[HISTORY: Adopted by the Borough Council of the Borough of
Paramus 7-10-1975 by Ord. No. 75-20. Amendments noted where applicable.]
A.
Borough
employees shall conduct themselves in a manner which will reflect
credit upon the municipal service.
B.
The
public shall at all times be treated with courtesy and respect and
with complete impartiality in the performance of duties and rendering
of municipal services without regard to race, religion, national origin
or personal or family political affiliation.
C.
Borough
employees are also expected to:
D.
Although
all paid employees of the Borough shall be subject to any rules of
official conduct established by these policies, rules and regulations,
whether full-time, part-time, probationary, temporary or permanent,
wherever provision is made for leaves, allowances, benefits or privileges,
such leaves, allowances, benefits or privileges shall only apply to
full-time or part-time permanent paid employees unless otherwise specified.
E.
Full-time
Borough employees shall not be hired or retained in any fashion as
outside consultants or as independent contractors by the Borough of
Paramus.
[Added 6-24-1997 by Ord.
No. 97-25]
F.
The Borough of Paramus maintains, to the extent possible, the right
to add to, delete, modify, or change its personnel policies without
notice. The policies herein do not create a contract of employment
and may be modified or discontinued at any time.
[Added 5-10-2011 by Ord.
No. 11-14]
As used in this chapter, the following terms shall have the
meanings indicated:
An employee paid to work a standard workweek.
A nonpermanent employee paid to work less than 35 hours per
week in a standard workweek.
[Amended 5-15-2012 by Ord. No. 12-10]
A permanent employee paid to work less than 35 hours per
week in a standard workweek on a regular schedule.
[Amended 5-15-2012 by Ord. No. 12-10]
An employee who has successfully completed a consecutive
six-month probationary period and has thereby been granted permanent
status.
An employee who has been hired to become a full-time permanent
employee, during the first six months of his employment.
An employee who has been hired to work for a brief period
of time, normally less than six consecutive months. A temporary employee
may be full-time, part-time, seasonal or intermittent.
A.
It
is the policy of the Borough to maintain a career merit system of
employment in the municipal service designed to attract and retain
professionally competent personnel well qualified to give efficient
service to the public. Recruitment, selection and personnel assignment
practices shall be designed to that end. The appointment, promotion
and assignment of personnel shall be made on the basis of qualifications
of education, training, prior experience and personal fitness and
without regard to race, religion, sex, national origin or personal,
family or political affiliation. It is the policy of the Borough to
give reasonable preference in employment to residents of the Borough.
Well-qualified residents of the Borough shall be employed first when
available.
B.
The
Mayor and Council shall be responsible for the appointment of all
personnel.
[Amended 6-24-1976 by Ord. No. 76-11]
C.
It
shall be the policy of the Borough, wherever possible and in the best
interests of the Borough, to promote personnel from within the municipal
service. This shall not preclude competition from candidates outside
the municipal service when it is deemed to be in the best interest
of the Borough.
D.
In
order to assist in the proper evaluation of personnel for promotion
and for merit salary increases, service for performance ratings shall
be made and entered in the service records of all employees on a regular
periodic basis.
A.
Each
full-time employee is entitled to two weeks' vacation in the calendar
year next succeeding his employment. Each permanent part-time employee
shall be entitled to a proportionate vacation benefit. School crossing
guards and special police shall receive a proportionate vacation based
upon prior years' service.
[Amended 6-24-1976 by Ord. No. 76-11]
B.
Employees
hired after January 1 but before March 31 shall be entitled to one
week's vacation in the year they were hired.
C.
After
five years, an employee shall be entitled to three weeks' vacation,
which vacation shall commence in the calendar year following the fifth
consecutive December 31 of employment.
D.
After
15 years of employment and thereafter, an employee shall be entitled
to four weeks' vacation.
[Added 6-24-1976 by Ord.
No. 76-11]
E.
Annual
leave shall not be accumulated for use in subsequent years.
F.
An
annual leave schedule shall be prepared by each department head in
compliance with the foregoing policies, with due consideration for
the conduct of the divisional operations, the desires of the employees,
seniority, performance ratings, dates of filing requests and similar
factors.
G.
An
employee who is separated from service and who has used his allotted
vacation time for such calendar year shall have the value of any unearned
vacation time deducted from his notice of separation or severance
pay in lieu thereof, except in the case of employees with at least
10 years' service.
