[Ord. No. 453; 1972 Code
§ 5-1; Ord. No. 17-00;
amended 4-15-2014 by Ord. No. 5-14]
The personnel policies and practices as contained in this chapter
are intended to protect the rights and interests of every citizen
of Keyport, regardless of whether a Borough employee or a taxpayer.
This Chapter is intended to make the information available to all
employees and others interested in the subject matter.
The Borough performs necessary services to and for the residents
of the community on a nonprofit net-cost basis. Consequently, it is
imperative that everyone connected with the government or the operation
of the Borough continually and conscientiously render loyal, honest,
efficient and courteous service, in order that the Borough shall at
all times properly and adequately discharge its responsibilities to
the taxpayers.
As it requires superior personnel to perform an outstanding
job in any type of activity, it is the desire of the Mayor and Council
to attract only the highest type and best qualified people to the
service of their community. It is also the aim of the Mayor and Council
to provide the best possible leadership supervision, guidance and
working conditions for every Borough employee, in order that he may
consistently do the best job possible. By so doing, every Borough
employee shall achieve both job satisfaction and security, accompanied
by a justifiable and continuous pride of accomplishment - both for
himself and for his community.
Incorporated by reference into this chapter are the "Employee
Handbook of the Borough of Keyport, New Jersey, April 2014 Edition"
and "Borough of Keyport Personnel Policies and Procedures Manual for
Supervisors & Managers, April 2014 Edition" which shall periodically
be reviewed and updated by the Borough Administrator with the assistance
of the Borough Attorney and with the approval of the Mayor and Council
by ordinance or resolution. The Borough Administrator shall give notice
of any such amendments to all Borough employees within a reasonable
time following adoption.
[Ord. No. 453; 1972 Code
§ 5-2]
The Borough personnel policy shall be as follows:
a.
To seek and to obtain for each position to be filled
by the best qualified person available.
b.
To provide for all employees the best possible direction,
leadership, supervision, guidance, instruction, and working conditions.
c.
To base promotion and job security on ability, performance,
experience, character, integrity, attitude, interest and personality.
d.
To make the best possible use of employee skills and
abilities, in order to have each job performed by the person best
qualified to do so.
e.
To first consider qualified Borough personnel for promotion,
whenever there is an opportunity for advancement.
f.
To treat every employee with the justice, respect,
courtesy and consideration properly due him.
g.
To expect every employee consistently to do the best
work which he/she is capable; to be loyal and conscientious at all
times; to conduct themselves in a proper manner; and to treat everyone
they come in contact with the same consideration and courtesy they
would expect.
h.
To encourage all employees to offer suggestions for
doing a better job in less time, with less effort and at lower cost.
i.
To urge the self-betterment of every employee; to encourage
them to study and seek a possible means of increasing their value
- both to themselves and their community.
j.
To pay fair and adequate salaries for each position,
and in return to expect a consistently good job.
k.
To impress upon all employees that at all times they
are serving and responsible to the taxpayers of their community.
l.
No employee of the Borough of Keyport shall solicit
or accept, from any member of the public or vendor doing business
with or seeking to do business with the Borough, anything of value,
including any tangible or intangible item (including food), gift,
loan (excluding any loan from a recognized bank institution), reward,
or gratuity, and further including any favor, service, or promise
of future employment (excluding any work assignment approved by the
Borough Council, Borough Administrator or the Chief of Police), that
could be interpreted to affect the official duties of the employee.
[Added 8-7-2012 by Ord.
No. 13-12]
[Ord. No. 2-96]
a.
The Borough of Keyport shall promote and afford equal
treatment and service to all citizens and assure that all applicants
for employment are assured equal employment opportunity with regard
to race, religion, creed, color, national origin, age, sex, marital
status, or the presence of any sensory, mental or physical disability,
unless such disability effectively prevents the performance of essential
duties required by the position, which are bona fide occupational
qualifications and which cannot be accommodated without undue hardship.
The Borough shall, in all instances, apply the principles of equal
employment opportunity and affirmative action guidelines set forth
in Federal, State and local laws and regulations.
b.
All employment related activities, including recruitment,
testing, selection, promotion, training and termination shall be conducted
in a nondiscriminatory manner.
c.
