A. 
Normal hours of operation. The Town Board and/or Town Supervisor will establish the beginning and ending times of normal operation. An employee's department head will establish the employee's scheduled hours of work, which may differ from the normal hours of operation depending upon the particular needs and requirements of the department.
B. 
Workweek. The Town Board and/or Town Supervisor will establish the days the Town will conduct business and/or perform services. An employee's department head will establish the employee's scheduled days of work. The Town Board and Town Supervisor reserve the right to approve all employee work schedules, except where otherwise prohibited by applicable state or Town law.
C. 
Flex-time. An employee may begin and/or end a given workday at a time requested by the employee and approved by the department head. Such flex-time must normally be during the time which the department is open and available to the public. The employee's use of flex-time will be governed by the mutual needs and consent of the department head and the employee.
D. 
Overtime. A department head may require an employee to work additional hours beyond the employee's normal workday and workweek. An employee must receive prior approval from the employee's department head before working additional hours.
E. 
Refusal to work additional hours. An employee who, after investigation, is found to have refused to work additional hours as directed will be subject to appropriate disciplinary action in accordance with the Civil Service Law (§ 75).
A. 
During work. During periods of extraordinary weather conditions or other emergencies, the Town Supervisor may direct that certain employees who perform nonessential services may leave work. An employee who is directed by the Town Supervisor to leave work due to an emergency closing will be paid for the remainder of the employee's normal workday at the employee's regular rate of pay. Such time will not be included as time worked for the purpose of computing overtime.
B. 
Prior to reporting to work. In the event that extraordinary weather conditions develop before the employee is to report to work and appropriate public announcement has been made to close the roads, an employee must attempt to receive prior approval not to travel into work from the employee's department head. If the absence is approved, all hours of absence for a FLSA nonexempt employee may be charged to the employee's personal leave or vacation leave credits at the employee's option.
A. 
Meal periods. Meal periods are scheduled and approved by the department head in accordance with the needs and requirements of the department. Meal periods must normally be taken in the middle of the employee's workday. Unless otherwise directed by the department head, an employee may leave the work-site during the meal period.
B. 
Rest breaks. Rest breaks are scheduled and approved by the employee's department head in accordance with the needs and requirements of the department. An employee who chooses not to take a rest break will not be entitled to leave before the normal quitting time and will not receive extra pay for the time worked. Unless otherwise specified by departmental rules, all rest breaks must be taken at the work site and may not exceed the time allowed.
A. 
Policy statement. It is the policy of the Town of Esopus that a FLSA nonexempt employee is required to complete a time record in order to record time worked or leave taken in a given week. A FLSA exempt employee is not required to record daily attendance but must account for authorized paid leave taken by completing a time record indicating such.
B. 
Procedures. An employee who is required to complete a time record must comply with the following procedures:
(1) 
All time worked, including the beginning and ending time, must be recorded.
(2) 
All paid and unpaid leaves of absence must be recorded.
(3) 
The time record must be verified and signed by the department head.
(4) 
The time record of a department head must be verified and signed by the Town Supervisor.
(5) 
The time record must be submitted to the bookkeeper by 10:00 a.m. on Monday. In the event that Monday is a designated holiday, the time record must be submitted by 10:00 a.m. on Tuesday.
C. 
Correction of errors. An employee must immediately bring errors in time records to the attention of the employee's department head who will investigate the matter and make and initial the correction once the error has been verified.
D. 
Unauthorized flex-time. Unless prior approval has been obtained from the department head, arriving early or leaving late for the employee's own convenience is not to be included in working time, provided that the employee performed no preapproved authorized or specified duties for the Town during such intervals.
E. 
Falsification of time records. An employee who, after investigation, is found to have falsified or altered a time record or the time record of another employee or completed a time record for another employee will be subject to appropriate disciplinary action in accordance with the Civil Service Law (§ 75). In extenuating circumstances where an employee is not able to complete the employee's own time sheet, the department head may complete the time record on behalf of the employee.
The Town will provide bonding insurance for an employee who is required to act in a fiduciary capacity.
A. 
