A. 
The Township will pay its employees in accordance with the provisions of applicable collective bargaining agreements, ordinances, and in compliance with the Fair Labor Standards Act ("FLSA") and the New Jersey Wage and Hour Law.
B. 
Unless otherwise specified by collective bargaining agreement, the Township pay period begins January 1 and ends December 31. Paychecks are issued biweekly over 26 pay periods.
C. 
No paychecks may be issued in advance of the normal payday, except if approved by the Department Head and Chief Administrative Officer for special reasons, such as an upcoming vacation.
D. 
Employees must cash their paychecks on personal time, not during official Township working hours. Compensation for all employees will be in concert with the recognized bargaining agents of the employees, where applicable.
E. 
Employees are not entitled to retroactive pay increases if an employee separates employment, voluntarily or involuntarily, from the employ of the Township prior to the retroactive payment, unless otherwise stated in the applicable collective bargaining agreement.
A. 
The Township complies with all applicable federal and state laws with regard to payment of overtime work, including the New Jersey Wage and Hour Law and the federal Fair Labor Standards Act.
B. 
Under the Fair Labor Standards Act, certain employees in managerial, supervisory, administrative, computer or professional positions are exempt from the provisions of the Act. There are also employees who may be exempt because their compensation exceeds $100,000 per year depending upon their job duties. The Chief Administrative Officer shall notify all Exempt employees of their status under the Act. Exempt employees are not eligible to receive overtime compensation and are required to work the normal workweek and any additional hours needed to fulfill their responsibilities. Time off consideration for large amounts of additional hours may be provided with the Chief Administrative Officer's prior approval and at the sole discretion of the Chief Administrative Officer.
C. 
Depending on work needs, employees may be required to work overtime. Employees are not permitted to work overtime unless the overtime is budgeted and approved by the Department Head and the Chief Administrative Officer. Employees working overtime without prior approval will be subject to disciplinary action.
D. 
Non-exempt employees are paid overtime at the rate of 1 1/2 times the regular rate of pay for all hours worked over 40 in a workweek. Employees may choose overtime compensation in the form of overtime pay or compensating time off. The maximum number of hours that an employee may accrue for future compensating time off is 32 hours. Once this maximum has been accumulated, all additional hours will be compensated by overtime pay.
E. 
Accrued and taken overtime compensating hours must be noted on the employee's time sheet. Previously scheduled vacation time and holiday time are considered time worked for purposes of determining overtime compensation, but sick time and personal time are not.
[Amended 8-26-2025]
A. 
The Township of Rochelle Park provides a comprehensive employee benefit program that includes medical, prescription and dental benefits. The Township currently obtains the health benefits program (medical and prescription coverage) through its membership in the NJ State Health Benefits Program (hereinafter, the SHBP).
B. 
The State Health Benefits Program (SHBP) offers medical coverage to qualified state and local government employees, retirees, and eligible dependents. The Township also provided DELTA Dental, and ProAct Prescription plan through JIF and the Individual Plans' Member Guidebooks provide detailed information about each plan and should be used to assist you in making informed health care decisions for you and your family. If there is any conflict or inconsistency between the information in the policy and this procedures manual and the official documents, the official documents will govern. The Township reserves the right to modify, revoke, suspend, terminate, or change any or all such plans, in whole or in part, at any time with or without notice in accordance with applicable law.
C. 
To be eligible for local Township coverage under the SHBP and other health benefits, an employee must appear on regular payroll and work full-time. Full-time also means employment for 12 months per year.
D. 
All employees must notify the Township of any change in status (i.e., marriage, divorce, birth, adoption, death) within the time frame designed by the health benefit plan that would affect any Township provided health insurance. The Township reserves the right to conduct a coverage audit to verify proper coverage for employees and eligible dependents. Failure to complete an application or neglecting to add an eligible family member when first becoming eligible for coverage may delay enrollment until the next open enrollment period.
E. 
Dependent defined.
(1) 
Eligible dependents are defined as your spouse, civil union partner, or same-sex domestic partner and/or eligible children. Dependent children specifically applies to natural, adopted, and stepchildren, until age 26 regardless of the child's marital, student or financial dependency status. See N.J.S.A. § 52:14-17.26. Certain children over age 26 may be eligible for coverage until age 31 under the Provisions of P.L. 2005, c.375 (Chapter 375), as amended by P.L. 2008, c. 38 (Chapter 38), i.e., unmarried, has no dependents of his or her own, is a resident of New Jersey or is a full-time student at an accredited public or private institution of higher education, and not provided coverage as a subscriber, insured, enrollee, or covered person under a group or individual health benefits plan, church plan, or entitled to benefits under Medicare.
(2) 
A spouse or child enlisting or inducted into military service shall not be considered a dependent during the military service.
(3) 
The term "dependents" does not include spouses of retired persons who are otherwise eligible for benefits under the State Health Benefits Program (N.J.S.A. § 52:14-17.25 et seq.) but who, although they meet the age eligibility requirement of Medicare, are not covered by the complete federal program. State statute specifically prohibits two members who are enrolled in the SHBP plan from covering each other. Therefore, an eligible individual may only enroll in the SHBP as an employee or retiree. Eligible children may only be covered by one participating subscriber.
(4) 
To be eligible for coverage an employee must work on average 35 hours per week, but it can be no less than 25 hours per week. When an employee changes from full-time to part-time employment, the employee's coverage in the SHBP will be terminated unless the employee is eligible for coverage under Chapter 172.
(5) 
Payment of such premiums by the Township will terminate upon the employee's separation from service. Upon separation, the employee may, if eligible, purchase continuation (COBRA) health benefit coverage to the extent, and for the period, provided by federal law.
