[Adopted 12-5-1988 by Ord. No. O-30-88]
A. 
The policies herein detailed are a guide to the personnel practices of the Township of Monroe. The purpose of the personnel policies is to make standard and equitable those rules and regulations which apply to all employees.
B. 
These policies are not intended to supplant or contradict any existing labor agreement. Where direct contradictions may occur, it is understood that the applicable labor contract shall govern.
C. 
It is important to recognize that all employees are here to serve the public to the best of their ability and to bring credit to Monroe Township.
A. 
It shall be the policy of the Township of Monroe to provide equal employment opportunity without regard to race, color, sex, age, national origin or ancestry, religious affiliation or physical disability that does not interfere with the ability to perform the duties of the position.
B. 
No employee may be appointed, promoted or transferred to any position where they will either supervise or be supervised by any family member. This provision shall apply to all nonpermanent appointments.
C. 
No vacancy for full-time employment, other than promotion from within a department, shall be filled without the position and qualifications being publicly posted for a period of two weeks and advertised three days during each of said two weeks, said advertising to include two consecutive Sundays.
[Added 7-1-1991 by Ord. No. O-17-91]
A. 
It shall be the policy of the Township to appoint, promote, demote and remove all employees without regard to political consideration.
B. 
Employees of Monroe Township shall serve all residents equally. The political opinions or affiliations of any resident shall not affect the quality of service provided by the Township.
C. 
Township employees shall not engage in any political activities during working hours or on Township property.
D. 
Nothing in this section shall be construed to prevent Township employees from becoming or continuing to be members of any political party, club or organization; attending political meetings off Township property; or voting with complete freedom in any election.
Township employees are prohibited from engaging in any outside employment which interferes with an employee's performance or creates a conflict of interest.
As municipal employees, most of us are in contact with the public on a daily basis. Your appearance is a reflection of the Township's attitude toward the people it serves. While the way you dress will vary according to the duties you perform, please dress appropriately at all times.
[Amended 12-14-1999 by Ord. No. 0-39-99]
When an employee is required to travel to fulfill the duties of their position or is attending an approved conference, course, etc., and a Township vehicle is not available, the employee will be reimbursed at a rate which is commensurate with the regulations established by the Internal Revenue Service.
Employees are responsible for reporting accidents immediately to their department head, who, in turn, shall report to the Administrator within 24 hours. Accidents include injury on the job as well as damage to public property. Failure to report an accident in a timely fashion shall be cause for disciplinary action.
In order to provide for smooth and orderly employee transitions, proper notice of resignations must be given. Employees are encouraged to provide four weeks' notice. The minimum notice requirement shall be two weeks and shall be given, in writing, to the immediate supervisor and department head.
[Amended 1-6-2026 by Ord. No. O:36-2025]
A. 
It is the responsibility of the individual employee to submit all necessary documentation to the Division of Pensions when planning for retirement. Due to budgetary provisions, an employee is to notify the Township during the calendar year prior to the intended retirement. A minimum of six months' notice should be given to allow the completion of required documents by the Finance Department.
B. 
The Township offers health insurance to eligible retirees. When the retiree passes, if they have eligible family member(s) on the plan, the Township will retain their eligible family member(s) on the plan for the balance of the month the retiree passes and one additional month.
A. 
Employees are entitled to review their individual personnel records during normal business hours and within a reasonable time of the request to review such records. Only those employees charged with personnel and payroll responsibilities, i.e., Administrator, Mayor and Finance Department, shall have the authority to review other employee's personnel records. Personnel records shall be reviewed in the presence of the Administrator or his designee.
B. 
All employees shall immediately notify the Administrator of any revisions in personnel information, including but not limited to name, address, telephone number, marital status, insurance beneficiary or number of dependents.
The Township retains and reserves all powers, rights, authority, duties and responsibilities conferred upon it, including but not limited to: the executive management and administrative control of the Township government and its properties and facilities and the activities of its employees; to determine qualifications for and conditions of employment or assignment; to set the duties of a position and the hours of operation; and to promote, demote, transfer, suspend, discharge or take other disciplinary actions for just cause.
The New Jersey Department of Personnel was created to ensure that state, county and municipal employment is regulated through a merit system. The Township of Monroe operates within the rules and regulations of the New Jersey Department of Personnel.
As used in this article, the following terms shall have the meaning indicated:
FULL-TIME EMPLOYEE
An employee whose regular weekly schedule is 30 hours or more.
[Amended 7-27-2010 by Ord. No. O:11-2010]
PART-TIME EMPLOYEE
An employee whose regular weekly schedule is less than 30 hours.
