[Adopted 6-23-75 as Ord. No. 4-1975]
As used in this Article, the following words and phrases shall
have the meanings indicated:
The Member of Council responsible for the operation of the
specified committee.
An employee hired for a certain position which requires a
minimum of 40 hours per week.
[Added 4-17-85 by Ord. No. 3-85]
The booklet setting out the personnel policies of the borough.
Refers to:
An employee appointed to a borough position who has served
the requisite probationary period and who enjoys all fringe benefits
and rights.
[Added 4-17-85 by Ord. No. 3-85]
An employee in the process of completing a work trial period.
[Added 4-17-85 by Ord. No. 3-85]
An employee hired for a certain position for a portion of
the year, particularly during a time of peak workload.
[Added 4-17-85 by Ord. No. 3-85]
Employment for a term not exceeding 90 days.
A.
Employment in borough government shall be based on merit and fairness,
free of personal and political considerations. There shall be no discrimination
in any aspect of employment because of race, color, creed, national
origin, political or religious opinions or affiliations, marital status,
sex or physical handicap as long as there is no interference with
the individual's ability to perform the work required.
[Amended 4-17-85 by Ord. No. 3-85]
B.
The Borough Council must create by ordinance or resolution any new
position and authorize the filling of it. In addition, there must
be provided in the proper current budget account specific and adequate
funds to compensate the appointee.
C.
Whenever a vacancy exists or a new position is created, borough employees
will be advised by the Borough Clerk in order that those who believe
they possess the necessary qualifications may apply for the position,
if they do desire. Such applications shall be by letter, addressed
to the Borough Clerk, and filed before the deadline date specified.
D.
When qualified applicants are not available on the borough roster,
vacancies for full-time positions will be advertised in an official
paper by the Borough Clerk with an application deadline date specified.
E.
An application for employment obtained at the office of the Borough
Clerk must be completed by each person applying for a position with
the Borough of Woodbury Heights.
F.
The Borough Clerk shall forward a copy of the application to the
Councilman heading the committee for an interview.
G.
If the member of Council heading the .committee, following his interview,
concludes that the applicant meets the qualifications for the opening,
he will conduct a reference' investigation and check of previous employment.
H.
After approval by members of Council, the Borough Clerk will so notify
the applicant, advise him of his starting date and arrange for him
to report to his office to complete the necessary employment formalities.
I.
He shall be referred to the Borough Clerk so that arrangements can
be made for a physical examination for the applicant.
J.
The Borough Clerk will check all papers for completeness and set
up a personal history file for each employee.
K.
Each new employee shall be considered as being on probation for the
first 90 days of his employment. This probationary period may be extended
by agreement between the employee and the borough if there is any
question concerning the suitability of this employee for the particular
job.
[Amended 4-17-85 by Ord. No. 3-85]
L.
Temporary employees for emergency work may be employed by a committee
chairman on a short-term basis not to exceed the budget and a total
of 90 days on any one occasion. In such cases, an application for
employment shall be in the hands of the Borough Clerk at the earliest
convenient time and wherever possible, a physical examination should
be conducted unless the applicant has had such an examination within
the preceding 12 months.
M.
Appointments of employees shall be made from a selection of the best
qualified applicants. Preference shall be given to borough residents
when equal qualifications are possessed by the applicant.
[Added 4-17-85 by Ord. No. 3-85]
N.
No borough employees shall solicit or accept any gift, gratuity,
loan, fee or other thing of value from any member of the public or
any employee junior rank without the express permission of the governing
body.
[Added 4-17-85 by Ord. No. 3-85]
O.
The appropriate committee or its designee shall conduct, by mail
or phone, a check of prior employment and of driving record, if driving
is required for the position. A background investigation as deemed
necessary may also be considered for a borough position.
[Added 4-17-85 by Ord. No. 3-85]
P.
Each borough employee's position shall be classified according to
the type of duty and level of responsibility. There shall be equal
pay for equal work and the level and type of responsibilities and
duties. It shall then be assigned an appropriate classification.
