2.1.1. 
Rate of pay. An employee's rate of pay will be established by the Town Board.
2.1.2. 
Longevity. Only employees hired before January 1, 2010 are eligible for the following provision:
A full-time employee will be eligible for a longevity bonus of $250 to be paid on the first pay period following the anniversary date of the employee's tenth year of employment and again on the anniversary of each year thereafter until the employee has completed 15 years of continuous service.
A full-time employee will be eligible for a longevity bonus of $500 to be paid on the first pay period following the anniversary date of the employee's fifteenth year of employment and again on the anniversary of each year thereafter until the employee has completed 20 years of continuous service.
A full-time employee will be eligible for a longevity bonus of $750 to be paid on the first pay period following the anniversary date of the employee's twentieth year of employment and again each year thereafter on the anniversary of the employee's succeeding years of employment.
Part-time employees will receive equivalent longevity bonuses based on the employee's regular hours of work. Note: In the event a part-time employee moves into a full-time position, one year of "full-time" service will be credited for every 1,820 hours (2,080 hours for forty-hour workweek) of paid work and paid leave.
2.2.1. 
Summary. The Fair Labor Standards Act (FLSA) establishes overtime pay and record keeping standards. More information on the Fair Labor Standards Act may be found on the United States Department of Labor website:
http://www.dol.gov/whd/Flsa/index.htm
2.2.2. 
Overtime compensation. An employee may occasionally be required to work beyond the employee's scheduled work hours. However, an employee is not to work additional hours beyond the employee's scheduled work hours without the authorization from the appropriate Department Head.
An FLSA non-exempt employee will be paid one and one-half times the employee's regular hourly rate of pay for all authorized time worked over 40 hours in a given workweek. All hours between 35 hours and 40 hours will be paid at the straight time rate.
An FLSA non-exempt employee may not receive "compensatory time" for any hours worked in excess of the employee's normal workday or workweek.
An FLSA exempt employee is to work the hours required to fulfill the employee's job responsibilities and will not receive extra pay, premium pay or "compensatory time" for any hours worked in excess of the employee's normal workday or workweek. FLSA-exempt titles are: Comptroller, Secretary to the Town Supervisor, Recreation Director, and Deputy Town Clerk.
2.2.3. 
Credit for paid leave. Holidays, vacation leave, and jury duty leave will be included as time worked in the computation of overtime. However, sick leave, personal leave, and bereavement leave will not be included in the computation of overtime.
2.3.1. 
Payroll period. Normally, employees are paid on a bi-weekly basis. The payroll period will begin Sunday at 12:00:01 a.m. and end 14 calendar days later on Saturday at 11:59:59 p.m. An employee's paycheck will be based on the amount earned during the preceding payroll period. Certain employees may be paid on a different schedule as established by the Town Board.
2.3.2. 
Payday. Under normal circumstances, paychecks will be issued on the Thursday following the end of the payroll period. Payment will be by direct deposit or check. In the event the payday is a designated holiday, paychecks will be distributed on the previous workday.
2.3.3. 
Authorized check release. The Town will not release a paycheck to anyone other than the employee unless the employee has submitted a signed, written authorization with the Bookkeeper.