[Adopted 12-17-1997 by Ord. No. 33-97]
The provisions of this article shall apply to
all Borough employees except as otherwise provided and except as otherwise
provided by individual employment contract or collective negotiation
agreement.
A.
The following holidays are observed:
(1)
New Year's Day.
(2)
President's Day.
(3)
Martin Luther King, Jr.'s Birthday.
(4)
Good Friday.
(5)
Memorial Day.
(6)
Independence Day.
(7)
Labor Day.
(8)
Columbus Day.
(9)
Election Day.*
(10)
Veterans Day.
(11)
Thanksgiving Day.
(12)
Friday after Thanksgiving.
(13)
Christmas Day.
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*Election Day may be used as a floating holiday
as approved by the Mayor and Council. Holidays falling on a Saturday
are given on the preceding day, and holidays falling on a Sunday,
the following day. This policy conforms to the federal act designating
holidays on specific dates,
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B.
Holidays falling during an unpaid leave of absence
will not be credited.
C.
A department head may disallow holiday pay for any
employee who does not work the day before or the day following a holiday.
D.
Those employees not expressly exempted from overtime
who work on a holiday shall be paid at a rate of time and one-half
for all hours worked. Employees may request equivalent compensatory
time off in lieu of pay for all hours worked on the holiday.
E.
Part-time employees shall be paid for holidays at
a straight time rate in an amount equal to what they would have received
if the day on which the holiday fell would have been a regular working
day.
A.
Eligibility. To be eligible for his/her initial vacation,
an employee must have completed at least six months of continuous
service.
B.
Vacation year. The vacation year is January 1 through
December 31, except that one week of vacation taken during the last
week of the current year may be considered to have been taken during
the current year even though that week of vacation extends into the
new year.
C.
Accumulation of vacation time. Except as provided in Subsection B above, the vacation for which an employee is eligible in any calendar year must be taken that year and cannot be carried forward.
D.
Waiver of vacation. A vacation may not be waived by
an employee and vacation pay received in lieu thereof.
E.
[1]Holidays during vacation. A recognized holiday that occurs
during an employee's vacation period will add a day to the vacation
period.
F.
Illness or injury during vacation. If an employee
becomes ill or is injured before leaving for a scheduled vacation,
the employee's vacation may be rescheduled. If an employee becomes
ill or is injured while on vacation, such disability will be considered
to be vacation time unless it is of five or more calendar days duration,
in which case the following applies:
(1)
The employee's vacation will be deemed to have ceased
with the first day of illness or injury; he/she will be placed on
sick leave as of that first day. When such employee has recovered
sufficiently to be able to resume his duties, he/she may, with appropriate
approvals, either continue his/her vacation or take the balance of
his/her vacation, the provision of the paragraph next following shall
apply.
(2)
If an employee on sick leave approaches the end of
the calendar year without having taken and without then being able
to take all of the vacation for which he/she is eligible, that period
of time equal to the vacation for which he/she is eligible, and which
has not been taken, will be designated as vacation. For that period
of time he/she will receive full vacation pay.
G.
Termination of employment. Upon termination of employment
for any reason (including death), an employee (or his estate, as the
case may be) will receive pay in lieu of any untaken vacation for
which the employee is or was eligible in that calendar year.
H.
Vacation allowances: Vacation allowances are determined
by the length of service completed from the hire date of the full-time
employee. The Borough Administrator may create an exception to this
policy.
[Amended 3-8-2016 by Ord.
No. 8-16]
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Length of Service to January 1
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Work Weeks of Vacation As Accrued
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|---|---|
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6 months but less than 1 year
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1
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1 year but less than 5 years
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2
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5 years but less than 15 years
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3
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15 years but less than 25 years
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4
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25 years and over
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5
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A.
Length of service shall be measured from date of hire.
B.
Periods of authorized absence with pay shall be included.
C.
All military leave and sick leave shall be included.
D.
Leaves of absence in excess of one month shall not
be included.
E.
