[Editor's Note: The power of the Borough to establish personnel polices is derived from N.J.S.A. 40:48-2.]
[1972 Code § 5-1.1]
The New Jersey State Civil Service Law and the Civil Service Rules of the State of New Jersey applicable to municipalities provide the basic framework for employment in the municipal government. This chapter and all its provisions shall at all times be subject to the Civil Service Rules of the State of New Jersey, which prescribe basic minimum standards. To the extent that this chapter may in any respect provide minimum standards which are less than those embodied in the Civil Service Rules of the State of New Jersey, the latter rules shall be deemed applicable; however, to the extent that the provisions of this chapter contain benefits or provisions which are in excess of the minimum requirements of the Civil Service Rules of the State of New Jersey, the provisions of this chapter shall be deemed to be controlling.
[1972 Code § 5-1.2]
The following principles shall constitute the personnel policies of the Borough of Woodland Park.
Employment in the Borough government shall be based on merit and fitness, free of personal and political considerations.
Just and equitable incentives and conditions shall be established and maintained in order to promote efficiency and economy in the operation of the municipal government.
Positions with similar duties and responsibilities shall be classified and compensated on a uniform basis.
Appointments, promotions and other personnel actions requiring the application of the merit principle shall be based on systematic tests and evaluations of knowledge and performance, and where appropriate, these shall be carried out through the Borough's participation in the New Jersey State Civil Service System.
Every effort shall be made to stimulate high morals by fair administration of this chapter, and by consideration of the rights and interests of employees, consistent with the best interest of the public and the Borough.
Continuation of employment shall be subject to good behavior, satisfactory performance of work, necessity for the performance of work, and availability of funds.
[Ord. No. 2017-30]
In the event there is a conflict between these rules and any collective bargaining agreement, personnel services contract, or Federal or State law, including the Attorney General's guidelines with respect to Police Department personnel matters, the terms and conditions of that law or contract shall prevail. In all other cases, these policies and procedures shall prevail.
[1972 Code § 5-2]
The Administrator, the Assessor, the Tax Collector, the Attorney, the Clerk, the Chief Financial Officer, the Engineer, the Auditor and all officers whose office is created by ordinance shall be appointed by the Mayor, with the advice and consent of the Council as authorized by the Charter and Chapter II, Administration. All other appointments of officers and employees shall be made by the Mayor except as otherwise required by applicable State law.
[1972 Code § 5-3]
The unclassified service shall include the following:
All elected officials and members of citizen boards and committees.
Administrator, Municipal Clerk, Department Directors, the Engineer, the Auditor, and Attorney and legal assistants.
Secretaries to the Mayor, Administrator, and Department Directors.
Volunteer personnel and personnel appointed to service without compensation.
Consultants and counsel rendering temporary professional service.
All other offices or positions that are so classified by N.J.S.A. 11:22-2.
[1972 Code § 5-3.2]
The classified service shall include all other positions in the municipal government that are not specifically placed in the unclassified service by the above provisions of this chapter, or which are excluded from the classified service pursuant to N.J.S.A. 11:22-2.
[1972 Code § 5-4]
The provisions of this chapter apply only to the classified service and full time employees in the unclassified service unless otherwise specifically provided.
[1972 Code § 5-5.1]
The Administrator shall make, or have made, an analysis of the duties and responsibilities of all full-time positions in the Borough except his own position. Such an analysis shall be made upon recommendation of the Civil Service Department of New Jersey or the direction of the Council or the Mayor. The Administrator shall recommend to the Mayor for transmission to the Council a position classification plan based upon the analysis of positions. Within thirty (30) days after adoption of a position-classification plan by resolution of the Council, the Administrator shall assign each position to an appropriate class in accordance with the position-classification plan and with the approval of the Civil Service Department of the State of New Jersey.
