3.1.1. 
Designated holidays. Prior to January 1st of each year, the Town will establish a holiday schedule that accounts for four-day workweek and five-day workweek schedules in which the total hours of "holiday pay" will be 91 hours (thirty-five-hour workweek) or 104 hours (forty-hour workweek).
The following holidays will be observed:
•
New Year's Day
•
Columbus Day
•
Martin Luther King Day
•
Veterans Day
•
Presidents' Day
•
Thanksgiving Day
•
Memorial Day
•
Day after Thanksgiving
•
Independence Day
•
Christmas Day
•
Labor Day
The Town will also provide two additional holidays of the Town's choosing.
3.1.2. 
Holiday pay. A full-time or part-time employee who does not work on a designated holiday will be paid for the day at the employee's regular daily rate of pay, provided the employee was otherwise scheduled to work on that day. A temporary or seasonal employee is not eligible for holiday pay.
3.1.3. 
Assigned to work on a holiday. A full-time or part-time employee who does work on a designated holiday will be paid for all hours worked at one and one-half times the employee's regular rate of pay plus "holiday pay" or, with the approval of the appropriate Department Head, the employee will be paid for all hours worked at the employee's regular rate of pay and such employee will receive an equal amount of time off with pay at a mutually agreed upon date within thirty calendar days following the holiday.
A temporary employee or seasonal employee who works on a designated holiday will be paid at the employee's regular rate of pay.
3.1.4. 
Holiday during scheduled leave. In the event a designated holiday occurs on an employee's normal workday and the employee is on paid vacation leave, paid sick leave, or paid bereavement leave, the employee will receive holiday pay for the day and the employee's other leave credits will not be charged for that day.
3.2.1. 
Allowance (front-loaded on January 1st). A full-time employee will be credited with paid vacation time on January 1st of each year in accordance with the following schedule. A part-time employee who is regularly scheduled to work at least seventeen and one-half hours per week will be similarly credited with vacation leave on a pro-rated basis, with 35 hours equal to 100% (thirty-five-hour workweek) or 40 hours equal to 100% (forty-hour workweek).
An employee who is to complete one year of continuous service will be credited with 35 hours (40 hours for forty-hour workweek) of vacation leave on the January 1st immediately preceding the employee's first anniversary date.
An employee who is to complete two years of continuous service will be credited with 70 hours (80 hours for forty-hour workweek) of vacation leave on the January 1st immediately preceding the employee's second anniversary date and each January 1st date thereafter until the employee has completed seven years of continuous service.
An employee who is to complete seven years of continuous service will be credited with 105 hours (120 hours for forty-hour workweek) of vacation leave on the January 1st immediately preceding the employee's seventh anniversary date and each January 1st date thereafter until the employee has completed 12 years of continuous service.
An employee who is to complete 12 years of continuous service will be credited with 140 hours (160 hours for forty-hour workweek) of vacation leave on the January 1st immediately preceding the employee's 12th anniversary date and each January 1st date thereafter until the employee leaves employment.
3.2.2. 
New employees. A new hire will be credited with vacation leave credits as follows:
Month Hired
Amount of Vacation
January and February
Five Days
March and April
Four Days
May and June
Three Days
July and August
Two Days
September and October
One Day
November and December
None
A newly hired employee may not use credited vacation leave until completion of 30 calendar days of continuous employment.
3.2.3. 
Temporary and seasonal employees. A temporary employee or seasonal employee is not eligible for paid vacation leave but may be allowed to take time-off without pay, provided the individual has prior approval from the Town Supervisor.
3.2.4. 
Accrual during unpaid leaves of absence. An employee will not accrue vacation leave while the employee is on an approved unpaid leave of absence in excess of 30 calendar days. The employee's allowance will be adjusted on a prorated basis for a period equivalent to the time of such leave. For example, an employee who is on an unpaid leave of absence for four months will receive 66.67% of the employee's vacation leave allowance on January 1st of the next year.
