(Your town name goes here), NEW JERSEY

NOW WHAT???

BETTER HOPE YOUR POLICY AND TRAINING HISTORY ARE IN ORDER

If not we can help!!!!

No one wants to see this But they do Ask yourself……. Can the following happen to your

organization or town?

ROSELLE — A former Roselle public works employee sued the borough, former public works supervisor Louis Williams, various public works employees and Mayor Garrett Smith for sexual discrimination, harassment and libel.

The suit filed last week claims that Kheshea Jones, 44, of Roselle, was hired as a laborer by the public works department in 2007, with assurances from then-superintendent Louis Williams that she could serve as a substitute truck driver and might be hired after a 90-day trial period.

But instead of being assigned advertised duties like filling potholes and painting curbs, Jones said she was asked to deliver food for Williams and clean bathrooms, tasks which male workers weren’t asked to do.

.former Warren prosecutor who sued the township alleging wrongful termination was awarded more than $1 million today by a Morris County jury, her lawyer said.Michelle D’Onofrio, of Long Hill, accused Warren officials of violating her rights under the state’s whistleblower law when she filed a complaint against then-municipal Judge Richard M. Sasso in 2007."Justice prevailed," said D’Onofrio’s lawyer, Nancy Erika Smith.Warren Committeeman Victor Sordillo said the township is "absolutely going to appeal the decision."In the lawsuit, D’Onofrio, 52, said she was fired after she filed a state ethics complaint against Sasso, a municipal judge in Bridgewater, Bound Brook, Watchung and Warren.

• In 1994, when Earl Rowan started a roughly $17,000-a-year maintenance job with the Bayonne Parking Authority, the newlywed saw a promising career with the city agency. Things haven't worked out that way.

Seventeen years later, the 53-year-old father of two teenage sons now picks up a bucket, shovel and broom from a container parked on East 21st Street and sweeps trash on Broadway for the Department of Public Works.

Rowan says his career began to spiral downward after he challenged decisions not to promote him.

Peter de Vries and Timothy Carter had to move out of Secaucus to stop the harassment from the firehouse they lived next door to. The gay couple filed suit claiming that they were harassed in 2004 by a group of firefighters who were partying adjacent to their residence. In an Out In Jersey magazine story in late 2004 they both admitted that they were afraid to live in Secaucus. They have since moved.

A jury recently awarded Peter de Vries and Timothy Carter $2.84 million in a civil lawsuit.

If they can………. Are you confident you will prevail??

According to the Morris JIF outsourcing EPL POL costs per town

YOUR COSTS = Deductable = $20,000.00 Plus………. 20% of first $250,000.00 That means $50,000.00 MORE… Your total costs = $70,000.00 – PER

OCCURRENCE Are you ready? How's that 2% levy cap holding? Remember this is just ONE claim in a year

EPL AUDIT(epl – employment practices liability)

EPL SHIELD

Two products to protect your organization

EPL AUDIT If you are unsure if you have a policy

and sign off exposure

EPL SHIELD use YOUR policies or OURS Obtain needed protection for your

organization Using DMS technology capture

electronic sigatures

BLUE SHIELD OFFERS TWO PRODUCTS TO SAVE YOUR BUDGET DOLLARS

EPL Audit Program

If you’re not sure if you have a policy/ signoff/ training problem

Low cost solution will identify if you’re at risk

Will identify workplace required postings

Will identify training deficiencies

EPL SHIELD

If you know you’re at risk…

We install complete policy system or use yours

Obtain all necessary sign offs and training

Provide you within 3 months complete employee files including all necessary documentation

Includes temporary and seasonal workers

1 year support for new employees

Blue Shield’s two product offerings

For average cost of $2,000.00 or less

Complete HR audit All employees Hiring/ firing

practices Policy examination

to determine in accord with

New Jersey League of Municipalities best practices

Compliance with federal/ state posting regulations

Training requirements

Provide you with feedback and honest positive support and plan of action

SECTION II HUMAN RESOURCES POLICY COMPLIANCE SIGNOFF/ TRAININGCHAPTERDEPARTMENT

Equal employme

nt**

Americans with

disabilities

NJ DOP rules (where

applicable)

Pre employment

interviews

employee records

Pre employmen

t medical exams

Outside employmen

t

Certification of eligible

employment

p5 njslom p17 model letter

beyer rick dpw ftbiro victor dpw ftcanning sean admin ftcaponigro ronald dpw ftcassidy janet rec ftcirelli joann police ftcottrell tom dpw ft

What is an EPL Audit?An audit is a means by which an organization can measure where it currently stands on:

Review of all aspects of human resources Ensure that government regulations and

company policies are being adhered to The key to an audit is to remember it is

discovery tool; there is room for improvement in every organization.

