[Adopted 4-12-2018 by Ord. No. 8-2018]
[Last amended 5-11-2023 by Ord. No. 16-2023]
A.
Effective January 1, 2023, the following officers and employees shall
be compensated on an annual basis and shall be paid quarterly in March,
June, September and December of each year as follows:[1]
|
2023
|
|---|
|
Township Committee
|
|
Municipal Judge
|
|
Municipal Prosecutor
|
|
Director, Office of Emergency Management
|
[1]
Editor's Note: Actual rates of compensation are provided for
in the Annual Salary Ordinance, on file in the office of the Township
Clerk.
B.
Effective January 1, 2023, the following officers and employees shall
be compensated on an annual basis and shall be paid monthly of each
year as follows:[2]
|
Elevator Subcode Official/Elevator Inspector, H.H.S.
|
|
Municipal Public Defender
|
[2]
Editor's Note: Actual rates of compensation are provided for
in the Annual Salary Ordinance, on file in the office of the Township
Clerk.
C.
Effective January 1, 2023, the following officers and employees shall
be compensated on an annual basis and shall be paid twice monthly
(24 pays) of each year as follows:[3]
|
Tax Assessor (based on a twenty-one-hour workweek with pay based
on a twice monthly payroll)
|
|
Chairman, Site Plan Exemption Committee
|
|
Building Facilities Coordinator
|
|
Open Public Records Act Coordinator
|
|
Police Open Public Records Act Coordinator
|
[3]
Editor's Note: Actual rates of compensation are provided for
in the Annual Salary Ordinance, on file in the office of the Township
Clerk.
[Amended 7-11-1991 by Ord. No. 16-91]
A.
Salaries and wages for the various positions of employment
in the Township of Hanover shall be at or within the range of the
minimum and maximum amounts as delineated on Schedules A and A-1 of
the Annual Salary Ordinance.[1] Job classifications are as set forth in Schedule B of
the Annual Salary Ordinance adopted by the Township Committee.[2]
B.
All individuals hired by the Township of Hanover or
its boards and departments will be hired at the minimum step level
in the position and classification unless, under exceptional circumstances,
approval is given upon written request by the department head to the
Township Committee and/or Board to consider credit for experience
outside the Township of Hanover. In such instances, on approval of
the Township Committee, an individual may be hired on a step level
above the minimum.
C.
Salary increments.
(1)
Any person employed by the Township of Hanover shall be paid during the first year of such employment (each year to be calculated from the date of the employee's initial appointment) at the minimum of the salary range provided for the respective position (unless such person qualifies under Subsection B), and, at the completion of each year of meritorious performance and contingent upon and subject to receiving at least a satisfactory job performance evaluation in accordance with the Township of Hanover's job performance evaluation system, hereinafter set forth,[3] the employee shall receive a salary increment by being
placed on the next step on Schedule A or A-1 until the maximum is
reached, as of the first of the month following the employee's anniversary
date of employment.
[3]
Editor's Note: See § 61-18 of this
article.
(2)
Employee performance evaluation relating to salary increments. Any
nonunion civilian employee who has reached the maximum step on any
Schedule A or A-1 adopted by way of a prior ordinance or under Schedule
A or A-1, as set forth herein,[4] shall only receive an increase if he/she receives a satisfactory
job performance evaluation in accordance with the Township's employee
evaluation system; otherwise, said employee shall remain at his/her
existing salary. The following serves as an example of what is intended
by this subsection concerning the application of the job performance
evaluation as it relates to salary increments for those employees
covered by either Schedule A or Schedule A-1 for the year 2023: Individual
Y was in Group X of Schedule A at the maximum step under the 2022
Salary Ordinance and was receiving a salary of $107,871. Upon the
adoption of this ordinance, this individual shall not receive any
increase in salary unless he/she shall receive a satisfactory performance
evaluation in which case his/her salary will be that provided for
in the 2023 Schedule A, Group X, maximum $111,105, effective January
1, 2023. In the event that the individual shall receive an unsatisfactory
performance evaluation, his/her salary shall remain at $107,871, the
same as in 2022.
[Last amended 5-11-2023 by Ord. No. 16-2023]
[4]
Editor's Note: Schedules A and A-1 are on file in the office
of the Township Clerk.
[Added 5-9-2013 by Ord.
No. 15-13; last amended 5-11-2023 by Ord. No. 16-2023]
For the department heads listed below, there is hereby established
the following salary ranges:
A.
2023 Business Administrator salary range. During calendar year 2023,
the following salary range shall apply to this dual position of Business
Administrator/Township Clerk: $100,000 to $195,000.
B.
2023 Township
Clerk salary range. During calendar year 2023, the following salary
range shall apply to the position of Township Clerk: $80,000 to $100,000.
C.
2023 Chief of Police salary range. During calendar year 2023, the
following salary range shall apply to the position of Chief of Police:
$125,000 to $185,000.
D.
2023 Chief Finance Officer/Certified Tax Collector/Treasurer salary
range. During calendar year 2023, the following salary range shall
apply to the multiple positions of Chief Municipal Finance Officer/Certified
Tax Collector/Treasurer: $80,000 to $175,000.
E.
2023 Construction Official/Building Subcode Official/Zoning Officer
salary range. During calendar year 2023, the following salary range
shall apply to the multiple position of Construction Official and
Building Subcode Official/Zoning Officer: $65,000 to $115,000.
F.
2023 Superintendent of Public Works, Buildings and Grounds and Park
Maintenance salary range. During calendar year 2023, the following
salary range shall apply to the position of Superintendent of Public
Works, Buildings and Grounds and Park Maintenance: $65,000 to $137,000.
G.
2023 license - certification - accreditation. Any department or bureau
head, first line supervisor or employee who has earned a license,
certification or accreditation required by his/her position, and attained
in order to increase and enhance his/her knowledge and expertise directly
related to his/her position and professional experience, shall receive
a one-time salary adjustment of $1,500 or $750 depending on the license,
certification or accreditation. The one-time adjustment shall be added
to the base salary.
(1)
The following certifications would qualify for the $1,500 adjustment:
Registered Municipal Clerk, Certified Municipal Finance Officer, Certified
Tax Collector, Land Use Administrator, Register of Vital Statistics,
Certified Municipal Court Administrator, Qualified Purchasing Agent,
Certified Public Works Manager, Certified Park and Recreation Executive
and Certified Park and Recreation Professional, New Jersey State Association
of Chiefs of Police Accredited Chief Executive-Chief of Police Certification
Program and/or Accredited Chief Executive-Chief of Police Advanced
Certification Program.
(2)
The following accreditation would qualify for the $750 adjustment:
Deputy Court Administrator Accreditation and Certified Pool and Spa
Operator.
[Last amended 5-11-2023 by Ord. No. 16-2023]
A.
