A. 
The following official holidays shall be observed by the Township unless an alternate day or holiday is authorized under a separate agreement. All full-time employees, except those employees covered by the provisions of collective bargaining agreements or employment contracts, shall receive holiday leave in accordance with the following schedule:
(1) 
New Year's Day.
(2) 
Martin Luther King Jr. Day.
(3) 
Presidents' Day.
(4) 
Good Friday.
(5) 
Memorial Day.
(6) 
Independence Day.
(7) 
Labor Day.
(8) 
Columbus Day.
(9) 
General Election Day.
(10) 
Veterans Day.
(11) 
Thanksgiving Day.
(12) 
Friday after Thanksgiving Day.
(13) 
Christmas Day.
B. 
Typically, if a holiday falls on Saturday, it shall be observed on the preceding Friday. If a holiday falls on a Sunday, it shall be observed on the following Monday.
C. 
In the event that one of the holidays hereinabove enumerated occurs during an employee's vacation or while an employee is on sick leave, no charge therefor will be made against the accrued balance of the employee's account.
A. 
Effective January 1, 2020, all provisional or permanent full-time employees in a paid status, except those covered by the provisions of a collective bargaining agreement or employment contract, shall receive vacation leave in accordance with the following schedule:
(1) 
Up to the first calendar year of employment or portion thereof, the employee shall receive one day of vacation leave for each complete month of service up to and including December 31 within that first calendar year. Thereafter, on January 1 of each year, an employee shall be granted the following vacation days based on each completed calendar year.
Years of Service
Vacation Leave Days
1 to 5
13
5 to 10
16
10
21
11+
21, plus 1 additional day for each 2 years of service, after year 10, capped at 25 days
(2) 
The following provisions shall also apply to vacation leave time:
(a) 
Prior service with the Township or other New Jersey government entity shall count towards years of service for vacation entitlement and shall be calculated based on time served.
(b) 
Time shall be granted and taken in hours based on an employee's regular workday.
(c) 
Time used must be approved in advance by the employee's direct supervisor in accordance with process outlined within the Employee Handbook.
(d) 
When an employee is on an unpaid status, accrual of vacation time ceases. In the year of an approved unpaid leave of absence, time shall be prorated.
(e) 
Unused vacation days carry only to the end of the next succeeding year. The Business Administrator is granted authority to permit an exception that permits accumulated time to be carried past the next succeeding year. However, there shall be no payment made upon separation for accrued time past what is authorized under Subsection A(1) hereinabove.
(f) 
An employee may surrender and receive payment, at their current rate of pay, of up to 1/2 of his/her annual allotted vacation leave. The surrender/payment option must be requested prior to December 31 of the current year, by written notice to the Business Administrator.
(g) 
In the year that an employee discontinues his/her employment with the Township for any reason, the vacation time allotted on January 1 of that year shall be prorated to the portion of the year the employee was employed. If an employee has exceeded the prorated vacation leave allotted to him/her, then the employee's final pay shall be adjusted to recoup the value of any vacation leave used in excess of the prorated vacation leave available.
(h) 
When an employee discontinues employment for any reason, the balance of vacation leave time shall be paid at the rate of pay the time was earned. For example: If an employee retires December 31 and, based on years of service, is entitled to 16 days a year. Under a scenario where 20 days of time are to be paid out, four days shall be at the prior year's rate of pay and 16 days shall be at the current rate of pay.
B. 
Effective January 1, 2020, employees that have been appointed permanently to a part-time position shall accrue one hour of earned vacation time for every 30 hours worked, up to a maximum of 40 hours in a twelve-month period. Seasonal employees are exempt from this section.
(1) 
Time used must be approved in advance by the employee's direct supervisor in accordance with process outlined within the Employee Handbook.
(2) 
At any given time, accrued and unused vacation days shall be capped at 80 hours.
(3) 
When an employee discontinues his/her employment for any reason, the balance of vacation leave time shall be paid at the rate of pay the time was earned.
All active employees, except those covered by the provisions of a collective bargaining agreement or employment contract, shall receive sick leave in accordance with the following time outlined hereinbelow:
A. 
Up to the first calendar year of employment or portion thereof, all full-time employees shall be granted one day of sick leave for each completed calendar month of service through December 31 of that year. In each succeeding year of employment, an employee shall be allotted 15 days of sick leave per year on January 1 of each year.
(1) 
In a year that an employee discontinues his or her employment with the Township, the 15 sick leave days newly allotted in that year on January 1 shall be prorated to the portion of the year the employee is employed. If an employee has exceeded his or her accumulated sick leave in his or her final year of employment, then the employee's final pay shall be adjusted to recoup the value of any sick leave used in excess of the accumulated sick leave available.
(2) 
Time shall be taken in hours based on an employee's regular workday.
(3) 
Notification of time used must be provided in advance of the workday to the employee's direct supervisor or designee, in accordance with process outlined within the Employee Handbook.
(4) 
Unused sick time shall accumulate from year to year.
(5) 
Upon separation, due to retirement with the New Jersey Division of Pensions and Benefits, an employee may sell back accumulated sick leave time at 33% of the hourly rate of pay, at the rate of pay the time was earned, up to a maximum payment amount of $15,000.
For example: If an employee retires December 31, and based on time accumulated, is entitled to 45 days, 15 days of time shall be paid out at the preceding prior year's rate of pay, 15 days shall be at the prior year's rate of pay, and 15 days shall be at the current rate of pay.
(6) 
Annual sell back of sick leave. At the end of any given year, if an employee has over 30 days of accrued sick time, they may sell back up to a maximum of five days that year, at their current rate of pay as of December 31.