To insure the effective utilization of an organization’s human resources.

To review compliance with administrative regulations.

To assist the ever diminishing administrative workforce in planning future improvements

To maintain the organization’s ability to

effectively ward off unnecessary litigation.

To perform a "due diligence" review for policy, training and sign offs.

What does a full EPL Audit entail": Legal compliance of policy regulations

Legal compliance in all HR locations and postings

Employment compliance in practices with policies, law and regulations

Training and Development

Communications – tracking and binding of memos/ policies

Policies and procedures (including employee handbook)

Personnel training and files records for accountability to the municipality in policies, training sign offs

Existence of job descriptions for all personnel Existence and recommendations for

performance evaluations

ESTABLISH GOALS AND IMPROVEMENT PLAN IF NEEDED

EPL SHIELD

We use your policies or install our sample policies with your input and tailoring

We obtain all needed signoffs full, part time personnel and volunteers if necessary

Using dms electronic sign off system

Full support for 1 year for new employees

Provide for necessary workplace required liability training

We provide YOU with complete files of employees, needed signoffs and documentation to avoid legal claims or successfully defend

Methodology approaches to EPL Audit:

The approaches and methodology Blue Shield conducts when conducting an HR audit are those of:

Outside authority – Federal, State and local mandates

Statistical - level of compliance in policies all personnel full time and part time/ seasonal

Compliance approach .

Reports Blue Shield Consulting will always

prepare and submit an audit report to authority of the organization, be it the Town Manager, Administrator and Mayor.

The purpose of the report will stress current status as well as suggested improvements to better protect the organization in its HR functions and better protect the organization.

The final report will indicate gaps in performance and therefore contains remarks and remedial measures. HR Audit is very much helpful to face the challenges of the organization

Chief Ted Ehrenberg (Ret). President and CEO Blue.Shield Consulting 973-294-6500 Blue.shield@verizon.net

 

Sean P. Canning Consultant Blue Shield Consulting 862-228-3563/

grachel1@optonline.net

Chief Ted Ehrenberg (Ret) Mr. Ehrenburg is a retired Chief of Police from the

Washington Township Police Department, Morris County, NJ after serving with the Township for 28 years.

Mr. Ehrenberg is a proven organizational reformer possessing an insight into organizational reform and problem identification. He has authored numerous studies indicating the need for positive change and organizations recommendations.

Mr. Ehrenberg has been an adjunct professor at Centenary College in New Jersey, instructing in criminal justice, policing theory and leadership. Mr. Ehrenberg has also sat on committees of the New Jersey State Association of Chiefs of Police (NJSACOP).

As the Director of the West Morris Regional Communication Center for eleven years he oversaw the 911 Dispatch and call taker services to five separate communities.

He currently serves as the City manager for the Borough of Bloomingdale, N.J. Mr. Ehrenberg holds an Associates Degree in Law Enforcement, a Bachelor of Arts in Criminal Justice and a Masters Degree of Education and Management from Seton Hall University. Mr. Ehrenberg is also a Certified Public Manager through Rutgers University and has been published in the NJ League of Municipalities magazine

Chief Sean P. Canning (Ret.) Mr. Sean P. Canning possess vast managerial and

leadership experience displaying excellent communication skills, a reputation as a problem solver, fostering team work, and management innovation. He currently serves as the Borough Administrator for the Borough of Lincoln Park, NJ

Mr. Canning is a retired Chief of Police from the Borough of Lincoln Park, Morris County, N.J. having served for 25 years. As Chief of Police, Mr. Canning lead the department through the arduous accreditation process receiving CALEA recognition of the accreditation efforts in March 2008.

Mr. Canning is a certified CALEA national assessor, having also guided his own police department through the arduous accreditation process. He possesses a Bachelor of Arts, and Masters Degree of Business Administration in Public Administrative Management.

Mr. Canning has also completed the necessary work as a qualified purchasing professional for New Jersey cities and municipalities and holds the RPPS designation from Rutgers School of Public Affairs and Administration

 Mr. Canning also co authored the authoritative White Paper on police merger and consolidation for the New Jersey State Chiefs of Police Association.