[Amended 7-27-2010 by Ord. No. O:11-2010]
SEASONAL EMPLOYEE
An employee hired during certain peak periods on an annual basis, for example, summer recreation programs.
[Amended 7-27-2010 by Ord. No. O:11-2010]
TEMPORARY/CASUAL EMPLOYEE
An employee hired to fill a specific need to supplement the permanent work force: for example, to cover during extended sick time or other extraordinary circumstances. The employee does not maintain a regular weekly schedule.
[Amended 7-27-2010 by Ord. No. O:11-2010; 7-24-2012 by Ord. No. O:19-2012]
[Amended 12-14-1999 by Ord. No. O-40-99; 5-22-2001 by Ord. No. O-16-2001; 7-24-2012 by Ord. No. O:19-2012; 8-24-2015 by Ord. No. O:28-2015]
Health and leave benefits are not applicable to temporary, seasonal or part-time employees, individuals appointed by the Mayor in a part-time capacity or any elected officials of the municipality. Any elected official who currently has health benefits shall be permitted to retain those benefits or opt­out stipend for the remainder of their current term. At the conclusion of their current term, any/all benefits shall cease in accordance with this chapter. Any director appointed by the Mayor, who is employed less than 30 hours per week, is not entitled to health benefits or any opt-out stipends that are offered to all other Township employees.
[Amended 7-27-2010 by Ord. No. O:11-2010]
A. 
The Township of Monroe recognizes the following as legal paid holidays:
[Amended 7-24-2012 by Ord. No. O:19-2012; 2-28-2024 by Ord. No. O:05-2024]
New Year's (observed)
Fourth of July (observed)
Martin Luther King Day
Labor Day
Presidents Day
General Election Day
Good Friday
Veterans Day
Easter Monday
Thanksgiving Day
Memorial Day
Friday after Thanksgiving
Juneteenth National Independence Day (June 19th)
Christmas Day (observed)
B. 
Whenever a holiday falls on a Saturday, the preceding Friday shall be the designated holiday. Whenever a holiday falls on a Sunday, the next Monday shall be the designated day.
A. 
All full-time employees shall be entitled to 15 paid sick days per year. During the first calendar year of employment, employees will earn one paid sick day per month of service.
B. 
Unused sick leave may be accumulated without limitation. An employee who retires shall be paid for 75% of all unused sick leave, unless modified by an existing labor agreement. Due to budgetary constraints, the Township reserves the right to withhold payment to an employee until such time as the subsequent budget is adopted when advance notice, as delineated in the retirement section, is not given.
C. 
In any instance where a supervisor has reason to suspect sick leave abuse, the supervisor shall have the right to require a physician's certificate. A physician's certificate shall be required for all absences due to illness for a period exceeding three days. In addition, a certificate shall be required for all absence due to illness which exceeds 10 days in a calendar year.
[Amended 7-24-2012 by Ord. No. O:19-2012]
D. 
An employee may use sick leave for a period in increments of 0.25 hours.
[Amended 5-7-1990 by Ord. No. O-9-90; 4-23-2018 by Ord. No. O:11-2018]
E. 
The attendance record of each employee will be reviewed on an annual basis and shall be considered as one criteria whenever a possible promotion, demotion or reduction in the work force is contemplated.
F. 
During extended periods of illness, the Township may require interim reports on the condition of the patient from the attending physician and/or the Township Physician.
G. 
Sick leave with pay will not be approved under the following conditions:
(1) 
If in the opinion of the Township Physician the disability or illness is not of a sufficient severity to justify the employee's absence from duty.
(2) 
When the absence requires a physician's certificate and none is provided by the employee.
[Amended 7-27-2010 by Ord. No. O:11-2010]
A. 
"Disability" is hereby defined as an illness or non-work-related injury because of which an employee, under a physician's care, is deemed through medical diagnosis as unable to perform the essential functions of his or her job duties.
B. 
In order to be eligible to receive paid disability leave, an employee must submit to the Human Resources Department a disability certification form prior to such leave or as soon as practicable that presents reasonable medical documentation regarding the nature and extent of his or her disability and the projected duration of the period of disability.
C. 
A full-time employee who is disabled through illness or non-work-related injury shall be eligible to receive disability benefits in accordance with N.J.S.A. 43:21-38 (P.L. 2019, c. 37, § 11) or pursuant to the following schedule, whichever is greater as to amounts of benefits and number of weeks supplemented, unless otherwise stated in the employees collective bargaining agreement:
[Amended 7-24-2012 by Ord. No. O:19-2012; 4-24-2023 by Ord. No. O:20-2023]
At Least Year(s) of Service
Less Than Year(s) of Service
Benefit Weeks @ 85%
Benefit Weeks @ 50%
Total Weeks Supplemented
1
2
26
0
26
2
3
26
0
26
3
4
26
0
26
4
5
26
0
26
5
6
26
0
26
6
7
26
8
34
7
8
26
10
36
8
9
26
15
41
9
10
26
20
46
10
15
26
26
52
15
20
26
26
52
20
25
26
26
52
25
30
26
26
52
30 and over
26
26
52
D. 
