Editor's Note: The power of the Township to establish
personnel policies is derived from N.J.S.A. 40:69A-29, 30.
The Employee Manual was adopted by Resolution of the Township
Council on March 16, 2004.
[1973 Code § 3-1.1]
[1973 Code § 3-1.2]
The Council may by ordinance abolish, increase, decrease or
modify the terms and compensation of any office of the Township, except
that the Township Council may not abolish or alter the terms of an
office that has been or is created by general law. Except where an
office is abolished, no decrease or modification of its terms and
compensation shall affect any incumbent holding such office for the
duration of the term for which he was appointed.
[Ord. No. 13-1998]
a.
In accordance with the general laws of the State of New Jersey and
the ordinances of the Township of Aberdeen, all duly qualified applicants
for appointment to any classified position in the Township of Aberdeen
shall be classified in the categories set forth below and appointed
in the order and manner specified therein:
b.
The residency status described herein is determined as of the closing
date of the application acceptance by the New Jersey Division of Personnel
pursuant to law.
[1973 Code § 3-2.1]
Applicants for employment shall apply on forms provided by the
Office of the Township Manager and which have been designed to obtain
pertinent information concerning the applicant's education, training,
experience, character and other factors necessary to determine his
fitness and qualification for service to the Township. All applications
shall be filed with the Office of the Township Manager.
[1973 Code § 3-2.2]
The Office of the Township Manager shall be charged with processing
all applications for appointment to vacancies or new positions. Where
it appears that an applicant is otherwise qualified for employment,
the Manager shall require that the applicant furnish evidence that
he is physically fit for the position for which he seeks employment.
[1973 Code § 3-2.3]
An applicant for employment may be rejected where he:
a.
Is not qualified for appointment to the position for which he has
applied;
b.
Is physically unfit to perform the duties of the position for which
he has applied;
c.
Is addicted to the habitual or excessive use of drugs or intoxicants;
d.
Has been convicted of any crime or offense, including disorderly
persons offenses involving moral turpitude;
e.
Has received other than an honorable discharge from the Armed Services
of the United States;
f.
Has been dismissed from previous employment for delinquency, insubordination
or misconduct;
g.
Has practiced or attempted to practice any deception or fraud in
his application or in furnishing other evidence of eligibility for
appointment;
h.
Is not within age limits that have been established for the position
for which he seeks appointment.
[1973 Code § 3-3.1]
Except when provided by law, every person appointed to a new
position shall be deemed to be on probation in the position to which
he shall have been appointed for a period of six (6) months, but such
probation shall not affect permanent status of any other Township
employment that such person may have achieved. Prior to his completion
of the probationary period, the employee or officer shall be evaluated
by the Township Manager to determine whether he shall be granted permanent
status or dismissed. The Township Manager may require reports and
recommendations from immediate superiors and department heads for
this purpose. In accordance with N.J.S.A. 52:17B-69, a probationary
or temporary appointment as a Police Officer may be made for a total
period not exceeding one (1) year for the purpose of enabling a person
seeking permanent appointment to take a Police training course as
required by law.
[1973 Code § 3-3.2]
The Township Manager shall initiate a personnel file for each
new employee and all records of such employee concerning qualification,
permanent status, work history, accumulated vacation and sick leave,
leave time and the like shall be maintained for such employee in such
file. The Manager shall make such files available for inspection by
the employee on a reasonable basis.
[1973 Code § 3-4.1]
The official office hours of the Township are 8:30 a.m. to 4:30
p.m., prevailing time, Monday through Friday. The hours of work for
employees, including lunch hours, shall be specified by the Manager.
[1973 Code § 3-4.2; Ord. No. 7-1994; New]
a.
The following official holidays shall be observed by the Township:
New Year's Day
Martin Luther King, Jr. Birthday
Lincoln's Birthday
Presidents' Day
Good Friday
Memorial Day
Independence Day
Labor Day
Election Day
Veteran's Day
Thanksgiving Day
Friday after Thanksgiving Day
One-half day before Christmas
Christmas Day
One-half day before New Year's Day
Columbus Day: One (1) floating holiday
b.
If a holiday falls on a Sunday, it shall be observed on the following
Monday, and if a holiday falls on a Saturday, it shall be observed
on the preceding Friday.
c.
