Loading...
HomeMy WebLinkAboutAG-02/10/2026 WS Denis,Noncarrow Town Hall, 53095 Main Road Town Clerk P.O. Box 1179 Registrar of Vital Statistics Southold, New York 11971 Marriage Officer Fax (631) 765-6145 Records Management Officer Telephone (631) 765-1800 00UNT4, Freedom of Information Officer 1 0) Office of the Town Clerk Town of Southold Agenda Work Session Agenda Southold Town Board Februaij, 10,2026 9:�00 AM PUBLIC NOTICE: The Town Board Work Session will be held at the Peconic Lane Community Center Auditorium, 1170 Peconic Lane,Peconic,NY 11'958. For this Work Session, and all future Work Sessions, the Town Board will begin with the Open Work Session at 9:00 A.M. PUBLIC ZOOM LINK: You are 'invited to a Zooin webinar! When: Feb 10, 2026 09:00 AM Eastern Time (US and Canada) Topic: Town Board Work Session Join from PC, Mac, iPad, or Android: https:Hus06web.zoom.us/i 84924822627?pwd=8hESb o7oRfzlDqsn6,iiiFYynDIMPSg.I Pas,scode:220423 1. Discussion Items- Southold Town Board Work Session 1. 9:00 AM -Amy Folk,Town Historian with Kate Girandola 250th Anniversary of the Signing of the Declaration of Independence: Update on Initiatives and Student Logo Contest 2. 9:15 AM -Julie McGivney,Assistant Town Attorney Adopting a Gender-Based Violence in the Workplace Policy 3. 9:30 AM -Nick Krup,ski, Solid Waste Coordinator Federation of New York Solid Waste Conference 4. 10:�00 AM - Town Board Break 5. 10:�15 AM - Geb Cook,Fishers Island Ferry District Manager Update on Upcoming Fishers Island Ferry Initiatives-New Boat Ramp and New Ferry Page I of 19 6. 10:�45 AM - Government Liaison Gwynn Schroeder and Community Development Project Supervisor Andrea Menjivar Update on ADU Program and Pro-Housing Letter of Intent 7. Discussion of Proposed Local Law Regarding Public Safety 8. Supervisor Krup,ski Review of Fire Marshal Responsibilities Under the Current Code/Fire Hydrants on Private Property 9. Discussion to Set Code Committee for Short-Term Rental Code 10. Authorize Town Clerk to Advertise for Town Attorney Position 11. 12:�00 PM - Town Board Lunch Break 12. Executive Session - Labor- Matters Involving the Appointment/Employment of a Particular Persons) 12:45 PM - Heather Lanza, Town Planning Director 01:00 PM - Dan Goodwin, Superintendent of Highways 01:30 PM -Nick Krupski, Solid Waste Coordinator 01:45 PM - Councilwoman Stevens re: Architectural Review Committee 13. Executive Session - Potential Acquisition(s), Sale or Lease of Real Property Where Publicity Would Substantially Affect the Value Thereof 2:00 PM - Lillian McCullough, Land Preservation Executive Assistant 11. Open Discussion Items, 1. Open Discussion Items Page 2 af 19 0 Town of Southold Gender-Based Violence and the Workplace Policy purpose Gender-based viodlenice occurs within a broad spectrum of relationships; therefore, the Town, of Southold will take appropriate measures to prevent and/or adldlress gender- based violence as, it impacts the wolrkpllace. The Town of Southold recognizes, the rights of victims to have self- determination and the need to respond in a survivor- centered, trauimia-informed, and culltuirallly responsive mianner. This policy shall apply to all victims of gendler- based viiolenice, regardless, of where the incidents took palace. The Town of Southold, to the fullest extent possiible, without viollating any existing rules, regulations, statutory req,uiremients, contractual obligations, or coillectiive bargainingi agreements, designates and directs appropriate management, supervisory, and/or human resources staff to implement the following Gender-Based Viiolence and the Workpllace Policy coverings the following areas: I. Definitions; 11. Persons Covered by the Policy; lll. Statement of Confidentiality; IV. Survivor Riights; V. Employer Responsibilities; VI., Non-Discrimination and Responsive Personnel Polliciies,; VI 1. N!oln-Retaliiation P,olliicy; VIII, Workplace Safety Pllans; IX Accountability for Employees who Perpetrate Acts of Glenider-Based Viiolence; X. Training; X1. Firearms X11. Violations of Policy, 1. Definitions, a. Glenidler-Based Violence: Violence or threats that happen because of someone's sex, gender, sexual orientation, gender identity or expression, or other related characteristics. Gender-based violence is an um,brellla term that includes domestic violence, sex-based discrimination, sexuia,l harassment, sexuall assault,, and sexual viollence, and can also include stalllkingi or human trafficking. b. Domestic Violence: A pattern