[Last amended 6-18-2024 by Ord. No. 7915-24]
A. The confidential offices and employments and salaries herein, other
than those created by statute or ordinance, be and the same are hereby
created for the proper conduct of the affairs of the City, and the
amount(s) enumerated hereinafter be and they are fixed, granted and
ordered paid as regular annual salaries and wages to the confidential
officers and employees now or hereafter in the office or employment
enumerated unless and until otherwise amended, revised or supplemented
by and in accordance with law:
Title
|
Minimum
|
Maximum 2024
|
---|
Administrative Analyst
|
$74,000
|
$120,654.83
|
Assistant Municipal Attorney
|
$43,046
|
$87,761.86
|
Chief Emergency Medical Technician
|
$45,213
|
$77,943.77
|
Chief Financial Officer
|
$89,167
|
$157,847.19
|
Chief Municipal Court Judge
|
$85,000
|
$134,638.64
|
Chief Municipal Prosecutor
|
$60,000
|
$90,257.09
|
City Clerk
|
$58,203
|
$132,027
|
Registrar of Vital Statistics
|
$0
|
$3,616
|
City Engineer
|
$89,868
|
$149,533.35
|
ADA Compliance Officer
|
$1,000
|
$5,000
|
City Manager
|
$140,000
|
$249,000
|
Communications Manager
|
$100,000
|
$100,000
|
Comptroller
|
$90,000
|
$120,000
|
Confidential Secretary
|
$41,503
|
$71,767.15
|
Deputy City Clerk
|
$35,868.75
|
$84,385
|
Director of Health and Welfare
|
$0
|
$1
|
Director of Public Works
|
$79,943
|
$127,934.60
|
Economic Development Director
|
$33,765
|
$88,735.79
|
Fire Chief
|
$166,580
|
$246,000
|
First Assistant Municipal Attorney
|
$61,495
|
$152,119.99
|
Health Officer
|
$79,943
|
$149,637.35
|
Management Information Specialist
|
$25,748
|
$120,412.45
|
Municipal Attorney
|
$86,947
|
$170,925.70
|
Municipal Court Administrator
|
$47,762
|
$107,280.60
|
Municipal Court Judge (Second)a
|
$11,000
|
$20,528.70
|
Municipal Prosecutor (Second)b
|
$7,000
|
$13,064.65
|
Municipal Treasurer
|
$52,965
|
$123,000
|
Personnel Officer
|
$62,494
|
$137,968.65
|
EEO Officer
|
$0
|
$1
|
HRO Officer
|
$5,000
|
$5,000
|
Planning Director
|
$80,000
|
$128,238.77
|
Police Chief
|
$190,433
|
$260,009.36
|
Public Defender
|
$50,000
|
$68,290.63
|
Purchasing Agent
|
$51,839.17
|
$101,349.59
|
Tax Assessor
|
$90,000
|
$146,365.62
|
Tax Collector
|
$57,965
|
$134,333.96
|
Tax Search Officer
|
$0
|
$565
|
NOTES:
|
---|
a
|
Second Municipal Court Judge Salary is based upon $275 per court
session.
|
b
|
Second Municipal Prosecutor Salary is based upon $175 per court
session.
|
[Amended 7-21-2015 by Ord. No. 7228-15]
A. Annual
salaries shall be paid in equal semimonthly installments.
B. Direct deposit.
[Added 5-2-2017 by Ord.
No. 7375-17]
(1) All permanent employees and elected public officials who receive
compensation from the City of Clifton are mandated to have direct
deposit of their compensation as of July 1, 2017, in accordance with
Chapter 28, P.L. 2013, as defined under N.J.S.A. 52:14-15f(b) (including
paperless online pay stubs and W-2s).
(2) Seasonal and temporary employees who are employed by the City of
Clifton are exempt from the direct deposit mandate.
(3) Municipal employees may request, in writing, an exemption from the
direct deposit mandate to the City of Clifton's Personnel Director.