In any instance, in connection with this Salary Ordinance and the
schedules set forth above, that an employee shall have his or her
job classification altered, said employee shall receive compensation
at a rate not less than that received by the employee in the year
prior to the change of classification and, in addition, shall not
receive the annual increment which is provided for in the Salary Guide
except for an adjustment which shall be determined by the Business
Administrator and recommended to the Township Committee.
B.
All individuals employed by the Township in either a management or
nonmanagement civilian position may be hired and classified within
the minimum step ranges of A, A-1, B, C or D as set forth with the
approval of the Township Committee.
[Last amended 5-11-2023 by Ord. No. 16-2023]
A.
The following schedule represents the job position titles and applicable
salary ranges for the Township's management and nonmanagement civilian
employees:
|
Schedule B
Position Classifications
| ||
|---|---|---|
|
Job Group
|
Title
|
Salary Schedule
|
|
I
|
Clerk Typist
|
A or C
|
|
P/T Dial-A-Ride Dispatcher
|
A-1 or D
| |
|
P/T Dial-A-Ride Driver
|
A-1 or D
| |
|
P/T Custodian
|
A-1 or D
| |
|
P/T Assistant to Custodian
|
A-1 or D
| |
|
P/T Park Maintenance Worker
|
A-1 or D
| |
|
II
|
Administrative Clerk/Planning Office Clerk
|
A or C
|
|
Support Services Secretary/Senior Clerk Typist in Police Department
|
A or C
| |
|
Junior Account Clerk
|
A or C
| |
|
P/T Clerk/Support Services
|
A or C
| |
|
Senior Clerk Typist
|
A or C
| |
|
P/T Floater/Clerical Support Services OPRA/Other Assignments
|
A or C
| |
|
P/T Violations Clerk
|
A or C
| |
|
III
|
Account Clerk
|
A or C
|
|
Assistant Control Person/Account Clerk to the Construction Official/Zoning
Officer/Property Maintenance Officer
|
A or C
| |
|
Engineering Aide I
|
A or C
| |
|
General Secretary
|
A or C
| |
|
Police Records Administrative Assistant
|
A or C
| |
|
Recreation Clerk/Account Clerk
|
A or C
| |
|
IV
|
Administrative Assistant to the Chief of Police
|
A or C
|
|
Senior Account Clerk
|
A or C
| |
|
Technical Assistant to the Construction Official/ Zoning Officer/Property
Maintenance Officer
|
A or C
| |
|
Recreation Department Office Manager/ Recreation Commission
Board Secretary
|
A or C
| |
|
Secretary to the Health Department/Deputy Registrar of Vital
Statistics
|
A or C
| |
|
Assistant to Superintendent of Public Works/Recycling Coordinator
|
A or C
| |
|
V
|
Senior Account Clerk/Payroll Clerk
|
A or C
|
|
Administrative Secretary
|
A or C
| |
|
Engineering Aide II
|
A or C
| |
|
Management Analyst/Project Coordinator
|
A or C
| |
|
Communications Officer/Project Coordinator
|
A or C
| |
|
VI
|
Recreation and Park Administration Department Assistant Superintendent
|
A or C
|
|
Public Health Nurse
|
A or C
| |
|
Executive Secretary I
|
A or C
| |
|
Police Dispatcher
|
A-1 or D
| |
|
P/T or F/T Deputy Municipal Court Administrator
|
A or C
| |
|
VII
|
Assistant to Chief Financial Officer/Tax Collector
|
A or C
|
|
Executive Secretary II
|
A or C
| |
|
DPW Buildings and Grounds Division Supervisor
|
A-1 or D
| |
|
DPW Sanitation Division Supervisor
|
A-1 or D
| |
|
DPW Road Division Supervisor
|
A-1 or D
| |
|
DPW Parks Maintenance Division Supervisor
|
A-1 or D
| |
|
DPW Fleet Supervisor
|
A-1 or D
| |
|
Information Technology Specialist
|
A or C
| |
|
VIII
|
P/T or F/T Registered Environmental Health Specialist
|
A or C
|
|
Executive Assistant/Human Resources Assistant
|
A or C
| |
|
Deputy Township Clerk
|
A or C
| |
|
Certified Secretary to Planning Board and Board of Adjustment/Land
Use Administrator
|
A or C
| |
|
IX
|
DPW Operations Manager
|
A or C
|
|
Junior Engineer
|
A or C
| |
|
Engineer/CAD Operator
|
A or C
| |
|
F/T or P/T Engineering Inspector
|
A or C
| |
|
Assistant Business Administrator
|
A or C
| |
|
Assistant Building Inspector/Assistant Zoning Officer/Assistant
Property Maintenance Officer
|
A or C
| |
|
P/T Electrical Subcode Official/Electrical Inspector
|
A or C
| |
|
P/T Fire Protection Subcode Official/Fire Protection Inspector
|
A or C
| |
|
P/T Plumbing Subcode Official/Plumbing Inspector
|
A or C
| |
|
X
|
Human Resources Manager
|
A or C
|
|
Health Administrator - Registered Environmental Health Specialist
|
A or C
| |
|
Recreation & Park Administration Department Superintendent
|
A or C
| |
|
Design Engineer/Project Manager
|
A or C
| |
|
Public Health Nurse Supervisor
|
A or C
| |
|
Certified Municipal Court Administrator
|
A or C
| |
|
Registered Environmental Health Inspector 2 (Sr. Registered
Environmental Health Specialist)
|
A or C
| |
|
XI
|
Health Administrator - Health Officer
|
A or C
|
|
XII
|
Assistant Township Engineer
|
A or C
|
|
XIII
|
N/A
| |
|
XIV
|
Township Engineer
|
A or C
|
|
Professional Planner
|
A or C
| |
|
Health Officer/Environmental Specialist
|
A or C
| |
B.
Individuals hired for the first time in any of the job position classifications set forth in Subsection A entitled "Schedule B" listed above, or any current employee promoted to a higher job group classification, shall be compensated within their respective job group range as set forth below in Salary Guide C or D[1] at a salary to be determined by the Township Committee.
A person hired or promoted within their respective job group range
shall only be eligible to receive the annual cost of living adjustment
when such adjustment is determined and authorized by the governing
body. In order to be eligible to receive a cost of living adjustment,
an employee must receive a satisfactory job performance evaluation
from his/her department head.
[1]
Editor's Note: Salary Guides C and D are on file in the office
of the Township Clerk.
C.
Any new, replacement full-time or permanent part-time nonunion civilian
employee hired by the Township on or after January 1, 2023, up to
and including the date of adoption of this ordinance, must first complete
his/her six-month probationary period of service and receive a satisfactory
job performance evaluation in order to qualify for the cost of living
adjustment retroactive to the first date of employment. This regulation
also includes promotions that require a six-month probationary period.
A.
The salaries for the ranks of Lieutenant and Captain shall be determined
by the applicable collective negotiations agreement negotiated by
the Township and ratified by the Township Committee of the Township
of Hanover in accordance with applicable law.
B.
