Ventnor City, NJ
Atlantic County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Board of Commissioners of the City of Ventnor City 2-21-1978 by Ord. No. 7809. Amendments noted where applicable.]
GENERAL REFERENCES
Civil service — See Ch. 5.
Ethics — See Ch. 16.
Payroll procedures — See Ch. 35.
Salaries and compensation — See Ch. 45.
PERSONNEL POLICIES AND PROCEDURES MANUAL
A Personnel Policies and Procedures Manual was adopted on 5-1-2008 by Res. No. 50-2008 and amended 9-17-2009 by Ord. No. 2009-18. Copies of the manual, as adopted, and any subsequent amendments thereto are on file in the City offices.

§ 36-1 Aims of City.

In its personnel notices and practices, it is the aim of the City of Ventnor City to:
A. 
Seek and obtain for each position the best qualified person available, without regard to race, creed, color, national origin or political affiliation.
B. 
Provide employment opportunities for Ventnor City residents.
C. 
Provide all employees with proper supervision, instruction and working conditions so that they may render the best possible service.
D. 
Base promotion and job security on ability, performance, experience, character and job attitudes.
E. 
Make the best possible use of employee skills and abilities.
F. 
Expect each employee consistently to perform to the best of his ability, to be conscientious in his work, to conduct himself appropriately and to treat others with respect and courtesy.
G. 
Pay fair and adequate salaries or wages for each position and, in return, expect a consistently good job.
H. 
Impress on all employees that at all times they are serving the taxpayers of the community.
I. 
Promote in each employee a feeling of pride and job satisfaction in the service of the City of Ventnor City.

§ 36-2 Creation of new positions; filling of vacancies.

A. 
The Board of Commissioners must formally effect the creation of any new position and authorize the filling of it prior to any employment or engagement of any employee. In addition, there must be provided, in the current budget or otherwise, specific and adequate funds to compensate the appointee before the employee is engaged.
B. 
The Board of Commissioners must formally approve by resolution the filling of any vacancy of a permanent position not seasonal in nature.
C. 
Whenever a vacancy exists or a new position is created, anyone who so desires, including all City employees who believe they possess the necessary qualifications, may apply for the position. The City Clerk shall be responsible for posting notices of job opportunities on the City bulletin board and departmental bulletin boards, where they exist. Such applications should be by letter, addressed to the City Clerk and filed before the deadline specified by the Commissioner in charge. Due consideration shall be given by the department head or heads affected and by the Board of Commissioners of each requested transfer of an employee from one department to another, and said parties shall consider also the overall welfare of the City in considering and making employee transfers from one position to another. When applicable, this section shall be subject to the applicable civil service rules and regulations.
D. 
Application forms for employment as approved by the Board of Commissioners and the Division of Civil Service, when applicable, shall be obtained at the office of the City Clerk and should be completed by all persons applying for employment with the City of Ventnor City.
E. 
As soon as practical, after the final date specified for filing, all such applications received, including those from City employees, will be considered by the department head involved and the Commissioner in charge.
F. 
The Board of Commissioners, upon receipt of the recommendation received from the Commissioner in charge, may prefer to interview personally the applicants who appear to be qualified and most desirable for the position and will tentatively select the one to be appointed, subject to a satisfactory medical examination, which cost is to be borne by the applicant, and any further investigation as deemed necessary by the Board of Commissioners. Further, all applicants will be subject to a police check by the Ventnor City Police Department.
G. 
Prior to the medical examination, if required, the selected applicant will receive a copy of this personnel chapter for the City of Ventnor City. If, after a careful study of the policies, practices and rules set forth therein, he or she agrees to conform with them, he or she will sign the form of statement provided for that purpose and will proceed with the medical examination. Additionally, said applicant will be required to be fingerprinted and photographed to keep same on file with the City of Ventnor City. Any applicant who will not conform to the authorized personnel policies, practices and rules of the City of Ventnor City is hereby considered ineligible for employment and will be so notified.
H. 
All tentatively selected applicants will be advised by the City of Ventnor City that their appointment is being considered on the basis of the information contained in the application for employment and given in the personal interview. Any misstatements or pertinent information withheld will be considered as sufficient cause for immediate separation from the service of the City.
I. 
The City Clerk will then arrange to have the selected applicant examined by a physician designated by the City for a complete medical examination at the expense of the applicant.
J. 
If the medical examination is satisfactory, the entire file is to be referred to the Commissioner in charge for reference to the Board of Commissioners for final action.
K. 
Except when statutory requirements direct otherwise, all new employees shall serve a period of probation for six months.
L. 
The City Clerk will check all papers and records for completeness and set up a personal history file for each employee. Personal history files are confidential records and will be maintained in the office of the City Clerk in a locked file. The files will be in two groups: active, representing employees on the payroll, and closed, for employees no longer in the service of the City.
M. 
The foregoing requirements and practices are intended to cover permanent full-time employees. Such requirements and practices shall not interfere with or replace more stringent employment requirements hereafter established and are subject to existing state statutes, including civil service statutes and regulations.
N. 
It shall be declared policy of the City to appoint all employees without regard to political consideration, race, color or creed. For the purpose of this § 36-2N, "City employees" are defined to include full-time, probationary or seasonal personnel appointed by the Board of Commissioners and receiving an annual or hourly reimbursement by the City of Ventnor City for their services.

