A.
Compensation plan.
(1)
Managerial, executive, and confidential employees. The Township Council upon recommendation of the Township Manager, where applicable, shall have the sole and exclusive right to establish the level of compensation to be paid to those managerial, executive, and confidential employees whose titles are listed (above) in § 79-2E. The Township Council shall have the sole and exclusive right to establish the level of compensation to be paid to the Township Clerk and the Township Manager.
(2)
The salary, compensation, and benefits to be paid to members of the
following unions shall be as set forth in the applicable current collective
bargaining agreements approved by resolution of the Council:
A.
With the exception of the Township Manager and the Township Clerk,
the Township Council shall establish, by ordinance, the salaries of
all employees upon recommendation of the Township Manager.
B.
Return to position after separation from service.
(1)
Any employee who has left the Township service to enter the active
service of the Armed Services of the United States and who is subsequently
reinstated to a position previously held by him shall be entitled
to receive compensation at the rate to which he/she would have been
entitled had his/her service with the Township not been interrupted
by service in the armed forces.
C.
No newly hired employees shall receive any adjustment to salary until
January 1 following the completion of one full year of service.
A.
Establishment; effective date. All full-time employees hired by the
Township prior to January 1, 1996, shall be paid longevity pay in
addition to salary compensation and retainers, for meritorious, long,
and faithful service.
B.
Specific policies.
(1)
Longevity payments shall be due and payable on quarterly basis by
March 31, June 30, September 30 and December 31 of each year. Such
quarterly payments shall be based on the annual salary paid to eligible
employees who have completed the full period of years of service herein
designated:
(2)
Employees receiving longevity payments as of December 31, 2015, shall
not be eligible for any further increase to longevity payments above
the then current total monetary amount paid to the employee for calendar
year 2015, and the total longevity payment shall freeze but that frozen
amount shall continue to be paid, at a minimum, on a quarterly basis.
Employees not entitled to longevity payments on December 31, 2015,
shall not be entitled to receive longevity payments. Furthermore,
represented employees receiving longevity that are promoted or appointed
on or after January 1, 2016, to a position not covered by a recognized
bargaining unit shall not be eligible for longevity payments regardless
of their date of hire.
(a)
No employee hired after January 1, 1996, shall be entitled to
receive longevity.
(b)
Each month shall be considered 1/12 of a year for longevity
payment purposes.
(c)
Longevity payments shall be excluded in computing overtime compensation.
Longevity payments shall become part of an employee's base pay for
pension purposes only.
(d)
Longevity payments shall be paid notwithstanding the maximum
salary or compensation provided by ordinance for any employee.
(e)
Any authorized leave, with or without pay, shall be credited
to an employee of the Township in computing this period of service.
Terminal leave and disciplinary leave is excluded.
(f)
Longevity payments are offered to employees to reward continuous
Township service. If an employee terminates employment and is reemployed
with the Township, no longevity payments shall be paid upon reemployment.
(g)
A retiring employee on terminal leave shall receive longevity
payments up to and including the last day of terminal leave. The longevity
payments received by a retiring employee who retires prior to April
1 shall be based on the salary received by the employee in the calendar
year prior to retirement. For those employees retiring after April
1, the longevity payments shall be based on salary received during
the year of retirement.
(h)
The longevity provisions of this section shall not apply to
those employees of the Township who have made independent contractual
arrangements with the Township pertaining to their compensation.
A.
The Township shall provide health insurance benefits to all full-time
employees beginning the 60th day after the first day of employment
with the Township as provided for in this section.
B.
Full-time employees hired prior to October 29, 2018, shall be provided
a hospitalization and major medical insurance plan equal to or better
than the Direct 10 plan offered by the New Jersey State Health Benefits
Plan as may be amended by the State Health Benefits Commission.
C.
Employees hired on or after October 29, 2018, shall be provided an
EPO 15/25 hospitalization and major medical insurance plan. Employees
may opt to select any higher cost health insurance plan offered by
the Township, however the employee must pay through payroll deduction
the difference in the Township's cost of the plan as compared to the
EPO 15/25 Health Insurance Plan.
D.
Upon the death of an active or retired full-time employee who is
covered by the Township's health insurance benefits, the decedent's
eligible spouse and/or eligible dependents coverage shall continue
for a period of 18 months at no cost to the surviving spouse or dependents.
