The Township of Rochelle Park is committed to the principle
of equal employment opportunity and antidiscrimination pursuant to
Title VII of the 1964 Civil Rights Act, as amended, by the Equal Opportunity
Act of 1972 and the New Jersey Law Against Discrimination, as amended,
and by the New Jersey Pregnant Worker's Fairness Act (LAD). Under
no circumstances will the Township discriminate on the basis of sex,
race, creed, color, religion, national origin, ancestry, age, marital
or political status, affectional or sexual orientation, domestic partnership
status, civil union status, atypical heredity, cellular or blood trait,
genetic information, disability (including AIDS or HIV infection),
pregnancy (including pregnancy-related medical condition), childbirth,
breastfeeding, liability for service in the United States armed forces,
gender identity or expression, and/or any other characteristic protected
by law. Decisions regarding the hiring, promotion, transfer, demotion
or termination are based solely on the qualifications and performance
of the employee or prospective employee. If any employee or prospective
employee feels they have been treated unfairly, they have the right
to address their concern with their supervisor, or if they prefer
their administrator.
Employees have exactly the same right as any other citizen to
join political organizations and participate in political activities,
as long as they maintain a clear separation between their official
responsibilities and their political affiliations. Employees are prohibited
from engaging in political activities while performing their public
duties and from using Township of Rochelle Park time, supplies or
equipment in any political activity. Any violation of this policy
must be reported to the supervisor, department head, Administrator
or the Township attorney.
The department head will complete a written evaluation and appraisal
form for every employee to measure progress and to encourage
self-improvement at least once a year. The evaluation will also record
additional duties performed, educational courses completed as well
as a plan to correct any weak points using the Employee Counseling
form. After completing the evaluation, the supervisor or department
head will review the results with the employee and return the form(s)
with the signed acknowledgement to the Administrator. After review
by the Administrator, the form(s) are to be forwarded to the Administrator
for inclusion in the employee's official personnel file. As a part
of the evaluation, employees have the right to request a conference
with the Administrator.
An employee who intends to resign must notify the Department
Head in writing at least two weeks in advance. After giving notice
of resignation, employees are expected to assist their supervisor
and co-employees by providing information concerning their current
projects and help in the training of a replacement. During the last
two weeks, the employee may not use paid time off, except paid holidays.
The Department Head will prepare an employee action form showing any pay or other money owed the employee. The
Administrator will conduct a confidential exit interview to discuss
benefits including COBRA options, appropriate retirement issues and
pay due. A COBRA notification letter will be sent to the employee's
home address. The exit interview will also include an open discussion
with the employee. On the last day of work, and prior to receiving
the final paycheck, the employee must return the employee identification
card, all keys and equipment. At this time, the employee will sign
the termination memo designating all money owed and this memo will
be retained in the official personnel file.
The Township of Rochelle Park may institute layoff actions for
economy, efficiency or other related reasons, but will first consider
voluntary alternatives. Seniority, lateral or other reemployment rights
for employees will be determined by the Administrator.