2.1.1. 
Initiation of procedure for filling vacancies. In the event a Department Head needs to create a new position or fill a vacancy in an existing position, the Department Head should notify the Town Supervisor and prepare a summary of the duties, responsibilities, and requisite skills and qualifications. The Town Board will determine if the vacancy is to be filled; whether the position is to be filled as a full-time, part-time, temporary, or seasonal position; and determine if the position is funded with appropriations. Thereafter, the Town Supervisor will contact the Dutchess County Civil Service to confirm that the job title is approved for the Town of Beekman or, if the job title has not been approved, to request that the agency commence the approval process.
2.1.2. 
Notification of vacancies. A position vacancy announcement will be posted on the Town's official bulletin boards and the Town's website. For certain positions, the Town Board may determine to advertise the vacancy or use other means to create a group of applicants.
2.1.3. 
Employment applications. Misrepresentations, falsifications, or substantial omissions in the employment application may exclude the applicant from further consideration or, if employed, result in termination of employment.
2.1.4. 
References and background checks. Applicants will be required to complete and sign an employment verification information request form, background verification authorization form, hold harmless statement, and, when appropriate, a credit and consumer report authorization form. Thereafter, the Town Supervisor, or designee, will check the employment references of final applicants.
2.1.5. 
Pre-employment physical and drug test. Applicants will be required to have a pre-employment physical examination. Such physical examination shall include testing for drugs. Employment shall be conditioned on the applicant passing the physical examination and drug screening tests.
2.1.6. 
Appointment to vacancies. Unless otherwise prescribed by the State of New York, the selection of internal and/or external applicants will be at the sole discretion of the Town Board.
2.2.1. 
Web link. The Rules and Regulations of the Dutchess County Civil Service agency pertain to employees of the Town of Beekman. More information may be found on the Dutchess County website:
http://www.co.dutchess.ny.us/CountyGov/Departments/Personnel/PSindex.htm
2.3.1. 
Town officer. Each Town Officer as defined in the Town Law and the Public Officers Law, must take the Oath of Office in accordance with Town Law § 25 and Public Officers Law § 10, which must be administered prior to commencing the duties of the position and be filed in the office of the Town Clerk within 30 calendar days of commencement of the term of office. Each official who is re-elected or re-appointed to a subsequent term must take the Oath of Office for each term.
2.3.2. 
New employees. Each newly hired employee, except a temporary employee or seasonal employee, must take the Oath of Office. The Oath must be administered prior to commencing the duties of the position and be filed in the office of the Town Clerk within 30 calendar days of commencement of the term of office.
2.4.1. 
Length of probationary period. An employee's original appointment to a position in the exempt, competitive, non-competitive, or labor class will be as prescribed in the rules and regulations of the Dutchess County Civil Service agency. An employee who is a member of a collective bargaining unit should refer to the collective bargaining agreement on the length of the probationary period.
2.4.2. 
Successful completion of probationary period. In accordance with Civil Service rules and regulations, following the completion of the maximum probationary period, the appointment will become permanent upon written notice that an employee has successfully completed the probationary period, unless the probationary period was extended in accordance with the rules and regulations of the Dutchess County Civil Service agency.
2.4.3. 
Failure to successfully complete probationary period. The Town may dismiss an employee from employment at any time after the completion of the minimum probationary period and before completion of the maximum probationary period. If the performance or conduct of an employee serving a probationary period is not satisfactory and such employee had previously been a permanent employee of the Town who had been promoted or transferred, the employee shall be returned to the employee's former permanent position at the end of the probationary period. An employee who is a member of a collective bargaining unit should refer to the collective bargaining agreement on failure to complete the probationary period.
2.5.1. 
Content. The personnel records maintained by the Town include, but are not limited to, Employment Applications, Report of Personnel Change Forms; copies of job-required licenses and certificates, Federal and State Withholding Tax Forms, Retirement Enrollment/Waiver Forms, Health Insurance Enrollment/Waiver Forms, performance appraisals, grievance or dispute resolution notices, counseling memoranda, notices of discipline, and probationary reports.
2.5.2. 
Location of files. All original personnel records for current employees will be kept in the "Town Vault" and will be maintained and controlled by the Town Supervisor. All Immigration (I-9) Forms will be kept in a separate file apart from the employee's personnel file. All employee medical records will be kept in a separate locked file apart from the employee's personnel file and will be maintained and controlled by the Town Supervisor. All employee substance testing records will be kept in a separate locked file apart from the employee's personnel file and will be maintained and controlled by the Town Supervisor.
2.5.3. 
Change in status. An employee must immediately notify the office of the Town Supervisor of a change of name, address, telephone number, marital status, number and age of dependents, beneficiary designations, and who to notify in case of emergency.