After the completion of the 18 months, the surviving spouse and/or
eligible dependents may elect to continue medical coverage at his/her
own expense at the Township group rates under COBRA.
A.
The Township shall provide prescription drug insurance benefits to
all full-time employees beginning the 60th day after the first day
of employment with the Township as provided in this section.
B.
Full-time employees shall be provided prescription drug insurance
benefits equal to or better than the plan offered to the Township's
employees who are members of OPEIU Local 153.
C.
Upon the death of an active or retired full-time employee who is
covered by the Township's prescription drug insurance benefits, the
decedent's eligible spouse and/or eligible dependents coverage shall
continue for a period of 18 months at no cost to the surviving spouse
or dependents. After the completion of the 18 months, the surviving
spouse and/or eligible dependents may elect to continue prescription
drug coverage at his/her own expense at the Township group rates under
COBRA.
A.
The Township shall provide dental insurance benefits to all full-time
employees beginning the 60th day after the first day of employment
with the Township as provided in this section.
B.
Full-time employees shall be provided dental insurance benefits equal
to or better than the plan offered to the Township's employees who
are members of OPEIU Local 153.
C.
Upon the death of an active or retired full-time employee who is
covered by the Township's dental insurance benefits, the decedent's
eligible spouse and/or eligible dependents coverage shall continue
for a period of 18 months at no cost to the surviving spouse or dependents.
After the completion of the 18 months, the surviving spouse and/or
eligible dependents may elect to continue dental coverage at his/her
own expense at the Township group rates under COBRA.
A.
Active
employees eligible for health insurance and/or prescription drug insurance
coverage who maintain health insurance and/or prescription drug insurance
coverage privately or through a spouse/eligible dependent shall be
eligible for an annual waiver payment. Please note that if the employee
is in the Township policy, and the alternate coverage is also provided
by the Township, the employee shall not be eligible to receive a waiver
payment. An employee may waive all employer-provided health benefits
or a select benefit; for example, an employee may elect to waive health
insurance or prescription drug insurance coverage. No payment shall
be made for the waiver of dental insurance by an employee.
B.
Waivers
shall be equal to the lesser of 25% of the amount saved by the Township
as a result of the waiver or $5,000. The waiver shall be paid to the
employee, at a minimum, quarterly.
A.
Active
full-time employees hired after December 31, 1995, shall not be eligible
for health, prescription drug or dental insurance coverage after retirement
from the Township.
B.
Active
full-time employees hired prior to January 1, 1996, who "bought in"
to health, prescription drug and dental insurance coverage while actively
employed shall continue to receive health and prescription drug after
retirement for themselves and eligible spouse.
The official workweek of the Township is a five-day, thirty-five-hour
workweek. The Township Manager shall establish the specific hours
of work for each department.
A.
Holidays (effective January 1, 2019).
(1)
The official holidays with pay, which are observed by the Township,
are as follows:
(2)
If a holiday falls on a Saturday, the preceding Friday shall be observed.
If a holiday falls on a Sunday, it shall be observed on the following
Monday.
(3)
In the event that an official holiday occurs while an employee is
on sick leave, he/she shall not have such holiday counted as a sick
day.
(4)
In the event that an official holiday occurs during an employee's
vacation leave, he/she shall not have such holiday counted as a day
of his/her vacation leave, but he/she shall be entitled to a substitute
day of vacation leave.
(5)
Full-time employees hired prior to January 1, 2019, shall receive
two floating days off at the start of each year to be used at the
discretion of the employee, under the same restrictions as personal
days. These days shall be in lieu of Lincoln's Birthday and the General
Election Day.
A.
General vacation allowance. All full-time employees shall be granted
vacation leave each calendar year.
(1)
Employees hired full-time in an unrepresented position prior to December
1, 2015, shall receive 27 vacation days annually.
(2)
Employees hired full-time in a represented position prior to December
1, 2015, who are promoted to an unrepresented position after December
1, 2015, shall continue to receive the vacation days allotted to them
as a represented employee to a maximum of 25 days.
(3)
Employees hired full-time by the Township on or after December 1,
2015, in an unrepresented position shall follow the following schedule:
(a)
New employees shall only receive one working day for the initial
month of employment if they begin work on the first through the 8th
day of the calendar month, and 1/2 working day if they begin on the
9th through the 23rd day of the month.