[1972 Code § 5-5.2]
Each position shall be assigned or allocated to an appropriate job classification on the basis of the kind and level of its duties and responsibilities so that all positions in the same classification shall be sufficiently alike to permit the use of a single descriptive title, the same tests of competence and the same salary range, thus carrying out the basic principle of classification which is equal pay for equal work. A job classification may contain one (1) position or a number of positions. The Administrator shall from time to time review the job classifications and submit a report thereof to the Mayor.
[1972 Code § 5-5.3]
The classification plan may be amended from time to time with approval of the Civil Service Department of the State of New Jersey. Changes may result from the need for creating new positions, changes in organization or changes in assigned duties and responsibilities.
The Administrator shall review all requests for creation of new positions, the abolition or consolidation of present positions, reclassification of positions to different job classes, or the reallocation of positions to new salary ranges. In a review, he shall study the current duties and responsibilities of the position concerned and take appropriate action, with the approval of the Mayor, Council and the Civil Service Department of the State of New Jersey, necessary to insure the correct classification and allocation of the position.
Each Department Head shall report to the Administrator any changes in his organization or assignment of duties and responsibilities to a given employee which would result in changes in the position-classification plan or in the classification of any of the positions in his department.
An employee may submit a request for review of the duties and responsibilities of his position directly to the Civil Service Department of the State of New Jersey.
[1972 Code § 5-5.4]
A position may be abolished or the number of personnel reduced by the Council for reasons of economy or for reasons of a reorganization within a department of departments. A permanent employee must receive written notice of such action forty-five (45) days prior to its effective date. In the Police Department, events shall be governed by the provisions of N.J.S.A. 40:11-10 et seq. Every effort shall be made by the Borough in accordance with the Civil Service Department of the State of New Jersey, to reassign any affected permanent employee to another position in the municipal service for which the employee may be qualified. If no such position is available immediately, the name of the affected employee shall be kept on file and he must be offered employment should a vacancy occur in a position for which he is qualified, prior to taking applications for the vacancy. If an employee is demoted because of economy or departmental reorganization, he shall be placed in the new salary range no lower than the same step he held in his prior position before demotion.
[1972 Code § 5-6.1]
After each class of position has been assigned to a salary range and the pay plan and rules for its administration have been approved by the Mayor and adopted by the Council, each employee shall be advised of his rate of pay and the salary range to which his position has been assigned.
[1972 Code § 5-6.2]
When an employee attains the maximum rate of the salary range for his position, he shall not receive further salary increases, unless:
[1972 Code § 5-6.3]
A new employee shall be paid at the minimum of the approved salary range for the position to which he is appointed. In exceptional cases, the Administrator may recommend to the appointing authority an appointment at a rate above the minimum, but not in excess of one (1) step below the maximum.
[1972 Code § 5-6.4]
An employee demoted for disciplinary reasons to a classification having a lower salary range, shall receive salary specified by the appointing authority. Salary shall not exceed the maximum step of the new range.
[1972 Code § 5-6.5]
When a vacancy is filled by a temporary appointment, the employee shall be paid at the minimum of the approved salary range for the position. In exceptional cases, the Administrator may recommend to the appointing authority, an appointment at a rate above the minimum, but not in excess of one (1) step below the maximum.
[1972 Code § 5-6.6]
When an employee is reinstated following a layoff for reasons of economy to a position in the same classification, he will enter the position at the same step in the salary range as he received prior to being laid off. His service will be considered continuous for the purpose of promotion, seniority, layoff and vacation.
[1972 Code § 5-6.7]
If an employee is transferred or reassigned into another department or division within the municipal service, he will not lose any vacation or sick leave credits.
[1972 Code § 5-7.1]
Original appointments to vacancies in the municipal service shall be based upon merit, fitness and ability, which shall be determined by competitive examination insofar as practicable, and shall be in accordance with the Civil Service Rules of the State of New Jersey.
