[Editor's Note: The power of the Borough to establish personnel
polices is derived from N.J.S.A. 40:48-2.]
[1972 Code § 5-1.1]
The New Jersey State Civil Service Law and the Civil Service
Rules of the State of New Jersey applicable to municipalities provide
the basic framework for employment in the municipal government. This
chapter and all its provisions shall at all times be subject to the
Civil Service Rules of the State of New Jersey, which prescribe basic
minimum standards. To the extent that this chapter may in any respect
provide minimum standards which are less than those embodied in the
Civil Service Rules of the State of New Jersey, the latter rules shall
be deemed applicable; however, to the extent that the provisions of
this chapter contain benefits or provisions which are in excess of
the minimum requirements of the Civil Service Rules of the State of
New Jersey, the provisions of this chapter shall be deemed to be controlling.
[1972 Code § 5-1.2]
The following principles shall constitute the personnel policies
of the Borough of Woodland Park.
a.
Employment in the Borough government shall be based on merit and
fitness, free of personal and political considerations.
b.
Just and equitable incentives and conditions shall be established
and maintained in order to promote efficiency and economy in the operation
of the municipal government.
c.
Positions with similar duties and responsibilities shall be classified
and compensated on a uniform basis.
d.
Appointments, promotions and other personnel actions requiring the
application of the merit principle shall be based on systematic tests
and evaluations of knowledge and performance, and where appropriate,
these shall be carried out through the Borough's participation in
the New Jersey State Civil Service System.
e.
Every effort shall be made to stimulate high morals by fair administration
of this chapter, and by consideration of the rights and interests
of employees, consistent with the best interest of the public and
the Borough.
f.
Continuation of employment shall be subject to good behavior, satisfactory
performance of work, necessity for the performance of work, and availability
of funds.
[Ord. No. 2017-30]
In the event there is a conflict between these rules and any
collective bargaining agreement, personnel services contract, or Federal
or State law, including the Attorney General's guidelines with respect
to Police Department personnel matters, the terms and conditions of
that law or contract shall prevail. In all other cases, these policies
and procedures shall prevail.
[1972 Code § 5-2]
The Administrator, the Assessor, the Tax Collector, the Attorney,
the Clerk, the Chief Financial Officer, the Engineer, the Auditor
and all officers whose office is created by ordinance shall be appointed
by the Mayor, with the advice and consent of the Council as authorized
by the Charter and Chapter II, Administration. All other appointments
of officers and employees shall be made by the Mayor except as otherwise
required by applicable State law.
[1972 Code § 5-3]
The unclassified service shall include the following:
a.
All elected officials and members of citizen boards and committees.
b.
Administrator, Municipal Clerk, Department Directors, the Engineer,
the Auditor, and Attorney and legal assistants.
c.
Secretaries to the Mayor, Administrator, and Department Directors.
d.
Volunteer personnel and personnel appointed to service without compensation.
e.
Consultants and counsel rendering temporary professional service.
f.
All other offices or positions that are so classified by N.J.S.A.
11:22-2.
[1972 Code § 5-3.2]
The classified service shall include all other positions in
the municipal government that are not specifically placed in the unclassified
service by the above provisions of this chapter, or which are excluded
from the classified service pursuant to N.J.S.A. 11:22-2.
[1972 Code § 5-4]
The provisions of this chapter apply only to the classified
service and full time employees in the unclassified service unless
otherwise specifically provided.
[1972 Code § 5-5.1]
The Administrator shall make, or have made, an analysis of the
duties and responsibilities of all full-time positions in the Borough
except his own position. Such an analysis shall be made upon recommendation
of the Civil Service Department of New Jersey or the direction of
the Council or the Mayor. The Administrator shall recommend to the
Mayor for transmission to the Council a position classification plan
based upon the analysis of positions. Within thirty (30) days after
adoption of a position-classification plan by resolution of the Council,
the Administrator shall assign each position to an appropriate class
in accordance with the position-classification plan and with the approval
of the Civil Service Department of the State of New Jersey.
[1972 Code § 5-5.2]
Each position shall be assigned or allocated to an appropriate
job classification on the basis of the kind and level of its duties
and responsibilities so that all positions in the same classification
shall be sufficiently alike to permit the use of a single descriptive
title, the same tests of competence and the same salary range, thus
carrying out the basic principle of classification which is equal
pay for equal work. A job classification may contain one (1) position
or a number of positions. The Administrator shall from time to time
review the job classifications and submit a report thereof to the
Mayor.
[1972 Code § 5-5.3]
a.
The classification plan may be amended from time to time with approval
of the Civil Service Department of the State of New Jersey. Changes
may result from the need for creating new positions, changes in organization
or changes in assigned duties and responsibilities.
b.
