Borough of Paramus, NJ
Bergen County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Borough Council of the Borough of Paramus 7-10-1975 by Ord. No. 75-20. Amendments noted where applicable.]
GENERAL REFERENCES
Drug and alcohol testing — See Ch. 32A.
Harassment policy — See Ch. 51.
Code of Ethics — See Ch. 37.
Salaries and compensation — See Ch. 121.
A. 
Borough employees shall conduct themselves in a manner which will reflect credit upon the municipal service.
B. 
The public shall at all times be treated with courtesy and respect and with complete impartiality in the performance of duties and rendering of municipal services without regard to race, religion, national origin or personal or family political affiliation.
C. 
Borough employees are also expected to:
(1) 
Set a good example in their observance of municipal, state and federal laws and generally accepted community standards of good behavior.
(2) 
Avoid circumstances which reasonably appear to create economic or other conflicts of interest.
(3) 
Comply fully with Chapter 37, Ethics, Code of.
D. 
Although all paid employees of the Borough shall be subject to any rules of official conduct established by these policies, rules and regulations, whether full-time, part-time, probationary, temporary or permanent, wherever provision is made for leaves, allowances, benefits or privileges, such leaves, allowances, benefits or privileges shall only apply to full-time or part-time permanent paid employees unless otherwise specified.
E. 
Full-time Borough employees shall not be hired or retained in any fashion as outside consultants or as independent contractors by the Borough of Paramus.
[Added 6-24-1997 by Ord. No. 97-25]
F. 
The Borough of Paramus maintains, to the extent possible, the right to add to, delete, modify, or change its personnel policies without notice. The policies herein do not create a contract of employment and may be modified or discontinued at any time.
[Added 5-10-2011 by Ord. No. 11-14]
As used in this chapter, the following terms shall have the meanings indicated:
FULL-TIME EMPLOYEE
An employee paid to work a standard workweek.
PART-TIME EMPLOYEE
A nonpermanent employee paid to work less than 35 hours per week in a standard workweek.
[Amended 5-15-2012 by Ord. No. 12-10]
PART-TIME PERMANENT EMPLOYEE
A permanent employee paid to work less than 35 hours per week in a standard workweek on a regular schedule.
[Amended 5-15-2012 by Ord. No. 12-10]
PERMANENT EMPLOYEE
An employee who has successfully completed a consecutive six-month probationary period and has thereby been granted permanent status.
PROBATIONARY EMPLOYEE
An employee who has been hired to become a full-time permanent employee, during the first six months of his employment.
TEMPORARY EMPLOYEE
An employee who has been hired to work for a brief period of time, normally less than six consecutive months. A temporary employee may be full-time, part-time, seasonal or intermittent.
A. 
It is the policy of the Borough to maintain a career merit system of employment in the municipal service designed to attract and retain professionally competent personnel well qualified to give efficient service to the public. Recruitment, selection and personnel assignment practices shall be designed to that end. The appointment, promotion and assignment of personnel shall be made on the basis of qualifications of education, training, prior experience and personal fitness and without regard to race, religion, sex, national origin or personal, family or political affiliation. It is the policy of the Borough to give reasonable preference in employment to residents of the Borough. Well-qualified residents of the Borough shall be employed first when available.
B. 
The Mayor and Council shall be responsible for the appointment of all personnel.
[Amended 6-24-1976 by Ord. No. 76-11]
C. 
It shall be the policy of the Borough, wherever possible and in the best interests of the Borough, to promote personnel from within the municipal service. This shall not preclude competition from candidates outside the municipal service when it is deemed to be in the best interest of the Borough.
D. 
In order to assist in the proper evaluation of personnel for promotion and for merit salary increases, service for performance ratings shall be made and entered in the service records of all employees on a regular periodic basis.
A. 
Each full-time employee is entitled to two weeks' vacation in the calendar year next succeeding his employment. Each permanent part-time employee shall be entitled to a proportionate vacation benefit. School crossing guards and special police shall receive a proportionate vacation based upon prior years' service.
[Amended 6-24-1976 by Ord. No. 76-11]
B. 
Employees hired after January 1 but before March 31 shall be entitled to one week's vacation in the year they were hired.
C. 
After five years, an employee shall be entitled to three weeks' vacation, which vacation shall commence in the calendar year following the fifth consecutive December 31 of employment.
D. 
After 15 years of employment and thereafter, an employee shall be entitled to four weeks' vacation.