[1972 Code § 5-7.2]
In the absence of an appropriate list or for the filling of temporary or seasonal positions, or temporarily in the case of emergencies, vacancies may be filled by temporary appointments by the appointing authority. Temporary appointments shall have a maximum duration of four (4) months.
[1972 Code § 5-7.3]
Pending the establishment of an appropriate eligible list, vacancies in permanent positions may be filled by provisional appointments. Appointments shall continue only until an appropriate eligible list is established. Provisional employees must possess minimum qualifications established for the vacant position.
[1972 Code § 5-7.4]
The Administrator shall require any job applicant to submit to a physical examination by the Municipal Physician or a designated alternate. Subject to the direction of the Mayor, the Administrator may require psychological or psychiatric examinations by a psychologist or psychiatrist designated by the Administrator.
[1972 Code § 5-7.5]
All employees appointed permanently to the classified service shall serve a probationary period of ninety (90) days. At the expiration of the probationary period, the appointing authority may discontinue the service of any such employee if in the appointing authority's opinion, the employee is unwilling or unable to perform the duties of his position in a satisfactory manner, or if the employee is of such reputation and habits as not to merit continuance in the service of the Borough. In every case, the appointing authority shall notify the employee in writing of the discontinuance and of the reasons for it, and shall forward a copy of the notice to the Department of Civil Service of the State of New Jersey.
A ninety (90) day probationary period shall also apply to an employee promoted to a higher classification. Probationary status will in no way affect the rights and status in the original or lower classification.
Each new Police Officer shall be required to satisfactorily complete a basic Police training program recognized by the New Jersey Police Training Commission during the first year and prior to receiving a permanent appointment. The ninety (90) days' probationary period does not commence for a Police Officer until he has completed the recognized Police training program.
[1972 Code § 5-7.6]
Classified employees who satisfactorily complete their probationary period shall have permanent employment status, conditioned upon good behavior and satisfactory job performance. They shall be subject to removal by the appointing authority only for cause or for reason of economy, after proper notice and the opportunity to be heard, as set forth under the Civil Service Rules of the State of New Jersey.
[1972 Code § 5-8.1]
As used in this chapter, "promotion" shall mean an advancement in classification having:
[1972 Code § 5-8.2]
When there is a major change in the duties or responsibilities of a position resulting in its reallocation to a higher classification, the position shall be considered vacant and subject to filling under promotional procedures. The incumbent in the reclassified position may be permitted to serve pending promotional procedures.
[1972 Code § 5-8.3]
Vacancies shall be filled by utilizing competitive promotional examinations, in accordance with the Civil Service Rules of the State of New Jersey.
Where the appointing authority, after consultation with the New Jersey Civil Service Department, finds that no employee is qualified for promotion to the vacancy, he may order an open competitive examination, open to candidates outside the Borough's employ. In post-examination selection, the appointing authority shall give appropriate consideration to the applicant's qualifications, record of past performance, and the length of his service.
Selection shall be made from the top three (3) interested candidates, as determined by the examination process of the Civil Service Department of the State of New Jersey.
[1972 Code § 5-8.4]
Pending the availability of a suitable eligibility list, the appointing authority may fill vacancies by a provisional promotion. Such provisional promotion shall have a maximum duration of six (6) months.
[1972 Code § 5-9.1]
Classified employees who have acquired permanent employment status may be temporarily suspended from the Borough's employ by layoff or suspension, or permanently separated by resignation or dismissal, subject at all times to the rules and regulations of the Civil Service Department of the State of New Jersey.
[1972 Code § 5-9.2]
Whenever there is a lack of work or a lack of funds require a reduction in the number of employees in a department of the municipal government, the required reductions shall be made in such job classification as the Council may designate. As determined by the appointing authority, employees shall be laid off in the inverse order of their length of service within each affected job class in a particular department or division. All provisional employees shall be laid off before probationary employees, and all probationary employees shall be laid off before any permanent employee. Permanent (including probationary) employees so affected shall be given a minimum of forty-five (45) days' notice.
