[Amended 4-11-2019 by Ord. No. 19-03]
A.
The subject of this section is vacation leave.
B.
Statement of policy:
(1)
Employees hired on or after January 1, 1998, and June 1, 2019.
(a)
All non-bargaining-unit full-time employees, excluding civilian
police dispatchers, hired after January 1, 1998, shall accrue vacation
time on the basis of the following schedule:
|
Calendar Year of Employment
|
Vacation Days Earned
|
|---|---|
|
1st year hired prior to 6/30
|
6 days 1st year
|
|
1st year hired after 7/1 and prior to 11/1
|
3 days 1st year
|
|
1st year hired after 11/1
|
1 day 1st year
|
|
2nd through 5th year
|
10 days per year
|
|
6th through 10th year
|
15 days per year
|
|
11th through 15th year
|
18 days per year
|
|
16th through 20th year
|
20 days per year
|
|
21st and over
|
25 days per year
|
(b)
All non-bargaining-unit full-time employees, excluding civilian
police dispatchers, hired on or after June 1, 2019, shall accrue vacation
time on the basis of the following schedule:
[Amended 5-27-2021 by Ord. No. 21-09]
|
Calendar Year of Employment
|
Vacation Days Earned
|
|---|---|
|
1st year hired prior to 6/30
|
6 days 1st year
|
|
1st year hired after 7/1 and prior to 11/1
|
3 days 1st year
|
|
1st year hired after 11/1
|
1 day 1st year
|
|
2nd through 5th year
|
10 days per year
|
|
6th through 10th year
|
13 days per year
|
|
11th through 15th year
|
16 days per year
|
|
16th through 20th year
|
19 days per year
|
|
21st and over
|
22 days per year
|
(3)
Full-time civilian dispatchers.
(a)
Full-time civilian police dispatchers prior to June 1, 2019,
shall accrue vacation time on the basis of the following schedule:
|
Calendar Year of Employment
|
Vacation Hours Earned
|
|---|---|
|
1st year
|
10 hours for each full month of employment, not to exceed 40
hours in 1st year
|
|
2nd through 5th year
|
80 hours per year
|
|
6th through 10th year
|
120 hours per year
|
|
11th through 15th year
|
144 hours per year
|
|
16th through 20th year
|
160 hours per year
|
|
21st through 25th year
|
200 hours per year
|
|
25th and over
|
240 hours per year
|
(b)
Full-time civilian police dispatchers hired on or after June
1, 2019, shall accrue vacation time on the basis of the following
schedule:
|
Calendar Year of Employment
|
Vacation Days Earned
|
|---|---|
|
1st year hired prior to 6/30
|
3 days 1st year
|
|
1st year hired after 7/1 and prior to 11/1
|
0 days 1st year
|
|
1st year hired after 11/1
|
0 days 1st year
|
|
2nd through 5th year
|
5 days per year
|
|
6th through 10th year
|
10 days per year
|
|
11th through 15th year
|
13 days per year
|
|
16th through 20th year
|
15 days per year
|
|
21st and over
|
20 days per year
|
(4)
Regular part-time employees.
(a)
Each regular part-time employee hired prior to June 1, 2019,
and who works at least 20 hours per week during normal business hours,
generally in the office of the Borough Administrator/Clerk or Municipal
Court, shall accrue vacation time on the basis of the following schedule:
|
Calendar Year of Employment
|
Vacation Days Earned
|
|---|---|
|
1st year hired prior to 6/30
|
3 days 1st year
|
|
1st year hired after 7/1 and prior to 11/1
|
1 day 1st year
|
|
1st year hired after 11/1
|
0 days 1st year
|
|
2nd year
|
5 days per year
|
|
3rd through 5th year
|
10 days per year
|
|
6th and over
|
15 days per year
|
(b)
Each regular part-time employee hired on or after June 1, 2019,
who works at least 20 hours per week during normal business hours,
generally in the office of the Borough Administrator/Clerk or Municipal
Court, shall accrue vacation time on the basis of the following schedule:
|
Calendar Year of Employment
|
Vacation Days Earned
|
|---|---|
|
1st year hired prior to 6/30
|
3 days 1st year
|
|
1st year hired after 7/1 and prior to 11/1
|
0 days 1st year
|
|
1st year hired after 11/1
|
0 days 1st year
|
|
2nd through 5th year
|
5 days per year
|
|
6th through 10th year
|
10 days per year
|
|
11th year and thereafter
|
13 days per year
|
(5)
One vacation day is equivalent to one working day in each full-time
or part-time employee's position, except police dispatchers that are
calculated in hours.
