Classified employees who have acquired permanent employment status as provided in § 68-18 may be temporarily suspended from the Borough's employ by layoff or suspension or permanently separated by resignation or dismissal, as more particularly set forth in this article.
Whenever there is a lack of work or a lack of
funds requiring a reduction in the number of employees in a department
of the Borough government, the required reductions shall be made in
such job classification or classifications as the governing body may
designate in consultation with the department head. Employees shall
be laid off in the inverse order of their length of service. Within
each affected job class, all temporary employees shall be laid off
before probationary employees, and all probationary employees shall
be laid off before any permanent employee. Employees so affected shall
be given a minimum of two weeks' notice or two weeks' pay in lieu
thereof.
[1]
Editor's Note: Former § 68-53, Retirement, was repealed
3-28-2011 by Ord. No. 2011-7.
A permanent employee may be dismissed from the
service or demoted for cause. The causes sufficient for removal from
the employ of the Borough shall include 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 officers of the Police
Department who shall be absent from duty without just cause for a
term of five days continuously shall, at the expiration of such five
days, cease to be a member of the Police Department as provided by
N.J.S.A. 40A:14-122, as amended.
C.
Incompetency, 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.
H.
Disobedience of the established departmental rules
and regulations.
I.
Nonresidence.
J.
Conduct unbecoming of a public employee.
K.
Chronic or excessive absenteeism.
L.
Chronic or excessive lateness.
A.
The Business Administrator may, when in his opinion
the circumstances surrounding disciplinary charges pending against
a permanent employee are sufficiently serious, temporarily suspend
such employee until the next regularly scheduled meeting of the governing
body, at which time the governing body may either confirm the action
taken by the Business Administrator or overrule said action.
B.
When, in the judgment of the governing body, any employee's
work performance or conduct justifies disciplinary action short of
dismissal, the employee may be suspended without pay for a period
not exceeding 90 working days.
