[Adopted 11-26-1968 by Ord. No. 1968-15 (Sec. 1.44 of the 1995 Code)]
The rules and regulations for establishing a
general personnel policy shall be:
A.
Seek and obtain for each position to be filled the
highest type and best qualified person available.
B.
Provide for all employees the best possible direction,
leadership, supervision, guidance, instruction and working conditions.
C.
Base promotion and job security on ability, performance,
experience, character, integrity, attitude, interest and personality.
D.
Make the best possible use of employee skills and
abilities.
E.
First consider for promotion qualified personnel presently
employed by the Township of Cinnaminson whenever there is a new or
vacant position to be filled.
F.
Treat every employee with justice, respect, courtesy
and consideration.
G.
Expect and require every employee consistently to
do the best work of which he is capable, to be loyal and conscientious
at all times, to conduct himself in a proper manner, and to treat
all with whom he comes in contact with the same consideration and
courtesy that he could reasonably expect from them.
H.
Urge the self-betterment of every employee and encourage
him to study and seek all possible means of increasing his value,
both to his community and to himself.
I.
Pay fair and adequate salaries for each position,
in return for which a consistently good job shall be expected and
required from the employee.
J.
Impress on all employees that at all times they are
serving and responsible to the citizens and taxpayers of their community
and the general public.
K.
Inculcate and maintain in every employee of the Township
of Cinnaminson a feeling of pride in himself and his employer, as
well as job satisfaction because he serves, lives in and is an important
part of the finest community in the State of New Jersey.
[Amended 3-9-1971 by Ord. No. 1971-6; 9-18-1991 by Ord. No.
1991-23; 12-20-1995 by Ord. No. 1995-22; 12-16-1998 by Ord. No.
1998-14]
A.
The Township Committee must formally effect the creation
of any new position and authorize the filling of it, prior to any
employment or engagement of employee. In addition, there must be provided,
in the current budget or otherwise, specific and adequate funds to
compensate the appointee before he is engaged.
B.
The Township Committee must formally approve by resolution
or motion the filling of any vacancy which has existed for over six
months in any previously authorized or established full-time position
before any action is initiated to fill the same. In addition, there
must be provided in the proper current budget, or otherwise, specific
and adequate funds to compensate the employee before the employee
is engaged.
C.
Whenever a vacancy exists or a new position is created,
all Township employees who believe they possess the necessary qualifications
may apply for the position. Such applications should be by letter,
addressed to the Administrator and filed before the deadline specified.
Due consideration shall be given by department head or heads affected
and by Township Committee of each requested transfer of employee from
one department to another. The overall welfare of the Township shall
be considered when making employee transfers from one position to
another.
D.
The application for employment form, obtained at the
office of the Administrator, shall be completed by all persons applying
for position with the Township of Cinnaminson. Each and every applicant
for a position in Cinnaminson Township shall be in good health and
free of any infections or contagious disease and shall so certify
in his or her application.
E.
As soon as practical, after the final date specified
for filing, all completed applications for employment forms received
(including those from Township employees) will be considered by the
department head or director involved.
F.
The Township Committee, upon receipt of the recommendation
received from the director of the department involved, may prefer
to interview personally the applicants who appear to be best qualified
and most desirable for the position, and will tentatively select the
one to be appointed, subject to a satisfactory medical examination
and further investigation of references deemed necessary by the Township
Committee.
G.
Prior to the medical examination, the selected applicant
will receive a copy of "Personnel Policies and Practices of the Township
of Cinnaminson" and shall be informed of the civil service rules and
regulations. If, after a careful study of the policies, practices
and rules set forth therein, the applicant agrees to conform to them,
the applicant will sign the form of statement provided for that purpose,
and will proceed with the medical examination. Any applicant who will
not agree to conform to the authorized personnel policies, practices
and rules of the Township of Cinnaminson is thereby considered ineligible
for employment, and shall be so notified in writing.
H.
All tentatively selected applicants shall be advised
by the Administrator that their appointment is being considered on
the basis of information contained in the application for employment
form and at the time of employment shall be considered sufficient
cause for subsequent immediate separation from the service of the
Township upon the review and decision of the Township Committee.
I.
The Administrator shall arrange to have the selected
applicant referred to a physician designated by the Township for a
suitable medical examination at the expense of the Township.
J.
If the medical examination is satisfactory, the entire
file shall be referred to the department director in charge for reference
to the Township Committee for final action.
K.
Except when statutory requirements direct otherwise,
all new employees (or current employees transferred to new jobs) shall
be considered as being on trial or probation for a minimum period
of four months.
