Editor's Note: Personnel Policies shall apply to
all employees of the Borough unless superseded by Contract or Agreement.
[1969 Code § 3-1.1]
[1969 Code § 3-1.2]
The Borough Council may by ordinance abolish, increase, decrease
or modify the terms and compensation of any office of the Borough,
except where such office has been or is created by general law. Except
where an office is abolished, no increase, decrease or modification
of its terms and compensation shall affect any incumbent holding such
office for the duration of the term for which he was appointed.
[1969 Code § 3-2.1]
All employees, officers and department heads of the Borough
shall be appointed and promoted by the Mayor with the advice and consent
of the Council, except as may be otherwise provided by general law.
[1969 Code § 3-2.2]
Original appointments to fill vacancies or for new positions
shall be limited to qualified persons who have been interviewed or
tested concerning such factors as education, experience, aptitude,
knowledge, character and physical and mental fitness.
[1969 Code § 3-2.3]
Provided they are qualified for the positions for which they
have applied, preference shall be given in appointments to fill vacancies
and new positions, first to employees of the Borough and secondly,
to persons who are residents of the Borough at the time of their appointment.
The Mayor and Council may by ordinance provide that all officers and
employees shall be residents of the Borough.
[Ord. No. 73-3]
Applicants for Borough employment shall apply on forms provided
by the Borough Clerk which have been designed to obtain pertinent
information concerning the applicant's education, training, experience,
character and other factors necessary to determine his fitness and
qualification for service to the Borough. All applications shall be
filed with the Borough Clerk.
[1969 Code § 3-2.5]
The Borough Clerk shall be charged with processing all applications
for appointment to vacancies or new positions, and reporting thereon
to the Mayor and Council. Where it appears that an applicant is otherwise
qualified for Borough employment, the Borough Clerk shall require
that the applicant furnish evidence that he is physically fit for
the position for which he seeks employment.
[1969 Code § 3-2.6]
An applicant for Borough employment may be rejected where he:
a.
Is not qualified for appointment to the position for which he has
applied;
b.
Is physically unfit to perform the duties of the position for which
he has applied;
c.
Is addicted to the habitual or excessive use of drugs or intoxicants;
d.
Has been convicted of any crime or offense, including disorderly
person's offenses involving moral turpitude;
e.
Has received other than an honorable discharge from the Armed Services
of the United States;
f.
Has been dismissed from previous employment for delinquency, insubordination
or misconduct;
g.
Has practiced or attempted to practice any deception or fraud in
his application, or in furnishing other evidence of eligibility for
appointment;
h.
Is not within the age limits that have been established for the position
for which he seeks appointment.
[Ord. No. 76-3 § 3]
A temporary employee shall be defined as a person employed on
a temporary basis awaiting formal confirmation of the Mayor and Council
at a public meeting. In the interim between the appointment of a temporary
employee and his confirmation by the Mayor and Council, the procedure
should be as follows: The Chairman of the Committee shall write a
notice to the Mayor stating the nature of the emergency requiring
the appointment of a temporary employee and giving the name of such
temporary employee. The Mayor may then appoint a temporary employee.
Such employee shall be considered for confirmation at the next public
meeting of the Mayor and Council.
[New]
Seasonal employee shall mean an employee hired for a specific
period of time. This may be for hours, days, weeks or months, such
as for the summer season. Generally the time period is for less than
one year. Benefits are not provided.
[Ord. No. 2000-4 § III]
The Borough of Surf City reserves the right to appoint officers
and employees as may be necessary to provide for the smooth and efficient
operations of the municipality. Such appointments may be made as full
time, part time, on-call, seasonal, temporary and permanent. Such
appointment shall be made for a term to be determined by the governing
body unless such term is prescribed by statute.
[Ord. No. 2000-4 § III]
All persons appointed to fill a position within the Borough
of Surf City shall be required to execute an agreement prescribing
the terms and conditions of their employment and indicating their
acceptance of such terms and conditions.
[1969 Code § 3-3.1; Ord. No. 72-8]
Every person appointed to a new position shall be deemed to
be on probation in the position to which he shall have been appointed
for a period of one year, but such probation shall not affect permanent
status of any other Borough employment that such person may have achieved.
