[Adopted 4-12-2018 by Ord. No. 8-2018]
[Last amended 4-24-2025 by Ord. No. 10-2025]
A. 
Effective January 1, 2025, the following officers and employees shall be compensated on an annual basis and shall be paid quarterly in March, June, September and December of each year as follows:[1]
2025
Township Committee
Municipal Judge
Municipal Prosecutor
Director, Office of Emergency Management
[1]
Editor's Note: Actual rates of compensation are provided for in the Annual Salary Ordinance, on file in the office of the Township Clerk.
B. 
Effective January 1, 2025, the following officers and employees shall be compensated on an annual basis and shall be paid monthly of each year as follows:[2]
Elevator Subcode Official/Elevator Inspector, H.H.S.
Municipal Public Defender
[2]
Editor's Note: Actual rates of compensation are provided for in the Annual Salary Ordinance, on file in the office of the Township Clerk.
C. 
Effective January 1, 2025, the following officers and employees shall be compensated on an annual basis and shall be paid twice monthly (24 pays) of each year as follows:[3]
Tax Assessor (based on a twenty-one-hour work week with pay based on a twice monthly payroll)
Chairperson, Site Plan Exemption Committee
Open Public Records Act Coordinator
Police Open Public Records Act Coordinator
Executive Assistant to Mayor/Communications Coordinator
[3]
Editor's Note: Actual rates of compensation are provided for in the Annual Salary Ordinance, on file in the office of the Township Clerk.
[Amended 7-11-1991 by Ord. No. 16-91]
A. 
Salaries and wages for the various positions of employment in the Township of Hanover shall be at or within the range of the minimum and maximum amounts as delineated on Schedules A and A-1 of the Annual Salary Ordinance.[1] Job classifications are as set forth in Schedule B of the Annual Salary Ordinance adopted by the Township Committee.[2]
[1]
Editor's Note: The Annual Salary Ordinance is on file in the office of the Township Clerk.
[2]
Editor's Note: See § 61-4, Schedule B, Position Classifications.
B. 
All individuals hired by the Township of Hanover or its boards and departments will be hired at the minimum step level in the position and classification unless, under exceptional circumstances, approval is given upon written request by the department head to the Township Committee and/or Board to consider credit for experience outside the Township of Hanover. In such instances, on approval of the Township Committee, an individual may be hired on a step level above the minimum.
C. 
Salary increments.
(1) 
Any person employed by the Township of Hanover shall be paid during the first year of such employment (each year to be calculated from the date of the employee's initial appointment) at the minimum of the salary range provided for the respective position (unless such person qualifies under Subsection B), and, at the completion of each year of meritorious performance and contingent upon and subject to receiving at least a satisfactory job performance evaluation in accordance with the Township of Hanover's job performance evaluation system, hereinafter set forth,[3] the employee shall receive a salary increment by being placed on the next step on Schedule A or A-1 until the maximum is reached, as of the first of the month following the employee's anniversary date of employment.
[3]
Editor's Note: See § 61-18 of this article.
(2) 
Employee performance evaluation relating to salary increments. Any nonunion civilian employee who has reached the maximum step on any Schedule A or A-1 adopted by way of a prior ordinance or under Schedule A or A-1, as set forth herein,[4] shall only receive an increase if he/she receives a satisfactory job performance evaluation in accordance with the Township's employee evaluation system; otherwise, said employee shall remain at his/her existing salary. The following serves as an example of what is intended by this subsection concerning the application of the job performance evaluation as it relates to salary increments for those employees covered by either Schedule "A" or Schedule "A-1" for the year 2024: Individual Y was in Group X of Schedule "A" at the maximum step under the 2024 Salary Ordinance and was receiving a salary of $114,440. Upon the adoption of this ordinance, this individual shall not receive any increase in salary unless he/she shall receive a satisfactory performance evaluation, in which case his/her salary will be that provided for in the 2025 Schedule "A," Group X, maximum $117,298, effective January 1, 2025. In the event that the individual shall receive an unsatisfactory performance evaluation, his/her salary shall remain at $114,440, the same as in 2024.
[Last amended 4-24-2025 by Ord. No. 10-2025]
[4]
Editor's Note: Schedules A and A-1 are on file in the office of the Township Clerk.
[Added 5-9-2013 by Ord. No. 15-13; last amended 4-24-2025 by Ord. No. 10-2025]
For the department heads listed below, there is hereby established the following salary ranges:
A. 
2025 Business Administrator, Chief of Police, Chief Finance Officer/Certified Tax Collector/Treasurer, Certified Municipal Court Administrator, Township Engineer, Construction Code Official, Public Works Department Superintendent, Recreation and Park Administration Superintendent, Township Clerk and Certified Secretary to the Planning Board/Board of Adjustment/Land Use Administrator: $80,000 to $227,000.
B. 
2025 License - certification - accreditation. Any department or bureau head, first line supervisor or employee who has earned a license, certification or accreditation required by his/her position, and attained in order to increase and enhance his/her knowledge and expertise directly related to his/her position and professional experience, shall receive a one-time salary adjustment of $1,500 or $750, depending on the license, certification or accreditation. The one-time adjustment shall be added to the base salary.
(1) 
The following certifications would qualify for the $1,500 adjustment: Registered Municipal Clerk, Certified Municipal Registrar, Certified Tax Collector, Certified Municipal Finance Officer, Land Use Administrator, Certified Municipal Court Administrator, Qualified Purchasing Agent, Certified Public Works Manager, Certified Park and Recreation Executive and Certified Park and Recreation Professional, New Jersey State Association of Chiefs of Police Accredited Chief Executive-Chief of Police Certification Program and/or Accredited Chief Executive-Chief of Police Advanced Certification Program, Technical Assistant to the Construction Official, Recycling Coordinator Certification, and Clean Communities Certification, Lead Inspector/Risk Assessor.
(2) 
The following accreditation qualifies for the $750 adjustment: Deputy Court Administrator Accreditation, and Certified Pool and Spa Operator, Certified Board Secretary-Land Use, Community Noise Enforcement Certification, Black Seal License, HVAC License.
[Last amended 4-24-2025 by Ord. No. 10-2025]
A. 
In any instance, in connection with this Salary Ordinance and the schedules set forth above, that an employee shall have his or her job classification altered, said employee shall receive compensation at a rate not less than that received by the employee in the year prior to the change of classification and, in addition, shall not receive the annual increment which is provided for in the Salary Guide except for an adjustment which shall be determined by the Business Administrator and recommended to the Township Committee.
B. 
All individuals employed by the Township, in either a management or non-management civilian position, may be hired and classified within the minimum Step Ranges of A, A-1, B, C or D, as set forth with the approval of the Township Committee.
