[1966 Code § 54-1; Ord. No. 6-72]
The starting rate shall normally be the minimum for the classification. Applicants with outstanding qualifications or experience may be hired above the minimum with the approval of the Council committee responsible for that particular department.
[1966 Code § 54-2; Ord. No. 6-72]
An employee shall be eligible for the salary increments provided hereby and as on file in the Municipal Clerk's office on the anniversary date of the employee's previous raise, promotion or individual merit increase.
[1966 Code § 54-3; Ord. No. 6-72]
The salary provided hereby, before becoming effective, shall be approved by the Mayor and Council.
[1966 Code § 54-4; Ord. No. 6-72]
In the event of a promotion, an employee will be placed in a step which will grant an increase above his previous salary.
[Ord. No. 23-2011; Ord. No. 23-2017]
a. 
Ordinance No. 23-2011.
1. 
Salary raises for the following positions shall be 2% for the year 2012: (1) Borough Treasurer; (2) Animal Control Director; (3) Chief Financial Officer; (4) DPW Superintendent; (5) Water and Sewer Superintendent; and (6) Business Administrator.
2. 
From January 1, 2013 forward salary raises for the aforementioned positions shall match those salaries that are set forth in the current Collective Bargaining Agreement negotiated and changed from time to time in the future between the "white collar" Collective Bargaining Unit and the Borough of Bloomingdale.
3. 
From January 1, 2012 forward the (1) Borough Treasurer; (2) Animal Control Director; (3) Chief Financial Officer; (4) DPW Superintendent; (5) Water and Sewer Superintendent; and (6) Business Administrator shall be entitled to receive the same longevity benefits as exists in the Collective Bargaining Agreement between the "white collar" Collective Bargaining Unit and the Borough of Bloomingdale and as subsequently negotiated between the "white collar" unit and the Borough in the future.
4. 
If this subsection is ever repealed, individuals currently appointed as the (1) Borough Treasurer; (2) Animal Control Director; (3) Chief Financial Officer; (4) DPW Superintendent; (5) Water and Sewer Superintendent; and (6) Business Administrator shall be placed in the same position as they would have been in had this subsection never taken effect.
b. 
Ordinance No. 23-2017.
1. 
Longevity.
(a) 
The only employees who shall receive longevity payments, are those employees afforded the same through ordinance, a fully ratified collective bargaining agreement, or any other employment agreement or those other employees who are receiving a longevity payment on the date that this ordinance is adopted, subject to the restrictions set forth below.
(b) 
For all Department Heads hired before January 1, 2014 shall follow the White Collar Collective Bargaining Agreement that is effective at the time of this Ordinance adoption and will follow all subsequent contracts. No individuals other than those set forth in this Subsection 9-1.5b1, entitled Longevity, shall be entitled to any longevity payment.
[Ord. No. 1-2012; amended 2-18-2020 by Ord. No. 9-2020]
a. 
Health insurance benefits, sick time, and the number of vacation days for the positions of 1) Business Administrator; 2) Full-time Mayor; 3) Municipal Clerk; 4) Borough Treasurer; 5) Animal Control Director; 6) Chief Financial Officer; 7) DPW Superintendent; 8) DPW Assistant Superintendent; 9) Construction Official; 10) Court Administrator; 11) Assistant to the Chief Financial Officer; and 12) Tax Collector shall match the Borough of Bloomingdale Employee Handbook & Policies and Procedures Manual.
b. 
If a contract shall exist for a tenured full-time employee listed above, that contract will supersede the Employee Handbook & Policies and Procedures Manual.
c. 
All employees that hold the above-listed positions as of the effective date of this subsection shall have the above-listed benefits match the Bloomingdale Employee Handbook & Policies and Procedures Manual as they are stated in the manual on the effective date of this subsection, adopted February 18, 2020.
[Ord. No. 11-2000 § I]
Borough employees shall be subject to disciplinary action, according to the nature or aggravation of the offense, for violating their oath and trust by committing an offense, punishable under the laws or statutes of the United States, the State of New Jersey, or municipal ordinances, or failure, either willfully or through negligence or incompetence to perform the duties of their assignment; or violation of any general order, rule or policy of the Borough; or failure to obey any lawful instruction, order, or command of a superior. Disciplinary action in all cases shall be decided on the merits of each case.