Prior to his completion of the probationary period, such employee
or officer shall be evaluated by the Mayor and Council to determine
whether he shall be granted permanent status or dismissed. The Mayor
and Council may require reports and recommendations from immediate
superiors and department heads for this purpose.
[1969 Code § 3-3.2]
The Borough Clerk shall initiate a personnel file for each new
employee of the Borough, and all records of such employee concerning
qualification, permanent status, work history, accumulated vacation
and sick leave, leave time and the like shall be maintained in this
file. The Borough Clerk shall make such files available for inspection
by the employee on a reasonable basis.
[Ord. No. 99-6 § II]
It shall be the responsibility of the Chief Financial Officer
to maintain the records for each employee denoting all time acquired,
used, and accumulated, i.e. vacation, sick, personal and compensatory.
Department supervisors shall be required to report all time
acquired or used, when it occurs or is used, on a form so designated
by the Chief Financial Officer for each of his or her employees on
a weekly basis through the Payroll Clerk.
Department supervisors shall meet with the Chief Financial Officer
on not less than a quarterly basis to review said records for each
of his or her employees.
Employees shall review a copy of the report and sign same which
shall denote concurrence and finality.
All employees who intend to utilize a personal leave day shall
notify, in writing, their department supervisors in his or her absence,
their designee, not later than five calendar days in advance. Department
supervisors may make exceptions in the case of an unforeseen circumstance.
Use of personal time must be approved by the department supervisors
or in his or her absence, their designee and shall not be granted
if it creates an overtime situation, economic hardship to the municipality
or affects the overall efficient operations of the department.
Employees and Police Officers must use their recognized personal
leave days as full days only. No time shall be used as partial or
fractional days.
Any personal leave days previously accumulated must be utilized
by July 1, 2000. Any such time not utilized by said date shall not
be paid out in cash and will be considered forfeited.
[1969 Code § 3-4.1; Ord. No. 91-5 § 1; Ord. No. 91-16 § 1; Ord. No. 92-3 § 1]
The official office hours of the Borough shall be set by resolution
of the Governing Body.
a.
The office hours of the Assessor of the Borough of Surf City shall
be set by resolution of the Governing Body.
[1969 Code § 3-4.2; Ord. No. 70-9; Ord. No. 82-8 § 1; Ord. No. 87-11 § 1; Ord. No. 2006-04 § III]
a.
This section shall not be applicable to members of the Police Department.
b.
The following official holidays with pay shall be observed by the
Borough:
New Year's Day.
Martin Luther King, Jr. Day.
The third Monday in February, known as Washington's Birthday.
Good Friday.
The last Monday in May, known as Memorial Day.
Independence Day.
Labor Day.
The second Monday in October, known as Columbus Day.
Veterans Day.
General Election Day.
Thanksgiving Day.
Friday after Thanksgiving Day.
Christmas Day.
c.
If a holiday falls on a Sunday, it shall be observed on the following
Monday, and if a holiday falls on a Saturday, it shall be observed
on the preceding Friday.
d.
In the event that an official holiday is observed during an employee's
vacation, he shall be entitled to an additional vacation day, and
should an official holiday occur while an employee is on sick leave,
he shall not have that holiday charged against his sick leave.
[1969 Code § 3-4.3; Ord. No. 82-2 § 11; Ord. No. 87-11 § 2; Ord. No. 99-6 § III; Ord. No. 99-17 § 2; Ord. No. 2006-04 § II]
The number of vacation days shall be determined by the employees
anniversary date. All vacations must be taken within two years from
the date earned and shall be considered noncumulative. Vacations shall
be scheduled between September 10 and seven calendar days prior to
Memorial Day of the following year. Exceptions to this ruling may
be made by the department supervisor. In the case of the department
supervisor, by the Council Chair of that Committee. This schedule
pertains to all full time employees and does not include part time
or seasonal employees. Seniority shall prevail in the selection of
time.
|
VACATION LEAVE SCHEDULE
|
The following Vacation Leave Schedule applies only to those
full time employees currently employed by the Borough of Surf City.