The Borough of Keyport shall cooperate fully with all
organizations and commissions organized to promote fair practices
and equal employment opportunity.
[Ord. No. 453; 1972 Code
§ 5-3.1; Ord. No. 32-89; Ord. No. 7-97; Ord. No. 17-00; Ord. No. 7-05]
a.
The Borough Council must formally approve the creation
of any new position and authorize the filling of it, prior to the
initiation of action to do so. In addition, there must be provided
in the proper current budget account specific and adequate funds to
compensate the appointee.
b.
The Borough Council must formally approve by resolution,
the filling of any vacancy in any previously authorized or established
full time position, before any action is initiated to fill the same.
In addition, there must be provided in the proper current budget account
specific and adequate funds to compensate the employee.
c.
Whenever a vacancy exists (or a new position is created),
all Borough employees will be advised by bulletin, in order that those
who believe they possess the necessary qualifications may apply for
the position if they so desire. Such applications should be by letter,
addressed to the Borough Clerk and filed before the deadline date
specified.
d.
Vacancies in full-time positions will be advertised
for not less than three days in a newspaper circulating in the Borough
with an application deadline date specified, in order that any interested
resident of Keyport may file an application for the position.
e.
Full time; part time; seasonal.
1.
A full-time employee has a single title or a position
and works on a year round, twelve-month, basis which regularly requires
weekly working hours of:
2.
A part-time employee shall be any employee holding
a single title or position and who works on a year round, twelve-month,
basis for no less than 20 hours per week but less than a full-time
employee.
3.
A temporary, seasonal or casual employee shall be any
employee who works on a less than year round, 12 month, basis, and/or
who works for less than 20 hours per week.
[Ord. No. 453; 1972 Code
§ 5-3.2]
a.
The "Application for Employment" forms, obtained at
the office of the Borough Administrator, shall be completed by all
persons applying for positions with the Borough, in accordance with
the Department of Personnel rules and regulations.
b.
As soon as practical after the final date specified
for filing, all such applications received (including those from Borough
employees) will be considered by the Borough Council, or a committee
chosen from their group.
c.
The Borough Administrator and appropriate Borough Council
Committee will interview personally the applicants who appear to be
best qualified and most desirable for the position, and will tentatively
select the one to be appointed, subject to satisfactory medical examination
and any further investigation of references as deemed necessary.
d.
All tentatively selected applicants will be advised
by the Borough Administrator before taking the medical examination,
that their appointment is being considered on the basis of information
contained in the Application for Employment, and the Medical Examination
form. Consequently, any misstatements therein, or pertinent information
withheld, will be considered as sufficient cause for immediate separation
from the service of the Borough.
e.
The Borough Administrator will then issue to the selected
applicant a "medical examination" form, which he will take to the
physician designated by the Borough, for a complete medical examination,
at the expense of the Borough. The Borough Administrator will make
the appointment for the medical examination, and advise the doctor
to return the completed medical examination form directly to the Borough
Administrator.
f.
If the medical examination is satisfactory, and the
doctor recommends the appointment of the applicant, the "personnel
action authorization" form is completed and with application, letter,
medical examination blank, reference letters, and other supporting
papers, referred to the Borough Council for final review and approval.
g.
If approved by the Borough Council, the Borough Administrator
will notify the successful applicant to report to the Borough Administrator's
office, for completion of the necessary formalities such as fingerprinting
by Police Department; taking Oath of Office and Loyalty Oath; executing
withholding tax certificate; and any other documents required.
h.
Employees may be hired temporarily not to exceed four
months. Permanent employees must serve probationary or working test
period which is 90 days.
i.
The new employee will then be referred to the proper
supervisor, who will advise the Borough Clerk the effective date of
his employment (i.e. when he or she starts work).
j.
The Borough Administrator will check all papers, etc.
for completeness and set up a "personal history file" for the employee.
k.
Casual, temporary, extra employees working on an hourly
basis, when first employed will complete an application for employment,
which will be supported by a "personnel action authorization" form.
Each succeeding period of temporary employment will be authorized
by a "PAA" form, but no new application for employment will be required.
l.
Medical examinations will not normally be required
for casual temporary, extra, hourly-basis employees, unless the Borough
Council specifically so directs.