[Ord. No. 11-2000 § I]
Existence of facts establishing a violation of any provision outlined in Subsection 9-2.1 above shall be all that is necessary to support any allegation of such as a basis for a disciplinary action. Nothing herein prohibits disciplining or charging employees merely because the alleged act or omission does not appear above, or in the laws and ordinances within the cognizance of this section.
[Ord. No. 11-2000 § I]
The following penalties may be assessed against any employee of the Borough as disciplinary action:
a. 
Warning.
b. 
Oral reprimand.
c. 
Written reprimand.
d. 
Suspension.
e. 
Demotion.
f. 
Termination.
[Ord. No. 11-2000 § I]
In any case in which formal disciplinary charges are preferred against any employee of the Borough, the service of the charges and scheduling of the hearing shall be in accordance with the procedure provided hereinafter. The charge or charges shall be submitted, investigated, heard and disposed of in the following manner.
a. 
All charges preferred against the employee shall be in writing and signed by the person(s) making same and shall be delivered to the Borough Administrator, or in the case of Police personnel, the Police Chief, in accordance with the New Jersey Internal Affairs Policy for Police Departments.
b. 
The Borough Administrator or Police Chief, upon receiving these charges, shall forthwith investigate same and if he shall find the charges to be true may impose upon the offender punishment consisting of a warning, oral or written reprimand, or suspension without pay for a period not to exceed five days. The Administrator or Police Chief shall inform the Mayor and Council and the employee in writing of the imposition of any penalty within two working days.
c. 
If the Borough Administrator or Police Chief determines that any charges are true but the severity of the offense warrants a greater punishment than that which the Administrator or Police Chief is empowered to impose, the Administrator or Police Chief shall transmit these charges to the Mayor and Council for action. Upon receipt of the charges, the Mayor and Council shall promptly cause same to be served upon the accused, who shall be afforded not less than five days' written notice and shall be permitted to appear before the Mayor and Council for a hearing upon those charges. At the time and place fixed by the Mayor and Council for the hearing, the Mayor and Council shall receive either written or oral evidence. Witnesses appearing in support of the charges shall be subject to cross examination by the accused. The employee may present evidence on his behalf and be represented by counsel of his own choosing at his own expense and, in general, the accused will be permitted to have every opportunity to make his defense. The employee shall be allowed to make a summation and a response to the charges after the evidentiary hearing is concluded and before the Mayor and Council make their determination. The Mayor and Council shall deliberate in closed session as to whether the charges have been substantiated and they shall make a determination at their discretion as to the punishment for the actions of the employee which may include termination of employment, demotion, suspension without pay for a period not to exceed six months or the imposition of such other penalty as the Mayor and Council may deem appropriate.
d. 
This section is not intended to afford the employee any right of appeal in addition to that which may be set forth in his collective bargaining agreement.
[1966 Code § 54-11; Ord. No. 7-93]
The Mayor and Council have determined that it is proper and appropriate and in the best interest of the Borough to offer the benefits set forth herein to employees of the Borough who have honorably and faithfully served the citizens of Bloomingdale.
[1966 Code § 54-12; Ord. No. 7-93; Ord. No. 12-2006 § 1]
All employees who hereafter retire from employment with the Borough with 25 or more years of continuous full-time service to the Borough and who otherwise comply with the provisions hereof shall be eligible to have the hospitalization and major medical portions of the health benefits coverage for themselves and their spouse and dependent children continued, with the premium or periodic charges paid by the Borough of Bloomingdale from funds appropriated for such purpose.
[1966 Code § 54-13; Ord. No. 7-93; Ord. No. 12-2006 § 2; Ord. No. 25-2011]
a. 
The provisions hereof shall not be construed to apply to employees who have retired prior to the effective date hereof or who terminated their employment for any reason other than retirement after honorable and faithful service for the period indicated.
b. 
Any employee who retires from the Borough will receive medical benefits at the level he or she was receiving at the time of retirement and shall not be entitled to any increase in medical benefit coverage as a result of any change in the employee's family status.
c. 
Any employee who marries, or remarries, after retirement is not permitted to add a new spouse or dependent children to the Borough of Bloomingdale health benefits coverage.
d. 
Any employee, spouse or dependent child otherwise eligible shall not be eligible for continued health benefits coverage, if covered under the provisions of any other program or health insurance with similar coverage excluding Part (B) of the Federal Medicare Program.
e. 
Dependent children shall not include children over the age of 21 years or those who have married or otherwise become emancipated.
f. 
No employee hired after January 01, 2012 shall be entitled to longevity or spousal health insurance benefits upon retirement unless said benefits are lawful and provided for in an applicable collective bargaining agreement.
