1.1.1. 
Statement of purpose. The purpose of this Employment Practices Compliance Manual is to communicate important information about specific employment policies and practices of the Town of Beekman - particularly those that pertain to various work rules and government regulations.
1.1.2. 
Previous manuals. This Employment Practices Compliance Manual replaces and supersedes any previous manual or handbook issued by the Town of Beekman concerning the policies and practices contained within this manual.
1.1.3. 
Questions. Questions regarding this manual should be presented to the Town Supervisor.
1.2.1. 
Employment contract. This Employment Practices Compliance Manual is not a contract of employment, expressed or implied, and should not be construed as such.
1.2.2. 
Policy exceptions. This Employment Practices Compliance Manual should not be interpreted as a guarantee that the policies and practices in it will be applied in all cases. Further, the Town Board may at its sole discretion, make exceptions to any part of this Employment Practices Compliance Manual where such exceptions are permissible by law.
1.2.3. 
Policy interpretation. The Town Board retains the right to interpret any part of this Employment Practices Compliance Manual and to amend or eliminate any part of this manual.
1.2.4. 
Governmental regulations. In the event a federal or state statute, rule, or regulation conflict with any provision contained in this Employment Practices Compliance Manual, then such statute, rule, or regulation will prevail.
1.2.5. 
Collective bargaining agreements. In the event an expressed provision within a collective bargaining agreement should conflict with an employment policy or practice within this Employment Practices Compliance Manual, the expressed provision of the collective bargaining agreement will control for those employees in the bargaining unit. If not, unless expressly excluded within a given section of this manual, this Employment Practices Compliance Manual will apply to all employees.
1.3.1. 
Management rights clause. The rights and responsibilities to operate and manage the business and affairs of the Town of Beekman are vested exclusively in the Town, and the Town not exercising any of these rights shall not be construed as a waiver of them. These rights and responsibilities include, by way of illustration and without being limited by past practice or otherwise, the right to:
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Hire, assign, promote, transfer, furlough, lay off, evaluate, and discipline employees for just cause;
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Select, test, train and determine the ability and qualifications of employees;
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Determine, control and change work practices and schedules, work and shift assignments, hours of work, the size, composition and organization of the workforce, and job classifications, descriptions, content and standards;
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Implement and comply with regulations and requirements issued by any government agency;
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Make, modify and enforce reasonable rules of employee conduct and safety;
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Determine, control and change the quality and nature of products, materials and services;
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Introduce new or improved methods, equipment, techniques and processes;
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Contract and subcontract for services; and
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Exercise all other rights pertaining to the operation and management of the business and affairs of the Town of Beekman.
1.4.1. 
Department Head. For purposes of this Employment Practices Compliance Manual, "Department Head" will mean the Superintendent of Highways for those employees who maintain Town roads, the Town Clerk for all employees in the Office of the Town Clerk, the Town Justices for all employees of the Court, the Recreation Director for all employees in the Town's recreation program, and the Town Supervisor for all other employees.
1.4.2. 
Employee. For the purposes of this Employment Practices Compliance Manual, the term "employee" will mean a person employed by the Town, including, but not limited to, provisional employees, probationary employees, temporary employees, seasonal employees, and appointed members of a board or commission, but not an Elected Official or an independent contractor.
1.5.1. 
Full-time employee. For purposes of this Employment Practices Compliance Manual, the term "full-time employee" will mean an employee who is regularly scheduled to work a minimum of 35 hours per week throughout the year; or who is regularly scheduled to work at least a total of 1,820 hours per year. An employee who is a member of a collective bargaining unit should refer to the collective bargaining agreement on the definition of full-time employee.
1.5.2. 
Part-time employee. For purposes of this Employment Practices Compliance Manual, the term "part-time employee" will mean an employee who is regularly scheduled to work less than 35 hours per week throughout the year; or who is regularly scheduled to work less than a total of 1,820 hours per year. An employee who is a member of a collective bargaining unit should refer to the collective bargaining agreement on the definition of part-time employee.
1.5.3. 
Temporary employee. For purposes of this Employment Practices Compliance Manual, a "temporary employee" will mean someone who is called in to work on an interim or "as-needed' basis for a specified period or to replace an employee who is on an approved leave of absence. Temporary employees will be hired in accordance with Civil Service guidelines.
1.5.4. 
Seasonal employee. For the purpose of this Employment Practices Compliance Manual, a "seasonal employee" shall mean someone employed to work for a given season. Seasonal employees will be hired in accordance with Civil Service guidelines.