Borough of Moonachie, NJ
Bergen County
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Table of Contents
Table of Contents
Editor's Note: The salaries and range portions of the Salary and Personnel Policy Ordinances are not codified at the direction of the Borough. See the Municipal Clerk's office for amending ordinances.
The general power of a Borough to establish personnel policies is derived from N.J.S.A. 40:48-1, subject to limitations contained in N.J.S.A. 40A:9-1, et seq., Officers and Employees.
[Ord. #69-15; 1970 Code § 3-1.1]
a. 
Employment in the Borough shall be based on merit and fitness, free of personal and political considerations.
b. 
Appointments, promotions and other personnel actions shall be on a merit basis.
c. 
Qualified Borough personnel shall be given first consideration for vacancies and new positions.
[Ord. #69-15; 1970 Code § 3-1.2]
The Borough Council may by ordinance abolish, increase, decrease or modify the terms and compensation of any office of the Borough, except no office may be abolished where such office has been or is created by general law. Except where an office is abolished, no increase, decrease or modification of its terms and compensation shall affect any incumbent holding such office for the duration of the term for which he was appointed.
[Ord. #69-15; 1970 Code § 3-2.1]
All employees, officers and department heads of the Borough shall be appointed and promoted by the Mayor, with the advice and consent of the Council, except as may be otherwise provided by general law.
[Ord. #69-15; 1970 Code § 3-2.2]
Original appointments to fill vacancies or for new positions shall be limited to qualified persons who have been interviewed or tested concerning such factors as education, experience, aptitude, knowledge, character and physical and mental fitness.
[Ord. #69-15; 1970 Code § 3-2.3]
Provided they are qualified for the positions for which they have applied, preference shall be given in appointments to vacancies and new positions, first to employees of the Borough and secondly, to persons who are residents of the Borough at the time of their appointment. The Mayor and Council may by ordinance provide that all officers and employees shall be residents of the Borough.
[Ord. #69-15; 1970 Code § 3-2.4]
Applicants for Borough employment shall apply on forms provided by the Borough Clerk and which have been designed to obtain pertinent information concerning the applicant's education, training, experience, character and other factors necessary to determine his fitness and qualification for service to the Borough. All applications shall be filed with the Borough Clerk.
[Ord. #69-15; 1970 Code § 3-2.5]
The Borough Clerk shall be charged with processing all applications for appointment to vacancies or new positions, and reporting thereon to the Mayor and Council. Where it appears that an applicant is otherwise qualified for Borough employment, the Borough Clerk shall require that the applicant be examined by the Borough Physician to determine that he is physically fit for the position for which he seeks employment.
[Ord. #69-15; 1970 Code § 3-2.6]
An applicant for Borough Employment may be rejected where he:
a. 
Is not qualified for appointment to the position for which he has applied;
b. 
Is physically unfit to perform the duties of the position for which he has applied;
c. 
Is addicted to the habitual or excessive use of drugs or intoxicants;
d. 
Has been convicted of any crime or offense, including disorderly persons offenses involving moral turpitude;
e. 
Has received other than an honorable discharge from the Armed Services of the United States;
f. 
Has been dismissed from previous employment for delinquency, insubordination or misconduct;
g. 
Has practiced or attempted to practice any deception or fraud in his application or in furnishing other evidence of eligibility for appointment;
h. 
Is not within the age limits that have been established for the position for which he seeks appointment.
[Ord. #69-15; 1970 Code § 3-3.1]
Every person appointed to a new position shall be deemed to be on probation in the position to which he shall have been appointed for a period of three months, but such probation shall not affect permanent status of any other Borough employment that such person may have achieved. Prior to his completion of the probationary period, such employee or officer shall be evaluated by the Mayor and Council to determine whether he shall be granted permanent status or dismissed. The Mayor and Council may require reports and recommendations from immediate superiors and department heads for this purpose.
[Ord. #69-15; 1970 Code § 3-3.2]
The Borough Clerk shall initiate a personnel file for each employee of the Borough, and all records of such employee concerning qualification, permanent status, work history, accumulated vacation and sick leave, leave time and the like shall be maintained for such employee in such file. The Borough Clerk shall make such files available for inspection by the employee on a reasonable basis.
