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Employee HR Policies

2026last touched · 12 source resolutions
↑Village/Rules/Policies/Adopted/employee_hr_policies
Resolutions adopting or amending vacation, sick leave, sick leave bank, call-in, and attendance policies, setting mileage reimbursement rates, establishing training and conference policies, adopting sexual harassment prevention policies, and setting standard work days and reporting requirements for retirement system purposes.
Synthesis written as-of 2026-05-10. A time-bounded clause in this rule expires on 2026-05-31
In force, by year of last update
2026this year
Trustee Training Budget Allocation
The Trustee training budget line is divided by four (4), with each Trustee allotted an equal share for municipal training fees (e.g., NYCOM, NYS Comptroller) and associated necessary expenditures (e.g., mileage, lodging) without requiring prior Board approval. Expenses exceeding a Trustee's allocation require Board discussion and approval prior to expenditure, and all expenses must go through the voucher audit process before reimbursement.[12]
2025
Sick Leave Bank Policy — Full-Time Employees
The Village of Red Hook has adopted a Sick Leave Bank Policy allowing full-time Village employees who have exhausted their leave benefits and face a severe loss of income to receive voluntarily donated sick days from other full-time employees with accumulated sick leave. The policy became effective immediately upon adoption on May 12, 2025.[11]
2023
Call-In Pay Policy — Non-Union Employees
When a non-union Village employee is called in to work as an exception, for an emergency, or for a small amount of work outside normal hours, the employee shall receive a minimum of 1 hour of pay at the employee's standard pay rate.[10]
2019
Mileage Reimbursement Rate
Village officers and employees who use personal automobiles while performing official Village duties are reimbursed at the current federal IRS rate per mile at the time of the trip. This policy applies to all Village-related travel and is effective immediately upon adoption.[4][7][9]
2018
Sexual Harassment Prevention Policy
The Village of Red Hook has adopted a Sexual Harassment Policy as modified by labor counsel to comply with New York State Labor Law §201-g. The policy is disseminated to all Village employees, applicants for employment, paid and unpaid interns, contractors, and persons conducting business with the Village.[8]
2017
Standard Work Day and Reporting — Elected and Appointed Officials
The Village of Red Hook has established a Standard Work Day and Reporting Resolution for elected and appointed officials, setting standard work days and reporting requirements for retirement system purposes.[6]
2016
Conference and Training Attendance Authorization
Officers and employees of the Village of Red Hook are authorized to attend training meetings and conferences including the NYCOM Annual Meeting and Training School, NYCOM Public Works School, NYCOM Fall Training School, and Association of Towns Meetings. Attendance and reimbursement require prior mayoral approval.[5]
2011
Vacation Time — Non-Union Employees (0–5 Years)
Non-union full-time employees receive paid vacation time based on years of service per the personnel guidelines. The baseline tier (up to five years of service) provides up to three weeks' vacation, non-cumulative.[3]
Vacation Time — Non-Union Employees (5–10 Years)
Non-union full-time employees who have completed five years of service receive one additional day of vacation at the five-year anniversary, and one additional day per year thereafter up to the ten-year anniversary, for a maximum of four weeks' vacation at the ten-year anniversary. Vacation time is non-cumulative.[3]
Employee Training — Lunch and Learn Sessions
The Mayor's contractual budget line is modified to include funding for Village employee training programs, specifically lunch and learn sessions.[2]
History · superseded or expired
2019
Mileage Reimbursement Authorization (2016)
Superseded by Resolution 16-2019 (footnote 9), which re-established reimbursement at the current federal IRS rate per mile effective immediately. Earlier reaffirmation in Resolution 7-2018 (footnote 7) also superseded.[4][7]
2008
Sexual Harassment Policy (NYMIR, 2008)
Superseded by Resolution 24-2018 (footnote 8), which adopted an updated Sexual Harassment Policy modified by labor counsel to comply with New York State Labor Law §201-g.[1]
Source resolutions
  1. [1]2008-05-12Sexual Harassment Policy
  2. [2]2011-04-29Mayor's employee training budget
  3. [3]2011-11-07Personnel Vacation Time Guidelines Amendment
  4. [4]2016-04-21Employee Personal Cars/Mileage
  5. [5]2016-04-21Employee attendance at schools and conferences
  6. [6]2017-03-13Standard Work Day and Reporting Resolution for Elected and Appointed Officials
  7. [7]2018-04-09IRS mileage rate reimbursement for Village travel
  8. [8]2018-10-15To Adopt a Sexual Harassment Policy
  9. [9]2019-04-08Mileage Allowances
  10. [10]2023-01-09RESOLUTION TO ESTABLISH A CALL-IN POLICY FOR NON-UNION VILLAGE EMPLOYEES
  11. [11]2025-05-12RESOLUTION TO ESTABLISH A SICK LEAVE BANK POLICY FOR FULLTIME VILLAGE OF RED HOOK EMPLOYEES
  12. [12]2026-01-26Establish Trustee training budget allocation policy

Synthesized from the chronological history of these resolutions. Each clause shows the year it was last established or amended. The text is a reading aid — for legal force, consult the source resolutions and the Village Code.