All elected and appointed officials are required
to take the oath of office, which is administered in accordance with
the Town Law. Those officials who are elected or appointed to serve
a specific term must take the oath of office for each term.
It is the Town's policy to hire the best qualified
person whenever a vacancy occurs. Employment and promotional opportunities
shall be posted and qualified individuals interviewed to fill vacancies
as they occur. Unless otherwise specified in Town Law, the Town Board
has the authority to hire individuals to fill vacancies as they occur.
The Town adheres to all federal, state and local laws, rules and regulations
throughout the employee selection process. These include but are not
limited to Town Law, the civil service system, equal employment opportunity,
the Americans with Disabilities Act and union contractual provisions.
The Town of Greenville gives preference in appointment
to qualified individuals who are residents of the Town. The Town is
authorized to appoint nonresidents to serve in appointed offices superseding
§ 23 of the Town Law and § 3 of the Public Officers
Law as those sections pertain to appointed officers; except, however,
only residents of the Town of Greenville may be appointed to the Town
Board, Planning Board, Zoning Board of Appeals, Parkland Board, Board
of Ethics and Board of Assessment Review.
Except as provided in the Rules for the Classified
Civil Service of Orange County, every permanent appointment from an
open-competitive list and every original appointment to a position
in the noncompetitive, exempt or labor class shall be for a probationary
term of not less than eight nor more than 26 weeks. The length of
the probationary period for promotions, transfers and reinstatements
is outlined in the Rules for the Classified Civil Service of Orange
County. If, after the employee has served a minimum of eight weeks
of the probationary period, the employee's performance or conduct
during probation is not satisfactory, the individual may be dismissed
from employment or returned to her/his previous position in Town service.
It is the policy of the Town that the job performance
of each employee shall be evaluated periodically by the employee's
supervisor. The Town of Greenville performance appraisal system consists
of the following guidelines. These guidelines may be modified by each
department head to reflect the various needs of each department.
B.
Supervisors shall discuss with employees, on an informal
basis, any performance issues that warrant attention and shall keep
records of any significant incidents.
C.
Supervisors, when evaluating employees, shall consider
factors such as the experience of the employee, the job description
and the employee's attainment of previously established objectives
and goals. Other factors that shall be considered include but are
not limited to the following:
D.
Appraisals of employees shall also include the supervisor's
comments and recommendations, action for both the employee and supervisor
and performance goals for the next evaluation period.
E.
The department head and the Town Supervisor shall
review the supervisor's written evaluation to help assure that the
evaluation function has been properly completed in as fair and objective
a manner as possible.
F.
After the written evaluation has been reviewed, the
department head and employee shall meet to discuss the evaluation,
assess the employee's strengths and weaknesses in a constructive manner
and establish objectives and goals for the period ahead. The employee
shall be given the opportunity to review and make written comments
regarding any aspect of the evaluation. The employee and supervisor
shall then date and sign the evaluation. A copy of the evaluation
shall be given to the employee and another copy placed in the employee's
confidential personnel file.
A.
The Town shall maintain an Official Personnel File
for every employee. This file shall contains two separate sections
as provided hereinbelow.
(1)
Section 1 — payroll records. Section
1 of the official personnel file shall contain all of the employee's
original payroll records. These records include but are not limited
to the following: federal and state withholding tax forms, immigration
form, I-9 forms, retirement enrollment/waiver forms, health and dental
insurance enrollment/waiver forms and garnishments. All payroll records
shall be kept in the payroll office under the control of the bookkeeper.
(2)
Section 2 — employee/confidential
records. Section 2 of the official personnel file shall contain the
original employee records, some of which are of a confidential nature.
These records include but are not limited to the following: employment
applications, personnel change forms, disciplinary and grievance notices,
letters of acclamation, probationary reports, performance appraisal
forms and copies of job-required licenses and certificates. For security
purposes, this file shall be locked at all times. All employee/confidential
records shall be kept in the Town Supervisor's office under the control
of the Town Supervisor.
B.
Employees wishing to view the contents of any of their
official personnel files may do so only in the presence of an authorized
Town official. Employees may not, however, remove any material contained
therein or place any document in the file without the approval of
the authorized official. Whenever information is added to or deleted
from any one of these files, the employee shall be notified. Copies
of records contained in these files shall not be released without
the written consent of the employee, unless federal, state or local
laws require otherwise.
C.
Employees are responsible for keeping the information
in their personnel file up-to-date. Change of name, address, telephone
number, personal status, number and age of dependents, beneficiary
designations and individuals to notify in case of emergency should
be reported immediately to the department head and the Town Supervisor's
office. The Town Supervisor's office shall notify the payroll office
of such changes to ensure accuracy of the personnel and payroll records.
