Township of Cinnaminson, NJ
Burlington County
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Table of Contents
Table of Contents
[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]
[1]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).
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:
(1) 
Administrative Department: 8:30 a.m. to 4:00 p.m.[1]
[1]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).
(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]
[2]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).
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]
[3]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).
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.
L. 
Nothing herein contained shall apply to the Municipal Police Department for reason that disciplinary actions in said Department are already provided for in separate ordinance regulating the Police Department of the Township.[1]
[1]
Editor's Note: See Ch. 85, Police Department.
[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.
[1]
Editor's Note: See Ch. 85, Police Department.