A.
The Township Council shall create any new position
and authorize its filling prior to any employment or engagement of
an employee, and provide in the current budget or otherwise specific
and adequate funds to compensate the appointee before he is engaged.
B.
Whenever a vacancy exists or a new position is created,
all Township employees who believe they possess the necessary qualifications
may apply for the position if they so desire. Such applications should
be by letter, addressed to the Municipal Manager and filed before
the deadline specified. Due consideration shall be given by the department
head or heads affected and by the Township Council of each requested
transfer of an employee from one department to another, and said parties
shall also consider the overall welfare of the Township in considering
and making employee transfers from one position to another. If the
position is one which is covered by civil service regulations, all
interested applicants must take the required examination.
C.
An application form for employment, obtained from
the office of the Municipal Manager, shall be completed by all persons
applying for a position with the Township of Mount Laurel.
D.
After the final date specified for filing, all applications
received will be considered and civil service eligibility determined,
where necessary, by the department head involved, the Councilman in
charge and the Municipal Manager.
E.
The Township Council, upon receipt of a recommendation
for employment from the Municipal Manager, may interview the applicants
who appear to be the best qualified and will tentatively select the
one to be appointed, subject to the results of a medical examination
and/or a psychological examination, to be arranged for by the Township
Manager, and any further investigation of references as deemed necessary
by the Township Council.
F.
Prior to the medical examination and/or psychological
examination, the selected applicant will receive a copy of the Personnel
Policies and Practices of the Township of Mount Laurel and shall be
informed of the Civil Services Rules and Regulations. If, after a
careful study of the policies, practices and rules set forth therein,
he or she agrees to conform to them, he or she will sign the form
of statement provided for that purpose and will proceed with the medical
examination. Any applicant who will not agree to conform to the authorized
personnel policies, practices, and rules of the Township of Mount
Laurel is thereby considered ineligible for employment and will be
so notified.
G.
All tentatively selected applicants will be advised
by the Municipal Manager that their appointment is being considered
on the basis of information contained in the application for employment
and given in the personal interview, and any misstatements or pertinent
information withheld will be considered as sufficient cause for immediate
separation from the service of the Township.
H.
Upon receipt of a report on the medical examination
and/or psychological examination, the entire file is to be reviewed
by the Councilman in charge with reference to the Township Council
for final action by the Municipal Manager.
I.
The Municipal Manager shall set up a personal history
file for each and every employee. Such records should include dates
of appointments and promotions, job titles, salaries, commendations,
disciplinary actions, leave of any type taken and accumulated, merit
ratings and the like.
J.
A medical examination will not be required for casual,
temporary, extra employees unless the Township Council specifically
so directs. However, the Township shall have the right to have any
of its employees given a physical or mental examination at any time
it elects.
L.
The foregoing provisions of this section are not to
be substituted for the method of appointment of employees now provided
for by ordinance, such as for the Police Division of the Township,
but are to be administered in addition to or concurrent with other
employment requirements specifically set forth by the Township Council
in valid legislation of the Township.
M.
All appointees to the Police Division of the Township
shall be certified by civil service and by the Township as to physical,
moral and psychological excellence and, where possible, be trained
prior to entering into the police force.
A.
There shall be a pay plan consisting of a salary range
for each class of position in the position-classification plan, which
shall provide for regular increments within such range to be earned
by satisfactory work performance.
B.
After each class of position has been assigned to
a salary range and the pay plan and rules for its administration have
been adopted by the Council, each employee shall be advised of his
rate of pay and the salary range to which his position title has been
assigned. When an employee attains the maximum rate of the salary
range for his position, he shall not receive further salary increases
unless:
(1)
His position is reclassified.
(2)
He is promoted to another position having a higher
salary range.
(3)
His position's salary range is increased.
(4)
A general salary increase is granted to all employees.
(5)
He receives a longevity increment.
(6)
Special merit increments are instituted by resolution
of the Council.
C.
New appointments. All new full-time employees shall
be paid at the minimums of the approved salary range for the position
to which they are appointed. In exceptional cases, the Municipal Manager
shall recommend to the Council an appointment at a rate above the
minimum.
D.
Demotions. An employee demoted for disciplinary reasons
to a classification having a lower salary range shall receive the
same salary as he was receiving before his demotion or as stated in
the rules and regulations of civil service.
[Amended 10-29-1970 by Ord. No. 70-21]
E.
Temporary appointments. When a vacancy is filled by
a temporary appointment, the employee shall be paid at the minimum
of the approved salary range for the position. In exceptional cases,
the Municipal Manager shall recommend to the Council an appointment
at a rate above the minimum, but not in excess of one step below the
maximum.
F.
Reinstatements. When an employee is reinstated within
two years following dismissal or is reappointed within two years following
a layoff to a position in the same classification, he will enter the
position at the same salary in the salary range as he received in
his previous position, except following a disciplinary dismissal,
in which case the above will not apply.
G.
Reemployments. When an employee is reemployed following
a resignation in good standing to a position in the same classification,
he will enter the position at the minimum rate of the salary range
for the position. However, if his resignation has been of less than
365 days' duration, he shall enter the position at the same salary
as he held at the time of his resignation.
A.
Qualifications. All candidates for probationary or
permanent employment by the Township shall be citizens of the United
States at the time of filing their applications or at the time of
their appointment, which candidates from the Township shall be given
all possible consideration first and thereupon the candidates from
the immediate jurisdiction of Camden and Burlington Counties shall
be considered.
B.
Temporary appointments. In the absence of an appropriate
list or for the filling of temporary or seasonal positions or temporarily
in the case of emergencies, vacancies may be filled by temporary appointments
by the Township Council. Such temporary appointments shall have a
maximum duration of two months and may be extended once for a similar
period. Such temporary employees must possess minimum qualifications
and the appointment shall be terminated upon permanent appointment
from the eligible list.
C.
Probationary period: right of suspension or dismissal.
(1)
Except when statutory requirements direct otherwise,
appointments of new employees or prior employees' transfer to new
jobs in the classified service shall be for a ninety-day probationary
period. The Township Council, in consultation with the Municipal Manager,
may discontinue the service of any such employee if, in its opinion,
the employee is unwilling or unable to perform the duties of his position
in a satisfactory manner or if the employee is of such reputation
and habits as not to merit continuance in the service of the Township.
In every case, the Municipal Manager shall notify the employee in
writing of said discontinuance and of the reasons for the same and
shall forward a copy of said notice to the Department of Civil Service
of the State of New Jersey. In such cases, employees may appeal the
discontinuance to the Civil Service Commission of the State of New
Jersey.
(2)
A ninety-day probationary period shall also pertain
to an employee promoted to a higher classification. Such probationary
status will in no way affect the rights and status in the original
or lower classification.
(3)
Each new police officer shall be required to satisfactorily
complete a basic police training program recognized by the New Jersey
Police Training Commission during the first year and prior to receiving
a permanent appointment. The ninety-day probationary period does not
commence for a police officer until he has completed such recognized
police training program.
Classified employees who satisfactorily complete
their probationary period shall have permanent employment status,
conditioned upon good behavior and satisfactory job performance. They
shall be subject to removal by the appointing authority only for cause
or for reason of economy, after proper notice and the opportunity
to be heard, as set forth under the Civil Service Rules of the State
of New Jersey.
