[Ord. No. 34-88, §§ 1, 2; No. 33-89, § 2; No. 21-90, § 5; No. 25-96, §§ 6, 7, 8; No. 14-99; No. § 2; No. 16-99, § 1; No. 6-2006, §§ 1, 2, 3; No. 7-2011, §§ 11, 12; Ord. No. 30-2018, §§ 1, 2]
(a) 
Definitions. As used in this article, the following terms shall have the meanings indicated:
SICK LEAVE
Is defined as the absence from duty of an officer or employee because of illness, accident or exposure to contagious diseases. A certificate by a reputable physician in attendance upon any officer or employee may be required as proof of need of sick leave.
(b) 
Employees using sick leave for three or more consecutive working days must provide a doctor's certificate.
(c) 
Policy.
(1) 
Effective October 29, 2018, regular full-time employees shall be entitled to the following sick leave with pay, which is computed from the employee's anniversary date:
Length of Service
Time Allowed
0 to 3 months
1 day per month
3 months to 1 year
1 day per month
After 1 year of continuous service
12 days' full pay per year
(2) 
Employees will be permitted to accumulate unused sick days up to a maximum of 135 days.
(3) 
Regular full-time employees with one or more years of service on January 1, 1990, will be allowed to carry over and accumulate a one-time bank of sick days in accordance with the following:
Employees Previously Entitled to
Will be Allowed to Carry Over
65 days
30 days
40 days
20 days
20 days
10 days
10 days
5 days
Less than 10 days
0 days
(4) 
Upon severing employment, employees will be paid for accumulated sick days based upon a percentage of the employee's sick days at the employee's prevailing hourly rate in the following manner:
(i) 
Upon retirement in good standing, for employees hired prior to January 1, 2006: 50% of accumulated sick days up to a maximum of 135 days.
(ii) 
Upon the employee's death: his/her family shall receive 100% of accumulated sick days.
(iii) 
Upon being laid off: 30% of accumulated sick days.
(iv) 
Upon voluntary leave: 0% of accumulated sick days.
(v) 
Upon being discharged: 0% of accumulated sick days.
(vi) 
All employees hired on or after January 1, 2006, will be paid for accumulated sick days at the time of their retirement the lesser amount of up to 50% of 130 accumulated sick days or $20,000.
(5) 
For regular full-time employees transferring from a bargaining-unit position to a non-bargaining-unit position after one year of continuous service but prior to their anniversary date, sick leave shall be prorated from the date of transfer (or date of hire in the non-bargaining-unit position) through the end of the calendar year.
(6) 
Any employee who is on disciplinary suspension for 15 days or more will have his/her sick days frozen during the period of suspension and for 15 days after returning to work.
(d) 
Sick leaves extension. Extension of sick leave beyond the maximum allowed in the schedule set forth shall require special approval of the Borough Council.
(e) 
Regulations.
(1) 
One-half of each workday shall be the smallest unit to be considered in computing sick leave used.
(2) 
Sick leave shall not be allowed for ordinary medical appointments, since such professional services are readily available outside of normal working hours.
(f) 
Procedure.
(1) 
An employee who becomes ill is responsible for notifying his/her supervisor within 1/4 hour of the scheduled starting time, either personally or through an emissary. Police Department employees shall make the appropriate notification four hours in advance.
(2) 
Each department head will maintain records for each employee upon which he/she shall record the total sick leave used. All sick leave earned and used for each completed continuous service year shall be shown on this record.
(3) 
In protracted illness or disability, weekly or biweekly health reports may be requested by the Borough Council. The choice of the reporting physician, attending or Borough-designated, is at the discretion of the Borough.
(g) 
Any employee suspected of abusing the sick leave privilege in the taking of sick leave time on an excessive or regular basis may be required to undergo a complete physical and/or psychological examination to determine if a legitimate medical problem exists. Any employee that has improperly utilized sick leave time without a legitimate medical problem may be subject to the full range of disciplinary action, up to and including dismissal.
(h) 
New Jersey Paid Sick Leave Law, P.L. 2018, ch. 10 Policy.
