As used in this chapter, the following terms shall have the
meanings indicated:
PART-TIME EMPLOYEE
A nonpermanent employee paid to work less than 35 hours per
week in a standard workweek.
[Amended 5-15-2012 by Ord. No. 12-10]
PART-TIME PERMANENT EMPLOYEE
A permanent employee paid to work less than 35 hours per
week in a standard workweek on a regular schedule.
[Amended 5-15-2012 by Ord. No. 12-10]
PERMANENT EMPLOYEE
An employee who has successfully completed a consecutive
six-month probationary period and has thereby been granted permanent
status.
PROBATIONARY EMPLOYEE
An employee who has been hired to become a full-time permanent
employee, during the first six months of his employment.
TEMPORARY EMPLOYEE
An employee who has been hired to work for a brief period
of time, normally less than six consecutive months. A temporary employee
may be full-time, part-time, seasonal or intermittent.
[Amended 7-24-2014 by Ord. No. 14-18]
A. All permanent employees who have been employed by the Borough for
at least one year are entitled to receive, in addition to any unused,
accumulated vacation pay, the following notice of separation from
the Borough or the equivalent severance pay in lieu thereof:
(1) Department heads: one month.
(2) All other employees: two weeks.
B. Employees are expected to give the Borough notice of intention to terminate employment comparable to the notice specified in Subsection
A.
C. No employee discharged for misappropriation of public funds or property
to his own use; using his office or public position for personal gain;
deliberate insubordination; or conviction of any crime shall receive
the aforesaid severance pay or notice of separation.
[Amended 12-27-1979 by Ord. No. 79-42; 9-8-2020 by Ord. No. 20-21]
A. All Borough employees enrolled in qualified pension plans are subject
to the requirements and provisions of the plans. All new permanent
full-time employees shall be enrolled in the New Jersey State Employees
Retirement Pension Plan.
B. The employee's contribution to the plan shall be deducted from the
salary paid to such full-time or permanent part-time employee and
remitted to the state as prescribed by law.
C. The Borough contribution for such employees shall be determined by
and subsequently remitted to the state in accordance with the provisions
of the law.
D. Borough employees having completed the required number of years of
service and having attained the specific age may apply for retirement
as provided for by the plan.
E. Information regarding the retirement plan may be obtained from the
office of the Mayor and Council.
[Amended 11-10-1987 by Ord. No. 87-41]
The grievance procedures established by the negotiated contracts,
the Police Benevolent Association, the Paramus Supervisory Employee
Association, the Paramus Employee's Association and the Teamsters
shall be incorporated herein by reference and made a part of this
chapter as the standard procedures to be used in the enforcement and
implementation of this chapter for grievance procedures.
The following procedure shall be followed with respect to necessary
expenses for conventions, seminars and business or travel of officers
and employees of the Borough while on Borough business or attending
job improvement training:
A. No employee shall incur any expense on behalf of the Borough for
conventions and business or travel expenses without first receiving
the approval of the Mayor and Council.
B. The Council Chairman of the particular department shall approve all
employee attendance at seminars.
Except as otherwise required by law, the governing body may
abolish, increase, decrease, combine or modify the terms and compensation
of any offices or positions of employment in the Borough.
[Added 6-23-1981 by Ord.
No. 81-17]
Quarterly meetings shall occur on or about March 31, June 30,
September 30 and December 15, 1981, between three duly chosen representatives
each of both the Borough Hall employees and police civilian employees
and the Borough's chief negotiator. The purpose of these meetings
is to deal with ongoing problems which would concern the general well-being
of the Borough employees.
[Added 5-17-2007 by Ord.
No. 07-18]
A. For purposes of this section, a "criminal history record background
check" means a determination of whether a person has a criminal record
by cross-referencing that person's name and fingerprints with those
on file with the State Bureau of Identification in the Division of
State Police and the Federal Bureau of Investigation.
B. The Borough requires that, as a condition of employment with the
Borough, all prospective employees, including, but not limited to,
permanent, provisional, temporary and/or seasonal employees, shall
submit to being fingerprinted in accordance with applicable state
and federal laws, rules and regulations, as a condition of employment
with the Borough.
C. As a further condition of employment with the Borough, all prospective
employees, including, but not limited to, permanent, provisional,
temporary and/or seasonal employees, shall authorize the Borough,
by its duly authorized representative, to exchange fingerprint data
with and receive criminal history record information from the State
Bureau of Identification in the Division of State Police and the Federal
Bureau of Investigation.
D. In order to obtain criminal history record information pursuant to
this section and N.J.S.A. 40:48-1.4, the Borough shall submit the
fingerprint data for prospective employees to the State Bureau of
Identification in the Division of State Police. The State Bureau shall
receive all criminal history record information from the applicable
state agencies, as well as the Federal Bureau of Investigation, and
shall disseminate that information to the Borough.
E. The Borough shall conduct a criminal history record background check
of a prospective employee only upon receipt of the written authorization
and consent to the criminal history background check from the prospective
employee. A form for the authorization and consent to said background
check shall be provided to each prospective employee upon a conditional
offer of employment. Failure to submit a fully signed and witnessed
written authorization and consent form shall be grounds to rescind
a conditional offer of employment.
