City of Absecon, NJ
Atlantic County
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Table of Contents
Table of Contents

§ 61-1 Longevity.

[1997 Code § 61-1; Ord. No. 25-2007]
Longevity will be awarded to those employees employed in full-time permanent positions on the effective date of this chapter. The amount of service to receive longevity as indicated below means continuous service, that is, a period of not being employed begins the longevity count at zero when the employee returns. Longevity is effective on the employee's anniversary date in the following amounts:
Continuous Years of Full-Time Service
Amount of Longevity Pay
After 5
3% of annual salary
After 10
4% of annual salary
After 15
5% of annual salary
After 20
6% of annual salary
Longevity shall be paid incrementally of the year beginning the first full pay period after the employee's anniversary.
Effective January 1, 2007 longevity shall be paid to all full-time employees not covered by a collective bargaining agreement or an individual employment agreement and employed by the City of Absecon on or after December 21, 1995 according to the following schedule:
Continuous Years of Service
Amount of Longevity
After 5
3% of annual base salary
After 10
4% of annual base salary
After 15
5% of annual base salary
After 20
6% of annual base salary
All continuous employment between December 12, 1995 and the date of this amendment will be counted towards longevity. Full time employees currently employed by the City of Absecon as of the date of this amendment and not covered by a collective bargaining agreement or an individual employment agreement shall be paid longevity calculated as of the date of this amendment retroactive to their longevity date in 2007 or January 1, 2007 whichever date led to the award of longevity first.
By way of example, the following reflect longevity calculations:
An employee hired on April 16, 2000 is eligible for longevity at the 3% rate as of January 1, 2007.
An employee hired on June 1, 1996 is eligible for longevity at the 4% rate as of January 1, 2007.
An employee hired on September 15, 2002 is eligible for longevity at the 3% rate effective September 15, 2007.

§ 61-2 Vacation leave.

[1997 Code § 61-2]
Vacation leave shall be granted to all regular, full-time permanent employees.
Employees shall earn one vacation day for each full calendar month worked for all months in their first calendar year of service. Vacation time may not be taken until it is earned.
For the remaining years, vacation days shall be awarded on January 1 of the year during which the following years of service are completed:
Years of Service
Number of Vacation Days
2, 3 and 4
5, 6, 7, 8 and 9
10, 11, 12, 13 and 14
15 or more
The awarding of vacation days on January 1 presumes continued service by an employee throughout the calendar year. Should an employee not complete the calendar year, the number of earned vacation days shall be considered as follows:
Twelve days: 1.00 day per month.
Fifteen days: 1.25 days per month.
Eighteen days: 1.50 days per month.
Twenty-one days: 1.75 days per month.
Twenty-four days: 2.00 days per month.
In the event that an employee leaves his/her employment with the City and has used vacation time he/she has not earned for the calendar year, the employee shall owe the City for the time so used.
Vacation time cannot be taken in less than one-half-day increments.

§ 61-3 Sick leave.

[1997 Code § 61-3]
Sick leave shall be granted to all regular full-time permanent employees.
Employees shall be entitled to 15 workdays of sick leave with pay each calendar year.
Employees with less than one full year of continuous satisfactory service shall be entitled to 1.25 workdays of sick leave with pay for each calendar month of service.
Unused sick leave may be accumulated for use if required. Sick leave cannot be used in advance of its accrual unless authorized by the Municipal Council.
Sick Leave Buy-Back. After five years of continuous service with the City, and after an employee has accumulated 60 days of sick leave, at the end of the calendar year the employee may buy back 1/2 of the sick days accumulated during that year, provided that at least 60 days remain accumulated at all times.

§ 61-4 Holidays.

[1997 Code § 61-4]
The following days will be considered as legal holidays with City offices closed and normal operations suspended:
New Year's Day
Martin Luther King Day
President's Day
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
The Friday immediately following Thanksgiving
Two personal days (see Section 61-6)
When any of these legal holidays falls on Sunday, the following Monday shall be the official holiday. Should any of the listed holidays fall on a Saturday, the Friday preceding shall be the official holiday.
All employees compensated on an annual salary basis, except those specifically exempted in the salary ordinance, who are required to work on any of the official holidays mentioned in paragraph A. above will receive compensation at the rate of 1 1/2 hours pay for each authorized hour worked.

§ 61-5 Overtime.

[1997 Code § 61-5]
Overtime will be paid to employees who do not meet the definition of "executive, administrative or professional" under the Federal Fair Labor Standards Act and the State Wage and Hour Law, N.J.S.A. 34:11-56a et seq.
Overtime pay will be paid at the rate of 1 1/2 of the employee's hourly rate for all work performed in excess of 40 hours in any work week.
Overtime pay for hours worked beyond the employee's regularly scheduled hours, but less than 40 hours in any work week, will be paid at the employee's straight time hourly rate.
In computing overtime compensation, the nearest 1/4 hour shall be the smallest fraction of an hour to be reported.
Compensatory time, calculated at the same rate as noted above, will be available in lieu of overtime pay if requested in writing by the employee and approved by the City Administrator.

§ 61-6 Personal days.