In the event that an official holiday is observed during an employee's
vacation, he shall be entitled to an additional vacation day, and
should an official holiday occur while an employee is on sick leave,
he shall not have that holiday charged against his sick leave.
d.
If New Year's Day falls on a Saturday, the Township Building
shall be closed the following Monday.
[1973 Code § 3-4.3; Ord. No. 7-1994]
The following shall apply:
a.
Employees with less than one (1) year of service shall receive one
(1) paid vacation day for each month of service, provided the probationary
period has been completed. There will be no vacation accrued for any
employee dismissed during the probationary period.
b.
Employees with one (1) year or more of service shall receive twelve
(12) days paid vacation for each year, plus one (1) day per year after
the first year to a maximum of fifteen (15) days.
c.
Employees with fifteen (15) years or more of service shall receive
twenty (20) days paid vacation each year.
d.
Members of the SOA Union shall receive twenty-two (22) days paid
vacation each year, over twenty (20) years of service.
Vacation time may not be accumulated for a period past the vacation
year without the prior consent of the Manager.
[1973 Code § 3-4.4]
a.
As used in this subsection, sick leave shall mean paid leave that
may be granted to an employee who through sickness or non-job related
injury becomes incapacitated to a degree that makes it impossible
for him to perform the duties of his position, or who is quarantined
by a physician because he has been exposed to a contagious disease.
Part-time temporary employees are not eligible for sick leave.
b.
A certificate from the employee's doctor may be required as
sufficient proof of the need for sick leave. A certificate will be
required for a sick leave greater than three (3) days.
c.
In the first year of employment, an employee shall be entitled to
one (1) day sick leave for each month of employment. Sick leave shall
accumulate on the basis one and one-quarter (1 1/4) day per month
or fifteen (15) days per year.
d.
Accumulated sick leave may be used by an employee for personal illness,
illness in his immediate family which requires his attendance upon
the ill person, quarantine restrictions, pregnancy or disabling injuries.
For the purpose of this paragraph, immediate family means a spouse,
child, parent or unmarried brother or sister or a relative or dependent
living under the same roof.
[1973 Code § 3-4.6; Ord. No. 7-1994]
a.
Leave with pay, not exceeding five (5) days, shall be granted to
any employee in the event of death in his immediate family which includes:
b.
Employee shall be granted up to one day off with pay per year to
attend the funeral of any other relative. In the event an employee
is required to travel out of the State of New Jersey to attend a funeral,
an additional day off with pay shall be afforded.
c.
Such leave will not be charged against the employee's sick leave.
[1973 Code § 3-4.7]
Employees shall not accept outside employment or engage in outside
business activities without prior approval of the Manager. No application
for permission to accept outside employment shall be granted unless
there is reasonable probability that such outside employment will
not interfere with the employee's performance or compromise his
position with the Township through a conflict of interest or if, in
the case of a full-time employee of the Township, such outside employment
shall exceed twenty (20) hours per week.
[Ord. No. 3-2009 § II]
a.
Purpose. The purpose of the Donated Sick Leave Program is to allow
employees to voluntarily donate a portion of their earned sick and/or
vacation time to other employees who have exhausted their own earned
leave time and who are suffering from a catastrophic health condition
or injury which necessitates the employee's prolonged absence
from work, in accordance with N.J.A.C. 4A:6-1.22.
b.
Eligibility of Recipient. An employee shall be eligible to receive
donated sick and/or vacation leave from other employees if the employee
meets all the following criteria:
1.
Employee must be suffering from a catastrophic health condition or
injury which necessitates the employee's absence from work and
for which the employee has no availability of paid leave. Catastrophic
health condition or injury is defined as either a life-threatening
condition or period of disability (physical or mental), or the health
of the employee's fetus which requires the care of a physician
and the need for the employee's absence from work for sixty (60)
days or more.
2.
Employee must produce acceptable medical verification from a physician
or other licensed health care professional. The medical verification
must indicate the nature, severity, and anticipated duration of the
disability resulting from the catastrophic health condition or injury
involved.
3.
Employee must have completed at least one (1) year of continuous
service with the Township.
4.
Employee must have exhausted all accrued paid leave including compensatory
time, sick leave, vacation leave and administrative leave.
