Town of Tully, NY
Onondaga County
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Table of Contents
Table of Contents

§ A289-1 Welcome.

A. 
It is our pleasure to have you as an employee of the Town of Tully. Our aim is to maintain service to life and property of the residents of our district and to other people that are just passing through our community. However, our success in maintaining this goal will depend on your individual effort, as well as the teamwork of all of our employees.
B. 
You are in important resource to our emergency services team. Without you and your fellow employees, all of our other resources would be useless. Our employees are our most important assets.
C. 
Our handbook is for your continued use. It includes information about the Fire/EMS policies, work schedules, etc. It is yours to keep and use for as long as you are an employee of the Town. Use it to answer any questions you may have concerning your employment with the agency you work for.
D. 
Its contents summarize these policies and are intended as guidelines only. You should be aware that these policies might be amended at any time and depending upon a particular circumstance of any given situation.

§ A289-2 Tully Fire/EMS Pledge.

A. 
To treat you with consideration and respect
B. 
To conduct business with integrity, efficiency and professionalism toward the goal of providing meaningful employment for all employees of the district.
C. 
To seek employees of the highest quality and to select those employees on the basis of their qualification for the job.
D. 
To continue to provide our employees with outstanding and excellent programs of retirement, insurance, and other benefits.
E. 
To respect each employee and to treat all employees with courtesy, dignity, and consideration.
F. 
To provide the best and safest working conditions.
G. 
To do all in our power to make the Tully Fire/EMS District the most desired place to work.
H. 
To have an organization that the Tully community will be proud of.

§ A289-3 Communications channels.

A. 
Our system of operation is based on freedom of dissuasion. That means, ask for help when you need it, make a suggestion when you want and air your complaints when you have them. Don't let problems build up or drag on.
B. 
The people responsible for the overall operations are the Tully Town Board, Board of Commissioners, and the Career Fire Captain.
C. 
Part of the job is being interested in your well-being, attitude, and progress on the job.
D. 
Most employee complaints can be avoided through fair and honest treatment for everyone. But since we are all human, some problems are going to come up.
E. 
When they do, utilize the open channels of communications to solve your problems promptly.

§ A289-4 Rationale.

This handbook is presented to the employees of the Tully Fire/EMS District. We feel that it is important for everyone to know in as much detail as possible what we believe in. Every job is important, and we depend on you no matter what your job is. We have avoided establishing rigged rules and regulations to govern your behavior. We will rely rather on your good sense and judgment; everyone likes to be treated courteously, so establish guidelines. As we continue to grow, the need may arise to make changes.

§ A289-5 Employment classification.

In all matters pertaining to the hiring, the Career Fire Captain will do placement and termination of employees. Each employee will be classified in one of the following categories based on the conditions under which they are employed:
A. 
Probationary. The probationary employee is one who is hired to fill a regular job, but has not yet completed one year of employment.
B. 
Regular. The regular employee is one who has satisfactorily completed the probationary period and is performing the duties of a full-time job with the Town.
C. 
Temporary. The temporary employee is one who is hired for a specific purpose or job for a period of not more than four months. This temporary employment may be extended for limited periods with the approval of the Career Fire Captain. The status of a temporary employee may be changed to that of a probationary employee or regular employee, provided that there is an opening for a full-time job, and the person is qualified to fill the job.
D. 
Part time. The employee who is hired for work part of a day or part of a week, on a regular or irregular schedule and does not exceed 30 hours per week shall be considered a part-time employee.

§ A289-6 Sexual harassment policy.