[Ord. No. 24-81]
Unless otherwise provided by law, all officers and employees
employed by the Borough after the effective date of this section,
shall be bona fide residents therein. A "bona fide resident," for
the purpose of this section, is a person having a permanent domicile
within the local unit and one which has not been adopted with the
intention of again taking up or claiming a previous residence acquired
outside of the local boundaries.
[Ord. No. 24-81]
Unless otherwise provided by law, all applicants for positions
and employments in the classified civil service area shall be bona
fide residents of the Borough after the effective date of this section,
subject to the exceptions of N.J.S.A. 40A:9-1.4.
[Ord. No. 24-81]
It shall be the duty of the hiring authority to ensure that
all employees hired after the effective date of this section shall
remain bona fide residents of the Borough. Failure of any such employee
to maintain residency in the Borough shall be cause for removal or
discharge from service.
[Ord. No. 24-81]
a.
When the appointing authority of the Borough has determined
that there cannot be recruited a sufficient number of qualified residents
for available specific positions or employments, the appointing authority
shall advertise for other qualified applicants. Classification of
qualified applicants in such instances shall be determined in the
following manner:
b.
All appointments shall be made in the order of preference
established hereinabove, except subject to preferences granted pursuant
to any other provisions of the law.
[Ord. No. 24-81]
a.
Whenever the appointing authority shall determine that
there are certain specific positions and employments requiring special
talents or skills which are necessary for the operations of the Borough
and which are not likely to be found among the residents of the Borough,
such positions or employments so determined shall be filled without
reference to residency.
b.
Such provisions shall set forth the formal criteria
pursuant to which such positions and employments shall be so determined.
The criteria shall be established by the appointing authority as the
need shall so exist.
[Ord. No. 24-81]
This section shall not apply to members of the Police Department.
[Ord. No. 453; Ord. No. 471-1; 1972 Code § 5-4.1; Ord. No. 3-81]
Time and attendance regulations shall be as follows:
a.
Accurate and complete time and attendance records will
be maintained by each organizational unit of the Borough. The person
in charge of the unit, office, or activity will certify as to the
accuracy of the time report or record.
b.
All Borough employees (except office personnel) will
be at their assigned posts or point of duty at 8:00 a.m. each working
day, unless on vacation, absent or on leave-of-absence, except when
their assigned tour of duty requires some other starting hour.
c.
Being on time is the utmost importance, consequently
any lateness and the reason for it will be noted on the time report.
Recurring or chronic tardiness will be referred to the Borough Administrator
for appropriate action, and will be the basis for disciplinary action
against the offending employee.
d.
It is the responsibility of each employee to notify
his superior without delay if he shall be absent from, or delayed
in reaching his assigned post. If unable to reach his supervisor,
the Borough Clerk should be notified of the facts. Failure to report
is a serious offense which cannot be tolerated as it is the responsibility
of each supervisor to know, at all times, the whereabouts of every
member of his group.
e.
When a lunch period is authorized during a normal work
period, one hour or 1/2 hour is allowed for this purpose, with a specific
time assigned to each employee by the supervisor, in order that duty
stations will be covered as necessary during the lunch period. Tardiness
in returning from lunch is not permitted, unless specifically authorized
in advance by the supervisor, who in all cases is required to note
all such instances of lateness on the time report, and whether or
not authorized.
f.
The regular closing hour for the Borough offices and
activities (other than those requiring tours of duty ending at some
other hour) is 4:30 p.m. on weekdays, Monday through Friday. Employees
are expected to complete their assigned tour of duty unless excused
by the supervisor, in which case a suitable notation will be made
on the time report.
g.
Any change in the approved Borough office hours must
be authorized in advance by the Mayor and Council.
h.
Unless a department or certain positions within a department,
are regularly assigned a greater number of hours per work week, the
normal hours of work for full-time Borough employees is 40. The regular
work week is considered to start Monday and end Sunday and normally
consists of five working days of eight hours each Monday through Friday.
i.
The holidays are as stated in the union contracts,
and any other day declared a holiday by the Mayor and Council.