F. The Borough shall bear the costs associated with conducting criminal
history record background checks.
G. An individual shall be disqualified from serving as an employee of
the Borough if that prospective employee's criminal history record
background check reveals a record of conviction of any of the following
crimes and/or offenses:
(1) In New Jersey, any crime or disorderly persons offense or petty disorderly
persons offense:
(a)
Involving danger to the person, including but not limited to
those crimes, disorderly persons offenses and petty disorderly offenses
set forth in N.J.S.A. 2C:11-1 et seq.; N.J.S.A. 2C:12-1 et seq.; N.J.S.A.
2C:13-1 et seq.; N.J.S.A. 2C:14-1 et seq.; and/or N.J.S.A. 2C:15-1
et seq.;
(b)
Against the family, children or incompetents, including but
not limited to those crimes and disorderly persons offenses set forth
in N.J.S.A. 2C:24-1 et seq.;
(c)
Involving arson, burglary or theft as set forth in N.J.S.A.
2C:17-1 et seq.; N.J.S.A. 2C:18-1 et seq.; and/or N.J.S.A. 2C:20-1
et seq.;
(d)
Involving offenses against public administration, perjury and
other falsification in official matters, obstructing governmental
operations, misconduct in office and/or abuse of office as set forth
in N.J.S.A. 2C:27-1 et seq.; N.J.S.A. 2C:28-1 et seq.; N.J.S.A. 2C:29-1
et seq.; or N.J.S.A. 2C:30-1 et seq.;
(e)
Involving any controlled dangerous substance or controlled substance analog as set forth in Chapter
35 of Title 2C of the New Jersey Statutes; or
(f)
Involving operation of a motor vehicle while intoxicated in violation of Chapter
4 of Title 39 of the New Jersey Statutes.
(2) In any other state or jurisdiction, conduct which if committed in
New Jersey would constitute any of the crimes, disorderly persons
offenses or petty disorderly persons offenses described herein.
H. All prospective employees, upon receiving a conditional offer of
employment, shall submit their name, address, fingerprints and written
consent to the Borough for the criminal history record background
check to be performed. All conditional offers of employment shall
be specifically subject to the prospective employee passing the criminal
history record background check, along with any other requirements
as provided by law and/or requested by the Borough.
I. Access to criminal history record background information of prospective
employees obtained under this section for employment purposes is restricted
to authorized personnel of the Borough on a need-to-know basis, as
may be authorized by federal or state statute, rule or regulation,
executive order, administrative code, this section and/or resolution
regarding obtaining and dissemination of criminal history record background
information. Said employees are the Borough Administrator, Borough
Personnel Officer, Police Chief, Mayor, Borough Attorney and Borough
Labor Counsel, and those other employees/officials of the Borough
specifically designated in writing by the Mayor.
J. Criminal history record background information shall not be disseminated
to persons or organizations not authorized to receive the records
for authorized purposes. Use of this record shall be limited solely
to the authorized purpose for which it was given and it shall not
be disseminated to any unauthorized persons. Said records are not
public records under the Open Public Records Act.
[Added 5-25-2010 by Ord.
No. 10-6]
A. Purpose and goals. The purpose of this policy is to ensure that cellular
telephones provided by the Borough of Paramus to its employees support
Borough business functions to their fullest capacity. This policy
advises employees and department heads of their responsibilities and
provides guidance in managing distribution and usage.
B. Access to cellular phones. Cellular phone services are provided to
all employees deemed to require cellular phones by the Mayor and Council
based on demonstrated need and job function or to enhance Borough
efficiency. This includes but is not limited to employees whose duties
involve public safety issues, on-call duties, employees who during
the normal course of employment perform their duties away from their
assigned workspace, and employees who have demonstrated a need to
be in contact with their office, supervisor or subordinates.
C. Use of cellular phones.
(1) Cellular telephone services, like other means of communication, are
to be used to support Borough business only. Employees may use Borough-provided
cellular telephones to communicate only when such communications are
related to legitimate business activities and are within their job
assignments or responsibilities. Employees will not use cellular telephones
for personal business nor for illegal, disruptive, unethical or unprofessional
activities, or for personal gain, or for any purpose that would jeopardize
the legitimate interests of the Borough of Paramus.
(2) Cellular telephones should not be used while operating a motor vehicle.
Employees must take every effort to insure the safe usage of cellular
telephones.
D. Privacy and access.
(1) The Borough will routinely monitor an individual employee's cellular
telephone statements.
(2) The Borough will take reasonable precautions to prevent possible
misuse of cellular telephones.
(3) An employee is prohibited from accessing another user's cellular
telephone without his or her permission.
(4) Cellular telephone statements or summaries are public documents,
which in certain circumstances may be disclosed.
(5) Employees violating any provision of this policy may be subject to
possible disciplinary action consistent with Borough policy.
E. Purchase and payment. Cellular telephones provided to employees will
be purchased and owned by the Borough of Paramus. Unless specified
otherwise in this policy, all costs associated with cellular telephone
services will be charged to the Borough of Paramus. Such costs include,
but are not limited to, purchase of equipment, service initiation,
monthly fees, per-minute cost of calls in excess of the calling plan,
roaming fees, maintenance and repair of equipment and programming,
and replacement of lost or stolen equipment.