L.
The Administrator shall check all papers and records
for completeness and set up a personal history file for each and every
employee.
M.
By decision of the Township Committee, the Township
shall have the right to request any Township employee to take a physical
or mental examination at the Township's expense at any time it elects.
A declination by an employee to take said examination shall be sufficient
grounds for preparing charges under civil service rules and regulations
for discontinuance of employment after due consideration by the Township
Committee.
N.
The foregoing requirements and practices are intended
to cover permanent, full- or part-time employees and may be waived
where an emergency condition of employment prevails and the circumstances
require immediate employment. The emergency employment shall not exceed
30 calendar days.
O.
The Township Committee may by resolution authorize
a salary greater than the starting salary when the experience of the
employee warrants such salary greater than the starting salary, where
there exists a provision in the current budget which would provide
for such salary payment.
P.
After a four-month probationary period, employees
in the unclassified labor category are to be permanently appointed
by the Township Committee, pursuant to civil service rules and regulations.
After permanent full-time appointment, said employee may enroll in
any fringe benefit programs made available by the Township Committee.
Such employees must enroll in the New Jersey Public Employees Retirement
System.
Q.
After the completion of a four-month period, temporary
full-time employees in the classified category who have not taken
the civil service examination for their position may enroll in any
fringe benefit programs made available by the Township Committee.
However, such employees cannot enroll in the New Jersey Public Employees
Retirement System until certified by civil service and permanently
appointed by the Township Committee. The enrollment in any fringe
benefit program shall not be construed in any way as permanent appointment,
unless said employee is so permanently appointed by action of the
Township Committee pursuant to civil service rules and regulations.
R.
Except as otherwise provided by a collective negotiation
agreement, part-time employees working at least 34 hours per week
shall be entitled to the medical benefits received by the full-time
employees.
A.
It is the policy of the Township of Cinnaminson to
maintain a drug-free workplace. The Township shall establish an ongoing
drug-free awareness program to inform employees about:
(1)
The dangers of drug abuse in the workplace.
(2)
The Township's policy of maintaining a drug-free workplace.
(3)
Available drug counseling, rehabilitation and employee
assistance programs.
(4)
The penalties which may be imposed upon employees
for drug abuse violations which occur in the workplace.
B.
The Township Clerk shall notify by means of a written
statement to all employees of the Township:
(1)
That the unlawful manufacture, distribution, dispensing,
possession or use of a controlled dangerous substance is prohibited
in every workplace maintained by the municipality.
(2)
That the employee shall abide by the terms of the
statement as a condition of employment.
(3)
That the employee, as a condition of employment, shall
notify the Township Clerk of his or her conviction of any offense
involving controlled dangerous substances occurring in the workplace
no later than five calendar days following such conviction.
(4)
That failure to abide by the terms of the statement
shall result in personnel action, up to and including termination
of employment, consistent with the Federal Rehabilitation Act of 1973,
as amended, or a requirement that the employee participate satisfactorily
in a drug abuse assistance and/or rehabilitation program approved
by the Cinnaminson Township Board of Health or the Burlington County
Health Department as a condition of continued employment.
C.
Upon receipt by the Township Clerk of notice of an
employee's conviction of an offense involving controlled dangerous
substances occurring in the workplace:
(1)
The Township Clerk shall, within 10 calendar days,
notify in writing any federal agency providing grant money for a project
in which the convicted employee was working. The notice shall include
the employee's position, title and the identification number of each
affected grant. The notice shall be provided to every grant officer
or other designee on whose grant activity the convicted employee was
working unless the federal agency has designated a central point for
the receipt of such notices.
(2)
The Township shall, within 30 calendar days, either
take appropriate personnel action, up to and including termination
of employment, consistent with the requirements of the Federal Rehabilitation
Act of 1973, as amended, against the convicted employee or require
as a condition of continued employment that the convicted employee
participate satisfactorily in a drug abuse assistance or rehabilitation
program approved by the Cinnaminson Board of Health or the Burlington
County Health Department.
A.
Prohibited conduct. Pursuant to the guidelines set
forth by the Federal Equal Opportunity Commission (EEOC) at Title
29 Code of Federal Regulations, Section 1604 et seq., the following
conduct, on the part of the Township, its agents, servants and employees,
is hereby proscribed and declared to be in violation of this article:
(1)
To refuse to hire, promote or to otherwise adversely affect an individual based on sexual stereotype or preference. With regard to the Department of Public Safety, this provision shall not be read to conflict with the established departmental promotional policies which require due consideration be given to length, merit and seniority of service, personnel file review and input from the Lieutenants and Captains, subject to the provisions contained in Chapter 85 of the Township Code.