[Added 4-17-85 by Ord. No. 3-85]
[Added 2-14-90 by Ord. No. 2-90]
The hours of operation of the various departments and subdivisions
of departments and the working hours of employees appointed or employed
therein shall be as established by Resolution of the governing body.
A.
Accurate and complete time and attendance records will be maintained
by the supervisor or committee chairman. He will certify as to the
accuracy of the time and attendance records at the end of the week.
Attendance and time records will be signed by employees and supervisor
and chairman each week prior to the issuance of checks.
B.
All borough employees are to be at their assigned posts ready for
work as specified by the committee chairman, unless on vacation, leave
of absence or absent for good cause.
C.
Being punctual is of the utmost importance; consequently, any lateness
and the reason for it will be noted on the time record. Recurring
or chronic lateness will be referred to the committee chairman for
appropriate action.
D.
It is the responsibility of each employee to notify his superintendent
without delay if he will be absent from or delayed in reaching his
assigned post. If unable to reach the supervisor, the Borough Clerk
should be notified. Failure to report when absent is a serious offense
which cannot be tolerated and may lead to disciplinary action or dismissal
by the supervisor.
E.
The regular workweek for hourly employees is five days, Monday through
Friday. The regular workweek for salaried employees shall be determined
by the Council or Mayor, when appropriate.
F.
The following days will be considered as holidays for salaried and
hourly employees, with borough offices closed and normal operations
suspended:
January 1
President's Day
Good Friday
Memorial Day
July 4
Labor Day
Veterans Day
General Election Day
Thanksgiving
December 25
Holidays may be deleted or added, from time to time, by resolution
of the Borough Council.
[Amended 11-19-90 by Ord. 12-1990]
G.
Salaried employees required to work on a holiday will be given an
alternate day off, except where otherwise specified by state statutes.
H.
When a recognized holiday falls on a Sunday, it shall be observed
the following Monday. When such a holiday falls on a Saturday, it
shall be observed the prior Friday.
I.
All absences due to illness or disability shall be reported immediately
to the immediate supervisor or appropriate committee chairman. Proof
of illness may be required. Frequent absences may be cause for disciplinary
action or termination of employment.
[Added 4-17-85 by Ord. No. 3-85]
J.
Vacations must be scheduled during the first quarter of the calendar
year and must be approved by department heads and submitted for final
approval to the appropriate committee.
[Added 4-17-85 by Ord. No. 3-85]
A.
Overtime work will be kept to a minimum and, except in cases of emergency,
must be authorized in advance by the chairman. Records will be kept
of all overtime and filed with the Borough Clerk weekly.
B.
Except for members of the Police Department, the use of compensatory
leave time to compensate employees for work in excess of regular hours
or for any other purpose whatsoever is hereby prohibited. All non-police
employees who have accrued compensatory leave time shall be offered
the option to be paid for such accrued compensatory leave time in
such sums as the borough and each employee shall determine and agree.
[Amended 4-17-85 by Ord. No. 3-85; 3-16-11 by Ord. No. 9-2011]
C.
Hourly employees who work in excess of 40 hours in the workweek will
be paid overtime at the rate of one and one-half (1 1/2) times
their base hourly rate.
D.
Minimum pay time for hourly employees called to work after regular
working hours shall be one hour's pay.
E.
Time worked on a holiday shall be paid at a rate of time and one-half
plus regular pay for the holiday. In order to earn this benefit, however,
the employee must work both the workday prior to the holiday and the
workday following such holiday, unless excused by his supervisor.
F.
Overtime applies to hourly employees. Salaried employees are not
eligible for overtime payments.
[Added 4-17-85 by Ord. No. 3-85]
G.
Paychecks will be distributed each and every Friday. If a holiday
falls on a payday, paychecks shall be distributed on the last possible
workday before the holiday.
[Added 4-17-85 by Ord. No. 3-85]
A.
[Amended 4-17-85 by Ord. No. 3-85] Full-time, hourly and salaried employees will receive
vacation with pay as follows:
B.
If an official holiday falls during an employee's vacation period,
an additional day of vacation will be granted in lieu of the holiday.