[Last amended 4-24-2025 by Ord. No. 10-2025]
A. 
The following schedule represents the job position titles and applicable salary ranges for the Township's management and nonmanagement civilian employees:
Schedule B
Position Classifications
Job Group
Title
Salary Schedule
I
Clerk Typist
A or C
P/T Dial-A-Ride Dispatcher
A-1 or D
P/T Dial-A-Ride Driver
A-1 or D
P/T Custodian
A-1 or D
P/T Assistant to Custodian
A-1 or D
P/T Park Maintenance Worker
A-1 or D
II
Administrative Clerk/Planning Office Clerk
A or C
Support Services Secretary/Senior Clerk Typist in Police Department
A or C
Junior Account Clerk
A or C
P/T Clerk/Support Services
A or C
Senior Clerk Typist
A or C
P/T Floater/Clerical Support Services OPRA/Other Assignments
A or C
P/T and F/T Violations Clerk
A or C
Senior Program Coordinator/Dial-a-Ride Dispatcher
A or C
III
Account Clerk
A or C
Assistant Control Person/Account Clerk to the Construction Official/Zoning Officer/Property Maintenance Officer
A or C
Engineering Aide I
A or C
General Secretary
A or C
Police Records Administrative Assistant
A or C
Recreation Clerk/Account Clerk
A or C
P/T Digital Evidence Manager
A or C
Support Services Administrative Assistant in Police Department
A or C
IV
Administrative Assistant to the Chief of Police
A or C
Senior Account Clerk
A or C
Senior Account Clerk/Purchasing Clerk
A or C
Technical Assistant to the Construction Official/ Zoning Officer/Property Maintenance Officer
A or C
Recreation Department Office Manager/Recreation Commission Board Secretary
A or C
V
Senior Account Clerk/Payroll Clerk
A or C
Administrative Secretary
A or C
Engineering Aide II
A or C
Management Analyst/Project Coordinator
A or C
Communications Officer/Project Coordinator
A or C
P/T and F/T Graduate Nurse
A or C
Secretary to the Health Department/Certified Municipal Registrar
A or C
VI
Recreation and Park Administration Department Assistant Superintendent
A or C
Assistant to DPW Superintendent/Recycling Coordinator
A-1 or D
Executive Secretary I
A or C
Police Dispatcher
A-1 or D
P/T or F/T Deputy Municipal Court Administrator
A or C
Confidential Administration Assistant to the Township Clerk
A or C
VII
DPW Buildings and Grounds Division Supervisor
A-1 or D
DPW Sanitation Division Supervisor
A-1 or D
DPW Road Division Supervisor
A-1 or D
DPW Parks Maintenance Division Supervisor
A-1 or D
DPW Fleet Supervisor
A-1 or D
Executive Secretary II
A or C
Information Technology Specialist
A or C
VIII
Confidential Assistant to the Chief of Police
A or C
P/T or F/T Registered Environmental Health Specialist
A or C
Executive Assistant/Human Resources Assistant
A or C
Deputy Township Clerk
A or C
Assistant to Chief Financial Officer/Tax Collector
A or C
Executive Administrative Assistant to Township Engineer and Land Use Administrator
A or C
Public Health Nurse
A or C
IX
DPW Operations Manager
A or D-1
Junior Engineer
A or C
Engineer/CAD Operator
A or C
F/T or P/T Engineering Inspector
A or C
F/T Building Inspector
A or C
Assistant Building Inspector/Assistant Zoning Officer/Assistant Property Maintenance Officer
A or C
P/T Electrical Subcode Official/Electrical Inspector
A or C
P/T Fire Protection Subcode Official/Fire Protection Inspector
A or C
P/T Plumbing Subcode Official/Plumbing Inspector
A or C
X
Assistant Business Administrator
A or C
Health Administrator - Registered Environmental Health Specialist
A or C
Design Engineer/Project Manager
A or C
Public Health Nurse Supervisor
A or C
Registered Environmental Health Inspector 2 (Sr. Registered Environmental Health Specialist)
A or C
XI
Health Administrator - Health Officer
A or C
Human Resources Manager
A or C
XII
Assistant Township Engineer
A or C
XIII
N/A
XIV
Professional Planner
A or C
Health Officer/Environmental Specialist
A or C
B. 
Individuals hired for the first time in any of the job position classifications set forth in Subsection A, entitled "Schedule B" listed above, or any current employee promoted to a higher job group classification, shall be compensated within their respective job group range as set forth below in Salary Guide C or D[1] at a salary to be determined by the Township Committee. A person hired or promoted within their respective job group range shall only be eligible to receive the annual cost of living adjustment when such adjustment is determined and authorized by the governing body. In order to be eligible to receive a cost of living adjustment, an employee must receive a satisfactory job performance evaluation from his/her department head.
[1]
Editor's Note: Salary Guides C and D are on file in the office of the Township Clerk.
C. 
Any new, replacement full-time or permanent part-time nonunion civilian employee hired by the Township on or after January 1, 2025, up to and including the date of adoption of this ordinance, must first complete his/her six-month probationary period of service and receive a satisfactory job performance evaluation in order to qualify for the cost of living adjustment retroactive to the first date of employment. This regulation also includes promotions that require a six-month probationary period.
[Added 12-28-2000 by Ord. No. 20-2000; last amended 4-10-2014 by Ord. No. 13-14[2]]
A. 
The salaries for the ranks of Lieutenant and Captain shall be determined by the applicable collective negotiations agreement negotiated by the Township and ratified by the Township Committee of the Township of Hanover in accordance with applicable law.
B. 
Salaries and wages for Captains and Lieutenants.
[Added 5-22-2014 by Ord. No. 22-14; last amended 2-9-2023 by Ord. No. 3-2023]
(1) 
The following annual wage schedule by job classification in the Police Department for the current police officers shall be as hereinafter specified and shall be payable on an annual basis:
Lieutenants and Captain
Step Classification
Base Salary
as of 12-1-2022
Base Salary
as of 1-1-2023
Base Salary
as of 1-1-2024
Base Salary
as of 1-1-2025
Lieutenant
$150,756
$155,400
$160,160
$165,039
Captain
$162,063
$167,114
$172,292
$177,600
(2) 
All salaries and rates of compensation as herein stated shall be effective December 1, 2022, except as otherwise indicated. Only those police officers currently on the payroll of the Township of Hanover at the time of adoption of this ordinance shall receive retroactive salary adjustments, except that police officers who have retired from service or have been separated from employment in good standing on or after December 1, 2022, but prior to the adoption of this ordinance shall receive retroactive salary adjustments effective December 1, 2022, through the date of retirement/separation. No other exceptions shall be made.