(2)
Discrimination against a Township employee regarding
the rate of pay, benefits or other incidents of employment.
(3)
The classification of jobs as male or female or the
maintenance of a separate progression or seniority lists based on
sex.
(4)
To advertise for employment with the Township in a
way that indicates preference, limitation, specification or discrimination
based on sex unless sex is a bona fide occupational qualification
for the particular job.
(5)
To make preemployment inquiries for Township employment
which address any limitation or specification as to sex.
(6)
To engage in sexual harassment, defined as:
(a)
Unwelcome sexual advances and/or other verbal
and physical conduct of a sexual nature when:
[1]
Submission to such conduct is made either explicitly
or implicitly a term or condition of an individual's employment;
[2]
Submission to or rejection of such conduct by
an individual is used as the basis for employment decisions affecting
such individual; or
[3]
Such conduct has the purpose and effect of unreasonably
interfering with an individual's work performance or creating an intimidating,
hostile or offensive working environment; or
(b)
Engaging in sexually based verbal or physical
activity of an unwanted, unwelcome or offensive nature; or
(c)
Denying employment opportunities or benefits
to a person because of another person's submission to the employee's
sexual advances.
B.
Reporting. All claims, instances and allegations of the type of conduct referenced above shall be reported either by the individual at whom the conduct is directed, or any other employee with personal knowledge of the conduct, to the employee's department head, who, in turn shall report the same to the Township Administrator. A complaint or grievance shall be signed by the aggrieved party and shall identify the person perpetrating the harassment and the specific conduct involved. With regard to the Department of Public Safety, the reporting of such conduct shall follow the Department's chain of command as set forth in Chapter 85 of the Township Code, and the Departmental Rules and Regulations, which are incorporated herein by reference as if set forth herein at length. There shall be no discharge, suspension or retaliation taken in response to an employee's good-faith reporting of such conduct as set forth herein.[1]
C.
Investigations; disciplinary action. In all such matters reported involving employees within the Department of Public Safety, that Department shall follow the internal investigation, hearing and disciplinary procedure as set forth in Chapter 85 of the Township Code, which is incorporated herein. With regard to all complaints from all other Township Departments and employees, the procedure set forth in § 80-11 herein is to be followed.
A.
Accurate and complete time and attendance records
shall be maintained by the Administrator of the Township of Cinnaminson.
B.
All Township employees shall be at their assigned
posts or point of duty each working day, unless on vacation, ill,
absent or on leave. The regular working hours for Township employees
shall be:
(2)
Police Department: 11:00 p.m. to 7:00 a.m., 7:00 a.m.
to 3:00 p.m. and 3:00 p.m. to 11:00 p.m.
(3)
Public Works Department: 7:00 a.m. to 4:00 p.m., unless
otherwise designated by the department head in an emergency or special
exception. Any temporary or permanent change in the above hours shall
be authorized in advance by the Township Committee.
C.
Being punctual and on time is of utmost importance.
Any lateness and the reason for it will be noted on the time report.
Recurring or chronic tardiness or unexplained absences from post of
duty shall be investigated and appropriate action shall be taken by
the department head. Tardiness and absences will be the basis for
disciplinary action against the offending employee, under civil service
rules and regulations.
D.
When a lunch period is authorized during a normal
work period, one-half hour is allowed for this purpose, with a specific
time assigned to each employee by the department head, in order that
duty stations will be covered as necessary during the lunch period.
Tardiness in returning from lunch is not permitted, unless specifically
authorized in advance by the department head, who shall notify the
Administrator, who in all cases is required to note all instances
of lateness on the time report, whether or not authorized.[2]
E.
Employees are expected to complete their assigned
tour of duty unless excused by the department head, in which case
a suitable notation will be made on the time report. Department heads
shall have the responsibility of varying or changing this in a particular
instance where necessity requires such change.
F.
The regular workweek or normal workweek for pay purposes
is considered to start Monday and end Sunday. The Police Department's
normal workweek consists of five working days, Monday through Sunday;
Administrative offices, Monday through Friday; Sanitation Division,
Monday through Saturday; Public Works Department, Monday through Friday.[3]
A.
Township Public Works employees.
(1)
Streets and Roads Division.
