A. 
Employees are entitled to the following paid holidays:
(1) 
New Year's Day.
(2) 
Martin Luther King's Birthday.
(3) 
President's Day.
(4) 
Good Friday.
(5) 
Memorial Day.
(6) 
Juneteenth.
(7) 
Independence Day.
(8) 
Labor Day.
(9) 
Columbus Day/Indigenous Peoples' Day.
(10) 
Veterans Day.
(11) 
Thanksgiving Day.
(12) 
Day after Thanksgiving.
(13) 
Christmas Day.
B. 
Two floating days for Election Day and Lincoln's Birthday (exception: police dispatchers). The Township reserves the right to change or delete the holidays set forth above.
This policy is not intended to conflict with the collective bargaining agreement between the Township and its unionized employees. If there is a conflict between this manual and any collective bargaining agreement, the provisions of the collective bargaining agreement will prevail for represented employees.
C. 
Weekend holidays. If a paid holiday falls on a Sunday, it will be observed on the following Monday. If a paid holiday falls on a Saturday, it will be observed on the preceding Friday. Employees who work on weekends will observe the holiday on the actual day.
D. 
Eligibility for holiday pay. To qualify for holiday pay, employees must be in pay status the scheduled workday immediately preceding and immediately following the holiday. Any employee who is absent without Township approval on the day before or the day after a holiday shall not receive holiday pay unless the absence was approved in advance. If a paid holiday occurs while an employee is on approved vacation or sick leave, the employee shall not have that holiday charged as sick or vacation time.
E. 
Religious holidays. Employees who wish to observe religious holidays not designated as a holiday by the Township may do so without loss of pay by using available personal or vacation days, but only to the extent that the employee has not already used up his or her available personal or vacation days.
A. 
Unless otherwise stipulated in an employment agreement, collective bargaining agreement or civil service laws (where applicable), vacation is an accrued benefit based on the following schedule:
(1) 
All full-time employees not covered contractually shall receive annual paid vacations. Vacations may be taken at any time during the calendar year and 60 days into the following year, both with the approval of the department head and Administrator.
(2) 
After six months of continuous full-time employment vacations, will be computed as follows:
(a) 
Six months, but less than two years: 10 working days.
(b) 
Two years, but less than five years: 10 working days.
(c) 
After five years, but less than 15 years: 15 working days.
(d) 
After years 15 and over: 20 working days.
(e) 
After the first six months, vacations are computed on the yearly date of employment.
(f) 
Any employee leaving employment of the Township of Rochelle Park during the course of a year shall be entitled to have their vacation benefits based upon the period of service in that year.
(3) 
During an employee's 90 day probationary period, no vacation time is earned or available. Upon completion of the probationary period, one day will be credited for each month worked (calculated back to date of hire).
B. 
Approval of vacation leave.
(1) 
An employee's supervisor must approve the use of vacation time, in advance. While approval of vacation leave shall not be unreasonably withheld, the use of vacation leave shall be subject to staffing levels as solely determined by the supervisor or Department Head. Employees should submit vacation requests[1] as early as possible to ensure adequate staffing. Absent emergent circumstances, a request to use vacation leave submitted less than three days prior to the day(s) off requested shall be granted only at the discretion of the Department Head.
[1]
Editor's Note: The Paid Leave Request for Time Off Form is included as an attachment at the end of this chapter.
(2) 
Vacation leave must be taken in the year that it is earned, except that employees who do not take vacation leave that accrues in a given year because of business demands shall be granted that accrued leave only during the next succeeding year, with written approval of the Employer. However, vacation leave not taken in a given year because of duties directly related to a state of emergency declared by the Governor may accumulate at the discretion of the Employer until, pursuant to a plan established by the Employer, the leave is used or the employee or officer is compensated for that leave, which shall not be subject to collective negotiation or collective bargaining.
(3) 
Employees who have an approved vacation/benefit time scheduled who call in sick the day before or day following a vacation, holiday and/or leave, and/or any other authorized day of absence may be required to submit a physician's statement.
[Amended 8-26-2025]
Employees are entitled to two personal days per year and any unused days are forfeited at the end of each calendar year.
[Amended 8-26-2025]
A. 
