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.
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.
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.
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.
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.
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.
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.
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.
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.
A.
The disciplinary system is based upon the accumulation
of written notices in the employee's file at any given time.
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.
Performance reviews will be conducted after the one-year probationary
period and then annually thereafter.
The entire fire station is designated as a no-smoking facility. Smoking
is not allowed in any fire apparatus or EMS units.
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.
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.
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.
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: $_________.
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.
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.
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.
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
|
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.
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.
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.
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.
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.
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.
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.