(a)
Full-time permanent employees shall be compensated
at time and one-half for authorized time worked over eight hours per
day and five days per week. Saturday work shall be compensated for
at time and one-half for hours in excess of 40 hours already accumulated
during the week. Work performed on a legal holiday shall be compensated
at double time calculated by paying the employee for the regular hours
worked plus pay for the holiday.
(b)
In the event a legal holiday falls on a Sunday,
Monday shall be considered the holiday, and the employee shall be
compensated as above.
(c)
In the event a legal holiday falls on a Saturday,
and the employee is not scheduled to work on Saturday, the employee
shall not receive holiday pay.
(2)
Sanitation Division. Full-time permanent employees
shall be paid straight time based on an eight-and-one-half-hour workday,
six days per week, Monday through Saturday, with no overtime pay.
(3)
Public Buildings and Grounds Division. Full-time permanent
employees shall be compensated at time and one-half for authorized
time worked over eight hours per day and five days per week. Saturday
work shall be compensated at time and one-half hours in excess of
40 hours already accumulated during the week. Work performed on a
legal holiday shall be compensated at double time calculated by paying
the employee for regular hours worked plus pay for the holiday.
[Added 3-9-1971 by Ord. No. 1971-6]
B.
Police Department. Each regular member of the police
force with the rank of Sergeant or patrolman assigned to detective
duty shall receive in addition to his regular compensation (but without
compensation for overtime duty or service) salary or compensation
at the rate of $500 per year. The following members of the police
force shall receive compensation for work or services over one hour
or more per day as overtime as the same rate per hour as such officer
is compensated for work or services during the basic forty-hour week,
with the exception of Municipal Court appearances, Police Sergeant
and police patrolman. Payment shall be computed in hourly increments
based on full hours worked, i.e., one hour and 40 minutes worked compensated
as one hour.
[Amended 3-9-1971 by Ord. No. 1971-6]
(1)
In the event of a call-out, the members of the police
force shall be compensated for a minimum of one hour for any portion
of an hour worked. Said salary compensation for overtime work or services
shall be made with the final pay of each calendar quarter.
(2)
There shall be 11 paid holidays for all full-time
personnel of the police force, with the exception of the Police Chief
and Police Lieutenant(s) who will receive a compensatory day off in
lieu of payment, if scheduled to work said holiday in his basic workweek.
(3)
Police radio dispatchers shall receive a compensatory
day off in lieu of payment, if scheduled to work a holiday in the
basic workweek. Two weeks prior to the first pay period in December
of each year the Police Chief shall certify in writing to the Township
Administrator a list of all members of the police force and the number
of paid holidays each member of the force is entitled to receive.
Holiday pay will be calculated at the straight time hourly rate and
shall be paid the first pay period of December each year.
C.
Administrative offices. Overtime over 40 hours per
week shall be compensated for by compensatory time off with the approval
of the Administrator and/or department head. Members of the administrative
offices shall not receive financial compensation for hours worked
beyond 40 hours per week.
D.
The following officers or employees of the Township
of Cinnaminson shall receive no additional compensation or salary
for work or services in excess of 40 hours during a regular workweek:
Township Administrator, Township Clerk, Police Chief, Police Lieutenant(s)
and Superintendent of Public Works.
[Added 3-9-1971 by Ord. No. 1971-6;
amended 2-4-2009 by Ord. No. 2009-3; 2-23-2015 by Ord. No. 2015-1]
A.
It is the policy of the Township of Cinnaminson that
every employee shall always be treated fairly, courteously and with
respect. Conversely, each employee shall always accord the same treatment
to his fellow municipal employees, associates, department heads and
to the general public.
B.
It is of the utmost importance that every employee
of this municipality shall always conduct himself or herself in a
proper manner and in such a way as not to reflect unfavorably upon
the employee or the municipality-employer. This provision pertains
to off-duty times and hours as well as to times and hours of employment.
Each employee shall be diligent in obeying all state and federal laws,
and rules, regulations and ordinances of Cinnaminson Township and
encourage others to do likewise. Each employee shall be careful that
his or her behavior, actions, language, dress or conduct do not reflect
to the detriment of the employee or his or her employer, the Township
of Cinnaminson.
C.
Whenever an employee has a grievance, he shall first
present it verbally to his department head or supervisor. It is the
responsibility of the department head to arrange a mutually satisfactory
settlement of the grievance as quickly as possible. The supervisor
must either conclude a mutually satisfactory resolution to the grievance
within 48 hours of the time it was first presented to him, or, failing
that, must within that time advise the employee of his inability to
do so.
D.