Salaries and wages for Captains and Lieutenants.
[Added 5-22-2014 by Ord.
No. 22-14; last amended 2-9-2023 by Ord. No. 3-2023]
(1)
The following annual wage schedule by job classification in the Police
Department for the current police officers shall be as hereinafter
specified and shall be payable on an annual basis:
|
Lieutenants and Captain
| ||||
|---|---|---|---|---|
|
Step Classification
|
Base Salary
as of 12-1-2022
|
Base Salary
as of 1-1-2023
|
Base Salary
as of 1-1-2024
|
Base Salary
as of 1-1-2025
|
|
Lieutenant
|
$150,756
|
$155,400
|
$160,160
|
$165,039
|
|
Captain
|
$162,063
|
$167,114
|
$172,292
|
$177,600
|
(2)
All salaries and rates of compensation as herein stated shall be
effective December 1, 2022, except as otherwise indicated. Only those
police officers currently on the payroll of the Township of Hanover
at the time of adoption of this ordinance shall receive retroactive
salary adjustments, except that police officers who have retired from
service or have been separated from employment in good standing on
or after December 1, 2022, but prior to the adoption of this ordinance
shall receive retroactive salary adjustments effective December 1,
2022, through the date of retirement/separation. No other exceptions
shall be made.
(3)
Only those police officers on the payroll of the Township of Hanover
on December 1, 2022, shall be entitled to receive the salary adjustments
as set forth above.
[Added 11-8-2007 by Ord. No. 25-07;
last amended 4-10-2014 by Ord.
No. 15-14]
A.
The salaries for the ranks of Patrolmen, Sergeants and officers assigned
to the Detective Bureau shall be determined by the applicable collective
negotiations agreement negotiated by the Township and ratified by
the Township Committee of the Township of Hanover in accordance with
applicable law.
B.
Salaries of patrolmen, sergeants and police officers assigned to
the Detective Bureau.
[Added 5-22-2014 by Ord.
No. 21-14; last amended 2-9-2023 by Ord. No. 2-2023]
(1)
The following annual wage schedule by job classification in the Police
Department for current police officers shall be as hereinafter specified
and shall be payable on an annual basis:
|
Patrolmen and Officers Assigned to the Detective Bureau
| ||||
|---|---|---|---|---|
|
Step Classification
|
Base Salary
as of 12-1-2022
|
Base Salary
as of 1-1-2023
|
Base Salary
as of 1-1-2024
|
Base Salary
as of 1-1-2025
|
|
Academy
|
$35,040
|
$35,478
|
$35,921
|
$36,371
|
|
Step 1
|
$60,453
|
$61,209
|
$61,974
|
$62,749
|
|
Step 2
|
$67,750
|
$68,597
|
$69,454
|
$70,322
|
|
Step 3
|
$75,046
|
$75,985
|
$76,934
|
$77,896
|
|
Step 4
|
$82,344
|
$83,374
|
$84,416
|
$85,471
|
|
Step 5
|
$89,641
|
$90,761
|
$91,896
|
$93,045
|
|
Step 6
|
$96,939
|
$98,150
|
$99,377
|
$100,619
|
|
Step 7
|
$113,412
|
$107,574
|
$108,919
|
$110,280
|
|
Step 8
|
N/A
|
$116,997
|
$120,672
|
$124,439
|
|
Detective
|
$121,237
|
$125,018
|
$128,893
|
$132,866
|
|
Sergeants
| ||||
|---|---|---|---|---|
|
Step Classification
|
Base Salary
as of 12-1-2022
|
Base Salary
as of 1-1-2023
|
Base Salary
as of 1-1-2024
|
Base Salary
as of 1-1-2025
|
|
Sergeants 1
|
$124,242
|
$128,098
|
$132,051
|
$136,102
|
|
Sergeants 2
|
$127,248
|
$131,179
|
$135,208
|
$139,339
|
|
Sergeants 3
|
$130,256
|
$134,262
|
$138,369
|
$142,578
|
(2)
All salaries and rates of compensation as herein stated shall be
effective December 1, 2022, except as otherwise indicated. Only those
police officers currently on the payroll of the Township of Hanover
at the time of adoption of this ordinance shall receive retroactive
salary adjustments, except that police officers who have retired from
service or have been separated from employment in good standing on
or after December 1, 2022, but prior to the adoption of this ordinance
shall receive retroactive salary adjustments effective December 1,
2022, through the date of retirement/separation. No other exceptions
shall be made.
(3)
Only those police officers on the payroll of the Township of Hanover
on December 1, 2022, shall be entitled to receive the salary adjustments
as set forth above.
[Added 6-14-2012 by Ord. No. 12-2012; last amended 12-8-2022 by Ord. No. 31-2022]
A.
The following annual wage schedule by job classification for the
current full-time employees of the Public Works, Buildings and Grounds
and Park Maintenance Department represented by IBT Local No. 97 shall
be as hereinafter specified, and shall be payable on an annual basis
over 24 pay periods.[1]
[1]
Editor's Note: Said schedule is on file in the Township offices.
B.
Pesticide
and certified pool operators. Any active employee covered by the 2022-2025
collective negotiations agreement by and between the Township and
IBT Local No. 97 who obtains and/or possesses a legally valid pesticide
certification while in the employ of the Township, shall receive a
stipend at an annualized rate of $1,000. Any active employee covered
by the IBT Agreement who obtains and/or possesses a legally valid
Certified Pool Operator Certification while in the employ of the Township
shall receive a stipend at an annualized rate of $500.
C.
Mechanics
holding triple certification. Any active employee covered by the 2022-2025
collective negotiations agreement by and between the Township and
IBT Local No. 97 who obtains and/or possesses all three of the Automotive
Service Excellence (ASE), Inter-Industry Conference on Auto Collision
Repair (I-CAR), and Mobile Air Climate System Association (MACS) 609
Certification while in the employ of the Township shall receive a
stipend at an annualized rate of $1,000.
D.
The following Schedule B represents the job position titles and applicable
salary ranges in conformance with the Salary Guides set forth above
for the full-time employees of the Public Works, Buildings and Grounds
and Park Maintenance Department represented by IBT Local No. 97, and
not including the managers, supervisors and part-time employees of
the Department:
|
Schedule B
| ||
|---|---|---|
|
Job Group
|
Job Position Title
|
Applicable Salary Range
|
|
I
|
Custodian
|
IBT A-1 or IBT D-1
|
|
III
|
Laborer I/Sanitation Collector/Custodian
|
IBT A-1 or IBT D-1
|
|
III
|
Laborer I/Sanitation Collector I
|
IBT A-1 or IBT D-1
|
|
IV
|
Laborer II/Sanitation Collector II/Truck Driver I
Mechanic's Helper
|
IBT A-1 or IBT D-1
IBT A-1 or IBT D-1
|
|
IV
|
Park Maintenance Worker
|
IBT A-1 or IBT D-1
|
|
V
|
Truck Driver II/Equipment Operator
|
IBT A-1 or IBT D-1
|
|
VI
|
Senior Park Maintenance Man
|
IBT A-1 or IBT D-1
|
|
VII
|
Mechanic
|
IBT A-1 or IBT D-1
|
E.