Employees on an annual salary who are required to work on any
of the following holidays: New Year's Day, Lincoln's Birthday,
Washington's Birthday, Good Friday, Memorial Day, Independence
Day, Labor Day, Columbus Day, General Election Day, Veteran's
Day, Thanksgiving Day, and Christmas Day shall receive, in addition
to their regular pay for the day, additional compensation at the rate
of 1 1/2 hours pay for each authorized hour worked. In the event
any of the above holidays shall fall on a scheduled day off for any
employee, such employee shall be given or entitled to receive, an
additional day off, or in lieu thereof, shall be entitled to an additional
pay for that day. Such arrangement, however, shall be approved, in
the case of policemen, by the Chief of Police.
j.
The Office of the Tax Assessor shall be opened to the
public on Tuesdays and Thursdays 5:30 p.m. to 8:30 p.m. and Saturdays
9:00 a.m. to 12:00 p.m. In addition, the Tax Assessor will perform
field work and schedule appointments with taxpayers.
[Ord. No. 453; 1972 Code
§ 5-4.2]
a.
Overtime work will be kept to a minimum, and except
in cases of emergency must be authorized in advance by the Administrator.
The reason for the overtime will be noted on the time report, and
certified by the supervisor and Administrator.
b.
A monthly report of all overtime worked, supported
by the reasons for it, will be rendered to the Borough Council who
will carefully review the same, and take any necessary action.
c.
The following described full-time positions do provide
for the payment of overtime: Administrative Clerk, Deputy Borough
Clerk, Borough Clerk, Borough Tax Collector. The Borough Council may
at its discretion make changes in the list of positions which do not
provide for overtime compensation.
d.
Overtime pay shall be at the rate of 1 1/2 times
the equivalent hourly rate, and shall be paid to all full-time Borough
employees for all work performed in excess of 40 hours in any work
week; unless an employee's regular assigned work week is in excess
of 40 hours, in which case overtime pay will be based on hours worked
over the normal assigned work week.
e.
In computing overtime compensation, the nearest 1/2
hour shall be the smallest fraction of an hour to be reported.
[Ord. No. 453; Ord. No. 2/12/73; 1972 Code § 5-4.3; Ord. No. 5-78; Ord. No.
32-89; Ord. No. 27-95; Ord. No. 15-99]
a.
Regulations for absences and vacations are as follows:
1.
Absences from duty are classified as illness, other
or vacation and are so noted on the time report. An authorized leave
of absence will be reported as illness or other, depending on its
nature.
2.
Each employee must notify his supervisor of any absence
from duty. If not possible to do so in advance of the working day,
the report should be made by telephone as early as possible on the
day the employee will be absent. If impossible to contact his supervisor,
the employee should so notify the Borough Clerk or the Borough Administrator.
3.
In the event of a death in the immediate family or
a relative who resides with that employee, any employee not otherwise
covered by any other collective bargaining agreement will be granted
three days Bereavement Leave with pay.
4.
A leave of absence without pay may be requested by
any employee who shall submit in writing all facts bearing on the
request to his supervisor, who will append his recommendations, and
forward the request to the Borough Council. The Borough Council shall
consider each such case on its merits and without establishing a precedent.
5.
The governing body shall grant special leave of absence
with pay, to employees disabled either through injury or illness as
a result of or arising from their respective employment. Such leave
of absence may be for a period not to exceed three months at any one
time. Such leave of absence may be reviewed at the discretion of the
Borough Council.
6.
Any employee who is granted special leave under the foregoing paragraph and who qualifies for weekly temporary disability payments under the Workmen's Compensation Law, shall during the period he is allowed such weekly benefits be entitled to receive his or her full salary. Any amount of salary or wages paid or payable to employees because of the leave granted pursuant to dd (1) shall be reduced by the amount of any Workmen's Compensation award under Chapter 15 Title 34 of the Revised Statutes made for temporary disability because of the same injury or illness requiring such leave.
7.
An employee's right to leave shall be established
upon compliance with the following:
(a)
The employee shall provide to the Borough Council
proof of illness or injury as a result of, or arising from, his or
her respective employment providing the following:
(1)
A report from the employee's immediate supervisor or department
head of the facts and circumstances giving rise to the illness or
injury.
(2)
A certificate of the treating physician stating the nature of the
injury or illness; whether or not the employee is able to perform
his duties; the estimated period of disability and whether the illness
or injury is the result or arises out of the employee's employment.
(b)
At any time during the continuance of the leave
an employee shall, upon request of the Borough Council supply a physician's
certificate stating whether the illness or injury continues to be
disabling and whether such disability prevents the employee from resuming
his employment and the estimated length of disability.
