Township of Eastampton, NJ
Burlington County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Township Committee (now Township Council) of the Township of Eastampton 8-31-1982 by Ord. No. 1982-9 (Ch. 16 of the 1974 Township Code). Amendments noted where applicable.]
GENERAL REFERENCES
Criminal background checks — See Ch. 17.
Indemnification — See Ch. 41.
Retirement — See Ch. 101.
Salaries and compensation — See Ch. 107.

§ 77-1 Establishment of rules and regulations. [1]

The Township Council adopts the Employee Handbook, which includes information regarding various aspects of employment with the Township. To the extent the provisions of the Employee Handbook conflict with this chapter, the provisions of the Employee Handbook shall control, including, but not limited to, the provisions contained within the Notice to All Employees; provided further that, to the extent that the Employee Handbook conflicts with the provisions of any law, regulations or collective bargaining agreement to which the Township is party, the provisions of the latter shall apply. A copy of the Employee Handbook is available in the Township Clerk's office.
[1]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).

§ 77-2 Appointments.

[Amended 3-22-1993 by Ord. No. 1993-05[1]]
A. 
All employees and department heads of the Township shall be appointed and promoted by the Township Manager, except as may otherwise be provided by statute or ordinance.
B. 
All applicants for a vacant position must complete a job application form approved by the Township Manager. All applicants are subject to background criminal investigation as well as illegal drug screenings. Applicants may also be required to submit to tests or examinations as well as interviews.
C. 
Preference to Township employees and residents. Among equally qualified candidates, preference will be given first to Township employees, then to Township residents.
[1]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).

§ 77-3 Personnel management.

[Amended 3-22-1993 by Ord. No. 1993-05[1]]
A. 
The responsibility for implementing this chapter and for the general supervision of the personnel system is hereby vested in the Township Manager.
B. 
The Township Manager shall establish and maintain a personnel file for each employee, other than employees of the Police Departments, whose personnel files shall be maintained by the Chief of Police. Such records shall include, but not be limited to, dates of appointments and promotions, job titles, salaries, commendations, disciplinary action, merit ratings and the like. Records relating to any medical condition, medical or disability benefit program or leave will be maintained in a separate file.
[1]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).

§ 77-4 Working conditions.

[Amended 11-27-1984 by Ord. No. 84-22; 12-17-1985 by Ord. No. 1985-18; 5-27-1986 by Ord. No. 1986-10; 3-13-1990 by Ord. No. 1990-4; 1-19-1993 by Ord. No. 1993-01; 3-22-1993 by Ord. No. 1993-05[1]]
A. 
Hours.
(1) 
The official office hours of the Township administrative offices shall be 8:30 a.m. to 4:30 p.m., prevailing time, Monday through Friday. The hours of work for employees and officers, including lunch hours, shall be specified by the Township Council by way of resolution. The working hours for other departments are established by departmental procedures and bargaining unit agreements.
(2) 
Overtime compensation shall be provided in accordance with the provisions of the Employee Handbook.
B. 
Holidays.
(1) 
The following official holidays for full-time personnel are as follows:
New Year's Day
Martin Luther King's Birthday
Presidents' Day
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
One floating holiday
(2) 
The floating holiday shall be chosen by the employee and submitted to the Township Manager for approval not less than five working days prior to the date chosen.
(3) 
A holiday falling on a Saturday will be observed on the preceding Friday. A holiday falling on a Sunday will be observed on the following Monday, with the exception of New Year's Day, which, if falling on a Saturday or Sunday, will be observed on the following Monday.
C. 
Vacations.
(1) 
Vacation is an accrued benefit for permanent employees based on number of years of service. A schedule of vacation days earned per year is set forth in the Employee Handbook.
(2) 
Permanent part-time employees working 20 hours or more per week shall be entitled to paid vacation in the amount of one and one-half times their scheduled number of hours for one week.
(3) 
Employees must receive their supervisor's approval at least two weeks in advance of the first vacation day. If the Township disallows vacation due to staffing needs, vacation days may be carried over to the next year if so authorized by the Township Manager. Any time carried over must be used in the second year or shall be forfeited.
D. 
Leave policy. Policies for personal, sick, bereavement, military and family leaves are set forth in the Employee Handbook.
E. 
Compensation time. Compensation time is permitted in accordance with the provisions of the Employee Handbook.
F. 
Traveling expenses.
(1) 
Employees traveling outside the Township on official business shall be reimbursed for tolls and parking fees incurred upon presentation of proper receipts.
(2) 
The Township shall endeavor to provide an automobile for such travel, and, when a vehicle cannot be provided, then the Township shall pay a per-mile rate equal to the allowable IRS rate for the use of his private vehicle.
(3) 
Members of the governing body are not entitled to travel expenses. Approval for all traveling expenses must be obtained in advance by the Township Council.
G. 
Outside employment. Employees shall not accept outside employment without the prior approval of the Township Council. No application for permission to accept outside employment shall be granted unless there is a reasonable probability that such outside employment shall not compromise his position with the Township through a conflict of interest, or, in the case of a full-time employee of the Township, such outside employment shall not exceed 20 hours per week.[2]
[2]
Editor's Note: Original § 16-5, Termination pay, which immediately followed this section, was deleted at time of adoption of Code (see Ch. 1, General Provisions, Art. I).
[1]
Editor's Note: Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. I).

