[1961 Code § 8.01; 1972 Code § 33.001; Ord. No. 27-1998 § 1; Ord. No. 1-2004 §§ 1,
2]
a.
Applicants for employment by the Borough shall complete
an "Application for Borough Employment" form supplied by the Borough
Payroll Clerk before they may be hired.
b.
The Borough Payroll Clerk will issue to the selected
applicant an Employee or Applicant for Employment Medical Examination
form which he will take to the physician designated by the Borough
for a complete medical examination at the expense of the Borough.
The applicant will make the appointment for the medical examination
and advise the doctor to return the completed medical examination
form direct to the Borough Payroll Clerk.
c.
If the medical examination is satisfactory and the
doctor recommends the applicant as being medically fit, the Borough
Administrator will be so notified and, if approved by the Borough
Administrator the successful applicant will be notified by a supervisor
to report to the Payroll Clerk's office for completion of the necessary
formalities and signing the withholding tax certificate, retirement
and pension applications, and any other documents required.
d.
The new employee will then be referred to the proper
supervisor who will advise the Borough Payroll Clerk of the effective
date of his employment.
e.
The Borough Payroll Clerk will check all papers for
completeness.
f.
A full-time employee shall be deemed to be an employee
who works 35 or more hours every week whether paid on an hourly or
annual salary basis. A seasonal employee shall not be deemed to be
a full-time employee regardless of the number of hours worked per
week.
g.
A part-time employee shall be deemed to be an employee
who works less than 35 hours per week whether paid on an hourly or
annual salary basis.
h.
Part-time and seasonal employees, working on an hourly
basis when first employed, shall also complete and file an application
for employment and a personal record file will be set up in the payroll
Clerk's office.
i.
No person employed or seeking employment with the
Borough shall be discriminated against because of race, color, sex,
religion, national origin, or political affiliation. There shall be
no discrimination in any aspect of employment against handicapped
persons who, with reasonable accommodations, can perform the essential
functions of a job.
|
The Borough, in compliance with the Americans
with Disabilities Act, does not discriminate against a person with
a disability in hiring if the person is otherwise qualified for a
job.
|
j.
Every effort is made to hire the best qualified people
for municipal employment. Job openings for full-time employees and
part-time employees shall be posted on the bulletin board of the Municipal
Building, and advertised in local newspapers.
k.
A rate of pay shall be set for each position, consistent
with that for positions of similar complexity and work load. The rate
of pay may be established as a range of approved compensations, so
that no person holding such a position shall be paid more than the
maximum rate nor less than the minimum except that a trainee may be
paid less, during a probationary period not to exceed six months.
l.
All employees of the Borough shall be hired by the
Borough Administrator except where the power to hire or appoint has
been set by operation of statute or delegated to a subordinate board
or person by the governing body.
[Ord. No.
27-1998 § 2]
a.
Upon commencing employment, each employee is required
to fill out two forms: a W-4 form, an Employment Eligibility Verification
form, and such forms as may be required by the Department of Immigration
and Naturalization Service.
b.
The department head shall be responsible for providing
guidance and instruction for employees under their supervision. The
department head has the ultimate responsibility for the running of
a department.
c.
Any personnel reclassification will be at the discretion
of the Borough Administrator.
d.
No municipal employee shall engage in political activity
during his or her working hours. Political activity shall be deemed
to include, but not be limited to, advocating the election or appointment
of any candidate for office, verbally or otherwise, and soliciting
funds for campaigns or campaign materials. An employee engaging in
such political activity during working hours may be subject to disciplinary
actions or suspensions. Employees may engage in political activities
during their nonworking hours, provided that they do not represent
themselves as spokespersons for the Borough.
e.
Employment may be terminated as a result of a reduction
in force. Terminations through reductions in force will be determined
by the Borough Administrator with approval of the Mayor and Council.
f.
Any municipal employee who has a complaint or grievance
about work should discuss the matter with his or her supervisor or
department head. If an employee does not get satisfaction from this
discussion, he or she may request, in writing, to discuss the matter
with the Borough Administrator. In the case of an appeal or grievance
taken to the Mayor and Council, the decision made by the Mayor and
Council shall be final and binding.
g.
Transfers within the system from one job or position
to another will be considered, upon the employee submitting a written
request.
h.
An employee intending to resign should give a minimum
of two weeks notice. Any employee who resigns in good standing will
be considered for reemployment at a later date. An employee who has
not resigned in good standing may be denied a satisfactory reference
and/or future reemployment by the Borough.
i.
All personal property is the responsibility of each
employee. The Borough is not liable for loss or damage to personal
property.
j.
It is the responsibility of each individual employee
to make sure that all departmental equipment with which he or she
has contact is kept in operating condition. Any damage or operational
malfunction should be reported to the employee's immediate supervisor.
k.
When answering a telephone, or when speaking on the
phone, a municipal employee should be prompt, pleasant, brief, courteous,
and helpful. Employees should identify themselves and their office
when answering the telephone.
l.
Except for uniformed employees covered by separate
negotiated agreements, all municipal employees shall follow their
own personal guidelines for dress. Informal attire is permitted and
is generally acceptable, but employees are asked to use common sense
in choosing their work clothing; and neatness and cleanliness are
always essential.
m.
Employees are expected to be at their work stations
regularly and on time. If an employee knows he or she is going to
be late or absent, that employee's supervisor should be given advance
notice. If an employee cannot give advance notice, he or she should
notify a supervisor as soon as the workday begins. Any medical, dental,
legal, or other such appointments should be made so as not to interfere
with an employee's workday. An emergency appointment made during the
workday should be reported to a supervisor as soon as possible. Unauthorized
and unreported absences may result in an employee not being paid for
the time away from work.
n.
The Borough will not tolerate any form of sexual harassment including, but not limited to, sexual advances or solicitation of sexual favors between employees in exchange for a promotion, increased compensation, or similar promise. If an employee feels he or she is being sexually harassed, he or she shall follow the procedures set forth in Section 10-36 of this chapter.
o.
