[New]
A.
General policies.
B.
(Reserved)
[New]
C.
The City of South Amboy employment policies shall be governed by
the Employee Handbook, Personnel Policies and Procedures dated November
7, 2018 and by any subsequent revisions of said Employee Handbook,
Personnel Policies and Procedures adopted by the Council by resolution.
A.
Power of appointment. All employees, officers and department heads
of the city, except members of the Police Department, shall be appointed
and promoted by the Mayor except as may be otherwise provided by general
law.
B.
Qualifications. Original appointments to fill vacancies or for a
new positions shall be limited to qualified persons who have been
interviewed or tested concerning such factors as education, experience,
aptitude, knowledge, character, required certifications, and physical
and mental fitness.
[New]
C.
Preference to City employees and residents. Provided that they are
qualified for the positions for which they have applied, preference
shall be given, in appointments to vacancies and new positions, first,
to employees of the City, and secondly, to persons who are residents
of the City at time of their appointment.[1]
[1]
Editor's Note: Under the provisions of N.J.S.A. 40A:14-122.1.
a municipality may not make residence therein a condition of employment
or continued employment in its Police Department. However, under N.J.S.A.
40A:14-123.1a, preference may be given residents for initial appointments.
D.
Application for appointment. Applicants for city employment shall
apply on forms provided by the Clerk and 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 city. All applications
shall be filed with the Clerk.
E.
Processing. The Clerk shall be charged with processing all applications
for appointments to vacancies or new positions and reporting thereon
to the Council. Where it appears that an applicant is otherwise qualified
for city employment, the Clerk shall require that the applicant furnish
evidence that he is physically fit for the position for which he seeks
employment.
F.
Grounds for rejection of an applicant. An applicant for city employment
may be rejected where he:
(1)
Is not qualified for appointment to the position for which he has
applied.
(2)
Is physically unfit to perform the duties of the position for which
he has applied.
(3)
Is addicted to the habitual or excessive use of drugs or intoxicants.
(4)
Has been convicted of any crime or offense, including disorderly
persons offenses, involving moral turpitude.
(5)
Has received other than an honorable discharge from the Armed Services
of the United States.
(6)
Has been dismissed from previous employment for delinquency, insubordination
or misconduct.
(7)
Has practiced or attempted to practice any deception or fraud in
his application or in furnishing other evidence of eligibility for
appointment.
(8)
Is not within age limits that have been established for the position
for which he seeks appointment.
Editor's Note: N.J.S.A. 40A:14-123.1 refers to the appointment
to a Police Department of a person who has served in the armed services
and has been discharged or released "under conditions other than dishonorable."
Editor's Note: N.J.S.A 9:17B-1 extends to persons 18 years
of age or older basic civil and contractual rights and obligations
which include the right "to apply for and be appointed to public employment."
[New]
A.
Probation. Each person appointed to a new position shall be deemed
to be on probation in the position to which he/she has been appointed
for a period of three months. This probation shall not affect permanent
status of any other city employment that he/she may have achieved.
Prior to the completion of the probationary period, he/she shall be
evaluated by the Mayor or his designee to determine whether the probationary
employee should be granted permanent status or dismissed. The Mayor
or his designee may require reports from immediate supervisors or
department heads for his purpose.
B.
Personnel file. The Administrator or his designee shall initiate
a personnel file for each new employee of the City, and all records
of the employee concerning qualifications, permanent status, work
history, accumulated vacation and sick leave, leave time, and the
like shall be maintained in this file. The Administrator or his designee
shall make the file available for inspection by the employee on a
reasonable basis.
A.
Working conditions shall be established and maintained under the
provisions of collective bargaining agreements, personnel contracts,
and State and Federal laws.
B.
Holidays. The following are the holidays recognized by the City of
South Amboy:
G.
Outside employment. Employees shall not accept outside employment
or engage in outside business activities without the prior approval
of the Mayor or his designee. 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 city through a conflict
of interest.
A.
An employee who has obtained permanent status or a person serving
a working test period may be disciplined by a department head or by
the appointing authority for cause. No employee shall be suspended
or dismissed without the approval of the appointing authority.
[New]
B.
General causes. An employee may be subject to discipline for:
(1)
Incompetency, inefficiency or failure to perform duties.
(2)
Insubordination.
(3)
Inability to perform duties.
(4)
Chronic or excessive absenteeism or lateness.
(5)
Conviction of a crime.
(6)
Conduct unbecoming a public employee.
(7)
Neglect of duties.