(7) 
Donated sick leave. If at the end of any given year an employee has contributed time under the donated sick leave policy, and has between 15 and 30 days of accrued sick time, they may sell back up to a maximum of five days that year at their current rate of pay as of December 31.
B. 
Effective October 29, 2018, employees that have been appointed permanently to a part-time position shall accrue one hour of earned sick leave for every 30 hours worked, up to a maximum of 40 hours in a twelve-month period.
(1) 
Notification of time used must be provided in advance of the workday to the employee's direct supervisor or designee, in accordance with process outlined within the Employee Handbook.
(2) 
Carryover. Unused sick time shall accumulate from year to year but shall be capped at 40 hours.
(3) 
Upon separation, due to retirement with the New Jersey Division of Pensions and Benefits, an employee may sell back accumulated sick leave time at 33% of the hourly rate of pay, at the rate of pay the time was earned, up to a maximum payment for 40 hours.
(4) 
Annual sell back of sick leave. Permanent part-time positions are not eligible to sell back accrued sick time.
C. 
Employees that have been appointed to a seasonal position, or have a position that does not extend past a one-year appointment, shall accrue one hour of earned sick leave for every 30 hours worked, up to 40 hours in a twelve-month period.
(1) 
There shall be a 120-calendar-day waiting period before an employee can use accrued sick leave time.
(2) 
Notification of time used must be provided in advance of the workday to the employee's direct supervisor or designee, in accordance with process outlined within the Employee Handbook.
(3) 
When a seasonal employee discontinues employment with the Township, there shall be no payment made for accumulated sick leave time.
(4) 
If a previous employee is reinstated by the Township within six months of his/her separation from employment with the Township, the Township shall reinstate previously accrued earned time, and the employee shall receive prior credit towards the new 120-day waiting period, by the total number of calendar days worked by the employee prior to the separation.
(5) 
If a previous employee is reinstated by the Township after a break in employment of more than six months, previous time shall not be reinstated and the employee will have a zero balance of accrued sick leave on the first day of reemployment and will not be eligible to use earned sick leave for 120 days after recommencing employment.
All permanent full-time employees, except those covered by the provisions of a collective bargaining agreement or employment contract, shall receive the equivalent of three personal leave days annually, based on the employee's routine work schedule. Employees may use their personal leave without obtaining prior written approval from their supervisor, but employees are expected to give advance notice to their supervisor, whenever possible. Personal leave days must be used in the calendar year given or will be forfeited at year end.
Bereavement leave refers to the time an employee takes away from work as a result of the death of a family member or loved one. In addition to personal leave that can be used for grieving the loss of a loved one, all permanent, full-time employees, except those covered by the provisions of a collective bargaining contract, shall receive bereavement leave in accordance with the following schedule:
A. 
Employees shall be entitled up to five work days off, without loss of pay, in the event of the death of a following immediate family member: parent, spouse, sibling, child, grandchildren, stepchildren, foster child or resource family child, that may or may not reside in the same residence; or person, partner, or significant individual who resides permanently in the same residence.
B. 
Employees shall be entitled up to three work days off, without loss of pay, in the event of the death of a following immediate family member: grandparent, parent-, sibling-, son- or daughter-in-law, or miscarriage of a child.
C. 
Employees shall be granted up to one day off, without loss of pay, to attend a funeral and/or any post-death bereavement ceremony for a nonimmediate family relative defined as uncle, aunt, nephew, niece, or cousin.
D. 
Employees shall be granted up to one day off per calendar year, without loss of pay, to attend a funeral and/or any post-death bereavement ceremony of a close, nonfamily individual. This includes a co-worker, significant other that was residing with an immediate family member, religious godparent, or friend. Loss of a pet is not covered under bereavement leave.
All permanent full-time employees, except those covered by the provisions of a collective bargaining agreement or employment contract, shall be paid at their regular rate of pay upon presentation of proper evidence of jury service. The employee shall not be required to remit compensation received from serving jury duty to the Township. Provisional, seasonal or part-time employees are not entitled to compensation for jury duty.
A. 
Under the Federal Fair Labor Standards Act (FLSA),[1] certain employees in managerial, supervisory, administrative, elective or professional positions are exempt from overtime. The Finance Department shall maintain a list of exempt positions under the FLSA. Employees in exempt positions, not eligible to receive overtime compensation, shall be required to work the normal workweek, plus any additional hours needed to fulfill their job responsibilities.
[1]
Editor's Note: See 29 U.S.C. § 201 et seq.
B. 
Any exempt employees working more than 40 hours per week may be eligible to accrue compensated leave time on an hour-for-hour basis in lieu of cash payments ("comp time"). Accrual and use of comp time must be approved by the employee's supervisor (including the Director's own time), and must be used in accordance with the policies outlined within the Employee Handbook. Any accrued balances of time not used in compliance with FLSA will be automatically forfeited.
Absence due to injury or occupational disease received in the line of duty shall not be chargeable to sick or other accrued leave accounts of the employee; provided, however, that such absence is covered under an active claim with the Township's insurance fund, and the employee is cooperating with the prescribed treatment plan.
An employee who is a member of the National Guard or naval militia of this state or of the military or naval forces of the United States, required to undergo field training therein, shall be entitled to a leave of absence "without pay" for the period of such field training. Accrued personal, vacation or compensation time may be utilized for the leave. Any continued insurance coverage with a state-administered plan shall be in accordance with the New Jersey Division of Pensions and Benefits.
Employees are eligible to request in writing a leave of absence from work for a stated period of time. Whether paid or unpaid, the employee must conform to the type of leave requested under the state, federal or local legislation and approved policy (e.g., NJFLA, NJSAFE, FMLA, and donated time).