of coercive behavior, iinclludliingi acts or threatened acts, used by a perpetrator to gain plower and control over a viictim, as defined in New York State Social Service Law§ 459-a, including, but not limited to physiical, sexual, psychological, economiiic, andlor emotional abuse; or the threat of any of the acts as mentioned earliler. Domestic violence inicluides but is not llim,ited to family viollence, intimate partner violence, dating viollence, or datingi abuse. c. Sexual Violence: Sexual acts or activities that happen or are attempted wiitholut consent, including rape, mioles,tatiolni, groping, harassment, and Page 3 af 19 sexual abuse. These acts may or may not be crimes. d, Stalking: An uinwanited pattern, of repeated hiarass,inig or threatening behavior,, cauis,inig fear, substantial emotional diistress, or safety concerns for the viictim. e. Coerciive Control: An, act or pattern of acts, threats, humiliation, and intimidation that is used to harm, punish,, or frilghiteni, f. Sexuiall Harassment: Sexual Harassment is a type of gender-based viollence. New York State law provides special protections against sexual harassment in, the workplace. Under New York State Human Rights Law § 296 and Labor Law § 201-g, sexual harassment is defined as unwelcome conduct which is either of a sexual nature, or whiichi is directed at an, indiiviiduall because of that individual's sex, and): i, unreasonably interferes with an iinidiviiduall's work performance or creates, an intimidating, hostile, or offensive work environment;or ii. made, explliicitly or implicitly, a term or condition of employment, or iii. when submission to or rejection of such conduct is used as the basis, for employment decisions affecting an iindliividual's employment. Anyone who experiences sexual harassment in the workplace can report it to the New York State Division of Human Rights, If the conduct is covered by the New York State Human, Rights Law, a formal complaint can be filed, and the Division of Human Rights wwilll iinivestigiate. If violations of the Human Rights, Law are found), the Division can order a wide variety of remedies ranging from financial compensation to changes in an employer's pollicies. Survivor-Centered- An approach to supporting and assisting survivors,focused on meetings their needs as they prioritize and define theme. Key elements of a survivor-centered approach include confidentiality, safety, respect, and non-discrimination, hi. Trauma-Informed: An approach to supporting and assisting survivors that realiizes trauma is, common, recognizes the signs, activators, and symptoms, of trauma, and uses this knowledge to, inform practices, pollliciies, and procedures. i. Cuilt�uralllly Responsive: A holistic approach to supporting and assisting survivors that recoigniizes a personi's complex identities and cuilltural valuies, by responding to differences in identities to actively meet the needs of all survivors and comimiuniiities. ji. Vict�iim of Domestic Violence — puirsuant to N�YS Social Services Law § 459-a (1)1: Any person over the age of sixteen, any married person,, Or any parent accompanied by his or her minor child or chiildren in situations 2 Page 4 af 19 in which, suich person or such persona's child is a victim, of an, act which wwwwFouldl constiituite a, violation of the penial law, including, but not limited to, acts constituting disorderly conduct, hiarassment, aggravated hiarassmienit, sexual miisconduct, forcible touchiing, sexual abuse, stalking,, criminal mischief, menaciing, recklless, endangerment, kidniappinig, assault, attempted assault, attempted miuirdler, criminal obstruction of breathingi or blood circulation, or stranguillation, identity theft, grand larceny, or coercion; and ii. Such act or acts have resulted in actual physical or emotiionall injury or have created a substantial risk of physical or emotional harm to such person or suichi personi"s, child; and iii. Such act or acts are or are alleged to have been committed by a famiily or hiouseholld member. k. "Family or hiouisehiolld members" reams the following individuals pursuanit to NYS Social Services Law § 459-a (2): ii. persons related by conisainiguiinity or affiin,ity (blood or a person's relation to bllood rellatives, of their spouse); ii. persons legally miarriied to one another; N. persons formerly married to one another, regiardless of whether they still reside iini the same household; iv, persons who heave ai chiiilld in common,, regardless, of whether