Employees who have acquired permanent employment status may be temporarily suspended from the Borough's employ or may be permanently separated by retirement, resignation, failure of reappointment or dismissal as follows:
A. 
Retirement. Full-time employees and officials may retire after prescribed periods of service and fulfillment of other statutory requirements as set forth in the State Public Division of Pensions.
B. 
Resignation. An employee may resign from his position by tendering a written resignation to the Borough Administrator or, in his absence, to the department head. Unless there are disciplinary charges pending against the employee, the Borough Administrator shall notify the employee in writing of acceptance of his resignation in good standing. An employee shall give a minimum of two weeks' notice before the effective date of his resignation. Failure to do so shall result in loss of vacation pay.
C. 
Appointed positions. In the case of certain statutory or other appointed positions of Borough officials which are made for specified terms, such terms shall continue for each respective specified term and until a successor is duly appointed.
D. 
Any employee whose ability to perform normal work activity is limited because of a court order or other legal process may be suspended without pay by a department head after consulting with the Borough Administrator.
[Added 10-10-1995 by Ord. No. 95-9]
When a supervisor believes that an employee is not conforming to Borough policies and rules or to specific instructions given him or has acted improperly, the supervisor shall first privately discuss the matter with the employee concerned in order to obtain the employee's view of the matter. If the matter is not serious and the supervisor is satisfied, the matter may then be dropped with or without a report being submitted to the Borough Administrator.
A. 
Should the supervisor consider the offense sufficiently serious to warrant its consideration by the Borough Administrator, the employee should be so advised, and a meeting of those interested shall be arranged at the earliest possible date. All facts should be present at this meeting which should, if possible, be conclusive.
B. 
A written report of the meeting and of the action taken should be placed in the employee's personnel file. In the event that it appears desirable to do so, the matter may be referred to the Borough Council for review or such other action as is warranted by the facts.
Disciplinary actions against employees shall be in the following forms:
A. 
A written memorandum of censure from the supervisor.
B. 
A letter of admonition from the Borough Administrator.
C. 
Dismissal or suspension without pay. No employee of the Borough shall be removed from his or her office or position until:
(1) 
A written charge of the cause of complaint shall have been preferred against him, signed by the person making such charge, filed with the governing body of the Borough; and
(2) 
The written charge shall have been publicly examined by the governing body, with reasonable notice to the employee charged.
[Amended 10-10-1995 by Ord. No. 95-9]
An employee may be suspended with or without pay from the performance of his duties by the Mayor; provided, however, that such suspension may be made only when such is determined as necessary to protect the essential functions and duties of the Borough's government in time of civil distress or other emergency or after written charges have been preferred against an employee and pending hearing of the same by the Mayor and Council.
Any grievance arising between an employee of a bargaining unit shall be governed by the labor agreement currently in effect.
A "grievance," for the purpose of this policy, is hereby defined to be any controversy, complaint, misunderstanding or dispute. The following shall constitute the method for the resolution of grievances between the Borough and employees.
A. 
Where possible, the employee should discuss his or her grievance with his or her immediate supervisor.
B. 
If the grievance remains unresolved he or she shall discuss it with his or her department head.
C. 
If circumstances of the grievance prevent using Subsection A and/or B or if the department head does not resolve the grievance within five working days, the employee may discuss the grievance with the Borough Administrator.
D. 
The allegations of the grievant will be reviewed, and the Borough Administrator will solicit preliminary information necessary to make proper recommendations to the employee and/or supervisor or other personnel as necessary. A written decision must be made within five working days.
E. 
If the grievant is not satisfied with the disposition of his or her grievance at Subsection D, or if no written decision has been rendered within five working days after the presentation of that grievance at Subsection D, the matter may be referred to the Mayor and Council or their designated representative within five working days of its disposition at Subsection D. Such referral shall be in writing and shall incorporate all documentation pertaining to the grievance introduced at Subsections A, B, C and D. The written submission shall be made to the Borough Clerk. A meeting on the grievance shall be held between the grievant and the Mayor and Council or their designated representative within 15 days of submission of the grievance to the Borough Clerk, at which meeting the parties may be represented. Said meeting shall not be public unless the parties so agree in writing. The Mayor and Council shall render a written decision within 15 days of the date of the meeting.
A. 
No Borough of New Providence employee shall use or attempt to use his privileged access to Borough equipment, services or information for his own benefit or the benefit or others.
B. 
No Borough employee shall remove or in any way aid and abet the removal of any supplies, materials, goods or equipment belonging to the Borough of New Providence from its offices, garages, maintenance buildings or storage locations unless such removal has been authorized by the appropriate department head, the Administrator or the Mayor and Council.
C. 
Any employee found to have violated this provision shall be subject to a full investigation and disciplinary action.
D. 
In the event that a Borough employee is involved in an accident which results in damage to Borough property, a full investigation will be conducted. In the event of a finding of negligence, an employee will be subject to disciplinary action.
A. 
The safety and health of the employees of the Borough of New Providence is of primary importance toward successful and efficient operation of the Borough. The Borough is committed to a safe workplace and to the observation of applicable state and federal regulations.
B. 
An employee shall immediately report to his or her supervisor any unsafe or hazardous condition, accident or injury.
C. 
The Borough shall not require an employee to work under conditions which subject him to risk of serious bodily harm in violation of state and federal law.
D. 
Any Borough employee found with alcoholic beverages or controlled substances in his possession during working hours shall be subject to disciplinary action.
[Added 5-26-1992 by Ord. No. 92-6; amended 6-10-1996 by Ord. No. 96-4]
A. 
The Borough shall provide each nonunion fulltime employee, who has been employed by the Borough for at least two months, the following health care insurance with dependent coverage if so desired:
(1) 
Comprehensive health insurance, comprehensive surgical insurance, diagnostic Insurance, major medical through a "point-of service plan" and dental;
(2) 
For employees only, $75 per year towards eye exams, lenses, frames or contact lenses with a receipt.
B. 
Coverage for new employees shall be effective the first day of the month following said initial two months of employment with the Borough.
C. 
Effective September 1, 2003, the Borough shall provide each fulltime nonunion employee hired prior to May 15, 1996, other than the Chief of Police and Deputy Chief of Police, an annual stipend of $1,200, which shall be in addition to their base pay.
D. 
The Borough shall provide each nonunion fulltime employee who has been employed by the Borough for at least two months the option of participating in a benefit waiver program in accordance with IRC-125. An employee electing to participate in the benefit waiver program shall receive an annual cash stipend in lieu of health and/or dental insurance in an amount equal to 50% of the annual premium. The cash stipend will be paid on a quarterly basis upon completion of the quarter.