[1972 Code § 5-9.3]
Employees enrolled in the Public Employees Retirement System of the State of New Jersey are subject to the requirements and provisions of that plan.
Employees are eligible to retire with full benefits at age sixty (60) and with reduced benefits at any age after twenty-five (25) years service.
Retirement from the municipal service shall be mandatory at age seventy (70), but service may be extended on an annual basis, upon approval of the Mayor.
Police Officers are eligible to retire with full benefits at minimum age fifty-one (51) after twenty-five (25) years of service.
Retirement from the municipal service shall be mandatory for Police Officers with twenty-five (25) years of service at age sixty-five (65), except for an executive officer of the Police Department who may be retained until age seventy (70).
[1972 Code § 5-9.4]
An employee may resign from his position by tendering a written resignation to his Department Head, who in turn, shall forward it to the Mayor. Unless there are disciplinary charges pending against the employee, the Mayor shall notify the employee in writing of acceptance of his resignation in good standing. An employee shall give a minimum of two (2) weeks notice before the effective date of his resignation. Failure to do so may result in loss of vacation and sick credits. Oral resignation will be considered as binding, but not as being a resignation in good standing.
[1972 Code § 5-9.5]
In the event of the involuntary separation of a full-time unclassified employee, the employee shall receive thirty (30) days notice (including accumulated vacation leave), or be compensated at the rate of one (1) day's wages for each day less than the thirty (30) for which notice is required to be given, except in cases of disciplinary dismissal for cause.
[1972 Code § 5-10.1]
The Borough normally shall pay its employees on a semi-monthly payroll schedule, that is, once on the fifteenth (15th) and once on the last day of the month, or a total of twenty-four (24) times annually.
[1972 Code § 5-10.2]
The daily rate of pay of each employee normally shall be 1/260th of his annual salary. The hourly rate shall be computed by dividing the daily rate by the number of hours in the employee's prescribed work day.
[1972 Code § 5-10.3]
Deductions in salary for leave without pay shall be computed on the basis of hourly or daily rate as the case may be.
[1972 Code § 5-10.4]
Overtime employment and extra work in excess of the established regular hours will be compensatory leave to be granted by the Department Director which shall be taken within six (6) months of the time the extra work was performed; provided that with the recommendation of the Administrator and approval of the Mayor, this period may be extended to one (1) year.
In the event the work of the department does not permit the allowance of compensatory time off, and in the case of an emergency, the Department Head shall recommend to the appointing authority payment for overtime work at the rate set forth in the annual salary ordinance. Overtime payment cannot be made in any year for the overtime worked in a previous year, excepting December, which may be carried over to January of the year following.
[1972 Code § 5-10.5]
Salary increments may be granted to each employee effective January 1 of each year until the employee's salary has reached the maximum salary provided for his position title. No employee, however, shall be granted an annual salary increment until his Department Director has certified in writing to the appointing authority that during the past year, the employee's performance and service made him deserving of an increase, setting forth the basis for such conclusion. For purposes of computing salary increments, a person entering the service for July 1 of the preceding year shall receive credit for one (1) full year. Anyone entering the service subsequent to that time shall not receive credit.
[Ord. No. 14-11]
All full time employees and elected public officials who receive compensation from the Borough of Woodland Park are mandated to have direct deposit of their compensation as of July 1, 2014 in accordance with Chapter 28 P.L. 2013, as defined under C. 52:14-15f(b).
Municipal employees may request, in writing, an exemption from the direct deposit mandate to the Borough of Woodland Park's Administrator. Such requests will be presented to the Borough of Woodland Park within thirty (30) days. The Borough of Woodland Park may grant such an exemption by resolution and only for good cause.
[Ord. No. 2017-25]
Union Represented Employees.
Union represented employees shall be entitled to longevity pay only in accordance with the agreed upon terms and conditions set forth in the current employees' union contracts.
