Township job opportunities shall be posted to the municipal
website at www.northbrunswicknj.gov. Candidates can submit an employment
application in response to an official job posting, as issued by the
Township. Applications can be submitted online or in person to the
Office of the Business Administrator/Human Resources. General resumes
via email or delivery without an application for employment are not
considered a formal response to a job posting.
All permanent employees, appointments and promotions made by
the Township shall be hired and/or authorized in accordance with the
Civil Service Commission (CSC), as created and defined by state legislation,
which is based on merit and ability in accordance with the requirements
of the Constitution, statutes and applicable regulations of the State
of New Jersey. Under the CSC, applications may be weighted by criteria
including residency, knowledge, skills and veteran status.
A.
As a condition of employment, a prospective candidate, including,
but not limited to, police officer, police dispatcher, special law
enforcement officer, court attendant, fire prevention officer, code
enforcement officer, informational technology staff, recreation staff,
park ranger, custodian, drivers, operators, and persons in positions
requiring individual involvement with children or elderly care, may
be subject to a criminal background check. In order to facilitate
such background checks, such persons may be subject to fingerprinting
by the Police Department and shall execute the appropriate consent
form.
B.
The results of a background check shall not be considered public
information and shall be released only to the Business Administrator,
Director of Public Safety, Deputy Chief of Police or their designee,
or the Municipal Attorney.
C.
If the Business Administrator, Director of Public Safety, Deputy
Chief of Police or their designee makes a determination to reject
a prospective employee as a result of the information obtained from
the background investigation, the prospective employee shall be advised,
and the portions of the report upon which the recommendation is based
shall be shared with the individual.
D.
The costs of the background checks shall be borne by the applicant
for the position.
A.
As a condition of employment, a prospective candidate may be required
to take a medical examination to determine their fitness for duty.
B.
Fit-for-duty examinations are used to determine the candidate's ability
to perform their job duties, as specified by the job title outlined
by the Civil Service Commission.
C.
Drug testing is included in a fit-for-duty examination.
D.
Information on a candidate's medical report issued will be kept on
file in the Business Administrator's office in a secured location
and maintained confidential.
A.
State residency. In accordance with the New Jersey First Act, P.L.
2011, c. 70, effective September 1, 2011,[1] public employees are required to obtain New Jersey residency
within one year of employment, unless granted an exemption from a
state-appointed committee. No distinction is made between types of
appointments, that is, temporary, part-time, full-time, classified
or unclassified.
[1]
Editor's Note: See N.J.S.A. 52:14-7 et seq.
B.
Municipal residency. Whenever the appointing authority for the Township
shall determine that there are certain specific positions of employment
requiring special talents or skills which are necessary for the operation
of the Township, and which are not likely to be found among the residents
of the Township, such positions of employment so determined may be
filled without a requirement as to residency within the Township.
The criteria for such positions of employment shall be determined
as follows:
(1)
Any position the services of which are specialized and qualitative
in nature.
(2)
Any position which requires expertise and extensive training.
(3)
Any position, the services of which will be required to be performed
by an individual who has a proven reputation in the particular field
of endeavor.
(4)
Any position where the talents, skills, services or other important
characteristics of which cannot be reasonably described by written
specifications.
(5)
Any position, the services of which will be performed by a person
authorized by law to practice a recognized profession or a person
whose practice is regulated by law.
(6)
Any position whose performance requires knowledge of an advanced
type in a field of learning acquired by a prolonged formal course
of specialized instruction and study as distinguished from general
academic instruction or apprenticeship and training.
C.
Employment residency. A nonresident employee appointed pursuant to
this article shall not be required to become a resident of the Township
as a condition of continued employment.
The Civil Service Commission outlines under each job title specifications,
including, but not limited to, experience, license(s), education,
certification, degree, other knowledge and abilities required when
performing necessary functions of the position. When being considered
for employment, the candidate must submit necessary documentation
for Township officials to verify the accuracy of the candidate's records.
All candidates that have been selected for a position with the
Township are encouraged to request and review the Employee Handbook,
the Municipal Code, and information about the municipal benefits offered.
Accepting a position with the Township is an employee's acknowledgment
and agreement as to the Township's conditions of employment.
A candidate who has been hired by the Township shall be assigned
under the following categories, in accordance with the Civil Service
Commission. Eligibility and/or membership in a collective bargaining
unit shall be based on employment status and the Civil Service Commission
job title "position." Employees not covered by the provisions of collective
bargaining agreement or employment contract shall fall under the requirements
and benefits outlined within this chapter.
|
Example: (Status) Permanent, (Position Class) Classified, (Job
Title) Account Clerk, (Position) Nonexempt, (Hired under) Merit.
| ||||
|---|---|---|---|---|
|
Status
|
CSC Position Class
|
CSC Job Title
|
Position Description
|
Hired Under
|
|
Temporary
|
Career Competitive
|
Specification Code
|
Exempt
|
Merit
|
|
Provisional
|
Career Noncompetitive
|
Nonexempt
|
Elected
| |
|
Permanent Part Time
|
Classified
|
Appointed
| ||
|
Permanent Full Time
|
Unclassified
|
Member
| ||
|
Term
| ||||
A.