(6)
An employee becomes eligible for the increased vacation leave benefit
in the calendar year in which the anniversary of completing the indicated
equivalent years of total full-time or part-time service occurs. In
the calendar year in which the employee becomes eligible for the increased
vacation for the first time, the additional vacation can only be taken
after the anniversary date of employment.
(7)
Employees hired after October 1 of any year (year one) are eligible
to carry over unused vacation days earned in year one to year two.
Prior approval from the Borough Administrator is required.
[Amended 12-9-2021 by Ord. No. 21-20]
(8)
Vacation time must be used in the calendar year earned. Any remaining
time at the close of the year will be automatically forfeited, unless
permitted to be carried over by Borough Administrator.
Carrying over of vacation. Upon written request from an employee
up to five days may be carried over into the following year with the
approval of the Borough Administrator. Written request must be received
by December 15th. All carry-over days must be used in the following
calendar year. Employees are not permitted to carry over days from
multiple years.
[Amended 12-9-2021 by Ord. No. 21-20]
(9)
In the event vacations are not taken by December 31, the Borough
Clerk, Administrator, Chief of Police, and Assistant Administrator
shall be paid for the remaining days at the employee's per diem rate,
up to a maximum of nine days, for the unused vacation days.
(10)
No vacation time may be taken during the first three months immediately
following appointment or employment unless approved at time of hiring.
[Amended 12-9-2021 by Ord. No. 21-20]
(11)
All vacations are subject to the approval of the appropriate department
head and the Borough Administrator and will be scheduled so as not
to unreasonably interfere with the operation of the department to
which the employee is assigned.
[Amended 12-9-2021 by Ord. No. 21-20]
(12)
An employee who has resigned or who has otherwise separated from
employment in good standing shall be entitled to the vacation allowance
prorated on the basis of the number of months worked in the calendar
year in which the separation becomes effective.
(13)
If an employee leaves the employ of the municipality before the end
of the calendar year, having already taken the vacation allowance
for the year, he or she will be charged with the unearned part of
such vacation, which will be deducted from that employee's final paycheck.
(14)
School crossing guards or alternate school crossing guards are not
entitled to paid vacation leave.
(15)
Other part-time, temporary, seasonal or employees employed full time
in another municipality or employees who work less than 20 hours per
week shall not earn vacation nor be entitled to vacation upon separation.
[Amended 4-11-2019 by Ord. No. 19-03]
A.
The subject of this section is sick leave.
B.
Statement of policy. All regular full-time employees shall be entitled
to sick leave with pay as follows:
(1)
Permanent full-time employees.
(a)
In the first calendar year of employment, permanent full-time
employees except civilian police dispatchers hired prior to June 1,
2019, shall be entitled to one day of sick leave for each month calculated
from the first full month of permanent employment, not to exceed 10
days. Thereafter, employees shall be entitled to 15 days' sick leave
each year. Sick time shall be prorated during the last year of employment.
(b)
Employees hired on or after June 1, 2019, shall be afforded
a maximum of 10 days' sick leave each year. Sick time shall be prorated
during the last year of employment.
(2)
Permanent full-time civilian police dispatchers.