A.
The
following days are hereby designated as official Borough holidays:
[Amended 6-24-1976 by Ord. No. 76-11; 11-23-1992 by Ord. No. 92-23]
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New Year's Day
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Martin Luther King, Jr., Day
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Presidents' Day
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Good Friday
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Memorial Day
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Independence Day
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Labor Day
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Election Day
|
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Veterans Day
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Thanksgiving Day
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Day after Thanksgiving Day
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One-half day on Christmas Eve
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Christmas Day
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One-half day on New Year's Eve
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B.
When
a holiday falls on a Saturday or Sunday, it shall be observed on the
following Monday.
C.
Except
for necessary emergency operations and shift operations of essential
services, the foregoing holidays shall be days off with pay for all
full-time and permanent part-time employees.
D.
Employees
working on official holidays and shift workers whose regularly assigned
day off falls on an official holiday shall, in addition to their normal
pay, receive compensatory time off or an equivalent amount equal to
one day's pay.
A.
Except
as otherwise specified, Borough Hall offices shall be open to the
public from 8:30 a.m. to 4:30 p.m. Monday through Friday and from
7:00 p.m. to 9:00 p.m. on Monday evenings.
B.
Employees
who work the Monday evening hours may leave at 4:00 p.m. daily. Those
who are not required to be on duty Monday evenings shall work until
4:30 p.m. Monday through Thursday and until 4:00 p.m. Fridays. The
department heads shall adjust the hours of employees who work on Monday
nights to conform to the thirty-five-hour workweek.
[Amended 6-24-1976 by Ord. No. 76-11]
C.
Certain
employees who are Secretaries to boards and commissions must attend
the meetings of these agencies and may be compensated for their extra
hours.
D.
Departmental
supervisors are responsible for the operation of their respective
departments, and specific hours cannot be determined for them.
E.
Unless
otherwise specifically provided herein, all clerical personnel shall
work a thirty-five-hour week and all other personnel shall work a
forty-hour week.
F.
Specific
hours of employment shall be subject to change by order of the Mayor
and Council to provide necessary municipal services.
A.
It
is the policy of the Borough to avoid the necessity of overtime work
wherever possible. Overtime shall only be worked in cases of emergency
with prior approval of the Mayor and Council.
B.
In
general, occasional extra work in excess of established regular hours
will be compensated by compensatory leave to be granted by the department
head at a time as near mutually agreeable as possible and within two
months of the time the extra work was performed, provided that the
same is used within that calendar year. This shall not apply to heads
of departments.
C.
Should
the work of the department not permit the allowance of compensating
time off, the department head may recommend to the appointing authority
that the employee be paid for such overtime work. Such overtime pay
shall be on the basis of 1 1/2 times the employee's hourly rate
of pay.
D.
Extra
time spent by employees in the discharge of duties which are a regular
function of the employee's position, such as time spent at the tax
window in the evening or attendance at Council meetings or at meetings
of official boards, shall not be considered overtime.
E.
For
the purposes of this chapter, overtime for clerical personnel shall
mean work performed over 35 hours in any week. For all other personnel,
overtime shall mean work performed over 40 hours in any week.
A.
Employees
who are temporarily unable to work by reason of injury or illness
shall nevertheless be entitled to receive compensation to the extent
set forth hereinafter during the period of their disability.
B.
Each
permanent employee shall be allowed sick leave with full pay at the
rate of 1 1/4 days per month of employment. All unused sick leave
shall be accumulated. Each permanent part-time employee shall be entitled
to a proportionate sick leave benefit.
[Amended 6-24-1976 by Ord. No. 76-11]
C.
Sick
leave used shall be charged against any accumulation. A record of
each employee's accumulated allowance, usage and remaining unused
sick leave shall be maintained in an office designated by the Mayor
and Council.
D.
As
a condition of sick leave entitlement, the Mayor and Council may require
a certificate from the attending physician evidencing the employee's
incapacity for duty.
E.
If an injury is suffered by an employee which is determined to be compensable under the worker's compensation laws of the State of New Jersey, the Borough shall pay the difference between the employee's full pay and the worker's compensation benefits received so long as the employee continues to receive temporary disability benefits. In such cases, no charge shall be made against the accumulation of sick leave allowances except for the severance pay provision under Subsection F hereof.