The Administrator shall review all requests for creation of new positions,
the abolition or consolidation of present positions, reclassification
of positions to different job classes, or the reallocation of positions
to new salary ranges. In a review, he shall study the current duties
and responsibilities of the position concerned and take appropriate
action, with the approval of the Mayor, Council and the Civil Service
Department of the State of New Jersey, necessary to insure the correct
classification and allocation of the position.
c.
Each Department Head shall report to the Administrator any changes
in his organization or assignment of duties and responsibilities to
a given employee which would result in changes in the position-classification
plan or in the classification of any of the positions in his department.
d.
An employee may submit a request for review of the duties and responsibilities
of his position directly to the Civil Service Department of the State
of New Jersey.
[1972 Code § 5-5.4]
A position may be abolished or the number of personnel reduced
by the Council for reasons of economy or for reasons of a reorganization
within a department of departments. A permanent employee must receive
written notice of such action forty-five (45) days prior to its effective
date. In the Police Department, events shall be governed by the provisions
of N.J.S.A. 40:11-10 et seq. Every effort shall be made by the Borough
in accordance with the Civil Service Department of the State of New
Jersey, to reassign any affected permanent employee to another position
in the municipal service for which the employee may be qualified.
If no such position is available immediately, the name of the affected
employee shall be kept on file and he must be offered employment should
a vacancy occur in a position for which he is qualified, prior to
taking applications for the vacancy. If an employee is demoted because
of economy or departmental reorganization, he shall be placed in the
new salary range no lower than the same step he held in his prior
position before demotion.
[1972 Code § 5-6.1]
After each class of position has been assigned to a salary range
and the pay plan and rules for its administration have been approved
by the Mayor and adopted by the Council, each employee shall be advised
of his rate of pay and the salary range to which his position has
been assigned.
[1972 Code § 5-6.2]
When an employee attains the maximum rate of the salary range
for his position, he shall not receive further salary increases, unless:
[1972 Code § 5-6.3]
A new employee shall be paid at the minimum of the approved
salary range for the position to which he is appointed. In exceptional
cases, the Administrator may recommend to the appointing authority
an appointment at a rate above the minimum, but not in excess of one
(1) step below the maximum.
[1972 Code § 5-6.4]
An employee demoted for disciplinary reasons to a classification
having a lower salary range, shall receive salary specified by the
appointing authority. Salary shall not exceed the maximum step of
the new range.
[1972 Code § 5-6.5]
When a vacancy is filled by a temporary appointment, the employee
shall be paid at the minimum of the approved salary range for the
position. In exceptional cases, the Administrator may recommend to
the appointing authority, an appointment at a rate above the minimum,
but not in excess of one (1) step below the maximum.
[1972 Code § 5-6.6]
When an employee is reinstated following a layoff for reasons
of economy to a position in the same classification, he will enter
the position at the same step in the salary range as he received prior
to being laid off. His service will be considered continuous for the
purpose of promotion, seniority, layoff and vacation.
[1972 Code § 5-6.7]
If an employee is transferred or reassigned into another department
or division within the municipal service, he will not lose any vacation
or sick leave credits.
[1972 Code § 5-7.1]
Original appointments to vacancies in the municipal service
shall be based upon merit, fitness and ability, which shall be determined
by competitive examination insofar as practicable, and shall be in
accordance with the Civil Service Rules of the State of New Jersey.
[1972 Code § 5-7.2]
In the absence of an appropriate list or for the filling of
temporary or seasonal positions, or temporarily in the case of emergencies,
vacancies may be filled by temporary appointments by the appointing
authority. Temporary appointments shall have a maximum duration of
four (4) months.
[1972 Code § 5-7.3]
Pending the establishment of an appropriate eligible list, vacancies
in permanent positions may be filled by provisional appointments.
Appointments shall continue only until an appropriate eligible list
is established. Provisional employees must possess minimum qualifications
established for the vacant position.
[1972 Code § 5-7.4]
The Administrator shall require any job applicant to submit
to a physical examination by the Municipal Physician or a designated
alternate. Subject to the direction of the Mayor, the Administrator
may require psychological or psychiatric examinations by a psychologist
or psychiatrist designated by the Administrator.
[1972 Code § 5-7.5]
a.
All employees appointed permanently to the classified service shall
serve a probationary period of ninety (90) days. At the expiration
of the probationary period, the appointing authority may discontinue
the service of any such employee if in the appointing authority's
opinion, the employee is unwilling or unable to perform the duties
of his position in a satisfactory manner, or if the employee is of
such reputation and habits as not to merit continuance in the service
of the Borough. In every case, the appointing authority shall notify
the employee in writing of the discontinuance and of the reasons for
it, and shall forward a copy of the notice to the Department of Civil
Service of the State of New Jersey.
b.