If an employee is separated because of reduction of
force and is reemployed within one year of date of separation, his
accumulated total number of sick leave days shall be reinstated for
the period prior to his separation.
F.
If an employee shall terminate his employment and
shall thereafter be reemployed by the Borough, he will not receive
credit for any prior service years.
A.
In case of death of a member of the immediate family
of any employee, emergency leave with pay of a maximum of four days
may be granted.
B.
For the purpose of this policy, a member of the employee's
immediate family shall be defined to include wife, husband, child,
father, mother, brother, sister, mother-in-law, father-in-law, grandmother
and grandfather.
C.
In case of serious illness of a member of the employee's
immediate family, emergency leave with pay of a maximum of two days
may be granted by the department head.
D.
Any action of the department head granting or denying
such leave shall be subject to review by the Borough Administrator
and Mayor and Council.
E.
The aforesaid maximum periods of emergency leave may
be extended for good cause, but only by the Borough Administrator
and Mayor and Council, either with or without pay.
A.
Sick leave available to permanent employees depends
on the length of service to be accumulated as follows:
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If Service is:
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Maximum Amount is:
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|---|---|
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3 months but less than one year
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5 working days
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1 year but less than 2 years
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10 working days
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2 years but less than 3 years
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15 working days
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3 years or more
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22 working days
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B.
Service in this case is measured from the date of
hire. Since these benefits are available in time of need only, there
is accumulation from one year to the next to a maximum of 180 days.
C.
Special consideration may be given by the department
head with the concurrence of the Borough Administrator and the Mayor
and Council to employees with five years of service or more.
[Amended 4-14-1998 by Ord. No. 5-98; 6-5-2008 by Ord. No.
15-08]
The Borough management grants time off with
pay to employees and identifies the absence as excused time under
the following circumstances only:
A.
Time necessary for involuntary participation in governmental
proceedings such as jury duty, draft board examinations, Workmen's
Compensation Board hearings or appearing in court as a subpoenaed
witness in connection with the employee's official duties with the
Borough
B.
Time necessary for voting. Any eligible employee who
desires to vote in a general election, primary election, special election
or local election in the community where he resides, and who is required
to work on the day of such election and whose hours of work are such
that it will be difficult or impossible for him to vote, shall be
granted two hours of excused time off to vote. Such time off shall
be allowed only at the beginning or end of the employee's tour of
duty as designated by his supervisor. However, any employee who has
four or more consecutive hours before or after his working hours during
which polls are open will be considered to have sufficient time to
vote outside of his working hours and will not, therefore, be granted
excused time.
C.
Time for donating to the Community Blood Bank. Any
employee who donates blood to the blood bank during his normal work
schedule is granted the rest of that working day off as excused time.
Any employee who donates blood outside his normal work schedule is
granted three hours of excused time, to be taken at a time mutually
convenient to the employee and his supervisor.
D.
One day in connection with wedding or civil union
of the employee.
E.
One day in connection with the birth of a child in
the employee's immediate family.
F.
One day when the employee who is head of household
moves his/her family from one permanent residence to another.
G.
Illness of spouse or civil union partner when preschool
or disabled child needs care, or illness of minor (pre-high school)
child when the employee is the only adult in the household responsible
for the minor child's care (limited to a total of two paid days off
per calendar year).
H.
When early termination of workday for employees is
announced by the Mayor.
I.
Special individual situations as recommended by the
department head or Borough Administrator.
[Amended 4-14-1998 by Ord. No. 5-98]
A.
Family and Medical Leave Act policy.
[Amended 6-5-2008 by Ord. No. 15-08; 5-13-2014 by Ord. No. 4-14]
(1)
Employees may be eligible for an unpaid family and medical leave
under the federal Family and Medical Leave Act ("FMLA"). Employees
also may be eligible for family and/or medical leave pursuant to the
New Jersey Family Leave Act ("FLA"). In order to be eligible for such
leave, employees must have one year of service with the Borough, and,
at least 1,000 hours of work (for New Jersey leave) and 1,250 hours
of work (for federal leave) during the previous 12 months and be employed
at a worksite where 50 or more employees are employed by the employer
within 75 miles of the worksite (for federal leave). Eligible employees
may receive up to 12 weeks of leave per year (FMLA) or 12 weeks every
24 months (FLA).