F.
At
the time of retirement as defined herein, provided that such retirement
is in good standing, or in the event of death, an employee or his
legal representative shall be entitled to receive severance pay in
an amount equal to 1/2 his accumulated unused sick leave. For the
purpose of this section, accumulated sick leave in worker's compensation
cases shall have deducted from it the aggregate of the proportion
of days which the Borough has paid during the period of temporary
disability.
G.
An
unwarranted claim by an employee of sick leave privileges shall be
grounds for disciplinary action against such employee.
H.
No
employee suffering a disability compensable under the worker's compensation
laws of the State of New Jersey shall return to duty until his physician
shall certify such employee's capacity for duty.
A.
In
cases of death in the immediate family of an employee, leave of absence
with pay (not to exceed five working days) shall be granted from the
day of death. The immediate family shall include parents, parents-in-law,
spouse, children, brothers or sisters, grandparents, grandchildren,
brothers-in-law or sisters-in-law and other persons residing in the
employee's home other than as a tenant.
[Amended 5-14-1996 by Ord. No. 96-11]
B.
Employees
shall be entitled to one personal day off to be specified by mutual
agreement between the employee and the department head.
C.
Military
leave without pay shall be granted to any employee entering extended
active service in the armed forces.
D.
In
determining sick leave and annual leave allowances, employees shall
receive credit for time spent in active military service upon his
return to Borough service.
E.
Leave
of absence for active field training in a military reserve unit shall
be granted during the period of such training with full pay.
F.
Compulsory
court attendance, including jury duty, shall be recognized as one
of the normal responsibilities of citizenship for which public employees
bear a special responsibility. Borough personnel, when called for
such purposes during their regular duty hours, shall receive a leave
of absence and shall be paid a sum equal to the difference between
their regular salary and the sum received for such court attendance
as a witness or juror, provided that the total amount received shall
not exceed their regular salary.
G.
Personnel
of the Borough who are officers or delegates of organizations working
in the field of municipal government or professional associations
shall, with the prior approval of the Borough Council, be granted
reasonable leaves of absence without loss of pay for attendance at
regional, state or national conferences of such organizations or associations
which do not conflict with the performance of their Borough duties.
H.
Borough
employees may request leaves of absence without pay for designated
periods of time for personal or business reasons. Such requests must
be submitted, in writing, by the employee and approved by the Mayor
and Council based upon the recommendation of the department head.
I.
If
the leave of absence is determined by the Borough to be a hardship
case and if the leave has a specific termination date, the employee
may be permitted to continue at his own expense his coverage under
the Borough's medical insurance. Any employee who is on a leave of
absence with the privilege of continuing medical benefits at his own
expense shall be dropped from the plan if he secures other employment
during the leave.
J.
Leaves
of absence granted for personal reasons or for indefinite periods
of time shall not include the privilege of continuing insurance benefits.
K.
The
governing body, in certain cases, may grant leaves of absence with
pay, provided that said leave does not exceed one year, to members
and officers of the Paramus Police Department and force who shall
be injured, ill or disabled from any cause, provided that an examining
physician appointed by said governing body shall certify to such injury,
illness or disability, all in accordance and pursuant to the provisions
of N.J.S.A. 40A:14-137. The aforementioned leave of absence shall
only be granted by resolution of the Mayor and Council in such cases
and on such terms and conditions as it deems appropriate.
[Added 7-12-1983 by Ord.
No. 83-20]
A.
All accidents occurring while an employee is on the job shall be
reported as soon as possible to the department head, who shall in
turn forthwith report the same to the Mayor and Council. All accidents
shall be reported to the Borough's worker's compensation carrier within
48 hours.
B.
Employees are entitled to the benefits of worker's compensation if
injured on the job and provided that such injury is properly reported.
Such benefits provide for both temporary and/or permanent disability
compensation and payment of all medical expenses pursuant to the worker's
compensation laws of the State of New Jersey.
C.
Employees involved in a motor vehicle accident while driving on behalf
of the Borough shall make such detailed report thereof as may be required
by administrative directive.
D.
Employees shall observe all work safety rules established for their
respective departments.
[Amended 7-24-2014 by Ord. No. 14-18]
A.