C.
Temporary and part-time employees are not eligible for paid vacation
benefits.
[Amended 4-17-85 by Ord. No. 3-85]
D.
Should two or more employees seek vacations at the same time, the
employee with seniority will be given first preference in assignment
of vacations.
[Amended 4-17-85 by Ord. No. 3-85]
E.
All vacations must be taken during the current year and may not be
accumulated.
F.
All vacations shall be scheduled through the department head and
submitted to the appropriate committee for approval no later than
March 31. 1985.
[Added 4-17-85 by Ord. No. 3-85]
[Amended 8-3-83 by Ord. No. 6-83]
A.
The rules which follow in this section and in § 23-12 apply to the payment of salaries during periods of illness or disability for regular full-time employees. Temporary or part-time employees are not entitled to compensation for such absences.
B.
Regular full-time employees, salaried or hourly, shall be-entitled
to the following periods of sick leave:
[Amended 4-17-85 by Ord. No. 3-85]
(1)
During the first year of employment, employees shall be entitled
to a maximum of five days sick leave per year.
[Amended 7-17-85 by Ord. No. 5-85]
(2)
Employees with one complete year of service to four years of service
shall be entitled to eight days of paid sick leave in any one year.
[Amended 7-17-85 by Ord. No. 5-85]
(3)
Employees with five or more completed years of service shall be entitled
to a maximum of 10 sick days in any one year, noncumulative.
(4)
After an employee has been absent from work due to illness for a
period of three consecutive workdays, the employee is to submit to
the department chairman medical evidence in support of the employee's
absence from work. In addition, the department head or the Finance
Chairman may require proof of illness of an employee on sick leave
at any other time when the circumstances appear reasonable. Failure
of the employee to submit such evidence could result in the sick leave
absence being disapproved and the absence charged to "absence without
pay." Nothing herein shall preclude the appropriate committee and
department head in an appropriate case from requesting an employee
to submit to a medical examination, at borough expense, by a physician
selected by the borough, for the purpose of establishing a degree
of incapacity of an employee or the employee's ability to resume the
duties of his position. Abuse of sick leave shall be cause for disciplinary
action.
C.
All absences due to illness or disability shall be reported immediately
by or for the employee to his supervisor.
D.
When a permanent full-time or part-time employee is injured or disabled
resulting from or arising out of his/her employment, the Council may
grant a leave of absence, with pay, for said employee, provided that
the borough physician or some other physician appointed by the Council
shall certify to such injury or disability. When a leave of absence
has been granted, the employee shall not be charged with any sick
leave time for time lost due to such particular injury or disability.
The borough shall pay the employee his or her regular salary, and
the employee shall remit to the borough any worker's compensation
benefit for salary compensation. An employee may not work at another
job while on sick leave. The borough reserves the right to recall
the employee to perform light duty if such duties are available.
[Amended 4-17-85 by Ord. No. 3-85]
E.
When a permanent, full-time or part-time employee is injured or disabled
not resulting from or arising out of his/her employment, the Council
may grant a leave of absence. When a leave of absence has been granted,
the employee shall be charged with any sick leave time for time lost
due to the injury or disability, if sick leave is available. The employee
may apply to the state for disability as a result of the borough's
disability insurance program.
[Amended 4-17-85 by Ord. No. 3-85]
F.
Maternity leave may be granted for a period of four months, provided
that written requests for such leave is made to the Borough Council
no later than the fourth month of pregnancy, so that the Council can
make appropriate arrangements. This leave may be extended for an additional
month with the approval of the Council. The employee shall be paid
for this time off in accordance with the sick leave benefits provided
an employee with the same number of years of service.
[Amended 6-6-84 by Ord. No. 8-84;4-17-85 by Ord. No. 3-85]
G.
Any employee who is injured in the performance of his duties shall
immediately report the accident to the department head who shall in
turn report such injury to the appropriate committee within 24 hours.
In addition, all accidents must be reported to the Police Department
where a record of such accidents shall be made and kept.