A. 
It is policy of the Town to prohibit the harassment of any member by any other member whether paid or volunteer, because of that person's sex, sexual preference or sexual orientation. The Town of Tully does not condone and will not tolerate sexual harassment by its employees or volunteer members and/or the sexual harassment of its members by anyone, including any officer, volunteer member, paid member, vendor, or civilian.
B. 
Every employee and member is expected and required to abide by this policy. Anyone who violates this policy will be subject to appropriate disciplinary action up to and including discharge.
C. 
Definition of sexual harassment.
(1) 
There are two categories of unlawful sexual harassment:
(a) 
"This for that" and "quid pro quo" harassment:
[1] 
Submission to sexual conduct is made either an explicit or an implicit condition of an individual's membership or employment.
[2] 
Submission to or rejection of sexual conduct is used as a basis for a membership or employment decision, which might either positively or adversely affect the member within the Tully Fire/EMS District, including assignments and other membership or employment conditions.
(b) 
"Hostile work environment" harassment: The harassment is severe or pervasive enough to unreasonably interfere with the work performance or to create an intimidating, hostile or offensive workplace.
D. 
Sexual harassment can be communicated in any fashion. For example, unwanted physical contact, foul language, sexually oriented propositions, joke or remarks, obscene gestures or display of sexually explicit pictures, cartoons or other materials may create one of the two types of sexual harassment.
E. 
The Town of Tully may also take steps to control conduct before it becomes unlawful sexual harassment. Therefore, conduct within any facility or during any official function shall be done in a professional manner and free of sexual conduct, gestures, photographs, or other methods of communication that might be considered offensive to another member.
F. 
Responsibilities of officers.
(1) 
All officers are responsible to reasonably supervise the members that report to them. They are not expected to be "mind readers" but must take steps to prevent sexual harassment by being aware of the behavior and work conditions that take place under their supervision.
(2) 
Some examples of sexually harassing behavior:
(a) 
Visual harassment, such as poster, magazines, calendar, cartoons, or caricature.
(b) 
Verbal harassment, such as repeated request for dates, obscene comments, sexually explicit jokes, or whistling when someone is walking by.
(c) 
Written harassment, such as love letters, poems, or graffiti.
(d) 
Nonverbal harassment, such as obscene or suggestive gestures or motions.
(e) 
Subtle pressure or sexual activities.
(f) 
Unnecessary touching, patting, pinching, rubbing, or kissing.
(g) 
Leering or ogling. For example, men who look at a woman's breasts or a woman who looks at a man's groin.
(h) 
Frequent intentional brushing up against another person's body.
(i) 
Promise of a promotion or favorable assignment or advancement opportunities in return for sexual favors.
(j) 
Demand of sexual favors accompanied by implied or overt threats regarding such matters as termination, negative evaluations, or denial of membership benefits or opportunities.
(k) 
Physical assaults or attempted assaults of a sexual nature or for a sexual purpose.
G. 
Complaint procedure.
(1) 
Any member or employee who feels that he or she has been sexually harassed should immediately report the matter to Career Fire Captain. Similarly, any member who believes that he or she has witnessed sexual harassment or who has a reason to believe that sexual harassment is taking place should do the same. If the Career Fire Captain is unavailable to receive the complaint or if the member believes that it would be inappropriate to contact the Captain due to the fact that the Captain may be involved in the incident, then the member should immediately contact the Chairperson of the Board of Commissioners or the Town of Tully Supervisor.
(2) 
The Tully Fire/EMS District will handle all allegations of sexual harassment in a lawful manner to ensure that any conduct does not continue. As a matter of routine, the Tully Fire/EMS District will investigate complaints of sexual harassment, but may reject anonymous complaints. Such investigations will be conducted as discreetly and as confidentially as circumstances allow. Informal discussion and resolutions will be the preferred method of handling complaints. In any event, the Tully Fire/EMS District will not permit any person to be adversely affected in employment or membership with the Tully Fire/EMS District as a result of his or her having brought a complaint of sexual harassment so long as such complaint was made in good faith.
H. 
Standard for evaluating sexual harassment.
(1) 
Determining the existence of "this for that" or "quid pro quo" harassment is not particularly difficult. However, determining whether unwelcome sexual conduct rises to the level of the second category of unlawful harassment ("hostile work environment" harassment) is more difficult. (See above for the definition of both kinds of sexual harassment). In order to determine whether "hostile work environment" has occurred, the Tully Fire/EMS District may consider the following factors:
(a) 
Whether the conduct was verbal or physical, or both.
(b) 
How frequently it was repeated.
(c) 
Whether the conduct was hostile and patently offensive.
(d) 
The rank and authority of the alleged harasser.
(e) 
Whether others joined in perpetrating the alleged harassment.
(f) 
Whether the alleged harassment was directed at more than one individual.
(2) 
After considering the above factors, the Tully Fire/EMS will decide whether the conduct "unreasonably interferes with an individual's work performance" or creates "an intimidating hostile or offensive work environment." In determining whether the harasser's conduct will be evaluated from the perspective of a "reasonable person" or the same gender as the member who has brought the complaint.
(3) 
The "reasonable person" standard will consider the victim's perspective and not what may or may not have been acceptable in the past. For example, the Equal Employment Opportunities Commission believes that a workplace in which sexual slurs, displays of "girlie" pictures and other offensive conduct abound can constitute a hostile work environment even if many members believe it to be insignificant or harmless.
(4) 
Isolated sexual conduct or remarks generally do not create an unlawful environment. However, management may still choose to intervene before unlawful harassment occurs.
(5) 
Any hostile work environment claim generally will require a showing of a pattern of offensive conduct.
(6) 
The single harassment may be sufficient to constitute a Title VII violation. The more severe the harassment, the less need to show a repetitive series of incidents. This is particularly true when the harassment is physical.
I. 
Discipline. In the event that the Tully Fire/EMS District investigation determines that a member has committed sexual harassment that individual maybe subject to reprimand, demotion, suspension, or dismissal depending upon the magnitude and seriousness of the offense, as well as pervious offense if any.
J. 
Prevention of sexual harassment. The Tully Fire/EMS District prefers to emphasize the prevention of sexual harassment to the investigation and discipline that results after harassment has occurred. All members are encouraged to:
(1) 
Conduct themselves in a business-like behavior.
(2) 
Know the Tully Fire/EMS District.
(3) 
Be aware of your attitudes regarding the opposite sex in general and sexual harassment in particular.
(4) 
Never ignore instances of sexual harassment or conditions giving rise to sexual harassment.
(5) 
Set a positive example by treating everyone with respect and letting others know that you demand the same degree of respect from them.
(6) 
Do not assume that sexually explicit jokes, cartoons, or pictures, "friendly" gestures and so forth are harmless or inoffensive.
(7) 
Refrain from making jokes at someone else's expense and from seeking to embarrass, humiliate, offend or threaten others.
(8) 
Carefully consider whether or not personal comments or questions are appropriate to the relationship and or the workplace before speaking.
(9) 
Do not "go along with the crowd" or, as an individual, accept the inappropriate behavior of others.
(10) 
Be supportive of people who are being harassed or who have been sexually harassed.
(11) 
Do not hesitate to seek help in preventing or remedying a situation of sexual harassment.
(12) 
Weigh your options in dealing with sexual harassment carefully, since such obvious fixes such as remaining silent, transferring or resigning are rarely the best solution to the problem.
(13) 
Do not use negative behavior to bring attention to yourself in an effort to bring attention to the problem.
(14) 
Immediately stop any behavior that you believe, even as a remote possibility, might be interpreted as sexual harassment.
(15) 
Consider whether you would object to having your remarks recorded or your actions videotaped and later played back to your spouse, parents, friends, or acquaintances.
(16) 
Communicate; if another member's conduct is offensive, tell them so.
(17) 
Communicate; if you believe that your conduct may be offensive to someone, ask him or her if it is. Be prepared to respect their answer.