All permanent employees who have been employed by the Borough for
at least one year are entitled to receive, in addition to any unused,
accumulated vacation pay, the following notice of separation from
the Borough or the equivalent severance pay in lieu thereof:
B.
Employees are expected to give the Borough notice of intention to terminate employment comparable to the notice specified in Subsection A.
C.
No employee discharged for misappropriation of public funds or property
to his own use; using his office or public position for personal gain;
deliberate insubordination; or conviction of any crime shall receive
the aforesaid severance pay or notice of separation.
[Amended 12-27-1979 by Ord. No. 79-42; 9-8-2020 by Ord. No. 20-21]
A.
All Borough employees enrolled in qualified pension plans are subject
to the requirements and provisions of the plans. All new permanent
full-time employees shall be enrolled in the New Jersey State Employees
Retirement Pension Plan.
B.
The employee's contribution to the plan shall be deducted from the
salary paid to such full-time or permanent part-time employee and
remitted to the state as prescribed by law.
C.
The Borough contribution for such employees shall be determined by
and subsequently remitted to the state in accordance with the provisions
of the law.
D.
Borough employees having completed the required number of years of
service and having attained the specific age may apply for retirement
as provided for by the plan.
E.
Information regarding the retirement plan may be obtained from the
office of the Mayor and Council.
[Amended 11-10-1987 by Ord. No. 87-41]
The grievance procedures established by the negotiated contracts,
the Police Benevolent Association, the Paramus Supervisory Employee
Association, the Paramus Employee's Association and the Teamsters
shall be incorporated herein by reference and made a part of this
chapter as the standard procedures to be used in the enforcement and
implementation of this chapter for grievance procedures.
A.
Disciplinary action may be taken against any employee for cause,
including the violation of these or departmental rules and regulations
in accordance with the provisions of this section.
B.
Depending upon the seriousness of the breach of discipline, a variety
of penalties may be imposed as disciplinary action, ranging from verbal
reprimand to written memorandum of censure to transfer to suspension
without pay to demotion in rank to dismissal from employment. Department
heads may reprimand, censure, transfer within the department or suspend
without pay for a period not exceeding two days or recommend more
severe penalties to the Mayor and Council. Suspension without pay
for a period exceeding two days, transfers between departments, demotion
or dismissal may be imposed by the Mayor and Council.
C.
The following acts, which shall not be deemed to exclude other acts
not specifically set forth, shall be cause for disciplinary action:
(1)
Neglect of duty or tardiness.
(2)
Absence without leave or failure to report after authorized leave
has expired or after such leave has been disapproved or revoked.
(3)
Incompetency, inefficiency or incapacity due to mental or physical
disability.
(4)
Insubordination or serious breach of discipline.
(5)
Intoxication while on duty.
(6)
Violation of this chapter.
(7)
Violation of departmental rules and regulations.
(9)
Commission of a criminal act.
(11)
Engaging in an illegal work stoppage.
(12)
Conduct unbecoming a public employee.
D.
All disciplinary actions shall be recorded in the employee's personnel
history file.
E.
All disciplinary actions shall be subject to the following procedures:
(1)
The Council Commissioner responsible for the subject department,
together with his Committee and the Borough Administrative Assistant
as hearing officers, shall have the power and authority to hear all
disciplinary matters and make recommendations to the Mayor and Council
as to the appropriate discipline to be imposed.
(2)
The Mayor and Council, after receiving said recommendation, shall
impose an appropriate discipline.
A.
It shall be the policy of the Borough to encourage Borough employees
to exercise the rights and responsibilities of citizenship and to
avoid those activities which conflict with their position as impartial
public servants.
B.
Nothing in this section shall be construed to prevent Borough employees
from:
(1)
Becoming or continuing to be members of any political party, club/or
organization.
(2)
Attending political meetings.
(3)
Participation in local or state public referenda campaigns.
(4)
Expressing their views on political matters outside of working hours
and off Borough premises.
(5)
Exercising their rights at the ballot box.
C.
Borough employees, other than elected officials, are prohibited from
participating in the following partisan political activities:
(1)
Seeking or accepting partisan nomination for a municipal elective
office without first obtaining a leave of absence.
(2)
Managing a municipal political campaign.
(3)
Using public office, position, property or supplies to aid, hinder
or influence the election of any candidate for public office.
