In accordance with N.J.S.A. 40A:10-23, the City shall only assume
the cost of a retiree's health benefits if the retiree has accrued
the requisite years of honorable service as determined by the Department
of Pensions. Starting immediately upon adoption of this section, with
regards to all new hires and employees already receiving City health
benefits, the City intends to follow any final determination of the
Department of Pensions in its eligibility review as to years of service
deemed dishonorable when determining employee eligibility for paid
City health benefits. Effective immediately, forfeiture of health
insurance/benefits for dishonorable service is hereby mandated if
the requisite years of honorable service fall below that mandated
in N.J.S.A. 40A:10-23.
[Added 2-3-2015 by Ord.
No. Z-331]
The City of Hoboken and its employees, agents, contractors and officers shall be required to follow an affirmative action policy, which shall be attached to this City of Hoboken Administrative Code Chapter
29, Article
I, as Appendix A.
Unless complaint procedures, violation policies or penalties
are otherwise described within the sections of this article, the following
shall apply:
A. Public meetings. Any person who comports him/herself in such a manner
which violates any section of this article shall be warned once to
cease and desist from such actions. If the person refuses or fails
to stop such activities, he/she shall be removed from the meeting
by the police and warned that future similar actions shall result
in the filing of a defiant trespass action.
B. Employee at workplace. Any employee who believes he or she has been
subjected to offensive and/or insulting behavior by a co-worker, member
of the public, elected official, supervisor or vendor has the option
to directly inform the offending person that the conduct is offensive
and must stop.
[Amended 2-3-2015 by Ord.
No. Z-331]
(1) If this direct communication with the offending person is not successful,
or if the employee subject to the offensive and/or insulting behavior
does not wish to utilize the option of direct communication, for any
reason, the employee should promptly report the incident(s) and the
names of the individuals involved to his or her supervisor or, in
the alternative, to the Business Administrator, who will investigate
all such claims and take appropriate corrective action, if any.
(2) Confidentiality to the extent possible will be maintained, and no
reprisals or retaliation will result from the good faith reporting
of intolerant behavior.
C. In determining whether the alleged conduct constitutes a violation
of this article, the totality of the circumstances, the nature of
the conduct and the context in which the alleged conduct occurred
will be investigated. Any employee found to have engaged in such impermissible
behavior shall be subject to sanctions, including, but not limited
to, warning, suspension or termination, subject to applicable procedure
requirements. Nonemployees, violating any section of this article
may be subject to removal from City property and/or prohibition from
appearing on City property or at City events.
D. A violation of any provision of this article shall be considered
a violation of the City Code of Ethics and may subject the municipal
official employee or appointee to disciplinary action.
E. The enforcement officer for Chapter
29, Article
I, of the City Code shall be the appointed affirmative action officer, and, in the appointed affirmative action officer's absence or incapacity, Corporation Counsel shall appoint outside legal counsel.
[Added 2-3-2015 by Ord.
No. Z-331]