A disability entitling an employee to the above benefits shall be defined as eight calendar days of continuous absence from employment. An employee must utilize accrued sick leave in the eight calendar days leading up to the disability period.
E. 
An employee who is on disability and uses all of the 75% salary weeks must utilize all accrued sick leave days before being placed on 50% salary under the disability schedule.
[Amended 7-24-2012 by Ord. No. O:19-2012]
F. 
An employee must return to work for a minimum of six months before another disability leave may be granted. The Township Council at its discretion may waive and/or alter this requirement by resolution.
G. 
In the event that an employee has utilized all of his or her disability time and all accrued sick leave, the Township Council may, on a monthly basis by resolution, grant up to an additional six months of disability leave at 1/2 pay.
H. 
The employee shall be subject to a payroll deduction of $5 per pay period up to a maximum of $120 annually for disability leave provided under this section.
[Amended 4-23-2018 by Ord. No. O:11-2018; 2-28-2024 by Ord. No. O:05-2024; 12-10-2025 by Ord. No. O:31-2025]
A. 
Notwithstanding any other written agreements, annual paid vacation shall be earned as follows by all full-time employees not covered under an employment contract or Collective Bargaining Agreement: for reference in this Code, a vacation day is equal to eight hours:
(1) 
During the first 12 months of employment, one day's vacation per month.
(2) 
After 12 months, but less than three years, 12 days' vacation.
(3) 
Three years, but less than 10 years, 15 days' vacation.
(4) 
Ten years, but less than 15 years, 20 days' vacation.
(5) 
Fifteen years, but less than 20 years, 25 days' vacation.
(6) 
Employees hired prior to the passing of this ordinance with 20 years or more, 30 days vacation. Employees hired after the passing of this ordinance in February 2024 will not earn vacation days in excess of 25 days.[1]
[1]
Editor's Note: This subsection references Ord. No. O:05-2024 which was adopted 2-28-2024.
B. 
Employees shall be credited with vacation days, as earned, on their anniversary date. However, if an employee resigns or retires prior to the end of the calendar year, any additional vacation time granted shall be prorated, and any unearned vacation time used shall be charged.
C. 
Employees shall be required to request vacation time of five consecutive days or more at least two weeks in advance, in order to facilitate work scheduling.
D. 
Supervisors shall schedule vacations to allow for the least amount of disruption of service to the public. when scheduling vacations, seniority shall be considered.
E. 
Vacation leave equivalent to two weeks can be carried from one year to the next. (Examples: a 40-hour employee can carry 80 hours, a 35-hour employee can carry 70 hours, a 24-hour employee can carry 48 hours, etc.) Any vacation time that is carried over must be used by Memorial Day.
F. 
An employee may use vacation leave in increments of 0.25 hours.
G. 
Extra compensation shall not be permitted in lieu of unused vacation time. This does not apply to employees who separate in good standing from the Township.
[Amended 5-7-1990 by Ord. No. O-9-90; 11-13-2017 by Ord. No. O:35-2017; 4-23-2018 by Ord. No. O:11-2018]
All permanent full-time employees shall be entitled to two paid days per year to conduct personal business. These days shall not be cumulative from year to year, nor shall any employee be paid for any unused personal leave. Personal leave may be taken in increments of 0.25 hours.
A. 
All full-time employees shall be entitled to five paid days' leave, one of which shall be the day of the funeral, in the event of the death in the employee's immediate family. For purposes of this section, immediate family shall include father, mother, wife, husband, child, brother, sister or any relative of the employee's immediate household living with the employee.
B. 
All employees shall be entitled to two paid days leave, one of which shall be the day of the funeral, in the event of the death of grandparents, nephews, nieces, aunts, uncles, father-in-law, mother-in-law, sister-in-law or brother-in-law.
The Township of Monroe encourages its employees to fulfill all of their civic duties, including serving as jurors when summoned. All employees shall receive their regular rate of pay for those days when serving jury duty, Appropriate documentation for jury service may be required.
A leave of absence without pay and benefits may be requested by any employee, in writing, to his/her department head. The department head shall forward a recommendation to the Administrator Mayor, who may grant the requested leave for a period not to exceed six months. Such leaves may be renewed for an additional six-month period. Any requested leave of absence exceeding one year may be granted only by approval of the Mayor.