(4)
Soliciting or receiving contributions for any partisan political
purpose.
(5)
Circulating petitions or publicly campaigning on behalf of any candidate
or working at the polls in connection with any municipal primary or
general election.
(6)
Holding office of any kind in a political party.
The following procedure shall be followed with respect to necessary
expenses for conventions, seminars and business or travel of officers
and employees of the Borough while on Borough business or attending
job improvement training:
Except as otherwise required by law, the governing body may
abolish, increase, decrease, combine or modify the terms and compensation
of any offices or positions of employment in the Borough.
[Added 6-23-1981 by Ord.
No. 81-17]
Quarterly meetings shall occur on or about March 31, June 30,
September 30 and December 15, 1981, between three duly chosen representatives
each of both the Borough Hall employees and police civilian employees
and the Borough's chief negotiator. The purpose of these meetings
is to deal with ongoing problems which would concern the general well-being
of the Borough employees.
A.
Drug testing.
(1)
Statement of policy. The Mayor and Council approves and adopts the
following policy regarding alcohol, narcotic drugs and/or other controlled
dangerous substances:
(a)
No alcoholic beverages, narcotic drugs and/or other controlled
dangerous substances shall be brought onto, consumed, distributed,
dispensed or manufactured on any of the Borough property, including,
but not limited to, municipal buildings, parks and recreational facilities,
without prior express permission of the Mayor and Council.
(b)
The consumption and/or use of alcoholic beverages, narcotic
drugs or any other controlled dangerous substances by any employee
of the Borough during either regular or overtime hours and lunch hours
is strictly prohibited.
(c)
No alcoholic beverages, narcotic drugs and/or other controlled
dangerous substances shall be carried, transported or consumed within
any Borough vehicle, truck or equipment.
(d)
The operation and/or maintenance of any vehicles and/or equipment
by any employee who may be under the influence of alcohol, narcotic
drugs and/or other controlled dangerous substances to any degree whatsoever
is expressly prohibited. This prohibition covers any employee who
may report to work in an intoxicated fashion or is found to be under
the influence of narcotic drugs and/or any other controlled dangerous
substance. The operation and use of vehicles and equipment includes,
but shall not be limited to, any automobiles, trucks of whatever size
or character, snowplow and spreader equipment, chainsaws, power tools,
lawn mowers, recycling equipment and any other equipment used and
operated by the Department of Public Works or Parks Departments.
(2)
Nature and type of drug testing to be instituted. The Borough of
Paramus policy includes the following types of drug testing:
(a)
This section shall apply to all applicants for any position
in any Borough department as a condition for employment with the Borough
of Paramus;
(b)
Reasonable suspicion testing for current Borough of Paramus
employees;
(c)
Accident and unsafe practice testing of current Borough of Paramus
employees; and
(d)
Testing as part of or as a follow-up to counseling or rehabilitation
of current Borough of Paramus employees.
(3)
Scope. This section shall be effective immediately with respect to
all applicants for employment by the Borough of Paramus and all current
Borough of Paramus employees.
(4)
APPLICANT
ILLEGAL DRUGS
VERIFIED POSITIVE TEST RESULT
Definitions. As used in this subsection, the following terms shall
have the meanings indicated:
Any individual given a conditional offer of employment by
the Borough of Paramus.
A controlled substance included in Schedule I or II, as defined by Section 802(6) of Title 21 of the United States Code, the possession of which is unlawful under Chapter 13 of that title. The term "illegal drugs" does not mean the use of a controlled substance pursuant to a valid prescription or other uses authorized by law. For the purposes of this section, illegal drugs shall include alcohol.
A test result that was positive on an initial FDA-approved
immunoassay test, confirmed by a gas chromatography/mass spectrometry
assay, (or other confirmatory tests approved by the Department of
Health and Human Services), and reviewed and verified by the Medical
Review Officer in accordance with this plan and the Mandatory Guidelines
for Federal Workplace Drug Testing Programs.
(5)
Application. Should the applicant fail the drug test, the offer of
employment will be withdrawn immediately.
B.
Medical examination.
(1)
Nature and type of medical examinations to be instituted. The Borough
of Paramus requires a medical examination after an offer of employment
has been made to a job applicant and prior to the commencement of
the employment duties of such applicant, where, as a condition of
such offer of employment, the applicant must satisfactorily pass the
medical examination.