such persons are married or have married or have lived togethier at aniy timie; v. unrellated persons who are continually or at regular intervals liivinig in thie samie houiseholld or who, in, the past continually or at regular intervals lived in the same household; via. persons who are not related by consanguinity or affinity and whio are or have been in an intimate relationship regiardllless, of whether such persons have lived together at any timie. Factors,that may be considered in, determining whethier a relationship is an "intiimate relatioinshiipi" iiniclude, but are niot limited to: the nature or type of relationshiiipi, regardless of whether the relationship is sexual in nature; the frequency of interaction between thie persons; and the duration of the relatiionshiiip. Nv eiither a casual acquaintance nior ordliinary fraternization between, two individuals in business or social contexts shiall be deemied to constitute an Initimiate relatiionship";oar vii. aniy other categiolry of individuals, deemed to be a victim of domestic violence as, defined by the Office of Children and Family Services, in, regulation. L. "Parent," pursuant to NYS Social Services Law§ 459-a (2): mieanis a natural or adoptive parent or any iindividuall lawfully charged with a miiinor childl's care or custodly. mi. Victim or Survivor: A person who has, experiieniced or is, experienicinig any form of gender-based violence. People of alll genders, sexual orientations, and genider identities miay experience genider-based violence, but women and girls, are impacted the most. Some people wwww"illl heave a s,trongi 3 Page 5 af 19 preference for wh�ich, team to, use. n. Perpetrator or Abusive Partner or Person who Causes Harm: A person who, commits or threatens to commit coercive or violent acts,wh�i hi may include, but its not limited to, physical), psychologiiical, sexuial, economic, and/or ermotional abuse against a victiimi. ol. Order of Protection (©P) ("Restraining Order" or "Stay-Away Order"): An order issued l by any court to limit the behavior of someone who harms or threatens to harm another person. Qrdlers of Protection may dlirect the offending party not to, iinjuire, threaten, or harass the victim, their family, or any other person(s), identified and may include, but are not limited to ordering i the person cusiinig harm to stay away from the home, school, buisiine s, or palace of employment of the victim; vacate a shared residences abide by any active orders of custody and visitation; and surrender any firearms. p. Workplace: For the purposes of this, policy,, any permanent or temporary location away from an employee's dormicilie where an employee performs any work-rellated duty in the course of employment. q. Human Resources: The department of a business or organization responsiibdle for workforce management, if no such department exists,, the responsibilities of Hluman resources fall) on the employer, r. Local Service Providers. An organiization, in, a giiven geographicall area whose mission is to provide services to victims of gendler-based viodlenice. In New York. State, each, county has a desiigniated service prolviider(s) for domestic violence and sexual violence. Services can include emergency shelter„ advocacy, accormpaniimient to hiospitals and court, safety pllaniningi, counselingi, etc. IL Persons covered) b' y this policy This policy shialll extend to all full), part-time, temporary employees, voluinteers, and interns working for the Town of Southold) in any official work capacity. Whienever possiblle, this pollicy also covers consultants, contractors, and other on-site providers,.. III. Statement of Confidentiality The Town of Southold recoginizes and respects the employee's rigihit to privacy and confidentiality. All information, inclluidliing details an employee shares about being a. victim, shall be kept confidential l to the extent permitted) by law without the emplloyee's written permission„ unless doing so creates a substantial rusk of iimminent dangler to the victimized emiployee, other employees, or the wwork iite. If such a situation arises, the Town of Southold wwilll: a. Inform the viictimized employee of the actions the Town of Southold wwilll take. bi. Share information oinlly with, the specific empiloyees who need) to know. 4 Page 6 iaf 19 c. Limit the information shared to only what is necessary. d. Consider requiring employees who, receiive this, sensitiive information to sign a confiidentialiity agreement, committing