(a)
In the first calendar year of employment, permanent full-time
civilian police dispatchers shall be entitled to 10 hours of sick
leave for each month calculated from the first full month of permanent
employment, not to exceed 100 hours. Thereafter, civilian police dispatchers
shall be entitled to 100 hours' sick leave each year. Sick time shall
be prorated during the last year of employment.
(b)
Permanent full-time civilian police dispatchers hired on or
after June 1, 2019, shall be afforded a maximum of seven days' sick
leave each year. Sick time shall be prorated during the last year
of employment.
(3)
Sick leave benefits shall apply to bona fide cases of sickness, accidents,
and doctor or dental appointments.
(4)
An employee who does not expect to report for work on any working
day because of personal illness or other legitimate reason must notify
the appropriate office by telephone and/or text or otherwise within
one hour before the beginning hour of his or her workday.
(5)
An employee who is on sick leave for a period of three days or longer
must supply a certified written statement from the employee's attending
physician.
(6)
No employee while on sick leave shall be otherwise employed or engaged
in any outside work or employment whatsoever.
(7)
Any unused sick leave in any calendar year shall accumulate to the
employee's credit and may be banked from year to year to be used if
and when needed.
(8)
A permanent full-time noncontractual employee, including civilian
police dispatchers, may sell back to the Borough at the end of each
year any unused sick days at 50% of the value of the unused sick days,
in lieu of banking days. Pursuant to N.J.S.A. 40A:9-10.4, no sick
time buy back for employees hired on or after May 21, 2010.
(9)
An employee who has resigned or who has otherwise been separated
from employment shall not be entitled to banked sick time and is entitled
to sick leave allowance prorated on the basis of the number of months
worked in the calendar year in which the separation becomes effective.
If an employee has used more time than allowed up to separation, the
excess sick leave taken shall be adjusted and repaid to the Borough.
Pursuant to N.J.S.A. 40A:9-10.4, no sick time allowance for employees
hired on or after May 21, 2010.
C.
Statement of policy: All regular part-time employees who work at
least 20 hours per week during normal business hours, generally in
the office of the Borough Administrator/Clerk or Municipal Court,
shall be entitled to sick leave with pay as follows:
(1)
In the first calendar year of employment, permanent regular part-time
employees shall be entitled to one day of sick leave for each month,
calculated from the first full month of permanent employment, not
to exceed three days. Thereafter, employees shall be entitled to five
days' sick leave each year.
(2)
Sick leave benefits shall apply to bona fide cases of sickness, accidents,
and doctor or dental appointments.
(3)
An employee who does not expect to report for work on any working
day because of personal illness or other legitimate reason must notify
the appropriate office by telephone or otherwise within one hour before
the beginning hour of his or her workday.
(4)
An employee who is on sick leave for a period of three days or longer
must supply a certified written statement from the employee's attending
physician.
(5)
No employee while on sick leave shall be otherwise employed or engaged
in any outside work or employment whatsoever.
(6)
Any unused sick leave in any calendar year shall accumulate to the
employee's credit and may be banked from year to year to be used if
and when needed.
(7)
A permanent regular part-time noncontractual employee may sell back
to the Borough at the end of each year any unused sick days at 50%
of the value of the unused sick days, in lieu of banking days. Pursuant
to N.J.S.A. 40A:9-10.4, no sick time buy back for employees hired
on or after May 21, 2010.
(8)
An employee who has resigned or who has otherwise been separated
from employment shall not be entitled to any unused sick time or banked
sick time.
(9)
Sick leave may be utilized by employees to care for members of their
immediate family household who may be requiring such attention in
accordance with the Family and Medical Leave Act.
(10)
Other part-time, temporary, seasonal or employees employed full-time
in another municipality or employees who work less than 20 hours per
week shall accrue one hour of sick leave for every 30 hours worked
up to a maximum of 40 hours of earned sick leave. A maximum of 40
hours of unused sick leave shall be carried forward from one benefit
year to the next. However, any such employee shall not be entitled
to payment for unused sick leave upon separation.