(3) 
Only those police officers on the payroll of the Township of Hanover on December 1, 2022, shall be entitled to receive the salary adjustments as set forth above.
[1]
Editor's Note: Former § 61-4.1, Full-time employees, added 6-9-1994 by Ord. No. 15-94, was repealed 10-27-1994 by Ord. No. 27-94.
[2]
This ordinance also provided that the rank differential provisions as described in Salary Ord. Nos. 12-03, 30-04, 15-05, 14-06, 10-07 and 14-08 are repealed.
[Added 11-8-2007 by Ord. No. 25-07; last amended 4-10-2014 by Ord. No. 15-14]
A. 
The salaries for the ranks of Patrolmen, Sergeants and officers assigned to the Detective Bureau shall be determined by the applicable collective negotiations agreement negotiated by the Township and ratified by the Township Committee of the Township of Hanover in accordance with applicable law.
B. 
Salaries of patrolmen, sergeants and police officers assigned to the Detective Bureau.
[Added 5-22-2014 by Ord. No. 21-14; last amended 2-9-2023 by Ord. No. 2-2023]
(1) 
The following annual wage schedule by job classification in the Police Department for current police officers shall be as hereinafter specified and shall be payable on an annual basis:
Patrolmen and Officers Assigned to the Detective Bureau
Step Classification
Base Salary
as of 12-1-2022
Base Salary
as of 1-1-2023
Base Salary
as of 1-1-2024
Base Salary
as of 1-1-2025
Academy
$35,040
$35,478
$35,921
$36,371
Step 1
$60,453
$61,209
$61,974
$62,749
Step 2
$67,750
$68,597
$69,454
$70,322
Step 3
$75,046
$75,985
$76,934
$77,896
Step 4
$82,344
$83,374
$84,416
$85,471
Step 5
$89,641
$90,761
$91,896
$93,045
Step 6
$96,939
$98,150
$99,377
$100,619
Step 7
$113,412
$107,574
$108,919
$110,280
Step 8
N/A
$116,997
$120,672
$124,439
Detective
$121,237
$125,018
$128,893
$132,866
Sergeants
Step Classification
Base Salary
as of 12-1-2022
Base Salary
as of 1-1-2023
Base Salary
as of 1-1-2024
Base Salary
as of 1-1-2025
Sergeants 1
$124,242
$128,098
$132,051
$136,102
Sergeants 2
$127,248
$131,179
$135,208
$139,339
Sergeants 3
$130,256
$134,262
$138,369
$142,578
(2) 
All salaries and rates of compensation as herein stated shall be effective December 1, 2022, except as otherwise indicated. Only those police officers currently on the payroll of the Township of Hanover at the time of adoption of this ordinance shall receive retroactive salary adjustments, except that police officers who have retired from service or have been separated from employment in good standing on or after December 1, 2022, but prior to the adoption of this ordinance shall receive retroactive salary adjustments effective December 1, 2022, through the date of retirement/separation. No other exceptions shall be made.
(3) 
Only those police officers on the payroll of the Township of Hanover on December 1, 2022, shall be entitled to receive the salary adjustments as set forth above.
[Added 6-14-2012 by Ord. No. 12-2012; last amended 12-8-2022 by Ord. No. 31-2022]
A. 
The following annual wage schedule by job classification for the current full-time employees of the Public Works, Buildings and Grounds and Park Maintenance Department represented by IBT Local No. 97 shall be as hereinafter specified, and shall be payable on an annual basis over 24 pay periods.[1]
[1]
Editor's Note: Said schedule is on file in the Township offices.
B. 
Pesticide and certified pool operators. Any active employee covered by the 2022-2025 collective negotiations agreement by and between the Township and IBT Local No. 97 who obtains and/or possesses a legally valid pesticide certification while in the employ of the Township, shall receive a stipend at an annualized rate of $1,000. Any active employee covered by the IBT Agreement who obtains and/or possesses a legally valid Certified Pool Operator Certification while in the employ of the Township shall receive a stipend at an annualized rate of $500.
C. 
Mechanics holding triple certification. Any active employee covered by the 2022-2025 collective negotiations agreement by and between the Township and IBT Local No. 97 who obtains and/or possesses all three of the Automotive Service Excellence (ASE), Inter-Industry Conference on Auto Collision Repair (I-CAR), and Mobile Air Climate System Association (MACS) 609 Certification while in the employ of the Township shall receive a stipend at an annualized rate of $1,000.
D. 
The following Schedule B represents the job position titles and applicable salary ranges in conformance with the Salary Guides set forth above for the full-time employees of the Public Works, Buildings and Grounds and Park Maintenance Department represented by IBT Local No. 97, and not including the managers, supervisors and part-time employees of the Department:
Schedule B
Job Group
Job Position Title
Applicable Salary Range
I
Custodian
IBT A-1 or IBT D-1
III
Laborer I/Sanitation Collector/Custodian
IBT A-1 or IBT D-1
III
Laborer I/Sanitation Collector I
IBT A-1 or IBT D-1
IV
Laborer II/Sanitation Collector II/Truck Driver I
Mechanic's Helper
IBT A-1 or IBT D-1
IBT A-1 or IBT D-1
IV
Park Maintenance Worker
IBT A-1 or IBT D-1
V
Truck Driver II/Equipment Operator
IBT A-1 or IBT D-1
VI
Senior Park Maintenance Man
IBT A-1 or IBT D-1
VII
Mechanic
IBT A-1 or IBT D-1
E. 
All salaries and rates of compensation as stated herein for calendar year 2022 shall be effective and retroactive to January 1, 2022.
[Last amended 4-24-2025 by Ord. No. 10-2025]
The rates of pay and/or salary ranges for the following part-time employees shall be as follows:[1]
School Crossing Guard (in charge)
School Crossing Guards
Substitute Part-Time Construction Code Inspectors
Part-time Registered Environmental Health Inspector
Per Diem Police Dispatchers
Police matrons
Part-Time Senior Assistant Property Maintenance/Zoning Officer
Part-Time Professional Arborist/Forester
Substance Awareness Coordinator
Municipal Housing Liaison
Class III Special Law Enforcement Officer
Undergraduate and graduate internships
The following rates of pay shall apply to Special Municipal Court sessions, DWI Court sessions and the off-duty employment of police officers performing side jobs:
For additional special Municipal Court sessions, including DWI Court sessions, the Municipal Court Judge, the Municipal Prosecutor and the Public Defender shall be paid at the rate of $125 per hour but not to exceed the following amounts:
A.
Municipal Court Judge not to exceed $800 per session.
B.