Policy statement. Upon proper authorization and approval of the Town Board, an employee or elected official will be reimbursed for expenses associated with carrying out Town business, including, but not limited to, meals, lodging, parking and highway tolls. An employee or elected official attending a luncheon or dinner as an official representative of the Town will be reimbursed for expenses incurred, upon presentation of an itemized claim. All required documentation and corresponding receipts must be submitted to the Town Supervisor in order for the reimbursement to be processed. Reimbursement for hotels and meals will be at the current New York State rate.
B. 
Mileage. An employee who is directed by the appropriate department head to use the employee's own vehicle to conduct Town business will be reimbursed at the mileage rate established by the Town Board. All required documentation and corresponding receipts must be submitted to the Town Supervisor in order for the reimbursement to be processed.
C. 
Required training. Upon proper authorization and approval of the Town Board, an employee will be reimbursed for required training. All required documentation and corresponding receipts must be submitted to the Town Supervisor in order for the reimbursement to be processed.
D. 
Required membership fees. Upon proper authorization and approval of the Town Board, an employee required to hold membership in a professional organization as part of the employee's job will be reimbursed for any required dues and/or fees. All required documentation and corresponding receipts must be submitted to the Town Supervisor in order for the reimbursement to be processed.
E. 
Association of Towns meeting. Upon proper authorization and approval of the Town Board, an employee or elected official who attends the annual meeting conducted by the Association of Towns will be reimbursed for all reasonable expenses. Delegates to this meeting will be selected by the Town Board. Reimbursement for hotels and meals will be at the current New York State rate. All required documentation and corresponding receipts must be submitted to the Town Supervisor in order for the reimbursement to be processed.
A. 
Policy statement. All vehicles and related equipment of the Town of Esopus are owned and maintained for the purpose of conducting official business of the Town. Said vehicles and equipment may not be used for the personal, private gain of any official or employee, nor for any other purpose which is not in the general public interest.
B. 
Standards. For the purpose of compliance with this policy, the following standards must be met at all times:
(1) 
Town vehicles and related equipment must remain under the general administrative jurisdiction and direction of the department head to which it is assigned.
(2) 
Town vehicles must be assigned to specific Town officials and employees for specific purposes and tasks. Said vehicles may not be used for any unauthorized purpose nor to conduct personal, private, or non Town-related business.
(3) 
Town vehicles must always be operated in a safe and responsible manner and in compliance with all applicable traffic laws in effect. In the event of an accident, regardless of severity, an accident report must be filed with the Town Supervisor's office, by the applicable department head, within 24 hours.
(4) 
Town vehicles may not be used to transport persons who are not officials or employees of the Town of Esopus nor material not related to the conduct of official Town business without direct authorization by the appropriate department head or the Town Board.
(5) 
Town vehicles must always be maintained in a safe and secure condition when not in use, including locked and/or under direct observation, and all keys maintained under controlled and authorized jurisdiction of the appropriate department head.
(6) 
In the event a Town vehicle must travel outside the limits of the Town of Esopus, the department head or supervisor must receive prior approval from the Town Board; either on a case-by-case basis or as a comprehensive approval for specified purposes.
(7) 
No advertisements, signs, bumper stickers or other markings of a political or commercial nature may be displayed on Town vehicles at any time, except those of a limited community service nature which have been authorized by the Town Board.
C. 
Disciplinary action. Violations of this policy must be reported within 24 hours to the Town Supervisor's office. Any employee who, after investigation, is found to have violated this vehicle usage policy will be subject to appropriate disciplinary action in accordance with the Civil Service Law, (§ 75).
A. 
Supplies. All Town-owned supplies must be used efficiently and not wasted. An employee may not use any Town supplies, such as postage, paper or office supplies for personal use.
B. 
Tools and equipment. The employee must repair or replace any tool or piece of equipment lost or damaged by the employee as a result of negligence or intentional misuse. An employee may not use any tool or piece of equipment, including, but not limited to, fax machines, copiers and computer equipment for personal use. Unless authorization has been granted by the department head, an employee may not use any Town facilities, tools or equipment to work on vehicles or trailers not owned by the Town.
C. 