All salaries and rates of compensation as stated herein for calendar
year 2022 shall be effective and retroactive to January 1, 2022.
[Last amended 5-11-2023 by Ord. No. 16-2023]
The rates of pay and/or salary ranges for the
following part-time employees shall be as follows during calendar
year 2023:[1]
|
School Crossing Guard (in charge)
|
|
School Crossing Guards
|
|
Substitute Part-Time Construction Code Inspectors
|
|
Part-time Registered Environmental Health Inspector
|
|
Per Diem Police Dispatchers
|
|
Police matrons
|
|
Part-Time Senior Assistant Property Maintenance/Zoning Officer
|
|
Part-Time Professional Arborist/Forester
|
|
Substance Awareness Coordinator
|
|
Municipal Housing Liaison
|
|
Class III Special Law Enforcement Officer
|
|
Undergraduate and graduate internships
|
|
The following rates of pay shall apply to Special
Municipal Court sessions, DWI Court sessions and the off-duty employment
of police officers performing side jobs:
| ||
|
For additional special Municipal Court sessions, including DWI
Court sessions, the Municipal Court Judge, the Municipal Prosecutor
and the Public Defender shall be paid at the rate of $125 per hour
but not to exceed the following amounts:
| ||
|
A.
|
Municipal Court Judge not to exceed $800 per
session.
| |
|
B.
|
Municipal Prosecutor not to exceed $600 per
session.
| |
|
C.
|
Public Defender not to exceed $600 per session.
| |
|
Outside employment of police officers in the performance of:
| ||
|
Extra-duty side jobs: $70/hr.
| ||
|
Extra-duty side jobs, overtime: $105/hr.
| ||
|
Extra-duty side jobs, Ravine/Met Life: $100/day.
| ||
|
Administrative fee paid to Township: $10/hr.
| ||
|
Cost for use of a Township police vehicle: $25/hr.
to maximum of $125.
| ||
|
All payments to police officers for off-duty
outside employment shall be processed through the Township's Finance
Department.
| ||
[1]
Editor's Note: Actual rates of compensation
are provided for in the Annual Salary Ordinance, on file in the office
of the Township Clerk.
[Last amended 5-11-2023 by Ord. No. 16-2023]
The rates of pay and/or salary ranges shall
apply to the following temporary, seasonal and summer employees of
the Recreation and Park Administration Department during the calendar
year 2023.[1]
|
Position
|
|---|
|
Part-time Recreation Department Office Staff, per hour
|
|
Swim Team Coach, per season
|
|
Swimming Pool Manager, per season
|
|
Assistant Pool Manager, per season
|
|
Head Lifeguard, per hour
|
|
Lifeguards, per hour
|
|
Director, Summer Camp Program, per hour
|
|
Assistant Director, Summer Camp Program, per
hour
|
|
Adult Counselors, Summer Camp Program, per hour
|
|
Summer Camp Program - Camp Counselor, per hour
|
|
Proctor/Custodian, fireworks celebration, per
hour
|
|
Swim instruction by certified lifeguards
|
|
Community Center Proctors, per hour
|
|
Badge Checkers, Bee Meadow Pool, per hour
|
|
Bee Meadow Pool Office Staff, per hour
|
|
Pool Activities Coordinator, per hour
|
|
Individuals hired as lifeguards who receive an Instructor's
Water Safety Instruction Certification, a Lifeguard Water Safety Instruction
Certification and/or a Certified Pool Operator Certification shall
be eligible to receive a $0.50 hourly increment upon attainment for
either or both certifications during the pool season in which the
certification(s) is/are received.
|
[1]
Editor's Note: The Annual Salary Ordinance
is on file in the office of the Township Clerk.
[Last amended 5-11-2023 by Ord. No. 16-2023]
During calendar year 2023, all temporary, seasonal and summer
employees employed or re-employed as park maintenance workers, public
works laborers and administrative and clerical personnel shall receive
the following compensation:
[Amended 7-11-1991 by Ord. No. 16-91; 7-9-1992 by Ord. No.
23-92; 3-11-1993 by Ord. No. 6-93; 6-9-1994 by Ord. No. 15-94; 4-13-1995 by Ord. No. 10-95; 5-9-1996 by Ord. No. 5-96; 3-13-1997 by Ord. No.
10-97; 3-12-1998 by Ord. No. 7-98; 4-8-1999 by Ord. No. 12-99; 2-10-2000 by Ord. No. 2-2000; 4-12-2001 by Ord. No. 6-2001; 6-13-2002 by Ord. No.
12-2002; 6-26-2003 by Ord. No. 12-2003; 4-8-2010 by Ord. No. 12-10]
Employees whose position classification is "equipment
operator" and who operate such heavy equipment as determined by the
Township Engineer and the Superintendent of Public Works, Buildings
and Grounds and Park Maintenance will receive an additional $0.10
per hour over the hourly rate of his step of Group V as shown on Schedule
A-1 of the Annual Salary Ordinance adopted by the Township Committee.[1]
[1]
Editor's Note: The Annual Salary Ordinance
is on file in the office of the Township Clerk.
[1]
Editor's Note: Former § 61-9, Basic workweek for
certain personnel, as amended, § 61-10, Vacations, as amended,
and § 61-11, Sick leave, as amended, were repealed 5-13-2021 by Ord. No. 14-2021.
[1]
Editor's Note: Former § 61-11.1, Proper recording
of sick leave, added 3-12-2009 by Ord. No. 6-09, was repealed 5-13-2021 by Ord. No. 14-2021.
[1]
Editor's Note: Former § 61-11.2, Unpaid short-term
absence, as amended, was repealed 5-13-2021 by Ord. No. 14-2021.
[Added 3-12-2009 by Ord. No. 6-09]
In accordance with the requirements of the Fair Labor Standards
Act (FLSA), nonexempt (hourly) employees eligible to receive overtime
pay shall be compensated for overtime work as follows:
A.
Overtime shall be paid on a weekly, not daily, basis. Overtime shall
be paid for hours worked in excess of 40 hours in a workweek. For
overtime computation purposes, the workweek begins at 12:01 a.m. on
Monday and ends 12:00 midnight on the following Sunday.
(1)
Example: An employee works nine hours on Monday, works seven
hours on Tuesday, and works eight-hour days on Wednesday, Thursday
and Friday. Under this policy, the employee will receive no overtime.
Overtime is based on weekly hours, not daily hours. The one extra
hour of worked on Monday was offset by the one hour of reduced work
time on another day falling in the same workweek. Thus, the employee's
total hours for the week equal 40.
