[Adopted 12-17-1997 by Ord. No. 33-97]
A. 
The Borough Council may create, by ordinance, any position of employment and salary therefor and may confirm by resolution the Mayor's appointment thereto. In addition, there must be provided in the proper current budget account specific and adequate funds to compensate the appointee. An application for employment form obtained at the office of the Borough Clerk must be completed by each person applying for a position with the Borough of Maywood or, on occasion, through submission of an employment resume.
B. 
The Borough Administrator or his designee will conduct a preliminary orientation interview with each applicant and apprise him/her of personnel policies, conditions of employment, salary range and benefits, duties of position and refer him/her to the department head having the particular opening for further investigation or, if the position under consideration is for that of department head, the Borough Administrator shall personally conduct such investigation.
C. 
The Borough Administrator shall forward a copy of the application/resume to the Mayor and Council.
D. 
If the department head or Borough Administrator, following such investigation, concludes that the applicant meets the qualifications for the position, he/she will arrange to conduct a reference investigation and check of previous employment. The Borough Clerk will arrange for a physical examination of the prospective employee at the Borough's expense.
E. 
Following a favorable report on the investigation and physical examination, the appointment of the applicant will be referred to the Mayor and Council for final action, including the amount of salary to be offered.
F. 
If approved by the Mayor and Council, the Borough Administrator will so notify the applicant and advise him/her of his/her starting date and arrange for him/her to report to the Clerk's office to complete the necessary employment formalities and will check all papers for completeness and set up a personnel history file for the employee.
G. 
Each new employee shall be considered as being on trial or probation for the first six months of employment and he/she may be dismissed, with explanation, during or at the end of that period. A report should be submitted by the department head to the Borough Administrator prior to the end of the six-month probation period for review by the Mayor and Council.
H. 
Part-lime or temporary employees working on an hourly basis, when first employed, will complete an application for employment and a personnel record file will be established in the Borough Clerk's office.
A. 
Whenever it is practical to do so, promotions will be made within the ranks of the Borough staff of municipal employees available and capable of performing the required duties in a satisfactory manner. Positions will be posted for employee consideration.
B. 
Transfers from one position or department to another will usually be made when it would be advantageous to the Borough and/or 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 Borough may make the best possible use of all of the capabilities and potentialities of its personnel.
D. 
Promotions from within the ranks will be based on merit, character, qualifications and work habits, as determined by review of all available facts.
E. 
Recommendations for promotions or transfers will be processed by the department head and/or Borough Administrator to the Mayor and Council for consideration and action.
F. 
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.
G. 
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 heads involved with the proposed transfer. The recommendation of such department head shall be submitted to the Borough Administrator before the transfer of the employee is effected.
A. 
Separation from the service of the municipality may result from voluntary resignation by the employee or by the termination for cause of his services by the Mayor and Council.
B. 
The resignation of an employee received by the department head will be attached to his personnel history file and will be reviewed by the department head and/or Borough Administrator 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, except for department heads which shall be 30 days in order to provide sufficient time for appointing and breaking in a successor.
D. 
If an employee resigns, the department head shall interview him/her to determine, if possible, whether there is a reason other than that stated for the employee leaving the service of the Borough. All resignations, supported by all pertinent data available, shall, whenever time permits, be referred to the Mayor and Council before the effective date of the resignation.
E. 
All employees shall, upon leaving the services of the municipality, complete and sign a termination receipt when receiving final compensation. This receipt will be filed in the employee's personnel history file as evidence of the satisfaction of all claims against the municipality.
[Added 3-23-1999 by Ord. No. 7-99]
Whenever there is a lack of work or a lack of funds requiring a reduction in the number of employees, the required reductions shall be made as the Mayor and Council may designate. Full-time employees shall be given a minimum of two weeks' written notice, or as otherwise required by statute or separate contract. Temporary, part-time, or probationary employees shall be subject to layoff at any time.
[Amended 6-5-2008 by Ord. No. 15-08]
Discussions by the Mayor and Council or any body of the Borough concerning appointment, termination, terms and conditions of employment, performance evaluation, or promotion or discipline of any current or prospective officer or employee shall be in closed session unless the individual requests, in writing, that the discussion be held in open session. Such request must be granted. Prior to the discussion by the Mayor and Council or any body of the Borough concerning such matters, the Clerk shall notify the affected person(s), within a reasonable period of time, of the meeting date, time and place, the matters to be discussed and the person’s right to request that the discussion occur in open session. In the event more than one person is affected by the discussion and one of the affected persons does not request that the discussion be in open session, then the discussion shall be in closed session. If the individual(s) does not request that the discussion be held in open session, the Mayor and Council or other body of the Borough may, at its sole discretion, invite the affected individual(s) to attend the applicable portion of the closed session.
[1]
Editor's Note: See N.J.S.A. 10:4-6 et seq.
[Amended 6-5-2008 by Ord. No. 15-08]
The Borough of Maywood’s personnel policies shall be adopted and amended by the Mayor and Council by ordinance. After adoption, copies will be distributed and employees will be required to sign an acknowledgment of receipt that will be placed in the official personnel file. New employees shall receive a copy upon hiring and shall acknowledge receipt thereof in writing. The Borough Clerk shall maintain the signed listing of all personnel policies distributed. The personnel policies will be revised and redistributed whenever there is a significant change in personnel practice or as otherwise determined by the Mayor and Council.