|
Completed Years of Service
|
Beginning Year
| ||
|---|---|---|---|
|
2005
|
2006
|
2007
| |
|
1 year
|
6 working days
|
7 working days
|
8 working days
|
|
2 years and up to and including 5 years
|
11 working days
|
12 working days
|
13 working days
|
|
6 years
|
12 working days
|
13 working days
|
14 working days
|
|
7 years
|
13 working days
|
14 working days
|
15 working days
|
|
8 years
|
14 working days
|
15 working days
|
16 working days
|
|
9 years
|
15 working days
|
16 working days
|
17 working days
|
|
10 years
|
16 working days
|
17 working days
|
18 working days
|
|
11 years
|
17 working days
|
18 working days
|
19 working days
|
|
12 years
|
18 working days
|
19 working days
|
20 working days
|
|
13 years
|
19 working days
|
20 working days
|
21 working days
|
|
14 years
|
20 working days
|
21 working days
|
22 working days
|
|
15 or more years
|
21 working days
|
22 working days
|
23 working days
|
For the vacation time earned in each year, a maximum of five
vacation days may be utilized on an individual basis. The remaining
vacation days must be used consecutively in a minimum of one week
increments insofar as possible.
Employees and Police Officers must use their recognized vacation
time as full days only. No time shall be used as partial or fractional
days insofar as possible.
Use of vacation time must be approved by the department supervisors
or, in his or her absence, their designee and shall not be granted
if it creates an overtime situation, economic hardship to the municipality
or affects the overall efficient operations of the department.
[1969 Code § 3-4.4; Ord. No. 75-4 § 1; Ord. No. 78-4 § 1; Ord. No. 87-11 § 3; Ord. No. 99-6 § III; Ord. No. 2006-04 § IV]
a.
As used in this subsection, sick leave shall mean paid leave that
may be granted to an employee who, through sickness or injury, becomes
incapacitated to a degree that makes it impossible for him to perform
the duties of his position, or who is quarantined by a physician because
he has been exposed to a contagious disease. Part time and full time
temporary employees are not eligible for sick leave.
b.
At any time after an employee has been absent from work for a period
longer than three consecutive days, the supervisor or Chief of Police
as the case may be, may request that before returning to work the
employee secure a doctor's certificate indicating that the employee
is capable of returning to work and also stating the nature of the
illness or injury which caused the absence from work.
c.
The Borough shall pay up to $8,000 for unused sick days at the time
of retirement as long as the individual leaves the employ of the Borough
in good standing.
d.
The Borough Council, after due deliberation, has put into effect
an Employees' Income Protection Insurance Program for sickness
and accidents. The Program is in the form of a policy issued by the
insurance company. The following shall be the conditions of operation
of the Program.
1.
All participating employees shall be entitled to a maximum of 12
days of sick leave per annum, noncumulative, in addition to benefits
of the program.
2.
All full time salaried employees hired after December 13, 1968 shall
participate in the Program.
3.
The cost of the Program shall be borne by the Borough.
4.
Additional sick leave shall be paid after one full calendar year
of employment. The employee may be paid the difference between the
insurance company payment made to the employee and his normal weekly
Borough pay, less all required deductions on his pay. This payment
may be made for a period based on the rate of one week additional
sick pay for each year of employment with the Borough. Only those
employees covered by the insurance company may be entitled to this
additional sick leave. Application of this section shall be subject
to approval.
e.
Sick days used by employees and Police Officers, in connection with
family illness, to care for a member of his/her family residing in
the same household shall be required to execute a certification as
to the necessity for the time used which certificate must also contain
the approval of the department supervisor.
f.
Employees and Police Officers must use their recognized sick time
as full or half days only. No time shall be used as less than a half
a day.
[1969 Code § 3-4.5]
a.
When a Borough employee is injured in the line of duty, the Council,
pursuant to N.J.S.A. 40:11-8, may pass a resolution giving the employee
up to one year's leave of absence with pay. When such action
is taken, the employee shall not be charged any sick leave time for
time lost due to such injury.
b.