The Mayor, working with the Business Administrator, is empowered
to establish and maintain a system of personnel policy and procedures,
collectively known as the "Employee Handbook." As updates are announced
under federal, state or municipal legislation regulating labor law,
they will be reviewed, and amendments may be made from time to time,
as enacted under executive order of the Mayor and/or Business Administrator
or by Council action. A current copy of the Employee Handbook along
with amended sections shall be maintained in the Office of the Clerk,
Administration, published online under the payroll software for employee
access, and provided electronically to any unpaid member of a board,
commission, agency, authority, advisory committee or other body under
the Township Code who is appointed by the Mayor and or/with Council
consent.
B.
The Code of Ethics shall be incorporated into the personnel policy
and procedures manual ("Employee Handbook"). The Code of Ethics applies
to any Township elected official, appointee or employee, whether paid
or unpaid, including members of any board, commission, agency, authority
or other body whose members are appointed by the Mayor and/or Township
Council, as listed in the Municipal Code. Amendments to the Code of
Ethics policy shall be recommended by the Board of Ethics or a Mayor-appointed
ad hoc committee, designated to review the code, and shall be effective
only when adopted by resolution of the Township Council. If any article,
section, subsection, clause or phrase of the Code of Ethics is for
any reason held to be unconstitutional or invalid, such decision shall
not affect the remaining portions or provisions of the Code of Ethics.
C.
The following personnel matters are addressed within the handbook:
(1)
The classification of all Township positions, based on the duties,
authority and responsibility of each position, with adequate provision
for reclassification of any position whenever warranted by changed
circumstances, including organizational charts with positions for
each municipal department and office;
(2)
A pay plan for all Township positions;
(3)
Employee rights;
(4)
Code of Ethics;
(5)
Financial disclosure;
(6)
Policies and procedures regarding affirmative action;
(7)
Policies and procedures regarding education and training (required
and requests);
(8)
Policies and procedures regarding outside employment;
(9)
Policies and procedures regarding performance evaluations;
(10)
Policies and procedures regarding the treatment and use of municipal
property;
(11)
Policies and procedures regarding standby, on-call and overtime;
(12)
Policies and procedures governing relationships within the organization;
(13)
Policies and procedures regarding membership with a volunteer
organization;
(14)
The hours of work, attendance regulations and provisions for
time off;
(15)
Policies and procedures for a leave of absence (donated leave/FMLA/military/paid/unpaid);
(16)
Policies and procedures for fit-for-duty exams;
(17)
Policies and procedures for drug testing;
(18)
Policies and procedures for incidents, accidents, and injury;
(19)
Policies and procedures regarding employer records and the dissemination
of information (manuals/notifications/updates/job announcements/promotional
announcements/OSHA);
(20)
Policies and procedures regarding political campaigning;
(21)
Policies and procedures regarding an employee's work under a
grant, or a state or federal reimbursement program;
(22)
Policies and procedures regarding an employee's separation from
employment;
(23)
Policies and procedures regarding an employee's response and/or
interaction under the Open Public Records Act ("OPRA");
(24)
Policies and procedures regarding use of personal social media;
(25)
Rules and procedures regarding an employee filing a complaint;
(26)
Employee rights to collective bargaining;
(27)
Policies and procedures regulating a reduction in force, furlough,
and elimination of position;
(28)
The policies and procedures governing persons holding appointments
(seasonal/provisional/permanent/tenured);
(29)
Grievance procedures; and
(30)
Other practices and procedures necessary or desirable to the
administration of a sound personnel system.
All job titles created under this chapter shall be authorized
by municipal ordinance. As the Township is a member of the Civil Service
Commission, a complete list of respective duties and requirements
for each position shall be found on file with the CSC. After an employee
has been hired, it is their responsibility to meet the continued requirements
of the job specification. See https://info.csc.state.nj.us/TitleList/LocalList.aspx.
A.
All Township employees, except those employees covered by the provisions
of collective bargaining agreement or employment contract, shall be
paid in accordance with the current salary ordinance range, in the
same manner as other officers and employees.
B.
All employees and elected public officials who receive compensation from the Township are mandated to have direct deposit of their compensation, in accordance with Chapter 28, P.L. 2013, as defined under N.J.S.A. 52:14-15f et seq.
C.
Generally, salary adjustments for nonunion employees will be considered
and, if issued, provided for on an annual basis in the month of January.
D.
Removal of longevity. All employees as of December 31, 2019, currently
receiving longevity shall receive a one-time increase in their base
pay by the amount they would have received under a prior ordinance.
Beginning January 1, 2020, longevity will be eliminated and there
will be no further payouts of longevity. If an employee is within
12 months (after December 31, 2019) of receiving an increase or initial
longevity stipend, that amount will be considered as the current amount
of longevity to be added to the base pay. Employees covered by the
provisions of a collective bargaining agreement are exempted from
this section.
E.
Removal of on-call pay. Beginning July 1, 2019, on-call pay will
be eliminated and there will be no further payments for on-call. Employees
covered by the provisions of a collective bargaining agreement are
exempted from this section.
F.
Removal of overtime. Beginning July 1, 2019, executive, administrative,
or information technology positions that are deemed "exempt" shall
not be eligible for overtime; however, they will be eligible to accrue
and use compensatory time. Employees covered by the provisions of
a collective bargaining agreement are exempted from this section.