Sick leave is to be used only in cases where the employee is ill and unable to work. Employees absent on sick leave for three or more consecutive working days must submit a doctor's verification of illness or injury. After the 10th day of absence on sick leave in one calendar year, a doctor's verification must be submitted for all sick leave absences, regardless of duration. Prior to the return to work, the Township of Rochelle Park may require an employee to be examined by a physician designated by the Township of Rochelle Park to verify fitness to return to normal duties. An employee will not be permitted to return to work until the verification[1] is received.
[1]
Editor's Note: The Return to Work Medical Certification is included as an attachment at the end of this chapter.
B. 
Sick leave policy will remain the same as contractual agreements, which is based on past practice of unlimited time.
C. 
In the event that an employee is absent on sick leave on the day before or the day after a paid holiday, a doctor's verification shall be required.
The Township will permit employees to voluntarily donate accrued benefit time, including sick and/or vacation days, to a fellow employee of the Township who has exhausted their own earned leave as a result of a catastrophic health condition or injury suffered by themselves or an immediate family member which is expected to require a prolonged absence from work. The donated leave program will be administered in such a manner as to ensure the goals of the program are met without interfering with any employee's rights to privacy as otherwise protected by federal or state law, rules or regulations.
A. 
Eligibility. A permanent full-time employee shall be eligible to receive donated sick or vacation leave if the employee:
(1) 
Has completed at least one year of continuous service;
(2) 
Has exhausted all accrued sick, vacation, personal, compensatory and administrative leave as well as all sick leave injury benefits, if any;
(3) 
Has not, in the two-year period immediately preceding the employee's need for donated leave, been disciplined in writing for chronic or excessive absenteeism, chronic or excessive lateness or abuse of leave; and
(4) 
Either:
(a) 
Suffers from a catastrophic health condition or injury;
(b) 
Is needed to provide care to a member of the employee's immediate family who is suffering from a catastrophic health condition or injury; or
(c) 
Requires absence from work due to the donation of an organ (which shall include, for example, the donation of bone marrow).
B. 
Definitions.
CATASTROPHIC HEALTH CONDITION OR INJURY
Shall mean:
(1) 
With respect to an employee, a "catastrophic health condition or injury" is a life-threatening condition or combination of conditions or a period of disability required by his or her mental or physical health or the health of the employee's fetus and requiring the care of a physician who provides a medical verification of the need for the employee's absence from work for 60 or more work days.
(2) 
With respect to an employee's immediate family member, a "catastrophic health condition or injury" is a life-threatening condition or combination of conditions or a period of disability required by his or her mental or physical health and requiring the care of a physician who provides a medical verification of the need for the family member's care by the employee for 60 or more work days.
IMMEDIATE FAMILY MEMBER
Shall mean: Father, mother, father-in-law, mother-in-law, spouse, domestic partner, child, son-in-law, daughter-in-law, grandparent, grandchild, brother or sister. Any interpretation of this definition shall be made in the sole discretion of the Chief Administrative Officer.
LEAVE DONOR
Shall mean an employee who is desirous of providing, without compensation, accrued sick, vacation, or personal days to a fellow employee dealing with a catastrophic health condition or injury.
LEAVE RECIPIENT
Shall mean an employee who is desirous of accepting leave time accrued and donated by fellow employees.
C. 
Procedure.
(1) 
Written request. An employee may submit a request, in writing, to their Department Head or the Chief Administrative Officer to participate in the donated leave program either as a leave recipient or leave donor. A supervisor may submit a request to receive time on behalf of an employee unable to make the request.
(2) 
Medical verification. The employee requesting the employee's acceptance as a leave recipient shall submit to the Township medical verification, signed by a physician licensed by the State of New Jersey, concerning the nature and anticipated duration of the disability resulting from either the catastrophic health condition or injury, or the donation of an organ, as the case may be. The medical verification required for the receipt of donated leave shall include the nature and anticipated duration of the catastrophic health condition or injury, or the donation of an organ. The same medical documentation set forth above will be required whether applying for donated leave to care for one's self or immediate family member.
(3) 
Notice. Upon approval by the Chief Administrative Officer, the Department Head or Supervisor shall, with the leave recipient's consent, post or circulate the employee's name along with those of other eligible employees in a conspicuous manner to encourage the donation of leave time. If the employee is unable to consent to this posting or circulation, the employee's family may consent on his or her behalf.
D. 
Participation requirements.
