[R.O. 1957, 5:8-1, adopted Dec. 1, 1969]
(a)
The City normally shall pay its employees on a biweekly payroll schedule,
that is, once in every two (2) weeks, or a total of twenty-six (26)
times annually. Each payroll period shall consist of ten (10) working
days, so that the daily rate of pay of each employee normally shall
be 1/260 of his annual salary.
(b)
The hourly rate shall be computed by dividing the weekly rate by
the number of hours in the employee's prescribed workweek.
[R.O. 1957, 5:8-2, adopted Dec. 1, 1969; amended by MC 1973-34,
§ 1, Sept. 4, 1973]
(a)
Except as otherwise provided by contract, employees may be compensated
for overtime work when such compensation has been authorized by the
Department Director. At the discretion of the Department Director,
compensatory leave may be given in lieu of overtime.[1]
(b)
In all instances, overtime compensation shall commence only after
the employee has worked the normal number of hours in any one work
day or of his normally prescribed work week. Holidays, vacation days
and authorized sick days shall be counted toward the normal work week,
and as consecutive work days.
(c)
Whenever a member of the Police Division is required to appear before
a Grand Jury or at any Municipal, County, Superior or Supreme Court
proceeding, except in a civil action, the time during which he is
so engaged shall be considered a time of assignment to, and performance
of duty. When such appearance occurs during the member's assigned
duty hours, he shall suffer no loss of compensation. When such appearance
occurs outside his assigned duty hours, he shall be entitled to receive
additional compensation therefor, which if otherwise eligible, shall
be in the form of overtime compensation or compensatory leave.
[R.O. 1957, 5:8-2, as amended Feb. 2, 1970 and Sept. 21,
1970]
(a)
For all employees (including police cadets and interns), excluding uniformed members of the Police and Fire Divisions, authorized overtime compensation or compensatory leave shall be computed at an hourly rate equal to 1 1/2 times the equivalent hourly rate prescribed in § 11:7-1.
(b)
Whenever an employee is required to work the seventh day in the normally prescribed workweek or on holidays, authorized overtime compensation or compensatory leave shall be computed at an hourly rate equal to two times the equivalent hourly rate prescribed in § 11:7-1.
(c)
Department Directors, division heads, and employees in salary grades
in or above Salary Grade 14 shall not be eligible to receive overtime
compensation, except Fire Privates and Patrolmen may be compensated
for overtime work in money or on a compensatory time basis, with one
hour of leave time or pay for each hour of overtime worked.
(d)
When it becomes necessary for personnel eligible for overtime to
be called out on emergency call, such personnel will be credited with
a minimum of two hours' time at the appropriate overtime rates.
[R.O. 1957, 5:8-3, adopted Dec. 1, 1969]
Deductions in salary for leave without pay shall be computed on the basis of hourly rate as prescribed in § 11:7-1.
[R.O. 1957, 5:8-4 and 5:8-5, as amended Feb. 2, 1970; MC
1978-9, § 3, April 17, 1978; MC 1978-27, § 1,
Dec. 18, 1978; MC 1988-22, § 1, October 3, 1988]
(a)
A salary increment may be granted to an employee when it is certified
to the Business Administrator in writing by the Department Director
that, based on an evaluation of the employee's performance, a salary
increment is justified. Salary increments are not automatic and will
only be granted when the employee's performance evaluation is satisfactory
or better.
[Amended 12-9-2019 by Ord. No. MC 2019-29]
(b)
The Department Director may recommend to the Business Administrator
the withholding or denying of an increment based on an evaluation
of the employee's performance. If the increment is withheld, the employee's
performance should be reevaluated during the year. If the second evaluation
shows the employee's performance has improved sufficiently, the increment
may be reinstated either retroactively to January 1, or at any point
in the year recommended by the Department Director.