[Added 6-24-1976 by Ord. No. 76-11]
E. 
Annual leave shall not be accumulated for use in subsequent years.
F. 
An annual leave schedule shall be prepared by each department head in compliance with the foregoing policies, with due consideration for the conduct of the divisional operations, the desires of the employees, seniority, performance ratings, dates of filing requests and similar factors.
G. 
An employee who is separated from service and who has used his allotted vacation time for such calendar year shall have the value of any unearned vacation time deducted from his notice of separation or severance pay in lieu thereof, except in the case of employees with at least 10 years' service.
A. 
The following days are hereby designated as official Borough holidays:
[Amended 6-24-1976 by Ord. No. 76-11; 11-23-1992 by Ord. No. 92-23]
New Year's Day
Martin Luther King, Jr., Day
Presidents' Day
Good Friday
Memorial Day
Independence Day
Labor Day
Election Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
One-half day on Christmas Eve
Christmas Day
One-half day on New Year's Eve
B. 
When a holiday falls on a Saturday or Sunday, it shall be observed on the following Monday.
C. 
Except for necessary emergency operations and shift operations of essential services, the foregoing holidays shall be days off with pay for all full-time and permanent part-time employees.
D. 
Employees working on official holidays and shift workers whose regularly assigned day off falls on an official holiday shall, in addition to their normal pay, receive compensatory time off or an equivalent amount equal to one day's pay.
A. 
Except as otherwise specified, Borough Hall offices shall be open to the public from 8:30 a.m. to 4:30 p.m. Monday through Friday and from 7:00 p.m. to 9:00 p.m. on Monday evenings.
B. 
Employees who work the Monday evening hours may leave at 4:00 p.m. daily. Those who are not required to be on duty Monday evenings shall work until 4:30 p.m. Monday through Thursday and until 4:00 p.m. Fridays. The department heads shall adjust the hours of employees who work on Monday nights to conform to the thirty-five-hour workweek.
[Amended 6-24-1976 by Ord. No. 76-11]
C. 
Certain employees who are Secretaries to boards and commissions must attend the meetings of these agencies and may be compensated for their extra hours.
D. 
Departmental supervisors are responsible for the operation of their respective departments, and specific hours cannot be determined for them.
E. 
Unless otherwise specifically provided herein, all clerical personnel shall work a thirty-five-hour week and all other personnel shall work a forty-hour week.
F. 
Specific hours of employment shall be subject to change by order of the Mayor and Council to provide necessary municipal services.
A. 
It is the policy of the Borough to avoid the necessity of overtime work wherever possible. Overtime shall only be worked in cases of emergency with prior approval of the Mayor and Council.
B. 
In general, occasional extra work in excess of established regular hours will be compensated by compensatory leave to be granted by the department head at a time as near mutually agreeable as possible and within two months of the time the extra work was performed, provided that the same is used within that calendar year. This shall not apply to heads of departments.
C. 
Should the work of the department not permit the allowance of compensating time off, the department head may recommend to the appointing authority that the employee be paid for such overtime work. Such overtime pay shall be on the basis of 1 1/2 times the employee's hourly rate of pay.
D. 
Extra time spent by employees in the discharge of duties which are a regular function of the employee's position, such as time spent at the tax window in the evening or attendance at Council meetings or at meetings of official boards, shall not be considered overtime.
E. 
For the purposes of this chapter, overtime for clerical personnel shall mean work performed over 35 hours in any week. For all other personnel, overtime shall mean work performed over 40 hours in any week.
A. 
Employees who are temporarily unable to work by reason of injury or illness shall nevertheless be entitled to receive compensation to the extent set forth hereinafter during the period of their disability.
B. 
Each permanent employee shall be allowed sick leave with full pay at the rate of 1 1/4 days per month of employment. All unused sick leave shall be accumulated. Each permanent part-time employee shall be entitled to a proportionate sick leave benefit.
[Amended 6-24-1976 by Ord. No. 76-11]
C. 
Sick leave used shall be charged against any accumulation. A record of each employee's accumulated allowance, usage and remaining unused sick leave shall be maintained in an office designated by the Mayor and Council.
D. 
As a condition of sick leave entitlement, the Mayor and Council may require a certificate from the attending physician evidencing the employee's incapacity for duty.
E. 
