[Adopted 7-9-1984 by Ord. No. A-18-84]
This article is hereby adopted and entitled "Personnel Policies for Management Employees."
For purposes of this article, the following terms shall have the meanings indicated:
DEPARTMENT HEADS
Those full-time employees holding the title and position as a head of a department as established by the Municipal Charter, said positions as established by law being limited to the heads of the Department of Administration and up to nine other departments.
MANAGEMENT EMPLOYEES
All department heads and other management employees.
OTHER MANAGEMENT EMPLOYEES
All full-time employees other than department heads who are not members of a labor bargaining unit as certified by the New Jersey Public Employees Relations Commission and it shall include all full-time statutory officials of the City who are not department heads.
A. 
Management employees shall be entitled to the following holidays with pay, and said holidays are hereby designated as official holidays of the City of Rahway:
[Amended 1-12-2004 by Ord. No. O-91-03; 12-22-2020 by Ord. No. O-41-20]
New Year's Day
Martin Luther King Day
President's Day
Good Friday
Memorial Day
Juneteenth
Independence Day
Labor Day
Columbus Day
General Election Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
Floating Holiday
B. 
In the event that an official holiday occurs on a Saturday, the holiday shall be observed on the preceding Friday. If a holiday occurs on a Sunday, it shall be observed the following Monday.
C. 
In the event that an official holiday falls within a management employee's vacation leave or during a period of sick leave, said employee will not be charged with vacation or sick leave for said holiday.
D. 
In addition to the above, Christmas Eve Day and New Year's Eve Day shall be holidays if they occur on a Monday, Tuesday, Wednesday or Thursday, but not if they occur on a Friday, Saturday or Sunday.
A. 
Department heads shall be entitled to 25 vacation days per year. Other management employees shall be entitled to vacation leave as follows: one day per month until one year of employment seniority is accrued; thereafter, 12 days per year plus one day for each year of seniority accrued. For purposes of determining years of seniority, employees hired after July 1 in any given year shall not be given any credit for service in said year; employees hired before July 1 in any given year shall be given full credit for one year of service for said year.
B. 
Vacation schedules for department heads shall be subject to the approval of the Business Administrator. Vacation schedules for other management employees shall be subject to the approval of the head of the department in which they are employed, subject to policies established by the Business Administrator.
C. 
Vacation days for management employees may be accumulated from one year to the following year upon written request to and approval by the Business Administrator, provided that at no time may such an employee have accumulated vacation days in excess of two years' entitlement.
A. 
Department heads shall be entitled to 15 working days per year of sick leave. Other management employees shall be entitled to the same, except that, in the first year of employment, using July 1 as the determining date as set forth in § 73-4A above, sick leave shall be prorated on a monthly basis.
B. 
Sick leave may be used solely in the event of personal illness or when the attendance of a management employee to the illness of a member of his or her immediate family is required. The Business Administrator or, by delegation, the department heads, shall have the authority to verify any use of sick leave for management employees and to approve or disapprove use of same based on the above.
C. 
Unused sick leave shall accumulate from year to year without limit.
A. 
Upon retiring on pension after 25 or more years of service, management employees shall be paid the following compensation, with daily rates to be computed by dividing said employee's annual rate by 260:
(1) 
Department heads shall be paid one day's pay for each accumulated sick leave day up to 120 days and one day's pay for each three days of sick leave accumulated in excess of 120 days.
(2) 
Other management employees shall be paid one day's pay for each accumulated sick leave day up to 90 days and one day's pay for each three days of sick leave accumulated in excess of 90 days.
(3) 
All management employees shall be paid all unused vacation time due at the time of retirement.
B. 
Management employees retiring on pension with less than 25 years of service shall be paid terminal pay as in Subsection A(1) and (2) above, prorated to the number of years of service completed.
C. 
Should a management employee eligible to retire on pension die before so doing, payment shall be made to his or her survivors or, if none, estate, utilizing the same computation methods set forth in Subsections A and B above.
D. 
