Township of Toms River, NJ
Ocean County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Board of Health of the Township of Dover (now Toms River) 3-19-1979 by Ord. No. 2-79. Amendments noted where applicable.]
GENERAL REFERENCES
Employee regulations and benefits — See Ch. 104.
Board of Health officers and employees — See Ch. 551.

§ 555-1 Scope.

The provisions of this chapter as set forth hereafter are hereby established relative to working time and attendance on the job by employees of this Board of Health.

§ 555-2 Time and attendance records.

Accurate and complete time and attendance records will be maintained for each employee. The division head or the Board shall designate a person or persons to maintain and certify as to the accuracy of the time records.

§ 555-3 Hours.

All Board of Health employees will be at their assigned posts or points of duty at 8:30 a.m. each working day unless on vacation, ill, absent or on leave. The regular closing hour for the Board's offices is 4:30 p.m., and employees are expected to complete their assigned tours of duty unless excused by the division head or the Board. The regular hours of employment of all Board's employees shall be from 8:30 a.m. to 4:30 p.m. unless otherwise designated by the Board, its President or the division head in an emergency or required exception.

§ 555-4 Workweek.

Unless a certain position within the Division of Health is regularly assigned a greater number of hours per week, the normal number of hours of work for full-time Board of Health employees is 35, except for hourly employees. During an emergency, the Board, its President or the division head may vary the work hours as necessity dictates.

§ 555-5 Tardiness and unexplained absences; disciplinary action.

Being punctual and on time is of utmost importance; consequently, any lateness and the reason for it will be noted on the time records. Recurring or chronic tardiness or unexplained or unpermitted absences from post of duty shall be referred to the Board by the division head for appropriate action and will be the basis for disciplinary action, including suspension or termination against the offending employee.