If an injury is suffered by an employee which is determined to be compensable under the worker's compensation laws of the State of New Jersey, the Borough shall pay the difference between the employee's full pay and the worker's compensation benefits received so long as the employee continues to receive temporary disability benefits. In such cases, no charge shall be made against the accumulation of sick leave allowances except for the severance pay provision under Subsection F hereof.
F. 
At the time of retirement as defined herein, provided that such retirement is in good standing, or in the event of death, an employee or his legal representative shall be entitled to receive severance pay in an amount equal to 1/2 his accumulated unused sick leave. For the purpose of this section, accumulated sick leave in worker's compensation cases shall have deducted from it the aggregate of the proportion of days which the Borough has paid during the period of temporary disability.
G. 
An unwarranted claim by an employee of sick leave privileges shall be grounds for disciplinary action against such employee.
H. 
No employee suffering a disability compensable under the worker's compensation laws of the State of New Jersey shall return to duty until his physician shall certify such employee's capacity for duty.
A. 
In cases of death in the immediate family of an employee, leave of absence with pay (not to exceed five working days) shall be granted from the day of death. The immediate family shall include parents, parents-in-law, spouse, children, brothers or sisters, grandparents, grandchildren, brothers-in-law or sisters-in-law and other persons residing in the employee's home other than as a tenant.
[Amended 5-14-1996 by Ord. No. 96-11]
B. 
Employees shall be entitled to one personal day off to be specified by mutual agreement between the employee and the department head.
C. 
Military leave without pay shall be granted to any employee entering extended active service in the armed forces.
D. 
In determining sick leave and annual leave allowances, employees shall receive credit for time spent in active military service upon his return to Borough service.
E. 
Leave of absence for active field training in a military reserve unit shall be granted during the period of such training with full pay.
F. 
Compulsory court attendance, including jury duty, shall be recognized as one of the normal responsibilities of citizenship for which public employees bear a special responsibility. Borough personnel, when called for such purposes during their regular duty hours, shall receive a leave of absence and shall be paid a sum equal to the difference between their regular salary and the sum received for such court attendance as a witness or juror, provided that the total amount received shall not exceed their regular salary.
G. 
Personnel of the Borough who are officers or delegates of organizations working in the field of municipal government or professional associations shall, with the prior approval of the Borough Council, be granted reasonable leaves of absence without loss of pay for attendance at regional, state or national conferences of such organizations or associations which do not conflict with the performance of their Borough duties.
H. 
Borough employees may request leaves of absence without pay for designated periods of time for personal or business reasons. Such requests must be submitted, in writing, by the employee and approved by the Mayor and Council based upon the recommendation of the department head.
I. 
If the leave of absence is determined by the Borough to be a hardship case and if the leave has a specific termination date, the employee may be permitted to continue at his own expense his coverage under the Borough's medical insurance. Any employee who is on a leave of absence with the privilege of continuing medical benefits at his own expense shall be dropped from the plan if he secures other employment during the leave.
J. 
Leaves of absence granted for personal reasons or for indefinite periods of time shall not include the privilege of continuing insurance benefits.
K. 
The governing body, in certain cases, may grant leaves of absence with pay, provided that said leave does not exceed one year, to members and officers of the Paramus Police Department and force who shall be injured, ill or disabled from any cause, provided that an examining physician appointed by said governing body shall certify to such injury, illness or disability, all in accordance and pursuant to the provisions of N.J.S.A. 40A:14-137. The aforementioned leave of absence shall only be granted by resolution of the Mayor and Council in such cases and on such terms and conditions as it deems appropriate.
[Added 7-12-1983 by Ord. No. 83-20]
A. 
All accidents occurring while an employee is on the job shall be reported as soon as possible to the department head, who shall in turn forthwith report the same to the Mayor and Council. All accidents shall be reported to the Borough's worker's compensation carrier within 48 hours.
B. 
Employees are entitled to the benefits of worker's compensation if injured on the job and provided that such injury is properly reported. Such benefits provide for both temporary and/or permanent disability compensation and payment of all medical expenses pursuant to the worker's compensation laws of the State of New Jersey.
C. 
Employees involved in a motor vehicle accident while driving on behalf of the Borough shall make such detailed report thereof as may be required by administrative directive.
D. 
Employees shall observe all work safety rules established for their respective departments.
[Amended 7-24-2014 by Ord. No. 14-18]
A. 
All permanent employees who have been employed by the Borough for at least one year are entitled to receive, in addition to any unused, accumulated vacation pay, the following notice of separation from the Borough or the equivalent severance pay in lieu thereof:
(1) 
Department heads: one month.
