[HISTORY: Adopted by the Board of Trustees of the Village of Harriman 3-27-2012 by L.L. No. 1-2012.[1] Amendments noted where applicable.]
[1]
Editor's Note: This local law also repealed former Ch. 15, Ethics, Code of, adopted 12-21-1988 as Ch. 15 of the 1988 Code, as amended.
Officers and employees of the Village of Harriman hold their positions to serve and benefit the public, and not for obtaining unwarranted personal or private gain in the exercise and performance of their official powers and duties. The Village Board recognizes that, in furtherance of this fundamental principle, there is a need for clear and reasonable standards of ethical conduct. This Code of Ethics establishes those standards.
As used in this chapter, the following terms shall have the meanings indicated:
APPLICANT
Any person seeking employment, or any person or legal entity seeking other material financial benefit from the Village, or any person or legal entity filing an application for approval by any public officer, employee or agency for any matter of material financial benefit to such person or legal entity for a period commencing 12 months prior to the filing and ending 12 months after the application has been withdrawn or decided.
BOARD
The governing board of a municipality and any municipal administrative board (e.g., planning board, zoning board of appeals), commission, or other agency or body comprised of two or more municipal officers or employees.
CODE
This Code of Ethics.
INTEREST
A direct or indirect financial or material benefit, but does not include any benefit arising from the provision or receipt of any services generally available to the residents or taxpayers of the municipality or an area of the municipality, or a lawful class of such residents or taxpayers. A municipal officer or employee is deemed to have an interest in any private organization when he or she, his or her spouse, or a member of his or her household, is an owner, partner, member, director, officer, employee, or directly or indirectly owns or controls more than 5% of the organization's outstanding stock.
MUNICIPALITY
The Village of Harriman. The word "municipal" refers to the municipality.
MUNICIPAL OFFICER OR EMPLOYEE
A paid or unpaid officer or employee of the Village of Harriman, including, but not limited to, the members of any municipal board.
RELATIVE
A spouse, parent, stepparent, sibling, stepsibling, sibling's spouse, child, stepchild, uncle, aunt, nephew, niece, first cousin, or household member of a municipal officer or employee, and individuals having any of these relationships to the spouse of the officer or employee.
This Code of Ethics applies to the officers and employees of the Village of Harriman and shall supersede any prior municipal Code of Ethics. The provisions of this Code of Ethics shall apply in addition to all applicable state and local laws relating to conflicts of interest and ethics, including, but not limited to, Article 18 of the General Municipal Law and all rules, regulations, policies and procedures of the Village of Harriman.
No municipal officer or employee shall use his or her municipal position or official powers and duties to secure a financial or material benefit for himself or herself, a relative, or any private organization in which he or she is deemed to have an interest.
A. 
Whenever a matter requiring the exercise of discretion comes before a municipal officer or employee, either individually or as a member of a board, and disposition of the matter could result in a direct or indirect financial or material benefit to himself or herself, a relative, or any private organization in which he or she is deemed to have an interest, the municipal officer or employee shall disclose in writing the nature of the interest.
B. 
The disclosure shall be made when the matter requiring disclosure first comes before the municipal officer or employee, or when the municipal officer or employee first acquires knowledge of the interest requiring disclosure, whichever is earlier.
C. 
In the case of a person serving in an elective office, the disclosure shall be filed with the governing board of the municipality. In all other cases, the disclosure shall be filed with the person's supervisor or, if the person does not have a supervisor, the disclosure shall be filed with the municipal officer, employee or board having the power to appoint to the person's position. In addition, in the case of a person serving on a municipal board, a copy of the disclosure shall be filed with the board. Any disclosure made to a board shall be made publicly at a meeting of the board and must be included in the minutes of the meeting.
A. 
No municipal officer or employee may participate in any decision or take any official action with respect to any matter requiring the exercise of discretion, including discussing the matter and voting on it, when he or she knows or has reason to know that the action could confer a direct or indirect financial or material benefit on himself or herself, a relative, or any private organization in which he or she is deemed to have an interest.
B. 
In the event that this section prohibits a municipal officer or employee from exercising or performing a power or duty:
(1) 
If the power or duty is vested in a municipal officer as a member of a board, then the power or duty shall be exercised or performed by the other members of the board; or
(2) 
If the power or duty is vested in a municipal officer individually, then the power or duty shall be exercised or performed by his or her deputy or, if the officer does not have a deputy, the power or duty shall be performed by another person to whom the officer may lawfully delegate the function.
(3) 
If the power or duty is vested in a municipal employee, he or she must refer the matter to his or her immediate supervisor, and the immediate supervisor shall designate another person to exercise or perform the power or duty.
A. 
