A. 
Every employee shall give the Health Officer/Administrator notice of his intention to resign from the Department. Notice shall be commensurate with the responsibilities of the employee. All employees shall give no less than two weeks' notice.
B. 
A resigning employee shall continue to perform his/her duties in the usual manner up to the date of termination and shall have the responsibility to complete all Department property files prior to termination.
C. 
Failure to fully comply with the aforesaid shall cause a forfeiture of pay, accrued vacation time, and sick leave, as well as the possible reduction or total forfeiture of the employee's final paycheck.
D. 
Full-time employees who terminates service while in good standing shall receive termination benefits in accordance with the Borough of Ridgefield.
The Health Officer/Administrator may suspend any employee without pay for any conduct enumerated herein as being the cause of demotion or dismissal or for such other cause as the Health Officer/Administrator deems warranting such action. No suspension without pay shall exceed five days in duration unless the same conduct would be sufficient cause for demotion or dismissal. Suspension for a period in excess of five days shall be appealed as provided below, there being no right to appeal a suspension for five days or less. The Health Officer/Administrator shall promptly give written notice to an employee of his suspension stating with particularity the reason for said suspension. The recommendation of the Health Officer/Administrator may be approved or modified by the Board or shall be deemed accepted if the Board takes no action inconsistent with the recommendation.
A. 
The Health Officer/Administrator may demote or dismiss an employee for the following causes:
(1) 
The employee is incompetent or inefficient in performance of his/her duties.
(2) 
The employee has been careless or negligent in performance of his/her duties.
(3) 
The employee has been offensive in his treatment of his superiors, employees or members of the public.
(4) 
The employee has a medically certified permanent or chronic physical or mental ailment or defect of such a nature and severity that he is rendered unable to properly perform his duties.
(5) 
The employee has violated provision of this chapter or any rules and regulations established by the Health Officer/Administrator hereunder or failed to obey a directive given to him by a superior when such violation or failure amounts to insubordination or a serious breach of discipline which may reasonably be expected to result in lowering the morale of the Department or in loss or injury to the public.
(6) 
The employee has taken, or has agreed to take, a fee, gift, or other valuable thing from any person or entity which the employee knew, or should have known, was meant to influence his conduct as an employee of the Department.
(7) 
The employee has been convicted of a crime.
(8) 
The employee has engaged in a course of conduct intended to undermine the Department and/or the Board.
(9) 
The employee has been absent without leave for five days.
B. 
The Health Officer/Administrator shall give prompt written notice to any employee of his dismissal stating therein, with particularity, the reasons for said action. A copy of said notice shall be forthwith transmitted to the President of the Board. The subject of dismissal shall be placed on the agenda for the next meeting of the Board. Said dismissal shall become final after the meeting of the Board unless the Board takes some affirmative action at the meeting contrary thereto. However, not withstanding the aforesaid, the demotion or dismissal shall take effect immediately upon the subject employee's receiving notice thereof, unless the notice provides for a later effective date or the President makes a contrary determination.
A. 
Any employee, other than an employee on probation, who is suspended in excess of five days or dismissed, may appeal said action to the Board by filing a written notice of appeal with the Board and serving a copy thereof upon the Health Officer/Administrator within five working days of the action. The notice of appeal shall state the action appealed from and the basis for said appeal.
B. 
A hearing shall be held at the next regularly scheduled meeting of the Board unless the notice of appeal is filed within 10 days of said meeting; in which case, the President may defer consideration of the appeal to its next meeting. The President shall preside at said hearing.
C. 
The Health Officer/Administrator shall present his position of the action taken as well as any supporting evidence he wishes to present to the Board, and thereafter, the appellant shall have the same opportunity to present his position and any evidence in support thereof. The Board may either sustain, modify or overrule the action appealed from or take any other action with respect thereto that it deems just and proper. It shall give written notification to the appellant and the Health Officer/Administrator of its decision within 10 days of the conclusion of the hearing. The failure of an employee to properly file and serve a notice of appeal as provided above, or his failure to appear at the hearing before the Board shall constitute an abandonment of the appeal. The hearing shall be held by the Board in closed session unless the appellant demands in his notice of appeal that the hearing be open to the public. No other employee's privacy or other legitimate need for confidentiality may be compromised by the attendance of the public. In any event, the Board's deliberations with respect to the appeal shall be closed to the public and the appellant shall not attend.
D. 
All articles herein shall conform to the Open Public Meetings Act.