(2) 
All other employees: two weeks.
B. 
Employees are expected to give the Borough notice of intention to terminate employment comparable to the notice specified in Subsection A.
C. 
No employee discharged for misappropriation of public funds or property to his own use; using his office or public position for personal gain; deliberate insubordination; or conviction of any crime shall receive the aforesaid severance pay or notice of separation.
A. 
All Borough employees enrolled in qualified pension plans are subject to the requirements and provisions of the plans. All new permanent full-time and permanent part-time employees shall be enrolled in the New Jersey State Employees Retirement Pension Plan.
B. 
The employee's contribution to the plan shall be deducted from the salary paid to such full-time or permanent part-time employee and remitted to the state as prescribed by law.
C. 
The Borough contribution for such employees shall be determined by and subsequently remitted to the state in accordance with the provisions of the law.
D. 
Borough employees having completed the required number of years of service and having attained the specific age may apply for retirement as provided for by the plan.
E. 
Notwithstanding Subsection D, all Borough employees shall retire upon reaching the age of 70 years. However, an extension may be granted by resolution of the Mayor and Council. Such extensions may be granted for periods of one year each from the employee's anniversary date.
[Amended 12-27-1979 by Ord. No. 79-42]
F. 
Information regarding the retirement plan may be obtained from the office of the Mayor and Council.
[Amended 11-10-1987 by Ord. No. 87-41]
The grievance procedures established by the negotiated contracts, the Police Benevolent Association, the Paramus Supervisory Employee Association, the Paramus Employee's Association and the Teamsters shall be incorporated herein by reference and made a part of this chapter as the standard procedures to be used in the enforcement and implementation of this chapter for grievance procedures.
A. 
Disciplinary action may be taken against any employee for cause, including the violation of these or departmental rules and regulations in accordance with the provisions of this section.
B. 
Depending upon the seriousness of the breach of discipline, a variety of penalties may be imposed as disciplinary action, ranging from verbal reprimand to written memorandum of censure to transfer to suspension without pay to demotion in rank to dismissal from employment. Department heads may reprimand, censure, transfer within the department or suspend without pay for a period not exceeding two days or recommend more severe penalties to the Mayor and Council. Suspension without pay for a period exceeding two days, transfers between departments, demotion or dismissal may be imposed by the Mayor and Council.
C. 
The following acts, which shall not be deemed to exclude other acts not specifically set forth, shall be cause for disciplinary action:
(1) 
Neglect of duty or tardiness.
(2) 
Absence without leave or failure to report after authorized leave has expired or after such leave has been disapproved or revoked.
(3) 
Incompetency, inefficiency or incapacity due to mental or physical disability.
(4) 
Insubordination or serious breach of discipline.
(5) 
Intoxication while on duty.
(6) 
Violation of this chapter.
(7) 
Violation of departmental rules and regulations.
(8) 
Violation of Chapter 37, Ethics, Code of.
(9) 
Commission of a criminal act.
(10) 
Participation in political activity prohibited by § 99-15 of this chapter.
(11) 
Engaging in an illegal work stoppage.
(12) 
Conduct unbecoming a public employee.
D. 
All disciplinary actions shall be recorded in the employee's personnel history file.
E. 
All disciplinary actions shall be subject to the following procedures:
(1) 
The Council Commissioner responsible for the subject department, together with his Committee and the Borough Administrative Assistant as hearing officers, shall have the power and authority to hear all disciplinary matters and make recommendations to the Mayor and Council as to the appropriate discipline to be imposed.
(2) 
The Mayor and Council, after receiving said recommendation, shall impose an appropriate discipline.
A. 
It shall be the policy of the Borough to encourage Borough employees to exercise the rights and responsibilities of citizenship and to avoid those activities which conflict with their position as impartial public servants.
B. 
Nothing in this section shall be construed to prevent Borough employees from:
(1) 
Becoming or continuing to be members of any political party, club/or organization.
(2) 
Attending political meetings.
(3) 
Participation in local or state public referenda campaigns.
(4) 
Expressing their views on political matters outside of working hours and off Borough premises.
(5) 
Exercising their rights at the ballot box.
C. 
Borough employees, other than elected officials, are prohibited from participating in the following partisan political activities:
(1) 
Seeking or accepting partisan nomination for a municipal elective office without first obtaining a leave of absence.