(1) 
Leave recipient must receive at least five sick days or vacation days or a combination thereof from one or more leave donors to participate in the donated leave program.
(2) 
Leave recipient may not collect temporary disability benefits (TDI) or worker's compensation insurance benefits while utilizing time donated.
(3) 
Leave recipient is limited to a lifetime maximum of 260 donated sick days or vacation days and shall not receive any such days on a retroactive basis.
(4) 
Leave donors shall have remaining at least 20 days of accrued sick leave if donating sick leave and at least 12 days of accrued vacation leave if donating vacation leave.
(5) 
Leave donor shall donate only whole sick days or whole vacation days and may not donate more than 30 such days to any one recipient.
(6) 
Leave donor shall not revoke the leave donation.
(7) 
While using donated leave time, the leave recipient shall accrue sick leave and vacation leave under the normal Township policies and shall be entitled to retain such leave upon his or her return to work.
(8) 
Upon a leave recipient's return to work or separation from employment for any reason, any unused, donated leave shall be returned to the leave donors on a prorated basis upon the leave recipient's return to work, except that if the proration of leave days results in less than one day per donor to be returned, that the leave time shall not be returned.
(9) 
Upon retirement, the leave recipient shall not be granted supplemental compensation on retirement for any unused days which he or she had received through the leave donation program.
(10) 
An employee shall be prohibited from threatening or coercing or attempting to threaten or coerce another employee for the purpose of interfering with rights involving the voluntary donation, receipt or use of donated leave time. Such prohibited acts shall include, but not be limited to, promising to confer or conferring a benefit such as an appointment or promotion or making a threat to engage in, or engaging in, an act of retaliation against an employee.
(11) 
Upon receipt of a request to donate time, the human resources official will verify that the leave donor is eligible to donate time and said department will deduct appropriate time from the leave donor.
(12) 
Leave recipients may use donated leave in one-half day or whole day increments. Recipients may return to work on a part time, or intermittent basis, and remain eligible for the program as long as they do not exceed 260 days in a lifetime.
(13) 
An incident is considered closed when the recipient is medically cleared to return to work without restrictions.
(14) 
If the recipient returns to work or otherwise terminates employment, the remaining balance of unused donated leave must be equally returned to all donors in whole day increments only. Partial day increments will not be restored to the donor nor remain credited to the recipient.
(15) 
An illness or injury of an immediate family member requiring an employee's absence from work to provide care must meet the same criteria applicable to an employee's own medical necessity.
In accordance with the Federal Family and Medical Leave Act ("FMLA"), the Township provides eligible employees with up to 12 weeks of unpaid medical and family leave during any twelve-month period and up to 26 workweeks to care for a covered service member. At the conclusion of the leave, subject to some exceptions, an employee generally has a right to return to the same or an equivalent position. The following outlines employees' rights and obligations under the FMLA and the Township's policies implementing the FMLA.
A. 
Leave available.
(1) 
Eligible employees may take up to a total of 12 weeks of unpaid leave during any twelve-month period for any one or more of the following reasons:
(a) 
The birth, adoption or placement for foster care of the son or daughter of an employee, and to care for such child;
(b) 
A serious health condition of a spouse, son, daughter or parent of an employee if the employee is needed to care for such family member; or
(c) 
A serious health condition of an employee that makes an employee unable to work. Generally, the incapacity must result in the employee's inability to work for more than three consecutive days (although there are certain exceptions to this rule);
(d) 
Any qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the employee is a member of the Regular Armed forces, National Guard or Reserves on active duty status during the deployment to a foreign country, and or has been notified of an impending call to active duty status as such in support of a contingency operation.
(2) 
In addition, eligible employees who are either spouse, son, daughter, parent or next of kin of a covered servicemember shall be entitled to a total of 26 workweeks of unpaid leave during a single twelve-month period to care for the covered servicemember. During this single twelve-month period, an eligible employee who qualifies for leave to provide care for the covered servicemember shall be entitled to no more than a combined total of 26 workweeks of leave.
B. 
Definitions.
COVERED SERVICEMEMBER
Means a member of the Armed Forces, including a member of the National Guard or Reserves, or a recent veteran who has been discharged, other than dishonorably, within the five years preceding the family member's initial request for leave, who has a serious injury or illness who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.