(2)
During the leave period, the employee's health benefits will be continued
on the same conditions as coverage would have been provided had the
employee been employed continuously during the entire leave. The employee
will not continue to accrue vacation, sick or personal days for the
period of the leave. The employee will receive seniority credit for
the time that the employee has been on leave under this section. At
the conclusion of the leave period, an eligible employee is entitled
to reinstatement to the position the employee previously held or to
an equivalent one with the same terms and benefits that existed prior
to the exercise of leave.
(3)
Upon written notice, eligible employees are entitled to a family
or medical leave for up to 12 weeks to care for a newly born or adopted
child or a seriously ill immediate family member, including civil
union partner, or for the employee's own serious health condition
that makes the employee unable to perform the functions of the employee's
position. Eligible employees who take leave under this policy must
use all accrued available vacation and personal days during the leave.
The use of accrued time will not extend the leave period. After exhausting
accrued time, the employee will no longer be paid for the remainder
of the leave.
(4)
The period of leave must be supported by a physician's certificate.
An extension past 12 weeks can be requested, but medical verification
of the need must be submitted prior to the expiration of the leave.
The Borough reserves the right to deny any request for extended leave.
Additional information concerning the family leave policy and eligibility
requirements are available from the Personnel Administrator.
(5)
Commencing July 1, 2009, family temporary disability ("FTD") payments
for up to six weeks in a twelve-month period will become available
for eligible employees who are caring for a seriously ill immediate
family member who is incapable of self-care or care of a newborn or
adopted child. To be eligible, the employee must have worked at least
20 weeks at minimum wage within the last 52 weeks or earned 1,000
times the minimum wage. The weekly benefit is 2/3 of weekly compensation
up to a maximum of $524 per week (this amount is subject to change).
FTD will run concurrently with FMLA and/or FLA leaves and there is
a one-week waiting period. Employees may also be required to use accrued
sick, vacation or personal leave for up to two weeks.
(6)
Employees taking paid family leave in connection with a family member's
serious health condition may take leave intermittently or consecutively.
Intermittent leave is not available for the care of a newborn or adopted
child. Intermittent leave may be taken in increments necessary to
address the circumstances that precipitated the need for leave. An
employee seeking intermittent paid family leave is required to provide
the Borough with 15 days' notice unless an emergency or other unforeseen
circumstance precludes prior notice. The employee seeking intermittent
leave shall make a reasonable attempt to schedule leave in a nondisruptive
manner. Employees requesting such leave shall provide the Borough
with a regular schedule of days for intermittent leave.
(7)
Military leaves.
(a)
Employees may also be eligible for an unpaid leave for up to
26 workweeks in a year to care for a family member on active duty
in the military or a covered veteran (a covered veteran is an individual
who was discharged or released under conditions other than a dishonorable
at any time during the five-year period prior to the first date the
eligible employee takes FMLA leave to care for the covered veteran)
with a serious injury or illness incurred in the line of duty on active
duty for which the service member is undergoing medical treatment,
recuperation, or therapy, is otherwise in outpatient status, or is
otherwise on the temporary disability retired list, or up to 12 weeks
in a year for a qualifying exigency. A qualifying exigency occurs
when a military member is called to covered active duty (requires
deployment to a foreign country) and a close member of his/her family
must attend official ceremonies or family support or assistance meetings,
there is a short-notice deployment, to attend to childcare matters,
attend to financial and/or legal matters, or counseling. A serious
injury or illness means an injury or illness incurred by a covered
service member in the line of duty on active duty that may render
the service member medically unfit to perform the duties of his or
her office, grade, rank, or rating.
(b)
Serious injury or illness.
