The Town of Esopus does not discriminate against
qualified individuals with a disability who, with or without reasonable
accommodation, ran perform the essential functions of the employment
position that such individual holds or desires. It is the policy of
the Town to hire, promote and maintain terms, conditions and privileges
of employment in a manner which does not discriminate on the basis
of a qualified individual's disability.
A.
Policy statement. The Town of Esopus is an equal opportunity
employer. The Town does not discriminate on the basis of race, color,
sex, religion, age, national origin, marital status, disability or
veteran status. Discrimination based on any of the above groups is
strictly prohibited. This policy applies to all conditions of employment,
including, but not limited to, hiring, placement, compensation, promotion,
transfer, training, leave of absence and termination.
B.
Notification of policy violations. An employee should
immediately report any perceived violation of this policy to the employee's
department head. In the event that the employee is unable to discuss
this matter with the department head, the complaint should be reported
to the Town Supervisor or other member of the Town Board. All complaints
of discrimination will be investigated discreetly and promptly. An
employee who reports discrimination will not suffer adverse employment
consequences as a result of making the complaint.
C.
Disciplinary action. Any employee, supervisor or department
head who, after investigation, is found to have violated this policy
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 to
treat all employees with fairness, respect and dignity. The Town will
not tolerate harassment or discrimination of any kind in the workplace.
B.
Notification of policy violations. An employee should
immediately report any kind of harassment or discrimination in the
workplace to the employee's department head. In the event that the
employee is unable to discuss this matter with the department head,
the complainant should be reported to the Town Supervisor or other
member of the Town Board. All complaints of discrimination will be
investigated discreetly and promptly. An employee who reports harassment
or discrimination in the workplace will not suffer adverse employment
consequences as a result of making the complaint.
C.
Disciplinary action. Any employee, supervisor or department
head who, after investigation, is found to have violated the fair
treatment policy will be subject to appropriate disciplinary action
in accordance with the Civil Service Law (§ 75).
A.
Policy statement. While all forms of harassment are
prohibited, the Town of Esopus explicitly prohibits the sexual harassment
of employees.
B.
Definition of sexual harassment. For the purpose of
this policy, sexual harassment will mean unwelcome sexual advances,
requests for sexual favors and/or other verbal or physical conduct
of a sexual nature when any or all of the following conditions exist:
(1)
Submission to such conduct is made either explicitly
or implicitly a term or condition of an individual's employment;
(2)
When submission to or rejection of such conduct by
an individual is used as the basis for employment decisions affecting
that individual; or
(3)
Such conduct has the purpose or effect of interfering
unreasonably with an individual's work performance or is creating
an intimidating, hostile, or offensive working environment.
C.
Enforcement of sexual harassment policy.
(1)
It is the responsibility of the Town to maintain a
workplace free of any form of sexual harassment. The Town will not
tolerate any actions by a department head or other supervisory staff
that threatens or insinuates, either explicitly or implicitly, that
an employee's refusal to submit to sexual advances will adversely
affect the employee's employment, evaluation, wages, advancement,
assigned duties, shifts or any other condition of employment or career
development.
(2)
The responsibility for maintaining a workplace free
of any form of sexual harassment is not limited to department heads
or supervisory staff. All employees are prohibited from engaging in
conduct including, but not limited to, the following:
(a)
Sexual flirtations, touching, advances or propositions;
(b)
Verbal abuse of a sexual nature, such as swearing,
jokes or comments of a sexual nature, etc.;
(c)
Graphic or suggestive comments about an individual's
dress or body;
(d)
Using sexually degrading words to describe an
individual; and/or
(e)
Displaying sexually suggestive objects or pictures
in the workplace, including photographs, postcards or posters.
D.
Notification of policy violations. An employee who
believes to have experienced or witnessed sexual harassment in the
workplace should immediately report such behavior to the employee's
department head. In the event that the employee is unable to discuss
this matter with the department head, the complaint should be reported
to the Town Supervisor or other member of the Town Board. All complaints
will be investigated discreetly and promptly. An employee who reports
sexual harassment activities will not suffer adverse employment consequences
as a result of making the complaint.
E.
Disciplinary action. Any employee, supervisor or department
head who, after investigation, is found to have engaged in sexual
harassment will be subject to appropriate disciplinary action in accordance
with the Civil Service Law (§ 75).
A.
Statement of compliance. The Town Board, in the interest
of providing a safe work environment and a healthy productive workforce,
has adopted the following Drug-Free Workplace Policy, which is consistent
with the federal Drug-Free Workplace Act of 1988.
B.
Prohibited activity. The unlawful manufacture, distribution,
dispensation, possession or use of a controlled substance is strictly
prohibited in all workplaces and work sites. An employee who, after
investigation, is found to have violated this prohibition may be referred
for counseling or rehabilitation and satisfactory treatment and will
be subject to appropriate disciplinary action in accordance with the
Civil Service Law (§ 75).
C.
Employee assistance. In establishing a drug-free workplace,
it is the policy of the Town to work with an employee suffering from
drug abuse so that the employee will receive assistance necessary
to overcome dependency. An employee seeking such assistance is encouraged
to contact the employee's department head or the Town's Employee Assistance
Program to discuss the situation before problems begin to surface
in the workplace. Any disclosures made by an employee will be treated
as strictly confidential. The employee's decision to seek assistance
will not be used as the basis for disciplinary action nor used against
the employee in any disciplinary proceeding.
D.
Employee responsibilities. As a condition of the Town
receiving federal grant moneys, each employee must abide by this policy
and notify the department head of any criminal drug conviction occurring
in the workplace within five calendar days of the conviction.
E.
Town responsibilities. The Town will notify the granting
federal agency within 10 days after receiving notice from an employee
of such a conviction or otherwise receiving actual notice of such
conviction. In addition, the Town will take appropriate disciplinary
action against the employee within 30 calendar days.
A.
Statement of compliance. The Town Board has adopted
a Substance Testing Policy that is in compliance with the Omnibus
Transportation Employee Testing Act of 1991, Controlled Substances
and Alcohol Use and Testing as outlined by the Department of Transportation
in 49 CFR Parts 40, 382 and 391 of the Code of Federal Regulations.
The purpose of this policy is to reduce accidents resulting from an
employee's use of controlled substances and alcohol, thus reducing
fatalities, injuries and property damage. The Substance Testing Policy
defines many important details of the program, such as testing implementation,
prohibitions and consequences, procedures, costs and disciplinary
action.
B.
Covered employees. The Town's Substance Testing Policy
applies to all employees who drive commercial motor vehicles requiring
a commercial driver's license to operate.
C.
Acknowledgment form. A covered employee will receive
a written copy of the Substance Testing Policy and must sign an employee
acknowledgment form. This form will be placed in the employee's personnel
file.