(b)
After the initial month of employment and up to the end of the
first calendar year, employees shall receive one working day for each
month of service.
(c)
Thereafter, they shall receive 15 vacation days for the first
full calendar year and an additional one vacation day for each successive
year of employment to a maximum of 25 days.
B.
All part-time employees shall be granted vacation leave on a prorated
basis.
C.
General condition applicable to vacation leaves. The following general
conditions shall apply to vacation leaves:
(1)
Accumulation of vacation leave beyond that earned in a twelve-month
period shall be permitted only with the consent of the department
head and written approval of the Township Manager.
(2)
Under no conditions, however, shall an employee be permitted to accumulate
more than two years of accrued vacation leave.
(3)
Accrued vacation leave for employees with greater than one year of
service shall be compensated for when the employee becomes separated,
either voluntarily or involuntarily, from the Township service unless
the employee terminates service without giving two weeks' notice to
his/her department head or Township Manager, as applicable.
(4)
Any employee who is laid off, retires or separates from the service
of the Township for any reason shall be compensated in time for the
value of his/her accumulated and unused vacation time on a prorated
monthly basis standing to his/her credit at the time of his separation
from service. In case of an employee's death in service, monetary
payment shall be made to his/her beneficiaries or estate.
(5)
Time on paid sick leave and all other time paid for but not actually
working shall be considered as days worked for the purposes of computing
vacation eligibility and accrual. Such time (nonproductive) shall
count toward weekly overtime calculations.
(6)
Any official holiday occurring during an employee's vacation leave
period shall not be counted as a day of vacation leave, but shall
entitle the employee to a substitute day of vacation leave.
Sick leave shall be as follows:
A.
Sick leave allowance.
(1)
Full-time employees shall be entitled to paid sick leave as follows:
(a)
New employees shall only receive one working day for the initial
month of employment if they begin work on the first through the 8th
day of the calendar month, and 1/2 working day if they begin on the
9th through the 23rd day of the month.
(b)
After the initial month of employment and up to the end of the
first calendar year, employees shall be credited with one working
day for each month of service.
(c)
Thereafter, at the beginning of each calendar year in anticipation
of continued employment, employees shall be credited with 15 calendar
days.
(2)
Part-time employees shall be entitled to paid sick leave as follows:
(a)
New employees shall only receive one working day for the initial
month of employment if they begin work on the first through the 8th
day of the calendar month, and 1/2 working day if they begin on the
9th through the 23rd day of the month.
(b)
After the initial month of employment and up to the end of the
first calendar year, employees shall be credited with one working
day for each month of service.
(c)
Thereafter, at the beginning of each calendar year in anticipation
of continued employment, employees shall be credited with 15 calendar
days.
(d)
All days shall be prorated based off the number of hours worked
per week.
(3)
Effective October 29, 2018, per-diem employees shall be entitled
to paid sick leave as follows:
(a)
For every 30 hours worked, the employee shall accrue one hour
of earned sick leave,
(b)
The employee shall be permitted to accrue up to 40 hours of
earned sick leave. Unused sick leave may be carried forward from one
benefit year to the next for a maximum of 40 hours of earned sick
leave. Employees shall not be entitled to compensation for sick leave
accumulated at termination, resignation, or retirement.
(c)
Earned sick leave shall begin to accrue on October 29, 2018,
for any employee who is hired and commences employment prior to October
29, 2018 ,and said employee shall be eligible to use the earned sick
leave beginning on the 120th calendar day after the employee commences
employment.
(d)
Earned sick leave shall begin to accrue upon the date that employment
commences and the employee shall be eligible to use the earned sick
leave beginning on the 120th calendar day after the employee commences
employment.
(e)
The employee may subsequently use earned sick leave as soon
as it is accrued.
(f)
If a per-diem employee is terminated, laid off, furloughed,
or otherwise separated from employment with the Township, any unused
accrued earned sick leave shall be reinstated upon the rehiring or
reinstatement of the employee to the Township, within six months of
termination, being laid off or furloughed, or separation, and prior
employment with the Township shall be counted towards meeting the
eligibility requirements set forth in this section.
(4)
Paid sick days shall not accrue during a leave of absence without
pay or suspension but shall continue to accrue during a voluntary
furlough or furlough extension leave.