A ninety (90) day probationary period shall also apply to an employee
promoted to a higher classification. Probationary status will in no
way affect the rights and status in the original or lower classification.
c.
Each new Police Officer shall be required to satisfactorily complete
a basic Police training program recognized by the New Jersey Police
Training Commission during the first year and prior to receiving a
permanent appointment. The ninety (90) days' probationary period does
not commence for a Police Officer until he has completed the recognized
Police training program.
[1972 Code § 5-7.6]
Classified employees who satisfactorily complete their probationary
period shall have permanent employment status, conditioned upon good
behavior and satisfactory job performance. They shall be subject to
removal by the appointing authority only for cause or for reason of
economy, after proper notice and the opportunity to be heard, as set
forth under the Civil Service Rules of the State of New Jersey.
[1972 Code § 5-8.1]
As used in this chapter, "promotion" shall mean an advancement
in classification having:
[1972 Code § 5-8.2]
When there is a major change in the duties or responsibilities
of a position resulting in its reallocation to a higher classification,
the position shall be considered vacant and subject to filling under
promotional procedures. The incumbent in the reclassified position
may be permitted to serve pending promotional procedures.
[1972 Code § 5-8.3]
a.
Vacancies shall be filled by utilizing competitive promotional examinations,
in accordance with the Civil Service Rules of the State of New Jersey.
b.
Where the appointing authority, after consultation with the New Jersey
Civil Service Department, finds that no employee is qualified for
promotion to the vacancy, he may order an open competitive examination,
open to candidates outside the Borough's employ. In post-examination
selection, the appointing authority shall give appropriate consideration
to the applicant's qualifications, record of past performance, and
the length of his service.
c.
Selection shall be made from the top three (3) interested candidates,
as determined by the examination process of the Civil Service Department
of the State of New Jersey.
[1972 Code § 5-8.4]
Pending the availability of a suitable eligibility list, the
appointing authority may fill vacancies by a provisional promotion.
Such provisional promotion shall have a maximum duration of six (6)
months.
[1972 Code § 5-9.1]
Classified employees who have acquired permanent employment
status may be temporarily suspended from the Borough's employ by layoff
or suspension, or permanently separated by resignation or dismissal,
subject at all times to the rules and regulations of the Civil Service
Department of the State of New Jersey.
[1972 Code § 5-9.2]
Whenever there is a lack of work or a lack of funds require
a reduction in the number of employees in a department of the municipal
government, the required reductions shall be made in such job classification
as the Council may designate. As determined by the appointing authority,
employees shall be laid off in the inverse order of their length of
service within each affected job class in a particular department
or division. All provisional employees shall be laid off before probationary
employees, and all probationary employees shall be laid off before
any permanent employee. Permanent (including probationary) employees
so affected shall be given a minimum of forty-five (45) days' notice.
[1972 Code § 5-9.3]
a.
Employees enrolled in the Public Employees Retirement System of the
State of New Jersey are subject to the requirements and provisions
of that plan.
b.
Employees are eligible to retire with full benefits at age sixty
(60) and with reduced benefits at any age after twenty-five (25) years
service.
c.
Retirement from the municipal service shall be mandatory at age seventy
(70), but service may be extended on an annual basis, upon approval
of the Mayor.
d.
Police Officers are eligible to retire with full benefits at minimum
age fifty-one (51) after twenty-five (25) years of service.
e.
Retirement from the municipal service shall be mandatory for Police
Officers with twenty-five (25) years of service at age sixty-five
(65), except for an executive officer of the Police Department who
may be retained until age seventy (70).
[1972 Code § 5-9.4]
An employee may resign from his position by tendering a written
resignation to his Department Head, who in turn, shall forward it
to the Mayor. Unless there are disciplinary charges pending against
the employee, the Mayor shall notify the employee in writing of acceptance
of his resignation in good standing. An employee shall give a minimum
of two (2) weeks notice before the effective date of his resignation.
Failure to do so may result in loss of vacation and sick credits.
Oral resignation will be considered as binding, but not as being a
resignation in good standing.
[1972 Code § 5-9.5]
In the event of the involuntary separation of a full-time unclassified
employee, the employee shall receive thirty (30) days notice (including
accumulated vacation leave), or be compensated at the rate of one
(1) day's wages for each day less than the thirty (30) for which notice
is required to be given, except in cases of disciplinary dismissal
for cause.
[1972 Code § 5-10.1]
The Borough normally shall pay its employees on a semi-monthly
payroll schedule, that is, once on the fifteenth (15th) and once on
the last day of the month, or a total of twenty-four (24) times annually.