to, use it only for its intendedl safety purpose. IV. Survivor Rights Victims of domestic violence are a protected) class under New York. State Hluman, Riighits Law § 295, which applies to settings like emiplloymient, houising, education, and public accommodations. Every employer in the State of New York its required to,follow the New York State Human, Rights Law. This means it is uinlawfuil to discriminate against an employee based) on their status as a victim of domestic, violence. a. Employees have the rigiht to,: i. Disclose or not disclose experiences or details, of gender- based viollence. iii. Ask for reasonable accommodations to address concerns related to gender- based violence. iii, Be free of dliiscriminatiion and retaliation, in seeking i such accommodlationi, iv. Access giender-based violence services. b. Employers may regluire an employee to provide documentation, such as an attestation, to substantiate their need for an accommodation or to use siick or safe leave. V. Emipleyer Responsibilities a. The Town of Southold) shall imiplement the Gender-Based Violence and the Workplace policy and where possible, designate the Human Resources department or appropriate staff personnel to perform duties associated) with implemeniting the policy. "Where possiiblle, the Town of Southold wiill designate at least one employee as its Genider-Based Violence Liaison (GBVL.). i. The G,B'VL is a dlesiignated employee who assists victimiized empoloyees with referrals to local) service providers. The GRVL. may or may not be a Human Resources emiployee. b. Increase awareness around giender-based violence and create an informed) workforce by posting information in such places where employees can uitilii a the information without having to regluie t it or be seen remiovinig it. The information should inclluide: i. NYS lomiestic anidl Sexual)Viollence Hlotlline Nlumber(11-Sgg-g42- 6gYg, )m, what and Text Line (1-844-9197 21211), and iii. Contact information for Vocal gendler-based violence programs. 5 Page 7 iaf 19 c. Ens,uire victimized employees know and understand this policy and their rights, including all possible options available to them, andl are aware of accommodations outllined in section, VI of this, polllicy, such as, the use of alternative schieduining or a change in work location, andl assisting the employee in idlenitiifying the best use of attendance andl heave benefits.. d. Offer support to those victimized through the folllowiing minimum steps: i. Provide information on available sources of services and assistance for victims and survivors,, such as the New York State Domestic aundl Sexual Violence Hlotlinie or llocall victim services provider. ii. Edlucate employees on disciplliniary practices that may be impllementedl in the event of retalliation for reporting or used with employees, who commit acts of gender-based violence. Assist supervisors to ensure that alll employees who knowingly violate this policy are held accouintable. iiii. Include this pollicy as part of the written materials provided to all new employees, and provide the pollicy to, alll employees on an annual basis. iv. Provide a detailed expilanation of emiployees" rights under thins pollicy during new employee oriientatioln, including information about anti-discrimination protections,for victims of domestic violence under the New York State Human Riglhts Law, v. Provide confiidentiall support services, such, as safety pllanniiingl, and refer anyone who discloses, they are a victim to the EAP,, if applicable, the NIYS Domestic andl Sexuall Violence Hotline (or the statewide hotline for workplace sexual) harassment, if appropriate), and any local programs serving victims of domestic and sexual violence. Additional referrals may be made to the appropriate resources, to meet the emiployee"s needs best. vi. Consider conducting programs, and activities throughout the year to increase awareness about gender-based violence, such as supply dlrives for local domestic and gender-based violence programs, brown bag lunch discussions,, and/or presentations by local gender- based violence programs, e. The Town of Southold Hluman Resources staff must create a safe and supportive workplace culture for anyone who has experienced gender- based violence. They, can do this by communicating that information and resources are available to, victims and that abusive behavior by any employee will not be tolerated, 6 page 8 of 19 f. Supervisors, The Town of Southold Supervisors