Nothing in this Subsection f shall be deemed to prevent an employee's spouse from receiving retirement health insurance benefits if said spouse pays 100% of the cost of the same and is not otherwise prevented from doing so.
[1966 Code § 54-14; Ord. No. 7-93; Ord. No. 12-2006 § 3]
Any otherwise eligible employee who desires to receive the health insurance coverage provided herein shall provide written notice of intent to retire at least two weeks prior to the date such retirement shall begin or notice to the State of New Jersey to file for said benefits. Once said notice is submitted for approval to the Mayor and Council and it is acted upon and accepted, the retirement notice shall be final and irrevocable.
[1966 Code § 54-15; Ord. No. 7-93; Ord. No. 12-2006 § 4]
In the event of the death of a retiree eligible for and receiving the coverage described herein, such coverage shall continue to be provided to the surviving spouse and dependent children of such retiree, and the premium or periodic charges paid by the Borough of Bloomingdale from funds appropriated for such purpose, provided that they otherwise remain eligible and, in the case of the surviving spouse, that they do not remarry.
[1966 Code § 54-16; Ord. No. 7-93; Ord. No. 12-2006 § 5]
Individuals receiving continued coverage as provided herein shall submit certification of continued eligibility and other pertinent information and documentation in writing, to the Mayor and Council, prior to January 1 of each year and within 30 days of receipt of a written request for additional information or documentation from the Borough. Timely submission of an annual certification and timely reply to requests for additional material, if any, shall be a condition of receipt of continued benefits.
[1966 Code § 54-5; Ord. No. 6-72]
Members of the Police Department will receive $15 per annum for each college credit hour completed toward a degree in police science. Such compensation shall be governed by the following provisions:
a. 
Courses must be taken on the employee's time.
b. 
Courses must be taken at an accredited college or university.
c. 
Courses must be credited by the college toward a police degree.
d. 
No credit shall be given for course work receiving a grade below "C."
e. 
Academic dismissal or termination of studies for more than one calendar year shall result in a complete loss of all credits accumulated towards a police science degree. This provision may be suspended by the Public Health and Safety Committee where an individual is precluded from study for more than one year for causes beyond his or her control.
[1966 Code § 54-6; Ord. No. 6-72]
Probationary patrolmen will remain in Step 1 for the first six months and move to Step 2 for the next six months thereby fulfilling their one year obligation as probationary patrolmen. After one year they will move to Step 1 of patrolman.
[1966 Code § 54-8; Ord. No. 6-84]
In the case of disciplinary charges against a member of the Police Department, other than the Chief of Police, the hearing shall be conducted by the Chief of Police. In all other cases, the hearing shall be conducted by the Borough Administrator. At the conclusion of the hearing, the Chief of Police or the Borough Administrator, as the case may be, shall, within 14 days thereafter, submit a written report to the governing body in which the Chief of Police or the Borough Administrator, as the case may be, shall include a summary of the testimony, his or her findings of fact, his or her conclusions as to guilt or innocence and his or her recommendation for an appropriate penalty, if he or she recommends that the accused be found guilty. The report of the Chief of Police or the Borough Administrator, as the case may be, shall, be submitted to the governing body, and the governing body shall, within one month of the date of the receipt of the report, schedule the matter for a determination upon the recommendation of the Chief of Police or the Borough Administrator, as the case may be. The governing body may either accept or reject the findings and recommendation of the Chief of Police or the Borough Administrator, as the case may be, in whole or in part.
[1966 Code § 54-9; Ord. No. 6-84]
The written report and findings of the Chief of Police or the Borough Administrator, as the case may be, shall be filed with the governing body, and a copy shall be furnished to the accused or his or her counsel. The accused, or his or her counsel, shall have a right, within 14 days after the receipt of the report, to submit written exceptions to the governing body at the hearing scheduled by the governing body for a decision on the recommendation of the Chief of Police or the Borough Administrator, as the case may be. The accused, as well as counsel for the accused, shall have the right to present oral argument to the governing body. At the conclusion of the deliberations of the governing body, it shall frame a resolution indicating its final action on the recommendation of the Chief of Police or the Borough Administrator.
[Ord. No. 19-2006 § 1]
All police officers employed by the Borough shall be permitted to retire after 25 years of service in the Police & Fire Pension System, provided that at least 15 years of service shall have been performed while employed as a police officer by the Borough of Bloomingdale.