(2) 
Managing a municipal political campaign.
(3) 
Using public office, position, property or supplies to aid, hinder or influence the election of any candidate for public office.
(4) 
Soliciting or receiving contributions for any partisan political purpose.
(5) 
Circulating petitions or publicly campaigning on behalf of any candidate or working at the polls in connection with any municipal primary or general election.
(6) 
Holding office of any kind in a political party.
The following procedure shall be followed with respect to necessary expenses for conventions, seminars and business or travel of officers and employees of the Borough while on Borough business or attending job improvement training:
A. 
No employee shall incur any expense on behalf of the Borough for conventions and business or travel expenses without first receiving the approval of the Mayor and Council.
B. 
The Council Chairman of the particular department shall approve all employee attendance at seminars.
Except as otherwise required by law, the governing body may abolish, increase, decrease, combine or modify the terms and compensation of any offices or positions of employment in the Borough.
[Added 6-23-1981 by Ord. No. 81-17]
Quarterly meetings shall occur on or about March 31, June 30, September 30 and December 15, 1981, between three duly chosen representatives each of both the Borough Hall employees and police civilian employees and the Borough's chief negotiator. The purpose of these meetings is to deal with ongoing problems which would concern the general well-being of the Borough employees.
A. 
Drug testing.
(1) 
Statement of policy. The Mayor and Council approves and adopts the following policy regarding alcohol, narcotic drugs and/or other controlled dangerous substances:
(a) 
No alcoholic beverages, narcotic drugs and/or other controlled dangerous substances shall be brought onto, consumed, distributed, dispensed or manufactured on any of the Borough property, including, but not limited to, municipal buildings, parks and recreational facilities, without prior express permission of the Mayor and Council.
(b) 
The consumption and/or use of alcoholic beverages, narcotic drugs or any other controlled dangerous substances by any employee of the Borough during either regular or overtime hours and lunch hours is strictly prohibited.
(c) 
No alcoholic beverages, narcotic drugs and/or other controlled dangerous substances shall be carried, transported or consumed within any Borough vehicle, truck or equipment.
(d) 
The operation and/or maintenance of any vehicles and/or equipment by any employee who may be under the influence of alcohol, narcotic drugs and/or other controlled dangerous substances to any degree whatsoever is expressly prohibited. This prohibition covers any employee who may report to work in an intoxicated fashion or is found to be under the influence of narcotic drugs and/or any other controlled dangerous substance. The operation and use of vehicles and equipment includes, but shall not be limited to, any automobiles, trucks of whatever size or character, snowplow and spreader equipment, chainsaws, power tools, lawn mowers, recycling equipment and any other equipment used and operated by the Department of Public Works or Parks Departments.
(2) 
Nature and type of drug testing to be instituted. The Borough of Paramus policy includes the following types of drug testing:
(a) 
This section shall apply to all applicants for any position in any Borough department as a condition for employment with the Borough of Paramus;
(b) 
Reasonable suspicion testing for current Borough of Paramus employees;
(c) 
Accident and unsafe practice testing of current Borough of Paramus employees; and
(d) 
Testing as part of or as a follow-up to counseling or rehabilitation of current Borough of Paramus employees.
(3) 
Scope. This section shall be effective immediately with respect to all applicants for employment by the Borough of Paramus and all current Borough of Paramus employees.
(4) 
Definitions. As used in this subsection, the following terms shall have the meanings indicated:
APPLICANT
Any individual given a conditional offer of employment by the Borough of Paramus.
ILLEGAL DRUGS
A controlled substance included in Schedule I or II, as defined by Section 802(6) of Title 21 of the United States Code, the possession of which is unlawful under Chapter 13 of that title. The term "illegal drugs" does not mean the use of a controlled substance pursuant to a valid prescription or other uses authorized by law. For the purposes of this section, illegal drugs shall include alcohol.
VERIFIED POSITIVE TEST RESULT
A test result that was positive on an initial FDA-approved immunoassay test, confirmed by a gas chromatography/mass spectrometry assay, (or other confirmatory tests approved by the Department of Health and Human Services), and reviewed and verified by the Medical Review Officer in accordance with this plan and the Mandatory Guidelines for Federal Workplace Drug Testing Programs.
(5) 
Application. Should the applicant fail the drug test, the offer of employment will be withdrawn immediately.
B. 
Medical examination.