The Borough of Ramsey will not tolerate the use of
alcohol, intoxicants, or illegal drugs at work. An employee found
in possession of illegal drugs, using illegal drugs and/or alcohol
at work or under the influence of illegal drugs and/or alcohol at
work may be subject to disciplinary action, including immediate termination.
The Borough of Ramsey may require an employee to submit to a drug
test if it has reason to suspect alcohol or drug use on the job. The
Borough of Ramsey may require an employee who is addicted to alcohol
or illegal drugs to attend a drug or alcohol rehabilitation program
as a condition of continued employment. Failure to stay in such a
program shall serve as immediate grounds for termination of employment.
[1961 Code § 8.02; Ord. No. 527; 1972 Code
§ 33.005; Ord. No. 976 §§ 1-3; 12-27-2006 by Ord. No. 47-2006; 12-28-2011 by Ord. No.
23-2011; 8-9-2023 by Ord. No. 05-2023]
a.
The normal work hours of employees are from 8:30 a.m. to 4:30 p.m.
Monday through Friday with one hour for lunch for all weeks of the
year excluding paragraph b below when "Summer Hours" will be in effect.
b.
The following normal work hours of employees during "Summer Hours"
shall be in effect from the last Monday in June through and including
the Friday before Labor Day weekend. The aforementioned "Summer Hours"
shall be from 8:00 a.m. to 5:00 p.m. Monday through Thursday with
one hour for lunch and an additional fifteen-minute break each day.
For Friday the hours shall be 8:00 a.m. to 12:00 p.m. with no lunch
hour (offset by the additional fifteen-minute break Monday through
Thursday).
c.
Any change in the normal work hours of employees must be authorized
in advance by the Borough Administrator unless otherwise ordered by
the governing body.
f.
Unless a department or certain position is regularly assigned a greater
or lesser number of hours per week, the normal hours of work for Borough
employees are 35.
g.
Overtime work will be kept to a minimum and, except in cases of emergency,
shall be authorized in advance by the department head. Records will
be kept of all overtime and filed with the Payroll Clerk daily.
i.
Salaried employees, with the exception of department heads and except
as otherwise provided who incur an undue amount of overtime will be
granted equal time off in lieu of overtime compensation at such time
as is arranged with and approved by the department head.
j.
In computing overtime compensation, the nearest one-half hour shall
be the smallest fraction of an hour to be reported.
[1961 Code § 8.02; Ord. No. 527; 1972 Code
§ 33.005; Ord. No. 896 § 1; Ord. No.
896-C § 1]
a.
The following days will be considered as holidays
with all Borough offices closed with the exception of Police Headquarters:
New Year's Day, Martin Luther King Day, Presidents' Day, Good Friday,
Memorial Day, Independence Day, Labor Day, Columbus Day, Veteran's
Day, Thanksgiving Day, the day after Thanksgiving Day and Christmas
Day.
[Amended 12-28-2011 by Ord. No. 23-2011]
b.
In addition, each full-time employee shall be entitled
to one additional holiday to be designated as a "floating holiday"
and to be chosen by the employee.
c.
Holidays falling on Saturday shall be observed on
the preceding Friday and holidays falling on Sunday shall be observed
on the following Monday. The above provisions relating to holidays
shall not apply to policemen regularly assigned to duty on these holidays.
d.
In order to maintain certain services, if a salaried
employee must work any one of the above listed holidays, he shall
be allowed an equal amount of time off as near to the holiday as can
be arranged by the employee and the department head.
e.
If full-time hourly employees are required to work
on any such holidays or while on vacation, they will be paid time
and 1/2 in addition to their regular daily wages. Hourly employees
who work in excess of 40 hours in the workweek will be paid overtime
at the rate of time and 1/2 their base hourly rate.
[1961 Code § 8.02; Ord. No. 527; 1972 Code
§ 33.010; Ord. No. 896]
Annual vacations with pay are authorized for
full-time employees on the following basis:
a.
During the first calendar year of service, or part
thereof, the employee shall be entitled to one week (five workdays)
if employed before July 1 and has completed a minimum of three months
of continuous service before that date.
b.
During the second calendar year of service and until
the completion of five full calendar years of service, the employee
will be entitled to two weeks (10 working days') vacation each year.
c.
During the sixth calendar year of service, the employee
shall be entitled to 11 working days vacation per year.
d.
During the seventh calendar year of service, the employee
shall be entitled to 12 working days vacation per year.
e.
During the eighth calendar year of service, the employee
shall be entitled to 13 working days vacation per year.
f.
During the ninth calendar year of service, the employee
shall be entitled to 14 working days vacation per year.
g.
During the tenth calendar year of service, the employee
shall be entitled to 15 working days vacation per year.
h.
During the eleventh calendar year of service, the
employee shall be entitled to 16 working days of vacation per year.
i.
During the twelfth calendar year of service, the employee
shall be entitled to 17 working days vacation per year.
j.
During the thirteenth calendar year of service, the
employee shall be entitled to 18 working days vacation per year.
k.
During the fourteenth calendar year of service, the
employee shall be entitled to 19 working days vacation per year.
l.
During the fifteenth calendar year of service and
until the completion of 20 calendar years of service, the employee
shall be entitled to 20 working days vacation per year.
m.
After completion of 20 full calendar years of service,
the employee shall be entitled to 25 working days vacation per year.
[1961 Code § 8.03; 1972 Code § 33.010; Ord. No. 649 § 1; Ord. No. 896 § 4; Ord. No. 896-A § 1]
a.
If an official holiday falls during an employee's
vacation period, an additional day of vacation will be granted in
lieu of the holiday.
b.
Except as otherwise provided, vacations may not be
accumulated. All vacations must be taken during the current year except
that this provision may be waived by the Borough Administrator if
he determines in his discretion that it is in the best interest of
the Borough to permit an employee to take unused vacation during the
first 90 days of the next year.
c.
Part-time or seasonal employees are not eligible for
vacation benefits.
d.
In order that employees may receive the maximum benefit
from their vacations, not more than five days of vacation may be taken
one or two days at a time.
e.
All vacations shall be scheduled and approved by the
department head or supervisor. It is his responsibility to schedule
individual vacations so that activities of the Borough will be carried
on with a minimum of interruption and inconvenience. Employees with
seniority will be given first preference in assignment of vacations.
f.