5.
Employee must have received at least five (5) donated days from one
(1) or more donors to participate in the Program.
c.
Eligibility of Donor. An employee may be eligible to donate leave
to another employee if the employee meets all the following criteria:
1.
Employee may donate up to ten (10) days to any one (1) recipient.
2.
Only whole days may be donated
3.
Following a donation, donor's time will be reduced by the number
of days which are to be donated, however, donor must have a credit
of at least twenty (20) days of accrued sick leave, if donating sick
leave and/or twelve (12) days of accrued vacation leave, if donating
vacation leave.
4.
Donor must not have solicited or accepted anything of value for the
donation.
5.
Donor may not revoke the leave donation.
d.
Procedures.
1.
Requesting Participation. Any employee may request to participate
in this Program. He/she should contact the Township Manager, in writing,
of his/her intent to request participation. A supervisor/department
head may also initiate this process on behalf of the employee.
2.
Decision on Eligibility. Decisions regarding eligibility will be
made on a case-by-case basis by the Township Manager, Personnel Officer
and the employee's department head/supervisor.
3.
Approval.
(a)
Requests are subject to approval of the Recipient Affidavit
and Donor Transfer Certification Forms. In the event the employee
is unable to complete the Recipient Affidavit Form, the employee's
family may complete the form on behalf of the employee. The donor
shall also complete the Donor Transfer Certification.
(b)
The donor forms shall reflect that no one has directly or indirectly
intimidated, threatened or coerced, or attempted to intimidate or
coerce any other employee for the purpose of interfering with any
right which such employee may have with respect to contributing, receiving,
or using paid leave under this Program. The forms shall further reflect
that the employee was also not promised any benefit (i.e., appointment,
promotion or compensation) or threatened with reprisal (i.e., demotion
or deprivation of appointment, promotion or compensation).
(c)
Once a recipient has been approved for the Program, the Township
Manager will post or otherwise advise, all employees of the ability
to donate leave time to the recipient. This will be done only with
the consent of the recipient, or if the recipient is unable to consent,
the recipient's family.
4.
Participation in the program is on a strictly voluntary basis.
5.
Recipient may not use more than one hundred eighty (180) days of
donated leave.
6.
Donated leave is not retroactive.
7.
The recipient's leave account will be credited with the donated
time upon approval of the Recipient Affidavit Form. The recipient
may receive days from more than one (1) donor to a maximum of one
hundred eighty (180) days.
8.
Any unused, donated leave time shall be credited to the leave donor(s)
on a prorated basis upon the leave recipient's return to work.
However, any portion that would amount to less than one (1) day per
donor will not be returned.
9.
The recipient shall continue to accrue sick and vacation leave while
using donated leave time. This entitlement shall be retained and credited
to the employee upon his/her return to work.
10.
Recipients cannot collect Temporary Disability Insurance (TDI) while
participating in the Leave Donation Program. Once an employee has
exhausted all benefits from the Leave Donated Program, the employee
may enroll in the TDI Program.
11.
Upon retirement, the recipient shall not be granted supplemental
compensation on retirement for any sick leave he/she received through
the Donated Sick Leave Program.
[1973 Code § 3-5]
An employee who has acquired permanent status may be disciplined
by the appointing authority in accordance with civil service regulations,
general law and this chapter by any of the following actions, which
are stated in order of severity.
[1973 Code § 3-6]
It is hereby declared to be the policy of the Township to recognize
and encourage meritorious actions on the part of its officers and
employees. To this end, letters of commendation concerning Township
employees from their superiors and from members of the public with
whom they deal shall be directed to the attention of the Council,
and then recorded in the employee's personnel file. In addition,
the Council may, on its own motion, commend the work of particular
officers and employees and cause such commendation to be inserted
in their personnel files.
[1973 Code § 3-7]
Every officer or employee of the Township who, by virtue of
his office or position, is entrusted with the receipt, custody or
expenditure of public monies or funds, and any other officer or employee
who may be required to do so by the Council shall, before entering
upon the duties of his office or position, execute and deliver a surety
bond in such amount as may be fixed by the Council, binding him to
the Township in its corporate name and conditioned upon the true and
faithful performance of his duty. Each officer or employee required
by law to give bond shall execute such bond with sufficient surety
and deliver the same to the Clerk, except that the Clerk shall deliver
his bond to the Treasurer before he enters upon the discharge of his
duties of the office or employment.