8.
The reason for each absence listed on the time report
as other shall be noted thereon with a statement whether or not it
is approved by the supervisor.
9.
The attendance record of each employee shall be carefully
reviewed in connection with the annual evaluation, as well as whenever
a possible promotion or a reduction in force is being considered.
10.
Subject to any legal requirements or limitation, effective
with the passage of this Chapter, annual vacations with pay are authorized
on the following basis:
Annual vacation for permanent employees shall be as follows:
one to six years of service, 12 working days; seven to 10 years of
service, 15 working days; 11 years to 16 years of service, 20 working
days; 17 years to 20 years of service, 22 working days; 20 or more
years of service, 25 working days; or as otherwise provided for those
employees subject to any collective bargaining agreements with the
Borough of Keyport, as the same may be in effect and/or modified.
11.
If an official holiday (those listed in subsection 10-5.1, paragraph i.) occurs during an employee's authorized vacation, he shall be entitled to an additional vacation day in lieu of the holiday.
12.
Supervisors are responsible for so allocating individual
vacation time to provide that the activities of the Borough will be
carried on with a minimum of delay or inconvenience. Insofar as is
possible, the employee with the longest continuous service shall have
preference in the assignment of vacation periods.
13.
As it is the policy of the Borough that all employees
receive the maximum benefit from their vacation, not over five days
of vacation can be taken on the basis of one or two days at a time,
and the employee must give a minimum of 24 hours' notice to his
supervisor.
14.
In the event that the pressure of business is such
that an employee may not be granted his vacation in any one year,
his vacation credit may be carried over to the next two years.
15.
Unless specifically authorized by the Borough Council
in advance extra compensation will not be allowed in lieu of unused
vacation, as it is desired that each employee take advantage of the
authorized annual vacation period for health, rest, relaxation and
pleasure.
16.
All absences on account of illness or disability shall
be reported immediately by, or for the employee to his immediate supervisor.
If the supervisor cannot be reached promptly, the report should then
be made to the Borough Administrator without further delay.
17.
Not over one hour after starting work, the supervisor
shall report to the Borough Administrator the names of all employees
absent from duty, and the reason therefor.
18.
In all cases of reported illness or disability, the
Borough reserves the right to send the employee to a Borough doctor
for examination.
19.
When the absence on account of illness or disability
does not exceed three work days, normally the employee's statement
of the cause will be accepted without a supporting statement from
his attending physician. The Borough reserves the right to have the
employee examined by the Borough doctor before returning to duty.
20.
Every absence on account of illness or disability
in excess of three days must be certified by a written statement from
the attending physician. The Borough also reserves the right to waive
this requirement or to require the employee to be examined by a Borough
medical examiner and certified as fit for duty, before returning to
work.
21.
During protracted periods of illness or disability,
the Borough may require interim reports on the condition of the patient
at weekly or biweekly periods, from the attending physician or a Borough
medical examiner. When under medical care, employees are expected
to conform to the instructions of the attending physician if they
wish to qualify for salary payments during the period of illness or
disability.
22.
The rules which follow apply to the payment of salaries
during periods of illness or disability, of regular, permanent employees.
Temporary employees are not entitled to compensation for such absences.
23.
Regular, permanent employees shall be entitled to
a minimum of 15 sick leave days with pay per year. During the first
year of employment, they will be given one day per month of service
as earned.
24.
Regular permanent employees with less than one full
year of continuous satisfactory service shall be entitled to one working
day of sick leave with pay for each completed calendar month of service.
25.
Unused sick leave may be accumulated without limitation.
26.
In the absence of records it becomes necessary for
the employee and the employer to agree to the amount of sick leave
standing to the credit of the employee.
27.
Absence of an employee on account of sickness or disability
in his immediate family which necessitates his remaining home to care
for the patient may be charged as sick leave when substantiated and
approved by his supervisor.
28.
Sick leave with pay shall not be allowed under the
following conditions:
(a)
If the employee when under medical care fails
to carry out the orders of the attending physician.
(b)
If in the opinion of the Borough doctor the employee
is ill or disabled because of self-imposed contributory causes or
actions occasioned by bad habits.
