[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]
[1]
Cross reference: See Section 11:9-14 for compensatory leave provisions.
(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, 5:8-4 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]
(1) 
The content of the supervisor's evaluation;
(2) 
The employee's employment record over the year being evaluated; and
(3) 
An equitable distribution of the additional merit increment by department and salary grade within the City work force.
(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.