(1) 
Effective October 29, 2018, any employee not entitled to at least 40 hours of paid time off under the terms of this Personnel Policy and Procedures Manual, or under any applicable ordinance or resolution of the Borough, shall accrue one hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours accrued, used or carried over in any calendar year in compliance with the New Jersey Paid Sick Leave Law, P.L. 2018, ch. 10 ("P.L. 2018, ch. 10 Policy"). For those employed on or prior to October 29, 2018, earned sick leave under this P.L. 2018, ch. 10 Policy shall begin to accrue effective October 29, 2018, and may be used at any time beginning on the 120th calendar day after the employee began employment. For those employed after October 29, 2018, earned sick leave under this P.L. 2018, ch. 10 Policy shall begin to accrue on the first day of employment and may be used at any time beginning on the 120th calendar day after the employee began employment.
(2) 
Any regular full-time employee otherwise entitled to at least 40 hours of paid time off under the terms of this policy manual, or under any applicable ordinance or resolution, shall be entitled to use up to 40 hours of such paid time off per calendar year for the purposes set forth in Paragraph (c) herein.
(3) 
Paid sick leave in compliance with this P.L. 2018, ch. 10 Policy may be used for the following purposes:
(i) 
Time needed for diagnosis, care, or treatment of, or recovery from, an employee's mental or physical illness, injury or other adverse health condition, or for preventive medical care for the employee;
(ii) 
Time needed for the employee to aid or care for a family member of the employee during diagnosis, care, or treatment of, or recovery from, the family member's mental or physical illness, injury or other adverse health condition, or during preventive medical care for the family member;
(iii) 
Absence necessary due to circumstances resulting from the employee, or a family member of the employee, being a victim of domestic or sexual violence, if the leave is to allow the employee to obtain for the employee or the family member: medical attention needed to recover from physical or psychological injury or disability caused by domestic or sexual violence; services from a designated domestic violence agency or other victim services organization; psychological or other counseling; relocation; or legal services, including obtaining a restraining order or preparing for, or participating in, any civil or criminal legal proceeding related to the domestic or sexual violence;
(iv) 
Time during which the employee is not able to work because of a closure of the employee's workplace, or the school or place of care of a child of the employee, by order of a public official due to an epidemic or other public health emergency, or because of the issuance by a public health authority of a determination that the presence in the community of the employee, or a member of the employee's family in need of care by the employee, would jeopardize the health of others; or
(v) 
Time needed by the employee in connection with a child of the employee to attend a school-related conference, meeting, function or other event requested or required by a school administrator, teacher, or other professional staff member responsible for the child's education, or to attend a meeting regarding care provided to the child in connection with the child's health conditions or disability.
(4) 
For purposes of compliance with this P.L. 2018, ch. 10 Policy only, the term "family member" means a child, grandchild, sibling, spouse, domestic partner, civil union partner, parent, or grandparent of an employee, or a spouse, domestic partner, or civil union partner of a parent or grandparent of the employee, or a sibling of a spouse, domestic partner, or civil union partner of the employee, or any other individual related by blood to the employee or whose close association with the employee is the equivalent of a family relationship.
(5) 
The calendar year shall be deemed the "benefit year" for purposes of N.J.S.A. 34:11D-1.
(6) 
If the employee's need to use paid time under this policy is foreseeable, the employee will be required to produce advance notice, not to exceed seven calendar days prior to the date the leave is to begin, of the intention to use paid time under this policy and its expected duration, and shall make a reasonable effort to schedule the use of paid time under this policy in a manner that does not unduly disrupt the operations of the employer. If the reason for the use of paid time under this policy is not foreseeable, the employee shall provide notice of the intention to use paid time under this policy as soon as practicable.
(7) 
For use of paid time under this policy which extends for three or more consecutive days, the following supporting documentation shall be required:
(i) 
If paid time under this Policy is being taken under Paragraph (1) or (2) as set forth in Paragraph (c) above: documentation signed by a health care professional who is treating the employee or the family member of the employee indicating the need for the leave and, if possible, number of days of leave.
(ii) 
If paid time under this Policy is being taken under Paragraph (3) as set forth in Paragraph (c) above: medical documentation; a law enforcement agency record or report; a court order; documentation that the perpetrator of the domestic or sexual violence has been convicted of a domestic or sexual violence offense; certification from a certified domestic violence specialist or a representative of a designated domestic violence agency or other victim services organization; or other documentation or certification provided by a social worker, counselor, member of the clergy, shelter worker, health care professional, attorney, or other professional who has assisted the employee or family member in dealing with the domestic or sexual violence.
(iii) 
If paid time under this policy is being taken under Paragraph (4) as set forth in Paragraph (c) above: a copy of the order of the public official or the determination by the health authority.