[1]
A serious injury or illness also means an injury or illness
that was incurred by the covered veteran in the line of duty on active
duty in the armed forces or that existed before the veteran's active
duty and was aggravated by service in the line of duty on active duty,
and that is either:
[a]
A continuation of a serious injury or illness that
was incurred or aggravated when the veteran was a member of the armed
forces and rendered the service member unable to perform the duties
of the service member's office, grade, rank, or rating; or
[b]
A physical or mental condition for which the veteran
has received a U.S. Department of Veterans Affairs Service-Related
Disability Rating (VASRD) of 50% or greater, and the need for military
caregiver leave is related to that condition; or
[c]
A physical or mental condition that substantially
impairs the veteran's ability to work because of a disability or disabilities
related to military service, or would do so absent treatment; or
[d]
An injury that is the basis for the veteran's enrollment
in the Department of Veterans Affairs Program of Comprehensive Assistance
for Family Caregivers.
[2]
Any one of these definitions meets the FMLA's definition of
a "serious injury or illness" for a covered veteran regardless of
whether the injury or illness manifested before or after the individual
became a veteran.
[a]
Upon employer's request, an employee must provide
a copy of the covered military member's active duty orders to support
request for qualifying exigency leave.
[b]
In addition, upon an employer's request, certification
for qualifying exigency leave must be supported by a certification
containing the following information:
[3]
Statement or description of appropriate facts regarding the
qualifying exigency for which leave is needed;
[4]
Approximate date on which the qualifying exigency commenced
or will commence;
[5]
Beginning and end dates for leave to be taken for a single continuous
period of time;
[6]
An estimate of the frequency and duration of the qualifying
exigency if leave is needed on a reduced scheduled basis or intermittently;
and
[7]
If the qualifying exigency requires meeting with a third party,
the contact information for the third party and description of the
purpose of the meeting.
(c)
Eligible employees may also take leave to care for a military
member's parent who is incapable of self-care when the care is necessitated
by the member's covered active duty. Such care may include arranging
for alternative care, providing care on an immediate basis, admitting
or transferring the parent to a care facility, or attending meetings
with staff at a care facility.
(d)
Employees who request qualifying exigency leave to spend time
with a military member on rest and recuperation may take up to a maximum
of 15 calendar days. Upon an employer's request, an employee must
provide a copy of the military member's rest and recuperation leave
orders, or other documentation issued by the military setting forth
the dates of the military member's leave.
B.
Military leave.
[Amended 6-5-2008 by Ord. No. 15-08]
(1)
When a full-time employee (either permanent or temporary)
who is a member of the reserve component of any United States armed
force or the National Guard of any state, including the Naval Militia
and Air National Guard, is required to engage in field training or
is called for active duty, the employee will be granted a military
leave of absence for the duration of the service. The first 30 workdays
of the leave shall be with full pay, except that a member of the New
Jersey National Guard shall receive full pay for the first 90 days.
Thereafter, the employee shall be paid the difference between military
salary and the employee’s regular salary. The paid leave will
not be counted against any available time off, including but not limited
to vacation, sick or personal time. A full-time temporary employee
who has served less than one year shall not be entitled to paid leave
but shall be granted nonpaid military leave without loss of time.
(2)
Employees on military service will also continue to
receive paid health insurance coverage during the period of the paid
leave plus an additional 30 calendar days after the paid leave is
exhausted. After this period has expired, employees may continue coverage
for themselves or their dependents under the (local unit type) group
plan by taking advantage of the COBRA provision. Members of the state-administered
retirement systems (PERS and PFRS) will continue accruing service
and salary credit in the system during the period of paid leave.
(3)
Pursuant to the Uniformed Services Employment and
Reemployment Rights Act, any employee released from active duty under
honorable circumstances shall return to work without loss of privileges
or seniority within the following time limits: for service less than
31 calendar days, the employee must return to work on the beginning
of the first regularly scheduled workday or eight hours after the
end of military duty, with reasonable allowances for commuting; for
service of 31 to 180 calendar days, the employee must submit an application
for reinstatement within 14 calendar days after completing military
duty; for service greater than 180 calendar days, the employee must
submit an application for reinstatement within 90 calendar days after
completing military duty.