shall ensure that any emplloyee who, discloses beings a victim of gender-based violence is, aware of and understands thiis policy and their rights, inclludiinigi the right to request accommodations or time off as discussed below. Additionally, supervisors shall refer employees to the Human Resources department to receive referrals and resources as outlined above. V1. Non-Diis,cri mi i nation and Respons,ive Personnel Policies Alll Town, of Southold polllicies and procedlures miuis,t not dliiscriiminiate and shiouilld be trauma-informed, survivoir-centered, and culturally responsive to victims' needs. Under the New York State Human: Rights Law, alll persons, are protected from discrimination in the workplace on, the basis, of their status as a victim, of domestic violence, and on the basis of sex, sexual orientation, gender identity, and gender expression,. If such discrimination occurs, the employee can report it to the New York State Division of Hluiman, Rights for potential investigation, and remiediatioln. Responsive personnel policiies, can increase the stability of gender-based viiolllence survivors and help them navigate safety. a,. Victims of domestic violence are a protected class under New York State Human Rights Law (Executive Law § 296(22)) and as suchi; i. Employers may not refuse to hire or llicenise and may notterminate someone solely based on their status as a victim of domestic violence. ii. Employers may not discriminate against victims of domestic violence in, compensation, terms,, conditions,, or privileges of employment. iiii. Employers, may not inquire about an applicant or emplloyee"s status, as, a current or past victim of domestic violence in any way that directly or indirectly expresses discriminatory treatment based on that status, iv. Employers may inqluire about status as a victim of domestic violence to provide reasonable accommodations,. v. Employers may not refuse to provide certain reasonable accommodations to, an employee who is known by the employer to be a victim of domestic violence and who needs such, accommodation to seek medlical care and/or obtain certain services, connected to an, incident or incidents of domestic violence. vi. Employers are prohibited from retaliiatingi against an, employee for opposing unlawful discrimination and/or filling a formal compilaiint over alleged discriminatory conduct. b. Use of'Safe Leave: Under New York State Labor Law, employers in New York muist allow any employee who has disclosed their status as a victim of giendler-based violence (or disclosed that a family member is a victim of gender-based violenice) and must be out of work for a reasoiniablle time to 7 Page 9 af 19 use accrued sick lleave, known as safe (leave, for the purposes as outlined in Labor Law § 196-b(4). c. Leave Options: Employees can choose to use appropriate leave accruals, to cover any absences, if available. If the employee does not have adleqluate leave accruals,to cover the absence or chooses not to charge leave accruals, the absence shalll be treated as leave without pay. d. Continuation of Benefits: Any employee who must be absent from,work to, utilliize accommodations, in thiis section is entitled to the continuation of any health insurance coverage provided by the employer to, whilch the employee is otherwise entitled during any such absence,, in accordance with, any existing colllective bargiainiinig agreements, regulations, and organization policy. e. Notice of Absence: Employees who, must be absent to, utilize accommodations, as listed in this section, shall provide their employer with, reasonable advanced notice of the absence when possiblle. f. Time Off for Legal Proceedings, Emiployers are also reqluiired to grant time off, with prior day notification,,, and may not penialize any employee whio, as, a victim or witness of a criminal offense, is appearing as a witness; consuilltinig with, a district attorney; or exercis,iln:g their rights as provided by lla,w. g. Privacy and Documentation: There may be occurrences when an employee is, absent due to incidents of gender-based violence where they are unable to follow organizational protocol to report the absence. In that situation, the employee may lack documentation, may be unable to, obtain documentation,,, or may not want to share dlocumienitation, contaiiniinig confiidentiall information. Under New York State Labor Law, an employer may not reqluiire the disclosure of confidential information relating to an absence from work dlue