2.5.4. 
Employee access. A current employee may review and copy the contents of the employee's own personnel file; however, access to certain documents may be limited, for example: an employee may not have unrestricted access to attorney work products, confidential memorandums, letters of reference, and unsolicited complaints. A current employee may review the contents of the employee's own personnel file by submitting a written request to the Town Supervisor. Someone authorized by the Town Supervisor must be present when the employee inspects the file. An employee may not copy, remove, or place any material in the employee's personnel file without the approval of the Town Supervisor. An employee who is a member of a collective bargaining unit should refer to the collective bargaining agreement on access to personnel files.
2.6.1. 
Policy statement. It is the policy of the Town of Beekman that certain rules and regulations regarding employee behavior are necessary for the benefit and safety of all employees, the efficient operation of the Town, and the delivery of services to residents of the Town. Corrective action may be necessary when an employee has violated a policy, rule, regulation, or procedure or has demonstrated performance deficiencies. Corrective action may include counseling or initiating formal disciplinary action against an employee.
2.6.2. 
Counseling. Counseling employees, rather than initiating formal disciplinary action, may be the appropriate first step in addressing misconduct or performance deficiencies. The purpose of counseling is to inform the employee of the misconduct or the performance deficiency, deter its recurrence, and inform the employee of the consequences if the conduct is repeated or the performance is not improved. When performance deficiencies are the issue, the performance standards of the job should be reviewed, along with specific examples of how the employee is not meeting those standards. Where appropriate, goals for improvement may be established, along with a time frame for achieving them. The counseling will be documented in writing and the employee will be required to acknowledge receipt by signing the memorandum.
2.6.3. 
Discipline. Depending on the circumstances, the Town will normally apply "progressive discipline" which may include, but is not limited to, a written reprimand, suspension without pay, demotion, or termination of employment. Notwithstanding the above, the Town has the right to discipline employees without engaging in progressive discipline if the situation so warrants and the right to impose penalties in any manner it deems appropriate.
2.6.4. 
Investigations. In most situations, an investigation will be conducted by the appropriate Department Head or other designated person. Unless otherwise authorized by the Town Board, employees who are participants in an investigation are not to disclose the content or particulars of the investigation. All employees are required to fully cooperate in the investigation and respond truthfully to all questions. Failure to cooperate and to be truthful may subject the employee to appropriate corrective action. The Town has the right to suspend an employee, with or without pay, while an investigation is conducted.
2.6.5. 
Due process procedures. Employees covered by § 75 of New York State Civil Service Law will be disciplined in accordance with the procedures contained therein. An employee who is a member of a collective bargaining unit should refer to the collective bargaining agreement on the subject of the disciplinary procedure, wherein the negotiated procedure is the only method of resolving challenges to disciplinary action and wholly replaces the provisions set forth in § 75 and § 76 of New York State Civil Service Law.
2.7.1. 
Prohibited conduct. An employee who is found to have violated the policies, procedures, rules, or regulations communicated in this Employment Practices Compliance Manual or is found to have engaged in misconduct or has failed to correct poor performance may be subject to disciplinary action.
2.7.2. 
Per se violations. The actions listed in this section will generally be regarded as just cause for immediate termination of employment. This list is illustrative and is not intended to limit the Town's right to impose discipline in other appropriate cases.
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Harassing (including sexual harassment), intimidating, coercing, threatening, assaulting, or creating a hostile environment against another employee, Elected Official, resident of the Town, or any other person, whether on or off Town premises
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Possession of weapons, including but not limited to firearms, explosives, or knives (except for pocket knives) on Town property or in Town vehicles
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Possession, use, or being under the influence of alcohol or controlled substances during hours of work or while on Town property or in Town vehicles
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Willful or deliberate abuse, destruction, defacement, or misuse of Town property or the property of another employee, Elected Official, resident of the Town, or any other person.
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Theft or unauthorized possession, use, or removal of Town property or the property of another employee, Elected Official, resident of the Town, or any other person
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Falsification or alteration of any records or reports including but not limited to employment applications, time records, work records, medical reports, absence reports, work-related injury reports, and claims for benefits provided by the Town
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Preparation or manipulation of another employee's time record
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Acts of sabotage, including the work of another employee
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Making false statements about another employee, Elected Official, Town Board, or resident of the Town
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Gross insubordination or willful refusal to comply with the lawful order or instruction of a Department Head.
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Violation and/or disregard of safety rules or safety practices in such a way that jeopardizes the safety of the employee, another employee, Elected Official, resident of the Town, or any other person
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Unauthorized expenditure of Town funds
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Illegal gambling while on duty
2.7.3. 
