A. 
Employees of the Township shall be entitled to an annual vacation as follows:
[Amended 12-15-1993 by Ord. No. 1993-28]
(1) 
During the first year of service, one working day's vacation for each month of service from the date of regular appointment up to and including December 31 next following such date of appointment.
(2) 
From one to five years of service, 12 working days each year.
(3) 
From six to 10 years of service, 15 working days each year.
(4) 
From 11 to 14 years of service, 20 working days each year.
(5) 
From 15 to 20 years of service, 21 working days each year.
(6) 
Over 20 years of service, 24 working days each year.
B. 
In the case of heads of departments of the Township, the Township Manager may extend such annual vacation to a maximum period of one calendar month in any one calendar year.
C. 
When, in any calendar year, the annual vacation leave or any part thereof is not granted and taken by reason of the pressure of work, such annual vacation leave or part thereof not granted and taken shall accumulate to the credit of the individual employee and shall be granted and may be taken during the next succeeding calendar year only.
A. 
The extent of vacation leave shall be computed on a calendar year basis.
B. 
Permanent part-time employees are eligible for vacation leave on a pro rata basis. Temporary part-time employees shall not be eligible for vacation leave.
C. 
Vacation leave, subject to the approval of the department head and the Township Manager, may be taken from time to time in units of full days.
D. 
At the time of separation from service, an employee shall be entitled to any full day's vacation pay accumulated and not previously used.[1]
[1]
Editor’s Note: Former Subsection E, regarding payment of employees for vacation leave earned and not used, was repealed 3-9-2017 by Ord. No. 2017-03.
A. 
As used in this article, "sick leave" means paid leave that may be granted to each full-time classified and full-time unclassified Township employee who through sickness or injury becomes incapacitated to a degree that makes it impossible for him or her to perform the duties of his or her position or who is quarantined by a physician because he or she has been exposed to a contagious disease.
B. 
Permanent part-time employees are eligible for sick leave on a pro rata basis. Temporary part-time and full-time employees are not eligible for sick leave.
C. 
A certificate from a physician designated by the Township Manager or from the employee's own physician may be required as sufficient proof of the need for sick leave. In the case of sick leave due to a contagious disease or exposure to same, a certificate from the Burlington County Board of Health may be required.
D. 
Full-time employees shall be entitled to 15 days of sick leave per year. In the first year of employment, employees shall be entitled to one day of sick leave for each month of employment up to and including December 31 next following their date of appointment.
E. 
Sick leave may be accumulated without limit during each employee's length of service.
F. 
Accumulated sick leave may be used by an employee for personal illness, illness in his or her immediate family which requires his or her attendance upon the ill person, death in the immediate family, quarantine restrictions, pregnancy or disabling injuries. For the purposes of this subsection, the term "immediate family" shall mean and refer only to the employee's spouse, child, parent, brother or sister.
G. 
[1]No employee, while on sick leave from the Township, shall be elsewhere or otherwise employed or engaged in any outside work or employment whatsoever.
[1]
Editor's Note: Former Subsection G, regarding annual medical exams for employees, was repealed 10-19-2005 by Ord. No. 2005-14. This ordinance also provided for the relettering of former Subsection H as Subsection G.
A. 
When a full-time Township employee is injured in the line of duty, the governing body shall, pursuant to N.J.S.A. 40A:9-7, pass a resolution giving the employee up to one year's leave of absence with pay, said pay to be his or her annual salary less any amount which he or she is receiving as benefits under workmen's compensation laws. When such action is taken, the employee shall not be charged any sick leave time for time lost due to such particular injury.
B. 
Prior to the passage of a resolution as referred to in Subsection A above, a contract shall be executed between the employee and the Township, setting forth that the employee shall reimburse the Township for the moneys he or she may receive from workmen's compensation, temporary benefits or from possible legal settlement from or judgment against the person or persons responsible for the injury, to the extent said benefits or payment on judgment are specifically awarded for loss of wages.
C. 
An employee who is disabled by an injury incurred in the performance of his or her duty or by illness as a direct result of or arising out of his or her employment may, on the recommendations of the appointing authority, be granted leave of absence with full pay, with reduced pay or with full pay for a certain period and reduced pay thereafter, for a period of not to exceed one year, unless the injury or disability is such as would entitle a person in private employment similarly injured or disabled to disability compensation under the terms of the workmen's compensation laws for a longer period. In such case, the same amount which would be authorized and paid to a private employee may be paid to such employee for the same period as is provided in the statutes as aforesaid. Such leave shall not be approved unless departmental funds are available which may be legally used for the payment of such allowances. A physician's report must accompany an employee's application for disability leave with pay, setting forth the nature of the disability.
[Amended 12-15-1993 by Ord. No. 1993-28; 10-19-2005 by Ord. No. 2005-14]
Maternity leave may be granted for up to one year, provided that the request for such leave is made in writing to the department head no later than the fourth month of pregnancy. Requests for maternity leave must be favorably endorsed by the department head and approved by the Township Manager before becoming effective and will be charged to accumulated sick leave, until such leave ends, and be without pay thereafter. This leave shall be in addition to the employee's vacation. All leave time under the Family Medical Leave Act, the New Jersey Family Leave Act and this section shall run simultaneously to the fullest extent provided by law.
A. 