§ A289-7 Drug and alcohol policy.

A. 
The following substances are covered by this policy:
(1) 
Alcoholic beverages of any kind
(2) 
Controlled or illegal drugs or substances, which include all forms of narcotics, hallucinogens, depressants, stimulants, and other drugs whose possession or transfer is restricted or prohibited by law.
B. 
Exceptions:
(1) 
Drugs prescribed by a physician, dentist, or other person licensed by New York State or the federal government to prescribe or dispense controlled substances or drugs used in accordance with their instructions and is not subject to the restrictions of this policy.
(2) 
The following activities are prohibited while on Town, Village, or Fire District property or otherwise engaged in the daily activities of your job:
(a) 
The manufacture, possession, use, sale, distribution, dispensation, receiving, or transportation of any controlled substance or illegal drug.
(b) 
The consumption of alcoholic beverage.
(c) 
Being under the influence of alcohol, illegal drugs, or substances in any manner during working hours, whether or not consumed on Town, village, or fire district property and whether or not consumed outside of working hours.
(d) 
Performing duties while under the influence of alcohol, illegal drugs or substances regardless of whether or not the employee is on or off Town, village, or Fire District property.
(3) 
Any employee who engages in such behavior will be subject to disciplinary action up to and including immediate dismissal or, as a condition of continued employment, may be required to participate in and successfully complete drug and alcohol abuse counseling or a rehabilitation program if necessary.