ELIGIBLE EMPLOYEE
Means an individual who has been employed by the Township for at least 12 months, has worked at least 1,250 hours during the preceding twelve-month period, and is employed at a worksite with at least 50 employees within 75 miles of that worksite.
NEXT OF KIN
Means the nearest blood relative of the individual.
QUALIFYING EXIGENCY
Covers a number of broad categories of reasons and activities, including short-notice deployment to a foreign country, military events and related activities, child care and school activities, financial and legal arrangements, counseling, rest and recuperation, post-deployment activities, and additional activities agreed to by the Township and the employee.
SERIOUS HEALTH CONDITION
Means an illness, injury, impairment or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider. It generally includes a period of incapacity due to pregnancy, prenatal care, a chronic health condition, a permanent or long-term health condition, or restorative or preventive treatment.
SERIOUS INJURY OR ILLNESS
Means an injury or illness incurred by a covered service member in the line of duty or on active duty in the Armed Forces, National Guard of Reserves, incurred in the line of duty on active duty or whose preexisting condition has been aggravated by his/her active duty service, that may render the service member medically unfit to perform the duties of the member's office, grade, rank or rating.
C. 
Eligibility.
(1) 
Any employee who has been employed by the Township for 12 months or more and worked 1,250 hours or more in the twelve-month period preceding the first day of the requested leave may be eligible for an unpaid leave of absence of up to 12 weeks during any twelve-month period.
The twelve-month period shall be determined by using a rolling twelve-month period that commences with the first day of leave taken.
(2) 
Leave to care for a child after birth, adoption, or foster care must conclude within 12 months of the child's birth or placement. If both spouses work for the Township, they may only take a total of 12 weeks between them during the twelve-month period in order to care for a child after birth, adoption, or foster care or to care for a parent with a serious health condition and a combined 26 weeks in a single twelve-month period for military caregiver leave or a combination of military caregiver leave and other FMLA qualifying reasons. Each spouse may be entitled to additional leave for other qualifying reasons under the FMLA, such as the employee's own illness or for the serious illness of the employee's child.
D. 
Notice. When the leave is foreseeable, at least 30 days' advance notice to the Township, in writing, is required. If 30 days' notice cannot be provided, as much notice as is practical should be provided. Failure to give reasonable notice may delay the availability of the leave.
E. 
Certification. Where leave is taken to care for a family member with a serious health condition or because of the employee's own serious health condition, medical certification is required and periodic recertification may be required. In addition, where the leave is taken because of the employee's own serious health condition, a certification of fitness to return to work will be required.
(1) 
The Township, at its expense, may require an examination by a second healthcare provider designated by the Township. If the second healthcare provider's opinion conflicts with the original medical certification, the Township, at its expense, may require a third, mutually agreeable, healthcare provider to conduct an examination and provide a final and binding opinion.
(2) 
For military exigency leave, an employee may be required to provide certification that the covered military member is a member of the regular Armed Forces, National Guard or Reserves who is on active duty or called to active duty in support of a contingency operation, as well as certification from the employee about the nature and details of the specific exigency, the amount of leave needed, and the employee's relationship to the military member. For military caregiver leave, the employee may be required to provide information from the health care provider and employee and/or covered servicemember to support such leave.
Absent unusual circumstances, medical certifications must be provided within 15 days. The Township will also require periodic status reports from employees concerning their intended return date.
F. 
Failure to provide requested documentation may result in denial of leave. The Township may attempt to clarify or authenticate the certification or may require additional certifications to support the need for leave. When leave is taken to care for a family member, the Township may require the employee to provide documentation or a statement of family relationship (e.g., birth certificate or court document) and proof of the need to care for the family member.
G. 
Utilization of paid leave. Generally, FMLA leave is unpaid. However, depending upon the circumstances, employees may be entitled to receive short-term disability, workers' compensation benefits, paid family leave benefits, or other state-sponsored wage replacement benefits which pay a portion of normal compensation. These benefits will run concurrently with the employee's unpaid leave. An employee who is eligible for these benefits may also choose to use accumulated paid leave during their approved unpaid leave. Employees may not receive more than 100% of salary at any time.
H. 
Coordination with other leave policies. The period of time attributable to the employee's absence due to any workers' compensation, disability, or sick leave, will be counted against available leave under this policy to the extent permitted by law. In the event that additional family, medical or sick leave is available pursuant to state laws, this leave will also run concurrently with FMLA leave to the extent permitted by law.