Municipal Prosecutor not to exceed $600 per session.
C.
Public Defender not to exceed $600 per session.
Outside employment of police officers in the performance of:
Extra-duty side jobs: $90 per hour.
Extra-duty side jobs - overtime: $135 per hour.
Extra-duty side jobs ravine/met life: $100 per day.
Administrative fee paid to Township: $10 per hour.
Cost for use of a Township police vehicle: $25 per hour to a maximum of $125.
All payments to police officers for off-duty outside employment shall be processed through the Township's Finance Department.
[1]
Editor's Note: Actual rates of compensation are provided for in the Annual Salary Ordinance, on file in the office of the Township Clerk.
[Last amended 4-24-2025 by Ord. No. 10-2025]
The rates of pay and/or salary ranges shall apply to the following temporary, seasonal and summer employees of the Recreation and Park Administration Department during the calendar year 2025.[1]
Position
Part-time Recreation Department Office Staff, per hour
Swim Team Coach, per season
Assistant Swim Team Coach, per season
Swimming Pool Manager, per season
Assistant Pool Manager, per season
Head Lifeguard, per hour
Lifeguards, per hour
Director, Summer Camp Program, per hour
Assistant Director, Summer Camp Program, per hour
Adult Counselors, Summer Camp Program, per hour
Summer Camp Program - Camp Counselor, per hour
Proctor/Custodian, fireworks celebration, per hour
Swim instruction by certified lifeguards
Community Center Proctors, per hour
Badge Checkers, Bee Meadow Pool, per hour
Bee Meadow Pool Office Staff, per hour
Pool Activities Coordinator, per hour
Individuals hired as lifeguards who receive an Instructor's Water Safety Instruction Certification, a Lifeguard Water Safety Instruction Certification and/or a Certified Pool Operator Certification shall be eligible to receive a $0.50 hourly increment upon attainment for either or both certifications during the pool season in which the certification(s) is/are received.
[1]
Editor's Note: The Annual Salary Ordinance is on file in the office of the Township Clerk.
[Last amended 4-24-2025 by Ord. No. 10-2025]
During calendar year 2025, all temporary, seasonal and summer employees employed or re-employed as park maintenance workers, public works laborers and administrative and clerical personnel shall receive the following compensation:
A. 
Individuals hired for the first time shall receive an hourly rate of $15.49 per hour.
B. 
Returning individuals shall receive an additional $0.75 per hour or minimum wage, whichever is higher.
[Amended 7-11-1991 by Ord. No. 16-91; 7-9-1992 by Ord. No. 23-92; 3-11-1993 by Ord. No. 6-93; 6-9-1994 by Ord. No. 15-94; 4-13-1995 by Ord. No. 10-95; 5-9-1996 by Ord. No. 5-96; 3-13-1997 by Ord. No. 10-97; 3-12-1998 by Ord. No. 7-98; 4-8-1999 by Ord. No. 12-99; 2-10-2000 by Ord. No. 2-2000; 4-12-2001 by Ord. No. 6-2001; 6-13-2002 by Ord. No. 12-2002; 6-26-2003 by Ord. No. 12-2003; 4-8-2010 by Ord. No. 12-10]
Employees whose position classification is "equipment operator" and who operate such heavy equipment as determined by the Township Engineer and the Superintendent of Public Works, Buildings and Grounds and Park Maintenance will receive an additional $0.10 per hour over the hourly rate of his step of Group V as shown on Schedule A-1 of the Annual Salary Ordinance adopted by the Township Committee.[1]
[1]
Editor's Note: The Annual Salary Ordinance is on file in the office of the Township Clerk.
[1]
Editor's Note: Former § 61-9, Basic workweek for certain personnel, as amended, § 61-10, Vacations, as amended, and § 61-11, Sick leave, as amended, were repealed 5-13-2021 by Ord. No. 14-2021.
[1]
Editor's Note: Former § 61-11.1, Proper recording of sick leave, added 3-12-2009 by Ord. No. 6-09, was repealed 5-13-2021 by Ord. No. 14-2021.
[Added 3-12-2009 by Ord. No. 6-09]
In accordance with the requirements of the Fair Labor Standards Act (FLSA), nonexempt (hourly) employees eligible to receive overtime pay shall be compensated for overtime work as follows:
A. 
Overtime shall be paid on a weekly, not daily, basis. Overtime shall be paid for hours worked in excess of 40 hours in a workweek. For overtime computation purposes, the workweek begins at 12:01 a.m. on Monday and ends 12:00 midnight on the following Sunday.
(1) 
Example: An employee works nine hours on Monday, works seven hours on Tuesday, and works eight-hour days on Wednesday, Thursday and Friday. Under this policy, the employee will receive no overtime. Overtime is based on weekly hours, not daily hours. The one extra hour of worked on Monday was offset by the one hour of reduced work time on another day falling in the same workweek. Thus, the employee's total hours for the week equal 40.
(2) 
Example: An employee works nine hours on Monday, and works eight-hour days on Tuesday, Wednesday, Thursday and Friday. Under this policy, the employee has worked one hour of overtime for the workweek. The one extra hour worked on Monday was not offset by reduced work time on any other day during the same workweek. Thus, the employee's total hours for the week equal 41.
(3) 
Example: A forty-hour (eight hours per day) employee works a regular forty-hour week, works one extra hour on Sunday, and reports to work one hour late (with permission) on Monday. Under this policy, the employee has worked one hour of overtime for the workweek. The one extra hour worked on Sunday was not offset by reduced work time on any other day during the same workweek. Monday falls in the next workweek.
B. 
The rate of overtime compensation shall be as follows:
(1) 
For employees regularly scheduled to work 40 hours per workweek, overtime shall be paid at the time-and-one-half rate for all hours worked in excess of 40 in a given workweek.
(2) 
For employees regularly scheduled to work 35 hours per workweek, straight time rates for hours worked in excess of 35 and up to 40 in a given workweek, and overtime at the rate of time and one-half for all hours worked in excess of 40 in a given workweek.
C. 
Entitlement to overtime compensation shall be based upon hours actually worked. However, vacations and hours worked in excess of 40 hours on Saturday work assignments following a scheduled legal holiday shall be included or considered as time worked in determining entitlement to overtime compensation. Sick leave and compensatory time shall not be included or considered as paid time off in determining entitlement to overtime compensation.
[Amended 6-25-2009 by Ord. No. 11-09]
(1) 
Example: A thirty-five-hour (seven hours per day) employee takes seven hours of sick leave on Monday, and stays two hours late on Friday. The employee would not receive overtime compensation. The employee actually worked four seven-hour days (28 hours), plus two late hours on Friday, for a total of 30 hours actually worked. The paid sick time is not counted toward overtime.