D.
School crossing guards are entitled to six sick days annually, calculated
from the time of permanent appointment. Alternate school crossing
guards shall accrue one hour of sick leave for every 30 hours worked
up to a maximum of 40 hours of earned sick leave. School crossing
guards shall be permitted to carry forward a maximum of 40 hours of
earned sick leave from one benefit year to the next. School crossing
guards that have resigned or otherwise been separated from employment
shall not be entitled to payment for any unused sick time.
[Amended 4-11-2019 by Ord. No. 19-03]
The Borough of Garwood provides disability insurance for permanent
full-time employees. In order to be eligible to receive benefits,
employees must fully comply with Borough procedures respecting disability
and employees must have been employed by the Borough of Garwood for
a minimum of six months. Employees must utilize sick days or banked
sick days in order to receive pay while out of work due to sickness
or disability. Additionally:
A.
No employee while on short-term disability leave shall be otherwise
employed or engaged in any outside work or employment whatsoever.
B.
No benefits are provided beyond 26 weeks.
C.
Regular part-time, other part-time employees are not eligible for
short-term disability. Temporary, seasonal or employees employed full-time
in another municipality or employees who work less than 20 hours per
week are not entitled to short-term disability benefits.
D.
Borough Administrator/Clerk, Assistant Administrator, and Chief shall
be entitled to the following concerning disability:
(1)
Short-term disability bank.
(a)
After two years of service, each employee shall receive one
lifetime short-term disability bank (STDB) of six months' disability
pay, which STDB shall be available to the employee after 30 calendar
days of non-work-related sickness or disability ("the waiting period").
The STDB shall not be construed as "sick leave" or as "worker's compensation."
During the thirty-day waiting period, the employee may utilize sick
days if available. The employee shall receive full pay for so long
as the sickness or disability continues and for so long as the employee
has remaining time in the STDB. The Borough may, at the Borough's
option, insure part or all of the Borough's obligation under this
subsection through insurance. If insurance applies, the employee shall
promptly turn over to the Borough any insurance payments received.
In the event of double payments of Medicare premiums or any other
impositions, the employee shall refund same to the Borough. The determination
of the Borough's disability insurer, if there is one, shall be binding
on the employee as to the employee's continued eligibility for disability
payments and for utilization of the STDB. The employee shall cooperate
fully with the disability carrier, if applicable. Failure to cooperate
shall result in cessation of payment through the STDB.
(b)
An employee who utilizes part of the STDB shall retain the remainder
for future use. An employee who utilizes the entire STDB, whether
as one or several instances of sickness or disability extending beyond
the thirty-day waiting period for each occurrence, shall have no further
benefits under this provision and the Borough shall have no further
obligation to the employee for sickness or disability, provided that
the employee may utilize accumulated sick leave or other accumulated
paid time off, if available, for any period of sickness or disability.
(c)
Whenever any absence of eight calendar days or more is anticipated,
the employee shall provide a physician's certificate as to the nature
of the sickness or disability and the anticipated duration thereof.
The Borough may require a new certification every three weeks. The
employee shall also provide such certifications or forms as the Borough
or its insurer may require. The Borough reserves the right at any
time to have a physical examination by a physician of its choice at
the Borough's expense. If an employee has never utilized any portion
whatsoever of the employee's STDB and is entitled to terminal leave
in accordance with this policy, he or she shall also be entitled to
receive one additional month of terminal leave.
A.
The subject
of this section is holidays.
B.