[1972 Code § 5-10.2]
The daily rate of pay of each employee normally shall be 1/260th
of his annual salary. The hourly rate shall be computed by dividing
the daily rate by the number of hours in the employee's prescribed
work day.
[1972 Code § 5-10.3]
Deductions in salary for leave without pay shall be computed
on the basis of hourly or daily rate as the case may be.
[1972 Code § 5-10.4]
a.
Overtime employment and extra work in excess of the established regular
hours will be compensatory leave to be granted by the Department Director
which shall be taken within six (6) months of the time the extra work
was performed; provided that with the recommendation of the Administrator
and approval of the Mayor, this period may be extended to one (1)
year.
b.
In the event the work of the department does not permit the allowance
of compensatory time off, and in the case of an emergency, the Department
Head shall recommend to the appointing authority payment for overtime
work at the rate set forth in the annual salary ordinance. Overtime
payment cannot be made in any year for the overtime worked in a previous
year, excepting December, which may be carried over to January of
the year following.
[1972 Code § 5-10.5]
Salary increments may be granted to each employee effective
January 1 of each year until the employee's salary has reached the
maximum salary provided for his position title. No employee, however,
shall be granted an annual salary increment until his Department Director
has certified in writing to the appointing authority that during the
past year, the employee's performance and service made him deserving
of an increase, setting forth the basis for such conclusion. For purposes
of computing salary increments, a person entering the service for
July 1 of the preceding year shall receive credit for one (1) full
year. Anyone entering the service subsequent to that time shall not
receive credit.
[Ord. No. 14-11]
a.
All full time employees and elected public officials who receive compensation from the Borough of Woodland Park are mandated to have direct deposit of their compensation as of July 1, 2014 in accordance with Chapter 28 P.L. 2013, as defined under C. 52:14-15f(b).
b.
Municipal employees may request, in writing, an exemption from the
direct deposit mandate to the Borough of Woodland Park's Administrator.
Such requests will be presented to the Borough of Woodland Park within
thirty (30) days. The Borough of Woodland Park may grant such an exemption
by resolution and only for good cause.
[Ord. No. 2017-25]
a.
Union Represented Employees.
Union represented employees shall be entitled to longevity pay
only in accordance with the agreed upon terms and conditions set forth
in the current employees' union contracts.
1.
A union represented employee in PBA Local 173 or employed with Department
of Public Works hired after the expiration of his or her current respective
union contract shall not be entitled to longevity payments. For employees
in PBA Local 173, those who commenced employment on or after January
1, 2020 (last date of union contract is December 31, 2019), shall
not receive longevity payments. For employees in the Department of
Public Works, those who commenced employment on or after January 1,
2021 (last date of current union contract is December 31, 2020), shall
not receive longevity payments.
2.
Employees with an IBEW contract hired after January 1, 2017 shall
not be entitled to longevity (as stated in their contracts).
b.
Non-union, permanent employees hired on or after the date of the
adoption of this subsection shall not be entitled to longevity. Longevity
pay for non-union, permanent employees hired prior to this subsection
shall be governed by their individual written agreements with the
Borough.
Editor's Note: This subsection 13-10.7 was adopted 9-20-17 by Ord. No. 2017-25.
[1972 Code § 5-11.1]
The normal work week of the Borough shall be a five (5) day,
forty (40) hour week. The Mayor, however, may reduce the hours of
work required of employees in specific departments to not less than
thirty-five (35) hours per week.
The Administrator, at the direction of the Mayor, shall set
forth the hours of work for each department, including the amount
of time that shall be allowed for lunch.
[1972 Code § 5-11.2]
The Mayor, the Administrator or a Department Head may require
any officer or employee to be in attendance for work on any day or
days whenever he determines that a public exigency or emergency so
requires.
[1972 Code § 5-11.3]
The Mayor may close offices for emergencies or any special holidays
that he deems necessary or appropriate. Special holidays will be a
day off for all released personnel, but any personnel required to
work shall not be paid extra for such day.
[1972 Code § 5-12.1]
The following official holidays with pay shall be observed by
the Borough:
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New Year's Day
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Lincoln's Birthday
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Washington's Birthday
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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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Veterans' Day
|
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General Election Day
|
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Thanksgiving Day
|
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Christmas Day
|
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If a holiday falls on a Sunday, it shall be observed on the
following Monday. If a holiday falls on a Saturday, it shall be observed
on the preceding Friday.
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[1972 Code § 5-12.2]
If it is necessary to require an employee to work on an official
holiday to maintain regular service, that employee shall be given
a compensatory day off with pay on a regular working day at a time
approved by the Department Head for the holiday worked.
