[1]
Editor's Note: A copy of the agreement to provide services
and a copy of the Millstone Township Prescription Plan Policy Manual
is on file in the office of the Township Clerk.
[Ord. No. 92-12, preamble]
The Township believes it would be in the best interest of the
Township and the employees of the Township to provide a self-insured
prescription drug plan.
The Township has adopted a policy to provide for a self-insured
prescription drug plan in order to benefit the employees and their
dependents.
A policy has been adopted setting forth the procedures and standards
in order to participate in the self-insured prescription drug plan.
The Township Committee believes that the self-insured prescription
drug plan will benefit the health, safety, and welfare of the employees
of the Township.
[Ord. No. 92-12, § 1]
The Township does hereby provide a self-insured prescription
drug plan in order to benefit the employees of the Township and their
dependents.
[Ord. No. 92-12, § 2]
The self-insured prescription drug plan shall be in accordance
with standards and procedures as adopted by the Township Committee
in the form of a resolution in order to set forth the particulars
of the self-insured prescription plan.
[Ord. No. 94-06, § I]
The Township believes it would be in the best interests of the
Township and its employees to provide a dental benefits plan.
The Township has adopted a policy to provide for self-insured
dental benefits plan in order to benefit the Township's employees
and their dependents.
A policy has been adopted setting forth the procedures and standards
in order to participate in the self-insured dental benefits plan.
The Township Committee believes that the self-insured dental
benefits plan will benefit the health, safety and welfare of the employees
of the Township.
[Ord. No. 94-06, § I]
The Township does hereby provide a self-insured dental benefits
plan in order to benefit the employees of the Township and their dependents.
[Ord. No. 94-06, § I]
The self-insured dental benefits plan shall be in accordance
with standards and procedures as adopted by the Township Committee
in the form of a resolution in order to set forth the features and
requirements of the self-insured dental benefit plan. Said resolution
may be amended from time to time by action of the Township Committee.
[Ord. No. 97-08, § I]
The Township believes it would be in the best interests of the
Township and its employees to provide an eye care benefits plan.
The Township has adopted a policy to provide for a self-insured
eye care benefits plan in order to benefit the Township's employees
and their dependents.
A policy has been adopted setting forth the procedures and standards
in order to participate in the self-insured eye care benefits plan.
The Township Committee believes that the self-insured eye care
benefits plan will benefit the health, safety and welfare of the employees
of the Township.
[Ord. No. 97-08, § I]
The Township does hereby provide a self-insured eye care benefits
plan in order to benefit the employees of the Township and their dependents.
[Ord. No. 97-08, § I]
The self-insured eye care benefits plan shall be in accordance
with standards and procedures as adopted by the Township Committee
in the form of a resolution in order to set forth the features and
requirements of the self-insured eye care benefits plan. Said resolution
may be amended from time to time by action of the Township Committee.
[Ord. No. 02-31; Ord. No. 03-08, § I]
[Ord. No. 02-31; Ord. No. 03-08, § I]
All of the following eligibility requirements must be satisfied:
a.
The employee must have health care benefits coverage from another
source.
b.
Employees must execute an appropriate application form as prepared
and provided by the office of the Township Clerk no later than November
30, prior to each calendar year for which the employee will seek the
buyout payment.
[Ord. No. 02-31; Ord. No. 03-08, § I]
For eligible employees, the following buyout payments will be
paid in two equal installments, the first installment on June 1 and
the second installment on December 1:
a.
If medical coverage, including prescription plan, is declined, the
buyout payment will be the lesser of $3,000 annually or 50% of the
Township's cost for the health care coverage declined.
b.
If dental coverage is declined, the buyout payment will be $150 annually.
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The payments provided for hereunder would be subject to income
tax, but not considered pensionable income.
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[Ord. No. 02-31]
The election provided for in this section must be made on an
annual basis. If an employee elects the buyout payment for a particular
calendar year, he/she may decline to apply for the option provided
in this section for a subsequent calendar year and may enroll, during
prescribed enrollment periods, for health care benefit coverage through
the Township to resume for such subsequent calendar year.
[Ord. No. 13-24; amended 4-17-2019 by Ord. No. 19-03]
If the Township has made payment for any education course(s)
taken by an employee, the employee must reimburse the Township for
such payment if the employee ceases to be employed by the Township
within 24 months of such payment.
[Ord. No. 13-24; amended 4-17-2019 by Ord. No. 19-03]
The Township will seek reimbursement for such payment through
any lawful means necessary, including, but not limited to, invoicing
the employee for the cost of the same.
[Ord. No. 13-22]
As used in this chapter, the following terms shall have the
meanings indicated:
Shall mean a determination of whether a person has a criminal
record by cross-referencing that person's name and fingerprints
with those on file with the Federal Bureau of Investigation Identification
Division and the State Bureau of Identification in the Division of
State Police.