Statement
of policy:
(1)
The
Borough shall celebrate the following holidays off with pay for regular
full-time and regular part-time nonunion employees except civilian
police dispatchers:
[Amended 12-9-2021 by Ord. No. 21-20]
|
New Year's Day
|
Columbus Day
|
|
Martin Luther King Day
|
Veterans Day
|
|
Presidents' Day
|
Thanksgiving
|
|
Good Friday
|
Day after Thanksgiving
|
|
Memorial Day
|
Christmas Eve
|
|
Independence Day
|
Christmas Day
|
|
Labor Day
|
New Year's Eve
|
(2)
Full-time
civilian police dispatchers are required to work on holidays that
fall on their regularly scheduled shift, so therefore shall be entitled
to 10 hours of paid holiday leave for each month calculated from the
first full month of permanent employment in the first year. Thereafter,
they shall be entitled to 120 hours of paid holiday leave annually
to be taken at the discretion of the Chief of Police. Dispatchers
are entitled to be paid for unused holiday leave at their regular
rate of compensation.
(3)
In the
event that a holiday falls upon a Sunday, the following Monday shall
be deemed to be the legal holiday. In the event that the legal holiday
falls on a Saturday, the preceding Friday shall be deemed to be the
legal holiday. Both are subject to approval from the Mayor and Council.
(4)
When
a holiday falls within a period of paid leave, the holiday shall not
be counted as a leave day in computing the amount of leave debited.
(5)
Because
the Borough's offices are open on Election Day and the staff
of the Borough Hall is required to work, one additional personal day
will be granted. This does not apply to the Superintendent of Public
Works, or civilian police dispatchers, or members of collective bargaining
units.
[Amended 12-9-2021 by Ord. No. 21-20]
(6)
Dispatchers
that resign or that have otherwise been separated from employment
shall be entitled to only the 10 hours of paid holiday leave for each
month worked, and if they have used paid holiday before it was earned,
they will owe the Borough the day or days which shall be deducted
from employees' final paycheck.
(7)
An employee,
including dispatchers, that has resigned or that has otherwise been
separated from employment shall not be entitled to any unused holiday
time.
(8)
An employee
who resigns or is terminated from employment and has used the floater
holiday will owe the Borough one day which shall be deducted from
employees' final paycheck.
(9)
School
crossing guards are not entitled to paid holidays.
[Amended 12-9-2021 by Ord. No. 21-20]
A.
The subject
of this section is personal leave.
B.
Statement
of policy:
(1)
Regular
full-time and regular part-time non-contractual employees are entitled
to two personal days each year, with pay, which may be used for personal
business in accordance with the following:
(a)
For
an employee with less than one year of service starting on or after
January 1 but on or before June 30, two personal days may be taken.
[Amended 12-9-2021 by Ord. No. 21-20]
(b)
For
an employee with less than one year of service starting on or after
July 1 but on or before November 1, one personal leave day may be
taken on or before December 31 in the year of hire.
(c)
Employees
hired after November 1 are not entitled to personal days in the first
year of hire.
(d)
School
crossing guards are entitled to one personal day annually, calculated
from the time of appointment.
(e)
Administrative
employees are entitled to one additional personal day per year.
(2)
Regular
full-time civilian police dispatchers are entitled to 20 hours of
personal leave each year, with pay, which may be used for personal
business in accordance with the following:
(a)
For
an employee with less than one year of service starting on or after
January 1 but on or before June 30, 10 hours personal leave may be
taken on or before June 30, and an additional 10 hours personal leave
may be taken between July 1 and December 31, inclusive, in the year
of hire.
(b)
For
an employee with less than one year of service starting on or after
July 1 but on or before November 1, 10 hours personal leave day may
be taken on or before December 31 in the year of hire.
(c)
Employees
hired after November 1 are not entitled to personal days in the first
year of hire.
(3)
All
requests for personal time are subject to the approval of the appropriate
department head or Borough Administrator and will be scheduled so
as not to unreasonably interfere with the operation of the department
to which the employee is assigned.
[Amended 12-9-2021 by Ord. No. 21-20]
(4)
Personal
leave may be used for emergencies, observation of religious or other
days of celebration, personal business and other personal affairs.