Unless specifically authorized by the Council in advance,
extra compensation will not be allowed in lieu of unused vacation
leave, as it is desired that each employee take advantage of the authorized
annual vacation period for health, rest, relaxation and pleasure.
g.
A full-time employee, upon retirement from service,
or his beneficiary, in the event of this death, shall be entitled
to vacation pay which was unpaid at the time of the employee's retirement
or death.
[1961 Code § 8.04; 1972 Code § 33.015; Ord. No. 896 § 3]
a.
Absences from duty are classified as "illness, excused
absences, absence without leave, or vacations" and are to be so noted
on the time or other report. An authorized leave of absence will be
recorded, together with reason for the same, depending upon its nature.
b.
Each employee shall notify his supervisor of any absence
from duty. If it is not possible to do so in advance of the working
day, the report should be made by telephone as early as possible on
the day the employee will be absent. If it is not possible to contact
his supervisor, the employee should so notify the Borough Clerk.
c.
Upon the death of a member of the immediate family,
as defined below, employees may request bereavement leave with pay
for a period not to exceed three days. Employees may be required to
produce proof of death and relationship to obtain the benefits under
this paragraph. A member of the immediately family for the purpose
of this paragraph is defined as spouse, child, parent, brother, sister,
parent-in-law, grandchild, grandparent, son-in-law, daughter-in-law,
brother-in-law, sister-in-law, or other close relative living permanently
in the employee’s household. In the case of the loss of a spouse
or a child, the bereavement leave entitlement shall be 15 days.
[Amended 12-27-2006 by Ord. No. 47-2006]
d.
A leave of absence without pay may be requested by
any full-time employee who will submit in writing all facts bearing
on the request to his supervisor, who will with his recommendations
forward the request to the Council. The Council will consider each
case on its merits and, without establishing a precedent, make such
decision as its judgment dictates at the next scheduled Council meeting.
No leave of absence without pay will be granted for more than six
months.
[1961 Code § 8.05; Ord. No. 649 § 1;
1972 Code § 33.020; Ord.
No. 893 § 1]
As used in this section:
Paid leave that may be granted to a full-time employee who
through sickness or injury is mentally or physically incapacitated
to a degree that makes it impossible for such employee to perform
the duties of his position, or who is quarantined by a physician because
of exposure to a contagious disease.
[1961 Code § 8.05; Ord. No. 649 § 1; Ord. No. 893 § 1; 12-27-2006 by Ord. No.
47-2006; 12-12-2018 by Ord. No. 20-2018]
All full-time employees shall be granted sick
leave as follows:
a.
During the first calendar year of employment, one
working day for each full month of service.
b.
Thereafter, all full-time employees shall be granted
sick leave as follows:
1.
Effective until December 31, 2019, for full-time employees
of the Borough employed as of December 31, 2006, 15 working days during
each calendar year of service.
2.
For all full-time employees of the Borough employed
on or after January 1, 2007, and all full-time employees effective
January 1, 2020, 10 working days during each calendar year of service.
d.
Sick leave allowance not used in any calendar year
shall accumulate to the employee's credit from year to year and may
be used when needed for sick leave purposes.
[1961 Code § 8.05; 1972 Code § 33.020; Ord. No. 649 § 1; Ord. No. 893 § 1]
When an employee does not report to work for
a period of three consecutive days or more during a calendar year
because of sick leave, the employee may be required to furnish proof
of inability to work on the days absent. Such proof shall be furnished
by submitting to the Borough Administrator upon resumption of work
by the employee a certificate signed by a licensed physician in attendance
stating that the employee on the date or dates of absence was mentally
or physically incapacitated to a degree that made it impossible for
such employee to perform the duties of his position or was quarantined
because of exposure to a contagious disease. The Borough may require
the employee to submit to an examination by a physician chosen by
the Borough in order to substantiate such mental or physical incapacitation.
[1961 Code § 8.05; 1972 Code § 33.020; Ord. No. 649 § 1; Ord. No. 893 § 1]
A sick leave day shall be charged for an absence
of more than four hours. Sickness incurred while on vacation time
cannot be charged against sick leave allowance.
[1961 Code § 8.05; 1972 Code § 33.020; Ord. No. 649 § 1; Ord. No. 893 § 1]
In order to receive compensation while absent
on sick leave, the employee shall notify his supervisor of the intended
absence at least 60 minutes before the time set for the employee to
begin work except in case of an emergency. An employee who is absent
from work for three or more consecutive days and who does not notify
his supervisor or the Borough Administrator or the Borough Administrator's
Deputy during the first three days of absence shall be subject to
dismissal from employment.
[1961 Code § 8.05; 1972 Code § 33.020; Ord. No. 649 § 1; Ord. No. 893 § 1]
Permanent part-time employees (who shall be
deemed to be those employees who perform duties on a regular recurring
basis) who are paid at an hourly rate shall receive sick leave on
a pro rata basis in accordance with the aforementioned provisions.
[1961 Code § 8.05; 1972 Code § 33.020; Ord. No. 649 § 1; Ord. No. 893 § 1;
amended 12-27-2006 by Ord. No. 47-2006; 12-12-2018 by Ord. No. 20-2018]
a.
Upon termination of employment, severance pay of accumulated sick leave days shall be in strict compliance with Section 10-6, Sick Leave, of this code and its subsections. Accumulated sick leave may not be used as terminal leave.
b.
Upon termination of employment by regular retirement,
an employee shall be entitled to receive severance pay in an amount
equal to 50% of his accumulated sick leave days. An employee whose
employment is terminated prior to regular retirement and who has been
employed for more than five years shall be entitled to receive severance
pay in an amount equal to 25% of his accumulated sick leave days.
An employee whose employment is terminated prior to regular retirement
because of job-related disability and who has been employed for more
than five years shall be entitled to receive severance pay in an amount
equal to 50% of his accumulated sick leave days. A severance pay shall
be computed based upon the average pay to the employee during the
12 months immediately preceding termination of employment.
c.
Banked value.
1.
