[HISTORY. Adopted by the Mayor and Council of the Borough of Riverdale 11-5-1990 by Ord. No. 11-90. Amendments noted where applicable.]
Tax Assessor and Clerk to Assessor — See Ch. 6.
Clerk of the Works — See Ch. 11.
Clerk-Typist — See Ch. 12.
Municipal Court — See Ch. 16.
Chief Financial Officer — See Ch. 23.
Fire Department — See Ch. 26.
Board of Health — See Ch. 31.
Committee on Housing — See Ch. 33.
Park Maintenance Board — See Ch. 43.
Police Department — See Ch. 47.
Qualified Purchasing Agent — See Ch. 49.
Recycling Coordinator — See Ch. 51.
Salaries and compensation — See Ch. 56.
Shade Tree Commission — See Ch. 59.
Deputy Treasurer — See Ch. 63.
Zoning Officer and Deputy Zoning Officer — See Ch. 66.
Advertisements for an open position will be placed in the legal newspaper, classified.
Applications will be available at the Borough Clerk's office during normal business hours. Resumes may be requested by the Mayor and Council.
The applications will be reviewed by the Councilman in charge and/or the Mayor. The application would then be referred to the department head for his review and recommendations.
The interviewing committee will be arranged by the Councilman in charge with the Mayor (or his representative).
The salary and benefits will be confirmed by the Finance Chairman following the policies established in this chapter.
Upon receipt of the recommendation of the interviewing committee and a certification from the Borough Treasurer that funds are available for salary and benefits, the Mayor may make the appointment with the consent of the Council.
Salary ranges are set forth in a Salary Ordinance adopted each year, and individual salaries are determined by resolution of the Mayor and Council.
Salary increases, other than cost-of-living adjustments, may be granted to an individual up to the maximum of the range for his position on the anniversary of such employee's appointment, promotion or demotion, as the case may be, based, however, upon satisfactory merit review by the department head and subject to the approval of the Mayor and Council.
A promoted employee will be placed in his new position, which will result in an increase in salary.
For newly appointed/promoted employees, probationary periods shall be one year.
[Amended 4-16-2001 by Ord. No. 7-2001; 4-18-2011 by Ord. No. 5-2011]
Except members of the Police Department’s bargaining units, the normal work week shall be five days, Monday through Friday. The normal work day shall be eight hours, and the normal work week shall be 40 hours. In order to be considered a full-time employee, an employee must work at least 30 hours per week, or 37.5 hours per week if hired after February 1, 2011.
Full-time salaried employees shall be entitled to vacation leave with pay on the following basis:
From the beginning of the second calendar year to the completion of the fifth calendar year of service: 10 working days annually.
From the beginning of the sixth calendar year to the completion of the 11th calendar year of service: 15 working days annually.
From the beginning of the 12th calendar year of service: 20 working days annually.
After completion of the 20th calendar year of service, the Borough Clerk, the Chief of Police and the Superintendent of the Department of Public Works: 25 working days annually.
After completion of the 25th calendar year of service, Borough employees will receive 25 working days annually.
[Added 3-15-2004 by Ord. No. 3-2004]
Eligibility for additional vacation days based upon length of service shall vest at the time of any employee's annual anniversary date. However, such additional vacation days may be utilized as of January 1 in any calendar year in which an employee shall become eligible.
Annual vacation leave shall be noncumulative and taken during such periods as may be approved by the department head provided.
An employee who is terminated or who voluntarily terminates his employment shall be entitled to the vacation allowance for the current year prorated upon the number of months worked in the calendar year in which the separation becomes effective. If at any time during a calendar year an employee retires after 25 years or more of employment, he shall be entitled to full vacation allowance for the year.
Vacation leave shall be taken in intervals of 1/2 or one full day and employees shall not be permitted to take vacation time by hours.
[Added 10-1-2001 by Ord. No. 12-2001]
[Amended 3-17-1997 by Ord. No. 1-97; 4-18-2011 by Ord. No. 5-2011]
All full-time salaried employees shall be entitled to accumulate sick leave at regular pay according to the following schedule: one working day per month during the remainder of the first calendar year after initial appointment. Thereafter, each employee shall be entitled to compensable sick leave of six days per calendar year, and any amount of sick leave allowance not used in any calendar year shall accumulate to an employee’s credit from year to year to be used only if and when needed for such purpose. This section, as amended, takes effect January 1, 2011. Notwithstanding the foregoing:
A new employee shall not be granted sick leave during the initial three months of employment.