A. 
Overtime work shall be kept to a minimum and must be authorized in advance by the supervisor.
B. 
All employees not designated as "salaried employees - overtime exempt" by the Salary Ordinance[1] shall be entitled to overtime pay equal to 1 1/2 times their normal pay for all hours worked in excess of 40 hours per week. Employees required to work on Saturday, except those whose normal work schedule includes Saturday, shall be paid time and a half for all hours worked. Employees required to work on Sunday or holidays, except those whose normal work schedule includes Sunday and holidays, shall be paid double time for all hours worked.
[1]
Editor's Note: See Ch. 80, Salaries and Compensation.
[Added 10-26-2004 by Ord. No. O-36-2004]
A. 
A permanent or full-time temporary officer or employee of the municipality who has served for one year or more, who is a member of the National Guard or other component of the organized militia of the State of New Jersey, shall be entitled to a leave of absence from his/her respective duty without loss of pay or time for the first 90 workdays in each calendar year on which he or she shall be engaged in any period of federal active duty and unlimited paid leave in the case of state active duty.
[Amended 7-24-2012 by Ord. No. O:19-2012]
B. 
A permanent or full-time temporary officer or employee of the municipality who has served one year or more, who is a member of the organized reserve of the Army, Navy, Marine Corps or Coast Guard of the United States or affiliated organizations, including the National Guard of other states, shall be entitled to a leave of absence with pay not to exceed 30 work days in the aggregate in a calendar year when he or she shall be engaged in any period of federal active duty.
[Amended 7-24-2012 by Ord. No. O:19-2012]
C. 
For all subsequent workdays in each calendar year during which the officer or employee is engaged in federal active duty, the officer or employee shall be entitled to a leave of absence with pay equal to the differential between his state and political subdivision salary and his/her military base pay, without loss of time. If an officer's or employee's military base pay is greater than his state or political subdivision salary, a leave of absence for such duty shall be without pay, but without loss of time. A leave of absence hereinabove described shall be in addition to the regular vacation or other accrued leave allowed such officer or employee.
[Added 7-24-2012 by Ord. No. O:19-2012[1]]
[1]
Editor's Note: This ordinance also provided for the redesignation of former Subsections C and D as Subsections E and F, respectively.
D. 
It has been determined that any full-time temporary officer or employee of the municipality who has served for one year or more shall be entitled to said benefit for a period of 30 workdays or 90 workdays determined by organization affiliation. Notwithstanding the provisions of this section, it is hereby acknowledged that the regular work period for any employee who receives a defined benefit under this chapter may vary between a four- and five-day workweek or other rotating schedule. For the purposes of this chapter, based upon the possible disparity in the workweek for the Township employees, the extended pay period granted as a result of the absence for military leave and determined by organization affiliation shall be six weeks or 240 hours or not exceed a period of 18 weeks or 720 hours.
[Added 7-24-2012 by Ord. No. O:19-2012]
E. 
Leave of absence for such military duty shall be in addition to the regular vacation or other accrued leave allowed such officers and employees by the municipality.
F. 
Notwithstanding Subsections A and B of this section, a full-time temporary officer or employee who has served under such temporary appointment for less than one year shall receive for the service hereinabove described leave without pay, but without loss of time.
All employees shall notify their supervisor if they will be absent from work. Notification shall be made within one hour of the employee's normal starting time. Failure to report to work and notify the supervisor within this time frame shall result in disciplinary action.
[Amended 7-24-2012 by Ord. No. O:19-2012; 1-6-2026 by Ord. No. O:36-2025]
A. 
Employees are paid on a biweekly basis.
(1) 
Hourly employees are compensated for work performed the previous two weeks.
(2) 
Salaried employees and salaried employees eligible for overtime are compensated at their annual salary divided by the number of pays for that calendar year.
B. 
The Township withholds certain deductions according to federal and state laws.
[Amended 9-25-2001 by Ord. No. O-29-2001]
A. 
All employees must report their time worked by use of a time management system established by the administration of the Township.
B. 
All employees are expected to report to work at their assigned starting times. Repeated lateness may result in the following disciplinary action:
[Amended 3-25-2013 by Ord. No. O:05-2013]
Lateness
Action
Third time in a 12-month period
Verbal warning
Fourth time in a 12-month period
Written warning
Fifth time in a 12-month period
1-day suspension
Sixth time in a 12-month period
3-day suspension
Seventh time in a 12-month period
Dismissal
C. 
The Supervisor of each department shall be required to submit all data and information necessary to the administration as part of the established time management system.