If any officer or employee shall neglect to execute and deliver
his bond as herein required within thirty (30) days after due notification
of his election or appointment, his office or position may be declared
vacant.
In every case in which any person is required by the laws of
the State or by any ordinance of the Township to give a bond for the
faithful performance of his duties, such bond shall be secured by
a corporate surety authorized to do business in this State and the
premium therefor shall be paid by the Township. Each such bond shall
be approved by the Township Attorney as to form and sufficiency, and
nothing in this section shall be construed to prevent the use of one
or more blanket bonds when so approved.
[1973 Code § 3-8.1; Ord. No. 14-1991 § 1]
As used in this section:
shall mean the ownership or control of more than ten percent
of the profits, assets or stock of a business organization but shall
not include the control of assets in a non-profit entity or labor
union.
shall mean any agency, board, governing body, including the
chief executive officer, bureau, division, office, commission or other
instrumentality within a County or municipality, and any independent
local authority, including any entity created by more than one County
or municipality, which performs functions other than of a purely advisory
nature, but shall not include a school board.
shall mean any person, whether compensated or not, whether
part-time or full-time, employed by or serving on a local government
agency who is not a local government officer, but shall not mean any
employee of a school district.
shall mean any person whether compensated or not, whether
part-time or full-time; (1) elected to any office of a local government
agency; (2) serving on a local government agency which has the authority
to enact ordinances, approve development applications or grant zoning
variances; (3) who is a member of an independent municipal, county
or regional authority, or (4) who is a managerial executive or confidential
employee of a local government agency, as defined in section 3 of
the "New Jersey Employer-Employee Relations Act," P.L. 1941, c. 100
(C. 34:13A-3), but shall not mean any employee of a school district
or member of a school board.
shall mean the spouse or dependent child of an officer or
employee residing in the same household.
[1973 Code § 3-8.2; Ord. No. 14-1991 § 2]
a.
No local government officer or employee or member of his immediate
family shall have an interest in a business organization or engage
in any business, transaction or professional activity which is in
substantial conflict with the proper discharge of his duties in the
public interest;
b.
No independent local authority shall, for a period of one (1) year
next subsequent to the termination of office of a member of that authority:
1.
Award any contract which is not publicly bid to a former member of
that authority;
2.
Allow a former member of that authority to represent, appear for
or negotiate on behalf of any other party before that authority; or
3.
Employ for compensation, except pursuant to open competitive examination
in accordance with Title 11A of the New Jersey Statutes and the rules
and regulations promulgated pursuant thereto, any former member of
that authority.
The restrictions contained in this paragraph shall also apply
to any business organization in which the former authority member
holds an interest.
c.
No local government officer or employee shall use or attempt to use
his official position to secure unwarranted privileges or advantages
for himself or others;
d.
No local government officer or employee shall act in his official
capacity in any matter where he, a member of his immediate family
or a business organization in which he has an interest, has a direct
or indirect financial or personal involvement that might reasonably
be expected to impair his objectivity or independence of judgment;
e.
No local government officer or employee shall undertake any employment
or service, whether compensated or not, which might reasonably be
expected to prejudice his independence of judgment in this exercise
of his official duties;
f.
No local government officer or employee, member of his immediate
family or business organization in which he has an interest, shall
solicit or accept any gift, favor, loan, political contribution, service,
promise of future employment, or other thing of value based upon an
understanding that the gift, favor, loan, contribution, service, promise
or other things of value was given or offered for the purpose of influencing
him, directly or indirectly, in the discharge of his official duties.
This provision shall not apply to the solicitation or acceptance of
contributions to the campaign of an announced candidate for elective
public office, if the local government officer has no knowledge or
reason to believe the campaign contribution, if accepted, was given
with the intent to influence the local government officer in the discharge
of his official duties;
g.
No local government officer or employee shall use, or allow to be
used, his public office or employment, or any information not generally
available to the members of the public which he receives or acquires
in the course of and by reason of his office or employment, for the
purpose of securing financial gain for himself, any member of his
immediate family, or any business organization with which he is associated;
h.