3.2.5. 
Accumulation. A maximum of 70 hours (80 hours for forty-hour workweek) of vacation leave credits may be carried over to the following year. Any vacation leave credits in excess of 70 hours (80 hours for forty-hour workweek) remaining unused at the close of business on December 31st will be canceled.
3.2.6. 
Annual buy-back. Employees may elect to receive cash payment in lieu of time off for up to 1/2 of their annual vacation allotment to a maximum of 35 hours. Payment will be at the employee's rate of pay on December 31st. However, payment will be made in the second paycheck in the following January.
3.2.7. 
Scheduling. Vacations will be scheduled so as not to interfere with the operations of the department to which the employee is assigned. An employee must receive prior approval from the appropriate Department Head to take vacation leave. All requests for vacation must be in writing and made at least five workdays prior to the requested time off. Vacation leave will be limited to a two-week maximum, unless more time is approved by the appropriate Department Head. The Department Head has total discretion in the approval of vacation leave.
Vacation leave credits will be charged in one-hour increments. An employee may take vacation leave only after it has been credited.
3.2.8. 
Termination of employment. Upon termination of employment, the employee will be paid on a prorated basis for any unused vacation leave to which the employee is properly entitled at the employee's then current rate of pay. In the event an employee leaves employment due to disciplinary action, the employee will not receive a settlement for unused vacation leave.
In case of the death of the employee, the Town will pay the employee's estate for any unused vacation leave credits.
3.3.1. 
Allowance (front-loaded on January 1st). Full-time employees shall be credited with 70 hours (80 hours for forty-hour workweek) of paid sick leave credits per year, which shall be credited on January 1st of each year. Part-time employees shall receive equivalent sick leave based on the employee's regular hours of work.
3.3.2. 
New employees. New employees shall receive pro-rated sick leave credits for the first year, on a one-day-per-month basis, up to a maximum of 70 hours (80 hours for forty-hour workweek) a year. A newly hired employee may not use accumulated sick leave credits until completion of six months of continuous employment, unless the employee submits medical verification from the treating physician for the date(s) of the absence.
3.3.3. 
Temporary or seasonal employees. A temporary employee or seasonal employee is not eligible for paid sick leave but may be allowed to take time-off without pay, provided the individual has prior approval from the appropriate Department Head.
3.3.4. 
Accrual during unpaid leaves of absence. An employee will not accrue sick leave while the employee is on an approved unpaid leave of absence in excess of 30 calendar days. The employee's allowance will be adjusted on a prorated basis for a period equivalent to the time of such leave. For example, an employee who is on an unpaid leave of absence for four months will receive 66.67% of the employee's sick leave allowance on January 1st of the next year.
3.3.5. 
Accumulation. Employees may accumulate sick leave without limit.
3.3.6. 
Use of sick leave. Sick leave is provided to protect an employee against financial loss during an illness or injury and not a leave benefit to which the employee is automatically entitled. An employee may use sick leave credits for an illness or injury that inhibits the ability to perform the duties of the employee's job. An employee may use sick leave credits for medical and dental appointments that cannot be scheduled during non-work hours. Sick leave may not be used to extend a vacation.
Sick leave credits will be charged in one-hour increments. An employee may take paid sick leave only after it has been credited.
3.3.7. 
Family sick leave. An employee may use accumulated sick leave credits for family illness or injury only if the employee must provide direct care to an immediate family member. For purposes of family sick leave, "immediate family member" will mean, without exception, the employee's parent, spouse, or child, including step-child and foster child, and grandchild in the employee's care.
3.3.8. 
Notification of sick leave. In the event an employee must take sick leave, the employee must notify the appropriate Department Head as soon as possible before the employee's scheduled reporting time. The notification must be made personally to the Department Head, unless the Department Head authorizes the use of an answering device for this purpose. Unless an extended sick leave absence has been authorized, the employee must notify the Department Head each day of the absence. Failure to give this notice will render the employee ineligible to use sick leave credits for the absence.
