Village of Groton, NY
Tompkins County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Board of Trustees of the Village of Groton: Art. I, 6-20-1988 by resolution; Art. II, 6-19-1989 as L.L. No. 3-1989. Section 17-3 amended at time of adoption of Code; see Ch. 1, General Provisions, Art. I. Other amendments noted where applicable.]
GENERAL REFERENCES
Accounting procedures — See Ch. 5.
Code of Ethics — See Ch. 21.
Investment policy — See Ch. 33.
[Adopted 6-20-1988 by resolution]
The Village of Groton has been and will continue to be an equal opportunity organization. No minority and women-owned business enterprise (MWBE) employee or applicant for employment will be discriminated against because of race, color, religion, national origin, sex, age, disability, sexual preference or Vietnam-era veteran status. We will take affirmative action to ensure that MWBE's, applicants and employees are treated without regard to these characteristics. To carry out our policy, the Village of Groton will:
A. 
Include minority and women-owned businesses in our solicitations.
B. 
Recruit, hire, train, place and promote persons for all jobs without regard to race, religion, color, national origin, sex, age, disability, sexual preference or Vietnam-era veteran status.
C. 
Take affirmative steps to ensure that MWBE's have full participation in our procurement process.
D. 
Administer other personnel functions, such as compensation, benefits, transfers, layoffs, returns from layoffs and company-sponsored training, education, tuition assistance and social and recreation programs without regard to race, religion, color, national origin, sex, age, disability, sexual preference or Vietnam-era veteran status.
The Village of Groton will periodically analyze its procurement and personnel actions to ensure compliance with this policy.
The Equal Employment Opportunity/Minority and Women-Owned Business Enterprise Coordinator for the Village of Groton is the Mayor, 108 Cortland Street, Groton, New York 13073; phone: 607/898-3966.
[1]
Editor's Note: Amended at time of adoption of Code; see Ch. 1, General Provisions, Art. I.
He is responsible for monitoring the facility's affirmative action/minority and women-owned business enterprise program and submitting required reports to appropriate locations. The Coordinator is also the person to contact if someone believes she/he has not been treated in accordance with this policy.
We ask your continued assistance and support in attaining the Village of Groton objective of equal employment opportunity/minority and women-owned business enterprise opportunities.
[Adopted 6-19-1989 as L.L. No. 3-1989]
A. 
In the event that the Village of Groton is required by federal, state or local law, rule or regulation to, or does in fact, provide or pay for, either directly or indirectly, a training course or education program for a person newly hired for employment with the Village of Groton and in the event that that person separates from employment with the Village of Groton within one year of the date of completion of such training or education, then such person so trained shall reimburse the Village of Groton for all wages paid during and expenses incurred in the cost of such training, together with all related expenses paid by the Village of Groton during or in conjunction with that person's training and or education, such sums to be prorated for the number of days of employment of such person during the first year of employment following completion of such training.
B. 
In addition to direct costs paid by the village for such training and/or education, reimbursable expenses incurred in the cost of training may include but shall not be limited to reimbursement made by the village to an individual for the cost of travel, lodging, meals, books and tuition, as the case may be.
The terms and provisions of this Article shall be deemed to be part of every contract or agreement of employment of a person hired by the Village of Groton after the effective date of this Article; provided, however, that the failure of an applicant to receive a copy of this Article shall not effect its validity against that individual. Notwithstanding the foregoing and without limiting the effectiveness of the same, the Village Clerk shall provide a copy of this Article to all individuals seeking employment with the Village of Groton after the effective date of this Article.
A. 
The reimbursement to the Village of Groton as provided above shall be made no later than 30 days after the last day of the individual's employment with the Village of Groton. The Village of Groton may offset the amount to be reimbursed against any amounts the Village of Groton may owe to the individual for wages, benefits or otherwise.
B. 
In the event that reimbursement is not made in accordance with the terms of this Article, the Village of Groton may enforce its claim for reimbursement pursuant to this Article as a claim for breach of contract in any court of competent jurisdiction. Should recourse to legal proceedings be necessary in order for the Village of Groton to secure reimbursement pursuant to this Article, the individual responsible for reimbursement shall also reimburse the Village of Groton for the reasonable costs and expenses of such legal proceeding, including, without limitation, reasonable attorney's fees for such proceedings.