C.
Leave without pay.
(1)
Leave without pay, other than family or military leave,
shall be granted to an employee only upon request. It shall be granted
only when the employee has used his/her accumulated sick leave in
the case of illness, or his/her vacation leave if leave without pay
is requested for reasons other than illness. Written inquiries for
leave without pay must be initiated by the employee, favorably endorsed
by the director of the department and approved by the Mayor and Council
before becoming effective. Such leave, except for military leave without
pay, shall not be approved for a period longer than six months at
one time. The Mayor and Council may extend such leave for an additional
six months or any portion thereof.
(2)
A request for any type of leave except sick leave
or death leave shall be made on a form prescribed by the Borough Administrator.
Such request, whenever possible, shall be made far enough in advance
to permit approval, and, at the same time, to permit coverage for
the particular employment so that municipal services shall not suffer.
In the case of sick leave, the employee shall notify his/her department
supervisor immediately if he/she is unable to report for work.
D.
Convention leave.
(1)
Employees shall submit requests in writing, no later
than 60 days prior to the date for the convention leave, to the Administrator
for approval.
(2)
Any employee who is a duly authorized representative
of any of the organizations listed in N.J.S.A. 38:23-2, and any amendment
thereto, shall be granted a leave of absence, with pay for an aggregate
period not to exceed five days in any calendar year for the purpose
of traveling to and from and attending any state or national convention
of the organizations listed in the aforesaid statute.
E.
Domestic violence leave.
[Added 5-13-2014 by Ord. No. 4-14]
(1)
The New Jersey Security and Financial Entitlement Act, also known
as the "NJ SAFE Act" provides protection for employees and their family
members who have been the victim of domestic violence or sexual assault.
Employees are entitled to 20 days of unpaid protected leave from work
to:
(a)
Seek medical attention for physical or psychological injuries;
(b)
Obtain services from a victim services organization, pursue
psychological or other counseling;
(c)
Participate in safety planning for temporary or permanent relocation;
(d)
Seek legal assistance to ensure health and safety of the employee
or the employee's relative; or
(e)
Attend, participate in, or prepare for a criminal or civil court
proceeding relating to an incident of domestic or sexual violence.
(2)
To be eligible for the leave, an employee must meet the following
criteria:
(a)
The employee or their child, parent, spouse or domestic partner
must be a victim of domestic violence or a sexually violent offense;
(b)
The employee must have worked for the employer for at least
12 months and for at least 1,000 hours during the twelve-month period
immediately preceding the requested leave; and
(c)
The twenty-day leave must be taken within one year of the qualifying
event.
(3)
Employees may take leave on an intermittent basis but such leave
cannot be shorter than one full day. To the extent the leave is foreseeable,
employees must provide advance notice. In addition, employee seeking
leave must provide proof that they qualify for the leave. Such proof
may include restraining order, letter from a prosecutor, proof of
conviction, medical documentation or a certification from an agency
or professional involved in assisting the employee.
(4)
In certain circumstances, the basis for the leave may also qualify
under the federal Family and Medical Leave Act and/or the New Jersey
Family Leave act. If so, the Borough will treat the leave concurrently
with the leave under those statutes. Employees may be required to
use accrued paid vacation leave, personal time or sick leave concurrently.
(5)
The Borough shall protect the privacy of employees who seek leave
by holding the request for leave, the leave itself or the failure
to return to work in the strictest confidence.
(6)
The Borough shall not retaliate, harass or discriminate against any
employee exercising his/her right to take the leave provided by this
policy.
[Amended 5-25-1999 by Ord. No. 9-99]
Paid full-time employees of the Borough, except
employees included in bargaining units covered by collective bargaining
agreements, shall be entitled to two personal days off with pay per
year. Employee requests for personal days shall be subject to the
approval of the employee's department head or, in the case of department
heads, subject to the approval of the Borough Administrator.
