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Montclair Township

Municipal Clerk
Municipal Clerk Linda WanatTownship of Montclair Municipal Building
205 Claremont Avenue
First Floor
Montclair, NJ 07042

Linda S. Wanat, Municipal Clerk
973-509-4900
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Hours: Monday - Friday, 8:30 a.m.-4:30 p.m.

The Office of the Municipal Clerk
"Your Doorway to Local Government"

The office of the Municipal Clerk is historical in its traditions, serving as a direct link between residents and their local government since Biblical times. The early keepers of archives were often called "rememberers" and before writing came into use, their memory served as the public record.

NJ Statutes define the Municipal Clerk's responsibilities as:

  • Secretary to the Governing Body
  • Secretary to the Municipal Corporation
  • Administrative and Licensing Officer
  • Election Administrator and Registrar of Voters
  • Custodian of Records
However, these core duties reflect just a portion of the many responsibilities and activities of the Municipal Clerk's Office.

Montclair Paid Sick Time Ordinance Goes into Effect March 4 PDF Print E-mail

Tuesday, March 3, 2015

Montclair Deputy Mayor Bob RussoMontclair’s Paid Sick Time ordinance goes into effect on Wednesday, March 4. The ordinance, which passed by a nearly 3-to-1 margin as a referendum question on last November’s ballot, will provide employees working in the Township up to 40 hours of paid sick time.

Under Montclair’s Paid Sick Time law (also known as Earned Sick Days) employees who work for at least 80 hours in a calendar year in the Township must be provided with paid sick time by their employers. The law excludes from this requirement individuals employed by the city, state, or federal government; individuals employed by any New Jersey school district or Board of Education; and a limited number of union members.

“The implementation of guaranteed paid sick leave means catching the flu or child coming down sick won't result in losing a job or lost wages,” said Montclair Deputy Mayor Bob Russo. “Montclair was at the vanguard on this issue because residents recognize that paid sick leave benefits employees, employers and the economy as a whole.”

Read more...
 
Paid Sick Time Ordinance Information PDF Print E-mail

Notice of Employee Rights to Paid Sick Time
Effective as of March 4, 2015

DOWNLOAD PAID SICK LEAVE NOTICE FOR POSTING

Under the Montclair Township, NJ Paid Sick Time Law (also known as Earned Sick Days), certain employers must give their employees paid sick time.

Employees who work more than 80 hours in a calendar year in Montclair Township, NJ must be provided with paid sick time by their employers. The law excludes from this requirement: individuals employed by the city, state, or federal government; individuals employed by any New Jersey school district or Board of Education; and members of a construction union who are enrolled or have graduated from a registered apprenticeship program and are covered by a collective bargaining agreement.

By law, employers who must provide paid sick time must give this written notice to new employees when they begin employment and to existing employees as soon as practicable. Employers must also post this notice in a conspicuous and accessible place in each establishment where employees are employed.

Read more...
 
Paid Sick Time Ordinance Text PDF Print E-mail

Montclair Township's paid sick leave ordinance goes into effect Wednesday, March 4, 2015.

View the township Paid Sick Leave ordinance.

 
Paid Sick Time Ordinance FAQs PDF Print E-mail

Frequently Asked Questions:
Township of Montclair Paid Sick Leave Ordinance

On November 4, 2014, the Township of Montclair Sick Leave Ordinance was enacted and the effective date is 120 later -- March 4, 2015. The Ordinance requires employers to provide paid sick leave to their private-sector employees (see below exemptions) who work within the city limits of Montclair.

The Department of Health and Human Services is responsible for coordinating implementing and enforcing this Ordinance.

This Frequently Asked Questions (FAQ) sheet addresses some of the most common questions about the ordinance. Do you have a question that isn’t covered by this FAQ? Contact the Department of Health and Human Services at 973-509-4970.

A. General provisions

1. What does the ordinance do?
The Paid Sick Leave Ordinance (PSL) establishes minimum standards for employers to provide paid sick leave to employees who work within Montclair city limits. The ordinance also prescribes penalties, remedies and enforcement procedures.

2. When did the PSL Ordinance take effect?
The PSL Ordinance took effect on March 4, 2015

3. Who is covered?
Employees who work more than 80 hours a year in the Township of Montclair. The law excludes individuals employed by the city, state, or federal government; individuals employed by any New Jersey school district of Board of Education; and members of a construction union who are enrolled or have graduated from a registered apprenticeship program and are covered by a collective bargaining agreement.