(8)
Misuse of public property, including motor vehicles.
(9)
Other sufficient cause.
C.
Limitations on suspension and fines.
(1)
Any suspension may be with or without pay.
(3)
Any employee may pay a fine of more than five days' salary in a lump
sum or through installments. Unless otherwise agreed to by the employee,
an installment may not be more than 5% of the gross salary per pay
period for a fine under $500; 10% of the gross salary per pay period
for a fine between $500 and $1,000; or 15% of the gross salary per
pay period for a fine over $1,000.
D.
Types of discipline.
(1)
Major discipline shall include:
(a)
Removal.
(b)
Disciplinary demotion.
(c)
Suspension or fine for more than five working days at any one
time.
(d)
Suspension or fine for five working days or less where the aggregate
number of days suspended or fined in any one calendar year is 15 working
days or more.
(e)
The last suspension or fine where an employee receives more
than three suspensions or fines of five working days or less in a
calendar year.
E.
Procedures for major and minor discipline. The procedure for major
and minor discipline of an employee shall be as established by the
New Jersey Department of Personnel.
It is hereby declared to be the policy of the city to recognize
and encourage meritorious actions on the part of its officers and
employees. To this end, letters of commendation concerning city employees
from their superiors and from members of the public with whom they
deal shall be directed to the attention of the Council and recorded
in the employee's personnel file. In addition, the 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.
A.
Preamble. At the general election held in November 1963, there was
submitted to the voters of the city the question of whether the city
should adopt the provisions of the Civil Service Act of the State
of New Jersey, and adoption thereof was duly approved and authorized
by a majority of the voters of the city at this election. Immediately
thereafter the Civil Service Commission of the State of New Jersey
made a survey of all city officers and employees, covering the duties,
salaries and respective departments of such employees. Following this
survey the Civil Service Commission submitted to the Council three
separate and distinct schedules as follows:
(1)
Schedule 1. A complete list of the employees of the city, giving
a suggested title for each employee, his salary and the department
to which he is assigned.
(2)
Schedule 2. A duties classification of the employees, setting forth
the suggested titles to be used for the employees of the city, their
respective duties, typical tasks, minimum qualifications for the purpose
of examination and suggested salary schedules.
(3)
Schedule 3. Recommended rules for the installation and administration
of civil service procedures in and for the city.
B.
Schedules incorporated. The schedules heretofore referred to and
recommended to the city for adoption by the Civil Service Commission
of the State of New Jersey, consisting of the following, are hereby
made a part of this section in their entirely the same as though specifically
set forth:
(1)
Schedule 1, consisting of a schedule of catalogued lists of the present
employees of the city, together with the title of each such employee
and the date of election or appointment.
(2)
Schedule 2, being a schedule of all positions in the city and containing
under such provisions the duties, typical tasks, minimum qualifications
and probable line of promotion for each position, and the same are
hereby adopted as the official civil service classification of positions
and employees in and for the city.
(3)
Schedule 3, recommending rules for the installation and administration
of civil service procedures in and for the city.
A.
Civil actions. Subject to the limitations set forth in the subsequent
provisions of this section, whenever any civil action has been or
shall be brought against any person (hereinafter referred to as "employee")
holding any office, position or employment with the City of South
Amboy for any action or omission arising out of or in the course of
the performance of the duties of such office, position or employment,
the city shall defray all costs of defending such action, including
reasonable counsel fees and expenses, together with costs of appeal,
if any, and shall save harmless and protect such person from any financial
loss resulting from the litigation. The Municipal Attorney or other
attorney selected by the Council shall represent the city official
or employee.
B.
Criminal actions. The city shall not defray the costs of defending
any criminal action against any municipal employee except as may be
authorized by state statute or other municipal ordinance or resolution
of the City of South Amboy, and in those circumstances, the responsibility
for defraying the costs of defending such employee shall be applicable
only when such criminal proceedings shall have been dismissed or result
in a final disposition in favor of the employee. However, should the
City Council determine that there is a good cause to dismiss the employee
arising out of the incident or related incidents of the criminal prosecution,
the city will not reimburse the employee or official for legal defense
and costs of defending the suit even though criminal proceedings against
the employee may be dismissed or the employee be found not guilty.
C.
Limitation on obligation. The obligation of the City of South Amboy
to defend and indemnify its employees for acts or omissions arising
out of or in the course of the performance of the duties of that person
shall be limited to those circumstances under which the acts of its
employees were within the scope of the responsibilities of said officer
or employees.
