[HISTORY: Adopted by the Township Committee of the Township of Raritan as indicated in article histories. Amendments noted where applicable.]
[Adopted 10-11-2000 by Ord. No. 00-27 as Ch. 2.96 of the 2000 Code]
The Township Committee shall from time to time promulgate rules and regulations governing personnel policies by the adoption of a resolution establishing the personnel policies and modifying, changing and adding to those policies from time to time.
An applicant for Township employment may be rejected if he or she:
A. 
Is not qualified for appointment to the position for which he or she has applied.
B. 
Is physically unfit to perform the duties of the position for which he or she has applied.
C. 
Is addicted to the habitual or excessive use of drugs or intoxicants.
D. 
Has been convicted of any crime or offense involving moral turpitude, including disorderly persons offenses.
[Amended at time of adoption of Code (see Ch. 1, General Provisions, Art. II)]
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 or her application, or in furnishing other evidence of eligibility for appointment.
H. 
Is not within age limits that have been established for the position for which he or she seeks appointment.
Until such time as a Township Administrator is appointed, the Township Clerk shall initiate a personnel file for each new employee of the Township, 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 for such employee in such file. The Township Clerk shall make such file available for inspection by the employee on a reasonable basis.
The causes for which disciplinary action may be invoked are the following:
A. 
Neglect of duty.
B. 
Absence without leave or failure to report after authorized leave has expired, or after such leave has been disapproved or revoked, provided that any regular member or officer of the Police Department who shall be absent from duty without just cause for a term of five days continuously and without 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:14-122, as amended.
C. 
Incompetency or inefficiency.
D. 
Incapacity, certified by a physician, due to mental or physical disability.
E. 
Insubordination or serious breach of discipline.
F. 
Intoxication while on duty.
G. 
Conviction of a criminal act.
H. 
Disobedience of a rule or regulation of the Township.
I. 
Conduct unbecoming a public employee.
It is declared to be the policy of the Township to recognize and encourage meritorious actions on the part of its officers and employees. To this end, letters of commendation concerning Township employees from their superiors and from members of the public with whom they deal shall be directed to the attention of the Township Committee and then recorded in the employee's personnel file. In addition, the Township Committee may, of its own motion, commend the work of particular officers and employees and cause such commendation to be inserted in their personnel files.
The members of the Volunteer Fire Department and any other persons appointed to any agencies or commissions of the Township who are subpoenaed and required to give testimony in court or in answer to depositions and such other discovery procedures as are allowed by the court involving Township matters shall be entitled to be reimbursed for any loss of wages resulting from the time devoted in response to the subpoena. A voucher shall be submitted by such persons seeking reimbursement of loss of wages and an affidavit shall be attached to the voucher from the employer stating that the person seeking reimbursement was not paid his or her regular usual wages from his or her employer during the time required to respond to the subpoena. The amount of actual lost wages shall be set forth in the affidavit.
[Adopted 4-5-2011 by Ord. No. 11-7[1] (Ch. 2.102 of the 2000 Code)]
[1]
Editor's Note: This ordinance amends Ord. No. 02-13 which was not codified.
[Amended 3-6-2018 by Ord. No. 18-8]
It is the intent of this article, adopted by Ordinance No. 11-7 and as amended by Ordinance No. 18-8, to establish the policy for sick, vacation, personal and compensatory leave for employees not covered by collective negotiation agreements.
[Amended 3-6-2018 by Ord. No. 18-8]
As of the effective date of this article (Ordinance No. 11-7), employees of the Township of Raritan who are not covered by collective negotiation agreements shall be paid for sick, vacation, personal and compensatory leave on the following basis:
A. 
Sick leave.
(1) 
At retirement, employees shall be paid 35% of the daily rate of pay in effect and for the number of days accumulated on the effective date of Ordinance No. 11-7 for each accumulated day up to a maximum of 200 days.