[1972 Code § 5-12.3]
In the event that an official holiday is observed during an
employee's vacation, he shall be entitled to an additional vacation
day, and should an official holiday occur while an employee is on
sick leave, he shall not have that holiday charged against his sick
leave.
[1972 Code § 5-12.4]
To be eligible to receive holiday pay an employee must work
the regularly scheduled work day before the holiday and the regularly
scheduled work day after the holiday, unless he has been excused by
his supervisor or unless his supervisor is satisfied that his absence
was justified.
[1972 Code § 5-13.1]
All permanent, full-time employees of the Borough, whether in
the classified or unclassified service shall be granted annual leave
with pay for vacation purposes during each calendar year in accordance
with the following schedule, based on length of employment.
|
Length of Employment
|
Vacation Leave
|
|---|---|
|
Less than 1 year
|
One (1) working day for each month of employment
|
|
1 year up to 10 years
|
12 working days
|
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10 years up to 20 years
|
15 working days
|
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20 years and over
|
20 working days
|
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In determining length of service for this purpose, the total
years of service of each employee in all capacities shall be added.
| |
[1972 Code § 5-13.2]
Permanent part-time employees are eligible for vacation leave
on a pro-rated basis. Temporary or seasonal employees shall not be
eligible for vacation leave. New probationary and provisional employees
shall be entitled to one (1) working day of vacation leave for each
month of service completed as of July 1.
[1972 Code § 5-13.3]
Accumulation of vacation leave beyond that earned in a one (1)
year period shall be permitted only with the consent of the appointing
authority.
[1972 Code § 5-13.4]
Vacations shall be scheduled by the appointing authority so
as to cause the least interference with the efficient conduct of municipal
business. So far as possible, the preference of employees shall be
accepted, with the preferences of those employees having seniority
given first recognition. Subject to the approval of the Department
Head, vacation leave may be taken from time to time, in units of full
days, provided not more than twelve (12) days shall be taken at one
(1) time without approval of the Department Head, provided the decision
may be overridden by the Mayor.
[1972 Code § 5-13.5]
At the time of separation from service, the employee shall be
entitled to any full days vacation leave accumulated and not previously
used. Except at the termination of employment, employees shall not
be paid for vacation leave earned and not used.
[1972 Code § 5-14.1]
a.
As used in this subsection, "sick leave" means paid leave that may
be granted to each full-time classified and full-time unclassified
employee who through sickness or injury becomes incapacitated to a
degree that makes it impossible for him to perform the duties of his
position or who is quarantined by a physician because he has been
exposed to a contagious disease. Part-time permanent employees are
eligible for sick leave on a prorated basis. Part-time and full-time
temporary or seasonal employees are not eligible for sick leave.
b.
Full-time employees shall accumulate sick leave on the basis of fifteen
(15) days of sick leave per year. In the first year of employment,
employees shall be entitled to one (1) day of sick leave for each
month of employment.
c.
Sick leave can be accumulated without limit during each employee's
length of service.
d.
Accumulated sick leave may be used by an employee for personal illness,
illness in his immediate family, (not to exceed three (3) working
days in one (1) calendar year, without the approval of the Mayor or
Administrator), quarantine restrictions, pregnancy or disabling injuries.
The term "immediate family" shall mean and refer only to the employee's
spouse and child.
e.
When an employee is absent from work because of illness for more
than one (1) day, his supervisor may require the employee to submit
a certificate from the employee's physician or the Municipal Physician
relating to his illness. In the case of illness of a chronic or recurring
nature causing an employee's periodic or repeated absence for one
(1) day or less, his Department Director may require one (1) medical
certificate for every six (6) month period.
[1972 Code § 5-14.2]
Full-time permanent employees may be granted during each calendar
year three (3) days personal leave with full pay for the following
reasons:
a.
Death in the immediate family of mother, father, son, daughter, sister,
brother, husband, wife, son-in-law, daughter-in-law, father-in-law,
mother-in-law, grandparent, grandchild or any other relative who would
be next of kin of employee. In the event of more than one (1) death
in a given calendar year, the employee may request in writing to the
Mayor or Administrator consideration for additional personal leave.
b.
Special religious purposes.
c.
Required military service physical examination.
d.
Unused days shall not be accumulated for use in another year.
|
Any other reason for personal leave, subject to the Mayor's
or Administrator's approval, may be taken without compensation, but
in no case will consideration be given for personal leave other than
stated in this section. Personal leave shall not exceed five (5) days
with pay.
|
[1972 Code § 5-4.2]
a.
When a full-time employee is injured in the line of duty, the Council
may, pursuant to N.J.S.A. 40:11-S, pass a resolution giving the employee
up to one (1) year's leave of absence with pay. When such action is
taken, the employee shall not be charged any sick leave time for time
lost due to such particular injury.
b.