A union represented employee in PBA Local 173 or employed with Department of Public Works hired after the expiration of his or her current respective union contract shall not be entitled to longevity payments. For employees in PBA Local 173, those who commenced employment on or after January 1, 2020 (last date of union contract is December 31, 2019), shall not receive longevity payments. For employees in the Department of Public Works, those who commenced employment on or after January 1, 2021 (last date of current union contract is December 31, 2020), shall not receive longevity payments.
Employees with an IBEW contract hired after January 1, 2017 shall not be entitled to longevity (as stated in their contracts).
Non-union, permanent employees hired on or after the date of the adoption of this subsection shall not be entitled to longevity. Longevity pay for non-union, permanent employees hired prior to this subsection shall be governed by their individual written agreements with the Borough.
Editor's Note: This subsection 13-10.7 was adopted 9-20-17 by Ord. No. 2017-25.
[1972 Code § 5-11.1]
The normal work week of the Borough shall be a five (5) day, forty (40) hour week. The Mayor, however, may reduce the hours of work required of employees in specific departments to not less than thirty-five (35) hours per week.
The Administrator, at the direction of the Mayor, shall set forth the hours of work for each department, including the amount of time that shall be allowed for lunch.
[1972 Code § 5-11.2]
The Mayor, the Administrator or a Department Head may require any officer or employee to be in attendance for work on any day or days whenever he determines that a public exigency or emergency so requires.
[1972 Code § 5-11.3]
The Mayor may close offices for emergencies or any special holidays that he deems necessary or appropriate. Special holidays will be a day off for all released personnel, but any personnel required to work shall not be paid extra for such day.
[1972 Code § 5-12.1]
The following official holidays with pay shall be observed by the Borough:
[1972 Code § 5-12.2]
If it is necessary to require an employee to work on an official holiday to maintain regular service, that employee shall be given a compensatory day off with pay on a regular working day at a time approved by the Department Head for the holiday worked.
[1972 Code § 5-12.3]
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.
[1972 Code § 5-12.4]
To be eligible to receive holiday pay an employee must work the regularly scheduled work day before the holiday and the regularly scheduled work day after the holiday, unless he has been excused by his supervisor or unless his supervisor is satisfied that his absence was justified.
[1972 Code § 5-13.1]
All permanent, full-time employees of the Borough, whether in the classified or unclassified service shall be granted annual leave with pay for vacation purposes during each calendar year in accordance with the following schedule, based on length of employment.
[1972 Code § 5-13.2]
Permanent part-time employees are eligible for vacation leave on a pro-rated basis. Temporary or seasonal employees shall not be eligible for vacation leave. New probationary and provisional employees shall be entitled to one (1) working day of vacation leave for each month of service completed as of July 1.
[1972 Code § 5-13.3]
Accumulation of vacation leave beyond that earned in a one (1) year period shall be permitted only with the consent of the appointing authority.
[1972 Code § 5-13.4]
Vacations shall be scheduled by the appointing authority so as to cause the least interference with the efficient conduct of municipal business. So far as possible, the preference of employees shall be accepted, with the preferences of those employees having seniority given first recognition. Subject to the approval of the Department Head, vacation leave may be taken from time to time, in units of full days, provided not more than twelve (12) days shall be taken at one (1) time without approval of the Department Head, provided the decision may be overridden by the Mayor.
[1972 Code § 5-13.5]
At the time of separation from service, the employee shall be entitled to any full days vacation leave accumulated and not previously used. Except at the termination of employment, employees shall not be paid for vacation leave earned and not used.
[1972 Code § 5-14.1]
As used in this subsection, "sick leave" means paid leave that may be granted to each full-time classified and full-time unclassified employee who through sickness or 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 permanent employees are eligible for sick leave on a prorated basis. Part-time and full-time temporary or seasonal employees are not eligible for sick leave.
Full-time employees shall accumulate sick leave on the basis of fifteen (15) days of sick leave per year. In the first year of employment, employees shall be entitled to one (1) day of sick leave for each month of employment.