(2)
Scope. This section shall be effective immediately with respect to
all applicants for employment by the Borough of Paramus in certain
capacities wherein the job requires physical labor.
(3)
Application.
(a)
This section shall apply to all new hires in certain capacities
wherein the job requires physical labor. Such jobs that require physical
labor include, but are not limited to, the Borough Departments of
Public Works, Shade Tree and Parks, Building and Traffic Maintenance,
Mechanical Maintenance and Animal Control.
[Amended 8-30-2005 by Ord. No. 05-34]
(b)
This section shall apply to current Borough employees if it
is suspected that the employee may pose a direct threat to the health
and safety of the employee or others.
(c)
All information obtained regarding the medical condition or
history of the applicant shall be collected and maintained on separate
forms and in separate medical files. All information shall be treated
as a confidential medical record, except that:
[1]
Supervisors and managers may be informed regarding necessary
restrictions on the work or duties of the employee and necessary accommodations;
[2]
First aid and safety personnel may be informed, when appropriate,
if the disability might require emergency treatment; and
[3]
Government officials investigating compliance with the Americans
with Disabilities Act shall be provided relevant information on request.
[Added 5-17-2007 by Ord.
No. 07-18]
A.
For purposes of this section, a "criminal history record background
check" means a determination of whether a person has a criminal record
by cross-referencing that person's name and fingerprints with those
on file with the State Bureau of Identification in the Division of
State Police and the Federal Bureau of Investigation.
B.
The Borough requires that, as a condition of employment with the
Borough, all prospective employees, including, but not limited to,
permanent, provisional, temporary and/or seasonal employees, shall
submit to being fingerprinted in accordance with applicable state
and federal laws, rules and regulations, as a condition of employment
with the Borough.
C.
As a further condition of employment with the Borough, all prospective
employees, including, but not limited to, permanent, provisional,
temporary and/or seasonal employees, shall authorize the Borough,
by its duly authorized representative, to exchange fingerprint data
with and receive criminal history record information from the State
Bureau of Identification in the Division of State Police and the Federal
Bureau of Investigation.
D.
In order to obtain criminal history record information pursuant to
this section and N.J.S.A. 40:48-1.4, the Borough shall submit the
fingerprint data for prospective employees to the State Bureau of
Identification in the Division of State Police. The State Bureau shall
receive all criminal history record information from the applicable
state agencies, as well as the Federal Bureau of Investigation, and
shall disseminate that information to the Borough.
E.
The Borough shall conduct a criminal history record background check
of a prospective employee only upon receipt of the written authorization
and consent to the criminal history background check from the prospective
employee. A form for the authorization and consent to said background
check shall be provided to each prospective employee upon a conditional
offer of employment. Failure to submit a fully signed and witnessed
written authorization and consent form shall be grounds to rescind
a conditional offer of employment.
F.
The Borough shall bear the costs associated with conducting criminal
history record background checks.
G.
An individual shall be disqualified from serving as an employee of
the Borough if that prospective employee's criminal history record
background check reveals a record of conviction of any of the following
crimes and/or offenses:
(1)
In New Jersey, any crime or disorderly persons offense or petty disorderly
persons offense:
(a)
Involving danger to the person, including but not limited to
those crimes, disorderly persons offenses and petty disorderly offenses
set forth in N.J.S.A. 2C:11-1 et seq.; N.J.S.A. 2C:12-1 et seq.; N.J.S.A.
2C:13-1 et seq.; N.J.S.A. 2C:14-1 et seq.; and/or N.J.S.A. 2C:15-1
et seq.;
(b)
Against the family, children or incompetents, including but
not limited to those crimes and disorderly persons offenses set forth
in N.J.S.A. 2C:24-1 et seq.;
(c)
Involving arson, burglary or theft as set forth in N.J.S.A.
2C:17-1 et seq.; N.J.S.A. 2C:18-1 et seq.; and/or N.J.S.A. 2C:20-1
et seq.;
(d)
Involving offenses against public administration, perjury and
other falsification in official matters, obstructing governmental
operations, misconduct in office and/or abuse of office as set forth
in N.J.S.A. 2C:27-1 et seq.; N.J.S.A. 2C:28-1 et seq.; N.J.S.A. 2C:29-1
et seq.; or N.J.S.A. 2C:30-1 et seq.;
(2)
In any other state or jurisdiction, conduct which if committed in
New Jersey would constitute any of the crimes, disorderly persons
offenses or petty disorderly persons offenses described herein.