[Amended 8-3-83 by Ord. No. 6-83]
A.
A salaried or hourly employee injured in the performance of his duties
shall receive full salary payments during his absence in accordance
with the sick leave schedule for personal illness. When payment under
workmen's compensation is made to the employee, the borough shall
pay the employee the difference between the compensation payment and
his full pay during the period of his allowable sick leave in accordance
with the sick leave schedule.
B.
A leave of absence without pay may be requested by any employee of
the borough by submitting the reasons for the requested leave in writing
to his supervisor. Such requests will require the approval of the
Borough Council and will usually not exceed 45 days.
[Amended 4-17-85 by Ord. No. 3-85]
A.
Death of relative. In the event of a death in the employee's immediate
family, including parents, grandparents, spouse, children, brothers,
sisters, in-laws or the death of a relative who resides with the employee,
the committee chairman may grant the employee three days' leave of
absence with pay. Extension of leave beyond the three-day period will
require the approval of the committee chairman.
B.
Compulsory court duty. Absence due to compulsory court duty shall
mean absence from work required to perform compulsory jury duty or,
under subpoena, attend any hearing or trial, provided that the attendance
in court is not the result of employment other than with the borough
or the employee being plaintiff or defendant in the proceedings. The
employee shall receive compensation from the borough in an amount
that, when combined with jury pay, will equal his normal average straight-time
wage.
C.
Other. Time off, with pay, at the discretion of the Finance Committee,
may be granted to borough employees perform business that cannot be
transacted during normal time off.
A.
No part of the pay due an employee for work done shall be withheld
from his check except as approved by the chairman of the committee
employing that individual and only if it appears that the employee
was overpaid as a result of an abuse of absence, as required by law
or authorized in writing by the employee.
[Amended 4-17-85 by Ord. No. 3-85]
B.
Employees may not accept donations or other gratuities, contributions,
etc., that would in any sense put the employee under obligation to
the person or persons making the donations and violate the principle
that all citizens be treated alike.
C.
Any private employment by any employee in off-duty time should not
conflict with the borough's interest and should not be such as to
reduce the employee's ability adequately to perform his duty of employment
with the borough.
D.
Unless specific authorization is given by the committee chairman
for extra salary, fees or compensation, regular salary is the full
compensation for services rendered to the borough.
F.
A separate personal history file will be established and maintained
for each employee of the borough.
A.
All employees contribute toward a state plan which is entitled "Public
Employees' Retirement System." Under this new system, retirement,
death and disability benefits are among the most liberal in the United
States. On July 1. 1966, the Public Employees' Retirement System was
separated from social security, and both pensions may be collected
in full upon eligibility. In the event that an employee transfers
to other public employment in the State of New Jersey, he shall continue
membership in the Public Employees' Retirement System without interruption.
B.
Public Employees' Retirement System.
(1)
Membership. All permanent employees of the borough must become members
of the Public Employees' Retirement System within four months of permanent
employment.
(2)
Financing. Both the borough and each member contribute to the program.
The borough pays its share of social security taxes and contributes
toward the retirement benefits of the pension system. Each employee
pays his share of social security taxes as set by the government and
pays his retirement system contributions on a percentage basis depending
on the age of the employee at time of enrollment.
(3)
Employee representation. The Public Employees' Retirement System
is administered by a Board of Trustees composed of nine members; three
county and three municipal members, the State Treasurer and two members
appointed by the Governor.
(4)
Additional death benefit coverage. An employee is required to provide
additional protection for his beneficiaries by making a contribution
equal to 1% of his salary for one year. It may be continued after
that time voluntarily. This coverage provides a total of two and one-half
(2 1/2) times the annual salary in life insurance.
(5)
Service retirement. An employee has the right to retire upon reaching
60 years of age. The retirement allowance is one-sixtieth (1/60) of
the final average salary (the average salary earned during the last
five years of employment) for each year of service. Once an employee
has reached 60 years of age there is no minimum number of years of
service needed for retirement.
(6)
Early retirement. An employee may retire after 25 years of service.