Prior to the passage of a resolution referred to in paragraph a.
hereof, a contract shall be executed between the employee and the
Borough, setting forth monies he may receive as workman's compensation,
temporary benefits, or from possible settlement from, or judgment
against, the person or persons responsible for the injury.
[1972 Code § 5-14.4]
A pregnant employee may be granted maternity leave for a period
of six (6) months provided that the request for such leave is made
in writing to the appointing authority no later than the fourth month
of pregnancy. This leave may be extended for an additional six (6)
months upon request of the individual by the appointing authority.
Requests for maternity leave must be favorably endorsed by the Administrator
and approved by the appointing authority before becoming effective.
This leave, if granted, shall be without pay.
[1972 Code § 5-14.5]
a.
Any permanent employee, part-time or full-time, who is a member of
the National Guard, Naval Militia, Air National Guard, or a reserve
component of any of the Armed Forces of the United States and is required
to engage in field training, shall be granted a military leave of
absence with regular pay for the period of training authorized by
law. The paid leave of absence shall in addition to his vacation.
Permanent part-time employees shall receive pay for leave on a prorated
basis.
b.
When a full-time or part-time permanent employee has been called
to active duty or inducted into the military or naval forces of the
United States, he shall be granted an indefinite leave of absence
without pay for the duration of such active military service, provided
that he does not voluntarily extend his service. Each employee must
be reinstated without loss of privileges or seniority provided he
reports for duty with the Borough within sixty (60) days following
his honorable discharge from military service. He must notify the
Borough of his intent to report for duty thirty (30) days prior to
his discharge from military service.
[1972 Code § 5-14.6]
Leave without pay may be granted to full-time and part-time
permanent employees and to full-time unclassified employees. It shall
be granted, in the case of illness, when the employee has used his
accumulated sick and vacation leave or in the case of illness of a
spouse or children of the employee. Written request for leave without
pay must be initiated by the employee, and approved by the Mayor.
Leave shall not be approved for a period of longer than six (6) months
at one (1) time. The appointing authority may extend a leave for an
additional six (6) months or any portion thereof.
[1972 Code § 5-14.7]
A request for leave shall be made on a form prescribed by the
Administrator. A request, whenever possible, shall be made far enough
in advance to permit approval, and at the same time, to permit coverage
for the particular employment so that municipal service shall not
suffer. In the case of sick leave, the employee shall notify his supervisor
immediately if he is unable to report to work.
[1972 Code § 5-14.8]
The Mayor shall have the power to order the municipal offices
and facilities closed whenever he shall deem it necessary to appropriate.
Employees regularly scheduled to work on these days shall receive
their regular pay. Employees not scheduled to work or on any type
of leave shall not receive an extra day.
[1972 Code § 5-15.1]
It shall be the policy of the Borough to appoint all employees,
either classified or unclassified, without regard to political considerations.
For the purposes of this section, municipal employees are defined
to include full-time, temporary probationary, seasonal, or part-time
personnel appointed by the Borough receiving an annual or hourly reimbursement
for their services from the Borough.
[1972 Code § 5-15.2]
a.
Municipal employees shall not engage in any political activities
during working hours or on municipal property, or use municipal equipment
therefor.
b.
No person shall invite, demand or request payment or contribution
from any municipal employee for political campaign purposes.
c.
Municipal employees, whose principal employment is in connection
with any activity, finances in whole or in part by loans or grants
made by the United States or by any Federal agency, may also be subject
to the restrictions of the Federal Hatch Act. The Hatch Act restrictions
apply only to political activity which is partisan.
[1972 Code § 5-15.3]
Nothing in this section shall be construed to prevent municipal
employees from becoming or continuing to be members of any political
party, club or organization; attending political meetings; expressing
their views on political matters outside of working hours and off
municipal property; circulating petitions on public questions or voting
with complete freedom in any election.
[1972 Code § 5-16.1]
No officer or employee elected or appointed in the Borough shall
be interested, directly or indirectly, in any contract with the Borough,
or in the compensation for work done or for materials or supplies
furnished to the Borough or to any contractor or other person furnishing
the same to the Borough, nor shall be participate in any profits of
the contractor or other person or receive any compensation commission,
gift or other reward for his services except the fee or compensation
prescribed pursuant to law.
No officer or employee elected or appointed in the Borough shall
accept or solicit anything of value as consideration for or in connection
with the discharge of his official duties other than the fee or compensation
prescribed pursuant to law.
[1972 Code § 5-16.2]
Any officer or employee who violates any provision of this section
or of any statute or ordinance relating to conflict of interest shall
be deemed guilty of misconduct in office and liable to removal from
office. Any officer or employee who shall knowingly permit any provision
of this section to be violated by any of his subordinates shall also
be guilty of misconduct in office and liable to removal therefor.