H.
All prospective employees, upon receiving a conditional offer of
employment, shall submit their name, address, fingerprints and written
consent to the Borough for the criminal history record background
check to be performed. All conditional offers of employment shall
be specifically subject to the prospective employee passing the criminal
history record background check, along with any other requirements
as provided by law and/or requested by the Borough.
I.
Access to criminal history record background information of prospective
employees obtained under this section for employment purposes is restricted
to authorized personnel of the Borough on a need-to-know basis, as
may be authorized by federal or state statute, rule or regulation,
executive order, administrative code, this section and/or resolution
regarding obtaining and dissemination of criminal history record background
information. Said employees are the Borough Administrator, Borough
Personnel Officer, Police Chief, Mayor, Borough Attorney and Borough
Labor Counsel, and those other employees/officials of the Borough
specifically designated in writing by the Mayor.
J.
Criminal history record background information shall not be disseminated
to persons or organizations not authorized to receive the records
for authorized purposes. Use of this record shall be limited solely
to the authorized purpose for which it was given and it shall not
be disseminated to any unauthorized persons. Said records are not
public records under the Open Public Records Act.
[Added 5-25-2010 by Ord.
No. 10-6]
A.
Purpose and goals. The purpose of this policy is to ensure that cellular
telephones provided by the Borough of Paramus to its employees support
Borough business functions to their fullest capacity. This policy
advises employees and department heads of their responsibilities and
provides guidance in managing distribution and usage.
B.
Access to cellular phones. Cellular phone services are provided to
all employees deemed to require cellular phones by the Mayor and Council
based on demonstrated need and job function or to enhance Borough
efficiency. This includes but is not limited to employees whose duties
involve public safety issues, on-call duties, employees who during
the normal course of employment perform their duties away from their
assigned workspace, and employees who have demonstrated a need to
be in contact with their office, supervisor or subordinates.
C.
Use of cellular phones.
(1)
Cellular telephone services, like other means of communication, are
to be used to support Borough business only. Employees may use Borough-provided
cellular telephones to communicate only when such communications are
related to legitimate business activities and are within their job
assignments or responsibilities. Employees will not use cellular telephones
for personal business nor for illegal, disruptive, unethical or unprofessional
activities, or for personal gain, or for any purpose that would jeopardize
the legitimate interests of the Borough of Paramus.
(2)
Cellular telephones should not be used while operating a motor vehicle.
Employees must take every effort to insure the safe usage of cellular
telephones.
D.
Privacy and access.
(1)
The Borough will routinely monitor an individual employee's cellular
telephone statements.
(2)
The Borough will take reasonable precautions to prevent possible
misuse of cellular telephones.
(3)
An employee is prohibited from accessing another user's cellular
telephone without his or her permission.
(4)
Cellular telephone statements or summaries are public documents,
which in certain circumstances may be disclosed.
(5)
Employees violating any provision of this policy may be subject to
possible disciplinary action consistent with Borough policy.
E.
Purchase and payment. Cellular telephones provided to employees will
be purchased and owned by the Borough of Paramus. Unless specified
otherwise in this policy, all costs associated with cellular telephone
services will be charged to the Borough of Paramus. Such costs include,
but are not limited to, purchase of equipment, service initiation,
monthly fees, per-minute cost of calls in excess of the calling plan,
roaming fees, maintenance and repair of equipment and programming,
and replacement of lost or stolen equipment.
F.
Acknowledgment. All employees of the Borough who are provided with
a cell phone shall receive a copy of this policy and shall acknowledge
that they have read and understand it.
[Added 5-10-2011 by Ord.
No. 11-14]
A.
Purpose. To inform departmental employees about a donated leave program
which permits employees to donate leave to co-workers.
B.
Donated leave program. The program will permit Borough employees
to voluntarily donate a portion of their earned sick and/or vacation
time to other Borough employees who have exhausted their own earned
leave time and who are suffering from a catastrophic health condition
or injury which necessitates the employee's prolonged absence from
work.
C.
Eligibility.