F. Acknowledgment. All employees of the Borough who are provided with
a cell phone shall receive a copy of this policy and shall acknowledge
that they have read and understand it.
[Added 5-10-2011 by Ord.
No. 11-14]
A. Purpose. To inform departmental employees about a donated leave program
which permits employees to donate leave to co-workers.
B. Donated leave program. The program will permit Borough employees
to voluntarily donate a portion of their earned sick and/or vacation
time to other Borough employees who have exhausted their own earned
leave time and who are suffering from a catastrophic health condition
or injury which necessitates the employee's prolonged absence from
work.
C. Eligibility.
(1) Recipient: A Borough employee shall be eligible to receive donated
sick and/or vacation leave from other Borough employees if the employee
meets all of the following criteria:
(a)
Must be suffering from a catastrophic health condition or injury
which necessitates the employee's prolonged absence from work and
for which the employee has no availability of paid leave.
(b)
The employee must produce acceptable medical verification from
a physician or other licensed health care provider to the Borough.
The medical verification must indicate the nature, severity, and anticipated
duration of the disability resulting from the serious health condition
or injury involved.
(c)
Must have completed at least one year of continuous Borough
service.
(d)
Must have exhausted all accrued paid leave time, including compensatory
time off, sick leave, and vacation leave.
(e)
Must receive at least five donated days from one or more leave
donors to participate in the program.
(2) Donor: An employee to be eligible to donate leave to another employee
must meet the following:
(a)
May donate up to 10 days to any one recipient. Only whole days
may be donated.
(b)
Must have remaining to his/her credit following any donations
at least 20 days of accrued sick leave, if donating sick leave or
12 days of accrued vacation, if donating vacation leave.
(c)
Must not have solicited nor accepted anything of value for the
donation.
D. Procedures.
(1) Any employee may request to participate in this program. He/she should
contact the Borough Administrator at 201-265-2100, ext. 667. A supervisor
may also initiate this process on behalf of the employee. Decisions
regarding eligibility will be made on a case-by-case basis.
(2) Once a recipient is approved for this program, the Department will
post on employee bulletin boards or other appropriate means, the name(s)
of eligible employee(s) who will have exhausted all earned paid leave
time by a designated date. The posting will be done only with the
recipient's consent. If the employee is unable to consent, the employee's
family may consent on behalf of the employee. The Borough Administrator
will require medical documentation concerning the nature, severity,
and anticipated duration of the medical emergency involved will not
be discussed.
(3) A recipient may not participate in the program unless at least five
days have been donated to the recipient.
(4) Eligible employees may donate within the prescribed limitation only
whole days of either sick leave or vacation leave, but may not donate
more than 10 days to any one recipient.
(5) The donor and the recipient will fill out the required forms. No
one shall directly or indirectly intimidate, threaten or coerce, or
attempt to intimidate or coerce any other employee for the purpose
of interfering with any right which such employee may have with respect
to contributing, receiving, or using paid leave under this program.
The above shall include promising to confer or conferring any benefit
(such as appointment, promotion, or compensation) or effecting or
threatening to effect any reprisal (such as deprivation of appointment,
promotion, or compensation). The donor shall sign an affidavit to
this effect. Any employee who engages in the above prohibited conduct
shall be subject to disciplinary action.
(6) The donor's leave time will be reduced by the number of days which
are to be donated.
(7) The eligible recipient's leave time will be credited with the donated
time indicating the donor. The recipient may receive days from more
than one donor but may not use a total of more than 180 donated days.
Records will be maintained showing donor's name, number and type of
days donated.
(8) Donated leave shall be credited to the recipient when approved and
shall not be returned to the donor under any circumstances.
(9) The recipient employee while using donated leave will continue to
earn sick and/or vacation leave. If the sick leave is unused when
the employee returns to work, all such earned time shall be retained
by the recipient employee and credited to the employee's accrued sick
leave time.
(10)
Upon retirement, the leave recipient shall not be granted supplemental
compensation on retirement for any unused sick days, which he/she
received through the donated sick leave program.
(11)
Once the sick and/or vacation leave has been donated, it may
not be revoked by the donor.
(12)
If a leave donor is not in the same department or autonomous agency as the leave recipient, appropriate arrangements shall be made between the affected appointing authorities to verify donor eligibility and adjust leave records. However, the posting requirement set forth in Subsection
D(2) above is limited to the recipient's appointing authority.
(13)
Donations may not be used on a retroactive basis.
(14)
Employees may not use donated leave time to extend a leave beyond
a period of one year, inclusive of the employee's own leave time.
E. If you have any questions concerning this program, please contact
the Borough Administrator directly.
[Added 5-19-2015 by Ord.
No. 15-16]
Any employee who has their license suspended for any reason
from any state must self-report the suspension to the Borough of Paramus
within one (1) week from the loss of driving privileges. Failure to
self-report shall be a major disciplinary infraction and subject the
employee to automatic termination.