Such requests will be presented to the City Council within 30 days.
The City Council may grant such an exemption by resolution and only
for good cause.
[Amended 2-2-1993 by Ord. No. 5622-93; 2-4-2997 by Ord. No. 5865-97; 7-18-2000 by Ord. No. 6149-00; 5-1-2001 by Ord. No. 6194-01; 5-18-2004 by Ord. No. 6406-04; 12-31-2010 by Ord. No. 6916-10; 12-3-2013 by Ord. No. 7129-13; 3-3-2015 by Ord. No. 7206-15; 12-19-2017 by Ord. No. 7420-17; 4-17-2018 by Ord. No. 7443-18; 1-21-2020 by Ord. No. 7559-20]
A. Hospitalization and medical coverage. The City shall provide to all
employees covered hereunder and to their eligible dependents, except
as modified herein, the Blue Cross/Blue Shield medical and hospitalization
plans known as the Preferred Provider Option ("PPO") Plan, the Direct
Access ("DA") Plan and the Omnia Plan, which covered employees may
select from during period of open enrollment. Copies of all policies
affecting the employees covered by this agreement shall be on file
and available for inspection at the office of the City Clerk of the
City of Clifton.
B. Conditions. The following conditions shall apply to the hospitalization
and medical coverage provided by the City:
(1) Deductibles: The employer shall have the right to implement up to
a $200 deductible for individual subscribers and up to a $400 deductible
for family subscribers enrolled in the PPO and a $150 deductible for
individual subscribers and up to a $300 deductible for family subscribers
enrolled in the DA plan. Omnia Plan deductibles will be based upon
the Tier Assignment of the provider or facility. Tier 1 deductible
is $0; Tier 2 is a $1,500 deductible for individual subscribers and
a $3,000 deductible for family subscribers enrolled in the Omnia Plan.
(2) Physician co-pays: The PPO physician visit co-pay shall be $25 per
visit. The DA physician visit co-pay shall be $10 per visit. Omnia
Plan co-pays will be based upon the Tier Assignment of the provider.
The co-pay is $5 per visit for Tier 1 providers and $10 per visit
for Tier 2 providers. There is no co-pay for Tier 1 inpatient admissions
and a $150 co-pay for Tier 2 inpatient admissions, other than hospice.
(3) Prescription drug co-pays: The City will continue to provide, at
no cost to the employee, except as modified herein, a prescription
drug plan with no less coverage than the one presently in force, for
the term of this agreement. For the purpose of the City providing
prescription coverage to employees, the co-pay for each prescription
for nongeneric drugs shall be $25. There shall be no co-pay for generic
prescriptions.
(4) Employee contributions: All employees will pay a contribution to
health insurance premiums, including prescription and dental, based
upon pensionable base salary in accordance with the provisions of
P.L. 2010, c. 2 and P.L. 2011, c. 78 which are incorporated by reference as if set forth herein
at length.
(5) Dependent coverage: All health insurance coverage hereinabove in Subsection
A are hereby extended to cover, to the extent hereinafter more particularly set forth, all dependent members of the immediate families of all of the employees of the City of Clifton. Such insurance coverage shall be extended to cover, through the end of the calendar year during which each attains his or her 26th birthday, all of the dependent members of the immediate families of the City's employees who are full-time students at a recognized, certified, secondary school or institution of higher learning pursuing a prescribed course of study at any school or institution for which course credits are given or who are "disabled" within the meaning of that term as defined by applicable New Jersey State law.
C. Dental coverage. The City will continue to provide, at no cost to
the employee, except as modified herein, a group dental plan with
no less coverage than the one presently in force, including orthodontic
benefits, for the term of this agreement.
D. Life insurance. The City will provide a $20,000 life insurance policy
for all employees covered by this agreement up to the age of 70. For
employees age 70 and older, said insurance shall be in the amount
of $2,500, and a $1,000 policy shall be provided to all retired employees
for the first 10 years of retirement only.