(2)
Example: An employee works nine hours on Monday, and works eight-hour
days on Tuesday, Wednesday, Thursday and Friday. Under this policy,
the employee has worked one hour of overtime for the workweek. The
one extra hour worked on Monday was not offset by reduced work time
on any other day during the same workweek. Thus, the employee's total
hours for the week equal 41.
(3)
Example: A forty-hour (eight hours per day) employee works a
regular forty-hour week, works one extra hour on Sunday, and reports
to work one hour late (with permission) on Monday. Under this policy,
the employee has worked one hour of overtime for the workweek. The
one extra hour worked on Sunday was not offset by reduced work time
on any other day during the same workweek. Monday falls in the next
workweek.
B.
The rate
of overtime compensation shall be as follows:
(1)
For
employees regularly scheduled to work 40 hours per workweek, overtime
shall be paid at the time-and-one-half rate for all hours worked in
excess of 40 in a given workweek.
(2)
For
employees regularly scheduled to work 35 hours per workweek, straight
time rates for hours worked in excess of 35 and up to 40 in a given
workweek, and overtime at the rate of time and one-half for all hours
worked in excess of 40 in a given workweek.
C.
Entitlement to overtime compensation shall be based upon hours actually
worked. However, vacations and hours worked in excess of 40 hours
on Saturday work assignments following a scheduled legal holiday shall
be included or considered as time worked in determining entitlement
to overtime compensation. Sick leave and compensatory time shall not
be included or considered as paid time off in determining entitlement
to overtime compensation.
[Amended 6-25-2009 by Ord. No. 11-09]
(1)
Example: A thirty-five-hour (seven hours per day) employee takes
seven hours of sick leave on Monday, and stays two hours late on Friday.
The employee would not receive overtime compensation. The employee
actually worked four seven-hour days (28 hours), plus two late hours
on Friday, for a total of 30 hours actually worked. The paid sick
time is not counted toward overtime.
(2)
Example: Same as above, except that the employee also works
eight extra hours on Saturday. The employee has actually worked four
seven-hour days (28 hours), plus two late hours on Friday, plus eight
hours on Saturday, for a total of 38 hours actually worked. The employee
will receive three hours of extra pay at straight time rates. The
paid sick time is not counted.
(3)
Example: Same as above, except that the employee also works
eight additional extra hours on Sunday. The employee has actually
worked four seven-hour days (28 hours), plus two late hours on Friday,
plus eight hours on Saturday, plus eight hours on Sunday, for a total
of 46 hours actually worked. The employee will receive five hours
of extra pay at straight time rates and six hours of overtime at time-and-one-half
rates. The paid sick time is not counted.
D.
In call-in situations, only the time actually worked will be considered
in determining entitlement to overtime compensation, regardless of
any minimum call-in pay guarantee.
E.
Time actually worked on Saturday or Sunday will be paid at the appropriate
overtime/extra pay rate (straight time or time and one-half, as appropriate)
only to the extent such time actually worked on Saturday or Sunday
exceeds those hours the employee is regularly scheduled to work in
a given workweek.
[1]
Editor's Note: Former § 61-11.4, Policy governing
damage to Township property, added 3-12-2009 by Ord. No. 6-09, was
repealed 5-13-2021 by Ord. No. 14-2021.
[1]
Editor's Note: Former § 61-11.5, Email policy for
elected officials and volunteers, added 3-12-2009 by Ord. No. 6-09, was repealed 5-13-2021 by Ord. No. 14-2021.
[1]
Editor's Note: Former § 61-12, Leaves of absence,
as amended, was repealed 5-13-2021 by Ord. No. 14-2021.
A.
Holiday hours. "Holiday hours" are defined as a twenty-four-hour
period between 12:00 midnight of the day preceding the holiday and
12:00 midnight of the holiday.
B.
Municipal employees.
[Amended 7-9-1992 by Ord. No. 23-92; 4-13-1995 by Ord. No.
10-95; 11-13-2003 by Ord. No. 24-2003]
(1)
For purposes of holiday pay treatment, municipal employees
shall include all full-time and permanent part-time employees who
are on the active payroll at the time of the holiday and would normally
have worked on the day if it had not been a holiday. The exceptions
to the above shall be employees employed specifically for the Bee
Meadow Pool operation, recreation personnel for summer programs, Township
Committeemen, and any other elected or appointed officials paid on
a quarterly basis.
(2)
In order to receive holiday pay treatment for a designated holiday,
permanent part-time administrative, clerical and blue collar employees
working less than 35 hours per week must work the scheduled day before
and the scheduled day after a designated holiday. These permanent
part-time employees must have a consistent and established weekly
work schedule in order to qualify for holiday pay. (Example: a permanent
part-time employee working a consistent three-day schedule such as
every Monday, Wednesday and Friday. This example is for illustrative
purposes only). It shall be the responsibility of the Business Administrator
and/or a department head or bureau supervisor to prepare the established
schedule for each permanent part-time employee under his/her supervision
by December 15 prior to the beginning of every new calendar year.
These schedules shall be reviewed and approved by the Township Chief
Municipal Finance Officer in his capacity as payroll officer.
[Amended 1-24-2013 by Ord. No. 1-13]
C.
Designated holidays.
[Amended 9-9-1993 by Ord. No. 30-93; 3-23-2018 by Ord. No. 8-17]
(1)
For
calendar year 2018, all full-time and permanent part-time civilian
employees (including the employees of the Public Works, Buildings
and Grounds and Park Maintenance Department) shall receive a holiday
on July 3, 2018. Subsequently, beginning in 2018, and in all years
thereafter, all full-time and permanent part-time civilian employees
shall receive a holiday on the date set aside in January in observance
of the birthday of Dr. Martin Luther King, Jr.
(2)
The
designated holidays for all full-time and permanent part-time civilian
employees (including the employees of the Public Works, Buildings
and Grounds and Park Maintenance Department) shall be as follows:
|
New Year's Day
|
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Dr. Martin Luther King, Jr. Day
|
|
President's Day
|
|
Good Friday
|
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Memorial Day
|
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Independence Day
|
|
Labor Day
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Columbus Day
|
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Thanksgiving Day
|
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Day After Thanksgiving
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Christmas Eve
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Christmas Day
|
D.
Sunday holidays. When any of these holidays falls
on a Sunday, the following Monday shall be observed instead.
E.
Saturday holidays. When any of these holidays falls
on a Saturday, the preceding Friday shall be observed instead.
F.
Holiday pay. "Holiday pay" is defined as an employee's
day's pay at the straight time rate, paid for the holiday. For part-time
employees, a day's pay shall be determined by the average day's pay
for the three preceding pay periods. Holiday pay is in addition to
payment for time worked on a holiday.
G.
Payment for time worked on a holiday.
(1)
Regularly scheduled employees who work Monday through
Friday. All hours worked on an observed holiday will be paid for at
the time-and-a-half rate for all municipal employees who are regularly
scheduled to work Monday through Friday.