Employees may accumulate sick leave up to a banked value of $15,000. Employees with accumulated sick leave with a banked value of less than $15,000 as of December 31, 2006, may continue to accumulate sick leave up to a banked value of $15,000. Payment for accumulated sick leave on retirement as contemplated in Subsection 10-6.7b shall be capped at a banked value of $15,000.
2.
For employees with accumulated sick leave with a banked value in excess of $15,000 as of December 31, 2006, payment for accumulated sick leave on retirement as contemplated in Subsection 10-6.7b shall be capped at the banked value as of December 31, 2006, with no further increase in retirement payout.
3.
Nothing contained herein shall prohibit the continued
banking of sick days for use as sick leave.
4.
Payments to retired employees in accordance with this
Subsection may be made in one lump sum, or in installments, at the
election of the employee.
d.
In the event of an employee’s death, his estate
shall be entitled to receive whatever sick leave benefits the employee
was entitled to at the time of termination of employment.
[1961 Code § 8.05; 1972 Code § 33.020; Ord. No. 649 § 1; Ord. No. 893 § 1]
Any employee who makes a false claim for sick
leave shall be subject to dismissal from employment.
[1961 Code § 8.05; 1972 Code § 33.020; Ord. No. 649 § 1; Ord. No. 893 § 1]
The Borough Clerk shall keep records of sick,
vacation, military, and special leaves, with or without pay.
[1961 Code § 8.05; 1972 Code § 33.020; Ord. No. 649 § 1; Ord. No. 893 § 1]
The use of masculine gender through this chapter
shall be deemed to include the feminine gender.
[1961 Code § 8.06; 1972 Code § 33.025; Ord. No. 649 § 1; Ord. No. 896 § 4; Ord. No. 896-B; Ord. No. 938 § 1]
a.
Any employee who is certified as absent on account
of a disability or accident caused in the usual course of his employment
and directly in line of duty shall not have such absence charged against
his sick leave. All other provisions regarding absence on account
of sickness or disability apply.
b.
If the injury is sufficiently severe to keep an employee
off duty and he has given notice of the disability or accident in
accordance with this chapter and the applicable laws and regulations
and has submitted medical proof of such injury to the Borough as requested,
he shall receive payment of such amount so that the payment from the
Borough made together with payments received under the Workmen's Compensation
Act will equal the employee's regular salary for the first six months.
If the injury extends beyond six months and the employee is then unable
to return to work, he may, at his option, use his sick leave and vacation
time. Also, if the injury extends beyond six months and the employee
is then unable to return to work, the governing body may also, in
its sole discretion, continue such payments for additional sixty-day
periods. Such payments may continue during the time the employee is
receiving payments under the Workmen's Compensation Act, but shall
not exceed one year from the date of injury.
c.
Nothing herein contained shall be considered to be
in derogation of or restrictive of any statute now in effect limiting
the period during which municipal employees may be compensated for
leave on account of disability or illness, but these provisions are
to be construed and administered in conjunction therewith.
d.
Employees who are injured while working must make
an immediate report of such injury to their department head. All injuries,
no matter how slight they may be, must be reported within eight hours.
If the employee is injured to such an extent that he requires medical
attention, he shall immediately go to a doctor for treatment. Department
heads shall be responsible for notifying the Borough Clerk, who shall
notify the insurance company and the certifying agent of the Public
Employees Retirement System of New Jersey of all injuries reported
by employees under their supervision and shall make certain that the
proper written reports are made.
[12-12-2018 by Ord. No. 20-2018]
a.
For employees
hired after January 1, 2018, there will be no compensation for accumulates
sick leave days.
b.
For employees
hired prior to January 1, 2018, compensation for accumulated sick
leave days will be eliminated December 31, 2019. Employees will be
paid for 50% of any previously accumulated and unused sick leave.
[1972 Code § 33.027; Ord. No. 896 § 4; Ord. No. 896-B § 1]
[1972 Code § 33.028; Ord. No. 896 § 5; Ord. No. 896-B § 2;
amended 12-27-2006 by Ord. No. 47-2006]
The spouse of a full-time non-union employee
who dies in the performance of his or her duties other than from natural
causes shall receive a one-time payment of $50,000, plus $5,000 for
each unemancipated child of the marriage. This provision shall not
apply to union employees whose employment is governed by a collective
bargaining agreement unless said agreement specifically includes this
or a similar provision.
[1961 Code § 8.07; 1972 Code § 33.030;
amended 2-14-2018 by Ord. No. 01-2018]
a.
For employees
hired on or before December 31, 2017: After an employee has been in
the employ of the Borough for 10 consecutive years, such employee
shall not be removed from such position except for good cause shown
after a fair and impartial trial but shall hold his position during
good behavior, notwithstanding that such employee may have been employed
for a fixed term. This provision, however, shall not apply to any
employee who is given tenure of office by statute, in which event
the statute shall be applicable rather than any of the terms and provisions.
[1961 Code § 8.08; 1972 Code § 33.035]
a.
Any employee who is employed by the Borough shall
be on probation for a period of 180 days after the date of employment.
In the event that the Council is not satisfied with such employee
for any reason, such employee may be discharged within such period
of probation at any time without notice.
[Amended 12-27-2006 by Ord. No. 47-2006]
b.
Any employee may be suspended from office by the Council
or any department head for cause until such time as the matter can
by fully investigated and determined.
[1961 Code § 8.09; 1972 Code § 33.040; Ord. No. 896 § 6; Ord. No. 979 § 1]
a.
Upon cessation of employment, benefits for the year
during which employment is ceased shall be prorated to the last day
of employment.
b.
All employees will, when leaving the service of the
Borough, complete and sign the "termination receipt" when receiving
their final compensation. This receipt will be filed in the employee's
personal history file as evidence of the satisfaction of all claims
against the Borough.
[1961 Code § 8.10; 1972 Code § 33.045]
a.
All full-time Borough employees shall be enrolled
in the Public Employees Retirement System Plan of New Jersey or the
policemen's retirement plan, and are subject to the requirements and
provisions of the plans. The employee's contributions to the plan
are deducted from the salary paid to such full-time employees and
remitted to the state, as prescribed by law. The Borough contribution
for such employees is determined by and subsequently remitted to the
state in accordance with the provisions of the law.
b.