E. Retiree coverage.
[Amended 2-7-2023 by Ord. No. 7793-23]
(1) Insurance coverage, as set forth in Subsections
A and
C herein, except as modified herein, shall be extended to cover employees who retire from the City of Clifton in accordance with the terms and conditions of the Public Employees Retirement System and N.J.S.A. 40A:10-23. Effective January 1, 2020, the PPO plan will no longer be available to retirees after they reach age 65, or the earliest Medicare eligibility age. After January 1, 2023, retirees who reach age 65, or the earliest Medicare eligibility age, that select Medicare primary with the Direct Access Plan or the Omnia Plan as secondary insurance shall receive 10 years of benefits from the date of retirement. Employees who reach age 65, or the earliest Medicare eligibility age, that select the Braven/HBCBS Medicare Advantage Plan, shall receive lifetime health benefits. Retiree coverage is subject to the terms and conditions set forth.
(2) For any such employee to be qualified for retirement benefits under this section, he or she shall have retired in compliance with the requirements of the Public Employees Retirement System and N.J.S.A. 40A:10-23. Retirees must also meet the eligibility requirements of applicable ordinances and applicable New Jersey Statutes, including, but not limited to, N.J.S.A. 40A:10-21.1, in order to qualify to receive health benefits in retirement. However, any retired employee otherwise qualified for such coverage in accordance with the terms of this paragraph shall not qualify while (a) he or she is employed on a regular basis, and (b) where such employment provides health insurance coverage not less than those specified in Subsections
A and
C herein.
(3) Any employee who has retired in accordance with the Public Employees Retirement System that is entitled to receive coverage beyond the age of 65 years under this section, will be entitled to receive coverage beyond the age of 65, with the provision that the City's health insurance plan shall be secondary insurance to Medicare Parts A and B for employees and their spouses beyond the age of 65. Any employee eligible for Medicare Part A or B shall enroll in same as outlined in Subsection
H below.
(4) Employees eligible for retirement in accordance with the Public Employees
Retirement System shall only be eligible for health insurance coverage
in retirement after reaching 10 years of employment with the City
of Clifton, in addition to meeting all other statutory requirements.
(5) Any employee qualifying for the above coverage who has reached the
age of 65 and elected to receive Direct Access or Omnia will be eligible
to continue to receive said insurance benefits by paying City the
annual premium for such insurance coverage after the expiration of
the ten-year period of retiree medical benefits outlined above. Said
benefits shall be secondary to Medicare Part A and B benefits.
(6) Retiree and member health benefit contributions shall be governed
by the terms and rates set by New Jersey Statutes including N.J.S.A.
40A:10-21.1 and N.J.S.A. 52:14-17.28, et seq., (P.L. 2011, Chapter
78) as may be amended or modified by any applicable judicial ruling
or legislation.
F. Temporary disability insurance.
All confidential employees shall be covered by a temporary disability
insurance plan provided by the City. Said plan shall require the City
and the employee to each pay 50% of the premium cost. Said plan requires
that, to be eligible, an employee must exhaust all accumulated sick
leave, plus all other requirements set forth by the plan. The obligated
premium cost to eligible confidential employees shall be no more than
the premium cost obligation would be under the New Jersey State Disability
Plan.
G. Changes in plans or carriers. The City may, at its option, change
the Horizon Blue Cross/Blue Shield Preferred Provider Option Plan
and/or carriers so long as the coverage provided is substantially
similar.
H. Medicare premiums. Confidential employees and their spouse, if applicable,
shall continue to be responsible for payment of the costs of their
Medicare premiums upon attaining Medicare eligibility, and shall be
required to enroll in both Medicare Part A and Medicare Part B and
to pay the full amount of the premiums for both. Upon such enrollment
in Medicare the City's medical plan will become secondary to Medicare.
Should an eligible employee or spouse fail to enroll in both Medicare
Part A and Medicare Part B, the employee's (or spouse's) medical plan
benefits through the City's medical plan shall be reduced by the amount
that Medicare would have paid had the member enrolled.