This code's prohibition on use of a municipal position (§ 15-4), disclosure requirements (§ 15-5), and requirements relating to recusal and abstention (§ 15-6) shall not apply with respect to the following matters:
(1) 
Adoption of the municipality's annual budget;
(2) 
Any matter requiring the exercise of discretion that directly affects any of the following groups of people or a lawful class of such groups:
(a) 
All municipal officers or employees;
(b) 
All residents or taxpayers of the municipality or an area of the municipality; or
(c) 
The general public; or
(3) 
Any matter that does not require the exercise of discretion.
B. 
Recusal and abstention shall not be required with respect to any matter:
(1) 
Which comes before a board when a majority of the board's total membership would otherwise be prohibited from acting by § 15-6 of this code;
(2) 
Which comes before a municipal officer when the officer would be prohibited from acting by § 15-6 of this code and the matter cannot be lawfully delegated to another person.
A. 
No municipal officer or employee may acquire the following investments:
(1) 
Investments that can be reasonably expected to require more than sporadic recusal and abstention under § 15-6 of this code; or
(2) 
Investments that would otherwise impair the person's independence of judgment in the exercise or performance of his or her official powers and duties.
B. 
This section does not prohibit a municipal officer or employee from acquiring any other investments or the following assets:
(1) 
Real property located within the municipality and used as his or her personal residence;
(2) 
Less than 5% of the stock of a publicly traded corporation; or
(3) 
Bonds or notes issued by the municipality and acquired more than one year after the date on which the bonds or notes were originally issued.
No municipal officer or employee, during his or her tenure as a municipal officer or employee, may engage in any private employment, including the rendition of any business, commercial, professional or other types of services, when the employment:
A. 
Can be reasonably expected to require more than sporadic recusal and abstention pursuant to § 15-6 of this code;
B. 
Can be reasonably expected to require disclosure or use of confidential information gained by reason of serving as a municipal officer or employee;
C. 
Violates § 805-a(1)(c) or (d) of the General Municipal Law; or
D. 
Requires representation of a person or organization other than the municipality in connection with litigation, negotiations or any other matter to which the municipality is a party.
A. 
No municipal officer or employee may ask for, pursue or accept a private post-government employment opportunity with any person or organization that has a matter requiring the exercise of discretion pending before the municipal officer or employee, either individually or as a member of a board, while the matter is pending or within the 30 days following final disposition of the matter.
B. 
No municipal officer or employee, for the two-year period after serving as a municipal officer or employee, may represent or render services to a private person or organization in connection with any matter involving the exercise of discretion before the municipal office, board, department or comparable organizational unit for which he or she serves.
C. 
No municipal officer or employee, at any time after serving as a municipal officer or employee, may represent or render services to a private person or organization in connection with any particular transaction in which he or she personally and substantially participated while serving as a municipal officer or employee.
This code shall not be construed as prohibiting a municipal officer or employee from:
A. 
Representing himself or herself, or his or her spouse or minor children before the municipality; or
B. 
Asserting a claim against the municipality on his or her own behalf, or on behalf of his or her spouse or minor children.
A. 
Municipal resources shall be used for lawful municipal purposes. Municipal resources include, but are not limited to, municipal personnel, and the municipality's money, vehicles, equipment, materials, supplies or other property.
B. 
No municipal officer or employee may use or permit the use of municipal resources for personal or private purposes, but this provision shall not be construed as prohibiting:
(1) 
Any use of municipal resources authorized by law or municipal policy;
(2) 
The use of municipal resources for personal or private purposes when provided to a municipal officer or employee as part of his or her compensation; or
(3) 
The occasional and incidental use during the business day of municipal telephones and computers for necessary personal matters such as family care and changes in work schedule.
C. 
No municipal officer or employee shall cause the municipality to spend more than is reasonably necessary for transportation, meals or lodging in connection with official travel.
A. 
No municipal officer or employee may have an interest in a contract that is prohibited by § 801 of the General Municipal Law.
B. 
Every municipal officer and employee shall disclose interests in contracts with the municipality at the time and in the manner required by § 803 of the General Municipal Law.
Except as otherwise required by law:
A. 
No municipal officer or employee, either individually or as a member of a board, may participate in any decision specifically to appoint, hire, promote, discipline or discharge a relative for any position at, for or within the municipality or a municipal board.
B. 
No municipal officer or employee may supervise a relative in the performance of the relative's official powers or duties.
A. 
No municipal officer or employee shall directly or indirectly compel or induce a subordinate municipal officer or employee to make, or promise to make, any political contribution, whether by gift of money, service or other thing of value.
B. 
No municipal officer or employee may act or decline to act in relation to appointing, hiring or promoting, discharging, disciplining, or in any manner changing the official rank, status or compensation of any municipal officer or employee, or an applicant for a position as a municipal officer or employee, on the basis of the giving or withholding or neglecting to make any contribution of money or service or any other valuable thing for any political purpose.