Borough employees having completed the required number
of years of service and having attained the specified age may apply
for retirement as provided for by the plans.
c.
All information regarding the retirement plans may
be obtained from the office of the Borough Payroll Clerk.
a.
After 25 years of service, or duty-incurred disability,
or ordinary disability retirement after 10 years of service to the
employer, all major medical insurance benefits and dental insurance
benefits shall be continued for retired employees and their immediate
eligible family members, if applicable, for a maximum of five years,
or until the retired employee qualifies for Medicare, or until the
retired employee is again employed by any source that offers medical
and/or dental insurance benefits, whichever shall first occur; however,
if an employee has 30 years or more of service before retirement (25
of which are with the Borough of Ramsey), all of his or her insurance
coverage as stated above shall be continued until he or she qualifies
for Medicare or until the retired employee is again employed by a
source that offers medical and/or dental insurance benefits, whichever
shall first occur. Employees must apply for Medicare coverage as soon
as eligible.
[Amended 12-27-2006 by Ord. No. 47-2006; 4-28-2010 by Ord. No. 08-2010]
b.
Employees who are not eligible for the benefits set
forth in Paragraph a above and who terminate service by virtue of
retirement or by exercise of pension vesting rights shall have the
option of continued enrollment in the Borough's group medical insurance
program on a contributory basis by the employee. This option is restricted
to employees who have been employed by the Borough for a period of
at least 10 years.
c.
Any employee with 30 years of service (25 of which
are with the Borough of Ramsey) who waives his or her entitlement
to retirement health and dental insurance benefits upon retirement
and who is under the age of 60 shall receive a lump sum retirement
bonus of $50,000, above and beyond any other severance pay the employee
is eligible to receive. The Borough shall have no obligation to provide
medical insurance benefits of any kind to an employee who waives this
provision and accepts the said bonus, or to his or her spouse or eligible
family members. The employee’s spouse must also agree, in writing,
to the waiver.
[Added 12-27-2006 by Ord. No. 47-2006; amended 4-28-2010 by Ord. No. 08-2010]
d.
Retired employees eligible to receive medical and dental insurance benefits under this chapter (Section 10-13) shall receive the same benefits in retirement as afforded to non-retired non-union employees of the Borough, as those benefits may be changed from time to time.
[Added 12-27-2006 by Ord. No. 47-2006]
[1961 Code § 8.11; 1972 Code § 33.050]
No part of the pay due an employee for work
done shall be withheld from his check except as required by law or
as authorized in writing by the employee.
[1961 Code § 8.12; 1972 Code § 33.055]
Employees may not accept donations or other
gratuities, contributions, etc. that would in any sense put the employee
under obligation to the person or persons making the donations, etc.,
so that all may be treated alike.
[1961 Code § 8.13; 1972 Code § 33.060]
Engaging in private employment by any employee
in off-duty time is not encouraged. However, such work may be permitted
in cases where its performance does not conflict with the Borough's
interest and does not reduce the employee's ability to adequately
perform his duty of employment with the Borough. Employees who wish
to accept outside employment shall communicate that fact to their
respective department heads.
[1961 Code § 8.14; 1972 Code § 33.065]
The Council reserves the right to add, change,
interpret or eliminate personnel policies, practices and rules whenever
it appears to be in the best interest of the Borough to do so.
[1961 Code § 8.15; 1972 Code § 33.070]
a.
A separate personal history file will be established
and maintained for each employee of the Borough.
b.
Personal history files are confidential records and
will be maintained in the office of the Payroll Clerk in a locked
file. The files will be in two groups: "active," representing employees
on the payroll; and "closed" for employees no longer in the services
of the Borough.
c.
All personal history files will be carefully maintained
and safeguarded permanently. Nothing placed in any file shall be removed.
d.
Each active personal history file will contain the
following information:
1.
Summary of personnel actions. (On this form is noted
a brief digest of salary increases, promotions, transfers, etc.)
2.
Application for employment and reference letters,
if any.
3.
Applicant's letter of reason for desiring to work
for the Borough, if any.
4.
Agreement to conform to personnel policies, practices
and rules.
5.
Medical examination form.
6.
Personnel action authorization for each change in
position or appointment of the applicant.
7.
Personnel action authorization for each change in
position or salary.
8.
Letters of commendation or of censure.
9.
Reports of hearings involving the employee.
10.
Any correspondence, memoranda or other pertinent material
directly concerning the employee.
11.
Compensation record.
[1961 Code § 8.16; 1972 Code § 33.075]
Department heads and supervisors as referred
to in this chapter include but are not limited to the Borough Clerk,
Borough Attorney, Tax Collector, Director of Police, Borough Engineer
and Superintendent of Public Works.
[1972 Code § 33.140; Ord. No. 896-B § 5; 1-14-2004 by Ord. No. 1-2004 § 3; 12-11-2019 by Ord. No.
16-2019]
a.
The Borough
shall provide all full-time employees who shall be deemed to be those
employees who work 35 or more hours per week with medical and hospitalization
insurance coverage including major medical insurance coverage and
dental insurance coverage. The amount and extent of the aforesaid
insurance coverages shall be determined by the Borough in its sole
discretion. Any employee who was receiving said coverage on the effective
date of the change of this section shall continue to receive those
benefits so long as he/she continues to remain a full-time employee
of the Borough under the prior criteria in effect at the time of this
change.
b.
Opt out.
Employees who are eligible to receive health insurance benefits and
opt-out, shall receive a $2,500 annual opt-out payment. In the event
the employee's other insurance is lost (for example, if the employee's
spouse loses coverage for the family because of a change in employment
status) or amended so that it becomes detrimental for the employee
to opt out of the Borough's health insurance either event would be
considered a "qualifying event" and the employee would be permitted
to re-enroll in the Borough's health insurance plan without penalty.
The opt-out payment in this case would be prorated for the time period
the employee was not electing Borough health benefits. Employees who
are not electing Borough health benefits due to already receiving
coverage through the New Jersey State Health Benefit Plan (which the
Borough is a participant) shall not be eligible for the opt-out payment.
[Ord. No.
551; Ord. No.