§ A289-8 Infection control.

A. 
Infection control is everyone's responsibility. All equipment used shall be cleaned and decontaminated after each use, in accordance with our standard operating guidelines. This shall be the responsibility of the entire crew.
B. 
The biohazard room shall be kept neat and clean in order to prevent cross contamination, and for the protection of all that enter the room.
C. 
Items, such as laryngoscope and its blades, defibrillators, portable oxygen units, and other equipment that is unable to be removed from service, must be cleaned immediately after the call and placed back in service.

§ A289-9 Termination of employment.

A. 
If you plan to resign your employment with the Town of Tully, you are requested to give at least a two weeks' notice in writing. Should you desire a recommendation, have the prospective employer contact the Career Fire Captain directly.
B. 
Failure to give appropriate notice will result in loss of any accrued time you presently have.

§ A289-10 Discipline.

A. 
The disciplinary system is based upon the accumulation of written notices in the employee's file at any given time.
(1) 
First violation will result in a written verbal warning.
(2) 
Second violation will result in a written warning.
(3) 
Third violation will result in a second written warning and suspension.
(4) 
Forth violation will result in a third written warning and termination.
B. 
All disciplinary actions will be recorded and issued in the form of written warning notices.
C. 
Written warning notices will be issued for violations of any district policies, standard operating guidelines, which may include but are not limited to specific incidents listed below:
(1) 
Unexcused absence or tardiness. (Failure to report for work or call shall be considered a "no call/no show").
(2) 
Unauthorized leaving of work early.
(3) 
Violation of safety rules.
(4) 
Hygiene.
(5) 
Horseplay.
(6) 
Carelessness of work.
(7) 
Poor attitude.
(8) 
Failure to complete assigned tasks.
(9) 
Being under the influence of drugs or alcohol.
(10) 
Use of illegal drugs on Town, village, or Fire District property.
(11) 
Misuse of equipment and/or property.
(12) 
Sexual harassment.
(13) 
Verbal abuse to other employees, volunteers, officers, or Commissioners.
(14) 
Refusal to follow the standard operating guidelines.
(15) 
Improper handling or disposal of hazardous waste.
(16) 
Theft of any kind.
(17) 
Willful destruction of Town or district property.
(18) 
Assault or threatening or any employee, volunteer or Commissioner.
(19) 
Falsifying information on a time sheet.
(20) 
Falsifying accounts, records, or reports.
D. 
Violations of any policy or guidelines during the employee's probationary period may result in immediate termination of employment.

§ A289-11 Performance reviews.

Performance reviews will be conducted after the one-year probationary period and then annually thereafter.

§ A289-12 Smoking.

The entire fire station is designated as a no-smoking facility. Smoking is not allowed in any fire apparatus or EMS units.

§ A289-13 Time sheets.

A. 
The time sheet is located in the staff book, which is in the staff office. You are to record only your time on the sheets. Recording someone else's time or falsifying time on the time sheet may result in immediate termination.
B. 
Failure to fill out the time sheet appropriately may cause a discrepancy in you paycheck.
C. 
Located on the back of the time sheet is the payroll exception log. This log is to be used when you take sick time, vacation time, or you take or earn compensatory time.
D. 
No overtime hours will be recorded on this sheet.

§ A289-14 Uniforms.