to domestic violence, a sexual offense,, stalkiing, oir human, trafficking, as a condition of providing sick or safe leave. h. Changes to Benefits: Employees who are victims of gienidler-based violence who separate from a covered famiily member duce to incidents of giendler-based violence shall be allowed to make reasonable changes in benefits at any time duringi the calendar year, where possible and in, accordance with statute, regulation, contract, and pollicy. i. Work Performance impact: The Town of Southold recognizes,that victims of domestic and genidler-biased violence may experience temporary work performance dliiffiicuillties, or be unable to complete certain job aspects because of safety reasons. (Examples include overnight travel), "off" hour shifts, etc) i. If performance is affected as a result of being a victim of glendler- based viollence, the Town of Southold will work with the employee on solutions whiich may include specific work plans, taking lleave, reasonabdle accommodations,, referrals to HR,, EAP', if appllicablle, 8 Page 19 af 19 and'/or the local domestic violence service provider. 1. Employees shiou�ld be made aware that not all empiloyees," requests for assistance can be accommodlatedl. iii. OP,DV is availlabile for case-specific technical assistance as needed. iii. Employees wiilll be given cllear information on performance expectations,, priorities, and performance evaluations. iv. If disciplinary action is considleredl, special care shiouild be taken to consider all aspects, of the victimized employee's situation, and all available options in tryingi to res,olllve the perfoirmanice problems should be exhausted, including making a referral to HR, EAP, if applicable, domestic violence program, or other relevant services,, consistent with existiing collective bargaining unit agreements,, statute, regulations, and organization, policy. j. Termination and Unemployment Eligibility: If reasonable measures, have been exhausted and the work performiance issue remains and the employee is terminated or voluntariily separates from employment, the employee shall be informed of their potential eligibility for unemployment insurance, and the Town, of Southold shall respond promptly to, any requests for information, that may be needed in, the claims process,. New York State law provides that a victim of domestic violence'who vo�6untarily separates from emiployment may, under certain, circumstances, be eligible foir unemployment insurance benefilts,, k. Protecti:oni Against Sexual Harassment: Sex, sexuwuall orientation, gender identity, gender expression, and status as a victim of domestic violence are all protected classes under the New York State Human Rigihits, Law. Sexual harassment is a form of sex discrimination and is also prohibited under the New York State Hluman Rights Law § 296 and Title VIll, the Federal Civil Rights,Act of 1 9614. Sexual harassment includes, harassment based on sex, sexual oriienitatiioni, self-iidenitilfied or perceived sex, gender expressions, gender identity, and the status of being trans,giendler. Gender- based violence may constitute sexual harassment when it subjiects, an inidliiviiduiail to inferior terms, conditions, or privileges of employment. i, Every New York State employer must have a polllicy on sexual harassment preventioln, includlingi a procedure for the receipt and investigation of complaiinits of sexual harassment. Reporting Discrimiinationi or Harassment: For all forms of dliiscriimiination and harassment, if an, employee, including an, intern or contractor, experiences, sexual harassment or discrimination on the basis of their status as a victim of domestic or other giender-based viollence, or observes discrimination in the workplace, the employee may file a complaint with the employer., i. Any complaint of potential discrimination, whether verbal or written, must be investiigiatedl. 