(iv) 
If paid time under this Policy is being taken under Paragraph (5) as set forth in Paragraph (c) above: any reasonable documentation showing that a conference, meeting, function, or other event has been scheduled or is occurring.
(8) 
Nothing in this policy shall be construed as requiring payment for any form of unused paid leave upon separation from employment unless otherwise provided under the terms of a different provision of this policy manual, or under any applicable ordinance, resolution, or practice of the Borough. Employees receiving paid sick leave under Paragraph (a) of this policy shall not be entitled to payment for unused paid sick leave upon separation from employment under any circumstance.
(9) 
This policy shall not apply to those employees who are provided with sick leave with full pay pursuant to any law, rule, or regulation of the State of New Jersey.
[Ord. No. 30-2018, § 3]
(a) 
Policy. The New Jersey Security and Financial Empowerment Act, also known as the "NJ SAFE Act"[1] provides protection for employees and their family members who have been the victim of domestic violence or sexual assault. Employees are entitled to 20 days of unpaid protected leave from work to:
(1) 
Seek medical attention for physical or psychological injuries;
(2) 
Obtain services from a victim services organization;
(3) 
Pursue psychological or other counseling;
(4) 
Participate in safety planning for temporary or permanent relocation;
(5) 
Seek legal assistance to ensure health and safety of the employee or the employee's relative; or
(6) 
Attend, participate in, or prepare for a criminal or civil court proceeding relating to an incident of domestic or sexual violence.
[1]
Editor's Note: See N.J.S.A. 34:11C-1 et seq.
(b) 
Procedure. To be eligible for the leave, an employee must meet the following criteria:
(1) 
The employee or their child, parent, spouse or domestic partner must be a victim of domestic violence or a sexually violent offense;
(2) 
The employee must have worked for the Borough for at least 12 months and for at least 1,000 hours during the twelve-month period immediately preceding the requested leave; and
(3) 
The twenty-day leave must be taken within one year of the qualifying event.
(c) 
Employees may take leave on an intermittent basis, but such leave cannot be shorter than one full day.
(d) 
To the extent the leave is foreseeable, employees must provide advance notice.
(e) 
In addition, employees seeking leave must provide proof that they qualify for the leave. Such proof may include a restraining order, letter from a prosecutor, proof of conviction, medical documentation or a certification from an agency or professional involved in assisting the employee.
(f) 
In certain circumstances, the basis for the leave may also qualify under the federal Family and Medical Leave Act[2] and/or the New Jersey Family Leave Act.[3] If so, the Borough will treat the leave concurrently with the leave under those statutes. Employees may be required to use accrued paid vacation leave, personal time or sick leave concurrently.
[2]
Editor's Note: See 29 U.S.C. § 2601 et seq.
[3]
Editor's Note: See N.J.S.A. 34:11B-1 et seq.
(g) 
The Borough shall protect the privacy of employees who seek leave by holding the request for leave, the leave itself or the failure to return to work in the strictest confidence.
(h) 
The Borough shall not retaliate, harass or discriminate against any employee exercising his/her right to take the leave provided by this policy.
[Ord. No. 34-88, §§ 1, 2; No. 33-89, § 3; No. 25-96, §§ 9, 10, 11; No. 28-2002, § 2]
(a) 
In case an employee is disabled, either through injury or illness as a result of or arising from his/her employment, as evidenced by the certificate of a physician licensed to practice in the S of New Jersey, but such injury or illness is not compensable pursuant to the New Jersey Workers' Compensation Act, as determined by the Borough, he/she shall be granted a period of 30 days' leave with full pay before the sick leave hereinbefore specified shall begin. Such thirty-day initial period shall be granted each time an employee is disabled in the line of duty. Should further additional leave be necessary, because of accident or sickness incurred in line of duty, it may be granted up to a total of one year by action of the Council.
(b) 
Any employee on sick leave receiving his normal compensation who, in addition, qualifies for payments under workers' compensation weekly benefits shall, during the period he is receiving such weekly benefits, be entitled only to that portion of his regular salary which, with the workers' compensation payments, equals his normal salary.
(c) 
Procedure. Any employee injured on the job should report the accident immediately to his/her supervisor. Depending on the degree of injury, the department head or his/her representative shall obtain emergency medical aid or arrange for the employee to see a physician.