I. 
Intermittent leave. When medically necessary, leave taken because of a serious health condition of an employee or family member or to care for a covered servicemember may be taken on an intermittent or reduced work schedule basis. The employee and Township shall attempt to work out a schedule for such leave that meets the employee's needs without unduly disrupting the Township's operations, subject to the approval of the employee's health care provider. The Township may require an employee taking intermittent or reduced work schedule leave to transfer temporarily to an alternative position with equivalent pay and benefits that is better suited to the leave schedule.
J. 
Employment and benefits protection.
(1) 
During the leave, health benefits will continue for up to 12 weeks in each rolling twelve-month period under the same conditions as if the employee continued to work. Employees must, however, pay the same amount for any benefits continued as they do prior to the leave. Other benefits, if any, will continue during the leave under the same conditions as if the employee continued to work.
(2) 
If paid leave is substituted for unpaid FMLA leave, the Township will deduct the employee's portion of the health plan premium as a regular payroll deduction. If the employee's FMLA leave is unpaid, the employee must pay his/her portion of the premium in accordance with a payment method that is devised and mutually agreed upon between the employee and the Township.
(3) 
Employees should consult with their Department Head and human resources official prior to taking an approved leave. If you fail to return to work after your FMLA leave for any reason except for circumstances beyond your control, you must pay back all unpaid health insurance premiums. With regard to the employee's contribution portion of his/her health benefits pursuant to Chapter 78, P.L. 2011 and any voluntary supplemental benefits that the employee may have, the employee is solely responsible for making payment arrangements with the Township or for any voluntary benefits, to the respective insurance company. Your healthcare coverage may cease if your premium payment is more than 30 days late. With regard to any pension contribution that you may have, you must contact the human resources official to make payment arrangements concerning contributions or credits paid toward your pension benefits. If you fail to return to work after your FMLA leave for any reason except for circumstances beyond your control, you must pay back all unpaid health insurance premiums.
(4) 
Before returning to work following a medical leave (except for intermittent or reduced schedule leave) due to the employee's own serious health condition, the employee will be required to present a fitness for duty certification from his/her health care provider that he/she is medically able to resume work. If the date on which the employee is scheduled to return to work from FMLA leave changes, the employee is required to give notice of the change, if foreseeable, to the Township within two business days of the change.
(5) 
Subject to some exceptions, most employees will be returned to the position they left or to a position equivalent in pay, benefits and other terms of employment. Individuals identified as "key employees" (the highest paid 10% of salaried employees at the work site or within a seventy-five-mile radius of that work site) at the beginning of their leave may not be returned to their former or equivalent position if restoration will cause substantial economic injury to the Township. Employees will be informed of their key employee status at the beginning of the leave period.
(6) 
A failure to return from FMLA leave for reasons other than the employee's own serious health condition may result in termination of employment. In the event that an employee cannot return to work at the end of FMLA leave due to a continuation of his/her own serious health condition, they must contact the Township before the expiration of the leave to discuss their options under state and federal law. State leave laws may provide additional leave similar to that provided under the FMLA. The Township will comply with these state law provisions to the extent they provide for more generous benefits. State leave law benefits will run concurrently with FMLA benefits to the extent permitted by law.
K. 
Family temporary disability. During a period of unpaid leave to care for a family member with a serious health condition or a newborn or adopted child or child placed into foster care with the employee, the employee may be eligible for up to six weeks (12 weeks, effective July 2020) of Family Leave Insurance ("FLI") payments through the state in a twelve-month period. FLI is a monetary benefit paid by the state and not a separate leave entitlement, and will thus run concurrently with FMLA and/or NJFLA leaves.[1]
[1]
Editor's Note: The FMLA and NJFLA Application is included as an attachment at the end of this chapter.
The Township provides eligible employees with up to 12 weeks of unpaid, job-protected leave for specified family reasons under the New Jersey Family Leave Act (NJFLA).
A. 
Eligible employees. To be eligible for NJFLA leave, an employee must have worked at least 12 months for the Township and have worked at least 1,000 hours for the Township over the previous 12 months.
B. 
Qualifying reasons for leave.