A.
Hours of work of all department units shall be determined
by the department head and approved by the Borough Administrator and
the Mayor and Council. Each department head shall have the power to
alter or extend such hours of work to meet emergency, unusual or unforeseen
conditions,
B.
Employees are required to complete time sheets and provide same to
their supervisor or utilize any time keeping mechanism to "clock in"
as directed by their supervisor. Accurate and complete time and attendance
records will be maintained by each departmental unit of the Borough.
The head of the department will certify as to the accuracy of the
time and attendance records to the Borough Clerk at the end of each
week.
[Amended 5-13-2014 by Ord. No. 4-14]
C.
All Borough employees are to be at their assigned
posts at the designated starting time, ready for work, as specified
by the department head unless on vacation, leave of absence or absence
for good cause.
D.
Being punctual and on time is of utmost importance;
consequently, any lateness and the reason for it will be noted on
the time record. Recurring or chronic lateness will be referred to
the department head for appropriate action.
E.
Lunch periods and coffee breaks shall be specified
by the department head, making certain that duty stations will be
covered during the period. One fifteen-minute break in the morning
and one fifteen-minute break in the afternoon will be acceptable.
The normal time allowed for lunch for employees in Borough offices
is one hour, which shall be taken between 12:00 noon and 2:00 p.m.
Tardiness in returning from lunch is not permitted unless authorized
in advance by the department head.
F.
Overtime work will be kept to a minimum and, except
in cases of emergency, must be authorized in advance by the department
head. Records will be kept of all overtime and filed with the Payroll
Clerk weekly.
G.
Except for managerial executives and other employees
specifically exempted by law from the overtime provisions of the Fair
Labor Standard Act, employees will be paid at their regular hourly
rate for hours worked in excess of the normal workweek up to 40 hours
and at the rate of time and one-half for all overtime worked in excess
of 40 hours. In computing overtime compensation, the nearest 1/10
of an hour (six-minute interval) shall be the smallest fraction of
an hour to be reported.
H.
For purposes of this section, the following department
heads are considered to be managerial executives who are exempt from
the overtime provisions: Borough Clerk, Chief of Police, Chief Financial
Officer, Construction Code Official, Sanitary Inspector, Borough Administrator,
Superintendent of Public Works, Municipal Court Administrator, and
any other employee who meets the standards set forth in the applicable
state and federal laws and regulations.
[Amended 4-14-1998 by Ord. No. 5-98]
I.
"Comp" time. There shall be no "comp" time accumulated
by Borough employees unless approved in advance by the Borough Administrator.
Where approved, employees will be granted equal time off in lieu of
overtime compensation at such time as it is arranged with and approved
by the department heads, depending on the availability of necessary
personnel to operate the Borough departments. Supervisors, department
heads and other specialists on salary are not eligible for compensation
time.
J.
Request for time off. All employees requesting time
off, i.e., vacation, jury duty, etc., must notify the department heads
on or before the start of that business day. Department heads must
notify the Borough Clerk and/or Borough Administrator of such leave
requests.
K.
When overtime work in excess of 5 1/2 hours is
performed by an employee who is called in from off-duty status, sufficient
excused time is granted in order to provide a period of four consecutive
hours off before the employee starts his next normal tour, for example:
if the employee works from 12:00 midnight until 6:00 a.m. and is scheduled
to work the 8:00 a.m. to 4:00 p.m. tour, he receives two hours of
excused time and starts his tour at 10:00 a.m.
A.
The eligible employees of the Borough of Maywood are
members of the New Jersey Division of Pensions, which provides a life
insurance coverage and a guaranteed life-time pension.
B.
All eligible employees of the Borough are provided
retirement benefits through the Public Employees' Retirement System
(PERS) which is controlled and managed by the State of New Jersey.