When an employee is informed by his supervisor that
he is unable, within the discretion permitted him, to arrange a mutually
satisfactory solution to the grievance, the employee must, if he wishes
to present the grievance to higher authority, present the grievance
to the director of the department in writing in the manner set forth
below.
E.
The employee will prepare the grievance in writing,
in duplicate. The grievance should be stated as completely and as
clearly as possible, in order to permit prompt processing, and shall
be signed by the employee. The Administrator shall assist the employee
in preparing the grievance statement when requested by the employee.
One copy of the grievance shall be immediately placed in the hands
of the Administrator, who will, without delay, forward it to the Township
Committee in order to advise the Township Committee of the filing
of the grievance.
F.
The other copy of the grievance shall be presented
by the employee to his immediate department head (to whom the grievance
was verbally made). The department head shall report the facts and
events which led up to its presentation in writing, including in his
written report any verbal answer he may have previously given the
employee concerning this grievance. Within 24 hours after receipt
of the written grievance, the department head must present it, with
the information required from him, to the director of the department,
via the Administrator.
G.
The department director will attempt to find a mutually
satisfactory solution to the grievances within 48 hours, or, failing
that, must forward the complaint accompanied by his written report
on the matter to the Township Committee. The Committee will then consider
and formally act on the complaint.
H.
Since it is intended that most, if not all, grievances
can and should be settled without the necessity of reference to the
Township Committee, no grievance will be heard or considered by the
Township Committee which has not passed through the above-described
preliminary steps.
I.
All papers and documents relating to a grievance and
its disposition will be placed in the employee's personal history
file.
A.
Absences from duty are classified as "illness," "vacation"
or "other" and are to be so noted on the daily time reports. An authorized
leave of absence will be reported as "illness" or "other," depending
on its nature, pursuant to civil service rules and regulations.
B.
Each employee must notify his or her department head
of any absence from duty. If it is not possible to do so the day prior
to the working day, with the Police Department requiring eight hours'
notice, the report shall be made by telephone or otherwise, as early
as possible on the day the employee is absent. If impossible to contact
his department head, the employee shall so notify the Administrator.
C.
In the event of a death in the immediate family of
an employee, or the death of a relative who resides with the employee,
or the death of a relative with whom an employee lives, the Township
will grant a three-day leave of absence with pay to the employee.
For the purpose of these rules, "member of the immediate family" is
interpreted as meaning father, mother, husband, wife, child, sister
or brother. A one-day leave of absence may be allowed to attend the
funeral of a near relative.
D.
A leave of absence for more than three consecutive
working days without pay may be requested to his department head by
any employee by submitting in writing the reason or reasons why the
request should be granted, the date when he desires the leave to begin
and the probable date of his return to duty. The department head shall
append his recommendation and forward the request to the department
director who shall render a decision. A request for leave of absence
in excess of two calendar weeks may be requested. Each case processed
and considered in the above manner, except that it must be additionally
approved by the Township Committee on its merits, and without establishing
a precedent. In local government services the appointing authority
may grant leave for a period not exceeding six months and may extend
such leave for an additional period not exceeding six months. Further
leaves in such cases may be granted only with the approval of the
Township Committee.
E.
The reason for each absence listed on the time report
as "other" will be noted thereon, with a statement whether or not
it is approved by the department head.
F.
Subject to any legal requirements or limitation, effective
with the passage of this article annual vacations with pay are authorized
on the following basis:
(1)
All vacations will be chosen on the basis of position
and then seniority.
(2)
All vacation time must be used in current year. One
working day's vacation for each month of service from the date of
regular appointment up to and including December 31 next following
such date of appointment; 12 working days vacation per year in each
succeeding calendar year up to and including the ninth year of consecutive
service. Upon completion of the 10th year of consecutive service and
thereafter, employee shall receive three weeks (15 working days) of
vacation. Upon completion of the 20th year of consecutive service
and thereafter, employee shall receive four weeks (20 working days)
of vacation. The total years of service after permanent appointment
of each such employee in the classified civil service shall be considered
in determining annual vacation leave provided under this schedule.
(3)
Unless specifically authorized by the Committeeman
in charge, in advance, extra compensation will not be allowed in lieu
of unused vacation. Each and every employee without exception must
take the authorized annual vacation period for health, rest, relaxation
and pleasure.
(4)
The time for all vacations is subject to the approval
of the department beads and of necessity, depending upon the work
of the Township permitting such vacation leave.
G.
In all cases of reported illness or disability, the
Township reserves the right to have a physician designated by the
Township to examine and report on the condition of the patient-employee
to the Township Committee.