§ 77-5 Absence; time records.

A. 
Absence is to be reported to the Township Clerk within one hour of regular starting time or before. The Township Clerk is responsible for informing the employee's superior of the employee's absence in a timely fashion.
B. 
All employees shall be paid only for time actually worked and for authorized absences. All employees and officers shall keep a record of the time, including time of arrival and the time of leaving, by utilizing time sheets or some other methods approved by the Township Council.

§ 77-6 Managerial and confidential employees.

[Added 5-20-2002 by Ord. No. 2002-06]
Notwithstanding the provisions of this chapter, the following regulations shall apply to confidential and managerial employees, including, but not limited to, the Police Chief and Lieutenants, Township Clerk and Township Manager and any other full-time confidential and/or managerial employee not covered by a collective negotiations unit contract as follows:
A. 
Police Chief and Lieutenant. The terms and conditions of the collective negotiation unit contract applicable to members of the Police Department with respect to sick leave shall apply to the Police Chief and Lieutenant.
B. 
Township Clerk, Township Manager and other confidential and/or managerial employees. The terms and conditions of the collective negotiation unit contract between nonuniformed personnel and the Township with respect to sick leave shall apply to the Township Manager, the Township Clerk and any other confidential and/or managerial employee.[1]
[1]
Editor's Note: Original § 16-7, Meritorious actions, which immediately followed this section, was deleted at time of adoption of Code (see Ch. 1, General Provisions, Art. I).

§ 77-7 Code of Ethics.

A. 
Conflict of interest. No elected or appointed official, officer or employee of the Township shall engage in any business transaction or professional activity or shall have a financial or other private interest, either direct or indirect, which is in substantial conflict with the proper discharge of his official duties.
B. 
Improper use of official position.
(1) 
No elected or appointed official, officer or employee of the Township shall improperly use his official position in order to obtain a personal discount or other benefit from any person whatsoever, either for himself or any others.
(2) 
No elected or appointed official, officer or employee shall directly or indirectly accept any gift, favor, services, compensation or other thing of value or the promise thereof that might reasonably tend to influence him in the discharge of his official duties.
C. 
Violations.
(1) 
The violation of any of the provisions of this section shall be deemed sufficient reason for the suspension, demotion, removal or dismissal of any officer, appointee or employee of the Township upon a hearing to be held by the Township Council after service of 10 days' notice, together with written charges specifying the facts forming the basis of the violation complained of.
(2) 
Any contract, agreement or transaction entered into in violation of the terms of this section may, at the option of the Township Council, be declared a nullity and be voided.
D. 
Enforcement. The Township Council shall be responsible for interpreting and administering the Code of Ethics.[1]
[1]
Editor's Note: Original § 16-9, Indemnification of employees, which immediately followed this section, was deleted at time of adoption of Code (see Ch. 1, General Provisions, Art. I).