[Ord. #69-15; 1970 Code § 3-4.1]
The official office hours of the Borough are 9:00 a.m. to 5:00 p.m., prevailing time, Monday through Friday. The hours of work for employees, including lunch hours, shall be specified by the Borough Council.
[Ord. #69-15; 1970 Code § 3-4.2; Ord. #92-15, § 5; Ord. #93-8, § 5; Ord. #94-10, § 5; Ord. #95-10, § 5; Ord. No. 2016-8, retroactive to Jan. 1, 2016; Ord. No. 2017-7 § 5; Ord. No. 2018-8, retroactive to Jan. 1, 2018;10-24-2019 by Ord. No. 2019-6 ]
a. 
Due to the emergency nature of the work of the Police Department, the provisions of this subsection shall not be applicable to members of the Police Department, but such members may be granted compensatory time when required to work on holidays.
b. 
All permanent, full-time employees of the Borough of Moonachie are entitled to 14 paid holidays annually as follows, except as provided for by contract, whichever is appropriate. All part-time employees with fixed, scheduled hours are entitled to any of the listed holidays that occur on their regularly scheduled day of work.
New Year's Day
Martin Luther King Jr Day
Presidents Day
Good Friday
Memorial Day
Independence Day
Day after Independence Day
Labor Day
Columbus Day
General Election Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
c. 
If a holiday falls on a Sunday, it shall be observed on the following Monday; and if a holiday falls on a Saturday, it shall be observed on the preceding Friday.
d. 
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.
e. 
Additionally, each such permanent, full-time employee shall have the right to take four personal days of their choosing with the approval of the department head, two of which will be charged to sick days.
[Ord. #69-15; Ord. #75-8, § 5; Ord. #80-2, § 6; Ord. #81-5, § 6; 1970 Code § 3-4.3; Ord. #92-15, § 4; Ord. #93-8, § 4; Ord. #94-10, § 4; Ord. #95-10, § 4; Ord. No. 2016-8 § 4, retroactive to Jan. 1, 2016; Ord. No. 2017-7 § 4, retroactive to Jan. 1, 2017; Ord. No. 2018-8, retroactive to Jan. 1, 2018;10-24-2019 by Ord. No. 2019-6 ]
a. 
Employees hired before January 1, 2015.
1. 
All employees hired prior to January 1, 2015, eligible for vacation leave with pay shall be entitled to the use of vacation leave as provided below or as provided by contractual agreement, whichever is appropriate:
(a) 
One working day of vacation for each full month of employment during the first calendar year of employment.
(b) 
Twelve working days of vacation commencing the second calendar year of service through four years of service.
(c) 
Fifteen working days of vacation commencing five years of service through nine years of service.
(d) 
Sixteen working days of vacation commencing 10 years of service.
(e) 
Seventeen working days of vacation commencing 11 years of service.
(f) 
Eighteen working days of vacation commencing 12 years of service.
(g) 
Nineteen working days of vacation commencing 13 years of service.
(h) 
Twenty working days of vacation commencing 14 years of service.
(i) 
Twenty-one working days of vacation commencing 15 years of service.
(j) 
Twenty-two working days of vacation commencing 16 years of service.
(k) 
Twenty-three working days of vacation commencing 17 years of service.
(l) 
Twenty-four working days of vacation commencing 18 years of service.
(m) 
Twenty-five working days of vacation commencing 19 years of service.
Conflicts concerning the choice of dates when scheduling vacations will be resolved within the work unit on the basis of seniority. Specific requests for vacation utilization which do not conflict with operational considerations shall not be unreasonably denied.
b. 
Employees hired on or after January 1, 2015.
1. 
All employees hired on or after January 1, 2015, eligible for vacation leave with pay shall be entitled to the use of vacation leave as provided below or as provided by contractual agreement, whichever is appropriate:
(a) 
One working day of vacation for each full month of employment during the first calendar year of employment.
(b) 
Twelve working days of vacation commencing the second calendar year of service through four years of service.
(c) 
Fifteen working days of vacation commencing five years of service through nine years of service.
(d) 
Sixteen working days of vacation commencing 10 years of service.