Sick leave can be accumulated without limit during each employee's length of service.
Accumulated sick leave may be used by an employee for personal illness, illness in his immediate family, (not to exceed three (3) working days in one (1) calendar year, without the approval of the Mayor or Administrator), quarantine restrictions, pregnancy or disabling injuries. The term "immediate family" shall mean and refer only to the employee's spouse and child.
When an employee is absent from work because of illness for more than one (1) day, his supervisor may require the employee to submit a certificate from the employee's physician or the Municipal Physician relating to his illness. In the case of illness of a chronic or recurring nature causing an employee's periodic or repeated absence for one (1) day or less, his Department Director may require one (1) medical certificate for every six (6) month period.
[1972 Code § 5-14.2]
Full-time permanent employees may be granted during each calendar year three (3) days personal leave with full pay for the following reasons:
Death in the immediate family of mother, father, son, daughter, sister, brother, husband, wife, son-in-law, daughter-in-law, father-in-law, mother-in-law, grandparent, grandchild or any other relative who would be next of kin of employee. In the event of more than one (1) death in a given calendar year, the employee may request in writing to the Mayor or Administrator consideration for additional personal leave.
Special religious purposes.
Required military service physical examination.
Unused days shall not be accumulated for use in another year.
[1972 Code § 5-4.2]
When a full-time employee is injured in the line of duty, the Council may, pursuant to N.J.S.A. 40:11-S, pass a resolution giving the employee up to one (1) year's leave of absence with pay. When such action is taken, the employee shall not be charged any sick leave time for time lost due to such particular injury.
Prior to the passage of a resolution referred to in paragraph a. hereof, a contract shall be executed between the employee and the Borough, setting forth monies he may receive as workman's compensation, temporary benefits, or from possible settlement from, or judgment against, the person or persons responsible for the injury.
[1972 Code § 5-14.4]
A pregnant employee may be granted maternity leave for a period of six (6) months provided that the request for such leave is made in writing to the appointing authority no later than the fourth month of pregnancy. This leave may be extended for an additional six (6) months upon request of the individual by the appointing authority. Requests for maternity leave must be favorably endorsed by the Administrator and approved by the appointing authority before becoming effective. This leave, if granted, shall be without pay.
[1972 Code § 5-14.5]
Any permanent employee, part-time or full-time, who is a member of the National Guard, Naval Militia, Air National Guard, or a reserve component of any of the Armed Forces of the United States and is required to engage in field training, shall be granted a military leave of absence with regular pay for the period of training authorized by law. The paid leave of absence shall in addition to his vacation. Permanent part-time employees shall receive pay for leave on a prorated basis.
When a full-time or part-time permanent employee has been called to active duty or inducted into the military or naval forces of the United States, he shall be granted an indefinite leave of absence without pay for the duration of such active military service, provided that he does not voluntarily extend his service. Each employee must be reinstated without loss of privileges or seniority provided he reports for duty with the Borough within sixty (60) days following his honorable discharge from military service. He must notify the Borough of his intent to report for duty thirty (30) days prior to his discharge from military service.
[1972 Code § 5-14.6]
Leave without pay may be granted to full-time and part-time permanent employees and to full-time unclassified employees. It shall be granted, in the case of illness, when the employee has used his accumulated sick and vacation leave or in the case of illness of a spouse or children of the employee. Written request for leave without pay must be initiated by the employee, and approved by the Mayor. Leave shall not be approved for a period of longer than six (6) months at one (1) time. The appointing authority may extend a leave for an additional six (6) months or any portion thereof.
[1972 Code § 5-14.7]
A request for leave shall be made on a form prescribed by the Administrator. A request, whenever possible, shall be made far enough in advance to permit approval, and at the same time, to permit coverage for the particular employment so that municipal service shall not suffer. In the case of sick leave, the employee shall notify his supervisor immediately if he is unable to report to work.