Sick leave cannot be used for absences due to snow, inclement weather or for any personal reasons.
An employee who is absent due to sickness shall, upon return to work and upon request of his department head or the Borough Clerk, submit a doctor’s certificate attesting to said illness to his department head, who shall forward such certificate to the Borough Clerk. An employee who is absent due to illness for more than three incidents during a calendar year shall be required to meet with the Mayor, Borough Clerk and a member of the Borough Council to explain their absence. An incident shall consist of one or more consecutive days absent from work due to illness. Abuse of sick leave shall be cause of disciplinary action.
At retirement, if in good standing under P.E.R.S. regulations, employees will be compensated for unused sick leave not to exceed, however, 300 days based upon the individual’s rate of pay at the year of retirement, provided that the sick leave shall be paid on the basis of one paid day for every two sick days accumulated, and in no event shall such compensation exceed the sum of $9,000. This section applies only to those employees who retire under P.E.R.S. regulations on or before December 31, 2013.
Any amount of sick leave allowance not used in a calendar year shall accumulate to the employee’s credit from year to year for a maximum of 130 days and may be used, if and when needed, for sick leave. Those employee’s whose accumulated sick leave is in excess of 130 days may retain those days for sick leave, but may not increase that number past the 2011 accumulation.
[Amended 4-18-2011 by Ord. No. 5-2011]
The official holidays observed by the Borough shall be established by resolution at the annual reorganization meeting.
In the event that a holiday falls on a Saturday, the holiday shall be observed on the preceding Friday. In the event that a holiday falls on a Sunday, the holiday shall be observed on the following Monday.
In order to receive holiday pay, it is expected that all employees will report to work the day before and the day after each holiday unless otherwise previously excused, in writing, by their department head or the Borough Clerk.
[Amended 10-1-2001 by Ord. No. 12-2001; 3-15-2004 by Ord. No. 3-2004]
All full-time salaried employees not covered by a recognized contractual agreement shall be granted three noncumulative paid personal days. The personal days may be taken on any date approved by the department head, after adequate prior notice, and they must be taken by December 31 of each year or be forfeited. The personal days must be taken in intervals of 1/2 or one full day and may not be taken by hours.
All full-time salaried employees not covered by a recognized contractual agreement shall be entitled to three off-duty days with pay on the days immediately following the death of an employee's spouse, child, stepchild, parent, brother, sister, father-in-law, mother-in-law, sister-in-law, brother-in-law, maternal and paternal grandparents and stepparents.
Reasonable verification of the event may be required by the Borough.
In the event of the death in the immediate family which would cause an employee to travel considerable distance or would otherwise entail additional time off, a maximum of five days may be granted by the Mayor or the Borough Clerk at his/her discretion in unusual or extraordinary circumstances.
In addition to base salaries, employees shall be entitled to longevity pay which shall be a percentage of base salaries determined by the number of years of continuous employment in full-time capacity, as follows:
[Amended 12-20-2010 by Ord. No. 12-2010]
Longevity pay will be prorated from the employee's anniversary date to the end of the year.
Employees hired after December 31, 1986, will not be eligible for longevity pay, Subsection A notwithstanding.
[Amended 12-19-2005 by Ord. No. 20-2005; 7-16-2007 by Ord. No. 9-2007; 4-18-2011 by Ord. No. 5-2011]
All full-time employees (employees working at least 37.5 hours per week) and the eligible members of their families shall be entitled to hospitalization and major medical insurance coverage as provided by the Borough. All members of the governing body and the eligible members of their families shall be entitled to hospitalization and major medical insurance coverage as provided by the Borough to eligible Borough employees. The Borough Council shall determine on an annual basis what percentage of the premiums for such coverage shall be paid by the Borough. Eligible employees who choose to accept these benefits shall be responsible to pay the portion of the premiums not paid by the Borough.