(d) 
As soon as practicable, the employee shall complete an accident report form at the Borough Clerk's office. An Employee and Department Head Safety Report shall also be completed and filed with the Borough Clerk's office. If this cannot be done, the department head shall arrange to have the forms completed. The Borough Clerk will forward the forms to the insurance carrier along with any related bills, and the department head shall be provided with a copy of the reports for their files.
(e) 
A physician's diagnosis, including prognosis, should be submitted to the department head and Borough Clerk in support of any request for leave.
(f) 
The fact that the injury or illness is job-related should be reported to all medical personnel and services who should send bills and reports directly to the Borough Clerk's office. The Borough Clerk shall file all reports and bills with the insurance company.
(g) 
If an employee will be unable to work for a period exceeding the initial thirty-day leave defined under Policy,[1] and the employee's unused sick leave, the department head should so notify the Borough Council for possible extension of leave.
[1]
Editor's Note: See Subsection (a) of this section.
(h) 
If the injury involves a vehicle, the appropriate report must be filed with the Police Department and with the Borough Clerk's office.
(i) 
Limited Duty/Return to Work Program.
(1) 
After an employee sustains a work-related injury, the Borough's Physician, as appointed by the Mayor and Council, shall return the employee to work in a limited-duty capacity, with a list of tasks that the employee is unable to perform, except in the specific instances when the Physician determines that the employee is incapable of performing any limited-duty job-related responsibilities and cannot return to work. Limited duty shall be permitted for a period of four workweeks.
(2) 
Upon review of the job classifications available and considering the limitations upon the injured employee, the Borough's Physician, as appointed by the Mayor and Council, will then outline the classifications in which the employee can perform. The Physician will also immediately schedule a date for reexamination or return to normal duties:
(3) 
Upon receipt of this information, the employee's department head will assign duties to that individual for the limited-duty period. The employee's department head shall provide the Personnel Director with written notice of the duties so assigned to the employee, which written notice shall be provided within five business days after said assignment.
(4) 
The employee shall be entitled to his or her regular rate of pay while performing in a limited capacity. In no instance shall the employee receive less than his or her present salary during the interim.
(5) 
Upon conclusion of the limited-duty period, as determined by the Borough's Physician, the employee will revert to his or her regular position, or comply with the Physician's recommendation if it is otherwise.
(6) 
It shall be the employee's responsibility to deliver to or cause to be delivered to the Personnel Director the completed Medical Authorization for Limited Duty or Absence Due to Injury Form, which shall be signed by the Borough's Physician. The employee or his or her designee shall deliver said form within 24 hours from the time of the visit and determination. Failure to do so shall subject the employee to unauthorized time off for the period without notification.
[Ord. No. 34-88, §§ 1, 2; No. 25-96, § 12; No. 7-2011, §§ 13, 14]
(a) 
Policy.
(1) 
All full-time employees of the Borough shall be granted a bereavement leave up to three days off with pay, upon the death of any member of his/her family. The term "member of his/her family is defined as follows:
Father or stepfather
Mother or stepmother
Father-in-law
Mother-in-law
Brother
Sister
Brother-in-law
Sister-in-law
Son-in-law
Daughter-in-law
Spouse
Child
Foster child
Grandmother
Grandfather
Grandchild
Relative residing with employee
Domestic partner
(b) 
Procedure.
(1) 
As soon as practical prior to absence from duty, an employee shall request bereavement leave to the department head and Personnel Director, stating specifically the relationship between the deceased and the employee and the date(s) upon which the absence is requested.
(2) 
Prior approval from the department head is required for one-day bereavement leave. If requested, proof must be furnished to the department head as to the relationship of the person involved.
[Ord. No. 34-88, §§ 1, 2; No. 14-99, § 3; No. 7-2011, § 15]
(a) 
Upon completion of service with the Borough, terminal leave pay shall be made pursuant to the appropriate labor contract in effect at the time.
(b) 
Employees not covered by contractual agreement. The same shall be in accordance with the ordinance which shall apply only to regular full-time employees of the Borough retiring in good standing on a service pension after 25 years of continuous service with the Borough.
(c) 
Termination leave with full pay, computed at the employee's basic daily wage rate at the time of retirement, shall be provided to such employee on the basis of one full day's pay for each full year of service with the Borough, prior to the employee's written request for retirement. Termination leave shall be provided to the employee following receipt by the Borough of the employee's proper application for retirement and written notice of the approval thereof by the New Jersey Division of Pensions. Such leave shall be granted by the Borough prior to the employee's effective date of retirement.