[1972 Code § 5-14.8]
The Mayor shall have the power to order the municipal offices and facilities closed whenever he shall deem it necessary to appropriate. Employees regularly scheduled to work on these days shall receive their regular pay. Employees not scheduled to work or on any type of leave shall not receive an extra day.
[1972 Code § 5-15.1]
It shall be the policy of the Borough to appoint all employees, either classified or unclassified, without regard to political considerations. For the purposes of this section, municipal employees are defined to include full-time, temporary probationary, seasonal, or part-time personnel appointed by the Borough receiving an annual or hourly reimbursement for their services from the Borough.
[1972 Code § 5-15.2]
Municipal employees shall not engage in any political activities during working hours or on municipal property, or use municipal equipment therefor.
No person shall invite, demand or request payment or contribution from any municipal employee for political campaign purposes.
Municipal employees, whose principal employment is in connection with any activity, finances in whole or in part by loans or grants made by the United States or by any Federal agency, may also be subject to the restrictions of the Federal Hatch Act. The Hatch Act restrictions apply only to political activity which is partisan.
[1972 Code § 5-15.3]
Nothing in this section shall be construed to prevent municipal employees from becoming or continuing to be members of any political party, club or organization; attending political meetings; expressing their views on political matters outside of working hours and off municipal property; circulating petitions on public questions or voting with complete freedom in any election.
[1972 Code § 5-16.1]
No officer or employee elected or appointed in the Borough shall be interested, directly or indirectly, in any contract with the Borough, or in the compensation for work done or for materials or supplies furnished to the Borough or to any contractor or other person furnishing the same to the Borough, nor shall be participate in any profits of the contractor or other person or receive any compensation commission, gift or other reward for his services except the fee or compensation prescribed pursuant to law.
No officer or employee elected or appointed in the Borough shall accept or solicit anything of value as consideration for or in connection with the discharge of his official duties other than the fee or compensation prescribed pursuant to law.
[1972 Code § 5-16.2]
Any officer or employee who violates any provision of this section or of any statute or ordinance relating to conflict of interest shall be deemed guilty of misconduct in office and liable to removal from office. Any officer or employee who shall knowingly permit any provision of this section to be violated by any of his subordinates shall also be guilty of misconduct in office and liable to removal therefor.
[1972 Code § 5-17]
Full-time employees in either the classified or unclassified service, shall not accept outside employment or engage in outside business activities without the prior approval of the Mayor. Applications for permission to accept outside employment shall be made in writing to the Administrator who shall forward the same to the Mayor with his recommendation. The application shall set forth pertinent information concerning the type of activity to be engaged in, the name and address of the prospective employer, and the hours of the employment.
No application for permission to accept outside employment shall be approved by the Mayor if, in his judgment, there is any reasonable probability that outside employment will interfere with the employee's performance or compromise the employee's position with the Borough through a conflict of interest or if the employment shall exceed twenty (20) hours per week.
[1972 Code § 5-18.1]
A permanent employee may be dismissed from the service or demoted for cause. The causes sufficient for removal from the service shall include the following:
Neglect of duty.
Absence without leave or failure to report after authorized leave has expired or after a leave has been disapproved or revoked; provided that any regular member or officer of the Police Department who shall be absent from duty without a just cause for a term of five (5) days continuously and without leave of absence shall, at the expiration of five (5) days, cease to be a member of the Police as provided by N.J.S.A. 40:47-3, as amended.
Incompetency or inefficiency or incapacity due to mental or physical disability.
Insubordination or serious breach of discipline.
Intoxication while on duty.
Commission of a criminal act.
Participating in any political activity prohibited by this chapter.
Disobedience of the departmental rules and regulations established pursuant to this revision.
Conduct unbecoming a public employee.
[1972 Code § 5-18.2]
When in the opinion of the appointing authority an employee's performance or conduct justifies disciplinary action short of dismissal, the appointing authority may suspend or furlough the employee without pay, or with reduced pay.