Fuel. An employee may not use gasoline, fuel oil or motor oil from the Town's fuel pump or Town garage for personal use or for any other vehicle not owned by the Town.
D. 
Disciplinary action. Violations of these policies must be reported within 24 hours to the Town Supervisor. Any employee who, after investigation, is found to have violated these policies will be subject to appropriate disciplinary action in accordance with the Civil Service Law, (§ 75).
It is important to maintain good relations with the residents of the Town. When conducting Town business on the telephone, an employee must abide by the following guidelines:
A. 
An employee must answer promptly and speak in a clear, friendly and courteous tone.
B. 
An employee must give the name of the department or office and one's own name. If the call is not for the employee who answers, the employee must transfer the caller to the correct party.
C. 
If the call must be placed on hold, the employee who answered the call must return to the line frequently to confirm that the call is being transferred.
D. 
During office hours, each department head is responsible for there being at least one employee in the department or office to answer telephones. If the department or office has a limited staff, arrangements must be made with another department or office for telephone coverage or an answering device must be in operation.
E. 
Collect calls may not be accepted without the approval of the department head or supervisor.
F. 
An employee may not make personal calls, except in an emergency or to check briefly on family matters.
G. 
An employee may not make personal long-distance calls, except in an emergency. The employee must reimburse the Town for the cost of the call.
H. 
An employee may not make personal calls on a Town provided cellular phone, except in an emergency. The employee must reimburse the Town for the cost of the call.
A. 
Policy statement. It is the policy of the Town of Esopus to prohibit solicitation and distribution on its premises by nonemployees and to permit solicitation and distribution by employees only as outlined below.
B. 
During working hours. An employee may not distribute literature or solicit other employees during working hours without approval from the appropriate department head.
C. 
During meal periods and rest breaks. With permission from the department head, an employee may distribute literature and solicit other employees during meal periods and rest breaks, provided that it does not interfere with the normal operations of the department, reduce employee efficiency, annoy fellow employees or pose a threat to the Town's security.
A. 
Policy statement. It is the policy of the Town that each employee's dress, grooming and personal hygiene should be appropriate to the work situation.
B. 
Standards. An employee must maintain a personal appearance in a manner which reflects a good image to the public. Acceptable personal appearance is an ongoing requirement of employment with the Town. Radical departures from conventional dress or personal grooming and hygiene standards are not permitted.
C. 
Safety clothing and equipment. An employee may be required to wear safety clothing and equipment as directed by the department head. If such is the case, the employee must comply with all safety requirements.
An employee will be responsible for maintaining one's work area in a neat and orderly manner at all times.
The Town will not repair, replace or reimburse an employee for the damage or loss of the employee's personal property. An employee bringing personal property to the workplace does so at one's own risk.
A. 
Performing unauthorized work. An employee may not perform work for any entity other than the Town during the employee's tour of duty.
B. 
Disciplinary action. An employee who, after investigation, is found to have performed unauthorized work, claimed that Town work was done when such is not the case or performed any act of fraud or deceit will be subject to appropriate disciplinary action in accordance with the Civil Service Law, § 75.
A. 
Policy statement. It is the policy of the Town that an employee may engage in outside work as long as such outside work does not interfere with the employee's performance standards, pose an actual or potential conflict of interest or compromise the interests of the Town.
B. 
Guidelines. The following guidelines have been established for an employee who engages in outside work.
(1) 
An employee will be judged by the same performance standards and will be subject to the Town's scheduling demands, regardless of any existing outside work requirements.
(2) 
If the Town determines that an employee's outside work interferes with the performance or the ability to meet the requirements of the Town as they are modified from time to time, the employee may be asked to terminate the outside employment if the employee wishes to remain employed by the Town.
(3) 
No Town equipment, supplies or other material may be used by an employee on other than Town work for monetary gain.
(4) 
Outside employment that constitutes a conflict of interest is prohibited. An employee may not receive any income or material gain from individuals outside of the Town for materials produced or services rendered while performing the employee's job.
(5) 
A Town employee who engages in outside work must notify the person for whom the work is being performed that such work is being done on the employee's own time and that the employee is not representing the Town while performing such work.