(2)
Municipal employees with the titles listed below shall
be excluded from eligibility for payment for time worked on a holiday.
(a)
Administrator.
(b)
Township Clerk.
(c)
Police Chief.
(d)
Deputy Chief.
(e)
Superintendent of Public Works, Buildings and
Grounds and Park Maintenance.
[Amended 4-8-2010 by Ord. No. 12-10]
(f)
Tax Assessor
[Amended 7-11-1991 by Ord. No. 16-91]
(g)
Treasurer.
(h)
Tax Collector.
(i)
Building Inspector.
(j)
Township Engineer.
(k)
Health Administrator.
(l)
Recreation Director.
H.
Holidays falling within a vacation period. If a holiday
falls within an employee's vacation period, time off with pay will
be granted for the number of hours for which the employee would have
been entitled to receive pay for the holiday. This day off is called
a "vacation holiday" and shall, for pay purposes, be treated the same
as any designated holiday. Vacation holidays should be scheduled in
advance and must be approved by the department head and the Administrator.
I.
Reduced working day and additional holidays.
(1)
The Township Committee may, at any regular public
meeting, by majority vote, declare a reduced working day or additional
holiday. A "reduced working day" is a part-day in which all regularly
scheduled employees who regularly work Monday through Friday may be
excused for a portion of the day and receive their regular pay for
the excused portion.
(2)
An "additional holiday" is a full working day that
is designated as an additional holiday for one specific date. Additional
holidays apply to all employees and, for pay purposes, shall be treated
the same as any designated holiday.
J.
Holiday workweek provisions. Municipal employees who
do not work on a holiday and are paid for any other time in the workweek
which includes the holiday will receive a holiday pay. This shall
not be construed to require the payment of an amount in excess of
five days' pay in any calendar week to any employee who has not worked
any portion of that week.
[Amended 3-22-1979 by Ord. No. 7-79; 7-11-1991 by Ord. No.
16-91]
K.
Holiday pay for temporary full-time summer employees.
[Added 9-9-1993 by Ord. No. 30-93[1] ]
L.
Administration. Each department head shall provide
the necessary personnel information regarding holiday pay treatment
to the Administrator. The Administrator shall maintain these records
and ensure that these provisions regarding holiday pay treatment are
uniformly administered for all employees.
[Amended 11-13-2003 by Ord. No. 24-2003; 4-13-2006 by Ord. No. 14-2006]
Full-time employees of the Township will receive
health benefits coverage after two full months of active employment
as follows:
A.
Health benefits coverage.
(1)
For those employees hired between the 1st and the
5th of a month, the first five days will be included in the two-month
waiting period. Coverage will begin the first day of that month in
which the two-full-month waiting period ends. (Example: An employee
hired between the 1st and the 5th of January, will begin coverage
on the first day of March).
(2)
For those employees hired between the 6th and the
30th or 31st, two full months of active employment are required. Coverage
will begin the first day of the calendar month following the completion
of the waiting period. (Example: An employee hired between the 6th
and the 31st of January will begin coverage on the first day of April).
B.
Dental coverage. Dental coverage requires six months
of active employment. Coverage will begin the first day of the calendar
month following the completion of the waiting period.
C.
On or after May 31, 2007, following the adoption and
publication of this ordinance, any person hired by the Township as
a full-time, civilian employee shall be responsible to pay 25% of
the total monthly premium cost for health insurance/medical benefits
coverage under a single, parent/child, husband/wife or family plan,
as offered by the Township through the North Jersey Municipal Employee
Benefits Fund ("the Fund"). The contribution cost per year, per employee,
shall be calculated by the Township's Finance Department in accordance
with the total premium costs assessed through the Fund in making available
the various health insurance plans.
[Amended 5-24-2007 by Ord. No. 10-07; 10-28-2010 by Ord. No.
29-10]
D.
Paid medical
coverage for current and newly elected or re-elected Township Committee
members.
[Added 10-28-2010 by Ord. No. 29-10]
(1)
Effective
January 1, 2011, current and newly elected or newly reelected members
of the Township Committee shall not be entitled to receive paid medical
and dental benefits coverage for themselves, their spouses and dependents.
(2)
Any
current, newly elected or newly re-elected member of the Township
Committee who previously retired or resigned as an elected or appointed
official or local, county or state employee, and is eligible as a
retiree to receive medical benefits coverage for himself/herself,
(including their spouses) will continue to do so and shall not be
affected by the provisions of this subsection.
The Township Treasurer is hereby appointed as
Payroll Officer and charged with the responsibility for and the authority
to administer the provisions of this article.
[Last amended 5-11-2023 by Ord. No. 16-2023]
All salaries and rates of compensation for the job position
classifications described under Job Position Classification Schedule
B, in conformance with the above described Salary Guides, shall be
effective and retroactive to January 1, 2023. Only those nonunion
full-time and permanent part-time civilian employees whose positions
are classified under Schedule B and the Salary Guides listed above,
and currently on the payroll of the Township of Hanover at the time
of adoption of this ordinance, shall receive retroactive salary adjustments,
except those employees who have retired from service on or after January
1, 2023, but prior to the adoption of this ordinance shall receive
retroactive salary adjustments effective January 1, 2023, through
the date of retirement. No other exceptions shall be made.
[1]
Editor's Note: Former § 61-17, Death in family,
as amended, § 61-18, Employee job performance evaluation
system, as amended, § 61-19, Anniversary date, as amended,
and § 61-20, Discretionary employment of seasonal, part-time
or temporary personnel, as amended, were repealed 5-13-2021 by Ord. No. 14-2021.
[Amended 6-12-1986 by Ord. No. 20-86; 6-23-1988 by Ord. No.
15-88; 3-22-1990 by Ord. No. 3-90]
A.
Whenever during the calendar year an employee shall
resign, retire or be dismissed from the service of the Township, any
vacation time shall be prorated and taken prior to severance from
the service of the Township.
B.
If during the calendar year an employee should resign,
retire or be dismissed from the service of the Township and, based
upon certification of the appropriate department head, all of his/her
vacation time has been taken, it shall be the responsibility of that
individual to reimburse the Township for vacation time taken but not
yet earned or accrued. The Treasurer shall then be empowered to garnish
the final paycheck of any employee in order to compensate the Township
or take whatever other appropriate action may be necessary to recover
any moneys due the Township.
C.
It shall be the responsibility of the Township Administrator
to calculate the amount of prorated vacation time which may be taken
by any employee who is voluntarily or involuntarily severed from the
service of the Township.
D.
Notwithstanding the provisions of Subsections A, B and C above, as an incentive to those full-time employees with 25 years or more of continuous service with the Township of Hanover, and retiring pursuant to a regular service retirement under the terms prescribed by the Public Employees' Retirement System (PERS) or, in the case of the Chief and Deputy Chief of Police who are enrolled under the Police and Firemens' Retirement System (PFRS), the Township shall not prorate the vacation days in the last year of service in recognition of that employee's meritorious service performance to the Township. However, in order to receive this consideration and qualify and be eligible to receive his/her entire vacation allowance without proration, an employee must submit his/her retirement notice to take effect on or after March 1 of the calendar year in which retirement is to take place. Any full time employee who may qualify under the terms of this provision shall make application to the Township Committee at least 60 calendar days prior to the date of retirement.