[Ord. No. 34-88, §§ 1, 2; No. 33-89, § 4]
(a) 
The Borough Council strongly endorses the concept of civic responsibility.
(b) 
Department heads are encouraged to aid the employee when he/she may be summoned by the court for jury duty or called as a witness. Only in rare instances is an exception sanctioned. The court may be a state, federal, county or municipal court.
(c) 
Appearance in court in connection with official duties is considered normal duty time.
(d) 
The employee will present the official summons for jury duty immediately upon receipt to his/her department head. The department head will forward the official notice to the Borough Council for further processing.
[Ord. No. 34-88, §§ 1, 2]
(a) 
Maternity leave is to be treated as any other disability, and employees may use their sick time and vacation time for maternity purposes.
(b) 
Procedure. All requests for maternity leave shall be in writing to the department head as soon as practicable, stating the approximate date leave will begin and probable date of return to work.
[Ord. No. 25-96, § 1]
(a) 
Eligibility. Pursuant to the Family and Medical Leave Act of 1993 ("FMLA") and the New Jersey Family Leave Act[1] ("NJFLA"), employees of the Borough of Morris Plains who have worked for the Borough for at least 12 months and have worked at least 1,000 hours over the previous 12 months are eligible for family and medical leave of up to 12 weeks of unpaid leave for any of the following reasons:
(1) 
The birth or placement of a child with the employee for adoption or foster care and in order to provide care for such child.
(2) 
The care of the employee's spouse, child or parent who has a serious health condition.
(3) 
A serious health condition that renders the employee unable to perform his/her job.
[1]
Editor's Note: See N.J.S.A. 34:11B-1 et seq.
(b) 
Definitions. As used in this section, the following terms shall have the meanings indicated:
CHILD
Includes a biological, adopted, foster child, stepchild, legal ward or a child of a person acting in the capacity of a parent who is 18 years of age, or 18 years of age or older but incapable of self-care because of a mental or physical impairment.
HEALTH CARE PROVIDER
Includes any person licensed under federal, state or local law, or the laws of a foreign nation, to provide health care services, or any other person who has been authorized to provide health care by a licensed health care provider.
PARENT
Includes a biological, adoptive, foster, stepparents, parent-in-law or legal guardian having a parent-child relationship as defined by law, or having sole or joint legal or physical custody, care, guardianship or visitation with a child.
SERIOUS HEALTH CONDITION
A mental or physical illness, injury or impairment which involves inpatient care at a medical care facility or continuing treatment by a health care provider. Additionally, an employee's serious health condition means the employee is unable to perform the functions of his or her job.
(c) 
Types of leave.
(1) 
For the birth or placement of a child with the employee for adoption or foster care, leave may begin within one year of the date of the birth or placement of the child. Leave may be taken intermittently or on a reduced leave schedule if agreed to by the Borough and the employee.
(2) 
To care for a family member with a serious health condition, leave may be taken intermittently when medically necessary. At the employee's option leave may be taken on a reduced leave schedule when medically necessary.
(3) 
For an employee with a serious health condition which prevents the employee from performing the functions of his/her job, leave may be taken intermittently or on a reduced leave schedule when medically necessary.
(d) 
Denial of leave.
(1) 
Family leave may be denied to an employee if:
(a) 
The employee refuses to obtain certification in support of leave; or
(b) 
The employee is a salaried employee and among the highest paid 5% of the Borough's employees or among the seven highest paid employees, whichever number of employees is greater or the granting of leave would cause a substantial and grievous economic injury to the employer's operations.
(2) 
In the event that leave is denied subsequent to its commencement, the Borough shall notify the employee of its intention to deny the leave when such determination is made, and the employee must return to work within 10 working days of the date of notification of denial.
(e) 
Terms of leave.
(1) 
An employee may use accrued paid leave time such as vacation, sick and personal time during the period of family leave and in accordance with the Borough's policies regarding the use of such leaves.
(2) 
The Borough may require that an employee who requests leave under Paragraph (c)(3) to transfer temporarily to an available alternative equivalent position for which the employee is qualified and which better accommodates recurring periods of leave.
(3) 
In the case of intermittent or reduced leave, the employee must make a reasonable effort to schedule the leave so that the Borough's operations will not be unduly disrupted.
(4) 
Any employee on family leave is prohibited from performing services on a full-time basis for any person for whom the employee did not provide services immediately prior to the beginning of the leave. An employee may continue any pre-leave part-time employment, but at the same number of hours as before the leave. An employee may commence part-time employment not to exceed 1/2 the regularly scheduled hours worked for the Borough from which leave was requested.