(5)
Personal
days must be taken during the calendar year of entitlement or the
day(s) will lapse.
(6)
Unused
personal days are not paid to employees that are terminated or resign,
even in good standing.
(7)
Part-time,
temporary, seasonal or employees employed full-time in another municipality
or employees who work less than 20 hours per week are not entitled
to personal leave nor be entitled to personal leave benefits upon
separation.
[Amended 4-11-2019 by Ord. No. 19-03]
A.
The subject of this section is bereavement leave.
B.
Statement of policy:
(1)
Represented employees receive bereavement leave in accordance with
the provisions of their applicable collective bargaining agreement.
(2)
A regular full-time or regular part-time employee who has a member
of his/her immediate family taken by death will be granted four working
days of leave with pay within the period of 30 days from the date
of death.
[Amended 5-27-2021 by Ord. No. 21-09]
(3)
"Immediate family" shall be defined as spouse, mother, father, mother-in-law,
father-in-law, children, stepchildren, sister, brother, daughter-in-law,
son-in-law, grandparents and grandchildren.
(4)
Day leave is permitted on the day of the burial for uncle, aunt,
nephew, niece, brother-in-law, sister-in-law, stepparents, or grandparents
of their spouse.
(5)
Part-time, temporary, seasonal or employees employed full-time in
another municipality or employees who work less than 20 hours per
week are not entitled to bereavement leave.
[Amended 4-11-2019 by Ord. No. 19-03]
A.
The subject of this section is jury or court leave.
B.
Statement of policy:
(1)
The Borough of Garwood encourages the participation of its employees
in civic affairs. Accordingly, if any employee is legally selected
for jury duty, every effort shall be made to enable such employee
to serve as a juror. Upon serving jury duty, employees are required
to provide the Borough Administrator/Clerk a receipt of attendance
from jury duty.
(2)
Employees are to return to work after jury duty, although no more
than the regularly scheduled number of hours for both jury duty and
work shall be required. If excused as a juror on any given day, the
employee is expected to contact his/her supervisor and to report to
work as instructed.
(3)
Employees are required to provide to their department head, upon
receipt, any document advising them of obligations for jury duty service.
(4)
Regular full-time and regular part-time employees shall be paid by
the Borough for time away from work while serving jury duty.
(5)
Employees who appear in court as the plaintiff, defendant or witness
in any action not related to their official duties shall not be paid
for time away from work unless that time is accrued vacation or personal
leave.
(6)
Part-time, temporary, seasonal or employees employed full-time in
another municipality or employees who work less than 20 hours per
week are not entitled to paid leave for jury or court duty.
[Amended 4-11-2019 by Ord. No. 19-03]
Employees shall be afforded military leave in accordance with
the law.
[Amended 4-11-2019 by Ord. No. 19-03]
A.
The subject of this section is leave of absence without pay.
B.
Statement of policy: Leave of absence without pay may be granted
by the Administrator for a period not exceeding six months to any
employee:
(1)
Who is temporarily or physically incapacitated or unable to perform
his or her duties.
(2)
To attend an approved school or to engage in an approved course of
study designed to increase his or her usefulness on the return to
service, provided that such school or course receives prior approval
of the Administrator.
(3)
In time of emergency or preparation for national defense, whose special
qualifications are required in industry or other businesses devoted
to the production of supplies for defense purposes, but only when
the need for such services is certified by competent federal authority
and approved by the Administrator.
C.
Personal leaves are not granted for the purpose of seeking or accepting
employment with another employer or for extended vacation time. Leave
is granted with the understanding that the employee intends to return
to work for the Borough. If the employee fails to return within five
business days after the expiration of the leave, the employee shall
be considered to have resigned. Any employee requesting leave of absence
without pay shall submit such request, in writing, to the Administrator
stating the reasons he or she desires such leave of absence, the date
leave is to begin and the probable date of return to duty. Leave of
absence without pay shall become effective only after approval by
the Administrator. Any employee leaving his position without receiving
written authorization from the Administrator will be deemed to have
abandoned his position and to have resigned from the employment of
the Borough of Garwood.
