[R.O. 1957, 5:6-1, adopted Dec. 1, 1967; see also R.O. 1957,
2:2-1A]
(a)
All candidates for employment by the City shall be citizens of the
United States, and residents of the City at the time of their appointment,
unless such requirements are specifically waived by the Appointing
Authority, with the approval of the Council or by State law. All other
employee qualifications being equal, City residents shall be given
preference.
(b)
Original appointments to vacancies in the City service shall be based
upon merit, fitness and ability which shall be determined by competitive
examinations insofar as practicable. The appointments shall be in
accordance with the Civil Service Rules of the State of New Jersey.
(c)
The Appointing Authority with the approval of Council may waive the residence requirements of Subsection (a) where it pertains to the personnel of the Police and Fire Divisions when Council finds as a fact that:
(1)
Adherence to the residence requirements as provided by law would
seriously impede the City's ability to establish and maintain competent
Police and Fire Divisions; and,
(2)
The person appointed as a member of the Police and Fire Divisions
is a resident of the State of New Jersey for at least six (6) months
and also resides within a radius of five (5) miles of the Police and
Fire Division Headquarters Buildings, as the case may be at the time
of appointment.[1]
[1]
State law reference: As to requirement of being resident of
State of New Jersey for at least six months, see N.J.S.A. 40:47-3.5
[R.O. 1957, 5:6-2, adopted Dec. 1, 1969]
In the absence of an appropriate list 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. Such temporary appointments shall have a maximum duration
of four (4) months.
[R.O. 1957, 5:6-3, adopted Dec. 1, 1969]
(a)
Pending the establishment of an appropriate eligible list, vacancies
in permanent competitive positions may be filled by provisional appointments.
Such appointments shall continue only until an appropriate eligible
list is established.
(b)
Such provisional employees must possess minimum qualifications established
for the vacant positions.
[R.O. 1957, 5:6-4, adopted Dec. 1, 1969; MC 1993-2, March
15, 1993]
(a)
Preemployment physical examination(s).
(1)
The City Administrator may require any job applicant to submit
to a physical examination by a physician designated by the City.
(2)
At its discretion, the Appointing Authority may require psycho-logical
and psychiatric examinations by a psychologist or psychiatrist designated
by the City Administrator. Such examinations are mandatory for uniform
police and fire personnel.
(3)
All candidates for employment following an offer of employment
shall be required to submit to a preemployment urinalysis/drug screening
as part of the employment process. All advertisements and announcements
shall clearly indicate that mandatory urinalysis/drug screening is
a requirement for the position.
(4)
Should a candidate refuse to submit to the urinalysis/drug screening
or is found to have a positive drug screening, he/she shall be disqualified
for appointment to the position for which he/she is applying.
(b)
Post-Employment physical examination(s).
(1)
Employees may be required to submit to an annual physical examination
by a physician designated by the City. Such examination shall determine
the employee's fit for duty status.
(2)
Urinalysis/drug screening shall be required as part of the employee
annual physical examination.
(3)
Urinalysis/drug screening shall be required for employees when
there is reasonable individualized suspicion to believe that the employee
is using a controlled dangerous substance as described by the present
Plain-field Drug Policy, and as amended from time to time.
(4)
Employees who are participating or who, since employment have
participated in a drug rehabilitation program shall be required to
submit to a urinalysis/drug screening for the purpose of confirming
abstinence.
(c)
Conduct prohibited and consequences.
(1)
An employee who on City premises or while in the disposition
of his/her duties, purchases, transfers, uses, comes under the influence
of, traffics in, or possesses drugs, in violation of City policy,
shall be subject to disciplinary measures including dismissal.
(2)
An employee who is convicted in a court of law of the purchase,
trafficking, transfer, use, being under the influence of, or possession
of drugs shall be subject to disciplinary measures including dismissal.
[R.O. 1957, 5:6-5, adopted Dec. 1, 1969; amended by MC 1973-4,
§ 1, Jan. 15, 1973]
(a)
All employees appointed permanently to the classified service shall
serve a probationary period of three (3) months. During the probationary
period, the Department Director, in consultation with the City Administrator,
may discontinue the service of any such employee if, in their 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 City.
In every case the Appointing Authority shall notify the employee in
writing of the discontinuance and of the reasons for the action and
shall forward a copy of the notice to the Department of Civil Service
of the State of New Jersey.