(1) 
An employee may take NJFLA leave to care for:
(a) 
A newly born or adopted child or a child placed into foster care with the employee, but the leave must start within 12 months of the birth of the child or the placement of the child.
(b) 
A family member (sibling, grandparent, grandchild, child, spouse, domestic partner, civil union partner, parent-in-law, or parent of a covered individual, or any other individual related by blood to the employee, and any other individual that the employee shows to have a close association with the employee which is the equivalent of a family relationship) with a serious health condition.
(2) 
Leave taken for reasons above must be consecutive and must begin by the end of the twelve-month period after the birth or placement for adoption or foster care.
C. 
Leave benefits.
(1) 
An employee may take up to a maximum of 12 weeks of NJFLA leave in a twenty-four-month period, which is measured as a rolling twenty-four-month period that commences with the first day of NJFLA leave taken.
(2) 
You may take NJFLA leave to care for a seriously ill family member:
(a) 
As a single block of time.
(b) 
By reducing your normal weekly, but not daily, work schedule for no more than 24 consecutive weeks in a twenty-four-month period.
(c) 
Intermittently in increments lasting at least one week, but less than 12 weeks in a consecutive twelve-month period, when medically necessary.
(3) 
Employees permitted to take intermittent or reduced-schedule leave must try to schedule their leave so that it will not unduly disrupt the Township's operations. The total time within which an intermittent leave is taken may not exceed a twelve-month period, if such leave is taken in connection with a single serious health condition.
(4) 
Intermittent leaves taken in connection with more than one serious health condition episode must be taken within a consecutive twenty-four-month period, or until such time as the employee's twelve-week family leave entitlement is exhausted, whichever is shorter. An employee taking a family leave on a reduced leave schedule shall not be entitled to such leave for more than a consecutive twenty-four-week period. An eligible employee shall be entitled to only one leave on a reduced leave schedule during any consecutive twenty-four-month period. Any remaining family leave to which the employee is entitled subsequent to the expiration of a leave taken on a reduced leave schedule may be taken on a consecutive or intermittent basis.
(5) 
Depending on the purpose of the employee's leave, the employee may choose to use accrued paid leave, concurrently with some or all of his/her NJFLA leave. The employee will not be eligible to accrue seniority or benefits, including vacation and holidays, during any period of NJFLA leave. The Township will notify employees of their options to continue to participate in our group health plans during NJFLA leave.
D. 
Required notice and certifications.
(1) 
When requesting NJFLA leave, an employee must provide the Township 30 days' advance written notice.[1] If advance written notice is not possible because of an emergency, the employee must provide the Township with reasonable oral notice and then follow up with written notice.
[1]
Editor's Note: The FMLA and NJFLA Application is included as an attachment at the end of this chapter.
(2) 
The employee also must give the Township a medical certification supporting the need for leave. The Township reserves the right to require second or third medical opinions and periodic re-certifications. The employee must also provide periodic reports during the leave regarding the employee's status and intent to return to work as deemed appropriate by the Township. If an employee fails to provide the required documentation, the Township may delay the start of the employee's NJFLA leave, withdraw any designation of NJFLA leave or deny the leave, in which case the absences will be treated in accordance with the Township's standard leave of absence and attendance policies and the employee may be subject to discipline up to and including termination of employment.
(3) 
If an employee provides false or misleading information or omits material information about an NJFLA leave, the employee will be subject to discipline up to and including immediate termination of employment.
E. 
Benefits protection.
(1) 
During a family leave of absence, the employee's health benefits will be maintained under the same conditions as if the employee continued to work. If the employee decides to return to work when his/her family leave of absence ends, the employee may be reinstated to the same or equivalent job with the same pay, benefits, and terms and conditions of employment. If the employee decides not to return to work when the family leave of absence ends, the employee may be required to reimburse the Township for the health insurance premiums paid on his/her behalf during the leave of absence (except if the failure to return to work was caused by the continuation, recurrence, or onset of serious health condition which would entitle the employee to a leave of absence under the law or other circumstances beyond the employee's control).
(2) 
With regard to any pension contributions, the employee must contact the human resources official to make payment arrangements concerning contributions or credits paid toward his/her pension benefits. Employees should consult with the Township prior to taking an approved leave.
F. 