§ 36-3 Political activity restricted.

A. 
No City employee, whether full-time, probationary or seasonal and whether elected or appointed, shall engage in any political activities during working hours or on municipal property. Violation of this section shall be deemed sufficient cause for suspension or dismissal from the City service.
B. 
Nothing in this section, however, shall be construed to prevent City employees from becoming or continuing to be members of any political party, club or organization; attending political meetings; expressing their views in private or public on political matters, outside of working hours and off the City premises; or voting with complete freedom in any election.

§ 36-4 Acceptance of gifts.

Employees may not accept donations or other gratuities, contributions and the like that would in any sense put the employee under obligation to the person or persons making said donations and violate the principle that all citizens be treated equally.

§ 36-5 Tenure.

Offices, employment and positions which are held by any officer or employee protected by a tenure of office law shall remain in full force and effect, and nothing contained in this chapter shall affect the compensation, tenure or pension rights of any officer or employee employed under any protective tenure.

§ 36-6 Time and attendance records; regular work period; overtime.

A. 
Accurate time and attendance records shall be maintained on each employee by the person in charge of the department, office or unit who will certify to the accuracy of the report each pay period to the Finance Chairman and City Treasurer of the City. The pay period for all permanent full-time employees shall be biweekly.
B. 
The regularly scheduled work period for City employees is as follows:
(1) 
Administrative and clerical: 8:30 a.m. to 4:30 p.m., as the case may be, Monday through Friday.
[Amended 3-16-2017 by Ord. No. 2017-04]
(2) 
Police Department: as set by contract.
(3) 
Fire Department: as set by contract.
(4) 
Department of Public Works: 8:00 a.m. to 4:30 p.m., Monday through Friday, with a one-hour lunch period per day, except where otherwise specified by the department head.
C. 
Overtime.
[Amended 6-4-1979 by Ord. No. 7904; 6-2-1980 by Ord. No. 8010]
(1) 
It is the purpose of the Board of Commissioners to minimize all overtime and compensatory time for employees not otherwise covered by contractual terms regarding same. Therefore, said overtime and compensatory time shall not be permitted, except in circumstances hereinafter specified, which circumstances shall be approved by the Commissioner in charge of those individual departments who request said overtime.
(2) 
In the event that an emergency, as herein defined, occurs, the department head shall notify the Commissioner in charge of the department, the City Clerk and the Comptroller's office, in writing, within 48 hours of occurrence of the emergency. Said written notice shall also specify the nature of the emergency and the exact amount of overtime incurred and the names of those employees involved. Failure to submit such notification and information to the aforementioned person shall result in forfeiture of the rights to such overtime. "Emergency," as used herein, shall include any unusual conditions or circumstances or situations, including shortages in personnel or force caused by vacancy, sickness or injury or by taking of accrued vacation or sick leave, or both, or when the safety of the public is endangered or imperiled. In addition, emergencies shall include those circumstances where it is imperative that work be completed on or before a certain date and overtime becomes necessary to complete the same.
[Amended 1-16-1992 by Ord. No. 9203]
(3) 
All employees not covered by contract with the City who are required to work outside the normal duty hours shall become entitled to overtime when they have worked in excess of 40 hours in any one week. Overtime shall be paid on the basis of time and a half at the employee's hourly rate of pay, computed on the basis of a forty-hour week. The employee shall have the option of receiving a payment for his overtime or, in the alternative, have the right to ask for compensatory time. In the event that the employee determines to receive payment, then all overtime payments shall be paid on the last payday in November. For overtime accumulated between November 1 and December 31, payment shall be made the last payday in January of the year following said overtime. The maximum payment in dollar amounts that an employee under this section shall be entitled to receive will be the sum equal to but not exceeding the amount specified in the Public Work Department's current year employee contract.
[Amended 11-23-1993 by Ord. No. 9322]

§ 36-7 Grievance procedure.