Shall mean a three-member committee consisting of the Township
Clerk or designee, Township Administrator or designee and Collective
Bargaining Unit representative. The Committee shall be charged with
the review of all appeals of any Township employee applicant or Township
employee whose criminal history background check reveals a disqualifying
criminal conviction.
Shall mean the entity located within the New Jersey State
Police responsible for retrieving criminal background information
on individuals as requested by State, local or private entities.
[Ord. No. 13-22]
a.
The Township of Millstone requires that all applicants for Township
employment and all existing employees have State Bureau of Identification
("SBI") and the Federal Bureau of Investigation ("FBI") criminal history
record background checks in accordance with N.J.A.C. 13:59-1.1 et
seq. No person will have his/her application for employment approved
until the results of the background checks have been received and
reviewed by the Township's Administrator or designee.
c.
Any prospective employee must order and pay for a criminal history
background check and shall not progress further in the employment
process until the Township Administrator has received the results
of such check.
d.
The Township shall bear the costs associated with conducting criminal
history record background checks for existing employees.
e.
The SBI shall advise the Township Administrator of the background
check results. Any information received by the Township Administrator
shall be confidential, except for the purposes intended.
[Ord. No. 13-22]
A person may be disqualified from serving as an employee depending
upon what that person's criminal history record background check
reveals as it may relate to the position sought or the position held
with the Township.
[Ord. No. 13-22]
a.
The Township Administrator or designee shall be responsible for obtaining
the criminal history background check for existing employees. The
Township Administrator shall coordinate criminal background checks
every 36 months.
b.
The Township Administrator shall act as a clearinghouse for the collection
and dissemination of information obtained as a result of conducting
criminal history record background checks pursuant to this section.
[Ord. No. 13-22]
a.
Access to criminal history record information for noncriminal justice
purposes is restricted to the members of the Review Committee, as
authorized by Federal or State statute, rule or regulations, executive
order, administrative code, local ordinance or resolution regarding
obtaining and disseminating of criminal history record information
obtained under this section.
b.
The Review Committee shall limit its use of criminal history record
information solely to the authorized purpose for which it was obtained,
and criminal history record information furnished shall not be disseminated
to persons or organizations not authorized to receive the records
for authorized purposes. Any person violating Federal or State regulations
governing access to criminal history record information may be subject
to criminal and/or civil penalties.
[Ord. No. 13-22]
a.
The Township Administrator shall make a recommendation as to whether
the prospective employee is being recommended for employment or whether
an existing employee should be subject to adverse employment action.
b.
The Township Administrator shall promptly notify a prospective employee
who is not recommended for the position sought or an existing employee
who may be subject to adverse employment action. Such individuals
may obtain a copy of their criminal history record by contacting the
Township Administrator in writing. The individuals shall then have
30 days from the receipt of notification from the Township Administrator
to petition the Review Committee for a review and to cite reasons
substantiating the review.
c.
Individuals who receive a letter of nonrecommendation or adverse
employment action may be permitted to serve as an employee if they
affirmatively demonstrate rehabilitation to the Review Committee.
In determining whether a person has affirmatively demonstrated clear
and convincing evidence of rehabilitation, the Review Committee may
consider the following factors:
1.
The nature and responsibility of the position which the convicted
person would hold;
2.
The nature and seriousness of the offense;
3.
The circumstance under which the offense occurred;
4.
The date of the offense;
5.
The age of the person when the offense was committed;
6.
Whether the offense was an isolated or repeated incident;
7.
Any social conditions which may have contributed to the offense;
and
8.
Any evidence of rehabilitation, including good conduct in prison
or the community, counseling or psychiatric treatment received, acquisition
of additional academic or vocational schooling, successful participation
in correctional work release programs or the recommendation of those
who have had the person under their supervision.
d.
In all instances, the final determination of whether an individual
will be permitted to proceed with the employment process or avoid
adverse employment action will lie in the sole discretion of the Review
Committee.
e.
The Review Committee shall promptly advise the prospective employee
whether he or she is qualified to proceed with the employment or will
be subjected to potential adverse employment action.
f.
The Township Administrator shall keep the written notification on
file for three years from the date it was issued.
g.
No person or entity shall be held liable in any civil or criminal
action brought by any party based on any written notification on file
with the Township Administrator pursuant to the provisions of this
section.
[Added 5-15-2019 by Ord. No. 19-08]
All employees shall not accept outside employment or engage
in outside business activities without the prior approval of the department
head and the Business Administrator. Applications for permission to
accept outside employment shall be made in writing to the department
head who shall forward the same to the Business Administrator with
his/her 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 such
employment.
No application for permission to accept outside employment shall
be approved by the Business Administrator if, in his/her judgment,
there is any reasonable probability that such outside employment will
interfere with the employee's performance or compromise the employee's
position with the Township through a conflict of interest or if such
employment shall exceed 20 hours per week.