Returning to work after NJFLA leave. On returning to work after NJFLA leave, eligible employees will typically be restored to their original job or to an equivalent job with equivalent pay, benefits and other employment terms and conditions. Any employee who fails to return to work as scheduled after NJFLA leave or exceeds the twelve-week NJFLA entitlement will be subject to the Township's standard leave of absence and attendance policies. This may result in termination if the employee's continued absence is unauthorized (for example, if the employee has no other Township-provided leave available to him/her).
G. 
Retaliation prohibited. The Township and the NJFLA prohibit the interference with, restraint of or denial of any right provided under the NJFLA and/or discharge or discrimination against any person for opposing any practice made unlawful by the NJFLA or for involvement in any proceeding under or relating to the NJFLA. The Township encourages employees to bring any concerns or complaints about retaliation or compliance with the NJFLA to the attention of the human resources official.
H. 
New Jersey family leave insurance.
(1) 
During a period of unpaid leave to care for a family member with a serious health condition or a newborn or adopted child or child placed into foster care with the employee, the employee may be eligible for up to six weeks (12 weeks, effective July 2020) of Family Leave Insurance ("FLI") payments through the state in a twelve-month period. FLI is a monetary benefit paid by the state and not a separate leave entitlement, and will thus run concurrently with FMLA and/or NJFLA leaves.
(2) 
An employee's job is not protected while receiving FLI benefits unless the employee is eligible for leave under the FMLA, NJFLA, or is otherwise designated for an approved family leave of absence.
(3) 
Employees must provide the Township with advance notice of need for leave, as follows:
(a) 
At least 30 days before leave to bond with a newborn or newly adopted child, unless the time of the leave is unforeseeable or the time of the leave changes for unforeseeable reasons.
(b) 
In a reasonable and practicable manner for leave to care for a seriously ill family member on a continuous, nonintermittent basis, unless an emergency or other unforeseen circumstance precludes advance notice.
(c) 
At least 15 days before leave to care for a seriously ill family member or leave to bond with a newborn or newly adopted child on an intermittent basis unless an emergency or other unforeseen circumstance precludes advance notice.
[Amended 8-26-2025]
A. 
Full-time employees shall be granted up to three working days of bereavement leave with pay for a death in their immediate family or in the immediate family of the employee's spouse. "Immediate family" means spouse, child, legal ward, grandchild, foster child, father, mother, legal guardian, grandfather, grandmother, brother, sister, father-in-law, mother-in-law, aunt, uncle, son-in-law, daughter-in-law, or any relative residing in the employee's household.
B. 
In no event shall any part of bereavement leave occur more than 15 days from the date of death. The Township may require that the employee produce reasonable proof of death and relationship. Bereavement leave shall not be charged to sick or vacation leave and such leave is not cumulative.
C. 
Procedure. To use bereavement leave:
(1) 
Employees who request bereavement leave must notify their Department Head of their intent to take such leave as soon as possible. Unless impracticable, employees should request bereavement leave in writing.
(2) 
The Department Head or his or her designee shall notify the designated human resources official that an employee is using bereavement leave.
(3) 
Employees who request an extension of bereavement leave beyond the established number of days shall have such extensions charged to accumulated unused vacation or sick leave. If an employee has used all of his or her accrued leave time, extended bereavement leave will be considered as a request for a leave of absence without pay.
The Township provides military leave in accordance with applicable state and federal law. In all cases involving military leave, the employee must, as soon as possible, provide his or her Department Head with a certificate verifying the call to military duty prior to beginning the military leave.
A. 
Organized militia. Any permanent or full-time temporary officer or employee, who is a member of the organized reserve of the Army of the United States, United States Naval Reserve, United States Air Force Reserve or United States Marine Corps Reserve, or other affiliated organization, including the National Guard of other states, shall be entitled to a leave of absence without loss of pay or time on all work days on which he or she is engaged in any period of Federal active duty, up to 30 work days in any calendar year. A military leave of absence is in addition to the employees' regular vacation or other accrued leave. Any leave of absence for such duty in excess of 30 work days will be without pay but without loss of time. A full-time temporary officer or employee who has served under such temporary appointment for less than one year will receive military leave without pay but without loss of time.
B. 