A. 
It is the policy of the City of Ventnor City that every employee shall be always treated fairly. Conversely, each employee shall always accord the same treatment to his fellow municipal employees, associates, department heads and to the general public.
B. 
Whenever an employee has a grievance, he should first present it verbally to his superior or department head. In the event that said grievance cannot be solved by the department head or supervisor, the employee will present his grievance in writing and will immediately be referred up to the levels of authority necessary to solve the grievance, with the Board of Commissioners making the final decision regarding the grievance.
C. 
This section shall in no manner be construed to abrogate any of the rights that an employee may have under the civil service statutes and regulations which are intended in all respects to be preserved by this chapter.

§ 36-8 Absence from duty.

A. 
Recording absences. Absences from duty are classified as "illness," "vacation" or "other" and are to be so noted on the daily time reports. The reason for each absence listed on the daily time reports as "other" will be noted thereon, with a statement whether or not it is approved by the department head.
B. 
Notification of absence. Each employee must notify his or her department head of any absence from duty. If it is not possible to do so in advance of the working day, the report shall be made by telephone or otherwise prior to 9:00 a.m. of the day of the absence. If it is impossible to contact his department head, the employee shall so notify the City Clerk. It is the obligation of the department head on the day of receipt of the notification from the employee to contact the City Clerk by 9:30 a.m. of that same day and to advise the City Clerk of the absence of said employee and the reason for said absence.
C. 
Leave of absence. A leave of absence without pay shall be granted to an employee of the City of Ventnor when such leave of absence without pay benefits the City. A determination as to whether or not said leave of absence without pay will benefit the City shall be made by the department head and the Commissioner in charge after receipt from such individual of an application for said leave, which application shall be made 60 days before the contemplated leave. This policy shall be in accordance with the memorandum distributed on September 5, 1975, by the Board of Commissioners of the City of Ventnor City.
D. 
Annual vacation for nonuniformed employees.
(1) 
All permanent nonuniformed employees shall be granted the following annual leave for vacation purposes, with pay, in and for each calendar year, except as otherwise herein provided:
[Amended 12-4-1986 by Ord. No. 8616[1]]
(a) 
Up to one year of service: one working day's vacation for each month of service.
(b) 
After completion of one year and through the fourth year of service: 12 working days of vacation.
(c) 
After completion of the fourth year of service through the ninth year of service: 15 working days of vacation.
(d) 
After completion of the ninth year of service and through the 16th year of service: 18 working days of vacation.
(e) 
After completion of the 16th year of service and through the 20th year of service: 20 working days of vacation.
(f) 
After completion of 20 years of service: 25 working days of vacation.
(g) 
Other employees are entitled to vacation benefits pursuant to the civil service rules and regulations.
[1]
Editor's Note: This ordinance also provided that it shall be effective 1-1-1986.
(2) 
All nonuniformed employees shall be entitled to vacation benefits pursuant to the rules and regulations promulgated by the Division of Civil Service.
(3) 
All vacation time shall be scheduled as the needs of the City require, on the basis of seniority. Each and every full-time employee must take the authorized annual vacation, and compensation will not be allowed in place of vacation time unless otherwise authorized by the Board of Commissioners and earned.
(4) 
Employees must receive their supervisor's approval at least two weeks in advance of the first vacation day. Employees who do not use all of their vacation allowance for a given year may add their unused days to their allowance for the following year. However, if these days are not used in the second year, they will be forfeited. This policy is sometimes referred to as "use it or lose it." To clarify, to the extent that the vacation days which are carried over from the previous year are not used by December 31 of the next year, the same will be forfeited and lost. To the extent any nonunion employee has accumulated vacation time in excess of what would be accumulated during a two-year period at the time of the effective date of this subsection, the same may be kept and used at any time. The Chief Financial Officer of the City of Ventnor shall be responsible for developing and maintaining a roster for each and every nonunion employee detailing the amount of vacation time that has been accumulated by each employee as of the effective date of this subsection. No nonunion employee shall be paid an amount greater than the vacation time which would be accumulated over the last two years of their employment as terminal leave. To the extent any nonunion employee has accumulated vacation time greater than which is earned during their last two years of employment, such employee must use vacation time or not be paid for the same as part of any terminal leave package. Therefore, the maximum any nonunion employee may receive at retirement in terminal leave relative to vacation time is that which has been earned during the last two years of their employment. All other vacation time must be used or lost and will not be paid as part of any terminal leave package. This limitation on terminal leave payment of vacation time for nonunion employees shall not be applicable to any department head who has a contract in place prior to the effective date of this subsection which authorizes payment of terminal leave in excess of the amount set forth herein.
[Added 9-19-2017 by Ord. No. 2017-31]
E. 
Holidays.
(1) 
The official holidays for all City employees, except as designated by contract, shall be as follows:
New Year's Day
Martin Luther King's Birthday (third Monday of January)
[Added 5-2-1985 by Ord. No. 8509]
Lincoln's Birthday (February 12)
[Added 1-3-2002 by Ord. No. 2001-9]
President's Day (third Monday of February)
Good Friday
Memorial Day (last Monday in May)
July 4
Labor Day
Columbus Day
General Election Day
Veterans Day
Thanksgiving Day
Friday after Thanksgiving Day
Christmas Day
(2) 