(1) 
Nature and type of medical examinations to be instituted. The Borough of Paramus requires a medical examination after an offer of employment has been made to a job applicant and prior to the commencement of the employment duties of such applicant, where, as a condition of such offer of employment, the applicant must satisfactorily pass the medical examination.
(2) 
Scope. This section shall be effective immediately with respect to all applicants for employment by the Borough of Paramus in certain capacities wherein the job requires physical labor.
(3) 
Application.
(a) 
This section shall apply to all new hires in certain capacities wherein the job requires physical labor. Such jobs that require physical labor include, but are not limited to, the Borough Departments of Public Works, Shade Tree and Parks, Building and Traffic Maintenance, Mechanical Maintenance and Animal Control.
[Amended 8-30-2005 by Ord. No. 05-34]
(b) 
This section shall apply to current Borough employees if it is suspected that the employee may pose a direct threat to the health and safety of the employee or others.
(c) 
All information obtained regarding the medical condition or history of the applicant shall be collected and maintained on separate forms and in separate medical files. All information shall be treated as a confidential medical record, except that:
[1] 
Supervisors and managers may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations;
[2] 
First aid and safety personnel may be informed, when appropriate, if the disability might require emergency treatment; and
[3] 
Government officials investigating compliance with the Americans with Disabilities Act shall be provided relevant information on request.
(4) 
Definitions. As used in this subsection, the following terms shall have the meanings indicated:
APPLICANT
Any individual given a conditional offer of employment by the Borough of Paramus for a position that requires the performance of physical labor.
[Added 5-17-2007 by Ord. No. 07-18]
A. 
For purposes of this section, a "criminal history record background check" means a determination of whether a person has a criminal record by cross-referencing that person's name and fingerprints with those on file with the State Bureau of Identification in the Division of State Police and the Federal Bureau of Investigation.
B. 
The Borough requires that, as a condition of employment with the Borough, all prospective employees, including, but not limited to, permanent, provisional, temporary and/or seasonal employees, shall submit to being fingerprinted in accordance with applicable state and federal laws, rules and regulations, as a condition of employment with the Borough.
C. 
As a further condition of employment with the Borough, all prospective employees, including, but not limited to, permanent, provisional, temporary and/or seasonal employees, shall authorize the Borough, by its duly authorized representative, to exchange fingerprint data with and receive criminal history record information from the State Bureau of Identification in the Division of State Police and the Federal Bureau of Investigation.
D. 
In order to obtain criminal history record information pursuant to this section and N.J.S.A. 40:48-1.4, the Borough shall submit the fingerprint data for prospective employees to the State Bureau of Identification in the Division of State Police. The State Bureau shall receive all criminal history record information from the applicable state agencies, as well as the Federal Bureau of Investigation, and shall disseminate that information to the Borough.
E. 
The Borough shall conduct a criminal history record background check of a prospective employee only upon receipt of the written authorization and consent to the criminal history background check from the prospective employee. A form for the authorization and consent to said background check shall be provided to each prospective employee upon a conditional offer of employment. Failure to submit a fully signed and witnessed written authorization and consent form shall be grounds to rescind a conditional offer of employment.
F. 
The Borough shall bear the costs associated with conducting criminal history record background checks.
G. 
An individual shall be disqualified from serving as an employee of the Borough if that prospective employee's criminal history record background check reveals a record of conviction of any of the following crimes and/or offenses:
(1) 
In New Jersey, any crime or disorderly persons offense or petty disorderly persons offense:
(a) 
Involving danger to the person, including but not limited to those crimes, disorderly persons offenses and petty disorderly offenses set forth in N.J.S.A. 2C:11-1 et seq.; N.J.S.A. 2C:12-1 et seq.; N.J.S.A. 2C:13-1 et seq.; N.J.S.A. 2C:14-1 et seq.; and/or N.J.S.A. 2C:15-1 et seq.;
(b) 
Against the family, children or incompetents, including but not limited to those crimes and disorderly persons offenses set forth in N.J.S.A. 2C:24-1 et seq.;
(c) 
Involving arson, burglary or theft as set forth in N.J.S.A. 2C:17-1 et seq.; N.J.S.A. 2C:18-1 et seq.; and/or N.J.S.A. 2C:20-1 et seq.;
(d) 
Involving offenses against public administration, perjury and other falsification in official matters, obstructing governmental operations, misconduct in office and/or abuse of office as set forth in N.J.S.A. 2C:27-1 et seq.; N.J.S.A. 2C:28-1 et seq.; N.J.S.A. 2C:29-1 et seq.; or N.J.S.A. 2C:30-1 et seq.;
(e) 
Involving any controlled dangerous substance or controlled substance analog as set forth in Chapter 35 of Title 2C of the New Jersey Statutes; or
(f) 
Involving operation of a motor vehicle while intoxicated in violation of Chapter 4 of Title 39 of the New Jersey Statutes.