No municipal officer or employee who acquires confidential information in the course of exercising or performing his or her official powers or duties may disclose or use such information unless the disclosure or use is required by law or in the course of exercising or performing his or her official powers and duties.
A. 
No municipal officer or employee shall solicit, accept or receive a gift in violation of § 805-a(1)(a) of the General Municipal Law as interpreted in this section.
B. 
No municipal officer or employee may directly or indirectly solicit any gift.
C. 
No municipal officer or employee may accept or receive any gift, or multiple gifts from the same donor, having an annual aggregate value of $75 or more when:
(1) 
The gift reasonably appears to be intended to influence the officer or employee in the exercise or performance of his or her official powers or duties;
(2) 
The gift could reasonably be expected to influence the officer or employee in the exercise or performance of his or her official powers or duties; or
(3) 
The gift is intended as a reward for any official action on the part of the officer or employee.
D. 
For purposes of this section, a gift includes anything of value, whether in the form of money, service, loan, travel, entertainment, hospitality, thing or promise, or in any other form. The value of a gift is the gift's fair market value, determined by the retail cost of the item or a comparable item. The fair market value of a ticket entitling the holder to food, refreshments, entertainment, or any other benefit is the face value of the ticket, or the actual cost to the donor, whichever is greater. Determination of whether multiple gifts from a single donor exceed $75 must be made by adding together the value of all gifts received from the donor by an officer or employee during the twelve-month period preceding the receipt of the most recent gift.
E. 
Gift intended to influence or reward municipal officer or employee.
(1) 
A gift to a municipal officer or employee is presumed to be intended to influence the exercise or performance of his or her official powers or duties when the gift is from a private person or organization that seeks municipal action involving the exercise of discretion by or with the participation of the officer or employee.
(2) 
A gift to a municipal officer or employee is presumed to be intended as a reward for official action when the gift is from a private person or organization that has obtained municipal action involving the exercise of discretion by or with the participation of the officer or employee during the preceding 12 months.
F. 
This section does not prohibit any other gift, including:
(1) 
Gifts made to the municipality;
(2) 
Gifts from a person with a family or personal relationship with the officer or employee when the circumstances make it clear that the personal relationship, rather than the recipient's status as a municipal officer or employee, is the primary motivating factor for the gift;
(3) 
Gifts given on special occasions, such as marriage, illness, or retirement, which are modest, reasonable and customary;
(4) 
Unsolicited advertising or promotional material of little intrinsic value, such as pens, pencils, note pads, and calendars;
(5) 
Awards and plaques having a value of $75 or less which are publicly presented in recognition of service as a municipal officer or employee, or other service to the community; or
(6) 
Meals and refreshments provided when a municipal officer or employee is a speaker or participant at a job-related professional or educational conference or program and the meals and refreshments are made available to all participants.
A. 
Unbecoming conduct. Employees shall conduct themselves at all times during their work hours or in matters relating to or arising out of their work in such a manner as to reflect most favorably on the employer. Conduct unbecoming an employee shall include that which brings the employer into disrepute or reflects discredit upon the employee as a representative of the employer.
B. 
Reporting for work. Employees shall report for work at the time and place required by assignment or order and shall be physically and mentally fit to perform their duties. Employees shall not absent themselves from work without proper authorization and then only in conformance with the employer's procedures.
C. 
Negligence of duty. Employees shall not read, play games, watch television or movies or otherwise engage in entertainment during their regular work hours. They shall not engage in any activities or personal business which would cause them to neglect or be inattentive to their work assignment.
D. 
Fictitious illness or injury reports. Employees shall not feign illness or injury, falsely reporting themselves ill or injured or otherwise deceive or attempt to deceive the employer as to the condition of their health.
E. 
Conformance to laws.
(1) 
Employees shall obey all laws of the United States, the State of New York and the Village of Harriman or any local jurisdiction they may be present in.
(2) 
A conviction of the violation of any law shall be prima facie evidence of a violation of this section.
F. 
Sleeping on duty. Employees shall remain awake during work hours. If unable to do so, they shall report to their supervisor, who shall determine the proper course of action.
G. 
Leaving work assignment. Employees shall not leave their work assignment during work hours or other hours of employment, except when authorized by proper authority. A volunteer fireman or ambulance corps volunteer may respond to an emergency call.
H. 
Alcoholic beverages and drugs in employer installations or vehicles. Employees shall not store or bring into any employer facility or vehicle any alcoholic beverages, controlled substances, narcotics or hallucinogens.
I. 
Possession and use of drugs. Employees shall not posses or use any controlled substances, narcotics or hallucinogens, except when prescribed in the treatment of employees by a physician or dentist. When controlled substances, narcotics or hallucinogens are prescribed, employees shall notify their supervisor or, in the case of the supervisors, the Mayor.
J. 
