due to disability or accident caused in the usual course of employment and whom is not receiving his/her normal compensation, shall not have such absence charged against accrued medical leave, provided the employee has complied with all requirements of workers' compensation;
(4) 
Any employee certified as absent on account of a disability or accident not caused in the usual course of his/her employment, and who has used all of his/her accumulated medical leave and is certified by physician to be temporarily or permanently disabled, may apply for any benefits available to him/her through New Jersey State Disability Insurance;
(5) 
Any employee on sick leave and receiving his/her normal compensation, who in addition qualifies for payments under workers' compensation weekly benefits, shall during the period he/she is receiving such weekly benefits be entitled to his/her regular salary, less the amount of any workers' compensation benefits he/she receives, and shall remit to the Township all workers' compensation payments received for periods the employee has received full pay from the municipality;
(6) 
No Township employee on disability leave or workers' compensation shall be elsewhere employed or engaged in any outside work or employment whatsoever.
[Amended by Ord. No. 2003-2]
A. 
Permanent full-time employees who wish to take time off with pay due to the death of an immediate family member should notify their supervisor immediately. Bereavement pay is calculated based on the regular pay rate at the time of absence and will not include any special forms of compensation, such as incentives or shift differentials. Eligible employees shall be granted five days' leave with pay upon the death of an immediate family member. However, upon the death of an employee's spouse or child, the employee shall be granted 10 days' leave. With respect to all other individuals contained within the definition of "immediate family member," the employee shall be provided five days' leave.
B. 
The Township defines "immediate family member" as the employee's spouse, parent, child, grandchild, sibling, mother-in-law, father-in-law, or grandparents.
C. 
In addition, permanent full-time employees shall be entitled to one day of bereavement leave, with pay, upon the death of an extended family member.
D. 
The Township defines "extended family member" as an aunt or uncle (siblings of employee's parents); the spouse of employee's parent, child or sibling; the child or sibling of employee's spouse; or the child of employee's sibling (i.e., niece or nephew).
E. 
In addition to the above, any eligible employee may utilize any unused personal days for the year in question to extend any such bereavement leave.
A. 
The Township encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees may request to receive paid jury duty leave for the period of time he/she is actually in attendance in court, and the employee will be paid the difference between the jury duty fees received and the employee's regular daily compensation.
B. 
Jury duty pay will be calculated on the employee's regular pay rate times the number of hours the employee would otherwise have worked on the day of absence at straight time less any compensation (excluding any travel expenses) they may receive for attending the proceedings.
C. 
Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits. If discharged from jury duty more than three hours prior to the end of workday, or if the employee is not called to jury duty until after noon on given day, the employee shall report for work for the duration of workday.
D. 
Either the Township or the employee may request an excuse from jury duty if, in the Township's judgment, the employee's absence would create serious operational difficulties.
A. 
The Township encourages employees to appear in court for witness duty if they receive a subpoena to do so.
B. 
If employees receive subpoena from, or otherwise are required to testify as witnesses by the Township, they will receive paid time off for the entire period of witness duty.
C. 
Employees will be granted unpaid time off to appear in court as a witness when subpoenaed by a party other than the Township. Employees are free to use any available paid leave benefit (such as vacation or personal leave time) to receive compensation for the period of this absence.
D. 
The subpoena should be shown to the employee's supervisor immediately after it is received, so that operating requirements can be adjusted, where necessary, to accommodate the employee's absence. The employee is expected to report for work whenever the court schedule permits.
A. 
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage for a limited time under the Township's health plan when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment or death of an employee; a reduction in an employee's hours or a leave of absence; an employee's divorce or legal separation; and a dependent child no longer meeting eligibility requirements.
B. 
Under COBRA, the employee or beneficiary pays the full cost of coverage at the Township's group rates plus an administrative fee. The Township provides each eligible employee with written notice describing rights granted under COBRA when the employee becomes eligible for coverage under the Township's health insurance plan. The notice contains important information about the employee's rights and obligations.