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.
(3) 
In the event that an official holiday is observed during the 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. If an employee is required to work on a holiday, he shall receive compensatory time for said work period.
F. 
Sick leave.
(1) 
"Sick leave" is hereby defined to mean the absence from post of duty of an employee because of illness, accident, exposure to contagious disease, attendance upon a member of the employee's immediate family seriously ill and requiring the care or attendance of such employee or absence caused by death in the immediate family of such employee. A certificate of a reputable physician in attendance shall be required as sufficient proof of need of leave of absence of the employee or the need of the employee's attendance upon a member of the employee's immediate family. In case of death in the immediate family of an employee, any reasonable proof required by the department head shall be sufficient.
(2) 
Sick leave shall be granted to full- or part-time, provisional or permanent employees. With respect to said full-time, provisional or permanent employees, one working day of sick leave shall be granted for every month of service during the first calendar year of service and 15 working days every continuous calendar year thereafter. Specifically, where employees have left the City's employ and subsequently were reemployed, the date of reemployment is to be used as the employee's service date with the City for purposes of crediting sick leave. Other employees are entitled to sick leave pursuant to the civil service rules and regulations.
(3) 
The City Clerk will receive record cards for each employee, upon which there will be recorded the total sick leave for each employee. All absences will be maintained upon these cards, and all sick leave earned and consumed or used for each completed continuous service year will be recorded on this record and copies supplied to the Finance Chairman and City Treasurer-Comptroller.
(4) 
Yearly sick leave may be allowed to accumulate indefinitely to provide for medical conditions that require extensive leave of absence. The Chief Financial Officer of the City of Ventnor shall be responsible for developing and maintaining a roster for each and every nonunion employee detailing the amount of sick time that has been accumulated by each employee as of the effective date of this subsection. However, upon the end of employment with the City of Ventnor, any nonunion employee shall only be paid for the accumulation of sick time in the amount of one day for every three days earned with a maximum payment to any individual of no more than $15,000 as part of any terminal leave package. This subsection shall not apply to any nonunion employee who has a contract in place prior to the effective date of this subsection which allows for a greater payment of sick time as part of any terminal leave package. To the extent that any nonunion employee has a contract in place prior to the effective date of this subsection, and continues to be employed subsequent to the expiration date of said contract, then in that event, this subsection shall govern the terminal leave pay out for sick time and the contract shall not. This subsection shall take precedence concerning nonunion employees over any other personnel policy, past practice, or other writing.
[Amended 9-19-2017 by Ord. No. 2017-31]
(5) 
Nothing contained herein shall be considered in derogation of or restrictive of any statute now in effect limiting the period during which municipal employees may be compensated for leave on account of disability or illness, but these provisions are to be construed and administered in conjunction therewith.
G. 
Maternity leave.
[Amended 3-21-1983 by Ord. No. 8312]
(1) 
Maternity leave without pay shall be granted to an employee with a minimum of one year's service. Any employee desiring a maternity leave without pay shall first make written application to the Ventnor City Board of Commissioners at least 40 days in advance of the requested leave with such application to be submitted on the forms provided in the City Clerk's office.
(2) 
Under certain circumstances, an employee who has been granted such maternity leave without pay and whose employment records confirm that said employee has accumulated sick leave may be entitled to payment for absences totaling, but not exceeding the number of sick leave days accumulated by the employee. This would apply in the instance when the employee has submitted to the City Clerk's office a medical certificate, signed by the employee's attending physician, stating the length of time and the medical reason necessitating the employee's absence from her job. The employee shall then be entitled to receive payment by applying any days certified by her physician against the days earned by the employee through her accumulated sick leave.
(3) 
An employee who has been granted a maternity leave without pay and who wishes to apply her vacation days entitled, but not utilized in that fiscal year may receive payment for each vacation day owed.
(4) 
In no event shall maternity leave be granted for any period of time exceeding two months duration unless applied for and granted by special permission of the Ventnor City Board of Commissioners.
(5) 
The request for maternity leave form attached hereto and made a part hereof shall be that form required to be completed in order to be entitled to any of the items hereinbefore set forth.[2]
[2]
Editor's Note: Said form is on file in the City Clerk's office.
H. 
Jury duty. It is the public policy of this City to encourage City employees to perform all their duties and responsibilities of citizenship, and, accordingly, if any municipal employee is legally selected for jury duty, every effort shall be made to enable such employee to serve as a juror. To that end, the department heads of the City government shall use every reasonable endeavor to aid said employee in performing jury duty. Each employee shall be paid for time served as a juror in such amount as will compensate the employee for any loss sustained by the employee, being the difference between the amount of salary and the juror's compensation for the days required in service as a juror.
I. 
Bereavement. In the event of a death in the immediate family of an employee (spouse, child, parent, brother, sister, parent-in-law) or the death of a relative who resided with the employee at the time of death or the death of a relative with whom an employee lives, the City will grant up to a three-day leave of absence with pay to the employee.