3.3.9. 
Medical verification. The Town may require medical verification of an employee's absence if the Town perceives the employee is abusing sick leave or has used an excessive amount of sick leave. The Town may require medical verification of an employee's absence to verify that the employee is able to return to work with or without restrictions.
3.3.10. 
Abuse of sick leave. An employee who, after investigation, is found to have demonstrated a pattern of sick leave abuse or to have used an excessive amount of sick leave will be subject to appropriate disciplinary action.
No employee, while on sick leave from the Town, shall be elsewhere employed or engaged in any outside work or employment whatsoever during the same period that the employee would have been working. Employees, while on sick leave, must be able to verify the status of their conditions. Any employee found to be elsewhere employed or engaged in any outside work or employment while on sick leave from the Town shall be subject to termination of employment.
3.3.11. 
Retirement credit. The Town will make available § 41-j of the Retirement and Social Security Law, which allows credit for accumulated sick leave at the time of retirement. More information on 41-j may be found on the Office of the State Comptroller website:
http://www.osc.state.ny.us/retire/publications/vo1522/service_credit/sick_leave.php
3.3.12. 
Termination of employment. An employee who resigns, is laid off, or leaves employment due to disciplinary action will not receive a settlement for unused sick leave. An employee who is recalled from a lay-off will be re-credited with the amount the employee had accumulated at the time of the layoff.
3.4.1. 
Personal leave allowance (front-loaded on January 1st). Each full-time employee will receive 28 hours (32 hours for forty-hour workweek) of paid personal leave credits per year, which will be credited on January 1st of each year. For new hires, personal days will be pro-rated at the rate of one personal day per quarter or part thereof.
3.4.2. 
Part-time, temporary or seasonal employees. A part-time employee, temporary employee or seasonal employee is not eligible for paid personal leave but may be allowed to take time-off without pay, provided the individual has prior approval from the appropriate Department Head.
3.4.3. 
Accumulation. An employee may not accumulate personal leave credits. Any personal leave credits remaining unused at close of business on the last day of the calendar year will be converted to sick leave credits.
3.4.4. 
Scheduling of personal leave. Personal leave may not be used to extend a vacation. An employee must receive prior approval from the appropriate Department Head, or designee, to take personal leave. The request must be submitted, in writing, at least 24 hours in advance. In the event there is an unforeseen emergency, the requirement for advance notice will be waived. The Town Supervisor, or designee, will have total discretion in the approval of personal leave.
Personal leave credits will be charged in one-hour increments. An employee may take personal leave only after it has been credited.
3.4.5. 
Termination of employment. An employee who resigns, retires, is laid off, or is terminated from employment due to disciplinary action will not receive payment for unused personal leave.
3.5.1. 
Immediate family. In the event of a death of an employee's (full-time and part-time) "immediate family member," the employee may take a leave of absence without loss of pay or leave credits for up to five scheduled workdays between the date of the death and the day after the burial. For purposes of bereavement leave, "immediate family member" is defined as an employee's spouse, child (including step-child and foster-child), and parent (including step-parent and legal guardian).
3.5.2. 
Extended family. In the event of a death of an employee's (full-time and part-time) "extended family member," the employee may take a leave of absence without loss of pay or leave credits for up to three scheduled workdays between the date of the death and the day after the burial. For purposes of bereavement leave, "extended family member" is defined as an employee's grandchild (including step-grandchild), grandparent, sibling, and spouse's parents. Other "in-laws" shall not be included in this definition.
3.5.3. 
Funeral leave. In the event of a death of a regular full-time employee's brother-in-law or sister-in-law or a member of the employee's own household, the employee may take a paid leave of absence for one day from the employee's regularly scheduled work to attend the funeral.
3.5.4. 
Temporary and seasonal employees. A temporary employee or seasonal employee is not eligible for paid bereavement leave but may be allowed to take time-off without pay, provided the employee has prior approval from the appropriate Department Head.