(5)
Sick leave credits shall not accrue after an employee has resigned
or retired although his or her name is being retained on the payroll
until exhaustion of vacation or other compensatory leave.
(6)
An employee who exhausts all paid sick days in any one year shall
not be credited with additional paid sick leave until the beginning
of the next calendar year.
(7)
Unused sick leave shall accumulate from year to year without limit,
whether or not it was accrued prior to an intergovernmental transfer
in accordance with N.J.A.C. 4A:4-7.1A; provided, however, that in
the case of an intergovernmental transfer, the sick leave police officer
who has waived all accumulated sick leave, shall accrue from the effective
date of the transfer.
(8)
Pursuant to New Jersey Civil Service Rules, sick leave may be used
by employees who are unable to work because of:
(a)
Personal illness or injury (see N.J.A.C. 4A:6-1.21B for federal
family and medical leave);
(b)
Exposure to contagious disease (see N.J.A.C. 4A:6-1.21B for
federal family and medical leave);
(c)
Care, for a reasonable period of time, of a seriously ill member
of the employee's immediate family (see N.J.A.C. 4A:1-1.3 for definition
of "immediate family," see N.J.A.C. 4A:6-1.21A for family leave under
state law and see N.J.A.C. 4A:6-1.21B for federal family and medical
leave); or
(d)
Death in the employee's immediate family, for a reasonable period
of time.
(e)
A disability for absences related to the acquisition or use
of an aid for the disability when the aid is necessary to function
on the job. In such cases, reasonable proof may be required by the
Township Manager.
(9)
Pursuant to the New Jersey Earned Sick Leave Law (N.J.S.A. 34:11D-1),
sick leave may be used by employees who are unable to work because
of:
(a)
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;
(b)
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;
(c)
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;
(d)
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
(e)
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.
B.
Sick leave must be utilized and runs concurrently with family/medical
leave entitlement under the New Jersey Family Leave Act and/or the
Federal Family Medical Leave Act.
C.
General conditions.
(1)
The Township has the right to request sick time verification whenever
it deems it necessary to do so. However, this shall not be done in
an unduly offensive or obtrusive manner.
(2)
When, as a condition of his/her return to duty, the Township requires
a second opinion for an employee who has been absent because of personal
illness, said employee shall be examined, at the expense of the Township.
Such examination shall establish whether the employee is capable of
performing his/her normal duties and that his/her return will not
jeopardize the health of other employees. Employees incapable of resuming
normal work duties may be retired from employment or transferred to
other duties at the discretion of the Township Manager.
D.
Separation.
(1)
All employees and personnel of the Township of Verona who have been
employed full time shall receive compensation for sick leave accumulated
at retirement pursuant to the following schedule:
(a)
Employees who were hired full-time by the Township prior to
January 1, 1978, shall receive compensation for sick leave accrued
up to a maximum of 225 days.
(b)
Employees who were hired full-time by the Township between January
1, 1978, and May 20, 2010, shall receive compensation for sick leave
accrued up to a maximum of 100 days.
(c)
Employees who were hired full-time by the Township between May
21, 2010, and November 30, 2015, shall receive compensation for sick
leave accrued up to a maximum 100 days or $15,000, whichever is less.
(d)
Employees who were hired full-time by the Township on or after
December 1, 2015, shall not be entitled to compensation for sick leave
accumulated at retirement.
(2)
No sick leave allowance will be paid in case of dismissal for cause
or resignation for any other purpose than retirement.
(3)
Payment for compensated sick leave shall be made upon certification
by the Chief Financial Officer that sufficient documentation of the
amount of the accumulated sick leave has been provided, and that funds
are available to pay for the amount of compensated absence due. Sufficient
documentation shall include:
(a)
A copy of, or reference to, the agreement authorizing compensation;
(b)
Documentation of the amount of accumulated absence time; and
(c)
The total value of the compensation due based on the agreement
and accumulated absence time.
[1]
Unless expressly stated otherwise by a duly negotiated and approved
labor agreement, and/or individual employment agreement where payouts
for accumulated absences are authorized:
[a]
Payment for compensated absence based on absence
time accumulated starting January 1, 2018, shall be calculated utilizing
no more than the employee's base salary at the time in which the absence
was accumulated. The Chief Financial Officer shall ensure documentation
of the employee's base salary at the time in which the absence time
was accumulated; and
[b]
Absence time accumulated starting January 1, 2018,
that is utilized during employment shall be utilized in the order
of highest dollar value to lowest dollar value. The caps set forth
in this section on the total number of sick days compensable and/or
total dollar amount of sick leave compensable, compensable sick leave
shall be exhausted before noncompensable sick leave is utilized.