[1972 Code § 5-17]
Full-time employees in either the classified or unclassified
service, shall not accept outside employment or engage in outside
business activities without the prior approval of the Mayor. Applications
for permission to accept outside employment shall be made in writing
to the Administrator who shall forward the same to the Mayor with
his recommendation. The application shall set forth pertinent information
concerning the type of activity to be engaged in, the name and address
of the prospective employer, and the hours of the employment.
No application for permission to accept outside employment shall
be approved by the Mayor if, in his judgment, there is any reasonable
probability that outside employment will interfere with the employee's
performance or compromise the employee's position with the Borough
through a conflict of interest or if the employment shall exceed twenty
(20) hours per week.
[1972 Code § 5-18.1]
A permanent employee may be dismissed from the service or demoted
for cause. The causes sufficient for removal from the service shall
include the following:
a.
Neglect of duty.
b.
Absence without leave or failure to report after authorized leave
has expired or after a leave has been disapproved or revoked; provided
that any regular member or officer of the Police Department who shall
be absent from duty without a just cause for a term of five (5) days
continuously and without leave of absence shall, at the expiration
of five (5) days, cease to be a member of the Police as provided by
N.J.S.A. 40:47-3, as amended.
c.
Incompetency or inefficiency or incapacity due to mental or physical
disability.
d.
Insubordination or serious breach of discipline.
e.
Intoxication while on duty.
f.
Commission of a criminal act.
g.
Participating in any political activity prohibited by this chapter.
h.
Disobedience of the departmental rules and regulations established
pursuant to this revision.
i.
Conduct unbecoming a public employee.
[1972 Code § 5-18.2]
When in the opinion of the appointing authority an employee's
performance or conduct justifies disciplinary action short of dismissal,
the appointing authority may suspend or furlough the employee without
pay, or with reduced pay.
An employee who shall be suspended, fined or demoted more than
three (3) times in any one (1) year, or more than five (5) days at
one (1) time, or for a period of more than fifteen (15) days in the
aggregate in any calendar year shall have the right of appeal to the
Civil Service Department and the Civil Service Department shall have
the power to revoke or modify the action of the appointing authority.
[1972 Code § 5-19]
The Administrator shall provide that adequate personnel records
are maintained for each employee of the Borough. Records should include
dates of appointments and promotions, job titles, salaries, commendations,
disciplinary actions, leave of any type taken and accumulated, merit,
ratings, and any appropriate additional information.
[1972 Code § 5-20]
The Administrator may schedule medical examination for all municipal
employees annually, or more frequently if required.
[1972 Code § 5-21.1]
The responsibility for the development of training programs
shall be assumed jointly by the Administrator and the Department Heads
subject to the approval of the Mayor. The training programs include
lectures, demonstrations, assignment of reading matter, or other methods
as those responsible may deem to be desirable.
[1972 Code § 5-21.2]
The Borough may assume tuition cost of training courses taken
by the employees of the Borough which on recommendation of the Administrator
and with the approval of the Mayor are deemed to be of benefit to
the employee and the Borough. Training programs shall be taken on
the employee's own time, unless otherwise recommended by the Business
Administrator and approved by the Mayor.
[1972 Code § 5-21.3]
Successful completion of special training courses shall be filed
with the employee's personnel record and may be considered toward
his advancement or promotion in the future.
[1972 Code § 5-22.1]
Every officer or employee of the Borough who, by virtue of his
office or position, is entrusted with the receipt, custody or expenditure
of public monies or funds, and any other officer or employee who may
be required to do so by the Council shall, before entering upon the
duties of his office or position, execute and deliver a surety bond
in an amount as may be fixed by the Council, binding him to the Borough
in its corporate name and conditioned upon the true and faithful performance
of his duty. Each officer or employee required by law to give bond
shall execute a bond with sufficient surety and deliver it to the
Clerk, except that the Clerk shall deliver his bond to the Treasurer,
before he enters upon the discharge of his duties and of the office
or employment.
[1972 Code § 5-22.2]
If any officer or employee shall neglect to execute and deliver
his bond as required within thirty (30) days after due notification
of his election or appointment, his officer or position may be declared
vacant by the Council.
[1972 Code § 5-22.3]
In every case in which any person is required by the laws of
the State or by an ordinance of the Borough to give a bond for the
faithful performance of his duties, the bond shall be secured by a
corporate surety authorized to do business in this State and the premium
shall be paid by the Borough. Each bond shall be approved by the Municipal
Attorney as to form and efficiency, and nothing in this section shall
be construed to prevent the use of one (1) or more blanket bonds when
so approved.