[1]
Editor’s Note: Former § 30-12, Longevity benefits,
was repealed 1-24-2012 by Ord. No. 12-02. This ordinance provided
that longevity benefits would no longer be paid to any present or
future non-bargaining unit employee, but the total compensation being
paid to present non-bargaining unit employees who had qualified for
and were receiving longevity benefits would not be reduced. The longevity
benefits earned to the date of this ordinance would continue to be
paid but would not be increased, enlarged or otherwise enhanced.
[Amended 4-11-2019 by Ord. No. 19-03]
A.
The subject of this section is compensatory time and overtime.
B.
Statement of policy:
(1)
Garwood Borough compensates full-time employees for overtime where
required by federal law, by state law or by collective bargaining
agreements. Where permitted by law, compensatory time shall be given
in lieu of pay. Department heads shall make every effort to carefully
plan required overtime with due regard to its impact on employees,
the operational needs of the Borough and the service needs of clients,
customers and residents. Unless otherwise required by the Fair Labor
Standards Act[1] and the regulations promulgated thereunder or by other
controlling law, overtime and compensatory time shall be subject to
the following conditions:
(a)
An employee will not work beyond the normal workday or workweek
without official authorization.
(b)
An employee must work beyond 40 hours in a standard work week
before being eligible to earn compensatory time and/or overtime.
(c)
An employee must work at least 15 minutes beyond the standard
workday or workweek before credit can be received for compensatory
time.
(d)
An employee can only accumulate 40 hours of compensatory time.
Once an employee has accumulated 40 hours of compensatory time, the
employee can only be afforded overtime until the employee begins to
exhaust their compensatory time.
(e)
An employee should begin taking compensatory time earned within
six months of earning same.
(f)
Any compensatory time earned and not taken on or before December
31 may be carried over to following calendar year.
(g)
All compensatory time taken must have prior official authorization.
(h)
Earning compensatory time by working through a lunch period
is discouraged.
(i)
Overtime pay or compensatory time off shall not be paid or given
unless required by law.
[1]
Editor's Note: See 29 U.S.C. § 201 et seq.
(2)
The following exempt employees shall receive additional days off
in lieu of compensatory time:
[Amended 12-9-2021 by Ord. No. 21-20]
(a)
The Chief of Police, Borough Administrator, Borough Clerk, Chief
Financial Officer and Superintendent of Public Works shall receive
an additional six vacation days annually and shall be earned as follows:
one day for January and February; one day for March and April; one
day for May and June; one day for July and August; one day for September
and October; one day for November and December.
(b)
The Municipal Court Administrator shall receive an additional
three vacation days annually and shall be earned as follows: one day
for January to April; one day for May to August; one day for September
to December.
C.
Department heads are accountable and responsible for authorizing,
controlling, managing and verifying the accumulation, earning, and
use of compensatory time and submitting monthly reports to the Borough
Administrator on the prescribed form.
[Amended 12-9-2021 by Ord. No. 21-20]
[Amended 4-11-2019 by Ord. No. 19-03]
Statement of policy:
A.
Eligible employees shall be afforded health benefits in accordance
with the New Jersey State Health Benefits Program. Employees shall
be required to contribute to his/her health benefits in accordance
with the Tier IV rates set forth in Chapter 78. P.L. 2011. Employees
working less than 30 hours per week and all elected and appointed
Borough officials, including but not limited to those elected or appointed
prior to May 21, 2010, shall not be eligible for benefits as provided
in this section, specifically including, but not limited to, hospital,
medical, dental and major medical insurance benefits, and any other
benefits not afforded to employees other than full-time employees
as set forth in this chapter as made and provided from time to time.