Misconduct. An employee found to have committed any of the actions listed in this section will be subject to appropriate disciplinary action, including termination of employment. This list is illustrative and is not intended to limit the Town's right to impose discipline in other appropriate cases.
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Willful violation of Town's policies, procedures, rules, or regulations
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Willful refusal to comply with the lawful order or instruction of a Department Head
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Willful work slow down, work stoppage, or interfering with or restricting the performance of another employee or in any other way interfering with Town operations
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Sleeping on the job
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Personal activity during paid work time without the expressed permission of the appropriate supervisor
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Disruptive, loud, and boisterous behavior or horseplay in the workplace
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Abusive language in the workplace, including racial slurs and epithets
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Posting, removing, or defacing of notices, signs, or other written material without prior approval
2.8.1. 
Policy statement. Pursuant to the provisions of § 806 of the General Municipal Law, the Town Board recognizes that there are rules of ethical conduct for Elected Officials and employees which must be observed so as to maintain a high degree of moral conduct and public confidence. Therefore, the Town Board has adopted rules of ethical conduct which are in addition to Article 18 of the General Municipal Law and any other law pertaining to ethical conduct or interest in contracts.
2.9.1. 
Summary. New York State Civil Service Law § 75 establishes disciplinary procedures for covered employees. An employee who is a member of a collective bargaining unit should refer to the collective bargaining agreement on the subject of the disciplinary procedure, wherein the negotiated procedure is the only method of resolving challenges to disciplinary action and wholly replaces the provisions set forth in § 75 and § 76 of New York State Civil Service Law.
2.9.2. 
Covered employees. The following employees are generally covered under § 75:
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A newly hired employee who has not completed the minimum probationary period as determined by the Dutchess County Civil Service agency
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An employee holding a position by permanent appointment in the Competitive Class of the classified Civil Service;
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An employee holding a position in the Non-Competitive Class who has been employed for at least five years of continuous uninterrupted service in the non-competitive class, except when such an employee holds a position designated as confidential or policy influencing. Even though the employee has completed the required probationary period and has received permanent appointment or employment in the non-competitive class, the employee is not covered under § 75 until the employee has completed five years of continuous service in the non-competitive class;
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An employee holding a position by permanent appointment or employment in the Exempt, Competitive, Non-Competitive, or Labor Class who is a qualified veteran as defined by the Civil Service Law, or exempt volunteer firefighter, as defined by the General Municipal Law, except when such an employee holds the position of private secretary, cashier, or deputy of any official or department. Specifically, the employee must have been honorably discharged or released under honorable circumstances from the armed forces of the United States having served therein as such member in time of war as defined in § 85 of the New York State Civil Service Law, or the employee must be an exempt volunteer firefighter as defined in the General Municipal Law.
2.9.3. 
Disciplinary procedure. The following disciplinary procedure shall apply to employees covered by Civil Service Law § 75. An employee who is a member of a collective bargaining unit should refer to the collective bargaining agreement on the subject of the disciplinary procedure.
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Notice of Discipline - An employee subject to discipline will be provided with a written Notice of Discipline (NOD) which will contain the charges and specifications.
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Employee Answer - The employee will have eight calendar days to respond to the charges. The employee's response must be in writing.
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Disciplinary Hearing - Unless there is a stipulation of settlement between the Town and the employee, the Appointing Authority will designate a hearing officer in accordance with § 75 of Civil Service Law. The designation must be in writing. The hearing officer will set the time and place for the hearing. The hearing officer will make a record of the hearing which will be submitted to the Appointing Authority along with the hearing officer's recommendations for review and decision.
2.9.4. 
Right to representation. The employee may have representation by counsel at the hearing and may summon witnesses on the employee's behalf.
2.9.5. 
Suspension without pay pending determination of charges. Pending the hearing and determination of charges, the employee may be suspended without pay for a period not to exceed 30 calendar days.
2.9.6. 
Penalties. In the event the employee is found to be guilty of the charges, the penalty may consist of one of the following:
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Written reprimand;
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Fine not to exceed $100 which will be deducted from the employee's pay;
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Suspension without pay not to exceed two months;
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Demotion in grade and title; or
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Termination from Town employment.
2.9.7. 
Limitations. Notwithstanding any other provision of law, no disciplinary proceeding may be commenced more than 18 months after the occurrence of the alleged misconduct or incompetence. Such limitation will not apply where the misconduct or incompetence would, if proved in a court of appropriate jurisdiction, constitute a crime.
2.9.8. 
Filing requirements. In the event the employee is found to be guilty, a copy of the charges, the employee's written answer, a transcript of the hearing, and the determination will be filed in the employee's personnel file. A copy will also be filed with the Dutchess County Civil Service agency.