[Ord. No. 257-12]
Paid Time Off may be used because of illness or for medical reasons.
[Ord. No. 249-11; Ord. No. 257-12]
The employee shall submit a doctor's certificate to the Business Administrator when an employee is absent for more than three days by reason of illness or disability of the employee or a member of the employee's immediate family. The Business Administrator has the right to waive this requirement or to require the employee to be examined by a Township medical physician.
[Ord. No. 249-11]
a. 
If the Township Committee or designee determines a pattern of absenteeism or a persistent occurrence of one day or two-day absences or excessive absenteeism (which is defined as nine days or more absent in any twelve-month period) appear on the employee's record, the Township Committee or designee shall have the right to demand a physician's certification of illness notwithstanding the three-day limitation. Furthermore, the Township reserves the right to discipline the employee for a violation of this section at any time.
b. 
An employee who is absent for a period of five consecutive calendar days and does not notify the Township Committee or designee shall be determined to have abandoned his position and shall be considered terminated.
[Ord. No. 257-12]
a. 
Whenever a permanent full-time employee is incapacitated for duty because of an injury sustained or incurred in the performance of his duty, he shall be entitled to injury leave at the rate of pay at the time of his injury for a period of not more than three months commencing with the date of injury if the prognosis of the Township Physician is that the employee will return to regular duty at the completion of the leave. The actual length of leave shall be determined by the Township Committee or designee at the Committee or designee's sole discretion with input from the Township Physician, where applicable. Any temporary disability insurance or worker's compensation payments shall be credited toward the full pay of the employee so that no employee shall receive more than the pay they would normally receive if they were working. Incapacity shall be defined as being physically unable to perform any job function within the unit. The Administrator or designee reserves the right to require an employee to work in a job function even if he is injured in duty and cannot perform his normal primary job functions.
b. 
The Township shall pay hospital, medical and surgical expenses incurred by any employee who is injured in the performance of his duty while he is subject to paragraph a above, subject to any required employee contributions.
c. 
Employees who are injured while working, whether slight or severe, must make a report within the scheduled hours of the working day of the injury to the Supervisor or designee. Failure to make such report shall discredit the insurance claims of the employee(s) for such injury; if, however, the insurance carrier later verifies the injury, the benefits will only become effective as of the insurance company's verification date.
d. 
In the sole discretion of the Township Committee or designee, the employee must submit to an examination by a physician appointed by the Township. The expense of this examination shall be borne by the Township. If the employee refuses to submit to an examination or refuses to follow the instructions of the attending physician, the time lost shall be considered sick leave (paid time off).
e. 
Failure to wear or use required safety equipment shall be cause for disciplinary action and may be the reason not to grant injury leave (paid time off).
f. 
All required safety equipment for employees of the Department of Public Works will, where applicable, be posted on the bulletin board at the Public Works Department garage.
g. 
An employee requesting injury leave shall not engage in any other employment activity, either with the Township or with another employer, except as set forth herein. Any employee who is found to be engaged in employment with any other employer shall be subject to suspension of injury leave benefits and discipline, up to and including termination.
h. 
Prior to reporting for regular duty, overtime and/or call-in work, all employees will be required to provide notification to their Supervisor or designee of any condition of personal health or any other condition detrimental to safety. (Examples: taking of prescriptions or over-the-counter medications, off-duty injuries or emotional stress).
i. 
Any employee who is found to have altered, circumvented, removed and/or otherwise rendered inoperative any safety switch, shield, brake and/or device or any Township equipment without the Public Works Supervisor's approval shall be subject to discipline, up to and including termination.
j. 
When an employee who has sustained a work-related injury or disability is on paid time off for less than the seven-day period necessary to qualify for Workers' Compensation benefits, the Township will pay the employee at the normal rate for those days the employee was absent from work as paid time off (where applicable). Under no circumstances shall the Township assume any obligation beyond the seven-day qualifying period.
a. 
Any employee who is subpoenaed for jury duty shall receive his/her standard daily pay and shall be required to return to the Township any compensation received by the employee as a juror. When an employee receives notice of jury duty, he/she shall immediately supply a copy of the Notice of Jury Duty to his/her Department Head or Supervisor, who in turn shall notify the Business Administrator and the Finance Officer. Any employee on jury duty shall be responsible to return to work when not actively serving on a jury or when released prior to noontime.
b. 
Any employee called for jury (petit or grand) duty shall be required to return to work when not on active service on a jury or when released prior to noon of his scheduled shift.
c. 