A. 
It is the policy of the Town of Tully that all Fire/EMS employees present themselves as professional as possible. These guidelines will be followed.
B. 
Regular uniform.
(1) 
Full-time employees will be issued four uniform short-sleeve shirts and four uniform pants, which will be navy blue in color. The shirts will have the Tully patch on the left sleeve and the State of New York (with the appropriate level of training) on the right sleeve. Only a navy blue undershirt will be worn under the uniform shirts. The use of a Tully polo shirt will be allowed during all months of the year.
(2) 
Part-time employees will be issued one uniform short-sleeve shirt and one uniform pant, which will be navy blue in color. The shirts will have the Tully patch on the left sleeve and the State of New York (with the appropriate level of training) on the right sleeve. Only a navy blue undershirt will be worn with the uniform shirts. The use of a Tully polo shirt will be allowed during all months of the year.
C. 
Summer uniform. From June 1 to August 31 of each year full-time employees will have the option to replace the navy blue uniform pant with a navy blue uniform short. These shorts will be used as station wear only. During an alarm, drill, or detail the employee will be required to change into their long uniform pants or will place their bunker pants on over the shorts. At no time will shorts be worn exclusively on any emergency alarms or details.
D. 
Shirts with other department names or insignias will not be allowed to be worn while on duty.

§ A289-15 Parking.

A. 
Parking for all career employees will be located behind the fire station. There will be no reserved parking space for any individuals employed by the Town of Tully, Fire/EMS District.
B. 
No employee will park his or her vehicle in a handicapped parking space at any time.

§ A289-16 Kitchen use.

The kitchen is available for your use if you wish to have a hot meal. Dinnerware and utensils are available for your use but must be cleaned and returned to their proper location prior to the end of your shift.

§ A289-17 Wages.

Employees are paid on an hourly basis. Every job is assigned a wage classification having a minimum and maximum rate. The Career Fire Captain can provide you with information concerning your wage rate if you have any questions. The assigned wage rates below are for the job classification and not necessarily years of service with the Town.
A. 
Captain: $_________.
B. 
Fire fighter/paramedic five years: $_________.
C. 
Fire fighter/paramedic four years: $_________.
D. 
Fire fighter/paramedic three years: $_________.
E. 
Fire fighter/paramedic two years: $_________.
F. 
Fire fighter/paramedic one year: $_________.
G. 
Fire fighter/paramedic new hire: $_________.
H. 
Fire fighter/EMT: $_________.
I. 
Municipal training officer stipend: $_________.

§ A289-18 Types of pay; paydays.

A. 
Type of pay:
(1) 
Full time: annual salary divided by 52 weeks.
(2) 
Part time: base rate times the hours worked. The base rate will sent annually.
(3) 
Overtime pay: Any staff that works beyond the normal work hours will be credited time and 1/2 for every hour worked.
(4) 
Holiday pay: Full-time employees will be compensated at the rate of double time and 1/2. Part-time employees will be compensated at the rate of time and 1/2.
B. 
Paydays. Employees are paid biweekly on Thursday. For employee's protection, payments will be made in a check. Anyone not working on the Thursday payday will have the check mailed to them.
C. 
Time off values. Time off values will be in accordance with the following:
(1) 
Monday-through-Friday employees: eight hours.
(2) 
Four-on-four-off employees: 12 hours.

§ A289-19 Wage assignment, income executions and support.

Under the laws of the state and federal governments, several procedural devices are available to assist an unpaid creditor or family dependent in collecting a portion of the earnings or other income of any employee debtor. The Town of Tully will follow all laws as outlined under state and federal status. Employees affected by any type of deduction will be notified for confirmation.

§ A289-20 Hours of work.

The normal workday and workweek will depend on each employee's job titles.
A. 
Captain: any combination of days and/or nights so as to equal a total of 42 hours in one payweek.
B. 
Fire fighter/EMT: Monday through Friday 07:30 to 16:00; one shift or 8 1/2 hours for five consecutive days followed by two days off. A normal workweek will consist of 42 hours.
C. 
Fire fighter/paramedic, full-time: four consecutive shifts, which break down as follows: two-day shifts, 07:30 to 17:30 followed by two night shifts, 17:30 to 07:30 followed by four consecutive days off. A normal workweek will average 42 hours.
D. 
Fire fighter/paramedic, part-time: day and/or night shifts as needed.

§ A289-21 Time off.