(4)
With approval of the Township Manager, the Chief Financial Officer
may begin to compensate employees with 20 years of service in a state
pension retirement system for their accumulated absence accrued pursuant
to this section, duly negotiated and approved labor agreement, and/or
individual employment agreement where payouts for accumulated absences
are authorized prior to retirement.
E.
Workers' compensation. During the period of occupational illness
or accident where an employee receives compensation benefits under
the Workmen's Compensation Act and returns those benefits to the Township
in exchange for his/her normal paycheck, that sick leave time charged
will be prorated for that portion which is not covered by the compensation
benefits.
A.
Full-time employees hired prior to January 1, 2019, receive four
personal days off at the start of each year.
B.
Part-time employees shall be granted personal time on a prorated
basis.
D.
Personal days shall be used at the discretion of the employee, under
the same contractual restrictions as vacation days. However personal
days shall not carried over from year to year.
A.
Maternity leave. Maternity leave shall be granted for a period of
three months, exclusive of accumulated sick and vacation time, provided
that the employee has worked for the Township for one year prior to
commencement of such leave. Such requests shall be made, in writing,
to the department head who shall forward same to the Township Manager
for approval. Such leave shall be without pay, unless accumulated
sick and vacation time is applied thereto. Time out on maternity leave
qualifies as family and medical leave and will be counted against
an employee's 12 week family/medical leave entitlement under the New
Jersey Family Leave Act and the Federal Family and Medical Leave Act.
B.
Leave for personal reasons. A full-time employee may be granted leave
without pay for a period not exceeding one month during a fiscal year
for specific personal reasons or other reasons deemed in the best
interest of the Township when recommended by the department head and
approved by the Township Manager. Applications for leave without pay
must be submitted in advance, in writing, to the employee's department
head, showing the employee's reason for requesting such leave, and
must contain a statement that he/she intends to return to the Township
service. Employees shall continue to contribute their portion of health
and medical benefits as if they were receiving their full salary.
C.
Leave for court appearance or jury duty. A full-time employee who
is subpoenaed as a witness in a civil or criminal case not involving
him or her in his/her capacity as a Township employee, or an employee
who is called and serves on a jury, may be granted paid leave for
that period of time in which he/she is officially involved with the
court in such capacity.
D.
Leave due to death in immediate family. In the event of a death in
his/her immediate family, each full-time employee may be granted,
upon approval of said employee's department head, time off with pay,
such time not to exceed four days. Upon recommendation of the department
head and approval by the Township Manager, a reasonable extension
beyond four days may be allowed where circumstances justify such action.
The term "immediate family," as used in this subsection, includes
the employee's father, mother, spouse, brother, sister, son, daughter,
mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law, grandparents and grandchildren. Consideration for attendance
at funerals for other than the immediate family may be granted upon
recommendation by the department head and approval of the Township
Manager.
E.
Training leave. Full-time employees may be granted skill or professional
improvement leave with or without pay for specific courses of study
relating to the work of the Township in which he is employed, or leave
to attend conferences of professional and similar associations. Such
leave may be granted with full or part pay upon recommendation of
the employee's department head and approval by the Township Manager
in an amount not exceeding one calendar month during any fiscal year.
F.
Military leave. The Township of Verona shall provide military leave
to its eligible employees in accordance with all state and federal
laws.
G.
Reporting absence. An employee who is to be absent from duty shall
report the reason therefor to his/her supervisor prior to the start
of his/her normal work shift, and, only in the case of an emergency,
call-in shall be no later than two hours after the start of the work
shift. All unauthorized and unreported absences shall be considered
absence without leave, and deduction of pay shall be made for such
period of absence. Absence without leave for three or more days or
part thereof shall be grounds for immediate dismissal from the Township
service.
H.
Leave pursuant to statutory provisions. In any case where the laws
of this state provide for special leave not contemplated in this chapter,
said laws shall control the amount of leave granted in such instances.
A.