(1)
Recipient: A Borough employee shall be eligible to receive donated
sick and/or vacation leave from other Borough employees if the employee
meets all of the following criteria:
(a)
Must be suffering from a catastrophic health condition or injury
which necessitates the employee's prolonged absence from work and
for which the employee has no availability of paid leave.
(b)
The employee must produce acceptable medical verification from
a physician or other licensed health care provider to the Borough.
The medical verification must indicate the nature, severity, and anticipated
duration of the disability resulting from the serious health condition
or injury involved.
(c)
Must have completed at least one year of continuous Borough
service.
(d)
Must have exhausted all accrued paid leave time, including compensatory
time off, sick leave, and vacation leave.
(e)
Must receive at least five donated days from one or more leave
donors to participate in the program.
(2)
Donor: An employee to be eligible to donate leave to another employee
must meet the following:
(a)
May donate up to 10 days to any one recipient. Only whole days
may be donated.
(b)
Must have remaining to his/her credit following any donations
at least 20 days of accrued sick leave, if donating sick leave or
12 days of accrued vacation, if donating vacation leave.
(c)
Must not have solicited nor accepted anything of value for the
donation.
D.
Procedures.
(1)
Any employee may request to participate in this program. He/she should
contact the Borough Administrator at 201-265-2100, ext. 667. A supervisor
may also initiate this process on behalf of the employee. Decisions
regarding eligibility will be made on a case-by-case basis.
(2)
Once a recipient is approved for this program, the Department will
post on employee bulletin boards or other appropriate means, the name(s)
of eligible employee(s) who will have exhausted all earned paid leave
time by a designated date. The posting will be done only with the
recipient's consent. If the employee is unable to consent, the employee's
family may consent on behalf of the employee. The Borough Administrator
will require medical documentation concerning the nature, severity,
and anticipated duration of the medical emergency involved will not
be discussed.
(3)
A recipient may not participate in the program unless at least five
days have been donated to the recipient.
(4)
Eligible employees may donate within the prescribed limitation only
whole days of either sick leave or vacation leave, but may not donate
more than 10 days to any one recipient.
(5)
The donor and the recipient will fill out the required forms. No
one shall directly or indirectly intimidate, threaten or coerce, or
attempt to intimidate or coerce any other employee for the purpose
of interfering with any right which such employee may have with respect
to contributing, receiving, or using paid leave under this program.
The above shall include promising to confer or conferring any benefit
(such as appointment, promotion, or compensation) or effecting or
threatening to effect any reprisal (such as deprivation of appointment,
promotion, or compensation). The donor shall sign an affidavit to
this effect. Any employee who engages in the above prohibited conduct
shall be subject to disciplinary action.
(6)
The donor's leave time will be reduced by the number of days which
are to be donated.
(7)
The eligible recipient's leave time will be credited with the donated
time indicating the donor. The recipient may receive days from more
than one donor but may not use a total of more than 180 donated days.
Records will be maintained showing donor's name, number and type of
days donated.
(8)
Donated leave shall be credited to the recipient when approved and
shall not be returned to the donor under any circumstances.
(9)
The recipient employee while using donated leave will continue to
earn sick and/or vacation leave. If the sick leave is unused when
the employee returns to work, all such earned time shall be retained
by the recipient employee and credited to the employee's accrued sick
leave time.
(10)
Upon retirement, the leave recipient shall not be granted supplemental
compensation on retirement for any unused sick days, which he/she
received through the donated sick leave program.
(11)
Once the sick and/or vacation leave has been donated, it may
not be revoked by the donor.
(12)
If a leave donor is not in the same department or autonomous agency as the leave recipient, appropriate arrangements shall be made between the affected appointing authorities to verify donor eligibility and adjust leave records. However, the posting requirement set forth in Subsection D(2) above is limited to the recipient's appointing authority.
(13)
Donations may not be used on a retroactive basis.
(14)
Employees may not use donated leave time to extend a leave beyond
a period of one year, inclusive of the employee's own leave time.
E.
If you have any questions concerning this program, please contact
the Borough Administrator directly.
[Added 5-19-2015 by Ord.
No. 15-16]
Any employee who has their license suspended for any reason
from any state must self-report the suspension to the Borough of Paramus
within one (1) week from the loss of driving privileges. Failure to
self-report shall be a major disciplinary infraction and subject the
employee to automatic termination.