Terminal pay shall be made upon retirement or, at the employee's option, may be deferred in whole or in part to the month of January next succeeding the date of retirement.
[Amended 9-12-2016 by Ord. No. O-24-16]
A. 
Management employees shall be covered by City paid hospitalization and major medical insurance at a level not less than the highest coverage provided any other City employees. Said benefits as paid by the City shall cease upon retirement for management employees who are hired by the City after the effective date of this section. Said benefits shall continue after retirement for those management employees who have been employed by the City on or before the effective date of this section subject to the following:
(1) 
This benefit is subject to the rules, regulations and provisions of the New Jersey Division of Pensions.
(2) 
The retired management employee is eligible to enroll for said coverage through the New Jersey Division of Pensions and does so enroll.
(3) 
The retired management employee is not eligible for significantly similar coverage by virtue of coverage through a family member.
(4) 
The retired management employee is not eligible for government coverage through other programs; for example, Medicare.
B. 
In the event of the items in Subsection A(3) or (4) above, the retired management employee shall not enroll for any coverage that requires payment by the City.
[Added 9-8-2003 by Ord. No. O-66-03; amended 7-11-2005 by Ord. No. O-24-05]
A. 
Any City employee receiving health care benefits under the City's current health care benefit coverage who is also eligible for coverage under his or her spouse's health care coverage plan may waive the coverage provided by the City by executing a written waiver of the health care benefit coverage on forms prescribed by the Department of Administration for same. Such waiver shall be filed with the Business Administrator's Office.
B. 
The City shall, effective June 1, 2010, pay, annually, to any employee who waives health care benefit coverage, a percentage of the amount of monies saved by the City due to such waiver, such percentage not to exceed 25% or $5,000, whichever is less, of the amount saved.
[Amended 11-10-2008 by Ord. No. O-29-08; 7-12-2010 by Ord. No. O-18-10]
C. 
Any City employee who waives health care benefit coverage shall be permitted to resume coverage under the same terms previously provided and then currently provided to other City employees, should said employee cease to be covered through the employee's spouse's health care coverage for any reason. Any City employee who resumes coverage shall repay, on a pro-rated basis, any monies received from the City which represent an advance payment for a period of time during which coverage is resumed.
D. 
Any City employee who waives health care benefit coverage shall be permitted to resume coverage under the same terms previously provided and then currently provided to other City employees, while still covered under his or her spouse's coverage, during the City's annual open enrollment period. Any City employee who resumes coverage shall repay, on a pro-rated basis, any monies received from the City which represent an advance payment for a period of time during which coverage is resumed.
E. 
City employees who wish to resume health care benefit coverage must file a declaration revoking the waiver in writing on forms prescribed by the Department of Administration with the Business Administrator's Office.
F. 
Any payments made to City employees made in lieu of health care benefits coverage under the City's health care benefits program shall cease concurrently with the effective date of the employee's re-enrollment.
A. 
Medical expenses incurred by management employees which are not reimbursed by City insurance coverage shall be eligible for direct payment by the City as follows:
(1) 
Municipal Council shall determine by budget appropriation if funds are available for said purpose and, if so, shall specify the amount annually by official action of the Council;
(2) 
At or near the end of each City fiscal year, management employees shall submit any claims for such expenses to the Business Administrator;
(3) 
The Business Administrator shall promulgate rules and regulations governing the payment of such claims, subject to the following:
(a) 
In no case shall the total amount authorized to be paid exceed the total amount authorized by Municipal Council as set forth in Subsection A(1) above;
(b) 
Payments made by employees as part of any insurance deductible shall not be eligible for reimbursement hereunder;
(c) 
The balance of original claims paid only partially under City insurance coverage shall be given preference over any and all other claims;
(d) 
Medical expenses incurred solely for cosmetic reasons or expenses for routine vision examinations or eyeglasses or contact lenses shall not be eligible hereunder;
(e) 
No claims shall be reimbursed unless proof of loss and payment has been made.
B. 
Any payments made hereunder shall be done so only by processing of an official City voucher by the individual claimant and after approval by the Business Administrator and Mayor.