660 § 1; Ord. No. 27-1998 § 3]
a.
Salaries and wages for employees of the Borough shall
be paid by check every other week for a total of 26 pay periods annually.
b.
Checks shall be signed on behalf of the Borough by
the Borough Clerk and the Borough Treasurer.
c.
The salaries of the Mayor and Council shall be paid
quarter-annually.
d.
The governing body shall determine the salary of every
employee subject to the provisions of this chapter by the adoption
of a salary ordinance annually. Where salary ranges are provided in
the ordinance, actual salary may be set by resolution.
e.
Direct deposit.
[Added 6-25-2014 by Ord.
No. 13-2014; amended 10-22-2014 by Ord. No. 14-2014]
1.
All employees and elected public officials who receive compensation
from the Borough of Ramsey are mandated to have direct deposit of
their compensation as of July 1, 2014, in accordance with c. 28, P.L.
2013, as defined under N.J.S.A. 52:14-15f(b).
2.
Municipal employees may request, in writing, an exemption from the
direct deposit mandate to the Borough Administrator. Such requests
will be presented to the governing body within 30 days. The Mayor
and Council may grant such an exemption by resolution and only for
good cause.
[Ord. No.
27-1998 § 4]
a.
Training courses are available to Borough employees.
The courses must be job related, should be beneficial to the Borough
and the employee's work for the Borough, and must be approved by the
employee's department head.
b.
Reasonable travel expenses incurred by an employee
in the course of any training session, seminar or meeting, approved
beforehand by the employee's department head, will be reimbursed upon
the presentation by the employee of a proper voucher.
[Ord. No.
32-2000 § 1; Ord. No. 37-2001; Ord. No. 40-2002 § 2]
The Construction Code Official shall receive
an annual salary to be fixed by resolution of the Council within the
range of $8,000 to $45,100.
[Ord. No.
32-2000 § 1; Ord. No. 37-2001; Ord. No. 40-2002 § 2]
The Borough Engineer shall receive a salary
to be fixed by resolution of the Council which salary shall be within
the range of $60,000 to $99,750 per annum.
[Ord. No.
32-2000 § 1; Ord. No. 37-2001; Ord. No. 40-2002 § 2]
The Borough Attorney shall receive a salary
which salary shall not exceed $123,000 per annum. For all hours worked
in excess of 1,020 hours per year, the Borough Attorney shall be paid
by voucher at the rate of $75 per hour.
[Ord. No.
32-2000 § 1; Ord. No. 37-2001; Ord. No. 40-2002 § 2; amended 7-26-2006 by Ord. No.
29-2006; 4-11-2007 by Ord. No. 12-2007; 2-25-2009 by Ord. No.
02-2009]
The Borough Auditor shall receive a retainer
between $13,000 and $42,000. For services rendered in addition to
normal services, the Auditor shall receive additional compensation
at the reasonable value for such services.
[Ord. No.
32-2000 § 1; Ord. No. 37-2001; Ord. No. 40-2002 § 2; amended 7-26-2006 by Ord. No.
29-2006; 4-11-2007 by Ord. No. 12-2007; 2-25-2009 by Ord. No.
02-2009; 6-13-2022 by Ord. No. 09-2022; 1-25-2023 by Ord. No. 01-2023]
The Borough Administrator shall receive a salary
to be fixed by resolution of the Council which salary shall be within
the range of $145,000 to $190,000.
[Ord. No.
32-2000 § 1; Ord. No. 37-2001; Ord. No. 40-2002 § 2; amended 7-26-2006 by Ord. No.
29-2006; 12-27-2006 by Ord. No. 47-2006; 4-11-2007 by Ord. No.
12-2007; 2-25-2009 by Ord. No. 02-2009; 3-24-2010 by Ord. No.
03-2010; 11-10-2010 by Ord. No. 17-2010; 7-11-2012 by Ord. No.
14-2012; 9-9-2015 by Ord. No. 14-2015; 3-9-2016 by Ord. No. 02-2016; 10-11-2017 by Ord. No. 07-2017; 4-24-2019 by Ord. No. 10-2019; 12-11-2019 by Ord. No. 16-2019; 6-13-2022 by Ord. No. 09-2022; 1-25-2023 by Ord. No. 01-2023]
The compensation ranges of all titles contained in § 10-23.6 shall be as follows:
|
Position
|
Minimum of Range
|
Maximum of Range
|
|---|---|---|
|
Borough Clerk
|
$70,000
|
$125,000
|
|
Deputy Borough Clerk
|
$45,000
|
$80,000
|
|
Legal Secretary/Administrative Assistant
|
$40,000
|
$60,000
|
|
Payroll/Benefits Coordinator
|
$50,000
|
$75,000
|
|
Finance Officer/Treasurer
|
$85,000
|
$140,000
|
|
Judge
|
$18,000
|
$27,000
|
|
Prosecutor
|
$10,000
|
$20,000
|
|
Public Defender
|
$3,000
|
$10,000
|
|
OEM Director
|
$1,200
|
$7,000
|
|
OEM Deputy
|
$1,200
|
$6,000
|
|
Secretary to Shade Tree
|
$3,000
|
$7,000
|
|
Secretary to Recreation
|
As provided in § 10-23.7
| |
|
Secretary to Environmental
|
As provided in § 10-23.7
| |
|
Stenographer
|
As provided in § 10-23.7
| |
|
Secretary/part-time
|
As provided in § 10-23.7
| |
|
Secretary Borough Council
|
As provided in § 10-23.7
| |
|
Superintendent Public Works
|
$90,000
|
$140,000
|
|
Laborers and Casual Public Works
|
Applicable NJ minimum wage
|
$25 per hour
|
|
Marshals and Special Duty
|
Applicable NJ minimum wage
|
$25 per hour
|
|
Recreation Director
|
$11,000
|
$18,000
|
|
Police Chief
|
$195,000
|
$230,000
|
|
Police Captain
|
$185,000
|
$213,000
|
[Ord. No.
32-2000 § 1; Ord. No. 37-2001; Ord. No. 40-2002 § 2; amended 7-26-2006 by Ord. No.