(2) 
Example: Same as above, except that the employee also works eight extra hours on Saturday. The employee has actually worked four seven-hour days (28 hours), plus two late hours on Friday, plus eight hours on Saturday, for a total of 38 hours actually worked. The employee will receive three hours of extra pay at straight time rates. The paid sick time is not counted.
(3) 
Example: Same as above, except that the employee also works eight additional extra hours on Sunday. The employee has actually worked four seven-hour days (28 hours), plus two late hours on Friday, plus eight hours on Saturday, plus eight hours on Sunday, for a total of 46 hours actually worked. The employee will receive five hours of extra pay at straight time rates and six hours of overtime at time-and-one-half rates. The paid sick time is not counted.
D. 
In call-in situations, only the time actually worked will be considered in determining entitlement to overtime compensation, regardless of any minimum call-in pay guarantee.
E. 
Time actually worked on Saturday or Sunday will be paid at the appropriate overtime/extra pay rate (straight time or time and one-half, as appropriate) only to the extent such time actually worked on Saturday or Sunday exceeds those hours the employee is regularly scheduled to work in a given workweek.
[1]
Editor's Note: Former § 61-11.4, Policy governing damage to Township property, added 3-12-2009 by Ord. No. 6-09, was repealed 5-13-2021 by Ord. No. 14-2021.
[1]
Editor's Note: Former § 61-11.5, Email policy for elected officials and volunteers, added 3-12-2009 by Ord. No. 6-09, was repealed 5-13-2021 by Ord. No. 14-2021.
A. 
Holiday hours. "Holiday hours" are defined as a twenty-four-hour period between 12:00 midnight of the day preceding the holiday and 12:00 midnight of the holiday.
B. 
Municipal employees.
[Amended 7-9-1992 by Ord. No. 23-92; 4-13-1995 by Ord. No. 10-95; 11-13-2003 by Ord. No. 24-2003]
(1) 
For purposes of holiday pay treatment, municipal employees shall include all full-time and permanent part-time employees who are on the active payroll at the time of the holiday and would normally have worked on the day if it had not been a holiday. The exceptions to the above shall be employees employed specifically for the Bee Meadow Pool operation, recreation personnel for summer programs, Township Committeemen, and any other elected or appointed officials paid on a quarterly basis.
(2) 
In order to receive holiday pay treatment for a designated holiday, permanent part-time administrative, clerical and blue collar employees working less than 35 hours per week must work the scheduled day before and the scheduled day after a designated holiday. These permanent part-time employees must have a consistent and established weekly work schedule in order to qualify for holiday pay. (Example: a permanent part-time employee working a consistent three-day schedule such as every Monday, Wednesday and Friday. This example is for illustrative purposes only). It shall be the responsibility of the Business Administrator and/or a department head or bureau supervisor to prepare the established schedule for each permanent part-time employee under his/her supervision by December 15 prior to the beginning of every new calendar year. These schedules shall be reviewed and approved by the Township Chief Municipal Finance Officer in his capacity as payroll officer.
[Amended 1-24-2013 by Ord. No. 1-13]
C. 
Designated holidays.
[Amended 9-9-1993 by Ord. No. 30-93; 3-23-2018 by Ord. No. 8-17]
(1) 
For calendar year 2018, all full-time and permanent part-time civilian employees (including the employees of the Public Works, Buildings and Grounds and Park Maintenance Department) shall receive a holiday on July 3, 2018. Subsequently, beginning in 2018, and in all years thereafter, all full-time and permanent part-time civilian employees shall receive a holiday on the date set aside in January in observance of the birthday of Dr. Martin Luther King, Jr.
(2) 
The designated holidays for all full-time and permanent part-time civilian employees (including the employees of the Public Works, Buildings and Grounds and Park Maintenance Department) shall be as follows:
New Year's Day
Dr. Martin Luther King, Jr. Day
President's Day
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Thanksgiving Day
Day After Thanksgiving
Christmas Eve
Christmas Day
D. 
Sunday holidays. When any of these holidays falls on a Sunday, the following Monday shall be observed instead.
E. 
Saturday holidays. When any of these holidays falls on a Saturday, the preceding Friday shall be observed instead.
F. 
Holiday pay. "Holiday pay" is defined as an employee's day's pay at the straight time rate, paid for the holiday. For part-time employees, a day's pay shall be determined by the average day's pay for the three preceding pay periods. Holiday pay is in addition to payment for time worked on a holiday.
G. 
Payment for time worked on a holiday.
(1) 
Regularly scheduled employees who work Monday through Friday. All hours worked on an observed holiday will be paid for at the time-and-a-half rate for all municipal employees who are regularly scheduled to work Monday through Friday.
(2) 
Municipal employees with the titles listed below shall be excluded from eligibility for payment for time worked on a holiday.
(a) 
Administrator.
(b) 
Township Clerk.
(c) 
Police Chief.
(d) 
Deputy Chief.
(e) 
Superintendent of Public Works, Buildings and Grounds and Park Maintenance.
[Amended 4-8-2010 by Ord. No. 12-10]
(f) 
Tax Assessor
[Amended 7-11-1991 by Ord. No. 16-91]
(g) 
Treasurer.
(h) 
Tax Collector.
(i) 
Building Inspector.
(j) 
Township Engineer.
(k) 
Health Administrator.
(l) 
Recreation Director.
H. 
Holidays falling within a vacation period. If a holiday falls within an employee's vacation period, time off with pay will be granted for the number of hours for which the employee would have been entitled to receive pay for the holiday. This day off is called a "vacation holiday" and shall, for pay purposes, be treated the same as any designated holiday. Vacation holidays should be scheduled in advance and must be approved by the department head and the Administrator.
I. 
Reduced working day and additional holidays.
(1) 
The Township Committee may, at any regular public meeting, by majority vote, declare a reduced working day or additional holiday. A "reduced working day" is a part-day in which all regularly scheduled employees who regularly work Monday through Friday may be excused for a portion of the day and receive their regular pay for the excused portion.
(2) 
An "additional holiday" is a full working day that is designated as an additional holiday for one specific date. Additional holidays apply to all employees and, for pay purposes, shall be treated the same as any designated holiday.
J. 
Holiday workweek provisions. Municipal employees who do not work on a holiday and are paid for any other time in the workweek which includes the holiday will receive a holiday pay. This shall not be construed to require the payment of an amount in excess of five days' pay in any calendar week to any employee who has not worked any portion of that week.
[Amended 3-22-1979 by Ord. No. 7-79; 7-11-1991 by Ord. No. 16-91]
K. 
Holiday pay for temporary full-time summer employees.
