Essex County, New York
PO Box 338, Main Street · Bloomingdale, NY 12913 · 518-891-3189 · Fax: 518-891-6092

Employee Benefits

Section 1: Full Time Employee Benefits

A. Hours of Work – Highway

(1) The regular workweek shall be forty (40) hours per week, eight (8) hours per day, five (5) days per week. Summer hours: with the Highway Superintendants permission, employees may work ten (10) hours per day, four (4) days per week, providing that the Highway Department has coverage for five (5) days per week.

(2) Only those employees who are entitled to overtime pay pursuant to the Fair Labor Standards Act shall be entitled to claim and receive such compensation.

(3) Employees shall receive one and one-half (1 ½) times their normal rate of pay for approved hours in excess of forty (40) hours in a work week.

(4) Holiday, Sick and Personal Time shall be considered as part of the forty (40) hours in a work week for purposes of overtime calculations.

B. Paid Holidays – 12

(1) Based upon eight (8) hours per day, holidays shall be granted as follows:

New Year’s Day Columbus Day

Martin Luther King Day Veteran’s Day

President’s Day Thanksgiving Day

Memorial Day Day after Thanksgiving

Independence Day Christmas Day

Labor Day Floating Holiday

(2) Employees who are required to work on any of the above holidays shall be entitled to straight time pay for the eight (8) hours of holiday plus pay at time and one-half for all hours worked on such holiday.

(3) If a holiday(s) falls within an employee’s vacation period, the vacation period of such employee shall be extended by the holiday(s) that fall within such vacation.

(4) When a holiday falls on a Saturday, employees shall be given Friday off. When a holiday falls on a Sunday, employees shall be given Monday off. When these situations occur, these days (Friday and/or Mondays) become, for the purposes of determining holiday pay, the holiday.

C. Vacation Leave

(1) Vacation shall be provided based upon accurate records recorded from the 1st day of employment. Such vacation time to start one year from that date.


After completion of 1st full year 2 Weeks of Eight (8) hour days = 80 hours

After completion of 5th full year 3 Weeks of Eight (8)

hour days = 120 hours

After completion of 10th full year 4 Weeks of Eight (8)

hour days = 160 hours

D. Sick Leave

(1) The sole purpose of this provision is to provide sick leave for those employees who suffer from a personal illness and/or disability and are unable to perform their job function. Any employee who claims sick leave under false pretenses may be subject to immediate disciplinary action.

(2) Employees shall be granted eight (8) days per year or 64 hours for Sick Leave.

E. Personal Leave

(1) The purpose for personal leave is to provide employees time off for conducting personal matters that could not otherwise be conducted outside the normal work hours. Examples of proper use would be for important family matters, conducting personal legal affairs, and conducting personal business matters.

(2) Employees shall be granted three (3) days per year or 24 hours for Personal Leave.

F. Bereavement Leave

(1) Employees will be permitted to use a maximum of three (3) calendar eight (8) hour days (commencing the calendar day after the death unless notification of the death occurs prior to the start of the work day in which case the bereavement leave shall commence the day of the death) per death in the immediate family without loss of pay or deduction from any other accumulated credits.

(2) Should an employee be notified of a death in his/her immediate family during the work day, then said employee shall be permitted to take the remainder of the work day off without any charges to his/her leave credits nor shall that day count toward his/her three (3) bereavement days as spelled out above.

(3) Immediate family shall be defined as father, mother, sister, brother, son, daughter, mother-in-law or father-in-law, sister-in-law, brother-in-law of present marriage, spouse residing in employee’s household, step-parents and step-children.

(4) Employees will be permitted to use a maximum of one (1) work days for a death of the employee’s grandmother, grandfather, grandchildren, without loss of pay or deductions from other accumulated credits.

G. Medical Benefits

(1) The Town of St. Armand provides a comprehensive health and related benefits program for eligible employees. The benefits are summarized in documents called summary plan, descriptions which are available in the Supervisor’s Office. The details of each benefit are contained in separate legal documents known as the plan documents, which take precedence over anything contradictory in the summaries.

(2) Health Insurance coverage becomes effective after the employees Probationary Term which is defined as twenty six (26) weeks, under Civil Service Rules.

(3) The Town of St. Armand shall not provide Health Insurance Coverage to those employees who have access to coverage from a spouse employed by a different employer.

(4) The Town of St. Armand, per Local Law No. 1 of 2009, shall provide cash payment in lieu of health insurance coverage for any eligible full-time employee of the Town of St. Armand at the rate of 15 percent (15%) of the annual premium. This payment shall be made in two (2) installments, per year.

H. Work Boots

(1) The Town of St. Armand shall provide $125.00 on a yearly basis for reimbursement to the employees for the purchase of OSHA required Hard Toe/Steel Toe boots.

I. Physicals and Random Drug Testing

(1) The Town of St. Armand is committed to comply with the Federal Drug-Free Workplace Act of 1988, the Omnibus Transportation Employee Testing Act of 1991, and the regulations promulgated and adopted in furtherance thereof.

(2) Employees subject to the Acts as identified above shall be required to submit to all physicals and random drug testing requirements as required or provided for under such Acts.

J. Sexual Harassment Policy

It is imperative that all employees be aware of the Town of St. Armand’s commitment to the enforcement of this policy, and our efforts to ensure that every employee is entitled to a work environment free from any form of discrimination. Sexual harassment is an unlawful discriminatory practice.

It is also a violation of Section 703 of Title VII of the Civil Rights Act of 1964, as amended, and the New York State Human Rights Law. The Civil Rights Law of 1991 makes additional provisions for victims of sexual harassment.

The Town also complies with the Workforce Investment Act of 1998, which prohibits discrimination on the basis of sex.

Sexual harassment is a form of employee misconduct for which appropriate disciplinary action will be taken against individuals, and against supervisors and managers who knowingly allow such behavior to continue.

By definition, sexual harassment is any unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual nature when:

1) Submission to the conduct is either explicitly or implicitly a term or condition of an individual's employment;

2) Submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such individuals; or

3) The conduct has the purpose, or effect, of unreasonably interfering with an affected person's work performance or creating an intimidating, hostile, or offensive work environment.

4) Any employee or customer who has inquiries regarding sexual harassment should contact New York State Department of Labor, Division of Equal Opportunity Development at (518) 457-1984 in Albany, (212)

By Order of the Town Board of St. Armand

February 20, 2013- Revised
March 12, 2013 - Adopted

Town of St Armand
PO Box 338, Main Street, Bloomingdale, NY 12913 · 518-891-3189 · Fax: 518-891-6092
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