An employee who shall be suspended, fined or demoted more than three (3) times in any one (1) year, or more than five (5) days at one (1) time, or for a period of more than fifteen (15) days in the aggregate in any calendar year shall have the right of appeal to the Civil Service Department and the Civil Service Department shall have the power to revoke or modify the action of the appointing authority.
[1972 Code § 5-19]
The Administrator shall provide that adequate personnel records are maintained for each employee of the Borough. Records should include dates of appointments and promotions, job titles, salaries, commendations, disciplinary actions, leave of any type taken and accumulated, merit, ratings, and any appropriate additional information.
[1972 Code § 5-20]
The Administrator may schedule medical examination for all municipal employees annually, or more frequently if required.
[1972 Code § 5-21.1]
The responsibility for the development of training programs shall be assumed jointly by the Administrator and the Department Heads subject to the approval of the Mayor. The training programs include lectures, demonstrations, assignment of reading matter, or other methods as those responsible may deem to be desirable.
[1972 Code § 5-21.2]
The Borough may assume tuition cost of training courses taken by the employees of the Borough which on recommendation of the Administrator and with the approval of the Mayor are deemed to be of benefit to the employee and the Borough. Training programs shall be taken on the employee's own time, unless otherwise recommended by the Business Administrator and approved by the Mayor.
[1972 Code § 5-21.3]
Successful completion of special training courses shall be filed with the employee's personnel record and may be considered toward his advancement or promotion in the future.
[1972 Code § 5-22.1]
Every officer or employee of the Borough 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 an amount as may be fixed by the Council, binding him to the Borough 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 a bond with sufficient surety and deliver it to the Clerk, except that the Clerk shall deliver his bond to the Treasurer, before he enters upon the discharge of his duties and of the office or employment.
[1972 Code § 5-22.2]
If any officer or employee shall neglect to execute and deliver his bond as required within thirty (30) days after due notification of his election or appointment, his officer or position may be declared vacant by the Council.
[1972 Code § 5-22.3]
In every case in which any person is required by the laws of the State or by an ordinance of the Borough to give a bond for the faithful performance of his duties, the bond shall be secured by a corporate surety authorized to do business in this State and the premium shall be paid by the Borough. Each bond shall be approved by the Municipal Attorney as to form and efficiency, and nothing in this section shall be construed to prevent the use of one (1) or more blanket bonds when so approved.
[Ord. No. 81-13 §§ I—VI; Ord. No. 03-21 §§ I—VI]
As of the effective date of this section all new employees employed by the Borough of Woodland Park shall have been residents of the Borough at least one (1) year prior to the date of their employment and shall continue to be residents of the Borough for at least one (1) year following the date upon which their term of employment commences.
As of the effective date of this section all present employees employed by the Borough of Woodland Park who are residing within the Borough presently shall remain residents of the Borough for at least one (1) year.
The provisions of this section shall not apply to current employees of the Borough who presently reside outside the Borough. However if, after the effective date of this section, any current employee residing outside of the Borough ceases to be a Borough employee and thereafter, seeks re-employment, then that individual will be required to satisfy the residency requirements herein.
The provisions of this section shall not apply to any person who is exempt from the residency requirements set forth herein by State or Federal law.
If, after due diligence by the appropriate municipal official(s), a municipal position cannot be filled with a qualified Borough resident, then, upon notification by the Borough Administrator of the Borough's inability to employ a qualified Borough resident, the position may be filled by a nonresident.
Notwithstanding anything to the contrary in Ordinance 81-13 or this Ordinance 03-21, the Borough of Woodland Park residency requirements shall not apply to the following Borough employees: the Administrator, the Municipal Clerk and any Acting Municipal Clerk.
Editor's Note: Ordinance No. 03-21, codified herein as Section 13-23, was adopted October 15, 2003 and became effective November 14, 2003.