[Added 9-9-1993 by Ord. No. 30-93[1] ]
(1) 
Temporary full-time summer employees shall be eligible to receive holiday pay compensation based on the following formula:
(a) 
The employee works the full calendar week prior to the holiday;
(b) 
The employee works the full calendar week, which includes the holiday; and
(c) 
The employee works the full calendar week after the holiday.
(2) 
This regulation applies to all temporary civilian full-time summer personnel in all departments except the temporary summer playground and Bee Meadow Pool employees.
[1]
Editor's Note: This subsection was adopted as Subsection J.1; however, former Subsection K was relettered as Subsection L so that this subsection would fall alphabetically within the section.
L. 
Administration. Each department head shall provide the necessary personnel information regarding holiday pay treatment to the Administrator. The Administrator shall maintain these records and ensure that these provisions regarding holiday pay treatment are uniformly administered for all employees.
[Amended 11-13-2003 by Ord. No. 24-2003; 4-13-2006 by Ord. No. 14-2006]
Full-time employees of the Township will receive health benefits coverage after two full months of active employment as follows:
A. 
Health benefits coverage.
(1) 
For those employees hired between the 1st and the 5th of a month, the first five days will be included in the two-month waiting period. Coverage will begin the first day of that month in which the two-full-month waiting period ends. (Example: An employee hired between the 1st and the 5th of January, will begin coverage on the first day of March).
(2) 
For those employees hired between the 6th and the 30th or 31st, two full months of active employment are required. Coverage will begin the first day of the calendar month following the completion of the waiting period. (Example: An employee hired between the 6th and the 31st of January will begin coverage on the first day of April).
B. 
Dental coverage. Dental coverage requires six months of active employment. Coverage will begin the first day of the calendar month following the completion of the waiting period.
C. 
On or after May 31, 2007, following the adoption and publication of this ordinance, any person hired by the Township as a full-time, civilian employee shall be responsible to pay 25% of the total monthly premium cost for health insurance/medical benefits coverage under a single, parent/child, husband/wife or family plan, as offered by the Township through the North Jersey Municipal Employee Benefits Fund ("the Fund"). The contribution cost per year, per employee, shall be calculated by the Township's Finance Department in accordance with the total premium costs assessed through the Fund in making available the various health insurance plans.
[Amended 5-24-2007 by Ord. No. 10-07; 10-28-2010 by Ord. No. 29-10]
D. 
Paid medical coverage for current and newly elected or re-elected Township Committee members.
[Added 10-28-2010 by Ord. No. 29-10]
(1) 
Effective January 1, 2011, current and newly elected or newly reelected members of the Township Committee shall not be entitled to receive paid medical and dental benefits coverage for themselves, their spouses and dependents.
(2) 
Any current, newly elected or newly re-elected member of the Township Committee who previously retired or resigned as an elected or appointed official or local, county or state employee, and is eligible as a retiree to receive medical benefits coverage for himself/herself, (including their spouses) will continue to do so and shall not be affected by the provisions of this subsection.
The Township Treasurer is hereby appointed as Payroll Officer and charged with the responsibility for and the authority to administer the provisions of this article.
[Last amended 4-24-2025 by Ord. No. 10-2025]
All salaries and rates of compensation for the job position classifications described under Job Position Classification Schedule B, in conformance with the above described Salary Guides, shall be effective and retroactive to January 1, 2025. Only those nonunion full-time and permanent part-time civilian employees whose positions are classified under Schedule B and the Salary Guides listed above, and currently on the payroll of the Township of Hanover at the time of adoption of this ordinance, shall receive retroactive salary adjustments, except those employees who have retired from service on or after January 1, 2025, but prior to the adoption of this ordinance shall receive retroactive salary adjustments effective January 1, 2025, through the date of retirement. No other exceptions shall be made.
[1]
Editor's Note: Former § 61-17, Death in family, as amended, § 61-18, Employee job performance evaluation system, as amended, § 61-19, Anniversary date, as amended, and § 61-20, Discretionary employment of seasonal, part-time or temporary personnel, as amended, were repealed 5-13-2021 by Ord. No. 14-2021.
[Amended 6-12-1986 by Ord. No. 20-86; 6-23-1988 by Ord. No. 15-88; 3-22-1990 by Ord. No. 3-90]
A. 
Whenever during the calendar year an employee shall resign, retire or be dismissed from the service of the Township, any vacation time shall be prorated and taken prior to severance from the service of the Township.
B. 
If during the calendar year an employee should resign, retire or be dismissed from the service of the Township and, based upon certification of the appropriate department head, all of his/her vacation time has been taken, it shall be the responsibility of that individual to reimburse the Township for vacation time taken but not yet earned or accrued. The Treasurer shall then be empowered to garnish the final paycheck of any employee in order to compensate the Township or take whatever other appropriate action may be necessary to recover any moneys due the Township.
C. 
It shall be the responsibility of the Township Administrator to calculate the amount of prorated vacation time which may be taken by any employee who is voluntarily or involuntarily severed from the service of the Township.
D. 
Notwithstanding the provisions of Subsections A, B and C above, as an incentive to those full-time employees with 25 years or more of continuous service with the Township of Hanover, and retiring pursuant to a regular service retirement under the terms prescribed by the Public Employees' Retirement System (PERS) or, in the case of the Chief and Deputy Chief of Police who are enrolled under the Police and Firemens' Retirement System (PFRS), the Township shall not prorate the vacation days in the last year of service in recognition of that employee's meritorious service performance to the Township. However, in order to receive this consideration and qualify and be eligible to receive his/her entire vacation allowance without proration, an employee must submit his/her retirement notice to take effect on or after March 1 of the calendar year in which retirement is to take place. Any full time employee who may qualify under the terms of this provision shall make application to the Township Committee at least 60 calendar days prior to the date of retirement.
[Amended 5-9-1996 by Ord. No. 5-96; 4-8-1999 by Ord. No. 12-99]
E. 
(Reserved)[1]
[1]
Editor's Note: Former Subsection E, regarding notice of resignation by civilian employees and uniformed members of the Police Department, as amended, was repealed 5-13-2021 by Ord. No. 14-2021.
F. 
(Reserved)[2]
[2]
Editor's Note: Former Subsection F, regarding notice of retirement by civilian employees and uniformed members of the Police Department, as amended, was repealed 5-13-2021 by Ord. No. 14-2021.
G. 
(Reserved)[3]
[3]
Editor's Note: Former Subsection G, regarding the processes of acceptance by the Township or rescindment by the employee of retirement or resignation letters, was repealed 5-13-2021 by Ord. No. 14-2021.
H. 