C. 
The Business Administrator shall submit a complete report annually to the Mayor and Council setting forth the number and nature of all claims made hereunder and the rules and regulations which were established and carried out in implementing the supplementary coverage established hereby.
[Amended 3-13-1996 by Ord. No. O-17-96]
A. 
Any full-time permanent employee of the City of Rahway who shall be injured or disabled directly resulting from or arising out of his/her employment with the City of Rahway and who is entitled to, qualifies for, and is receiving workers' compensation pursuant to N.J.S.A. 34:15A-1 et seq. as a result of that injury or disability shall be granted a leave of absence up to one year duration from the date of the occurrence of that injury or disability in accordance with the terms of this section.
B. 
To qualify for leave in accordance with this section, the employee requesting same must submit to an examination by a physician designated by the Business Administrator of the City of Rahway, and said physician must certify to the employee's injury or disability.
C. 
Employees receiving leave in accordance with this section shall be entitled to and will receive their base pay, less any workers' compensation benefits received by them for the subject injury or disability, for the duration of that leave.
[Amended 6-11-1997 by Ord. No. O-33-97]
D. 
Any employee whose employment with the City of Rahway shall terminate during this leave shall forfeit his/her entitlement rendered effective upon that termination date.
A management employee serving on jury duty shall not be charged with any absence from work, but shall have his or her compensation adjusted in such a way that the total of any compensation for jury duty plus his or her regular wages does not exceed his or her regular wages.
Vacation, holidays and sick leave time may be utilized by management employees for purposes of childbirth and child care thereafter, with scheduling of same to be by mutual agreement of the employee and the city. Extended maternity leave without pay may be granted by the Business Administrator to any management employee, or, in the case of the Business Administrator, by the Mayor, for a period not to exceed one year from the date of childbirth. Hospitalization and medical insurance coverages shall be maintained in full force for any employee on such leave.
Leave to members of the National Guard and to members of reserve components of the United States military shall be granted to management employees pursuant to the terms of applicable law.
Management employees shall be entitled to up to four days of leave with pay in the event of a death in the immediate family. Such leave shall be at the discretion of the employee's department head, subject to approval by the Business Administrator. Subject to the same authorities, leave with pay not to exceed one day may be granted for the purpose of attending other funeral services.
A. 
Leaves of absence without pay may be granted management employees by the Mayor for up to six months. Such leaves of longer than six months may be granted by the Mayor with the advice and consent of Municipal Council.
B. 
Leaves of absence with pay for management employees may be granted only by the Mayor with the advice and consent of Municipal Council.
Department heads shall not be considered to work any overtime nor be paid any compensatory time or extra wages. The annual salary paid department heads shall be considered compensation for all work performed during the year. Other management employees may be compensated for overtime pursuant to applicable law and to policies left to the jurisdiction of the City administration.
A. 
Management employees appointed prior to July 1, 1999, shall be paid 2% of their previous year's base salary as longevity pay for each four years of employment they have completed. Maximum longevity pay is 12%.
[Amended 12-13-1999 by Ord. No. O-53-99]
B. 
Computation of years of service shall be done utilizing the same method as in § 73-4A above.
A. 
The City of Rahway shall provide legal defense for and against any and all claims, complaints, and/or legal actions against management employees arising out of the performance of their duties as employees of the City of Rahway.
B. 
The foregoing shall not apply if a criminal complaint or proceeding is brought against a management employee by a governmental law enforcement agency or instrumentality and said complaint or proceeding is upheld by the system of justice.
A. 
Policies and working conditions for part-time management employees shall be as per applicable law and administrative policy.
B. 
Policies and working conditions for management employees employed under federal or state grant programs shall be as per applicable law and administrative policy.
C. 
Policies and working conditions for the position of City Clerk may be determined at any time by resolution of the Municipal Council. In the absence of same, said position shall be governed by the provisions of this article pertaining to department heads.
The Department of Administration shall administer the provisions of this article and keep and maintain records respecting the same.