29-2006; 4-11-2007 by Ord. No. 12-2007; 2-25-2009 by Ord. No.
02-2009; 7-11-2012 by Ord. No. 14-2012]
All part-time stenographic, clerical, and/or
secretarial employees, including but not limited to the Secretary
to the Borough Council, Recreation Commission, Shade Tree Commission,
and the Board of Public Works, shall be paid within a range of $7.25
to $23 per hour for such services or such stipend deemed by the Borough
Council to be appropriate for the duties to be performed. Such employees
shall keep a record of the time rendered by them in such form and
manner as shall be prescribed by the Borough Clerk from time to time
and shall be furnished to her at such times as she shall direct.
[Ord. No.
32-2000 § 1; Ord. No. 37-2001; Ord. No. 40-2002 § 2; amended 7-26-2006 by Ord. No.
29-2006; 4-11-2007 by Ord. No. 12-2007; 2-25-2009 by Ord. No.
02-2009; 7-11-2012 by Ord. No. 14-2012; 9-9-2015 by Ord. No. 14-2015; 3-9-2016 by Ord. No. 02-2016; 10-11-2017 by Ord. No. 07-2017; 4-24-2019 by Ord. No. 10-2019; 12-11-2019 by Ord. No. 16-2019; 6-13-2022 by Ord. No. 09-2022; 1-25-2023 by Ord. No. 01-2023]
The Borough Council, upon adoption of this section,
shall fix the compensation of the officers and employees of the Borough
of Ramsey, which shall be retroactive to January 1, 2023.
[Ord. No.
32-2000 § 1; Ord. No. 37-2001; Ord. No. 40-2002 § 2; amended 7-26-2006 by Ord. No.
29-2006; 4-11-2007 by Ord. No. 12-2007; 2-25-2009 by Ord. No.
02-2009]
a.
The Mayor of the Borough shall receive a salary not
to exceed $754 per month for 2009.
b.
Each of the members of the Council shall receive a
salary not to exceed $539 per month for 2009.
c.
The salaries shall be payable quarter-annually.
d.
The Mayor and members of the Council shall each receive
a mileage allowance of $50 per month.
[Ord. No.
27-1998 § 5]
a.
Pursuant to the Family and Medical Leave Act of 1993,
(FMLA), which became effective August 5, 1993, employees of the Borough
who have worked for the Borough for at least 12 months and have worked
at least 1,250 hours over the previous 12 months, are eligible for
unpaid job protected leave of up to 12 weeks each year for family
and medical reasons. An unpaid leave may be taken for the following
purpose:
1.
The birth of an employee's child and the care of the
child, this provision is applicable to both mothers and fathers;
2.
The placement of a child with the employee for adoption
or foster care;
3.
The care of the employee's spouse, child or parent,
who has a serious health condition;
4.
A serious health condition that renders the employee
unable to perform his job.
|
Under FMLA, a child includes biological, adopted,
and foster child, stepchild, legal ward or a "child" of a person acting
in the capacity of a parent. The term "parent" includes biological
parents as well as a person who acted in the capacity of a parent
towards the employee. Siblings and in-laws are not covered by the
Act. A serious health condition means a mental or physical illness,
injury or impairment which involves inpatient care at a medical care
facility or continuing treatment by a health care provider. Additionally,
an employee's serious health condition means the employee is unable
to perform the functions of his job.
| |
|
It is not required that the leave be taken all
at one time. Intermittent leave or reduced leave (less than 12 weeks)
can be taken if the employee or a covered relative has a serious health
condition, provided intermittent or reduced leave is medically necessary.
In addition, an employee with more than one qualifying event within
a twelve-month period is not entitled to a separate twelve-week leave
period for each event.
|
b.
Procedure. The employee shall be required to submit
to the Personnel Administrator a written notice that leave will be
taken, indicating the amount of leave to be taken and the reason for
the leave. If the leave involves illness, a medical certification
shall be submitted along with the leave notice. Said certification
shall include:
1.
The date of which the serious health condition commenced;
2.
The probable duration of the condition;
3.
The appropriate medical facts within the knowledge
of the health care provider regarding the condition;
4.
Where applicable, a statement that the employee is
needed to care for a covered relation and the amount of time needed
to care for said person.
c.
Intermittent or reduced medical leave certifications
shall state:
1.
The dates on which treatment is expected to be given
and the duration of such treatment;
2.
A statement of the medical necessity for the intermittent
or reduced leave schedule and expected duration;
3.
Where applicable, a statement that an intermittent
or reduced leave schedule is necessary to care for a covered relation
or will assist in the recovery and the expected duration and schedule
of the leave.
d.
The Borough may require subsequent recertification
on a reasonable basis. Failure to provide any certification is grounds
for denial of the leave. If the Borough has doubt as to the validity
of the certification provided, the Borough may require, at its expense,
that the employee obtain a second opinion from a health care provider
selected by the Borough. If the second opinion differs from the first,
a third mutually agreeable health care provider shall be selected,
whose opinion shall be binding.
e.
If the leave is foreseeable, the employee shall be
required to provide at least 30 days notice prior to leave beginning.
f.
The Borough has the option of requiring that an employee
utilize accrued vacation, sick, and personal leave time for leaves
under the FMLA.
[Ord. No.
27-1998 § 6]
a.
Any full-time employee who is a member of the National
Guard, Naval Militia, Air National Guard, or a reserve component of
any of the Armed Forces of the United States and is required to engage
in field training shall be granted a military leave of absence with
pay for the period of such training as is authorized by law. The paid
leave of absence shall be in addition to his/her vacation.
b.
When an employee, after one year's service with the
Borough, has been called to active duty or inducted into the military
or naval forces of the United States, he/she shall automatically be
granted an indefinite leave of absence without pay for the duration
of such active military service. Each employee may be reinstated without
loss of privileges or seniority provided he/she reports for duty with
the Borough within 60 days following his/her honorable discharge from
military service.
c.
An employee required to render service as a juror
in either state or federal courts shall be entitled to be absent from
employment on the days that said employee is required to serve and
shall be paid his/her salary for said absent days provided that monies
received for said service by the employee shall be deducted from the
regular salary received from the Borough.