F. 
Prescription drug coverage.
(1) 
The Township may also provide prescription drug insurance for the employee and retirees through the SHBP.
(2) 
Employees will be responsible to pay a co-pay on prescriptions. Full-time employees and their eligible dependents become eligible to participate in the Township's prescription insurance plan in accordance with the current plan documents.
(3) 
Payment of such premiums by the Township will terminate upon the employee's separation from service. Upon separation, the employee may, if eligible, purchase continuation health benefit coverage to the extent, and for the period, provided by federal law.
G. 
Dental coverage. Full-time employees and their eligible dependents participate in the Township's dental plan in accordance with current plan documents. All full-time employees, and eligible Dependents, shall be enrolled in the Township's dental plan in accordance with the specific requirements of the insurance plan carried by the Township.
H. 
Retiree health insurance.
(1) 
The Township provides post-retirement medical health insurance benefits and prescription benefits, provided the employee qualifies for and has retired through the New Jersey Division of Pensions and Benefits under the Police and Fireman's Retirement System ("PFRS") or the Public employees Retirement System ("PERS") and meets at least one of the following requirements:
(a) 
Retirement on a disability pension; or
(b) 
Employees who retire with 25 years of service to the Township of Rochelle Park may continue to receive paid health insurance coverage. Employees receiving retiree health benefits must notify the Administrator in writing, with proof of enrollment, when they become eligible for Medicare Parts A and B.
(2) 
The Township reserves its right to change eligibility requirements for retiree health benefits at any time in accordance with legal requirements.
I. 
Continuation coverage. An employee and his/her family, if covered by the Township's group health care package, shall have the right to temporarily continue their coverage due under the plan, paying the group rate themselves, should they lose coverage due to the death of the enrolled employee or termination for reasons other than gross misconduct on the employee's part, pursuant to the federal Consolidated Omnibus Budget Reconciliation Act (COBRA). For additional information, contact the designated human resources official.
J. 
Prescription drug coverage. The Township also provides prescription drug insurance for the employee.
K. 
Dental coverage. Full-time employees and their eligible dependents participate in the Township's dental plan in accordance with current plan documents. All full-time employees, and eligible dependents, shall be enrolled in the Township's dental plan in accordance with the specific requirements of the insurance plan carried by the Township.
L. 
Continuation coverage. An employee and his/her family, if covered by the Township's group health care package, shall have the right to temporarily continue their coverage due under the plan, paying the group rate themselves, should they lose coverage due to the death of the enrolled employee or termination for reasons other than gross misconduct on the employee's part, pursuant to the federal Consolidated Omnibus Budget Reconciliation Act (COBRA). For additional information, contact the designated human resources official.
The Township is committed to upholding both the letter and the spirit of the Health Insurance Portability and Accountability Act ("HIPAA") regarding the use, maintenance, transfer, and disposition of personal health care information. To the extent that the Township maintains such information about its employees and others, its elected officials and employees are committed to protecting the privacy and confidentiality of that information.
A. 
Employees who suffer job-related injuries and illnesses may be entitled to medical expenses, lost income and other compensation under the New Jersey Workers' Compensation Act. Any occupational injury or illness must be immediately reported to the supervisor or Department Head. All required medical treatment must be performed by a workers' compensation physician appointed by the Township or workers' compensation carrier. Workers' compensation is not a leave entitlement but only a wage replacement arrangement.
B. 
Payment for unauthorized medical treatment may not be covered. No temporary workers' compensation benefits other than the payment of medical bills shall be paid until the employee has been disabled for a period of seven calendar days from the work-related injury, unless otherwise required by law.
C. 
While receiving workers' compensation benefits, the pension portion of an employee's benefits will still be paid by the Township. If, however, an employee is receiving workers' compensation with pay, (which is defined as 100% compensation of salary) the employee is responsible for all deductions, including pension.
D. 
The Township will not tolerate retaliation or discrimination against an individual because the individual has filed a claim for workers' compensation benefits. This prohibition includes denying or limiting any request for leave because an individual asserted a claim for workers' compensation benefits.
E. 
Workers' compensation light duty policy.
(1) 
The Township will endeavor to bring employees with temporary work-related injuries or illnesses back on the job as soon as possible. The Township may recognize a special obligation arising out of the employment relationship and create a temporary light duty position for an employee when s/he has been injured while performing work for the Township and, as a consequence, is unable to perform his/her regular job duties.
(2) 
The Township will not treat an employee with a disability less favorably than an individual without a disability or screen out an individual on the basis of disability in granting such requests for light duty. The Township will grant such request, at its sole discretion, and on a case-by-case basis in consideration of the medical report submitted by the workers' compensation physician, the recommendation of the insuring entity, and staffing needs and requirements. The Township reserves the right to grant, refuse or terminate a light duty assignment at any time without cause unless it is in conflict with the mandates of the ADA, FMLA, or NJFLA or other state or federal leave laws, where applicable.
(3) 
The employee and/or the third party administrator ("TPA") are obligated to inform the Township of the employee's medical progress and the Township shall have the right to review same periodically. Light duty assignments may be in any department and not just the employee's normal department. Employees on light duty will receive their regular salaries. If light duty is approved, the employee or TPA must keep the Chief Administrative Officer and/or designated human resources official informed of the medical progress. If, at the end of light duty period the employee is not able to return to work without restrictions, the employee should contact the Chief Administrative Officer and/or designated human resources official to discuss his or her options under state or federal law.
(4) 
This policy does not affect an employee's rights under the Americans with Disabilities Act, the Family and Medical Leave Act, the Fair Labor Standards Act, the Contagious or Life Threatening Illnesses Policy, or other federal or state law.