The allowance will be one-sixtieth (1/60) of his final average salary
for each year of service minus one-half of one percent (1/2 of 1%)
for each month such employee is under age 60.
(7)
Delayed retirement. After an employee has 15 years of service he
may leave public employment with a delayed retirement allowance payable
when he reaches age 60. The retirement allowance will be one-sixtieth
(1/60) of the final average salary for each year of service.
(8)
Death after retirement. Every retired employee will be covered free
of charge by a paid-up life insurance policy equal to three-sixteenths
(3/16) of the salary he received in the last year of employment. If,
before retiring, the employee applied for the additional insurance
protection he will have an additional insurance policy equal to three-sixteenths
(3/16) of his salary upon retirement. Through coverage under social
security, retiring employees will have the added financial protection
of the survivorship benefits of the federal program. These benefits
vary from case to case. Answers to specific questions can be obtained
at the local social security office.
(9)
Ordinary disability retirement. If after 10 or more years of service
an employee becomes physically or mentally incapacitated for the performance
of duty due to cause other than accident in the performance of duty,
he may receive a retirement allowance as follows: under age 60: 40%
of final average salary but not more than 90% of benefit which would
have been received if service had continued to age 60.
(10)
Death before retirement (nonservice connected). If an employee
dies from causes other than due to an accident in employment, a benefit
is paid to his beneficiary in an amount equal to one and one-half
(1 1/2) times the salary he received in the last year of his
employment, plus a refund of his contributions with interest. With
the additional death benefit coverage, this amount would be an additional
one times the salary received in the last year of employment. In addition
to the various death benefits payable from the retirement system,
the employee's survivors can also receive payments from federal social
security.
(11)
Accidental disability retirement. If an employee becomes physically
or mentally incapacitated for the performance of duty as a result
of injuries received in the course of employment, he may receive a
retirement allowance equal to 2/3 of his salary at the time of the
accident, plus payments based upon his contributions to the retirement
system.
(12)
Death before retirement (service-connected). If an employee
dies as a result of an accident in the course of employment, and not
as a result of his willful negligence, a benefit is paid to his survivors.
Where there is a widow, she will receive an annual allowance of 1/2
of his final average salary so long as she remains a widow, plus a
refund of his contributions. Similar payments are made when only children,
under 18 years of age, survive the employees. If there is no widow
or child under 18 years of age, an amount equal to one and one-half
(1 1/2) of the final average salary is paid to a designated beneficiary
or to the employee's estate. Additional death benefits will be paid
if he has purchased the additional life insurance and also from social
security.
(13)
Withdrawals. If an employee terminates his employment, he will
be paid the amount of his aggregate contribution toward the Public
Employees' Retirement System plus interest with a minimum of five
years in the service, but he will not be paid his contributions toward
federal social security.
(14)
Borrowing. If an employee has three or more years of service,
he may borrow up to 50% of total contributions from the retirement
system. The interest rate is 4%. The loan may be no smaller than $50
and is to be repaid through payroll deductions. Application forms
for loans may be obtained on request from the Borough Clerk.
C.
Time of retirement. All employees must retire in accordance with
the provisions of the law of the State of New Jersey and of the United
States of America.
[Added 4-17-85 by Ord. No. 3-85]
D.
Retired employees may be eligible for borough health benefits in
accordance with their employment status. Any full-time employee who
has retired may continue to be enrolled in the borough health insurance
program for himself/herself only, and the borough will contribute
80% of such insurance until such time as that employee is eligible
for Medicare or unless the employee has the insurance benefit available
to him through some other source, including other employment or spouse's
employment. For a full-time employee who retires after 25 years of
service, the borough will contribute 100% of the cost of the insurance
for the retired employee.
[Added 4-17-85 by Ord. No. 3-85]
E.