A. 
Vacation.
(1) 
The Town of Tully recognizes the importance and necessity of time away from your job for the purposes of leisure, recreation and relaxation. All full-time employees are encouraged to take a vacation during the year.
(2) 
Vacation days are earned time off with pay. These days begin during the first year of employment after the employee has competed six months of employment. Thereafter, they will begin and end on the employee's anniversary date.
(3) 
Fire fighter/paramedic, full-time: Vacation days will be accumulated according to the chart below. Each vacation day is equal to 12 hours. During your first year of employment, you may apply to use four days of your first year's entitlement after completion of six months of service. All vacation use is subject to prior approval by the Captain. If an employee is scheduled to work a holiday as their regular schedule, that vacation may be denied.
Period of Continuous Employment
(years)
Yearly Entitlement
(days)
1 to 5
8
6 to 10
12
11 to 15
16
16 to 20
20
(4) 
Captain and fire fighter/EMT, full-time: Vacation days will be accumulated according to the chart below. Each vacation day is equal to 8 1/2 hours. During your first year of employment you may apply to use five days of your first year entitlement after completion of six months of service. All vacation use is subject to prior approval by the Captain.
Period of Continuous Employment
(years)
Yearly Entitlement
(days)
1 to 5
10
6 to 10
15
11 to 15
20
16 to 20
25

§ A289-22 Holidays.

A. 
The following holidays will be observed each year for the purpose of holiday pay for all full-time fire fighter/paramedics, and holiday off for the weekday employees.
(1) 
New Year's Day: January.
(2) 
Martin Luther King Day: third Monday in January.
(3) 
Presidents' Day: third Monday in February.
(4) 
Good Friday: Friday preceding Easter Sunday.
(5) 
Memorial Day: last Monday in May.
(6) 
Independence Day: July 4.
(7) 
Labor Day: first Monday in September.
(8) 
Thanksgiving Day: fourth Thursday in November.
(9) 
Thanksgiving Holiday: fourth Friday in November.
(10) 
Christmas Day: December 25.
(11) 
Employees' birthday: varies.
B. 
Four-on-four-off full-time employees. If a holiday falls on the employee's regular scheduled shift the employee will be required to work that holiday. The only exception will be if the employee has accrued time off and requests the holiday off. Every reasonable effort will be made to obtain coverage for the requested holiday off. It is understood, however, if no other employee is able to work, the scheduled employee will be required to work the holiday. All full-time employees working a holiday will be paid holiday pay at the rate of double time and 1/2 the normal hourly rate. There will be no further compensation for the holiday worked.
C. 
Monday-to-Friday full-time employees. The employee will be scheduled off for all holidays. If the holiday falls on a Saturday the employee will be scheduled off the preceding Friday. If the holiday falls on a Sunday the employee will be scheduled off the following Monday.
D. 
Requesting time off.
(1) 
"Special vacation request" is defined as a request for vacation time, which will take place sometime within the year. This vacation request is designed for employees that need a guaranty of time off for the purpose of scheduling a special occasion such as a wedding, cruise, etc. From January 1 to January 31 any full-time employee who has the requested time off may submit a vacation request. Once approved the employee will be guaranteed the time off.
(2) 
"Regular vacation" is defined as a normal request for vacation time.
E. 
All request for scheduled time off such as vacations, compensation time, or training will be submitted to the Captain by the 15th of the preceding month in which the time off is being requested.
F. 
The request will be granted on a seniority basis. Those employees with the longest length of service will have their time off granted first.

§ A289-23 Personal leave.

After one year of employment, each employee is granted an annual, noncumulative personal leave not to exceed 24 scheduled work hours for full-time fire fighters. Personal leave shall be granted only at the request of the employee prior to the time taken, specifically stating the reason on the request for time off form. Personal leave shall only be granted at the discretion of the Captain. It is the intent of the District that such personal leave be granted only for the conduct of personal affairs or for meeting an appointment that cannot be scheduled except during regular working hours. Personal leave shall not be used in lieu of vacation or sick leave. There shall be no requirement that a full scheduled workday be used at any time for personal leave, but it must be for no less than one hour.

§ A289-24 Bereavement.