Use of alcohol during work hours.
(1) 
Employees shall not consume intoxicating beverages during work hours.
(2) 
Employees shall not report for work or be at work while under the influence of intoxicants to any degree whatsoever or with an odor of intoxicants on their breath.
K. 
Conduct during nonwork hours. Employees, during nonwork hours, shall refrain from intoxication, obnoxious or offensive behavior which discredits them or the employer or renders the employee unfit to report for work.
L. 
Insubordination. Employees shall promptly obey all lawful orders of the employer. This will include orders relayed from a supervisor by an employee of the same or lesser work grade. Employees shall not engage in any conduct, by words or actions, which is disrespectfully toward a supervisor or other official of the employer.
M. 
Conflicting orders. Employees who are given otherwise proper orders or assignments which are in conflict with a previous order, rule, regulation or directive shall respectfully inform the supervisor or official issuing the order of the conflict. If the supervisor or official issuing the order does not alter the conflicting order, the order shall remain. Under these circumstances, the responsibility for the conflict shall be upon the supervisor or official. Employees shall obey the conflicting order and shall not be held responsible for disobedience of the order, rule, regulation or directive previously issued.
N. 
Endorsement and referrals. The employee shall not recommend or suggest in any manner, except in transaction of personal business, the employment or procurement of a particular product, professional service or commercial service.
O. 
Courtesy. Employees shall be courteous to the public. When in contact with the public, employees shall be tactful, shall control their tempers and exercise the utmost patience and discretion and shall not engage in argumentative discussions even in the face of extreme provocation. In the performance of their work requirements or in relation to their work duties, employees shall not use coarse, violent, profane or insolent language or gestures and shall not express any prejudice concerning race, religion, politics, national origin, lifestyle or similar personal characteristics.
P. 
Use of the Village equipment and vehicles. Employees shall utilize Village equipment only for its intended use and purpose, in accordance with employer procedures and shall not abuse, alter, damage, or lose employer equipment. All employer equipment shall be maintained in proper order. Employees shall immediately report any defect or malfunction of employer vehicles in a careful and prudent manner and shall obey all employer orders pertaining to such operation. Conviction of any offense of the Vehicle and Traffic Law or loss or suspension of any driving license shall be reported to the employer immediately. Vehicles shall not be utilized for personal use, nor shall the vehicle be taken outside the Village of Harriman after business hours unless authorized by the employer.
Q. 
Unsatisfactory performance. Employees shall maintain sufficient competency to perform their work assignments and assume the responsibilities of their grade or title. Employees shall perform work assignments in a manner which will maintain the highest standards of efficiency in carrying out the functions and objectives of the employer. Unsatisfactory performance may be demonstrated by a lack of knowledge in use of equipment or means of completing work assignment; an unwillingness or inability to perform an assigned task; the failure to conform to work standards established for the employee's grade or position; or absence without leave. In addition to other indicia of unsatisfactory performance, the following will be considered prima facie evidence of unsatisfactory performance: repeated poor evaluations or a written record of repeated infractions of rules, regulations, directives or orders of the employer.
R. 
Vacation time; sick leave; absences. No employee shall take vacation time without the prior written approval of his or her departmental supervisor or, in the case of departmental supervisor, without prior written approval of the Mayor. Any employee who needs sick leave must notify his or her departmental supervisor or the Mayor, as the case may be, by telephone on the date of such absence. Any employee who is absent by reason of illness for more than three consecutive days shall provide his or her departmental supervisor or the Mayor with a doctor's excuse or certification of illness.
S. 
Crimes. Any employee arrested or convicted of a crime shall immediately report such arrest or conviction to his supervisor. His supervisor shall immediately transmit report of the employee's arrest and/or conviction to the Mayor and the Village Board of Trustees.
Pursuant to § 808 of the General Municipal Law, the Village of Harriman having determined that the establishment of a local ethics board would result in an unnecessary expenditure of funds; therefore all controversies shall be submitted to and heard by the Orange County Board of Ethics.
A. 
The Village Clerk must promptly cause a copy of this code, and a copy of any amendment to this code, to be posted publicly and conspicuously in each building under the municipality's control. The code must be posted within 10 days following the date on which the code takes effect. An amendment to the code must be posted within 10 days following the date on which the amendment takes effect.
B. 
The Village Clerk must promptly cause a copy of this code, including any amendments to the code, to be distributed to every person who is or becomes an officer and employee of the Village of Harriman.
Any municipal officer or employee who violates this code may be censured, fined, suspended or removed from office or employment in the manner provided by law.
This chapter shall supersede the provisions of the Harriman Village Code as existing immediately prior to the adoption and any other local law, ordinance or resolution to the extent it is inconsistent with the same, and to the extent permitted by the New York State Constitution, the Municipal Home Rule Law or any other applicable statute.