H.
When the absence on account of illness or disability
does not exceed one day, normally the employee's statement of the
cause will be accepted without a supporting statement from his attending
physician. When the absence on account of illness or disability exceeds
one day, the Township reserves the right to require the employee to
be examined by a physician designated by the Township and to have
the employee certified as fit for duty before the employee returns
to work.
I.
During protracted periods of illness or disability,
the Township may require interim reporting on the condition of the
patient at weekly or biweekly periods, from the attending physician
and/or a physician designated by the Township, and shall require a
certification from the attending physician that the employee is fit
for duty before the employee returns to work. When under medical care,
employees are expected to conform to the instructions of the attending
physician if they wish to qualify for salary payment during such period
of illness or disability.
J.
The following regulations shall apply to sick leaves
of all full-time municipal employees:
(1)
One working day's sick leave with pay for each month
of service from the date of regular appointment up to and including
December 31 next following such date of appointment, and 15 days'
sick leave with pay in each calendar year thereafter. If any such
employee requires none or a portion only of such allowable sick leave
for any calendar year, the amount of such leave not taken shall accumulate
to his credit from year to year and he shall be entitled to such accumulated
sick leave with pay if and when needed. "Sick leave" for purposes
herein is defined to mean absence from duty of an employee because
of personal illness by reason of which such employee is unable to
perform the usual duties of his position, exposure to contagious disease,
a short period of emergency attendance upon a member of his immediate
family critically ill and requiring the presence of such employee,
or death in the immediate or near family. The term "short period"
used in that clause permitting an employee to attend a critically
ill member of his family or relating to death in the immediate family
is defined to mean not more than a four-day period.
[Amended 2-10-1970 by Ord. No. 1970-4]
(2)
Employees who have exhausted all of their sick leave
will not receive any further sick leave or compensation in lieu thereof
until same has been accumulated and earned by the employees by subsequent
employment.
(3)
Where employees have left the Township's employ and
subsequently where reemployed, the last date of reemployment is to
be used as the employee's service date with the Township.
K.
Sick leave cannot be allowed for ordinary dental care,
nor for the services of an oculist for normal eye care, as such professional
services are readily available outside of work hours.
L.
An employee who is certified as absent on account
of a disability or accident caused in the usual course of his employment
and directly in line of duty shall not have such absence charged against
his sick leave, provided that such employee works more than 1/2 his
working day. All other provisions regarding absence on account of
sickness or disability apply to employees suffering job disability
or accident.
M.
Any employee on sick leave, and receiving his normal
compensation who, in addition, qualifies for payments under workmen's
compensation weekly benefits shall, during the period he is receiving
such weekly benefits, be entitled only to that portion of his regular
salary which, with the workmen's compensation payments, equals his
normal salary.
N.
Nothing contained herein shall be considered to be
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 of illness, but these provisions
are to be construed and administered in conjunction therewith.
O.
No employee, while on sick leave, or leave of absence
without pay, shall be elsewhere or otherwise employed or engaged in
any outside work or employment whatsoever.
A.
Separation from the service of the Township may result
from voluntary resignation of the employee or by the termination of
his services by the Township Committee.
B.
The resignation of an employee received by the department
head will be attached to his personal history file and will be reviewed
by the department head prior to the effective date of the employee's
separation.
C.
Employees who resign shall tender their resignations
in writing, if possible, at least two weeks prior to the requested
effective date of the resignation, in order to provide sufficient
time for appointing and breaking in the successor.
D.
If an employee resigns, the department head shall
interview him, to determine, if possible, whether there is a reason,
other than that stated, for the employee leaving the service of the
Township. All unusual resignations, supported by all pertinent data
available, shall be referred to the department director before the
effective date of the resignation.
E.
Termination of a full-time employee's services for
cause can only be accomplished after such recommendation in writing
has been referred to, reviewed and approved by the Township Committee,
and in the case of termination or disciplinary action beyond suspension
of the time authorized under civil service rules and regulations,
the proper civil service forms shall be filed as prescribed in the
civil service rules and regulations, and the employee upon whom such
charges are brought is entitled to a hearing before the Civil Service
Commission pursuant to the rules and regulations pertaining thereto.
F.
All employees shall, upon leaving the services of
the Township, complete and sign the 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 Township.
A.
Whenever it is practical to do so, promotions will
be made from within the ranks of the Township staff of municipal employees,
provided that there are qualified employees available capable of performing
the required duties in a satisfactory manner.
B.