(e) 
Seventeen working days of vacation commencing 11 years of service.
(f) 
Eighteen working days of vacation commencing 12 years of service.
(g) 
Nineteen working days of vacation commencing 13 years of service.
(h) 
Twenty working days of vacation commencing 14 years of service.
(i) 
Twenty-one working days of vacation commencing 15 years of service.
Conflicts concerning the choice of dates when scheduling vacations will be resolved within the work unit on the basis of seniority. Specific requests for vacation utilization which do not conflict with operational considerations shall not be unreasonably denied.
c. 
Part-time employees.
1. 
All part-time employees with fixed, scheduled hours eligible for vacation leave with pay shall be entitled to the use of vacation leave as provided below or as provided by contractual agreement, whichever is appropriate:
(a) 
One-half working day of vacation for each full month of employment during the first calendar year of employment.
(b) 
Six working days of vacation commencing the second calendar year of service through four years of service.
(c) 
Eight working days of vacation commencing five years of service through 10 years of service.
(d) 
Nine working days of vacation commencing 11 years of service through 12 years of service.
(e) 
Ten working days of vacation commencing 13 years of service through 14 years of service.
(f) 
Eleven working days of vacation commencing 15 years of service.
Conflicts concerning the choice of dates when scheduling vacations will be resolved within the work unit on the basis of seniority. Specific requests for vacation utilization which do not conflict with operational considerations shall not be unreasonably denied.
d. 
Schedule of vacation leave.
1. 
Vacation leave is credited in advance at the beginning of the calendar year in anticipation of continued employment for the full year and may be used on that basis. Vacation allowance must be taken during the current calendar year at such time as permitted or directed by the department head unless the department head determines it cannot be taken because of pressure of work.
2. 
Where an employee has an earned vacation balance which has not been previously scheduled as of October 1, the department head will meet with the employee to determine a schedule of such lost time so that no accrued vacation time will be lost.
e. 
Upon separation or upon retirement, an employee shall be entitled to vacation allowance for the current year (prorated upon the number of months worked in the calendar year) in which separation or retirement becomes effective and any vacation leave which may have been carried over, with prior approval, from the preceding calendar year.
f. 
Upon the death of an active employee having vacation credits, a sum of money equal to the compensation figured on his salary rate at the time of death shall be calculated and paid to his estate.
g. 
When the vacation allowance for an employee changes based on his years of service during any calendar year, the additional annual allowance will be given for the entire year.
h. 
When an employee not otherwise covered by contract provision of a specific bargaining unit has attained five years of service, but less than 25 years of service, that person may elect to receive monetary compensation in exchange for unused vacation days not to exceed five days from the current year allotment. If an employee with more than 25 years of service has unused vacation time from the current year, that employee may request to receive compensation for all unused days from the current year allotment. Any compensation described herein shall be calculated at the current salary rate. If an employee with more than 25 years of service has accrued vacation time prior to January 1, 1998, the employee may elect to be reimbursed for those accumulated vacation days at the 1998 salary rate.
[Ord. #69-15; Ord. #84-12, § 1; 1970 Code § 3-4.4; Ord. No. 2016-8, retroactive to Jan. 1,2016; Ord. No. 2017-7 § 6, retroactive to Jan. 1, 2017; Ord. #2018-8, retroactive to Jan. 1, 2018;10-24-2019 by Ord. No. 2019-6 ]
a. 
Definition. As used in this subsection:
SICK LEAVE
Paid leave that may be granted to an 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 and full-time temporary employees are not eligible for sick leave.
b. 
A certificate from the employee's doctor or the Borough Physician may be required as sufficient proof of the need for sick leave.
c. 
Accumulation and pay-out.
1. 
Sick leave shall accumulate on the basis of 15 days per year for full-time employees. In the first year of employment, an employee shall be entitled to 1 1/4 days of sick leave for each month of employment.
2. 
Sick leave shall accumulate on the basis of eight days per year for part-time employees with fixed, scheduled hours. In the first year of employment, an employee shall be entitled to 1/2 day of sick leave for each month of employment.
3. 