Any employee who is a member of the National Guard, Naval Militia, Air National Guard or a reserve component of any of the armed forces of the United States and is required to engage in field training shall be granted a military leave of absence with pay. Such pay to be adjusted by any pay received for such service, shall not exceed the employee's pay for 40 hours' work per week for the period of such training as is authorized by law. This leave of absence shall be in addition to his or her vacation. Part-time employees may receive such leave on a pro rata basis.
B. 
When an employee, not on probation, has been called to active duty or induction into the military or naval forces of the United States, he or she shall automatically be granted an indefinite leave of absence without pay for the duration of such active military service. Such employee must be reinstated without loss of privileges or seniority, provided that he or she reports for duty with the Township within 60 days following his or her honorable discharge from military, service, and provided that he or she has notified the Township of his or her intent to report for duty 30 days prior to his or her discharge from military service.
C. 
Family medical leave and the military. An employee eligible for FMLA leave who is the spouse, son, daughter, parent or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty while on active duty is entitled to up to 26 weeks of leave in a single twelve-month period to care for the service member. Please keep in mind that the 26 weeks of FMLA leave is a combined total of all types of FMLA leave and not in addition to the 12 weeks of FMLA leave noted above under the Township's FMLA Policy.
[Added 5-7-2008 by Ord. No. 2008-08]
[Added 12-15-1993 by Ord. No. 1993-28]
A. 
In the event of death in the employee's immediate family, the employee shall be granted time off without loss of pay at straight time daily rate from the day of death up to and including the day of the funeral, but in no event to exceed five working days.
B. 
The term "immediate family" shall include grandparents, parents, children, spouse, brother, sister, mother-in-law, father-in-law, brothers-in-law, sisters-in-law, legally adopted children, and half relative(s) and step-relative(s) living in the employee's household.
C. 
In the event of the death of an employee's aunt, uncle, or cousin, the employee shall be granted time off without loss of pay at straight time daily rate for the day of the funeral.
[Added 2-24-2011 by Ord. No. 2011-01[1]]
[1]
Editor's Note: This ordinance also provided for the redesignation of former Subsection C as Subsection D.
D. 
Time off with pay, as provided in this section, is intended to be used for the purpose of handling necessary arrangements and attendance of the funeral of the deceased member of the immediate family.
[Added 12-15-1993 by Ord. No. 1993-28]
A. 
Each employee shall receive three paid days off which he or she may use for his or her personal business.
B. 
Two working days' notice shall be given by the employee to his or her department head of his or her intention to use a personal day.
[Amended 10-19-2005 by Ord. No. 2005-14; 6-28-2012 by Ord. No. 2012-07]
A. 
A full-time employee who is temporarily, either mentally or physically, incapacitated from performing his or her duties, or who desires to engage in a course of study such as will increase his or her usefulness on his or her return to the Township's employ, or who, for any reason considered good by the Township Manager, desires to secure leave from his or her regular duties, may, with the approval of the Township Manager, be granted special leave of absence without pay for a period not exceeding three months. Said period may be extended by the Township Manager for an additional period not exceeding three months. Any employee asking for special leave without pay shall submit his or her request in writing, stating the reasons why, in his or her opinion, the request should be granted and the date when he or she desires leave to begin and the probable date of his or her return to duty. All leave time under the Family Medical Leave Act, the New Jersey Family Leave Act and this section shall run simultaneously to the fullest extent provided by law. The leave must include the use of any accrued vacation and sick leave time, regardless of the length of leave requested. The portion of the leave that runs beyond the exhaustion of vacation and sick leave will be without pay or service credit. In exceptional circumstances, the Township may extend a leave of absence, if such extension is considered in the best interests of the Township.
B. 
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 personal leave, sick leave or vacation time for that month. Health benefits may also be impacted. 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 abandoned their job.
In the event that an employee is called for jury duty, the employee shall receive an amount from the Township equal to his or her authorized pay minus the amount of compensation received for said duty.
Leave without pay may be granted to full-time and part-time permanent employees and to full-time unclassified employees. Normally it shall be granted only when the employee has used his or her accumulated sick leave and vacation leave in the case of illness, or his or her vacation leave if leave without pay is requested for reasons other than illness. Written request for leave without pay must be initiated by the employee, favorably endorsed by his or her department head and approved by the Township Manager before becoming effective. Such leave, except for military leave without pay, shall not be approved for a period longer than three months at one time. The Township Manager may extend such leave for an additional three months or any portion thereof.
[Amended 12-15-1993 by Ord. No. 1993-28]
A request for any type of leave shall be made on a form prescribed by the Township Manager. Such request, whenever possible, shall be made far enough in advance to permit approval and, at the same time, to permit coverage for the particular employment so that municipal services shall not suffer. In the case of sick leave, the employee shall notify his or her department head immediately if he or she is unable to report for work. When an employee is absent from work because of illness for more than three days, the department head shall require the employee to submit a certificate from his or her physician relating to his or her illness. The Township Manager, at his or her discretion, may require the employee to submit a physician's certificate for absences of two or three days. In a case of illness of a chronic or recurring nature causing an employee's periodic or repeated absence for one day or less, the Township Manager may require one medical certificate for every six-month period. Should an employee be absent in excess of 10 days in eight consecutive months, except with respect to a period of time during which an employee is hospitalized, a medical certificate may be required. All medical certificates shall be at the employee's expense.