(2) 
At other separation of employment, except in the case of firing, employees shall be paid 25% of the daily rate of pay in effect and for the number of days accumulated on the effective date of Ordinance No. 11-7 for each accumulated day up to a maximum of 200 days.
B. 
Vacation leave. At separation of employment, employees shall receive payment for accumulated vacation leave. The calculation for the current year will be prorated based upon the number of months worked in the year and the allotment for that year.
C. 
Personal leave. At separation of employment, employees shall receive payment for accumulated personal leave. The calculation for the current year will be prorated based upon the number of months worked in the year and the allotment for that year.
D. 
Compensatory leave. At separation of employment, employees may receive payment for accumulated compensatory leave and/or use accumulated compensatory leave until the date of separation. Only the following titles shall accrue compensatory time and at the limits established by separate agreements or by other policies established by the Township Committee: Chief of Police, Superintendent of Public Works, Assistant Superintendent of Public Works, Township Engineer and Public Works Foreman. The use of accumulated compensatory leave at separation shall be at the discretion of the Township Committee in accordance with the personnel needs of the Township.
E. 
Statutory limit on compensation. Payment for accumulated sick and vacation leave shall not exceed the statutory amounts set forth in N.J.S.A. 40A:9-10.2 and 40A:9-10.3.
[Amended 3-6-2018 by Ord. No. 18-8]
After the effective date of this Ordinance No. 18-8, the sick, vacation, personal and compensatory leave policy for employees of the Township of Raritan who are not covered by collective negotiation agreements is as follows:
A. 
Sick leave. Unused sick leave shall accrue year to year.
B. 
Vacation leave. Vacation leave shall be used in the year in which it is accrued and may not be carried to the succeeding year. However, a Township employee who does not take all of the annual vacation leave that accrues after the effective date of this ordinance because of Township business demands may be allowed to carry up to 1/2 of the accrued annual allotment of vacation leave only during the next succeeding year and upon the employee's written request to and written approval of that request by the Township Administrator. In the event that a medical condition restricts the use of vacation leave and would prohibit the employee from using at least 1/2 of the vacation leave allotment, the employee, upon request to and approval of the Administrator, may carry over more than 1/2 of the annual allotment into the succeeding year. Any vacation leave carried into the succeeding year because of medical conditions must be used no later than June 30, or lost.
C. 
Personal leave. Personal leave shall be used in the year in which it is accrued and may not be carried to the succeeding year.
D. 
Compensatory leave. Only the following employees shall accrue compensatory time and at the limits established by separate agreements or by other policies established by the Township Committee: Chief of Police, Superintendent of Public Works, Assistant Superintendent of Public Works, Township Engineer and Public Works Foreman. The use of accumulated compensatory leave at separation shall be at the discretion of the Township Committee in accordance with the personnel needs of the Township.
E. 
Statutory limit on compensation. Payment for accumulated sick and vacation leave shall not exceed the statutory amounts set forth in N.J.S.A. 40A:9-10.2 and 40A:9-10.3.
[Amended 3-6-2018 by Ord. No. 18-8]
A. 
This Ordinance No. 11-7, as amended and supplemented by Ordinance No. 18-8, fixes accumulated sick, vacation, personal and compensatory leave for Township employees as of the effective date of this ordinance. For those employees subject to this ordinance, the ability to accumulate sick leave shall only commence upon the effective date of Ordinance No. 18-8 and is not retroactive.
B. 
This ordinance will not serve to alter, modify or reduce the sick, vacation, personal or compensatory leave an employee accrued prior to the effective date of Ordinance 11-7.
C. 
After the effective date of Ordinance 11-7, as amended and supplemented by Ordinance 18-8, sick, vacation, personal and compensatory leave will not accrue unless otherwise stated in this ordinance.
If any section, subsection, paragraph or clause of this article shall be judged invalid by any court of competent jurisdiction or by any subsequent law or rule, such judgment, law or rule shall not affect or invalidate the remainder of this article, and to this end the provisions of this article are hereby declared to be severable.
This article shall take effect upon its final passage and publication according to law.