§ 36-9 Separation.

A. 
Employees who resign will tender their resignation in writing to the City Clerk, if possible, at least two weeks prior to the effective date of the resignation in order to provide sufficient time for appointing and instructing a successor.
B. 
All employees will, when leaving the service of the City, complete and sign a termination receipt when receiving their final compensation. This receipt will be filed in the employee's personal history file as evidence of the satisfaction of all claims against the City.

§ 36-10 Training and promotions.

A. 
It is the policy of the City to encourage City employees to raise the level of their competence in the performance of their duties and responsibilities. Therefore, in-service training courses and conferences may be attended by any City employee, including the Mayor and members of the Board of Commissioners. Should any employee of the City, including the Mayor and members of the Board of Commissioners, desire to attend said courses or conferences for which they also desire reimbursement by the City for fees and costs, said employee shall, at least 15 days prior to the inception of said conference or course, submit a written request to the President of the Board of Commissioners setting forth the reasons for wishing to attend said course or conference and the estimated fees and costs for which reimbursement is requested. No reimbursement shall be authorized unless affirmatively approved by a majority of the entire Board of Commissioners.
B. 
It is the policy of the City that, whenever it is practical to do so, promotions shall be made from the ranks of the City staff of municipal employees, provided that there are qualified employees available capable of performing the required duties in a satisfactory manner. Employees are encouraged to file with their respective department heads a list of their skills and special training in order that the City may make the best possible use of all capabilities and potentialities of its personnel.
C. 
Subject to applicable Division of Civil Service rules and regulations, promotions from within the ranks will be based upon merit, character, qualifications and work habits, as determined by the Board of Commissioners and department head after the impartial review of all available facts.

§ 36-11 Disciplinary actions.