Transfers from one position or department to another
will usually be made when it would be advantageous to the Township
and/or the employee to make such transfer.
C.
Employees are requested to file with their respective
department heads a list of their skills and special training in order
that the Township may make the best possible use of all of the capabilities
and potentialities of its personnel.
D.
The value of each employee, both to the Township and
himself, will be greatly increased by self-improvement, through on-the-job
training as well as by outside study and instruction. It is the policy
of the Township to encourage the self-improvement of every employee,
in order that he may qualify for a better position if and when one
is available.
E.
Department heads will be responsible for on-the-job
instructions, as well as for providing guidance for all employees
under their leadership and supervision.
F.
Promotions from within the ranks will be based on
merit, character, qualifications and work habits, as determined by
an impartial review of all available facts.
G.
Recommendations for promotions or transfers will be
processed by the department head through the department director in
charge, before transmittal to the Township Committee for consideration
and action.
H.
Employees may request transfer to another position
or department without prejudice or loss of any seniority rights. Such
requests will be considered on their merits, and any action taken
will be without establishing a precedent in any case.
I.
When an employee requests a transfer from one position
or department to another, such proposed transfer and request shall
be first referred to the department head or department heads involved
with the proposed transfer, and the recommendation of such department
head or department heads shall be received and considered before the
transfer of employee is effected.
A.
When a department head believes that an employee is
not conforming to the letter or spirit of the Township policies and
rules, or to specific instructions given him, or has acted improperly,
dishonestly, immorally, illegally or in violation of any of the rules
or regulations hereof, the department head shall first privately discuss
the matter with the employee concerned in order to obtain the employee's
view and side of the matter. The department head shall, if possible,
then obtain assurance that there will not be a repetition of the incident,
if it be one not sufficient to warrant employee's dismissal from Township
employment. A note or memorandum of the incident and its disposition
shall be placed upon the employee's personal history file by the department
head.
B.
If the matter is not a serious one, and the department
head is satisfied to thereby close the incident, the matter may be
dropped.
C.
Should the department head consider the offense sufficiently
serious to warrant its consideration by the Township Committee, the
employee should be so advised, and a meeting of those interested arranged
at the earliest possible date. All facts should be presented at this
meeting, which should, if possible, be conclusive. A written report
of the meeting, and of the action taken, should be placed in the employee's
personal history file.
D.
In the event that it appears desirable to do so, the
matter may be referred to the Township Committee for review, and/or
action, as is warranted by the facts.
E.
Disciplinary actions against employees shall be in
the following degrees of severity:
(1)
Informal private, verbal reproof by supervisor or
department head.
(2)
Written memorandum of censure from his superior or
department head.
(3)
Letter of admonition from the Township Committee.
(4)
Suspension from duty without pay.
(5)
Transfer or demotion of employee.
(6)
Separation from the service of the Township.
F.
Suspension from duty without pay of any employee may
be ordered by the immediate department head if and when such summary
action is considered as being necessary.
G.
The suspension from duty without pay of any employee
must be reported by the person ordering it to the department director
without delay.
H.
A fair and complete investigation of the case shall
be promptly made by the department director, to accumulate all facts
and to interview all interested persons. A written report of such
investigation will be made, if circumstances warrant. After the conclusion
of the investigation, the findings and recommendations, supported
by all available data, shall be referred to the Township Committee.
I.
The Township Committee will weigh the facts and recommendations
submitted, make such further investigation as is desired by it and
at the earliest possible date make its decision as to whatever disciplinary
action is to be considered or taken. Should the Township Committee
conclude that the suspension from duty without pay was unwarranted,
the suspended employee shall be recompensated for lost pay.
J.
The preliminary notice of disciplinary action, the
final notice of disciplinary action and a settlement agreement, if
applicable, will be placed in the employee’s personnel file.
[Amended 12-21-2015 by Ord. No. 2015-26]
K.
Any employee may appeal a disciplinary action by means
of the civil service procedure set forth for handling grievances and
as provided by law.
[Amended 2-11-1975 by Ord. No. 1975-1; 1-24-2007 by Ord. No. 2007-2]
There shall be 12 holidays for full-time employees.
The Township Committee, by resolution, shall establish which holidays
are to be celebrated each year. The Township Committee may establish
different holidays for different departments of the Township, provided
that the number so established is not less than 12.
A.
Each full-time employee shall receive a copy of the
Personnel Policies and Practices of the Township of Cinnaminson, 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 article, he is expected to sign the statement
signifying that he received a copy of this article, agreeing to conform
to it, and return said statement to his department head to be placed
in his personal history file.