[Amended 12-9-2019 by Ord. No. MC 2019-29]
(c)
In addition to the provision for a merit increment, a limited number
of employees rated as outstanding may be rewarded with an additional
increment if the employee is not at maximum for the grade. If the
employee is at maximum for the salary grade, the employee rated outstanding
may be given a one-time merit bonus equal to the increment for the
employee's salary grade. The decision for such a reward will be made
by the Business Administrator based on recommendations of the Department
Director and the Personnel Director. Such decisions by the Business
Administrator will be based on:
[Amended 12-9-2019 by Ord. No. MC 2019-29]
(d)
Whenever an employee is promoted to a higher position calling for
a higher salary grade, he shall be entitled to a salary increase no
less than the amount of two uniform step increments at the new salary
grade, providing such action does not produce a salary beyond maximum
for the new grade. In such a situation, the salary will be set at
the new grade maximum. If an employee is promoted on or after October
1, he/she will be eligible for merit increment on January 1 of the
following year only if the employee would have been eligible for a
merit increment in the old grade prior to promotion.
[Amended 12-9-2019 by Ord. No. MC 2019-29]
(e)
Salary increments may be discontinued for periods of one year or
more. When applicable, the City will discontinue awarding salary increments
through collective negotiations.
(f)
No employee hired on or after October 1 in a given year will be eligible
for a merit increment on January 1 of the following year.
[MC 2002-11, March 18, 2002]
(a)
The standard mileage reimbursement rate payable to employees and
City officials for the use of their personal automobiles in the disposition
of their job duties or in the performance of official City business
shall be in accordance with the standard mileage rate established
by the Internal Revenue Service.
(b)
The standard mileage reimbursement rate shall be adjusted on January
1 in accordance with the standard mileage rate established by the
Internal Revenue Service.
[MC 2003-07, § 1, June 16, 2003; MC 2010-14, § 1,
June 21, 2010; MC 2014-20, September 8, 2014; MC 2015-38, November
24, 2015]
(a)
Employees who receive health care benefits as a dependent of their
spouse via a health plan not provided by the City may waive coverage
and receive an incentive in lieu of health care coverage provided
by the City. However, employees who receive health insurance coverage
as a dependent under their spouse's City-sponsored health plan shall
not be entitled to receive an incentive. Multiple coverage in the
City-sponsored health plan as an employee, dependent or retiree shall
be prohibited.
(b)
The amount of the incentive for eligible employees shall be 25% of
the annual health care premium amount or $5,000, whichever is less.
(c)
The incentive amount shall be calculated based on the coverage the
employee has at the time he/she files the application to waive the
health care coverage; or for new employees the incentive amount shall
be calculated based on the annual premium associated with the City's
base health plan.
(d)
The incentive amount shall be paid in two (2) equal installments,
payable on the 13th and 26th payrolls of each year.
(e)
An employee who has waived health coverage shall be entitled to reinstate
health care coverage on the same terms and conditions that applied
to the initial coverage, if the employee ceases to be covered through
the employee's spouse for any reason, including but not limited to,
divorce, retirement, termination or death of the spouse.
(f)
An employee who resumes coverage under the City's health care benefits
plan shall repay, on a pro rata basis, any incentive amount received
which represents an advance payment for a period of time during which
coverage is resumed.
(g)
An employee who wishes to waive or resume coverage shall file a waiver/reinstatement
form.
(h)
Employee health benefits inclusive of the Medicare Part B premium
reimbursement to eligible retirees shall continue to be provided in
a manner consistent with those afforded to employees and retirees
having participated in the State Health Benefits Plan, and its eligibility
guidelines.
(i)
"Eligible retirees" are defined as employees, including their spouses
and dependents, who retire with:
(1)
At least twenty-five (25) years of credited service in a State
or locally administered pension system at the time of retirement;
and
(2)
With a minimum of twenty-five (25) years of actual service with
the City of Plainfield, which may include prior actual service with
any agency or instrumentality that has been established by the City
of Plainfield.
The additional requirement of retirement with at least twenty-five
(25) years of actual credit with the City of Plainfield will only
apply to new eligible (non-union and/or unclassified, whichever is
applicable) employees, that is, those hired after the effective date
of the enactment of this Ordinance. (MC 2015-38)
Editor's Note: Ordinance MC 2015-38, codified herein was adopted
November 24, 2015.
[MC 2014-19, September 8, 2014]
(a)
Effective January 1, 2015 the net pay of all full- and part-time
employees (except temporary and seasonal employees) shall be made
by direct deposit only.
(b)
If, however a temporary or seasonal employee requests to have his/her
net pay processed through a direct deposit, the City's payroll unit
will accommodate and process the request.