(c)
If in the opinion of the Borough doctor the disability
or illness is not of sufficient severity to justify the employee's
absence from duty.
29.
The recommendations of the Borough doctor as well
as those of the attending physician as to the justification of the
absence from duty on account of disability or illness; or of the fitness
of the employee to return to duty shall be considered by the Council.
In the event there is a disagreement the Council shall then make a
decision in the matter.
30.
One-half of a work day shall be the smallest unit
to be considered in computing sick leave used, except that hourly
units shall be considered where leave is taken pursuant to any modified
or light duty policy of the Borough.
31.
An employee who is certified as absent on account
of a disability or accident caused in the usual course of his employment
and directly in line of duty, shall not have such absence charged
against his sick leave. All other provisions regarding absence on
account of sickness or disability apply.
[Ord. No. 453; 1972 Code
§ 5-6; Ord. No. 32-89;
amended 4-15-2014 by Ord. No. 5-14]
In the event there is any conflict between this chapter and
duly adopted rules and regulations of the New Jersey Civil Service
Commission, the latter shall, in all cases, govern.
[Ord. No. 12-89]
a.
Preamble. Section 5 of P.L. 1988, Chapter 110,[1] requires all municipal governments in New Jersey to have
a "Chief Financial Officer", who is defined as a person who is a certified
Municipal Finance Officer, or Municipal Treasurer, or Municipal Controller,
and not a member of the governing body, but is appointed by the municipality
to carry out the responsibilities of this position as set forth in
N.J.S.A. 40A:9-140.1 and P.L. 1947, Chapter 151.
[1]
Editor's Note: See N.J.S.A. 40A:9-140.10.
b.
Position created. The following position is hereby
created and effective January 1, 1989 to wit:
|
Finance
|
Effective
|
|---|---|
|
Chief Financial Officer
|
January 1, 1989
|
[Ord. No. 13-89]
a.
Preamble. State Statute N.J.S.A. 54:5-11 requires all
municipal governments in New Jersey to have an Official Tax Searcher,
and the governing body of each municipality shall provide for the
making of official certifications of searches as to municipal liens.
b.
Position created. The following position is hereby
created and effective January 1, 1989, to wit:
|
Assessment of Taxes
|
Effective
|
|---|---|
|
Official Tax Searcher
|
January 1, 1989
|
[Ord. No. 14-89]
a.
Preamble. State Statute N.J.S.A. 54:5-18.1 requires
all municipal governments in New Jersey to have an Official Searcher
for Municipal Improvements, and the governing body of each municipality
shall provide for the making of official certifications of searches
as to municipal improvements authorized by ordinance of a municipality
in that future assessment will be made thereon pursuant to such ordinance.
b.
Position created. The following position is hereby
created and effective January 1, 1989, to wit:
|
Assessment of Taxes
|
Effective
|
|---|---|
|
Official Searcher for Municipal Improvements
|
January 1, 1989
|
[Ord. No. 15-89]
a.
Preamble. In compliance with N.J.S.A. 40A:9-140.1,
P.L. 1947, Chapter 151, all municipal governments in New Jersey are
required to designate a person to act in absence of a Municipal Finance
Officer. This person may not be a member of the governing body, but
is appointed by the municipality to carry out the duties of Municipal
Finance Officer, and this person must have a thorough knowledge of
municipal finance laws.
b.
Position created.
|
Finance
|
Effective
|
|---|---|
|
Deputy Treasurer
|
January 1, 1989
|
[Added 2-17-2015 by Ord.
No. 2-15]
a.
Within the Building Department of the Borough of Keyport,
there shall be created the position of Technical Assistant to the
Construction Official, who shall be a person qualified by education,
training and experience to perform the duties of the title.
b.
The Technical Assistant to the Construction Official
shall be appointed by, and serve at the pleasure of, the Mayor and
Council.
c.
The Technical Assistant to the Construction Official
shall, under direction the Construction Official and Subcode Officials,
provide technical assistance pertaining to the issuance of construction
permits to ensure compliance with the provisions of the New Jersey
Uniform Construction Code and model codes, and such other duties as
may be required by the Construction Official or Subcode Official,
including, without limitation, the following:
1.
Reviewing applications for construction permits to
ensure all necessary information and documents are included and requesting
additional information as instructed or directed by the appropriate
subcode or construction official.