Sick leave may be accumulated under the following conditions:
(a) 
All accumulated sick days as of December 31, 1997, for noncontractual employees will be frozen at the rate of pay in effect on December 31, 1997, and will be subject to Mayor and Council approval for payment to the employee on retirement or on termination for any reason.
(b) 
At year-end, a full-time employee may receive payment for up to 10 unused sick days from that current year's allotment. At year-end, part-time employees with fixed, scheduled hours may receive payment for up to five unused sick days from that current year's allotment. Payment will be at the rate of pay in effect for that year.
(c) 
An employee will be allowed to bank unused sick time from the current year, but any payout for those days is to be at the salary rate in effect when the days were banked.
(d) 
Maximum pay-out for sick days accumulated after January 1, 1998:
(1) 
For retirement or termination prior to five years of continuous full-time employment with the Borough of Moonachie, the employee will be reimbursed for up to a maximum of 30 days of accumulated sick time.
(2) 
For retirement or termination after five years of continuous full-time employment with the Borough of Moonachie, the employee will be reimbursed for up to a maximum of 60 days of accumulated sick time.
4. 
Payment required herein and above shall not be made if an employee is terminated for just cause. The employer's determination in this regard shall be final and not subject to challenge.
d. 
Accumulated sick leave may be used by an employee for personal illness, quarantine restrictions, pregnancy or disabling injuries.
[Ord. #69-15; 1970 Code § 3-4.5]
a. 
When a Borough employee is injured in the line of duty, the Council may, pursuant to R.S. 40:11-8, pass a resolution giving the employee up to one 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 to such injury.
b. 
Prior to the passage of the resolution referred to in paragraph a., a contract shall be executed between the employee and the Borough setting forth that the employee shall reimburse the Borough for monies he may receive as workmen's compensation, temporary benefits or from legal settlement or judgment against the person or persons responsible for the injury.
[Ord. #69-15; 1970 Code § 3-4.6]
Leave with pay not exceeding three days shall be granted to any employee in the event of death in his immediate family. The term "immediate family" for the purpose of this subsection shall include:
a. 
The employee's spouse, child, parent, brother or sister.
b. 
The child, parent, brother or sister of his spouse.
c. 
A relative living under the same roof.
[Ord. #69-15; 1970 Code § 3-4.7]
Employees shall not accept outside employment or engage in outside business activities without the prior approval of their department head or the Borough Council. No application for permission to accept outside employment shall be granted unless there is reasonable probability that such outside employment will not interfere with the employee's performance or compromise his position with the Borough through a conflict of interest or if, in the case of a full-time employee of the Borough, such outside employment shall exceed 20 hours per week.
[Ord. #92-15, § 6; Ord. #93-8, § 6; Ord. #94-10, § 6; Ord. #95-10, § 6; Ord. No. 2016-8, retroactive to Jan. 1,2016; Ord. No. 2017-7 § 7, retroactive to Jan. 1,2017; Ord. #2018-8, retroactive to Jan. 1,2018; 10-24-2019 by Ord. No. 2019-6]
a. 
Terminal leave benefits, if any, shall be determined by the Mayor and Council, subject to any other conditions and/or required payments as provided above, on a case-by-case basis based upon a merit review of the particular employee's work history. If the employee is a member of a specific bargaining unit, the terminal leave benefits shall be in accordance with the terms of the present contract with that bargaining unit.
b. 
Terminal payment due to any employee upon death shall be paid to the estate of said employee.
c. 
Payment required herein and above shall not be made if an employee is terminated for just cause. The employer's determination in this regard shall be final and not subject to challenge.
d. 
Notwithstanding anything in this section to the contrary, each employee of the Borough of Moonachie shall be entitled to any and all of those benefits which are required under the rules and/or statutes governing the Department of Personnel.
[Ord. #69-15; 1970 Code § 3-5.1]
An employee who has acquired permanent status may be disciplined by any of the following actions, which are stated in order of severity, for the causes stated in this section by a department head or the Borough Council, except that no employee shall be suspended or dismissed without the approval of the Mayor and Council:
a. 
Informal, verbal reproof.
b. 
Written reproof.
c. 
Suspension from duty.
d. 
Dismissal.
[Ord. #69-15; 1970 Code § 3-5.2]
The causes for which disciplinary action may be invoked are the following:
a. 