[Amended 5-9-1996 by Ord. No. 5-96; 4-8-1999 by Ord. No.
12-99]
H.
In order to be eligible to receive health insurance
benefits upon retirement, any civilian employee hired on or after
January 1, 2001, and retiring in accordance with the provisions of
the Public Employees Retirement System (PERS) following 25 years service
credit must complete at least 20 of the 25 years of continuous service
with the Township of Hanover. Periods of suspension, approved leaves
of absence or periods of disability/medical leave shall not be deemed
to break continuous service. Only time for which pension payments
have been made shall be credited towards the continuous service requirement.
[Added 6-13-2002 by Ord. No. 12-2002]
I.
Any civilian employee who files an application for
an ordinary disability or accident disability retirement pension shall
not be eligible upon retirement to receive health insurance benefits
coverage through the Township unless 1) he/she has earned 25 years
service credit through the Public Employees Retirement System and
2) completed at least 20 of the 25 years as continuous service with
the Township of Hanover.
[Added 6-13-2002 by Ord. No. 12-2002; amended 11-13-2003 by Ord. No. 24-2003]
J.
Any person hired by the Township to fill a full-time
civilian position on or after May 31, 2007, following the adoption
and publication of this ordinance, and any person elected to serve
on the Township Committee for their first term in office on or after
January 1, 2008, shall not be eligible to receive health insurance/medical
benefits coverage upon retirement irrespective of the number of years
of earned net credited service with the Township and through the Public
Employees Retirement System. At the time of retirement, the spouses
and dependents of said retirees shall also not be eligible to receive
any health insurance/medical benefits coverage as well.
[Added 5-24-2007 by Ord. No. 10-07]
[Added 6-12-1986 by Ord. No. 20-86]
If an employee is assigned to work in a job
group with a higher salary classification for a period that exceeds
10 consecutive working days, such employee shall be paid at a step
within the job group of the higher salary classification, which step
shall be determined by the Township Committee and Township Administrator.
[Added 5-13-1993 by Ord. No. 16-93;
amended 4-8-2010 by Ord. No. 12-10]
A.
In order to accommodate the daily work assignments
of the Department of Public Works, Buildings and Grounds and Park
Maintenance, insofar as the driving of sanitation trucks and/or the
operation of heavy equipment, the Superintendent of Public Works,
Buildings and Grounds and Park Maintenance and/or his Assistant Superintendent,
at their discretion, shall select and assign any Job Group IV employee
of their choosing to temporarily work in the position of Truck Driver
II/Equipment Operator. Said employees must possess a valid and current
commercial driver's license issued by the State of New Jersey. Any
employee assigned to drive shall be compensated within the higher
salary classification of Job Group V at a step to be determined by
the Superintendent or Assistant Superintendent. Employees will only
be compensated for the actual hours worked out-of-title in the performance
of those duties and tasks as a Truck Driver II or Equipment Operator.
B.
Temporary out-of-title provision.
[Amended 2-25-1999 by Ord. No. 8-99]
(1)
This temporary out-of-title provision shall
only be applicable in the following instances:
(a)
When driving a sanitation truck with a crew
which vehicle operation requires a Class B Commercial Driver License
in the curbside collection and hauling of solid waste, grass clippings
and/or recyclable materials; and
(b)
When driving other motor vehicle equipment with
a crew which vehicle operation requires a Class A Commercial Driver
License in the curbside collection of leaves.
(2)
The temporary out-of-title provision is not
applicable to the plowing and removal of snow.
[1]
Editor's Note: Former § 61-23, Utilization of employee
evaluation/warning report, added 7-9-1992 by Ord. No. 23-92, § 61-24,
Causes for disciplinary action or dismissal, added 1-26-1995 by Ord. No.
2-95, § 61-25, Antiharassment policy,
added 1-26-1995 by Ord. No. 2-95, and § 61-26, Limited duty
provisions, added 8-24-1995 by Ord. No. 25-95, were repealed 5-13-2021 by Ord. No. 14-2021.
[Added 8-24-1995 by Ord. No. 25-95]
A.
The Township has developed a Tuition Aid Plan to provide
opportunities for its civilian and uniformed municipal employees who
wish to undertake off-the-job instruction in a field of learning which
would be of benefit to the municipality as well as the employee.
B.
The plan is designed to encourage and assist employees
in furthering their self-development through after-hours study at
the undergraduate and graduate levels at four-year and two-year accredited
institutions of higher learning.
C.
Certain nondegree credit courses that relate to special
skills or license qualifications required for employment may be approved
at the discretion of the Township Committee.
D.
Eligibility requirements. All full-time permanent
civilian and uniformed municipal employees are eligible to participate
in the plan. An employee is eligible to enroll in a course or a core
curriculum of study following the successful completion of the probationary
employment period. in addition, an employee must be continuously employed
by the Township from the time the course(s) begins through the completion
date of the course(s).
E.
Preapproval of core curriculum of study.
(1)
Prior to enrolling in any course or core curriculum
of study leading to an undergraduate or graduate degree, an employee
must first submit a description of the course or curriculum of study
for the prior approval of the Township Administrator. The course description(s)
must provide specific information on the subject matter and its job-related
significance. Such descriptions may be taken from a course manual
or as provided by the college's Director of Admissions. The description
of the course or total core curriculum must be submitted to the Township
Administrator at least four calendar weeks before an employee registers
at the college or university. This information shall be attached to
the Township's Tuition Aid Plan Application form known as "Form T.A.-1."
(3)
The plan provides for attendance in person. Correspondence
and television courses are excluded.
F.
Administration of plan.
(1)
The overall Tuition Aid Plan for educational benefits
shall be coordinated by the Township Administrator. He shall have
overall responsibility for coordinating and administering the plan,
in accordance with the approved terms and procedures as outlined herein.
(2)
Upon receiving the tuition aid application form-1,
the Township Administrator will ascertain whether the course or core
curriculum of study and the institution of higher learning are in
accordance with the plan requirements. An approved application shall
be returned to the eligible employee, through the department head,
no later than 10 calendar days following the receipt of the application.
If an application is not approved, it shall be returned to the employee
in the same manner as above with the reason for the rejection stated
on the form.
G.
Department head responsibility. It shall be the responsibility
of the department head to provide all his/her employees with a basic
understanding of the plan and especially the application process and
procedures. An application for participation must be completed and
forwarded to the department head for review and approval prior to
its submission for final approval by the Township Administrator.
H.
Procedures.