Upon completion of jury (petit or grand) duty, the employee shall obtain a Certificate of Jury Service from the Monmouth County Sheriff's Office of United States Marshall's Office showing the time spent on jury duty. The employee shall forward this form to the Township Clerk/Administrator for inclusion in the employee's personal file.
[Res. 85-04; Ord. No. 257-12]
a. 
In the event of a death in the employee's immediate family, as defined below, or where there is a death of a relative residing with the employee, three days leave of absence with pay is permitted.
b. 
Definition. As used in this section:
BEREAVEMENT LEAVE
Shall mean a leave of absence from work to attend one or more of the following regarding the deceased:
1. 
Travel to and from the locale of the funeral services;
2. 
Attendance at the funeral services;
3. 
Making arrangements for the funeral services;
4. 
Completion of post-funeral documents and/or details; and/or
5. 
Period of mourning.
IMMEDIATE FAMILY
Shall mean a spouse, child, parent, brother, sister, stepchild, or spouse's parent, brother, sister or grandparent.
c. 
The employee may request additional bereavement leave from the Township, which shall be taken from Paid Time Off. The granting or denial of the request for additional leave shall be made by the Township Committee or designee.
d. 
Notification of the need for bereavement shall be made immediately to the employer's Supervisor or designee.
[Res. 85-04; Ord. No. 257-12]
Any full-time employee who is a member of the National Guard, Naval Militia, Air National Guard, or a reserve component of any United States armed force who is required to engage in field training will be granted a military leave of absence with pay for the training period as authorized by law. The paid leave will not be counted against any available Paid Time Off.
When an employee, after one year's service with the Township is called to active duty or inducted into the United States military, the employee shall automatically be granted an indefinite leave of absence for the duration of military service. To be reinstated by the Township without loss of privileges or seniority, the employee must report for duty with the Township within 60 days following release from active duty under honorable circumstances.
During the period of active military duty, the employee shall be paid the difference between military salary and the employee's regular salary for a period not to exceed 180 days. Employees on active service will also continue to receive paid health insurance coverage during the 180-day period plus an additional 30 days. After this period has expired, employees may continue coverage for themselves or their dependents under the Township group plan by taking advantage of the COBRA provision. Members of the State administered retirement systems (PERS and PFRS) will continue accruing service and salary credit in the system during the 180-day period.
[Res. 85-04; Ord. No. 257-12]
Employees may be granted a personal leave of absence for up to six months at the sole discretion of the Township Administrator if the leave does not cause undue operational disruption. The leave must include the use of any accrued Paid Time Off. The portion of the leave that runs beyond the exhaustion of Paid Time Off will be without pay or longevity credit. In exceptional circumstances, the Township Administrator may extend a leave of absence for an additional six months, if such extension is considered in the best interests of the Township.
Personal leaves are not granted for the purpose of seeking or accepting employment with another employer, or for extended vacation time. Employees on personal leave of absence for more than two weeks in any month will not receive holiday pay, and will not accrue Paid Time Off for that month. Health benefits may also be impacted. Refer to the Township Health Benefits Policy. A personal leave is granted with the understanding that the employee intends to return to work for the Township. If the employee fails to return within five business days after the expiration of the leave, the employee shall be considered to have resigned.
[Res. 85-04; Ord. No. 257-12]
Policy is not presently applicable to Upper Freehold Township (pursuant to standards in Legislation); it has been inserted at the direction of the Municipal Excess Liability Joint Insurance Fund.
Employees who have been employed for at least 12 continuous months and have worked at least 1,000 base hours, excluding overtime, in the preceding twelve-month period, are eligible for family and medical leave with no loss of position or pay rate. However, employees on such leave will not continue to accrue Paid Time Off. Employees taking family or medical leave under this section continue to be eligible for paid health insurance coverage under the Township policy.
Upon written notice, eligible employees are entitled to a family or medical leave for up to 12 weeks to care for a newly born or adopted child or a seriously ill immediate family member or for the employee's own serious health condition that makes the employee unable to perform the functions of the employee's position. Eligible employees who take leave under this policy must use all accrued available Paid Time Off.
The period of leave must be supported by a physician's certificate. An extension past 12 weeks can be requested, but medical verification of the need must be submitted prior to the expiration of the leave. The Township reserves the right to deny any request for extended leave. Additional information concerning the Family Leave Policy and eligibility requirements are available from the Township Administrator.