Prior to the passage of the resolution referred to in Subsection a, a contract shall be executed between the employee and the Borough setting forth that the employee shall reimburse the Borough for monies he may receive as worker's compensation, temporary benefits from legal settlement or judgment against the person or persons responsible for the injury.
[Ord. No. 82-2; Ord. No. 83-6; Ord. No.
87-11 § 4; Ord. No. 2006-04 § V]
a.
Leave with pay not exceeding eight consecutive days, including the
date of death, or the date of the funeral, or some day in between,
shall be granted to an employee in the event of death in his immediate
family. For the purposes of this subsection, "immediate family" is
defined as parent, spouse or child.
b.
Leave with pay not exceeding four consecutive days, including the
day of death, or the date of the funeral, or some day in between,
shall be granted to an employee in the event of death in his family.
For the purposes of this subsection, "family" shall be defined as
grandparents, brother or sister, or a relative living under the same
roof, or the parent or grandparent of the employee's spouse.
c.
In addition to the above, a temporary leave of absence may be authorized
by the Chief of Police or the supervisor, as the case may be with
the approval of the Borough Council.
d.
Two additional days of bereavement and leave shall be allowed if
the funeral takes place out of the State of New Jersey.
[1969 Code § 3-4.7]
Employees shall not accept outside employment or engage in outside
business activities without the prior approval of their department
head or the Borough Council. No application for permission to accept
outside employment shall be granted unless there is reasonable probability
that such outside employment will not interfere with the employee's
performance or compromise his position with the Borough through a
conflict of interest, or if, in the case of a full time employee of
the Borough, such outside employment shall exceed 20 hours per week.
[Ord. No. 82-2 § 4; Ord. No. 87-11 § 5; New; Ord. No. 2006-04 § VI; Ord. No. 2010-07]
Any full time Borough employee who qualified for longevity pay in accordance with the provisions of Subsection 3-5.8 prior to its repeal by Ordinance 2010-7, shall be paid 80% of the amount of the benefit as determined by the provisions of Subsection 3-5.8 of the Borough Code prior to its repeal. The amount of the benefit shall be added to the gross base pay of the employee when computing the annual base salary of the employee beginning January 1, 2011. Thereafter, there shall be no longevity payment made to any employee covered by the previous provisions of this section.
[Ord. No. 82-2 § 5; Ord. No. 87-11 § 6; Ord. No. 93-8 § 2; Ord.
No. 2000-9 § I; Ord. No.
04-02 § I]
All full time salaried employees shall be entitled to five personal
leave days per annum, noncumulative effective as of January 1, 2004.
Unused personal days, up to a maximum of five per year, shall be paid
to the employee on or before the last payroll of the year for each
year.
All employees who intend to utilize a personal leave day shall
notify, in writing, their department supervisor or in his or her absence,
their designee, not later than five calendar days in advance. Department
supervisors may make exceptions in the case of an unforeseen circumstance.
Use of personal time must be approved by the department supervisors
or in his or her absence, their designee and shall not be granted
if it creates an overtime situation, economic hardship to the Municipality
or affects the overall efficient operations of the department.
Employees and Police Officers must use their recognized personal
leave days as full days only. No time shall be used as partial or
fractional days, insofar as possible.
[Ord. No. 87-11 § 7]
a.
When, by necessity, the employer requires an employee to use the
employee's privately owned vehicle for a municipal function,
the Borough shall reimburse the employee on the basis of the rate
established by the Internal Revenue Service per mile traveled for
the municipal function. The money shall be reimbursed to the employee
upon the submission of a proper voucher in accordance with the department
rules and regulations and shall be paid to the employee in the normal
course of the business by the Borough. The employee shall be responsible
for retaining all necessary insurance for the employee's automobile
and shall make no claim against the employer for any damages arising
out of the employee's use of the employee's automobile.
[Ord. No. 98-17 § I; Ord. No. 99-6 § I]
a.
Overtime compensation is earned at the rate of 1 1/2 times the
employees normal earnings for all hours actually worked in excess
of 40 actual work hours in a given work week.
b.