Retired full-time employees. Retiring full-time employees employed
by the borough after September 1, 2001 may be eligible for continuation
of health insurance benefits provided to active full-time employees
at the time a full-time employee retires subject to the following
conditions and qualifications:
[Added 8-15-01 by Ord. No. 7-2001]
(1)
Retiring employees must elect continuation of existing health benefits,
in writing, not later than 30 days after the effective date of retirement
with "retirement" defined, for the purpose of all references thereto
within this section, as normal service retirement defined under the
Public Employees Retirement System or the New Jersey Police and Fireman
Retirement System; and
(2)
Accrual of 25 years of service to the Borough of Woodbury Heights;
and
(3)
Written certification of the employee that a group health insurance
program is not available to employee through a plan in which employees'
spouse is enrolled; and
(4)
Availability of continued eligibility for such retired employee within
the terms and provisions of a group health benefits plan contract
existing at the time of employees election.
F.
Benefits. The borough shall be responsible for payment of 100% of
the premium cost of such continued health benefits.
[Added 8-15-01 by Ord. No. 7-2001]
G.
Duration of benefit. Retired employees shall be eligible for continued
enrollment for a term from the effective date of their retirement
until the first date of eligibility for Medicare as such program is
now or hereafter defined within the "Social Security Act" and all
subsequent amendments thereto.
[Added 8-15-01 by Ord. No. 7-2001]
H.
Eligibility. Only qualified retired employees as above defined shall
be eligible for the benefits hereinabove described. Spouses and dependent
children of such retirees, to the extent of their eligibility under
the existing or subsequent group health benefits contracts maintained
by the borough at the time of an employee retirement shall also be
eligible upon payment of 100% of the premium cost for such benefits
by the retired employee with such payments by employee to be in a
form, manner and frequency as shall be solely determined by the borough.
[Added 8-15-01 by Ord. No. 7-2001]
All salaries and hourly rates shall be established by ordinance
each year.[1]
A.
In any calendar year in which bi-weekly payment of salaries shall
exceed 26 in number, such salaries payable bi-weekly shall be at a
sum equal to the current year annualized salary divided by the numerator
of 26 with the last and twenty-seventh (27th) bi-weekly payment to
be equal in sum to each of the prior 26 payments.
[Added 1-16-02 by Ord. No. 14-2001]
[Amended 4-17-85 by Ord. No. 3-85]
A.
The borough considers the purpose of disciplinary action to be corrective
and not punitive. Causes for discipline are as follows:
(1)
Neglect of duty.
(2)
Absence without leave.
(3)
Insubordination or serious breach of discipline.
(4)
Incompetency or inefficiency.
(5)
Intoxication on duty.
(6)
Chronic or excessive absenteeism and lateness.
(7)
Tampering with official documents and falsifying the same.
(8)
Negligently or willfully damaging borough property.
(9)
Conviction of a criminal act.
(10)
Disobedience of a rule or regulation of the borough.
(11)
Conduct unbecoming a public employee.
(12)
The use of or attempt to use one's authority or official influence
to control or modify political actions of any persons in public service.
A.
It is the policy of the Borough of Woodbury Heights that every employee
at all times be treated fairly, courteously and with respect. Conversely,
each employee is expected to accord the same treatment to his associates,
supervisors and to the public.
B.
Whenever an employee has a grievance, he should first present it
verbally to his supervisor. It is the responsibility of the supervisor
to arrange a mutually satisfactory settlement of the grievance as
quickly as possible if it can, and in his opinion should, be made
within the discretion permitted him. The supervisor must either conclude
a mutually satisfactory solution to the grievance within 48 hours
of the time when it was first presented to him or, failing in that,
must within that time advise the employee of his inability to do so.
C.
When an employee is informed by his supervisor that he is unable,
within the discretion permitted him, to arrange a mutually satisfactory
solution to the grievance, the employee must, if he wishes to present
the grievance to higher authority, do so in writing in the following
manner:
(1)
The employee will prepare the grievance in writing, in duplicate.
The grievance should be stated as completely and as clearly as possible,
in order to permit prompt handling. One copy of the grievance shall
be immediately placed in the hands of the Borough Clerk who will,
without delay, forward it to the Borough Council in order to advise
the Council of the filing of a grievance.
(2)
The other copy of the grievance shall be presented by the employee
to his immediate supervisor (to whom the grievance was made verbally).