I. Health insurance opt-out. Confidential employees that receive the
City's health insurance coverage shall be eligible for an opt-out
bonus when they waive the City's health insurance coverage subject
to the following procedures and limitations:
(1) Employees who have other available health insurance, other than through
another City employee, will have the opportunity during the annual
open enrollment period in June of each year to elect to waive the
City's health insurance coverage effective on July 1 of that year.
(2) Any employee who waives health insurance coverage as provided for
above shall be entitled to an opt-out bonus of 25% of the net savings
to the City on account of the waiver, or $5,000, whichever is less.
The waiver terms are fully set forth in the City of Clifton Policy
for Waiver of Health Insurance Coverage Sharing of Premium Savings.
(3) This opt out bonus shall be paid in 24 equal semimonthly installments
annually.
(4) If the employee is terminated or leaves employment with the City for any reason after becoming entitled to the opt-out bonus, the employee's entitlement to continue receiving installments pursuant to Subsection
I(3) above shall cease upon the effective date of the employee's termination or last date of employment with the City. The employee's last installment of the opt-out bonus, therefore, shall be prorated based upon the employee's last date of employment with the City.
(5) To be eligible for the opt-out bonus, the employee must provide proof
of alternative health insurance coverage for the employee, and, if
applicable, for any eligible dependents.
(6) An employee who has waived the City's health insurance coverage during
the annual open enrollment period may opt back in upon 30 days' written
notice to the City. The written notice must set forth the changed
circumstances that now require the employee to receive health insurance
coverage through the City in accordance with the terms of the agreement.
The employee's entitlement to installments toward the opt-out bonus
shall cease upon the effective date that the employee's City-provided
health insurance coverage is reinstated. Any employee who opts back
in after receiving the opt-out bonus installments must reimburse the
City for the pro-rata share of the opt-out bonus to which the employee
is no longer entitled.
J. Optional life insurance. The City shall provide optional life insurance
coverage for all employees, except seasonal part-time employees. Said
life insurance coverage shall be provided, at the option of each employee,
with 75% of the cost of the same being paid by the respective employee.
Coverage under said life insurance protection shall be in accordance
with the schedule for coverage provided under the existing group life
insurance plan maintained by the City.
K. Changes in state law. In the event that during the term of this agreement
any state law is amended which would conflict with the provisions
of this article, the provisions of such statute shall control and
this agreement shall be considered amended to conform thereto.
[Amended 2-20-2024 by Ord. No. 7887-24]
A. Effective January 1, 2024, confidential officers and
employees shall receive, without loss of pay, two personal days annually,
which must be taken during the year in which it was earned. If not
so taken, such personal days shall be deemed to have been waived and
forfeited.
B. Personal days may not be utilized in connection with
vacation leave and must be requested, in writing, at least two days
in advance, except in cases of extreme urgency.
[Amended 2-2-1993 by Ord. No. 5622-93; 7-18-2000 by Ord. No. 6149-00]
A. Employees covered under this article will be entitled
to the following vacation benefits:
Salary Level
|
First Year
(working day per month)
|
2 to 5 Years
(days)
|
6 to 10 Years
(days)
|
11 to 15 Years
(days)
|
16 to 20 Years
(days)
|
21 to 25 Years
(days)
|
Over 25 Years
(days)
|
---|
Under $34,220
|
1
|
14
|
16
|
18
|
20
|
21
|
22
|
$34,221 to $37,643
|
1
|
14
|
19
|
19
|
20
|
21
|
22
|
$37,644 to $41,408
|
1
|
14
|
20
|
20
|
21
|
22
|
22
|
$41,409 to $45,550
|
1
|
14
|
20
|
21
|
22
|
22
|
22
|
Over $45,551
|
1
|
14
|
21
|
22
|
22
|
22
|
22
|
B. The number of vacation days for an employee working
less than five days per week or less than 35 hours per week shall
be apportioned based upon the number of days per week or hours per
week being worked.