[Ord. No. 81-13 §§ I—VI; Ord. No. 03-21 §§ I—VI]
a.
As of the effective date of this section all new employees employed
by the Borough of Woodland Park shall have been residents of the Borough
at least one (1) year prior to the date of their employment and shall
continue to be residents of the Borough for at least one (1) year
following the date upon which their term of employment commences.
b.
As of the effective date of this section all present employees employed
by the Borough of Woodland Park who are residing within the Borough
presently shall remain residents of the Borough for at least one (1)
year.
c.
The provisions of this section shall not apply to current employees
of the Borough who presently reside outside the Borough. However if,
after the effective date of this section, any current employee residing
outside of the Borough ceases to be a Borough employee and thereafter,
seeks re-employment, then that individual will be required to satisfy
the residency requirements herein.
d.
The provisions of this section shall not apply to any person who
is exempt from the residency requirements set forth herein by State
or Federal law.
e.
If, after due diligence by the appropriate municipal official(s),
a municipal position cannot be filled with a qualified Borough resident,
then, upon notification by the Borough Administrator of the Borough's
inability to employ a qualified Borough resident, the position may
be filled by a nonresident.
f.
Notwithstanding anything to the contrary in Ordinance 81-13 or this
Ordinance 03-21, the Borough of Woodland Park residency requirements
shall not apply to the following Borough employees: the Administrator,
the Municipal Clerk and any Acting Municipal Clerk.
Editor's Note: Ordinance No. 03-21, codified herein as Section 13-23, was adopted October 15, 2003 and became effective November 14, 2003.
[Added 10-20-2021 by Ord.
No. 21-22]
Wherever and whenever this section mentions or references
"family member" or "relative," same refers to a spouse; child; parent;
sibling; grandparent; grandchild; father-in-law; mother-in-law; brother-in-law;
sister-in-law; stepfather; stepmother; stepsibling; half-brother;
half-sister; nephew; niece; first cousin; aunt; uncle; foster child;
domestic partner or cohabitants as defined by the New Jersey Civil
Union Act.
[Added 10-20-2021 by Ord.
No. 21-22]
The following restrictions shall apply to the hiring and promotion
of employees to employment positions for the Borough of Woodland Park:
a.
No person who is a relative or family member of any elected official
of the Borough shall be considered for employment as an employee of
the Borough. This applies to full-time and part-time employees who
receive pensions and benefits. This shall not restrict nor prohibit
the continued employment of individuals in a position or positions
with the Borough where a relative of a permanent employee is elected
after the date of the permanent employee's start date of employment
with the Borough. This also only applies to prospective employees,
contractors and vendors, not current employees or contractors and
vendors whom the Borough is already in contract with.
b.
No elected official can serve as liaison to any department that employs
any member of that elected official's family.
c.
No municipal employee shall be in a position that provides supervision
over a member of his or her family. This precludes the acceptance
of applications for full-time, or part-time employment from relatives
for positions in the same department where supervision conflicts exist
or, through promotion, potential conflict could exist. This policy
does not apply to present employees of the Borough.
d.
These policies are not for the purpose of depriving any citizen of
an equal chance for a government job, but solely to eliminate the
potential for preferential treatment of the relatives of government
personnel or elected officials. These policies will not deprive any
permanent employee as of the date of these policies of any promotional
right in the normal career development nor change the existing status
of any permanent employee. None of these policies apply to any unpaid
volunteer positions.
[Added 10-20-2021 by Ord.
No. 21-22]
No relative or family member of an elected official of the Borough
shall be appointed to the position of any Borough professional who
receives compensation, or any Borough Board or Commission which has
more than an advisory role and/or one in which the members receive
compensation.
[Added 10-20-2021 by Ord.
No. 21-22]
a.
Nothing contained herein shall restrict or prohibit the hiring of
a seasonal employee, temporary employee, or part-time employee who
does not receive pensions and benefits, who is a relative of a department
head, elected official or another employee of the Borough.
b.
This section does not prohibit existing employees from seeking promotions,
and only applies to prospective employees. This also only applies
to prospective contractors or vendors, not current employees or contactors
and vendors whom the Borough is already doing business with.
c.
All of the Rules of Regulations of the New Jersey Civil Service Commission
which govern the employment relationship between the Borough and its
employees will supersede any restrictions or conflicts that may arise
through the adoption of this section; and
d.
The adoption of this section shall not restrict or prohibit the Borough
from entering into a Shared Services/Interlocal Services Agreement
with another public/municipal entity pursuant to the Uniformed Shared
Services and Consolidation Act, N.J.S.A. 40A:65-1, et seq. (the Shared
Services Act). As such, this section will not be applied to any Shared
Services agreements that currently exist or which may be entered into
in the future.