Actual work hours does not include periods of absence, including
but not limited to, in whole or in part, time off for sick days, personal
days, vacation days, holidays and bereavement days and approved leaves
of absence.
c.
Under special circumstances and notwithstanding Subsections a and b above, the governing body may by resolution allow for the payment of overtime at the rate of 1 1/2 times the normal earnings or provide compensatory time off at the same rate or a combination thereof. Any action taken by the governing body pursuant to this section shall not establish a custom or past practice of the Borough.
d.
Under extraordinary circumstances, the Chairperson of the Committee which the employee(s) is under, may authorize payment as set forth in Subsection c above.
e.
All employees and Police Officers who are entitled to and have earned
compensatory time, in accordance with this section, are required to
use said time within a year from the time it is earned. Compensatory
time shall not be accrued.
f.
Use of compensatory time must be approved by the department supervisor
or in his or her absence, their designee and shall not be granted
if it creates an overtime situation, economic hardship to the municipality
or affects the overall efficient operations of the department.
[Ord. No. 99-6 § II; Ord. No. 99-17 § III]
It shall be the responsibility of all employees and members
of the Police Department to ensure that all public property, including
but not limited to documents, uniforms, shoes, clothing items and
accessories, back braces, weapons, electronics, vehicles, machinery,
tools, books, identification, badges, etc. entrusted into his or her
possession, control, guard, administering, etc., is kept in a safe
and secure manner. Each employee and member of the Police Department
shall be responsible for those items and shall be held personally
accountable for same.
Any mail received by the municipality addressed to a specific
Police Officer shall be logged and placed in the locking mail receptacle
for said officer, located in the police department.
No officer, official, employee or member of the Police Department
shall utilize any public property for personal use, personal gain,
or use in any outside employment or activity.
[Ord. No. 99-6 § II]
No employee shall be permitted to access or gain access to any
office or building of which they are not a designated staff member
without the express authority by such department head. Staff designation
shall be by resolution of the governing body as amended from time
to time.
Exceptions shall be the governing body members and the Borough
Administrator.
[Ord. No. 2015-02; amended 5-8-2019 by Ord. No. 2019-09]
Full-time, permanent employees may be entitled to health insurance
coverage at the discretion of the governing body. The Borough shall
bear the entire cost and continue to provide health coverage to the
dependents of employees who pass away while continuing to serve in
office provided those employees had a minimum of 10 years of employment
with the municipality. The same provision shall apply for any employee
who dies in the line of duty with no minimum number of years of service.
[1969 Code § 3-8.1; Ord. No. 99-17 § IV]
An employee who has acquired permanent status may be disciplined
by any of the following actions, listed in order of severity, for
the causes stated in this section:
a.
Informal, verbal reproof.
b.
Written reproof.
c.
Suspension from duty.
d.
Dismissal.
|
Disciplinary action may be administered by a department head
or the Borough Council. No person shall be suspended or dismissed
without the consent of the Mayor and Council Chair of the department
in which said employee is employed. Such suspension or dismissal may
be confirmed by the Borough Council at the next available regular
meeting. The municipality reserves the right to suspend without pay
pending the final outcome of the matter.
|
[1969 Code § 3-5.2; Ord. No. 99-17 § IV]
The causes for which disciplinary action may be invoked include
the following:
a.
Neglect of duty.
b.
Absence from duty without leave or failure to report after authorized
leave has expired, or after such leave has been disapproved or revoked,
provided, however, that any regular member or officer of the Police
Department who shall be absent from duty without just cause for a
period of five days continuously and without approved leave of absence
shall, at the expiration of such five days, cease to be a member of
the Police Department, as provided by N.J.S.A. 40A:47-3, as amended.
c.
Incompetency, inefficiency or incapacity due to mental or physical
disability.
d.
Insubordination or serious breach of discipline.
e.
Intoxication while on duty.
f.
Commission of a criminal act.
g.
Disobedience of a rule or regulation ordinance, resolution, directive
or operating procedure of the Borough.
h.
Conduct unbecoming a Borough employee.
i.
Chronic or excessive absenteeism.
j.
Disorderly or immoral conduct.
k.
Negligence, carelessness or willful damage to public property or
waste of public supplies.
l.