All employee medical records and drug and alcohol
testing records shall be kept by, and under the control of, the Town
Supervisor in a separate locked file apart from the employee's official
personnel file. For security purposes, this file shall be locked at
all times.
Any employee who is required to drive either
a Town-owned vehicle, or his/her personal vehicle to conduct business
on behalf of the Town must possess at the time of appointment, and
must maintain throughout employment, a valid New York State driver's
license. In addition, employees who operate vehicles requiring a commercial
driver's license (CDL) must maintain this license throughout employment.
Employees who are required to possess a driver's license in order
to perform their job duties and responsibilities must notify the department
head immediately if the employee's license is suspended or revoked.
Employees who wish to resign must submit a written
resignation to their department head at least two weeks before the
date of resignation. Failure on the part of the employee to give proper
notification may result in the employee forfeiting any payment for
accrued vacation leave.
Employees who are absent from work for two consecutive
workdays in which they were scheduled to work without giving proper
notice or receiving proper authorization will be considered to have
voluntarily resigned from employment with the Town of Greenville.
The Town of Greenville shall not discriminate
against qualified individuals with a disability who, with or without
reasonable accommodation, can perform the essential functions of the
employment position that such individual holds or desires. It is the
Town's policy 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.
The Town of Greenville is an equal opportunity
employer. The Town shall not discriminate on the basis of race, color,
sex, religion, age, national origin, marital status, disability or
veteran status. This policy applies to all terms and conditions of
employment, including but not limited to hiring, placement, promotion,
termination, layoff, transfer, leave of absence, compensation and
training. Discrimination based upon any of the above classes is strictly
prohibited. Any department head, supervisor or employee who engages
in such conduct is subject to appropriate disciplinary action in accordance
with the applicable collective bargaining agreement or § 75
of the Civil Service Law. It is the policy of the Town of Greenville
to encourage employees to bring any perceived discriminatory conduct
to the attention of a department head, the Town Supervisor or the
Town Board. All complaints of discrimination shall be investigated
discreetly and promptly and without retaliation against the person
bringing the complaint.
It is the policy of the Town of Greenville to
treat all employees with fairness, respect and dignity. The Town shall
not tolerate harassment or discrimination of any kind in the workplace.
It is further the policy of the Town to encourage any employee to
report harassment or discrimination in the workplace to the department
head, the Town Supervisor or the Town Board. All complaints will be
investigated discreetly and promptly and without retaliation against
the person bringing the complaint.
A.
Although all forms of harassment are prohibited, the
Town of Greenville has an explicit policy prohibiting the sexual harassment
of employees. Specifically, "sexual harassment" means 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.
B.
The responsibility for maintaining a workplace free
of any form of sexual harassment is not limited to department heads
or supervisory staff. All employees, while on duty, are prohibited
from engaging in conduct including but not limited to the following:
(1)
Sexual touching or contact with another person;
(2)
Verbal abuse of a sexual nature such as swearing,
jokes or inappropriate comments of a sexual nature;
(3)
Graphic or suggestive comments about an individual's
dress or body;
(4)
Using sexually degrading words to describe an individual;
and/or
(5)
Displaying sexually suggestive objects or pictures
in the workplace, including photographs, postcards or posters.
C.
It is the policy of the Town to encourage employees
who have experienced or witnessed sexual harassment in the workplace
to report that behavior to their department head, the Town Supervisor
or the Town Board. All complaints will be investigated discreetly
and promptly and without retaliation against the person bringing the
complaint. 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
applicable collective bargaining agreement or § 75 of the
Civil Service Law.
A.
Elected officials. Includes all full- and part-time
elected officials of the Town of Greenville: Town Supervisor, Town
Board members, Town Justices, Town Clerk, Highway Superintendent and
Tax Collector.
B.
Union employees. Includes all positions represented
by the IBEW as provided in the collective bargaining agreement.
C.
Nonunion employees (salaried). Those employees who
are not represented by a bargaining unit and who are paid on a salaried
basis. This group of employees includes but is not limited to the
following: Assessor, Attorney for the Town, Budget Officer, Building
Inspector, Code Enforcement Officer, Deputy Town Supervisor, Dog Control
Officer, Planning Board members, Registrar of Vital Statistics, Town
Historian and Zoning Board members.
D.
Nonunion employees (hourly). Those employees who are
not represented by a bargaining unit and who are paid on an hourly
basis. This group of employees includes but is not limited to the
following: Assessor aide, Board of Assessment and Review, bookkeeper,
clerks (as determined by the Town Board), Deputy Town Clerk, Town
Engineer and other positions as needed by the Town.
E.
Each department head shall maintain job descriptions
for each position in his/her department as approved by the Town Supervisor.