No local government officer or employee or business organization
in which he has an interest shall represent any person or party other
than the local government in connection with any cause, proceeding,
application or other matter pending before any agency in the local
government in which he serves. This provision shall not be deemed
to prohibit one local government employee from representing another
local government employee where the local government agency is the
employer and the representation is within the context of official
labor union or similar representational responsibilities.
i.
No local government officer shall be deemed in conflict with these
provisions if, by reason of his participation in the enactment of
any ordinance, resolution or other matter required to be voted upon
or which is subject to executive approval or veto, no material or
monetary gain accrues to him as a member of any business, profession,
occupation or group, to any greater extent than any gain could reasonably
be expected to accrue to any other member of such business, profession,
occupation or group;
j.
No elected local government officer shall be prohibited from making
an inquiry for information on behalf of a constituent if no fee, reward
or other thing of value is promised to, given to or accepted by the
officer or a member of his immediate family, whether directly or indirectly,
in return therefor, and
k.
Nothing shall prohibit any local government officer or employee,
or members of his immediate family, from representing himself, or
themselves, in negotiations or proceedings concerning his, or their,
own interests.
[1973 Code § 2-24.1]
The New Jersey Department of Personnel at the request of the Township, has completed a survey of all positions and has submitted to the Township Council three (3) separate and distinct schedules. The Township hereby implements portions of the schedules. Class specifications and job descriptions as set forth in the Report of Reclassification Survey for the positions classified in subsection 10-10.2 are hereby adopted or confirmed as the case might be.
[1973 Code § 2-24.2 Ord. No. 16-1979; Ord. No. 2-1981; Ord. No. 18-1981; Ord.
No. 13-1983; Ord. No. 13-1985; Ord. No. 23-1985; Ord. No. 6-1986; Ord. No.
3-1987; Ord. No. 18-1987; Ord. No. 12-1988; Ord. No. 20-1993; Ord.
No. 16-1994]
The following classification of positions in the Township is
hereby created or affirmed as the case might be:
|
Full-Time Positions
| |
|---|---|
|
Title
|
Division
Classification
|
|
Account Clerk
|
C
|
|
Assessing Clerk
|
C
|
|
Assessment Search Officer
|
C
|
|
Assistant Construction Official
|
C
|
|
Assistant Director of Parks and Recreation
|
C
|
|
Assistant Road Foreman
|
C
|
|
Assistant Tax Search Officer
|
C
|
|
Building Service Worker
|
Non-competitive
|
|
Building Maintenance Worker
|
C
|
|
Cashier
|
C
|
|
Clerk Stenographer
|
C
|
|
Construction Official
|
C
|
|
Court Aide
|
C
|
|
Court Attendant
|
C
|
|
Deputy/Assistant Municipal Tax Collector
|
C
|
|
Director of Finance and Accounts
|
C
|
|
Equipment Operator
|
C
|
|
General Foreman
|
C
|
|
Health Officer
|
C
|
|
Laborer
|
L
|
|
Municipal Court Administrator
|
C
|
|
Deputy Court Administrator
|
C
|
|
Patrolman
|
C
|
|
Plumbing Subcode Official
|
C
|
|
Police Chief
|
C
|
|
Deputy Police Chief
|
C
|
|
Police Lieutenant
|
C
|
|
Police Sergeant
|
C
|
|
Principal Clerk Steno/Registrar of Vital Statistics
|
C
|
|
Principal Personnel Clerk
|
C
|
|
Recreation Program Coordinator
|
C
|
|
Registrar of Vital Statistics
|
C
|
|
Road Foreman
|
C
|
|
Secretarial Assistant/Planning and Zoning
Board Secretary
|
C
|
|
Secretarial Assistant in the Police Department
|
C
|
|
Secretaries to the Various Boards
|
C
|
|
Senior Account Clerk
|
C
|
|
Senior Clerk, Stenographer
|
C
|
|
Senior Personnel Clerk, Typing
|
C
|
|
Senior Police Records Clerk/Steno
|
C
|
|
Typing Senior Purchasing Assistant
|
C
|
|
Water Repairer/Water Plant Operator
|
C
|
|
Water Treatment Plant Operator
|
C
|