A. 
Whenever a supervisor or department head believes that an employee is not conforming to the letter or spirit of the City policies and rules or to specific instructions given to him or has acted improperly, the supervisor or department head should first privately discuss the matter with the employee concerned. The supervisor or department head should, if possible, then obtain assurance that there will not be a repetition of the incident. If the matter is not serious and the supervisor or department head is satisfied, the matter may then be dropped.
B. 
If the supervisor or department head, after duly conferring with the employee, believes that harsher action is warranted, said supervisor or department head may serve the employee with a written memorandum of censure, which shall be placed in the employee's personal history file. Alternatively, the supervisor or department head may request a conference between the employee and the Commissioner in charge. If, after conferring with the employee, the Commissioner in charge believes that the matter is not serious, the matter may be dropped. If the Commissioner in charge believes that some action is warranted, said Commissioner in charge may serve the employee with a letter of admonition, a copy of which shall be placed in the employee's personal history file.
C. 
Suspension, removal, transferal and demotion.
(1) 
No permanent employee of the City shall be suspended, removed, transferred or demoted from his office, employment or position or separated from the service of the City for political reasons or for any cause other than the following:
(a) 
Neglect of duty.
(b) 
Incompetency or inefficiency or incapacity due to mental or physical disability.
(c) 
Insubordination or serious breach of discipline.
(d) 
Drinking on duty or anytime in a working day, ("Drinking" shall mean ingestion of intoxicating or alcoholic beverages.)
[Amended 2-4-1988 by Ord. No. 8804]
(e) 
Commission of a criminal act.
(f) 
Disobedience of a rule or regulation of the City.
(g) 
Conduct unbecoming to a public employee.
(2) 
With respect to those employees with jurisdiction under the Division of Civil Service, said suspension, removal, transfer or demotion from office, employment or position shall be governed by the applicable sections of Title 11 of the Statutes of the State of New Jersey[1] and the rules and regulations promulgated thereunder. With respect to those employees not under the jurisdiction of the Division of Civil Service, said employee shall be served with a written complaint setting forth the charge or charges against him, with notice of a designated hearing thereon by the proper City authorities, which shall be not less than 15 nor more than 30 days from the date of service of the complaint.
[1]
Editor's Note: Said Title 11 was repealed by P.L. 1986, c. 112. See now Title 11A of the Statutes of the State of New Jersey.
(3) 
Notwithstanding the aforesaid, unless otherwise provided by law, any employee may be summarily suspended prior to said hearing, with or without pay, if it is deemed that the circumstances so warrant. If after the hearing it appears that said suspension was not proper, the Board of Commissioners may order reinstatement with back pay.

§ 36-12 Bonding.

A. 
Every officer or employee of the City who, by virtue of his office or position, is entrusted with the receipt, custody or expenditure of public moneys or funds and any other officer or employee who may be required so to do by the Board of Commissioners shall, before entering upon the duties of his office or position, execute and deliver a surety bond in an amount as may be fixed by the Board of Commissioners, binding him to the City 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 the bond with sufficient surety and deliver it to the Clerk, except that the Clerk shall deliver her bond to the Treasurer before she enters upon the discharge of her duties of the office or employment.
B. 
If any office or employee shall neglect to execute and deliver his bond as herein required within five days after due notification of his election or appointment, his office or position may be declared vacant.
C. 
In every case in which any person is required by the laws of the state or by any ordinance of the City to give a bond for the faithful performance of his duties, the bond shall be secured by a corporate surety authorized to do business in this state, and the premium therefor shall be paid by the City. Each bond shall be approved by the City 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.

§ 36-13 Code of Ethics. [1]

A. 
No elected or appointed official, officer or employee of the City shall engage in any business transactions or professional activity or have a financial or other private interest, either direct or indirect, which is in conflict with the proper discharge of his official duties, unless full disclosure is made as to interest, in writing, to the Mayor and Board of Commissioners.
B. 
Employment or investments affecting duties. No elected or appointed official, officer or employee of the City shall accept employment, engage in any business transaction or make any investment which will be detrimental to the City in the exercise of his official duties or which will interfere in any manner whatsoever with the discharge of his official duties.
C. 
In the event that any elected or appointed official, officer or employee has a direct or indirect financial interest in any proposed legislation, he shall publicly disclose on the official records of the City the nature and extent of his interest.
D. 
No elected or appointed official, officer or employee of the City shall improperly use his official position in order to obtain a personal discount or other benefit from any person whomsoever.
E. 
Any private employment by any employee in off-duty time should not conflict with the City's interest and should not be such as to reduce the employee's ability to adequately perform his duty of employment with the City. Employees who accept outside employment shall indicate the extent and nature of such paid employment to their respective department heads.
[1]
Editor's Note: See also Ch. 16, Ethics.

§ 36-14 Administration procedure; records.

A. 
Each full-time employee shall receive a copy of the Personnel Policies and Practices of the City of Ventnor City, as contained herein, which he will study and retain for future reference. After a careful study of the policies, practices and rules set forth therein and in this chapter, he is expected to sign the statement, signifying that he received a copy of this chapter and agreeing to conform with it, and return said statement to his department head to be placed in his personal history file.
B. 
All changes, additions or deletions will be made by means of amendments to this chapter, copies of which will be issued to each employee to be kept with his copy of the Personnel Policies and Practices of the City of Ventnor City. Each employee will sign a note acknowledging receipt of said change to be returned to the City Clerk for placement in the employee's personal history file.
C. 
Only the Mayor, members of the Board of Commissioners, City Clerk, department heads and the Division of Civil Service may have access to any or all of the personal history files. Any employee may, at reasonable times, in the office of the department head, examine his own personal history file. Nothing in the personal history file shall be permanently removed therefrom by any individual.