B.
The Township Committee reserves the right to add,
to change, to interpret or to eliminate personnel policies, practices
and rules whenever it appears to be in the best interest of the Township
to do so, but only in exceptional instances and not as general practice.
C.
All changes, additions or deletions will be made by
resolution of the Township Committee, copies of which will be issued
to each employee for filing with his copy of the Personnel Policies
and Practices of the Township of Cinnaminson and his other personal
records.
D.
A separate personal history file shall be established
and maintained for each employee of the Township of Cinnaminson by
the Administrator.
E.
Personal history files are confidential records and
will be maintained in the office of the Administrator in a locked
file. The files will be in two groups: "active," representing employees
on the payroll; "closed," for employees no longer in the service of
the Township.
F.
A personnel history file shall be maintained for each
Township employee by the Human Resource Director in a locked file
cabinet or other secure location. The Human Resource Director shall
maintain a separate personnel history file containing each employee’s
medical records, if any.
[Amended 12-21-2015 by Ord. No. 2015-26]
G.
The Human Resource Director shall maintain and have
access to any and all personnel history files. An employee’s
department head and/or the Township Administrator may have access
to any or all of the personnel history files, except for medical records,
for official use only. A quorum of the Township Committee, upon agreement
of the majority of the quorum of Township Committee, may have access
to personnel history files, except for medical records, for official
Township business and/or for purposes of imposing discipline, to be
viewed only in executive session. The Township Administrator, an employee’s
department head and/or a quorum of the Township Committee as described
above may have access to the medical records file only if the records
are necessary for official business of the Township. Any employee
may, at reasonable times, in the office of the Administrator, examine
his own personnel file.
[Amended 12-21-2015 by Ord. No. 2015-26]
[Amended 12-20-1995 by Ord. No. 1995-18]
It is the public policy of this Township to
encourage Township 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 juror. To that end, the department heads of the
Township government shall use every reasonable endeavor to aid said
employee in performing jury duty. Each employee shall be paid for
the time served as 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 juror's compensation for the days required
in service as a juror.
[Added 2-20-2002 by Ord. No. 2002-4]
A.
Municipal vehicles are to be used for official business
of the Township of Cinnaminson only. Personal use of municipal vehicles
is prohibited and shall be cause for disciplinary action up to and
including termination from employment. Only authorized municipal personnel
or persons conducting business with the Township may be transported
in municipal vehicles.
B.
No family member or private citizens shall be transported
in a municipal vehicle. The only exception to this prohibition will
be:
(1)
The transport of persons in police vehicles in the
line of duty as authorized by the Chief of Police or his designated
command officer.
(2)
In the event of an extreme emergency and then only
when approved by the employee's department head. Such emergency shall
be reported to the Chief of Police, appropriate department head, and/or
the Township Administrator.
C.
Assigned drivers are responsible for ensuring that
the vehicles are kept clean, in good operating condition and are serviced
in accordance with a preventive maintenance schedule.
D.
Assigned drivers must have a valid New Jersey driver's
license and a commercial driver's license which authorizes them to
operate equipment that requires same.
E.
Municipal vehicles may only be driven by the persons
they are assigned to.
[Added 2-20-2002 by Ord. No. 2002-4]
The reimbursement policy for use of personal
auto shall be as follows:
A.
The Township reimburses employees the applicable Internal
Revenue rate for each mile that employees drive in a personal car
for the Township's benefit. These expenses are to be reported and
paid from designated accounts established for this purpose in each
department's budget. Draws against these accounts shall be by requisition
using the established encumbrance system.
B.
Employees shall be reimbursed for mileage following
the submission of an approved voucher that details the number of miles
traveled, the purpose of the trip and the date. Employees should attach
toll and parking receipts to the voucher.
[Added 12-20-1995 by Ord. No. 1995-18]
No officer or employee or position holder elected
or appointed in the Township of Cinnaminson shall have an interest,
directly or indirectly, in any contract of job for work or materials
or services, or the profits thereof, to be furnished or performed
for the municipality.
These rules and regulations shall not supersede
the provisions of the Police Ordinance of the Township of Cinnaminson,
adopted October 26, 1954, which is the ordinance regulating the Police
Department of the municipality.[1] These rules and regulations are intended to be general
in character and cover any and all employees and departments of government
in this municipality where there is not now or there is not hereafter
adopted a specific ordinance covering the same subject matter. Where
there is a specific ordinance covering a particular employee or department,
that shall be controlling.