[Ord. No.
27-1998 § 7]
a.
It shall be the policy of the Borough that employee
discipline and termination be part of an orderly progressive process
having as its guiding principles the following:
1.
It shall be nondiscriminatory in the broadest sense.
2.
It shall be fair and reasonably predictable.
3.
It shall be a part of an orderly, written process
and providing fundamental fairness (due process) to all employees.
4.
No person shall be subject to discipline in retaliation
for having reported, in good faith, wrongdoing by another. This policy
shall be administered in accordance with the New Jersey's "Whistle-Blower's
Law," i.e., New Jersey Conscientious Employee Protection Act, N.J.S.A.
34:19-1, et seq.
b.
Application. An employee may be subject to disciplinary
action for any of the causes set forth hereinafter. An employee shall
be subjected to the following disciplinary action, not necessarily
in the following order:
1.
Reprimand in writing.
2.
Suspension from duty for a specific period without
pay.
3.
Dismissal.
|
The procedure set forth in this section shall
be required prior to any disciplinary action against an employee but
any violations or omissions of said procedure not affecting an employee's
substantive rights shall not bar said disciplinary action.
|
c.
Causes. The causes sufficient for disciplinary action
shall include the following:
1.
Neglect of duty;
2.
Poor performance;
3.
Absence without leave or failure to report after authorized
leave has expired or after such leave has been disapproved or revoked;
4.
Offensive treatment of the public or fellow employees;
5.
Violation of laws, regulations, or orders, or failure
to obey lawful directions given by one's superiors;
6.
The conviction of a criminal offense;
7.
Any form of substance abuse;
8.
Damage to public property or waste of public supplies
through negligence or willful conduct;
9.
Excessive lateness or absence from work;
10.
The suspension or revocation of one's driver's license
when one's duties require the operation of a motor vehicle for the
Borough, or the knowing operation of a motor vehicle while one's driver's
license is suspended or revoked;
11.
Insubordination, insolence, or other misconduct;
12.
Sleeping or gambling on duty;
13.
Providing the Borough with false medical certifications
given to satisfy leave requirements;
14.
Conduct unbecoming a public employee;
15.
Violation of the policies on sexual harassment.
d.
Procedure.
1.
Informal.
(a)
An employee may be suspended without pay by
the department head or Borough Administrator for a period not to exceed
five days for any cause hereinbefore set forth in Paragraph c. Any
other form of discipline involving loss of pay shall be commenced
through formal proceedings as herein provided. An employee disciplined
informally as above may appeal as hereinafter provided for to have
the lost days of pay restored and the informal disciplinary action
expunged from or modified within the employee's personnel file.
2.
Formal.
(a)
Complaint. An employee charged with any of the
violations set forth above shall be notified in writing of the violation
within 30 days of the awareness of same by the governing body or superior
of the alleged violation, which charge shall state the offense, and
the charges shall be signed by the departmental superior or administrator
preferring the charge against the employee.
(b)
Hearing.
[Amended 12-13-2006 by Ord. No. 43-2006]
(1)
An employee shall be entitled to a full hearing
on all charges, before the governing body or such other hearing authority
as may be designated by the governing body. The hearing shall be a
formal proceeding. The employee shall receive notice by certified
mail of the date, time and place of said hearing. The Borough Administrator
shall fix a date, time, and place for the hearing which shall be within
30 days after the filing of formal charges against the employee.
(2)
All charges shall be heard by the governing
body or such other hearing authority as may be designated by the governing
body sitting as the authority to make a determination of said charges.
Testimony of all witnesses shall be taken under oath. The governing
body shall designate an attorney to prosecute the charges against
the employee, and the employee may be represented by counsel at the
hearing at his own expense. The Borough Administrator may order that
a stenographic record be made of the proceedings or the employee may
request in writing that a stenographic record be made, at the employee’s
expense, provided the employee or his counsel shall inform the Borough
Administrator in writing at least one week prior to the date set for
the hearing.
(c)
Determination. The governing body or such other
hearing authority as may be designated by the governing body shall,
after completion of the hearing, make a determination in writing within
10 days after the completion of the hearing. The Borough Administrator
shall notify the employee in writing of said action.
[Amended 12-13-2006 by Ord. No. 43-2006]
[Ord. No.
27-1998 § 8]
A grievance is defined as any dispute concerning
the interpretation, application, or enforcement of the personnel policies
set forth in this chapter.
a.
A grievance arises on the date the employee affected
becomes or is made aware of the existence of the grievance.
b.
All grievances shall be presented within five working
days after arising and failure to report a grievance within such time
shall be deemed a waiver thereof.
|
Step 1 — Supervisor Review
| |
|
Any employee or anyone of a group of employees
having a grievance shall submit the same orally to the employee's
immediate supervisor as designated by the Borough. Within five working
days, the immediate supervisor shall inform the grievant of his decision.
| |
|
Step 2 — Borough Administrator
| |
|
If the grievance is not adjusted satisfactorily
to the employee, it shall be reduced to writing by the employee on
a form supplied by the Borough. The facts of the grievance shall be
detailed clearly and concisely, and the relief requested shall be
set forth. The completed form shall be signed by the employee aggrieved.
Within five working days after the Step 1 decision, the employee shall
deliver the written grievance to the Borough Administrator. Failure
by the employee to deliver the written grievance within the five working
days specified, shall be deemed a settlement of the grievance. The
Borough Administrator shall give his decision in writing within 10
working days after the grievance is presented to him. The time periods
set forth above may be extended by mutual consent of the parties.
The decision of the Administrator shall be final.
|
[Ord. No.
27-1998 § 9]
The provisions of this chapter shall apply generally
to all full-time and part-time employees of the Borough including
those employees covered by a collective bargaining contract with the
Borough except where the provisions of such contract conflict with
the provisions of this chapter.
[Ord. No. 1208, §§ 1, 2 and 3; amended 4-14-2010 by Ord. No.
07-2010; 4-13-2011 by Ord. No. 06-2011]
The Borough of Ramsey anti-sexual harassment policy shall be
as contained in the Borough Personnel Policies and Procedures Manual
as shall be approved and adopted annually by the Governing Body.