(f) 
Procedure.
(1) 
The employee shall be required to submit to the Personnel Director a written notice that leave will be taken, indicating the amount of leave to be taken and the reason for the leave.
(i) 
In the case of leave for the birth or placement of a child, the employee must provide the Borough with 30 days' written notice, except where emergent circumstances warrant shorter notice or oral notice if written notice is impracticable.
(ii) 
When family leave is necessary for a serious health condition, the employee must provide the Borough with 15 days' written notice, except where emergent circumstances warrant shorter notice or oral notice if written notice is impracticable.
(2) 
Any period of family leave must be supported by a certification by the employee attesting to the reason for such leave.
(i) 
If the leave involves an illness, a certification from a health care provider shall be submitted along with the leave notice which includes:
A. 
The date on which the serious health condition commenced.
B. 
The probable duration of the condition.
C. 
The appropriate medical facts within the knowledge of the health care provider regarding the condition.
D. 
An estimate of the time needed to care for the individual involved, including any recurring medical treatment.
E. 
A statement that condition warrants the employee's participation to provide care.
(ii) 
Intermittent or reduced leave medical certifications shall state:
A. 
The dates on which treatment is expected to be given and the duration of such treatment.
B. 
A statement of the medical necessity for the intermittent or reduced leave schedule and the expected duration.
C. 
Where applicable, a statement that an intermittent or reduced leave schedule is necessary to care for a covered relation or will assist in the recovery and the expected duration and schedule of the leave.
(3) 
The Borough may require subsequent recertification on a reasonable basis. Failure to provide any certification is grounds for denial of the leave. Employees will be subject to disciplinary measures for falsely certifying the reasons for a leave. If the Borough has doubt as to the validity of the certification provided, the Borough may require, at its expense, that the employee obtain a second opinion from a health care provider selected by the Borough. If the second opinion differs from the first, a third mutually agreeable health care provider shall be selected, whose opinion shall be binding.
(g) 
Benefit continuation.
(1) 
During the period of family leave, the Borough will maintain coverage under any group health insurance at the same level and under the same terms and conditions of coverage that would have been provided if the employee had been continuously employed from the date the leave commenced to the date of his or her return from leave, or the date his or her coverage would have expired had the employee not been on leave, whichever is sooner. If applicable, employees shall be responsible for arranging for payment of their share of health insurance premiums while on leave.
(2) 
Any employment benefits not covered in Paragraph (g)(1) above shall be provided pursuant to the Borough's policies for employees on temporary leave from employment.
(h) 
Restoration to position.
(1) 
When the employee's family leave expires, the employee shall be restored to the position held when the leave began, or to an equivalent position of like seniority, employment benefits, pay and other terms and conditions of employment.
(2) 
If an employee on family leave would have lost his or her position as a result of a reduction in force or a layoff had the employee not been on leave, the employee is not entitled to reinstatement to the former or equivalent position. However, an employee shall retain the rights under any layoff or recall system, including a system under any applicable collective bargaining agreement, as if the employee had not taken the leave.
[Ord. No. 34-88, §§ 1, 2; No. 25-96, § 13]
(a) 
A permanent employee may be granted a leave of absence without pay with the approval of the Borough Council for a three-month period. Each case is considered on its merit and does not set precedent. Leaves may be requested for temporary incapacity, attendance at school or job-related advanced study, national emergencies and any other valid reason acceptable to the Borough Council.
(b) 
Procedure.
(1) 
An employee requests leave by submitting a detailed written notice to his/her department head who will forward a copy of the notice to the Personnel Director. This is submitted to the Borough Council with the supervisor's recommendation.
(2) 
All data on the request for leave shall be submitted to the Borough Council. The final decision is made by the Borough Council.
(3) 
An employee on leave will not be entitled to benefits for the duration of the leave; however, upon return from leave, the employee will be entitled to a position of equal status and pay to that which was held when the employee went on leave.
[Ord. No. 34-88, §§ 1, 2]
(a) 
As a general policy, employees absent from work for three consecutive days due to sickness, accident or injury will be required to bring a doctor's certificate to the department head stating that the employee is capable of returning to normal duties. Any employee using sick time may be required to bring in such a certificate.
(b) 
Additionally, employees returning to work following an approved leave of absence for 30 or more days shall notify, in writing, their department head five working days prior to scheduled return.