In order to be eligible to receive health insurance benefits upon retirement, any civilian employee hired on or after January 1, 2001, and retiring in accordance with the provisions of the Public Employees Retirement System (PERS) following 25 years service credit must complete at least 20 of the 25 years of continuous service with the Township of Hanover. Periods of suspension, approved leaves of absence or periods of disability/medical leave shall not be deemed to break continuous service. Only time for which pension payments have been made shall be credited towards the continuous service requirement.
[Added 6-13-2002 by Ord. No. 12-2002]
I. 
Any civilian employee who files an application for an ordinary disability or accident disability retirement pension shall not be eligible upon retirement to receive health insurance benefits coverage through the Township unless 1) he/she has earned 25 years service credit through the Public Employees Retirement System and 2) completed at least 20 of the 25 years as continuous service with the Township of Hanover.
[Added 6-13-2002 by Ord. No. 12-2002; amended 11-13-2003 by Ord. No. 24-2003]
J. 
Any person hired by the Township to fill a full-time civilian position on or after May 31, 2007, following the adoption and publication of this ordinance, and any person elected to serve on the Township Committee for their first term in office on or after January 1, 2008, shall not be eligible to receive health insurance/medical benefits coverage upon retirement irrespective of the number of years of earned net credited service with the Township and through the Public Employees Retirement System. At the time of retirement, the spouses and dependents of said retirees shall also not be eligible to receive any health insurance/medical benefits coverage as well.
[Added 5-24-2007 by Ord. No. 10-07]
[Added 6-12-1986 by Ord. No. 20-86]
If an employee is assigned to work in a job group with a higher salary classification for a period that exceeds 10 consecutive working days, such employee shall be paid at a step within the job group of the higher salary classification, which step shall be determined by the Township Committee and Township Administrator.
[Added 5-13-1993 by Ord. No. 16-93; amended 4-8-2010 by Ord. No. 12-10]
A. 
In order to accommodate the daily work assignments of the Department of Public Works, Buildings and Grounds and Park Maintenance, insofar as the driving of sanitation trucks and/or the operation of heavy equipment, the Superintendent of Public Works, Buildings and Grounds and Park Maintenance and/or his Assistant Superintendent, at their discretion, shall select and assign any Job Group IV employee of their choosing to temporarily work in the position of Truck Driver II/Equipment Operator. Said employees must possess a valid and current commercial driver's license issued by the State of New Jersey. Any employee assigned to drive shall be compensated within the higher salary classification of Job Group V at a step to be determined by the Superintendent or Assistant Superintendent. Employees will only be compensated for the actual hours worked out-of-title in the performance of those duties and tasks as a Truck Driver II or Equipment Operator.
B. 
Temporary out-of-title provision.
[Amended 2-25-1999 by Ord. No. 8-99]
(1) 
This temporary out-of-title provision shall only be applicable in the following instances:
(a) 
When driving a sanitation truck with a crew which vehicle operation requires a Class B Commercial Driver License in the curbside collection and hauling of solid waste, grass clippings and/or recyclable materials; and
(b) 
When driving other motor vehicle equipment with a crew which vehicle operation requires a Class A Commercial Driver License in the curbside collection of leaves.
(2) 
The temporary out-of-title provision is not applicable to the plowing and removal of snow.
[1]
Editor's Note: Former § 61-23, Utilization of employee evaluation/warning report, added 7-9-1992 by Ord. No. 23-92, § 61-24, Causes for disciplinary action or dismissal, added 1-26-1995 by Ord. No. 2-95, § 61-25, Antiharassment policy, added 1-26-1995 by Ord. No. 2-95, and § 61-26, Limited duty provisions, added 8-24-1995 by Ord. No. 25-95, were repealed 5-13-2021 by Ord. No. 14-2021.
[Added 8-24-1995 by Ord. No. 25-95]
A. 
The Township has developed a Tuition Aid Plan to provide opportunities for its civilian and uniformed municipal employees who wish to undertake off-the-job instruction in a field of learning which would be of benefit to the municipality as well as the employee.
B. 
The plan is designed to encourage and assist employees in furthering their self-development through after-hours study at the undergraduate and graduate levels at four-year and two-year accredited institutions of higher learning.
C. 
Certain nondegree credit courses that relate to special skills or license qualifications required for employment may be approved at the discretion of the Township Committee.
D. 
Eligibility requirements. All full-time permanent civilian and uniformed municipal employees are eligible to participate in the plan. An employee is eligible to enroll in a course or a core curriculum of study following the successful completion of the probationary employment period. in addition, an employee must be continuously employed by the Township from the time the course(s) begins through the completion date of the course(s).
E. 
Preapproval of core curriculum of study.
(1) 
Prior to enrolling in any course or core curriculum of study leading to an undergraduate or graduate degree, an employee must first submit a description of the course or curriculum of study for the prior approval of the Township Administrator. The course description(s) must provide specific information on the subject matter and its job-related significance. Such descriptions may be taken from a course manual or as provided by the college's Director of Admissions. The description of the course or total core curriculum must be submitted to the Township Administrator at least four calendar weeks before an employee registers at the college or university. This information shall be attached to the Township's Tuition Aid Plan Application form known as "Form T.A.-1."
(2) 
To be considered for preapproval, the courses should:
(a) 
Be related to the employee's current job or possible future job assignment with the Township.
(b) 
Improve the employee's usefulness to the Township.
(c) 
Be taken at a fully accredited college, university, community college or trade school.
(3) 
The plan provides for attendance in person. Correspondence and television courses are excluded.
F. 
Administration of plan.
(1) 
The overall Tuition Aid Plan for educational benefits shall be coordinated by the Township Administrator. He shall have overall responsibility for coordinating and administering the plan, in accordance with the approved terms and procedures as outlined herein.
(2) 
Upon receiving the tuition aid application form-1, the Township Administrator will ascertain whether the course or core curriculum of study and the institution of higher learning are in accordance with the plan requirements. An approved application shall be returned to the eligible employee, through the department head, no later than 10 calendar days following the receipt of the application. If an application is not approved, it shall be returned to the employee in the same manner as above with the reason for the rejection stated on the form.
G. 
Department head responsibility. It shall be the responsibility of the department head to provide all his/her employees with a basic understanding of the plan and especially the application process and procedures. An application for participation must be completed and forwarded to the department head for review and approval prior to its submission for final approval by the Township Administrator.
H. 
Procedures.
(1) 
The plan will provide tuition aid reimbursement to any eligible civilian or uniformed employee who has satisfactorily completed a job-related college course. An employee will be eligible to receive a maximum of $600 per semester not to exceed $1,200 in any one calendar year. The calendar year is based on the completion date of the course or courses taken. Registration, application, laboratory and similar fees qualify for reimbursement. Costs for text books, supplies, parking, late registration fees, deferred payments, student activity or student facility fees are not eligible for reimbursement.