91 Page 11 of 19 iii. Maniagers, andl supervisors are required to report any complaint that they receive, or any harassment that they observe or become aware of, to HR. iiii. The Town of Southold shall maintain, the confidentiality of the comipilainanit to the extent practiicall. iv. Any employee in, NIYS, may fide a comipilainit with, the New York State 'Division of Hurnan lei:g ts. VII. Non-Retaliation Policy The Town, of Southold shall not engage in any retaliatory practices against employees who disclose they are a victim of gender-based violence, or any empiloyee seeking accommodations or to exercise their rigihits, under this, pollicy. The Town, of Southold-will not retalliate, tolerate retaliation by any superiors, terminate, or discipline any employees, for reportingi information, about alleged incidents of genider-based violence that may have been, commiiitted by an employee, incluidinig those in management positions. Retaliatory practices miay iincllude, but are not llimiiited to: a. Commencing discipline against viictiimized employees for actions, taken, to promote their safety b. Fewer promotions c. Inappropriate jokes dl. Comments that comimiun,icate bias or minimization e. Excluding the employee from conversationis,, etc. f. Discussing empiloyee"s status or experiience in openi/nion-private settings with individuals, other than the employee and the related staff. Retaliation may be carried out by anyone, not just the original perpetrator. Any employee or organization engiagiiing in, retalliatory practices may be subject to, disciplinary actions. If you believe you have been subject to retaliatory practices, please see Section XIIV: Viollations of Policy.. Retaliation against any employee who files a complaint of violation of the pollicy is also prohibited, 'III. Workplace Safety P'lanis Gender-based violence can lead to safety concerns at the workplace. Safety plans are simple but critiicall steps an employee can take to, increase their safety and the safety of coworkers. Whiiile not alll empiloyee-s,urvivoirs will need help with, safety planningi, employers should be prepared to provide referrals to the local service provider and, when feasible, strategize with, an employee-survivor if so desired by the victimizedl emipllolyee. 10, Page 12 af 19 Employers shall have workplace safety response plans, in, palace, including procedluires for reporting to supervisors or contacting law enforcement, if necessary, should an event take place in the workplace. a. Orders of Protection: The Town of Southold shall comply and assist with the enforcement of all known Orders of Protection (OP)l. i. If requested by the victim or by law enforcement, the Town of Southold will provide any relevant information regarding an alleged OP violation. b. Disclosing, an Order of'Protectiom If an, employee has an, active OP, they are encouiragied to disclose it to the designated staff member at their work site, Employees should not be compellledl to disclose an OP or provide a copy, but it may assist the employer in implementing a safety plane. Copiies of Ordlers of Protection willl be maintained in, a locked, confidlentiall location,, separately from the employee's personnel file. In the event of an emergency or if the OP needs to be presented to law enforcement, the lliiaison, other designated staff member,, director of Hluman Resources, or a memiber of executive staff/management shall retrieve and present the order. L Employees should notify the liaiison, in, the event of a relevant modification or revocation of the O,P. c, Dieveloping a Safety P'lan,: When requested by the victim, Human Resources, staff will work with the employee to develop a plan, on, how best to increase safety for the victim, other employees, and the workpllace. Options may iincllude, but are not limited to: i. Prov`iidingi front desk secuirity or reception staff with, a copy of the OP and a photo of the perpetrator; iii, Allowing the employee to, work staggered hours, an "off shift,," or move to a different work location, either temporarily orpermanientlly; iii. Temporary reassignment of certain duties, such as overniigihit travel; iv. Reassignment of parking space;, v. Providing employees with an escort for entry and exit from the worksite; dL If the circumstances indicate a need for the Town, of Southold to take steps to increase safety for the victim, other employees, and the workplace, the organization should follow their internal pirotocols. IX. Accoluintabiliity for Employees who Perpetrate Acts, of Gender-Based Violence The Town of Southold will hold accouintable and shall subject to corrective or dliscipllinary action any employee who violates this poliicy, in accordance with, existingi colllective bargainiing agreements,, applicable statutes, and regiullatiions. 