PERS members are subject to the rules, procedures and regulations
thereto which include but are not limited to eligibility. The various
types of retirement, requirements for same, and contributions required
are described and elaborated upon in the New Jersey Public Employee
Benefit Manual, the PERS website, or available by contacting PERS
directly.
[Amended 8-12-2014 by Ord. No. 11-14]
C.
The Borough's group health insurance program is a
combination of separate but complimentary insurance plans, which,
in total, provide the employee and his family with excellent protection
against the unpredictable expense of hospital and doctor bills. Again,
for the exact coverages of the health and insurance benefits program,
please refer to the health benefits booklet supplied at the time of
enrollment.
A.
It is the policy of the Borough of Maywood to provide
hospitalization, medical and dental insurance coverage for full-time
employees, not otherwise covered in accordance with the provisions
of a collective negotiation agreement or an individual employment
contract. Effective January 1, 2002, hospitalization, medical and
dental insurance plans shall be extended to cover the dependents of
full-time employees of the Borough of Maywood not otherwise covered
in accordance with the provisions of a collective negotiation agreement
or an individual employment contract.
[Amended 10-4-2000 by Ord. No. 16-00; 12-19-2001 by Ord. No.
26-01; 12-16-2010 by Ord. No. 21-10]
B.
Hospitalization is provided through the Bergen Municipal
Employees Benefit Fund unless otherwise provided by collective bargaining
units.
C.
Dental insurance is provided through the Delta Dental
Service Plan, unless otherwise provided by collective bargaining units.
D.
In the event that any present insurance carrier shall
refuse to continue to provide such insurance, or in the event that
the Borough shall elect to place such coverage with a different insurance
carrier, the Borough will attempt to effect a transfer of coverage
with no interruption of coverage or loss of benefits to any of its
employees. In the event that a change in coverage shall take place
because the Borough elects to change insurance carriers and, if for
that reason an employee or a member of his immediate family shall
be denied benefits, then the Borough will reimburse the employee in
the amount that he would have been paid under the preexisting insurance
program; provided, however, this obligation of the Borough shall not
apply if the change in coverage is caused by any reason other than
the voluntary election of the Borough to change insurance carriers.
[Amended 4-14-1998 by Ord. No. 5-98]
E.
The Borough of Maywood reserves the right to modify,
add or delete insurance coverage, and nothing contained herein shall
be deemed to constitute an agreement to maintain such insurance coverage.
F.
Except
for those employees covered under a collective negotiation agreement,
unless such agreement incorporates the provisions hereof, any employee
of the Borough of Maywood entitled to receive health care coverage
during their employment who shall agree in writing to "opt out" of
health care coverage, including medical, hospitalization, prescription,
vision and dental, from the Borough of Maywood shall be entitled to
receive, in lieu of any health care coverage for such employee or
their dependents from the Borough of Maywood, an annual stipend in
the sum of $5,000, prorated monthly and payable in equal monthly installments
at the end of the month, for each full month during which such employee
elects to opt out of such medical coverage.
[Added 10-1-2009 by Ord. No. 18-09; amended 12-16-2010 by Ord. No.
21-10]
A.
It is the policy of the Borough to pay each employee
for his or her long and continued service by additional salary to
each employee's paycheck based upon a percentage of the base salary
and step increments for years of service, for Borough office personnel,
as follows.
B.
Schedule of increments:
|
Time Increment
|
Percent
|
|---|---|
|
Hire date but less than 3 years
|
0
|
|
3 years but less than 6 years
|
1
|
|
6 years but less than 9 years
|
2
|
|
9 years but less than 12 years
|
3
|
|
12 years but less than 15 years
|
4
|
|
15 years but less than 18 years
|
5
|
|
18 years but less than 21 years
|
6
|
|
21 years but less than 24 years
|
7
|
|
24 years but less than 27 years
|
8
|
|
27 years but less than 30 years
|
9
|
|
30 years and over
|
10
|
C.
The above schedule of increments refers to Borough
personnel not otherwise included within collective negotiation agreements.
For those employees so included, longevity, if any, shall be as provided
in such union contracts.