B.
The Borough shall provide a dental plan through the State Health
Benefits Dental Plan. The Borough will pay 100% of the cost for a
dental DPO for employee and dependents. If the employee wishes to
participate in the DEP dental plan, the employee will pay 50% of the
premium cost through payroll deduction.
C.
An employee who has resigned or who has otherwise been separated
from his/her employment will no longer be covered under the Borough
health and dental policy in accordance with the New Jersey State Health
Benefits Plan. Employees will be advised, in writing, of their COBRA
benefits in accordance with law.
[Amended 4-11-2019 by Ord. No. 19-03]
A.
The subject of this section is other insurance.
B.
Statement of policy:
(1)
Life insurance is provided through P.E.R.S. and P.F.R.S. according
to regulations from the State of New Jersey, Division of Pensions
and Benefits.
(2)
The Borough offers group term life insurance for active full-time
employees who work at least 30 hours per week according to Class 1,
Class 2, and Class 3.
(3)
The Borough shall provide liability insurance, worker's compensation
insurance for all employees and bond insurance for various employees.
[Amended 4-11-2019 by Ord. No. 19-03]
A.
The subject of this section is retirement.
B.
Statement of policy:
(2)
Upon retirement, the employee shall be entitled to one calendar month
of terminal leave, at the retiring annual rate, provided said employee
is eligible for regular retirement under the Public Employees Retirement
System or the Police and Firemen's Retirement System (exclusive of
disability retirement). No terminal leave for employees hired on or
after June 1, 2019.
(3)
Upon regular retirement, the Borough shall compensate the employee
in the amount equal to the employee's regular rate at the time of
retirement for 50% of all accumulated and unused sick time, provided
said employee is eligible for regular retirement under the Public
Employees Retirement System or the Police and Firemen's Retirement
System (exclusive of disability retirement). Employees hired on or
after June 1, 2019, and retire under the Public Employees Retirement
System or the Police and Firemen's Retirements System shall be compensated
in the amount equal to the employee's regular rate at the time of
retirement for 50% of all accumulated and unused sick time, with a
maximum payout not to exceed $7,500.
(4)
Any employee eligible to retire in a calendar year shall notify the
Administrator, in writing, of his or her intention to retire at least
60 days prior to the planned retirement date.
[Amended 12-9-2021 by Ord. No. 21-20]
(5)
The Borough shall pay the employee at the employee's regular rate
at the time of retirement 100% of all vacation and personal leave
that is accrued, and all vacation and personal leave is prorated during
the last year of employment, provided said employee is eligible for
regular retirement under the Public Employees Retirement System or
the Police and Firemen's Retirement System (exclusive of disability
retirement).
(6)
Other part-time, temporary, seasonal or employees employed full time
in another municipality or employees who work less than 20 hours per
week are not entitled to retirement benefits.
C.
Extended health and dental benefits for retirees. The Borough of
Garwood will provide State Health Benefits, including major medical
and dental coverage, including survivor coverage, nonunion regular
full-time employees and members of those unions who have successfully
negotiated this benefit for employees who take a P.E.R.S. or P.F.R.S.
retirement after 25 or more years of membership in the New Jersey
Pension System in accordance with the provisions of Resolution No.
3108 and Resolution No. 07-210, adopted by the Mayor and Council of
the Borough of Garwood on December 9, 1975, and May 22, 2007, respectively.
Retirees who retiree from the Borough and who did not have 20 years
of pensionable service credit on or before June 28, 2011, shall be
required to contribute to his/her retiree health benefits in accordance
with the Tier IV rates set forth in Chapter 78, P.L. 2011. Regular
part-time, part-time, temporary, seasonal or employees employed full
time in another municipality or employees who work less than 20 hours
per week are not entitled to extended health benefits upon retirement.
Employees hired on or after May 1, 2018, shall not be afforded retiree
health benefits.