2.
Issuing construction permits after approval and authorization
have been granted by the appropriate subcode official.
3.
Aiding the general public by providing information
of a technical nature concerning the requirements and standards relating
to the Uniform Construction Code.
4.
Calculating routine fees, collecting fees and penalties
as directed by Subcode and/or Construction Official and issuing receipts.
5.
Determining and requesting prior approvals and plan
review in accordance with the Uniform Construction Code.
6.
Determining the type of certificate required at job
conclusion.
7.
Consulting with solicitors, architects, owners, and
contractors on compliance problems.
8.
Reviewing inspection logs for overdue inspections,
and may take appropriate action for noncompliance according to Uniform
Construction Code regulations.
9.
Gathering information and data to answer inquiries
and to prepare reports.
10.
Maintaining inspection logs for all subcodes.
11.
Monitoring plan review deadlines.
12.
Providing a variety of code services to the general
public in one or more functional areas.
13.
Preparing reports, narratives, and correspondence.
14.
Maintaining records and files.
15.
Providing support and technical assistance to staff;
may provide guidance to clerical staff.
16.
Utilizing (and learning to utilize) various types
of electronic and/or manual recording and information systems used
by the agency, office, or related units.
[Added 10-6-2015 by Ord.
No. 16-15]
a.
Within the Borough of Keyport, there shall be created
the position of Records Support Technician 3, who shall be a person
qualified by education, training and experience to perform the duties
of the title, as established by the New Jersey Civil Service Commission.
b.
A Records Support Technician 3 shall, under direction,
perform varied, complex clerical work involving the processing and
filing of records; take the lead and/or perform more difficult and
complex work requiring the application of independent judgment, and
do other related duties as required, including, without limitation,
the following duties:
1.
Receives, retrieves and sorts documents, papers, forms
and other materials in accordance with established policies, procedures
and guidelines.
2.
Scans or reads incoming materials in order to determine
how and where they should be classified or filed.
3.
Files correspondence, cards, invoices, receipts and
other records in alphabetical or numerical order, or according to
the filing system used.
4.
Reviews and processes documents, forms and other materials
in accordance with established rules, regulations and/or agency guidelines.
5.
Locates and removes materials from file when requested.
6.
Assigns, records and stamps identification numbers
or codes in order to index materials for filing.
7.
Performs general office duties such as faxing documents
and sorting mail.
8.
Operates, maintains and makes minor adjustments to
various office machines.
9.
Converts documents to films for storage on microforms
such as microfilm or microfiche where such equipment is used.
10.
Enters and/or retrieves information on a computer
terminal.
11.
May occasionally perform keyboarding/typing duties,
but not as the primary function of the position.
12.
May take the lead and perform work involving the locating,
examining, retracing, and filing of maps.
13.
Receives, reviews, arranges, and prepares records
for microfilming.
14.
May take the lead in the filing of important and/or
confidential documents in a vault or other storage media used by the
appointing authority; removes documents from vault upon authorized
request.
15.
When assigned to a law enforcement agency, may be
required to take and file fingerprints; types fingerprint cards of
persons committed to jail, or persons applying for firearm permits.
16.
When assigned to a law enforcement agency, performs
specialized clerical work involving the obtaining, receiving, disseminating,
filing, maintaining and releasing of criminal and other law enforcement
records.
17.
Prepares records for and takes the lead in the operation
of computerized reading equipment used to assist in retrieving records.
18.
Makes photocopies of letters, checks, leases, permits,
applications, and other documents.
19.
May provide assignment, instruction, and on-the-job
training to clerical staff.
20.
May interpret and apply organizational rules, regulations,
policies, and procedures.
21.
May participate in the interviewing and training of
new employees.
22.
Classifies, indexes and cross-references records and
files.
23.
May assist registrants in the completion of applications
or forms.
24.
Collects fees.
25.
Answers telephone and e-mail inquiries; escalates
the more difficult inquiries to the appropriate person.
26.
May operate a telephone switchboard.
27.
Records and/or maintains simple logs or reports of
information pertaining to filing, data entry and retrieval, or record
processing activities.
28.
Will be required to learn to utilize various types
of electronic and/or manual recording and information systems used
by the agency, office, or related units.
[Added 10-4-2016 by Ord.