The supervisor will report the facts and events which led up to its
presentation in writing, including in his written report any verbal
answer he may have previously given to the employee concerning this
grievance. Within 24 hours after receipt of the written grievance,
the supervisor must present it, with the information required from
him, to this superior.
D.
The superior will attempt to find a mutually satisfactory solution
to the grievance within one week or, failing in that, must forward
the complaint accompanied by his written report on the matter to the
Borough Council. The Council will then consider and formally act on
the complaint.
E.
Since it is intended that most, if not all, grievances can and should
be settled without the necessity of reference to the Council, no grievance
will be heard or considered by the Council which has not first passed
through the above-described steps.
F.
All papers and documents relating to a grievance and its disposition
will be placed in the employee's personal history file.
[Added 4-17-85 by Ord. No. 3-85]
In addition to retirement benefits as set forth, the borough
shall maintain a borough medical health insurance plan to be designated
by the Borough Council.
[Added 4-17-85 by Ord. No. 3-85]
A.
There shall be absolutely no drinking on the job under any circumstances.
B.
No borough-owned vehicle may leave the corporation municipality except
in the case of an emergency or on official business, and then only
with the approval of the appropriate supervisor or committee chairman.
C.
An annual evaluation or appraisal will be made of the work performance
of each employee in order to measure suitability for continued employment.
This evaluation will be made by the appropriate department head and
must be made available for review by the employee. It shall become
a permanent part of the employee's personal record.
D.
The borough reserves the right to require certain training or seminar
courses to aid the employee in the performance of his job. When so
required, the cost of such continued training or education will be
paid by the borough.
E.
If it is necessary to abolish any particular employment position
due to lack of work or funds, or for economy of government, a permanent
employee will be given a notice of layoff and informed of his reemployment
rights. Such laid-off employee shall be given preference should such
portion be reestablished. Layoffs will be on the basis of seniority
within the job classification. Any laid-off employee is eligible for
unemployment insurance.
F.
Unless there are unusual circumstances, all employees are required
to give at least two weeks' notice to the department head if resignation
is to be considered in good standing for considerations for future
employment. Resignations should state the reason for leaving and the
exact date that it will take effect. An employee absent from work
without notification to the borough for five consecutive working days
will be considered to have resigned from his/her employment and such
resignation will not be considered as in good standing.
[Added 6-21-95 by Ord. No. 9-95]
A.
No member of a family shall be in a position that provides supervision
over another member of the same family. This precludes the acceptance
of applications for employment from relatives for positions in the
same department where supervision conflicts exist or where through
promotion could exist. When, in the normal selection process, relatives
of borough employees are considered for appointment or promotion,
the selection shall be deferred to the Personnel Committee for final
action.
B.
No person who is a relative of any paid full-time or part-time employee
or of any elected official of the borough shall be considered for
employment by the borough where one of said relatives will be in a
supervisory position over the other.
[Amended 12-20-95 by Ord. No. 27-95]
C.
For the purposes of this section, a "relative" is a mother, father,
son, daughter, brother, sister, husband, wife, mother-in-law, father-in-law,
son-in-law, daughter-in-law, grandfather/grandmother, sister-in-law/
brother-in-law, grandchild(ren), or first cousin.
[Amended 12-20-95 by Ord. No. 27-95)
D.
This policy is not for the purpose of depriving any citizen of an
equal chance for employment with the borough, but is solely intended
to eliminate the potential for preferential treatment of the relatives
of governmental personnel.
E.
Vendor, Contractor and Service Provider. No vendor, contractor or
service provider shall be engaged, contracted, hired, employed or
appointed to provide the borough with any goods, products or services
where such vendor, contractor or service provider is a relative of
any paid full-time department supervisor or of any elected official
of the borough except in instances where the goods, products or services
are to be provided by contract after invitation of public bids in
accordance with the "Local Public Contracts Law" regardless of whether
such public bidding would be required in accordance with the provisions
of said statute.
[Added 12-20-95 by Ord. No. 27-95]