An employee shall be eligible to receive donated sick or vacation
leave if the employee:
(1)
Has completed at least one year of continuous service to the Township;
(2)
Has exhausted all accrued sick, vacation and administrative leave,
all sick leave injury benefits, if any, and all compensatory time
off;
(3)
Has not, in the two-year period immediately preceding the employee's
need for donated leave, been disciplined for chronic or excessive
absenteeism, chronic or excessive lateness or abuse of leave; and
(4)
Either:
(a)
Suffers from a catastrophic health condition or injury;
(b)
Is needed to provide care to a member of the employee's immediate
family who is suffering from a catastrophic health condition or injury;
or
(c)
Requires absence from work due to the donation of an organ (which
shall include, for example, the donation of bone marrow).
B.
For purposes of this section, a "catastrophic health condition or
injury" shall be defined as follows:
(1)
With respect to an employee, a "catastrophic health condition or
injury" is either:
(a)
A life-threatening condition or combination of conditions; or
(b)
A period of disability required by his or her mental or physical
health or the health of the employee's fetus which requires the care
of a physician who provides a medical verification of the need for
the employee's absence from work for 60 or more work days.
(2)
With respect to an employee's immediate family member, a "catastrophic
health condition or injury" is either:
C.
An employee may request that the Township Manager approve his or
her participation in the program, as a leave recipient or leave donor.
The employee's supervisor may make such a request on behalf of the
employee for his or her participation in the program as a leave recipient.
(1)
The employee or supervisor requesting the employee's acceptance as
a leave recipient shall submit to the appointing authority medical
verification from a physician or other licensed health care provider
concerning the nature and anticipated duration of the disability resulting
from either the catastrophic health condition or injury, or the donation
of an organ, as the case may be.
(2)
When the Township Manager has approved an employee as a leave recipient,
the appointing authority shall, with the employee's consent, post
or circulate the employee's name along with those of other eligible
employees in a conspicuous manner to encourage the donation of leave
time, and shall provide notice to all negotiations representatives
in that appointing authority.
(a)
If the employee is unable to consent to this posting or circulation,
the employee's family may consent on his or her behalf.
D.
A leave recipient must receive at least five sick days or vacation
days or a combination thereof from one or more leave donors to participate
in the donated leave program. A leave donor shall donate only whole
sick days or whole vacation days and may not donate more than 30 such
days to any one recipient.
(1)
A leave recipient shall receive no more than 260 sick days or vacation
days, and shall not receive any such days on a retroactive basis.
(2)
A leave donor shall have remaining at least 20 days of accrued sick
leave if donating sick leave and at least 12 days of accrued vacation
leave if donating vacation leave.
[Amended 10-5-2020 by Ord. No. 2020-20]
(3)
A leave donor shall not revoke the leave donation.
(4)
If a leave donor is not in the same department or autonomous agency as the leave recipient, appropriate arrangements shall be made between the affected appointing authorities to verify donor eligibility and adjust leave records. However, the posting requirement set forth in Subsection C(2) above is limited to the recipient's appointing authority.
E.
While using donated leave time, the leave recipient shall accrue
sick leave and vacation leave and be entitled to retain such leave
upon his or her return to work.
(1)
Any unused, donated leave shall be returned to the leave donors on
a prorated basis upon the leave recipient's return to work, except
that if the proration of leave days results in less than one day per
donor to be returned, that leave time shall not be returned.
(2)
Upon retirement, the leave recipient shall not be granted supplemental
compensation on retirement for any unused sick days which he or she
had received through the leave donation program.
F.
An employee shall be prohibited from threatening or coercing or attempting
to threaten or coerce another employee for the purpose of interfering
with rights involving donating, receiving or using donated leave time.
Such prohibited acts shall include, but not be limited to, promising
to confer or conferring a benefit such as an appointment or promotion
or making a threat to engage in, or engaging in, an act of retaliation
against an employee.
G.
The use of contributed time shall run concurrently with approved
FMLA and NJFLA benefits, if applicable.
H.
The Township Manager may suspend or terminate the donated leave program
at any time upon 30 days' written notice of such suspension or termination
to the Chairperson or designee, all affected employees, and labor
negotiations representatives.
I.
This donated leave program shall become effective 30 days after approval
of the program criteria by the Chairperson or his/her designee of
the Civil Service Commission.[1]
[1]
Editor's Note: The Township's donated leave program was approved
by the State of New Jersey Civil Service Commission Division of Agency
Services on October 16, 2020.