New Jersey organized militia. New Jersey's organized militia consists of the National Guard (Army and Air), the Naval Militia, and the State Guard. Any permanent or full-time officer or employee who is a member of the New Jersey organized militia shall be entitled, in addition to pay received, if any, as a member of the organized militia, to a leave of absence without loss of pay or time on all days during which he or she shall be engaged in State or Federal active duty, up to 90 work days in any calendar year.
Any leave of absence for such duty in excess of 90 work days will be without pay but without loss of time. A full-time temporary officer or employee who has served under such temporary appointment for less than one year will receive military leave without pay but without loss of time.
C. 
Reinstatement. To be reinstated by the Township without loss of privileges or seniority, the employee must report for duty with the Township within the time required by law following release from active duty under honorable circumstances.
D. 
In accordance with legal requirement, employees who take military leave are required to:
(1) 
Provide the Township with proper notice of the leave;
(2) 
Apply for reinstatement within the time required by law;
(3) 
Have a creditable military record including completion of all required training and fulltime service and be discharged under honorable conditions.
E. 
On return from a military leave of absence, the employee will be reinstated as required by law. See The Uniformed Services Employment and Reemployment Act ("USERRA"). Failure to comply with the requirement enumerated above or as required by law will jeopardize an employee's reemployment rights.
A. 
When an employee is called for jury duty and for the duration of such service, the employee shall be entitled to a temporary leave with pay provided that:
(1) 
The employee submits a written request with a copy of the summons to his or her Department Head within three business days after receipt of the summons;
(2) 
The employee inquires about the anticipated length of service and informs his or her Department Head of the expected duration in advance of accepting service;
(3) 
The employee notifies his or her Department Head as soon as possible if the length of jury duty has been extended beyond the original return date;
(4) 
The employee communicates with their Department Head to determine when they will report to work at such time as his or her presence as a juror is not required;
(5) 
The employee provides his or her Department Head with an appropriate certification or order from the assignment judge, clerk of the court or such other officer as shall be appropriate setting forth the period of such jury duty service to be attached to the weekly time sheet; and
(6) 
The employee reimburses the Township for any payments or fees received as a result of such jury service less any meal or travel expenses.
B. 
The Township will reassign shift workers to the day shift during jury duty leave.
C. 
Witness duty leave of absence. The Township is aware that employees may be subpoenaed to appear as witnesses in trials before the court. The Township will provide employees with a paid leave of absence for matters stemming from their employment. For personal matters, employees will use available personal days or vacation days.
A. 
The New Jersey Security and Financial Empowerment Act, also known as the "NJ SAFE Act," provides protection for employees and their family members who have been the victim of domestic violence or sexual assault. Employees are entitled to 20 days of unpaid protected leave from work to:
(1) 
Seek medical attention for physical or psychological injuries;
(2) 
Obtain services from a victim services organization, pursue psychological or other counseling;
(3) 
Participate in safety planning for temporary or permanent relocation;
(4) 
Seek legal assistance to ensure health and safety of the employee or the employee's relative; or
(5) 
Attend, participate in, or prepare for a criminal or civil court proceeding relating to an incident of domestic or sexual violence.
B. 
To be eligible for the leave, an employee must meet the following criteria:
(1) 
The employee or their child, parent, spouse or domestic partner must be a victim of domestic violence or a sexually violent offense;
(2) 
The employee must have worked for the Township for at least 12 months and for at least 1,000 hours during the twelve-month period immediately preceding the requested leave; and
(3) 
The twenty-day leave must be taken within one year of the qualifying event.
C. 
Employees may take leave on an intermittent basis but such leave can not be shorter than one full day. To the extent the leave is foreseeable, employees must provide advance notice. In addition, employee seeking leave must provide proof that they qualify for the leave. Such proof may include restraining order, letter from a prosecutor, proof of conviction, medical documentation or a certification from an agency or professional involved in assisting the employee.
D. 
In certain circumstances, the basis for the leave may also qualify under the Federal Family and Medical Leave Act and/or the New Jersey Family Leave Act. If so, the Township of Rochelle Park will treat the leave concurrently with the leave under those statutes. Employees may be required to use accrued paid vacation leave, personal time or sick leave concurrently.
E. 
The Township of Rochelle Park shall protect the privacy of employees who seek leave by holding the request for leave, the leave itself or the failure to return to work in the strictest confidence.
F. 
The Township of Rochelle Park shall not retaliate, harass or discriminate against any employee exercising his/her right to take the leave provided by this policy.