Leave shall be granted for not more than three scheduled work days for fire fighters and fire officers at the time of bereavement, for the death of a spouse, child, father, mother, brother, sister, grandparent, grandchild, mother-in-law, or father-in-law. This leave is noncumulative and is subject to Captain's discretion.

§ A289-25 Jury duty.

The Town will grant leave, without loss of pay, for up to five shifts to an employee who is serving as a juror. The employee will remit to the Town any pay received as a juror during this period.

§ A289-26 Mandated court appearances.

The Town shall grant leave, without loss of pay, to any employee required to appear before a court, judge, justice, magistrate, coroner, plaintiff, or defendant, when such appearance specifically relates to the Town of Tully, or the Tully Fire District business. If such appearance occurs while the employee is off duty, the employee shall be compensated at their calculated overtime rate.

§ A289-27 Sick leave.

A. 
Fire fighter/paramedic. After the first three months of employment, sick leave without loss of salary shall be accumulated at a rate of eight hours per month worked. The total allowable accumulation of sick leave is 1,080 scheduled work hours. Income form nonoccupational disability insurance or benefits from workers' compensation shall be deducted from salary. Sick leave shall not accumulate during a period of nonoccupational disability.
B. 
Captain and fire fighter/EMT. After the first three months of employment, sick leave without loss of salary shall be accumulated at a rate of eight hours per month worked. The total allowable accumulation of sick leave is 1,080 scheduled work hours. Income form nonoccupational disability insurance or benefits from workers' compensation shall be deducted from salary. Sick leave shall not accumulate during a period of nonoccupational disability.
C. 
The Town reserves the right to require appropriate proof of disability in the event that any employee should miss more than one workday. If required, the employee shall furnish a certificate from a physician to the Captain before returning to work indicating that he or she is able to perform all his or her usual duties. Failure to submit sufficient proof of illness when required to do so, or in the Town's judgment, the submitted proof does not justify the employee's absence, shall cause such absence to be considered time off without pay.
D. 
There shall be no payment for accumulated sick leave upon termination of employment or retirement.

§ A289-28 Training compensation.

A. 
Any request to attend training must be submitted on a training request form. If the training involves time off from a regularly scheduled shift, a time off request must also be submitted.
B. 
A clear description of the training, as well as the benefit to the department of attending each particular course must be submitted on the training request form. A copy of the itinerary of the course, workshop, seminar, or training should also be attached. This may be a pamphlet, flyer, registration form, etc.
C. 
The request for training must be submitted to the Captain at least two weeks prior to the training session being requested. All cost for registration, lodging and meals, and any other costs must be clearly documented on the request form.
D. 
Any certifications from attending shall be copied and forwarded to the Captain and the Municipal Training Officer for filing.
E. 
If the particular training falls on a regularly scheduled work shift, the employee making the application shall be excused from the work schedule for the hours of which the class is in session and appropriate travel time. The Captain shall determine if the employee needs to work at the completion of class.
F. 
The employee shall be given compensatory time accruals at the rate of time and a half for any training, which is mandatory for their position. Examples of this include but are not limited to paramedic refresher, CPR refresher, and specific fire classes that are required to gain and or maintain certification as a New York State fire fighter.
G. 
Any other trainings which are not necessarily a requirement of the job title shall be given compensatory time of hour for hour of training. This includes but is not limited to any other fire training, EMS training, safety training, recordkeeping or any other training or seminar that may benefit the department.
H. 
The request for training shall be submitted to the Captain for approval and scheduling.
I. 
All requests for training must be approved by the Captain prior to any compensation being given. The request for training form status whether approved or disapproved will be communicated to the employee by the Captain.
J. 
Any request that is denied may be appealed to the Board of Commissioners.
K. 
Any employee required to attend a mandatory training or meeting called by the Captain, Commissioners, or Town Board will be compensated at the rate of time and 1/2 overtime pay.

§ A289-29 Health insurance.

A. 
The Town of Tully will provide, at no cost to the employee, single and family coverage for health insurance.
B. 
The Town will also provide payroll deductions for individual insurance through the AFLAC Company. It is understood that the employee provides the cost for this insurance.