Use or attempt to use one's authority or position to influence
the actions or activities of another or to gain a personal discount
or benefit from another.
|
Removals may be made for sufficient causes other than those
listed above. In addition to actions occurring on the job, employees
may be subject to forfeiture of office for actions which occur outside
of employment.
|
|
A record of disciplinary action taken against an employee shall
be recorded in the personnel file of said employee by the Municipal
Clerk.
|
|
Any employee suspended without pay shall not be entitled to
accumulate any personal, vacation, sick, compensatory or holidays
for the period in which the suspension occurs and shall be prorated
where applicable.
|
|
Any employee suspended without pay shall not be entitled to
medical benefits or pension contributions normally borne by the employer,
said benefits must be paid by the employee in order to remain in full
force and effect.
|
[1969 Code § 3-5.3; Ord. No. 99-17 § IV]
Any employee disciplined under the provisions of this section
shall, upon request, be granted a hearing. A reasonable opportunity
for such hearing shall be granted before the imposition of disciplinary
action, except that an employee may be summarily suspended if it is
deemed that the circumstances so warrant. In such case, if, after
hearing, it appears that the suspension was not appropriate, the Council
may order reinstatement with pay.
[Ord. No. 98-1 § I]
a.
Hearing held under this chapter may be conducted by a licensed attorney
of the State of New Jersey. Such hearing officer shall be appointed
by the Mayor upon the advise and consent of the governing body which
appointment shall be made by resolution.
b.
At the hearing, the hearing officer shall give full hearing opportunity
to both the complainant and to any evidence in contradiction or mitigation
that the employee, if present or represented and offering such evidence,
may present. At the conclusion of the hearing, the hearing officer
shall make a recommendation to the governing body that shall include:
[1969 Code § 3-6]
It is hereby declared to be the policy of the Borough to recognize
and encourage meritorious actions on the part of its officers and
employees. To this end letters of commendation concerning Borough
employees from their superiors and from members of the public with
whom they deal shall be directed to the attention of the Mayor and
Council and then recorded in the employee's personnel file. In
addition, the Mayor and Council may, of its own motion, commend the
work of particular officers and employees and cause such commendation
to be inserted in their personnel files.
[1969 Code § 3-7]
a.
Every
officer or employee of the Borough who, by virtue of his office or
position, is entrusted with the receipt, custody or expenditure of
public monies or funds and any other officer or employee who may be
required to do so by the Mayor and Council shall, before entering
upon the duties of his office or position, execute and deliver a surety
bond in such amount as may be fixed by the Mayor and Council, binding
him to the Borough in its corporate name and conditioned upon the
true and faithful performance of his duty. Each officer or employee
required by law to give bond shall execute such bond with sufficient
surety and deliver the same to the Municipal Clerk.
b.
If
any officer or employee shall neglect to execute and deliver his bond,
as herein required, within 30 days after due notification of his election
or appointment his office or position may be declared vacant.
c.
In
every case in which any person is required by the laws of the State
or by any ordinance of the Borough to give a bond for the faithful
performance of his duties, such bond shall be secured by a corporate
surety authorized to do business in this State and the premium therefor
shall be paid by the Borough. Each such bond shall be approved by
the Borough Attorney as to the form and sufficiency, and nothing in
this section shall be construed to prevent the use of one or more
blanket bonds when so approved.
[1969 Code § 3-8.1]
No elected or appointed official, officer or employee of the
Borough shall engage in any business transaction or professional activity
or have a financial or other private interest, either direct or indirect,
which is in substantial conflict with the proper discharge of his
official duties unless full disclosure is made as to such interest,
in writing, to the Mayor and Council.
[1969 Code § 3-8.2]
No elected or appointed official, officer or employee of the
Borough shall accept employment, engage in any business transaction
or make any investment which will be detrimental to the Borough in
the exercise of his official duties or which will interfere in any
manner whatsoever with the discharge of his official duties.
[1969 Code § 3-8.3]
No elected or appointed official, officer or employee of the
Borough shall represent any private interests, to the detriment of
the Borough or for the purpose of unwarranted personal gain, before
any Borough agency or department of the Municipal Court or in any
litigation to which the Borough is a party.