Neglect of duty.
b. 
Absence without leave or failure to report after authorized leave has expired, or after such leave has been disapproved or revoked; provided, however, that any regular member or officer of the Police Department who shall be absent from duty without just cause for a term of five days continuously and without leave of absence shall, at the expiration of such five days, cease to be a member of the Police Department as provided by R.S. 40:47-3, as amended.
c. 
Incompetency or inefficiency or incapacity due to mental or physical disability.
d. 
Insubordination or serious breach of discipline.
e. 
Intoxication while on duty.
f. 
Commission of a criminal act.
g. 
Disobedience of a rule or regulation of the Borough.
h. 
Conduct unbecoming a public employee.
[Ord. #69-15; 1970 Code § 3-6]
It is hereby declared to be the policy of the Borough to recognize and encourage meritorious actions on the part of its officers and employees. To this end, letters of commendation concerning Borough employees from their superiors and from members of the public with whom they deal shall be directed to the attention of the Mayor and Council, and then recorded in the employee's personnel file. In addition, the Mayor and Council may, of its own motion, commend the work of particular officers and employees and cause such commendation to be inserted in their personnel files.
[Ord. #69-15; 1970 Code § 3-7]
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 so to do by the Mayor and Council shall, before entering upon the duties of his office or position, execute and deliver a surety bond in such amount as may be fixed by the Mayor and 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 such bond with sufficient surety and deliver the same to the Borough Clerk, except that the Clerk shall deliver his bond to the Borough Treasurer, before he enters upon the discharge of his duties of the office or employment.
If any officer or employee shall neglect to execute and deliver his bond within 30 days after notification of his election or appointment, his office or position may be declared vacant.
In every case in which any person is required by the laws of the State or any ordinance of the Borough to give a bond for the faithful performance of his duties, such bond shall be secured by a corporate surety authorized to do business in this State and the premium therefor shall be paid by the Borough. Each such bond shall be approved by the Borough Attorney as to form and sufficiency, and nothing in this section shall be construed to prevent the use of one or more blanket bonds when so approved.
[Ord. #69-15; 1970 Code § 3-8.1]
No elected or appointed official, officer or employee of the Borough shall engage in any business transaction, professional activity, or have a financial or other private interest, either direct or indirect, which is in substantial conflict with the proper discharge of his official duties, unless full disclosure is made as to such interest in writing to the Mayor and Council.
[Ord. #69-15; 1970 Code § 3-8.2]
No elected or appointed official, officer or employee of the Borough shall accept employment, engage in any business transaction or make any investment which will be detrimental to the Borough in the exercise of his official duties or which will interfere in any manner with the discharge of his official duties.
[Ord. #69-15; 1970 Code § 3-8.3]
No elected or appointed official, officer or employee of the Borough shall represent any private interests to the detriment of the Borough or for the purpose of unwarranted personal gain before any Borough agency or department, or the Municipal Court, or in any litigation to which the Borough is a party.
[Ord. #69-15; 1970 Code § 3-8.4]
In the event that any elected or appointed official, or the Borough Clerk, Borough Treasurer, Borough Attorney, Borough Engineer, the Mayor or any Councilman has a direct or indirect financial interest in any proposed legislation, he shall publicly disclose on the official records of the Borough the nature and extent of such interest.
[Ord. #69-15; 1970 Code § 3-8.5]
No elected or appointed official, officer or employee of the Borough shall improperly use his official position in order to obtain a personal discount or other benefit from any person.
[Ord. #86-3, § 1]
It is the intent and purpose of this section to provide for the certain defense of actions against and the indemnification of public employees as may be permitted by N.J.S.A. 59:10-1, et seq.
[Ord. #86-3, § 2]
As used in this section:
EMPLOYEE
Shall mean and include an officer, employee or servant whether or not compensated or part-time, who is authorized to perform any act or service; provided, however, that term shall specifically exclude any independent contractor, but is intended to include any professional staff of the Borough who, for purposes of this section, shall not be regarded as independent contractors.
PUBLIC EMPLOYEE
Shall mean any employee or former employee of the Borough who shall have been employed as an employee defined above.