(b)
Between the fortieth (40th) and fiftieth (50th) day and between the
eightieth (80th) and ninetieth (90th) day of a probationary period,
the Department Director shall make, or cause to be made, written evaluations
of the employee's performance to date. One (1) copy of each evaluation
must be presented to the City Administrator.
(c)
A three (3) month probationary period shall also pertain to an employee
promoted permanently to a higher classification. Such probationary
status will in no way affect the rights and status in the original
or lower classification.
(d)
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 three (3) month probationary period does
not commence for a police officer until he has completed the recognized
Police Training Program.
[R.O. 1957, 5:6-6, adopted Dec. 1, 1969]
(a)
Classified employees who satisfactorily complete their probationary
period shall have permanent employment status, conditioned upon good
behavior and satisfactory job performance.
(b)
They shall be subject to removal by the Appointing Authority only
for cause or for reason of economy or efficiency, after proper notice
and the opportunity to be heard, as set forth under the Civil Service
Rules of the State of New Jersey.
[MC 2008-08, April 21, 2008]
(a)
Criminal history background checks shall be required of all prospective
and current employees or volunteers, eighteen (18) years or older,
participating in any City sponsored program which provide recreations,
cultural, charitable, social or other activities or services for persons
younger than eighteen (18) years of age.
(b)
Definitions relative to criminal history background checks for employees
and volunteers involved with City sponsored program involving minors.
(1)
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 Federal
Bureau of Investigation, Identification Division and the State Bureau
of Identification in the Division of the New Jersey State Police.
(2)
Sponsored program means any programs sponsored by the City of
Plainfield utilizing City facilities or City property.
(c)
Request for criminal history background check; costs.
(1)
The City requires that all employees, prospective employees
and volunteers hired to work with minors or participating in any City
sponsored program which provide recreations, cultural, charitable,
social or other activities or services for persons younger than eighteen
(18) years of age, request through the Personnel Division, that the
New Jersey State Bureau of Identification in the Division of the New
Jersey State Police conduct a criminal history record background check.
(2)
The New Jersey Division of State Police shall inform the Personnel Division whether the person's criminal history record background check reveals a conviction of a disqualifying crime or offense as specified in Section 11:5-7(d) of this section.
(3)
A prospective or current employee or volunteer shall submit
their name, address, fingerprints and written consent to the Personnel
Division for a criminal history background check to be performed.
(d)
Conditions under which a person will be is disqualified from working
or volunteer if that person's criminal history record background check
reveals a record of conviction of any of the following crimes and
offenses;
(1)
A person may be disqualified from serving as an employee or
volunteer if that person's criminal history background check reveals
a record of conviction of any of the following crimes and offenses;
(A)
In New Jersey, any crime or disorderly persons offense involving
danger to the person, meaning those crimes and disorderly persons
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. or N.J.S.A.
2C:15-1 et seq;
(B)
Against the family, children or incompetents, meaning those
crimes and disorderly persons offenses set forth in N.J.S.A. 2C:14-1
et seq;
(2)
In any other state or jurisdiction, conduct which, if committed
in New Jersey would constitute any of the crimes or disorderly persons
offenses described in subsection (d)(1) of this section.
(e)
Limitation on access of criminal history record information.
(1)
Access to criminal history information for noncriminal justice
purposes, including licensing and employment is restricted to authorized
personnel of the designated department, on a need to known basis,
as authorized by Federal or State statute, rule, regulation, executive
order, administrative code, local ordinance or resolution.
(2)
The City shall limit its use of the criminal history record
information solely to the authorized purpose for which it was obtained
and the criminal history record information furnished shall not be
disseminated to persons or organizations not authorized to receive
such information. 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. All records shall be destroyed immediately
after has served its intended and authorized purposed. Any person
violating Federal or State regulations governing access to criminal
history record information may be subject to criminal and/or civil
penalties.
(f)
Employee or volunteer may challenge accuracy of report. If the criminal
history record disqualifies an applicant or volunteer for any purpose,
the Personnel Director shall provide the applicant or volunteer with
an opportunity to challenge the accuracy of the information contained
in the criminal history record.
(g)
Required notification by the employee or volunteer of a subsequent disqualifying offense. Should an employee or volunteer be convicted of a disqualifying crime or offense as specified in Section 11:5-7(d) after he or she has cleared the required background check, he or she must immediately notify the Personnel Director.
(h)
The validity or enforceability of any provision of this section shall
not effect the remaining provisions of this section which shall remain
in full force and effect.
