This chapter shall be administered by a Personnel
Administrator to be appointed by the Mayor and Council. On the adoption
of this chapter:
A.
The Personnel Administrator shall prepare a personnel
file for every employee of the Borough, subject to the provisions
of this chapter.
B.
The Personnel Administrator shall prepare an application
form to be adopted by resolution of the Mayor and Council.
C.
The Personnel Administrator shall cause an application
form to be completed by every present employee of the Borough.
D.
It shall be the duty of the Personnel Administrator
to file a quarterly report with the Mayor and Council and the director
of the department of the absences, sick leave and vacations of each
employee during the month.
E.
The Personnel Administrator shall be responsible for
promulgating the rules and regulations and for maintaining attendance
records in the Borough departments. All attendance records shall be
reported to the Personnel Administrator or other person designated
by the governing body as set forth by the Personnel Administrator.
F.
The Personnel Administrator shall receive from the
director of each department an annual vacation schedule prior to May
1 of each year. The Personnel Administrator shall thereafter prepare
a report to be filed with the Mayor and Council showing the vacation
period for every Borough employee during said year. The Personnel
Administrator shall inform the director of each department of any
conflict in said vacation schedule.
G.
The Personnel Administrator shall submit an annual
report to the Mayor and Council pertaining to the attendance of every
employee.
H.
The Personnel Administrator may, from time to time,
subject to the approval by resolution of the Mayor and Council, promulgate
rules for the proper administration of this chapter.
I.
The Personnel Administrator shall cause this chapter
to be prepared in pamphlet form and distributed to each employee/
together with any amendments or rules to be promulgated by the Personnel
Administrator.
J.
The Personnel Administrator shall cause every employee
to sign a statement acknowledging receipt of said chapter, together
with rules promulgated by the Personnel Administrator.
K.
The Personnel Administrator shall monitor the Borough's
employee liability loss control plan and shall confer periodically
and at least annually with the labor attorney and Municipal Attorney
and risk management consultant and report any recommended changes
in operation to the governing body.
[Amended 11-12-2003 by Ord. No. 15-03]
A.
The director of the department may establish, amend
and supplement rules, regulations and directives for governing the
internal operations of the department and the conduct and decorum
of its personnel. Such departmental rules, regulations and directives
shall not be inconsistent or in conflict with the provisions of any
statute of this state, this chapter or any other ordinance of the
Borough.
B.
The Mayor and Council incorporates the provisions
of the Borough of Upper Saddle River Employee Handbook, as may be
amended from time to time.
C.
Personnel practices training shall be mandatory for
all department heads, supervisors and members, inclusive of the Police
Department. Each department head, supervisor and manager shall be
required to complete such personnel training and certify compliance
with this requirement every 12 months, and the requisite acknowledgment
or certification of compliance shall be placed in personnel files.
Personnel practices training shall also be available to all other
Borough employees.
D.
The Mayor and Council determine that the provisions
of the Personnel Practices and Regulations Ordinance, as amended,
together with the provisions of the Employee Handbook, inclusive of
the establishment of the sexual harassment policy of the Borough,
constitute effective and appropriate mechanisms to ensure compliance
with the applicable policies and the provision for a resolution of
complaints in connection therewith.
E.
The Mayor and Council further establish as a policy
that harassment and wrongdoing in the workplace will not be tolerated,
and that the practices established by regulation will promote these
objectives.
A.
The director of the department may establish, amend
and supplement rules, regulations and directives for governing the
internal operations of the department and the conduct and decorum
of its personnel. Such departmental rules, regulations and directives
shall not be inconsistent or in conflict with the provisions of any
statute of this state, this chapter or any other ordinance of the
Borough.
B.
The rules, regulations and directives shall be in
writing and signed by the director of the department and shall be
filed in the office of the Personnel Administrator. They shall be
binding on all persons subject to the jurisdiction of the department.
A written copy of said rules, regulations and directives shall be
distributed to the personnel of the department affected thereby and
shall be posted in the headquarters of the department. Copies shall
also be available upon request.
[Added 2-12-2003 by Ord. No. 2-03]
The provisions detailed in the Borough of Upper
Saddle River Borough Vehicle Policy, as revised to December 12, 2002,
shall be deemed to be incorporated in this chapter. The provisions
of the Borough vehicle policy shall be administered by the Borough
Administrator or by such other official as may be designated by the
Mayor and Council.
A.
The Borough is committed to providing and maintaining
a healthy and safe work environment which allows all employees to
perform their jobs in a safe and productive manner. The Borough respects
the dignity and worth of every employee through its equal opportunity
employment statement, which explains its policy and practice with
respect to prohibiting discrimination in every phase of employment.
B.
The Borough provides support for individual employees
who may be facing the trauma of a life-threatening or catastrophic
illness. The purpose of this policy is to support the physical and
emotional health of all employees, minimize disruptions of productivity
and morale caused by the presence of a worker with a life-threatening
illness and demonstrate the Borough's continued commitment to its
affirmative action goals related to physically disabled employees.
C.
Employees with such conditions who are able to meet
appropriate performance standards and whose continued employment does
not pose a threat to their own health and safety or that of others
are assured equal employment opportunities and reasonable accommodation
in their employment. This has been and continues to be the policy
of the Borough.
D.
If an employee is able to work, he or she is expected
to be productive. If the individual cannot work, then he or she may
be eligible for health and disability benefits.
E.
Consistent with the concern for employees with life-threatening
illnesses, the Borough offers the following range of resources available
through the Personnel Manager:
(1)
Employee education and information on terminal illnesses
and specific life-threatening illnesses.
(2)
Referral to agencies and organizations which offer
supportive services for life-threatening illnesses.
(3)
Consultation in assisting employees in efficiently
managing health, leave and other benefits.
A.
The Borough of Upper Saddle River is dedicated to
the principle that everyone should be assured equal employment opportunity.
It is our further belief that equal opportunity should be assured
not only in hiring practices, but also in promotion, training and
benefits.
B.
These opportunities will be afforded everyone without
regard to race, religion, color, sex, national origin, political affiliation,
physical disabilities, marital status, affectional or sexual orientation,
age or military service.
C.
The affirmative action policy is developed to include
all phases of recruiting, selection, hiring and dismissal, transfer,
promotion, training, upgrading, compensation and benefits and conditions
of employment.
D.
The Borough of Upper Saddle River implements its policy
of providing equal employment opportunity for all through an affirmative
action program. To effectively ensure compliance with this program,
the Manager of Personnel serves as the Affirmative Action Officer
for the Borough of Upper Saddle River.
E.
The Borough expects the cooperation of all municipal
employees in fulfilling these goals, which are moral, legal, social
and economic obligations.
The Mayor and Council shall amend this chapter
or any provision of this chapter as may be necessary for the proper
welfare and benefit of the employees and the Borough as may be required.
The within chapter has not been deemed to constitute
a contract or a collective bargain between the Borough and its employees.
In addition, the Borough retains all of its rights under applicable
law to terminate employees or to abolish positions for reasons of
economy and efficiency.