[Ord. #86-3, § 3]
The Borough shall provide for the defense of any action brought against a public employee an account of any act or omission in the scope of that employee's employment, and this obligation shall extend to any cross-actions, counterclaims or cross-complaint against any such employee.
[Ord. #86-3, § 4]
The provisions provided herein shall not apply when the Mayor and Council of the Borough determine that any of the following shall have occurred:
a. 
The act or omission was not within the scope of the employee's employment; or
b. 
The act or failure to act was because of actual fraud, malice or willful misconduct in office; or
c. 
The defense of the action or proceeding would create a clear conflict of interest between the Borough and the public employee; or
d. 
The defense of the action or proceeding is provided for by an insurance policy or by policies, whether obtained by the Borough or by any other person; or
e. 
The public employee failed to deliver to the Mayor and Council of the Borough, the Borough Attorney or Borough Clerk, or any one of those, within 15 calendar days after the time he shall have been served with any summons, complaints, process, notice, demand or pleading, the original or a copy of the same; or
f. 
The public employee has failed to cooperate with the Municipality in the defense of this action.
[Ord. #86-3, § 5]
The defense shall be at the option of the Municipality. The Borough may provide any defense required of it under this section through an attorney from its own staff or by employing other counsel at the option of the Mayor and Council of the Borough.
[Ord. #86-3, § 6]
Whenever the Borough shall provide any defense provided hereunder, the Mayor, through counsel appointed by the Borough, shall assume exclusive control over the representation of the public employee, and such employee shall cooperate fully with the defense. Where it is impracticable to so do, the attorney representing the insurance company on behalf of the Borough or such other appointed person shall assume exclusive control.
[Ord. #86-3, § 7]
In any case where the Borough shall be required to provide a defense under the terms of this section, the Borough shall pay or reimburse the public employee for any of the following:
a. 
Any bona fide settlement agreement entered into by the employee when approved by Mayor and Council of the Borough;
b. 
Any judgment entered against the employee; and
c. 
If Mayor and Council have failed to provide such required defense, all costs of defending the action including reasonable counsel fees and expenses, together with costs of any appeal.
Where the Borough would be required under the terms and conditions hereunder to provide any defense, except for the fact that such defense is provided for by insurance, the Borough shall provide indemnification as aforesaid, but only to the extent not already covered by insurance.
Nothing in this section shall either permit or authorize the Borough to pay any punitive or exemplary damage or damages resulting from the commission relating to any crime.
[Ord. #156-B; 1970 Code § 3-9.1]
At the general election held in November 1953, there was submitted to the voters of the Borough the question of whether or not the Borough should adopt the provisions of the Civil Service Act of the State of New Jersey, and adoption thereof was approved and authorized by a majority of the voters of the Borough at this election. Thereafter, the Civil Service Commission of the State of New Jersey made a survey covering the duties, salaries and respective departments of all Borough officers and employees. Following this survey the Civil Service Commission submitted to the Mayor and Council three separate and distinct schedules as follows:
a. 
Schedule 1. A complete list of the employees of the Borough, giving a suggested title for each employee, the salary of the same, and the department to which such employee is assigned.
b. 
Schedule 2. A duties classification of employees, setting forth suggested titles to be used for employees of the Borough, their respective duties, typical tasks, minimum qualifications for the purpose of examination, and suggested salary schedules.
c. 
Schedule 3. Recommended rules for the installation and administration of Civil Service procedures in and for the Borough.
[Ord. #156-B; 1970 Code § 3-9.2]
The schedules referred to in subsection 5-10.1, which were recommended to the Borough for adoption by the Civil Service Commission of the State of New Jersey, consisting of the following, are hereby made a part of this section in their entirety, the same as though specifically set forth herein:
a. 
Schedule 1. A schedule of catalogued lists of present employees of the Borough, together with the title of each such employee, the salary paid, and the date of election or appointment.
b. 
Schedule 2. A schedule of all positions in the Borough, containing under such positions the duties, typical tasks, minimum qualifications, probable line of promotion and salary range for each such position. This schedule is hereby adopted as the Official Civil Service classification of positions and employees in and for the Borough.
c. 
Schedule 3. Recommended rules for the installation and administration of Civil Service procedures in and for the Borough.