The grievance procedure for those confidential employees not
covered by a collective bargaining agreement shall be as follows:
A.
Step 1: presentation to department head. An employee who has a grievance
and who is not part of a collective bargaining agreement may at the
time the grievance occurs or within 10 working days of the occurrence
notify his/her department head, in writing, of the grievance. Grievance
not taken within 20 working days shall be conclusively deemed waived.
The department head shall either conclude a mutually satisfactory
solution to the grievance within 10 working days of the time the grievance
was first submitted to him or her or, failing in that, prior to the
end of that time, advise the employee of his/her inability to do so.
When an employee is informed by his/her department head that he/she
is unable to arrange a mutually satisfactory solution to the grievance,
the employee must present such grievance to the Township Manager,
in writing, within 20 days of the failure to resolve the grievance,
in the manner set forth below in Step 2.
B.
Step 2: presentation to Manager. The employee shall prepare the grievance
in writing. The grievance should be stated as completely and as clearly
as possible. The grievance shall be transmitted immediately to the
Township Manager with a copy presented to his/her department head.
The department head shall report in writing the facts and events which
led up to its presentation, including in his/her written report any
verbal answer he/she may have previously given to the employee concerning
this grievance. Within 10 working days after receipt of the written
grievance, the department head must present it with the information
required from him or her to the Township Manager. The Township Manager,
or the Township Attorney in the absence of the Township Manager, shall
consider and formally act on the grievance.
C.
Employee's record. All papers and documents relating to a grievance
and its disposition shall be placed in the employee's personnel file.
A.
Written notice. Any employee who wishes to resign from the service
in good standing shall give his/her department head at least two weeks'
prior written notice of his/her resignation, unless the Township Manager
requires a longer notice or agrees to a shorter notice. Said two weeks'
notice shall be in addition to the employee's entitled accrued vacation
and sick leave time. An employee failing to give at least two weeks'
notice shall, in addition to other penalties, forfeit his/her accrued
vacation time or any type of compensation in lieu of vacation. The
department head shall indicate his/her approval or disapproval of
the employee's resignation notification and forward it to the Township
Manager, who may reject it or accept the resignation. No resignation
shall become effective until it is recommended for approval by the
employee's department head and approved by the Township Manager.
B.
Without notice. Any employee who does not submit his/her resignation
in compliance with the provisions in this chapter, or whose resignation
is not approved by the department head and the Township Manager, or
who is absent from work for a period of three or more days without
notifying his/her department head of the reason for his/her absence
and of his/her intention to return to work, may be considered as having
resigned without notice and not in good standing. Any employee who
fails to return to his/her duties within three days after the expiration
date of an unauthorized leave period without notifying his/her department
head shall be considered as having resigned without notice and not
in good standing, provided that the failure to give notice was not
caused by unavoidable circumstances.
C.
An employee who leaves service without resignation in good standing
as defined in this chapter shall have the fact entered in his/her
personal record. If the situation warrants it, he/she may be deprived
of the right to apply for reemployment to service at a future date
and he/she may be denied the privilege of a satisfactory reference
from the officials of the Township.
A.
Prohibited activities; penalty for violation.
(1)
Except as otherwise permitted by Subsection B of this section, employees shall not engage in any of the following political activities:
(a)
Seek or accept nomination to any Township office other than
Board of Education without first obtaining a leave of absence.
(b)
Use one's official position to influence publicly in any way
for or against any candidate for elective office in the Township government.
(c)
Circulate petitions or publicly campaign on behalf of any candidate
for a Township office, or work at the polls in any municipal, primary
or general election during working hours.
(d)
Solicit or receive any subscription or contribution for any
Township political purpose or party during working hours.
(2)
Violation of any of the provisions of this subsection shall be deemed
sufficient cause for dismissal from the Township service.
B.
Limitations on scope of prohibited activities.
(1)
Nothing in Subsection A of this section shall be construed to prevent employees from becoming or continuing to be members of any political party, club, or organization; attending political meetings; expressing their views in private on political matters outside of working hours and off Township premises; and voting with complete freedom in any election.
The Township Manager shall maintain adequate personnel records
for each employee of the Township. Such records should include, but
not be limited to, the following: grievances; dates of appointments
and promotions; job titles; salaries; commendations; disciplinary
actions; leave of any type taken and accumulated; merit ratings and
the like. Appropriate forms for reporting such information shall be
developed by the Township Manager, and the order of filing such forms
within a file shall be uniform.
Employees are permitted to accept permanent outside employment,
provided that there is no possibility that such employment will interfere
with an employee's performance or compromise an employee's position
through a conflict of interest. Before accepting such permanent outside
employment, an employee shall advise and obtain prior approval from
his/her department head, in writing, of the place of such employment,
hours of work and such other information as may be established by
said department head.
Subject to the approval of the Township Manager, a department
head may establish written regulations affecting the personnel and
internal operations of his/her department; provided, however, that
such departmental regulations shall not conflict with any of the provisions
of this chapter, collective bargaining agreement and/or Township Employee
Manual.
A.
This section shall apply to all elected or appointed officials, employees,
employees of any board, commission, department, division, committee
or agency, whether paid or unpaid, full-time or part-time, whether
created by the governing body of the Township of Verona or appointed
by any of its officials or administrators.
B.
No person to whom this section is applicable shall, in the course
of his or her employment or in connection with such work or employment,
in any calendar year, accept, take or receive a gift or gifts or other
thing of value from a Township vendor and/or a potential vendor, including
meals and the like, of a total cumulative value in excess of $25.
C.
The aforementioned prohibitions shall not apply to the acceptance
or exchange of gifts between persons to whom this section is applicable.
D.
For the purposes of this section, a discount on the purchase of services
or products which is extended to all municipal employees, with advanced
written notice to the Administration, shall not be considered to be
a gift, even if its cumulative discount exceeds $25 in any given calendar
year.
E.
For the purposes of this section, a campaign contribution and/or
donation, in kind or otherwise, made to an official election or reelection
campaign, committee and/or account of a municipal official or employee
shall not constitute a gift.
A.
All employees who receive compensation from the Township of Verona
are mandated to have direct deposit of their compensation as of January
1, 2020, in accordance with N.J.S.A. 52:14-15f(b).
B.
Seasonal and temporary employees who are employed by the Township
of Verona are exempt from the direct deposit mandate in accordance
with N.J.S.A. 52:14-15f(b).