[Amended 3-13-1997 by Ord. No. 10-97]
(2) 
To qualify for reimbursement, the employee must:
(a) 
Present receipts for the amounts paid to the college or university.
(b) 
Complete the course with a grade of C or its equivalent or better, if required for degree credit, and present certification to this effect from the institution, such as the end-of-semester transcript.
(c) 
Not be receiving nor be eligible to receive any other government aid or scholarship aid from other sources which equals or exceeds the tuition reimbursement authorized above. If scholarship aid does not equal the above, reimbursement may be considered for the difference.
(d) 
Be an employee of the Township at the time the course or total core curriculum of courses are completed.
(3) 
If one or more of the above criterion are not met, an employee may be eligible for full or partial reimbursement if the employee was precluded from completing a course due to any one of the following situations:
(a) 
Sickness or accident disability (work- or not work-related).
(b) 
Municipally initiated action such as a change in hours or assignments, thus interfering with normal class attendance.
(c) 
Call to military service.
I. 
Employee's responsibilities.
(1) 
Within 60 calendar days following the satisfactory completion of an approved course(s), the employee shall submit to his/her department head verification of tuition payment and any eligible fees, as well as evidence showing the satisfactory completion of the course under the terms of the plan. The employee shall be responsible for completing Form T.A.-2.
(2) 
In no case shall an employee be eligible for reimbursement for courses started or completed which did not receive the prior approval of the Township Administrator or were not an approved course under the core curriculum of study. Partial or full reimbursement shall also be denied in those cases where employment has been terminated through resignation, retirement or involuntary separation.
(3) 
Reimbursement under the plan is considered income, subject to the withholding of federal income tax, social security tax or any other state or municipal tax that may become applicable. The Township will withhold the proper amounts for such purposes from the reimbursement.
(4) 
Tuition aid payments are chargeable to the other expense current fund budgets of the appropriate departments.
[Added 8-24-1995 by Ord. No. 25-95]
A. 
The policy of terminal leave shall apply only to all full-time employees of the Township retiring on service or disability pensions. Payment of terminal leave for all other types of retirement shall be at the discretion of the Township Committee. Former full-time employees whose positions have been reduced to part-time status shall not be eligible for terminal leave.
[Amended 2-24-2011 by Ord. No. 5-11]
B. 
In case of discharge, dismissal or voluntary separation from the Township's service, no terminal leave shall be granted.
C. 
At the time of retirement, the terminal leave allowance of a full-time civilian employee shall be calculated at his/her basic daily wage rate for each continuous full year of service with the Township in accordance with either Schedule A or Schedule B depending on the initial date of employment.
[Added 5-9-1996 by Ord. No. 5-96; 11-13-2003 by Ord. No. 24-2003]
Schedule A
Terminal Leave Allowance for Full-Time Civilian Employees Earning Twelve Sick Leave Days for Each Full Calendar Year of Service:
If Unused Sick Time is:
From
Days To
Number of Days Pay for Each Full Year of Service
0
50
0.00
51
100
0.50
101
150
1.00
151
200
1.50
201 plus
2.00
Schedule B
Terminal Leave Allowance for Full-Time Civilian Employees Hired On or After January 1, 2004, and Earning Six Sick Leave Days for Each Full Calendar Year of Service:
If Unused Sick Time is:
Days From
To
Number of Days Pay for Each Full Year of Service
0
25
0.00
26
50
0.50
51
75
1.00
76
100
1.50
101 plus
2.00
D. 
In no event shall the termination allowance set forth in the above subsection exceed 75 full day's pay.
E. 
It shall be the responsibility of the Township Administrator to calculate any terminal leave which may be owed to any employee who retires on a service or disability pension. Prior to the issuance of any check, it shall be the responsibility of the Chief Municipal Finance Officer to certify the availability of funds and to verify the calculation of the terminal leave benefit.
[1]
Editor's Note: Former § 61-29, Alcohol and drug testing policy for civilian employees, added 8-24-1995 by Ord. No. 25-95, § 61-30, Alcohol and drug testing policy for law enforcement personnel, as amended, § 61-31, Psychological testing policy for law enforcement personnel, added 8-24-1995 by Ord. No. 25-95, § 61-32, Alcohol and drug testing policy for commercial driver licensees, as amended, and § 61-33, Solicitation or acceptance of gifts prohibited, added 7-28-2005 by Ord. No. 27-2005, were repealed 5-13-2021 by Ord. No. 14-2021.
[Added 6-26-2008 by Ord. No. 16-08]
A. 
In accordance with N.J.S.A. 43:15C-2, any person appointed by the Township on or after July 1, 2007, to any of the positions set forth herein shall be eligible for and shall participate in the Defined Contribution Retirement Program:
(1) 
Business Administrator.
(2) 
Township Engineer/Assessment Search Officer.
(3) 
Superintendent of the Recreation and Park Administration Department.[1]
[1]
Editor's Note: Pursuant to Ord. No. 12-10, adopted 4-8-2010, the title of this department was changed from Parks and Recreation Department to Recreation and Park Administration Department.
(4) 
Municipal Prosecutor.
(5) 
Municipal Court Judge.
(6) 
Emergency Management Director.
B. 
Individuals serving in the following positions are exempt from Defined Contribution Retirement Program membership, pursuant to N.J.S.A. 43:15C-2:
(1) 
Certified Health Officer.
(2) 
Tax Collector.
(3) 
Chief Financial Officer.
(4) 
Construction Code Official.
(5) 
Qualified Purchasing Agent.
(6) 
Tax Assessor.
(7) 
Professional Planner.
(8) 
Registered Municipal Clerk.
(9) 
Licensed Uniformed SubCode Inspector.
(10) 
Certified Public Works Manager (Principal Public Works Manager).
C. 
If an individual is appointed to one of the positions listed in Subsection A, and the individual is not serving in a position as described in Subsection B, the Pension Certifying Officer of the municipality may determine that the individual is not required to join the Defined Contribution Retirement Program if that individual:
[Amended 8-14-2008 by Ord. No. 21-08]
(1) 
Was an active participant in the Public Employee Retirement System on July 1, 2007, and continuously, since that time; or
(2) 
Has been appointed pursuant to a valid promotional process; or
(3) 
Is appointed on a temporary, interim, or "acting" basis to a position requiring state certification as set forth in Subsection B, and is in pursuit of the required certification; or
(4) 
Meets such other exceptions that may be approved by the Local Finance Board or the Division of Pensions and Benefits.