The Borough shall have the right to change insurance carriers and their terms of coverage.
Coverage shall continue while on paid sick leave.
All full-time employees (employees working at least 37.5 hours per week) shall be entitled to dental insurance coverage as provided by the Borough. The eligible members of the employees’ families shall be entitled to dental insurance coverage as provided by the Borough. The employee, through payroll withholding, shall be responsible for the premium charges of the members of the employee’s family.
[Amended 10-20-2014 by Ord. No. 9-2014]
In the event an employee sustains a work-related injury, as recognized and defined by the prevailing law of Workers' Compensation in New Jersey, the governing body shall grant a leave absence for a period not to exceed three months with pay and all other benefits as provided by ordinance; provided, however, that the employee shall submit a certificate of a physician attesting to the employee's inability to perform the duties associated with the position. Upon the demand of the governing body, the said employee shall submit to a physical examination by a physician selected by the said body. In the event that the physicians chosen by the parties should differ on the issue of the employee's ability to work, the parties shall confer and agree upon the choice of a third physician whose judgment shall be binding on both parties. Immediately upon expiration of the aforesaid leave of absence, the employee may return to duty provided a physician certifies the employee is fit to return to work. During this period of time, the amount of workers' compensation or temporary benefits paid to an employee shall be deducted from such employee's regular salary.
In the event an employee is not fit to return to duty upon the expiration of the aforesaid leave of absence, he/she may apply for additional periods of leave not to exceed 18 months during which period(s) of time he/she will receive no pay or other benefit as provided by this section. Prior to its decision as to whether a leave will be granted, the governing body may require that the said employee shall submit to a physical examination by a physician selected by the said body. In the event that the physicians chosen by the parties should differ on the issue of the employee's ability to work, the parties shall confer and agree upon the choice of a third physician whose judgment shall be binding on both parties. Immediately upon expiration of the aforesaid leave of absence, the employee may return to duty provided a physician certifies the employee is fit to return to work.
The Mayor and Council will, by resolution, adopt rules and regulations regarding office and general workplace procedures. This resolution will address the obligations of the employees concerning absenteeism, dress code, vacations, personal days and schooling. All employees will be given a copy of the rules and regulations as part of an Employee Manual also incorporating this chapter.
A Borough employee is prohibited from soliciting or accepting a gift or any other thing of monetary value from any person who has or is seeking to obtain business with the Borough or from any person within or outside Borough employment whose interest may be affected by the employee's performance of his official duties. Acceptance of nominal gifts in keeping with special occasions, such as marriage, retirement or illness, food or refreshments in the ordinary course of business meetings or unsolicited advertising or promotional material, e.g., pens, notepads and calendars of nominal intrinsic value, is permitted.
The salaries fixed in the Salary Ordinance shall be paid in semimonthly installments. Individual salaries, their method of payment and their effective dates shall be determined by resolution of the Mayor and Council in accordance with the moneys allowed in the budget.
No employee or officer shall retain as compensation any fees for issuing licenses, permits or other forms.
[Amended 6-2-2008 by Ord. No. 6-2008; 4-18-2011 by Ord. No. 5-2011]
An employee will be reimbursed for all expenses incurred for travel, lodging, meals, courses, seminars, etc., as authorized by the Mayor and Council. All receipts and bills must be forwarded to the Borough Clerk on an appropriate voucher for reimbursement at the end of each month but in no event later than 60 days after incurring such expense.
Any employee who is requested by the Borough to use his personal car in the performance of his work during regular working hours shall receive reimbursement in a percentage of the maximum amount permitted under Internal Revenue Service regulations as established by the governing body.
The Borough Treasurer shall be the sole disbursing officer and shall be authorized to draw checks on the payroll account to the order of the employees entitled to receive payment therefrom. The total monthly payroll shall be considered by the Borough Council in due course and approved if found to be correct. The Borough Treasurer, upon receipt of a warrant for the sum of said payroll, shall deposit the same to the credit of the payroll account, charging the appropriate budget accounts therewith.
This chapter does not intend to give any rights, privileges, compensations or any other benefits expressed or implied to any member represented by a collective bargaining unit not expressly provided for in such contracts.