(2) 
In any other state or jurisdiction, conduct which if committed in New Jersey would constitute any of the crimes, disorderly persons offenses or petty disorderly persons offenses described herein.
H. 
All prospective employees, upon receiving a conditional offer of employment, shall submit their name, address, fingerprints and written consent to the Borough for the criminal history record background check to be performed. All conditional offers of employment shall be specifically subject to the prospective employee passing the criminal history record background check, along with any other requirements as provided by law and/or requested by the Borough.
I. 
Access to criminal history record background information of prospective employees obtained under this section for employment purposes is restricted to authorized personnel of the Borough on a need-to-know basis, as may be authorized by federal or state statute, rule or regulation, executive order, administrative code, this section and/or resolution regarding obtaining and dissemination of criminal history record background information. Said employees are the Borough Administrator, Borough Personnel Officer, Police Chief, Mayor, Borough Attorney and Borough Labor Counsel, and those other employees/officials of the Borough specifically designated in writing by the Mayor.
J. 
Criminal history record background information shall not be disseminated to persons or organizations not authorized to receive the records for authorized purposes. Use of this record shall be limited solely to the authorized purpose for which it was given and it shall not be disseminated to any unauthorized persons. Said records are not public records under the Open Public Records Act.
[Added 5-25-2010 by Ord. No. 10-6]
A. 
Purpose and goals. The purpose of this policy is to ensure that cellular telephones provided by the Borough of Paramus to its employees support Borough business functions to their fullest capacity. This policy advises employees and department heads of their responsibilities and provides guidance in managing distribution and usage.
B. 
Access to cellular phones. Cellular phone services are provided to all employees deemed to require cellular phones by the Mayor and Council based on demonstrated need and job function or to enhance Borough efficiency. This includes but is not limited to employees whose duties involve public safety issues, on-call duties, employees who during the normal course of employment perform their duties away from their assigned workspace, and employees who have demonstrated a need to be in contact with their office, supervisor or subordinates.
C. 
Use of cellular phones.
(1) 
Cellular telephone services, like other means of communication, are to be used to support Borough business only. Employees may use Borough-provided cellular telephones to communicate only when such communications are related to legitimate business activities and are within their job assignments or responsibilities. Employees will not use cellular telephones for personal business nor for illegal, disruptive, unethical or unprofessional activities, or for personal gain, or for any purpose that would jeopardize the legitimate interests of the Borough of Paramus.
(2) 
Cellular telephones should not be used while operating a motor vehicle. Employees must take every effort to insure the safe usage of cellular telephones.
D. 
Privacy and access.
(1) 
The Borough will routinely monitor an individual employee's cellular telephone statements.
(2) 
The Borough will take reasonable precautions to prevent possible misuse of cellular telephones.
(3) 
An employee is prohibited from accessing another user's cellular telephone without his or her permission.
(4) 
Cellular telephone statements or summaries are public documents, which in certain circumstances may be disclosed.
(5) 
Employees violating any provision of this policy may be subject to possible disciplinary action consistent with Borough policy.
E. 
Purchase and payment. Cellular telephones provided to employees will be purchased and owned by the Borough of Paramus. Unless specified otherwise in this policy, all costs associated with cellular telephone services will be charged to the Borough of Paramus. Such costs include, but are not limited to, purchase of equipment, service initiation, monthly fees, per-minute cost of calls in excess of the calling plan, roaming fees, maintenance and repair of equipment and programming, and replacement of lost or stolen equipment.
F. 
Acknowledgment. All employees of the Borough who are provided with a cell phone shall receive a copy of this policy and shall acknowledge that they have read and understand it.
[Added 5-10-2011 by Ord. No. 11-14]
A. 
Purpose. To inform departmental employees about a donated leave program which permits employees to donate leave to co-workers.
B. 
Donated leave program. The program will permit Borough employees to voluntarily donate a portion of their earned sick and/or vacation time to other Borough employees who have exhausted their own earned leave time and who are suffering from a catastrophic health condition or injury which necessitates the employee's prolonged absence from work.