4. How much paid sick leave must be provided to employees?
It depends on the number of total employees at a place of work. See the below chart for annual amount of paid sick time and rate of accrual. Accrued sick time may be used in the smallest increments that the employer’s payroll system uses to account for absences or use of other time.

Amount of Paid Sick Time and Rate of Accrual:

If your employer has: You Accrue Not required to exceed
10 or more employees 1 hour of paid sick time for every 30 hours worked 40 hours a year
Fewer than 10 employees 1 hour of paid sick time for every 30 hours worked 24 hours a year
Exception: Regardless of the number of people employed by your employer, if you are a child care worker, home health care worker, or food service worker 1 hour of paid sick time for every 30 hours worked 40 hours a year

5. For what purposes can paid sick time be used?
An employee’s mental or physical illness, injury, health condition, need for medical diagnosis care or treatment of a mental or physical illness, injury or health condition, or an employee’s need for preventive medical care.

An employee needs to provide care for a family member with a mental or physical illness, injury, health condition, or preventive medical care and diagnosis.

Family members include an employee’s child (biological, foster, step, adopted, or legal guardianship), Grandchild, Spouse, Domestic Partner, Civil Union Partner, Parent, Grandparent or Spouse (including domestic partner or civil union partner) of a Grandparent, Child or Parent of an employee’s spouse (or domestic partner or civil union partner), and Sibling.

An employee’s place of business has been closed due to a public health emergency.

An employee needs to care for a child whose school or place of care has been closed due to a public health emergency

6. When do employees begin to accrue paid sick leave?
On the effective date of the paid sick time ordinance or on the first day of their employment, whichever is later. Exception is when an employee is covered by a collective bargaining that is effective on the effective date of the paid sick time ordinance, they begin to accrue paid sick time under beginning on the date that the agreement ends, unless the collective bargaining agreement expressly and clearly waives the protections of the Paid Sick Time Law, in which case all or any portion of this law will not apply to them.

7. When can employees begin to take their accrued paid sick leave?
If on the effective date of the paid sick time ordinance a worker has been employed for more than 90 calendar days, they can begin using paid sick time as it is accrued. Otherwise, they can begin using their time 90 calendar days after employment begins.

8. Does an employee have to provide advance notice to their employer when planning to take paid sick time?
If the need is foreseeable (i.e., preventative doctor appointment), the employee can asked to provide no more than up to seven days advance notice. If the need is not foreseeable, an employer may require their employee to give notice before the beginning of work or as soon as practicable in an emergency where advanced notice is not possible. Employees may be required to provide a signed doctor’s note (not required to disclose the nature of illness) if taking sick time of more than 3 consecutive days.

9. What type of notice must an employer provide their employees?
All employers must give a written notice to each new employee regarding their rights under the Ordinance, as soon as practicable if the employee is already employed at the effective date of this law. Such a notice must describe the employees’ rights under the paid sick time ordinance. The notice must be provided in English and in the primary language of at least 10% of the employer’s workforce. The notice must be displayed in a conspicuous and accessible place at the workplace.

10. What actions can an employee take to ensure that an employer complies with the law?
Employees can file a complaint with the Department of Health and Human Services -- download the Paid Sick Leave Ordinance Intake Questionnare below, fill it out and send/bring to the Montclair Department of Health and Human Services, 205 Claremont Avenue, Montclair; NJ 07042. If you have questions, please call the Department at 973-509-4970.

DOWNLOAD QUESTIONNAIRE

They may also file a complaint with the Municipal Court. Employers are not permitted to retaliate against employers for using paid sick time they are entitled to.

 
Montclair Township Opens Public Information Kiosk PDF Print E-mail

Sarah Merrick uses the township information kioskIn response to the growing number of requests for public information, Montclair Township has opened a public information kiosk in the Municipal Clerk's office, located on the first floor of the municipal building at 205 Claremont Avenue. The kiosk is open to the public weekdays from 8:30 a.m. to 4:00 p.m. Users may search for information on township ordinances and resolutions, property taxes, zoning codes, and building permits.

The Township encourages people to utilize the kiosk rather than submit a request under the Open Public Records Act because it saves time by providing instant results.

 
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