[1997 Code § 61-6]
Regular full-time permanent employees shall receive two personal days off with pay.
Personal days must be used during the calendar year in which they are earned.
One personal day on June 30 and on December 30, but an employee may use these two days as of January 1 based on the premise that the employee will work the full calendar year. An employee who leaves the City's employment prior to the end of the calendar year will reimburse the City for days used and not earned.
Employees hired during any calendar year will be given a pro-rata share of personal days.

§ 61-7 Educational; classes; training.

[1997 Code § 61-7]
It is the City's policy to encourage continued schooling for its employees. Employees are encouraged to take courses offered by their appropriate professional associations.
Full-time employees who sign up for said courses and seminars will be given time off, with or without pay, but with financial reimbursement at the discretion of and as approved by their department head, if any, and the City Administrator. Such reimbursement may include tuition, books and mileage. If these courses are taken during the employee's off time, the employee shall be granted compensatory time, one hour for each hour or schooling, if authorized by City Council.
Full-time employees taking courses from colleges which the State of New Jersey recognizes as accredited, when such courses are for a degree commensurate with the employee's City position, may also have tuition, books and mileage paid by the City, if said courses are approved by their department head, if any, and the City Administrator, and if the employee completes two years of service with the City after the conclusion of the course. If there is separation of employment prior to the completion of the two years of service, then the employee shall be required to reimburse the City for any tuition, books and mileage paid, prorated on the amount of subsequent service given. The courses must be taken during the employee's own time and not during working hours, unless specifically authorized by the City Administrator.
Full-time employees who are employed at the time of passage of this chapter and who receive degrees relating to their City position shall be given a one-time college incentive allowance as follows:
Degree Awarded
Associate's Degree
Bachelor's Degree
Master's Degree
Full-time employees who are required to maintain a certain license(s) in order to fulfill their City position will have all courses they are required to take to maintain this license(s) paid for by the City. Time off will be given if necessary, with or without pay, at the discretion of the department head, if any, and the City Administrator.

§ 61-8 City benefits upon retirement.

[1997 Code § 61-8; Ord. No. 10-98]
In addition to PERS, employees retiring after 19 or more years of continuous full-time service with the City of Absecon, and who were employed as of the effective date of the ordinance codified in this section, shall receive the following benefits:
Payment in full for all accumulated sick days at the rate of pay of the immediately preceding year. At the option of the employee, this payment can be taken in one lump sum, fully taxable in the year in which it is received, or as an annuity in bi-weekly amounts, fully taxable in the year(s) in which they are received, as if the employee was currently employed.
Payment in full for all vacation days accrued and held safe prior to the adoption of Ordinance 15 of 1987, and also payment for those vacation days accrued pursuant to Ordinance 15 of 1987.
In addition to PERS, for all employees hired subsequent to the effective date of this chapter and who retire after 25 years of continuous full-time service to the City, the following benefits shall be provided:
Payment in the amount equivalent to the net amount of 1/2 of the accumulated sick days at the daily rate which is the average of all of the employee's base rate after the deduction of taxes and social security. Payment shall be made biweekly as an annuity until the full amount is paid.
Payment for any accrued vacation days.

§ 61-9 Additional pay during workers' compensation.

[1997 Code § 61-9]
The City shall pay the full one-week salary (five days) of any employee who has applied for workers' compensation temporary disability benefits and who is subsequently determined to be eligible but who is not paid by workers' compensation for this time pursuant to N.J.S.A. 34:15-14. This time will be initially classified as sick leave and deducted from the employee's accumulated days.
If the employee is not approved for workers' compensation temporary disability benefits, the deduction from accumulated sick time shall remain.
If the employee is approved, the sick days will be recredited to the employee's accumulated days when the employee returns to work. Obviously, an employee with fewer than five days will only have those days recredited which were deducted.
For all time, up to one year, during which an employee is receiving workers' compensation temporary disability benefits, the City shall pay the employee an amount which would make the employee's total pay (i.e., the total of the gross workers' compensation amount and the gross City amount) equivalent to the gross amount the employee would have earned if working.

§ 61-10 Personnel manual.

[Ord. No. 11-2005]
The Personnel Manual, as adopted by the City Council by Ordinance No. 11-2005 is hereby adopted by reference.
The Personnel Manual is available in the office of the City Clerk.

§ 61-11 Personnel policies.

Establishment of City Personnel Titles; Salary Ranges.
The City Council shall, by ordinance, establish titles for public employment by the City and salary ranges for City employees.
[Ord. No. 04-2010]
Adoption of Policies by City Council.
The City Council shall by resolution adopt and amend from time to time personnel policies and procedures including rules concerning the hiring and termination of employees, terms and conditions of employment, and regulations required to comply with applicable Federal and State employment related law. The personnel policies and procedures adopted pursuant to this section and attached hereto by reference shall be applicable to all officials, appointees, employees, prospective employees, volunteers and independent contractors of the City. (The personnel policies and procedures as adopted by this ordinance may be found on file in the office of the Clerk.)
[Ord. No. 04-2010]
Implementation and enforcement of policies.
The City Administrator shall be responsible to implement and enforce the personnel practices adopted by ordinance or resolution authorized pursuant to this section. If there is a conflict between said personnel practices and any duly adopted and lawful collective bargaining agreement, personnel services contract or Federal or State law, the terms and conditions of that contract or law shall prevail. In all other cases, the practices adopted pursuant to this section shall prevail.
[Ord. No. 04-2010]