C. 
Eligibility.
(1) 
Recipient: A Borough employee shall be eligible to receive donated sick and/or vacation leave from other Borough employees if the employee meets all of the following criteria:
(a) 
Must be suffering from a catastrophic health condition or injury which necessitates the employee's prolonged absence from work and for which the employee has no availability of paid leave.
(b) 
The employee must produce acceptable medical verification from a physician or other licensed health care provider to the Borough. The medical verification must indicate the nature, severity, and anticipated duration of the disability resulting from the serious health condition or injury involved.
(c) 
Must have completed at least one year of continuous Borough service.
(d) 
Must have exhausted all accrued paid leave time, including compensatory time off, sick leave, and vacation leave.
(e) 
Must receive at least five donated days from one or more leave donors to participate in the program.
(2) 
Donor: An employee to be eligible to donate leave to another employee must meet the following:
(a) 
May donate up to 10 days to any one recipient. Only whole days may be donated.
(b) 
Must have remaining to his/her credit following any donations at least 20 days of accrued sick leave, if donating sick leave or 12 days of accrued vacation, if donating vacation leave.
(c) 
Must not have solicited nor accepted anything of value for the donation.
D. 
Procedures.
(1) 
Any employee may request to participate in this program. He/she should contact the Borough Administrator at 201-265-2100, ext. 667. A supervisor may also initiate this process on behalf of the employee. Decisions regarding eligibility will be made on a case-by-case basis.
(2) 
Once a recipient is approved for this program, the Department will post on employee bulletin boards or other appropriate means, the name(s) of eligible employee(s) who will have exhausted all earned paid leave time by a designated date. The posting will be done only with the recipient's consent. If the employee is unable to consent, the employee's family may consent on behalf of the employee. The Borough Administrator will require medical documentation concerning the nature, severity, and anticipated duration of the medical emergency involved will not be discussed.
(3) 
A recipient may not participate in the program unless at least five days have been donated to the recipient.
(4) 
Eligible employees may donate within the prescribed limitation only whole days of either sick leave or vacation leave, but may not donate more than 10 days to any one recipient.
(5) 
The donor and the recipient will fill out the required forms. No one shall directly or indirectly intimidate, threaten or coerce, or attempt to intimidate or coerce any other employee for the purpose of interfering with any right which such employee may have with respect to contributing, receiving, or using paid leave under this program. The above shall include promising to confer or conferring any benefit (such as appointment, promotion, or compensation) or effecting or threatening to effect any reprisal (such as deprivation of appointment, promotion, or compensation). The donor shall sign an affidavit to this effect. Any employee who engages in the above prohibited conduct shall be subject to disciplinary action.
(6) 
The donor's leave time will be reduced by the number of days which are to be donated.
(7) 
The eligible recipient's leave time will be credited with the donated time indicating the donor. The recipient may receive days from more than one donor but may not use a total of more than 180 donated days. Records will be maintained showing donor's name, number and type of days donated.
(8) 
Donated leave shall be credited to the recipient when approved and shall not be returned to the donor under any circumstances.
(9) 
The recipient employee while using donated leave will continue to earn sick and/or vacation leave. If the sick leave is unused when the employee returns to work, all such earned time shall be retained by the recipient employee and credited to the employee's accrued sick leave time.
(10) 
Upon retirement, the leave recipient shall not be granted supplemental compensation on retirement for any unused sick days, which he/she received through the donated sick leave program.
(11) 
Once the sick and/or vacation leave has been donated, it may not be revoked by the donor.
(12) 
If a leave donor is not in the same department or autonomous agency as the leave recipient, appropriate arrangements shall be made between the affected appointing authorities to verify donor eligibility and adjust leave records. However, the posting requirement set forth in Subsection D(2) above is limited to the recipient's appointing authority.
(13) 
Donations may not be used on a retroactive basis.
(14) 
Employees may not use donated leave time to extend a leave beyond a period of one year, inclusive of the employee's own leave time.
E. 
If you have any questions concerning this program, please contact the Borough Administrator directly.
[Added 5-19-2015 by Ord. No. 15-16]
Any employee who has their license suspended for any reason from any state must self-report the suspension to the Borough of Paramus within one (1) week from the loss of driving privileges. Failure to self-report shall be a major disciplinary infraction and subject the employee to automatic termination.