(1)
The plan will provide tuition aid reimbursement to
any eligible civilian or uniformed employee who has satisfactorily
completed a job-related college course. An employee will be eligible
to receive a maximum of $600 per semester not to exceed $1,200 in
any one calendar year. The calendar year is based on the completion
date of the course or courses taken. Registration, application, laboratory
and similar fees qualify for reimbursement. Costs for text books,
supplies, parking, late registration fees, deferred payments, student
activity or student facility fees are not eligible for reimbursement.
[Amended 3-13-1997 by Ord. No. 10-97]
(2)
To qualify for reimbursement, the employee must:
(a)
Present receipts for the amounts paid to the
college or university.
(b)
Complete the course with a grade of C or its
equivalent or better, if required for degree credit, and present certification
to this effect from the institution, such as the end-of-semester transcript.
(c)
Not be receiving nor be eligible to receive
any other government aid or scholarship aid from other sources which
equals or exceeds the tuition reimbursement authorized above. If scholarship
aid does not equal the above, reimbursement may be considered for
the difference.
(d)
Be an employee of the Township at the time the
course or total core curriculum of courses are completed.
(3)
If one or more of the above criterion are not met,
an employee may be eligible for full or partial reimbursement if the
employee was precluded from completing a course due to any one of
the following situations:
I.
Employee's responsibilities.
(1)
Within 60 calendar days following the satisfactory
completion of an approved course(s), the employee shall submit to
his/her department head verification of tuition payment and any eligible
fees, as well as evidence showing the satisfactory completion of the
course under the terms of the plan. The employee shall be responsible
for completing Form T.A.-2.
(2)
In no case shall an employee be eligible for reimbursement
for courses started or completed which did not receive the prior approval
of the Township Administrator or were not an approved course under
the core curriculum of study. Partial or full reimbursement shall
also be denied in those cases where employment has been terminated
through resignation, retirement or involuntary separation.
(3)
Reimbursement under the plan is considered income,
subject to the withholding of federal income tax, social security
tax or any other state or municipal tax that may become applicable.
The Township will withhold the proper amounts for such purposes from
the reimbursement.
(4)
Tuition aid payments are chargeable to the other expense
current fund budgets of the appropriate departments.
[Added 8-24-1995 by Ord. No. 25-95]
A.
The policy of terminal leave shall apply only to all
full-time employees of the Township retiring on service or disability
pensions. Payment of terminal leave for all other types of retirement
shall be at the discretion of the Township Committee. Former full-time
employees whose positions have been reduced to part-time status shall
not be eligible for terminal leave.
[Amended 2-24-2011 by Ord. No. 5-11]
B.
In case of discharge, dismissal or voluntary separation
from the Township's service, no terminal leave shall be granted.
C.
At the time of retirement, the terminal leave allowance
of a full-time civilian employee shall be calculated at his/her basic
daily wage rate for each continuous full year of service with the
Township in accordance with either Schedule A or Schedule B depending
on the initial date of employment.
[Added 5-9-1996 by Ord. No. 5-96; 11-13-2003 by Ord. No.
24-2003]
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Schedule A
|
|---|
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Terminal Leave Allowance for Full-Time Civilian
Employees Earning Twelve Sick Leave Days for Each Full Calendar Year
of Service:
|
|
If Unused Sick Time is:
| ||
|---|---|---|
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From
|
Days To
|
Number of Days Pay for Each Full Year
of Service
|
|
0
|
50
|
0.00
|
|
51
|
100
|
0.50
|
|
101
|
150
|
1.00
|
|
151
|
200
|
1.50
|
|
201 plus
|
2.00
| |
|
Schedule B
|
|---|
|
Terminal Leave Allowance for Full-Time Civilian
Employees Hired On or After January 1, 2004, and Earning Six Sick
Leave Days for Each Full Calendar Year of Service:
|
|
If Unused Sick Time is:
| ||
|---|---|---|
|
Days From
|
To
|
Number of Days Pay for Each Full Year
of Service
|
|
0
|
25
|
0.00
|
|
26
|
50
|
0.50
|
|
51
|
75
|
1.00
|
|
76
|
100
|
1.50
|
|
101 plus
|
2.00
| |
D.
In no event shall the termination allowance set forth
in the above subsection exceed 75 full day's pay.
E.
It shall be the responsibility of the Township Administrator
to calculate any terminal leave which may be owed to any employee
who retires on a service or disability pension. Prior to the issuance
of any check, it shall be the responsibility of the Chief Municipal
Finance Officer to certify the availability of funds and to verify
the calculation of the terminal leave benefit.
[1]
Editor's Note: Former § 61-29, Alcohol and drug
testing policy for civilian employees, added 8-24-1995 by Ord. No. 25-95, § 61-30, Alcohol and drug testing policy for law enforcement
personnel, as amended, § 61-31, Psychological testing policy
for law enforcement personnel, added 8-24-1995 by Ord. No. 25-95,
§ 61-32, Alcohol and drug testing policy for commercial
driver licensees, as amended, and § 61-33, Solicitation
or acceptance of gifts prohibited, added 7-28-2005 by Ord. No. 27-2005, were repealed 5-13-2021 by Ord. No. 14-2021.
[Added 6-26-2008 by Ord. No. 16-08]
A.
In accordance with N.J.S.A. 43:15C-2, any person appointed
by the Township on or after July 1, 2007, to any of the positions
set forth herein shall be eligible for and shall participate in the
Defined Contribution Retirement Program:
B.
Individuals serving in the following positions are
exempt from Defined Contribution Retirement Program membership, pursuant
to N.J.S.A. 43:15C-2:
(1)
Certified Health Officer.
(2)
Tax Collector.
(3)
Chief Financial Officer.
(4)
Construction Code Official.
(5)
Qualified Purchasing Agent.
(6)
Tax Assessor.
(7)
Professional Planner.
(8)
Registered Municipal Clerk.
(9)
Licensed Uniformed SubCode Inspector.
(10)
Certified Public Works Manager (Principal Public
Works Manager).
C.
If an individual is appointed to one of the positions listed in Subsection A, and the individual is not serving in a position as described in Subsection B, the Pension Certifying Officer of the municipality may determine that the individual is not required to join the Defined Contribution Retirement Program if that individual:
[Amended 8-14-2008 by Ord. No. 21-08]
(1)
Was an active participant in the Public Employee Retirement
System on July 1, 2007, and continuously, since that time; or
(2)
Has been appointed pursuant to a valid promotional
process; or
(3)
Is appointed on a temporary, interim, or "acting" basis to a position requiring state certification as set forth in Subsection B, and is in pursuit of the required certification; or
(4)
Meets such other exceptions that may be approved by
the Local Finance Board or the Division of Pensions and Benefits.
[1]
Editor's Note: Former § 61-35, Time management system,
added 3-12-2009 by Ord. No. 6-09, and § 61-35.1, Direct
deposit, added 4-10-2014 by Ord.
No. 12-14, were repealed 5-13-2021 by Ord. No. 14-2021.