No. 21-16]
The Borough hereby creates the paid positions of National Fire
Incident Reporting System (NFIRS) Coordinator and Department Secretary
in the Keyport Fire Department, which shall each have the following
fixed salary ranges:
|
Minimum Salary
|
Maximum Salary
| |
|---|---|---|
|
National Fire Incident Reporting System (NFIRS) Coordinator
|
$0
|
$1,500
|
|
Department Secretary
|
$0
|
$1,500
|
[Added 6-20-2017 by Ord.
No. 8-17]
a.
The aforementioned recitals are incorporated herein
as though fully set forth at length.[1]
[1]
Editor's Note: The recitals of this Ord. No. 8-17 provided
as follows:
WHEREAS, the Borough of Keyport (the "Borough") is a public
body corporate and politic of the State of New Jersey; and
WHEREAS, the State Legislature adopted Chapter 92 of the Laws
of 2007 (N.J.S.A. 43:15C-1 et seq.) to create the Defined Contribution
Retirement Program to provide retirement benefits to various county
and municipal officials; and
WHEREAS, N.J.S.A. 43:15C-2 requires the governing body of
each county, municipality, and other local entity to adopt, as appropriate,
either a resolution or ordinance to determine the positions that are
substantially similar in nature to the advice and consent of the Senate
for appointments by the Governor of the State, pursuant to guidelines
or policy that shall be established by the Local Finance Board in
the Department of Community Affairs, and for which officials appointed
to such positions shall be eligible for and shall participate in the
Defined Contribution Retirement Program, subject to the provisions
of law; and
WHEREAS, the Borough has considered the guidelines issued
by the Local Finance Board and hereby sets forth the positions in
the Borough eligible for participation in the Defined Contribution
Retirement Program.
b.
Pursuant to N.J.S.A. 43:15C-2, the following Borough
positions are deemed to be eligible for and shall participate in the
Defined Contribution Retirement Program; however, any person who performs
any of the following positions under a professional services contract
is ineligible for participation in the Defined Contribution Retirement
Program:
1.
Borough Administrator.
2.
Borough-employed Borough Counsel.
3.
Borough-employed Borough Engineer.
4.
Borough-employed Borough Planner.
5.
Any appointed Commissioners.
6.
Borough-employed Municipal Court Judge.
7.
Borough-employed Municipal Prosecutor.
8.
Borough-employed Public Defender.
9.
Borough Public Works Director.
10.
Borough Health Department Director.
c.
Individuals serving in the following positions are
exempt from Defined Contribution Retirement Program membership, pursuant
to N.J.S.A. 43:15C-2:
d.
This section shall be implemented, construed and subject
to the aforesaid Chapter 92 of the Laws of 2007 (N.J.S.A. 43:15C-1
et seq.) as amended from time to time, and any regulations or guidance
documents from the Local Finance Board or the Division of Pensions
and Benefits.
e.
Should any part or parts of this section be held to
be invalid by any competent court of law, such invalidity shall only
affect the part or parts held to be invalid, and all other parts shall
remain in effect.
f.
A copy of this ordinance shall be filed with the Director
of the Division of Pensions & Benefits of the New Jersey Department
of the Treasury.
[Added 10-2-2018 by Ord.
No. 21-18]
a.
The Borough of Keyport (the "Borough") shall by ordinance
establish titles for public employment by the Borough and salary ranges
for Borough employees. Said titles shall conform to the New Jersey
Civil Service Act and regulations promulgated by the New Jersey State
Department of Personnel.
b.
The Borough shall by resolution adopt and amend from
time to time personnel policies and procedures. including rules concerning
the hiring and termination of employees, terms and conditions of employment,
and regulations required to comply with applicable federal and state
employment related law. The personnel policies and procedures adopted
pursuant to said resolution(s) shall be applicable to all officials,
appointees, employees, prospective employees, volunteers and independent
contractors of the Borough.
c.
The Borough Administrator shall be responsible to implement
and enforce the personnel practices adopted by ordinance or resolution
authorized pursuant to this section. If there is a conflict between
said personnel practices and any duly adopted and lawful collective
bargaining agreement, personnel services contract or federal or state
law, the terms and conditions of that contract or law shall prevail.
In all other cases, the practices adopted pursuant to this section
shall prevail.