[1969 Code § 3-8.4]
In the event that any elected or appointed official or the Borough
Clerk, Borough Treasurer, Borough Attorney, Borough Engineer, Mayor
or Council member has a direct or indirect financial interest in any
proposed legislation he shall publicly disclose on the official records
of the Borough the nature and extent of such interest.
[1969 Code § 3-8.5]
No elected or appointed official, officer or employee of the
Borough shall improperly use his official position in order to obtain
a personal discount or other benefit from any person or persons whatsoever.
[Ord. No. 85-11; Ord. No. 2014-01]
The Borough shall bear the entire cost of the coverage provided
for in N.J.S.A. 40A:10-23 in accordance with its insurance plan, including
all premiums, for all employees (a) who have retired on a disability
pension, or (b) who have retired after 25 years or more of service
credit in a State or locally administered retirement system and a
period of service of 25 years or more with the Borough at the time
of retirement, or (c) who have retired and reached the age of 62 years
or older with at least 15 years of service with the Borough, including
the premiums on their dependents, if any.
These benefits shall be paid for those retirees who have served
the Borough for the full 25 years or in the case of retirement at
age 62 or older, the full 15 years. The benefits provided for in this
section shall continue to be paid to the surviving dependents of the
retiree, if any.
[Ord. No. 96-6; Ord. No. 2006-04 § VII]
At the sole discretion of the Borough, the Borough may buy back
up to a maximum of five vacation days a year. Thus, if the Borough
deems it necessary to ensure proper staffing levels, the Borough can
unilaterally purchase five vacation days from the employee's
yearly allotment on the express condition that the Borough pay said
employee for the applicable number of vacation days.
[Ord. No. 01-16 § 1]
As they become eligible, new employees will be advised by the
Borough Clerk that they are permitted to enroll in the current health
benefit plan. It is the employee's option to accept or waive
coverage beginning with the first day of the month in permanent employee
status. Any change in the employee's dependent status must be
reported immediately to the Borough Clerk or designated responsible
employee.
[Ord. No. 01-16 § 1]
Any employee eligible for the Borough's health benefits
plan who is also eligible for coverage as a dependent of the employee's
spouse under another plan offered by the spouse's employer may
waive coverage under the Borough's plan. The waiver shall be
made on a form provided by and filed with the Borough Clerk.
[Ord. No. 01-16 § 1; Ord. No. 2010-09]
Any employee waiving health benefits pursuant to Subsection 3-12.2 above will annually be paid by the Borough a sum equal to 25% or $5,000, whichever is less, of the amount saved by the Borough because of the employee's waiver of coverage.
[Ord. No. 01-16 § 1]
Any employee who waives health benefits pursuant to Subsection 3-12.2 above shall be permitted to resume coverage under the same terms and conditions as applied to initial coverage if the employee ceases to be covered under his or her spouse's health benefit plan. Any employee who resumes coverage shall repay to the Borough, on a pro rata basis, any amount received which represents an advance payment for a period of time during which coverage is resumed.
[Ord. No. 01-16 § 1]
Any employee who wishes to resume coverage shall file with the
Borough Clerk a declaration on a form provided by the Borough Clerk.
[Ord. No. 2006-04 § VIII]
Any employee who is on leave of absence, or otherwise out of
duty for 180 days or more within any one-year period (365 days), may
have prorated any and all sick days, vacation days, and personal days,
and any payments for same, which said employee would be entitled.
Any employee who is absent from the job, on leave of absence,
or otherwise unable to report to and perform his job duties for a
period of three months or more, for any reason, may be required, at
the Borough's expense, to undergo a medical examination to determine
the probability that such employee will be able to return to work,
and the projected time for said employee's return. If in the
doctor's opinion the employee has a 50% or greater chance of
not being medically able to return to work within the next 12 months,
such employee's name will be submitted to the applicable State
Pension Division for a disability pension, and the employee shall
fully and expeditiously cooperate with any and all requirements and
requests made by the Pension Division, including the submission of
any and all requested medical documents and/or authorization releases.