111 Page 13 af 19 Thee following behaviors are prohibited under the policy: a. Using the authority of their employment and/or misusing anywolrkplace resources in order to,: i. negativelly impact any victim, of gender-based violence; iii. assist a perpetrator in, locating a victiim; iii. assist a perpetrator in perpletratiing any act of gender-based viollence; or iv. protect a perpetrator from receiivingi appropriate conisequences. b. Committing acts of gender-based violence from or at the workplace, or from, any location condluctiingi official business, except for locations where employees are telecommutingi. Dis,cipllinary actions may include, but are not limited to: a. Administrative leave; b. Cease and desist memo; c. Removing/modifying the chain of supervision pendingi an, official report; d. Relocation of the employee alleged to have abused to another work site, e. Surrender of work cell phone,, laptop,, etc., f. Revocation, of permanent employment status, (reverting to contingent or probationary status); g. Termiiniatiioni. X Training�: Giender-based violence can be complex. To effectively respond to empiloye,e- survivors' needs in a survivor-centered, traumia-informed,, and culturally responsive manner, blidders are encouraged to attend trainiinigs offered by O,PDV or local service, providers, but are not required to do so. HR has resources for traiininigs,. XI. Firearms Shalll comply with, the Town, of Southold Police and State and Fedleral' Law. XIL Violations of Pollicy Employers must investigate compllainits of policy violations. Employers shiouild outline in their policy any applicable steps for filing a grievance or complaint. Section VIII of the policy prohiibiits, retaliation for filing a compllaint. Employees may also report alleged violations of the New York State Human Rights Law to the New York State Dlivilsiion, of Human, Rigihts (D,HR), DHR is the state agency responsible for enforcing the New York State Human Rights Law. DHR reviews every report of discrimination filed with the agency. In every case where the alleged discrimination falls wiithiiin the agency's Jurisdiction, D,HR will investigate and seek to, hold violators, of the law accoluntablle. 12 Page 14 af 19 1 A LOCAL LAW enacting amendments to the "Town/Village Code to foster transparency, oversight, and accountability in relation to lawn enforcement. activities conducted within the Town in order to promote the public health, safety, and wrellfare. Be it enacted by the Town/Village Board of the 'Towrn/Village of xxxxxxxxxxxx as follo�wrs: Section i. Legislative Findings. The Town/Village of xxxxxxx hereby acknowledges the authority of the federal government to enact and enforce federal immigration lawns pursuant to its constitutionally granted authority. The Town/Village further recognizes that state and local governments are bound by the supremacy clause of the T .S. Constitution and are pre-empted from enacting state and local laws that. infringe on the federal powers, regarding immigration. However, under our federal system, that power is not unlimited. The Town/Village of xxxxxxxxx further recognizes that under the Tenth Amendment to the.U.S. Constitution, those powers not given to the federal government, nor forbidden to the states,,belong to the states, local governments, and the people.Among those powers reserved to the states and to local governments is the police power. The police power is a critical power reserved by the states in order to protect public health, safety,and welfare. The police power of local governments in New York State is enumerated in the State Constitution, the.Municipal donne rule Law, and the Statute of Local. Governments The Town/village of xxxxxxx has been blessed with a professional. police department that has done an outstanding job in protecting the health, safety, and welfare of its residents. Because of their efforts, the T'owrn/Villllage of x:xxxxxxx is one of the safest communities,in the nation. The public is highly supportive of these efforts and the Town/Village of xxxxxxxxxx enjoys excellent police-community relations. The "T'owrm/Village Board of the "T'own/Villlage of xxxxxxxxxxx recognizes that across the nation, the federal government through United States Immigration and C'ustoms Enforcement (ICE) has launched broad immigrations and enforcement efforts , deploying personnel from various federal agencies, including those within the Department of justice, as part of this immigration enforcement operation. Such efforts have been reported and confirmed as occurring within the jurisdiction of the "own./Village of Page 15 of 19 xxxxxxxxxx, Because of the lack of transparency and accountability, these operations have resulted in rampant fear, disruptions,to public safety, violence, injury, and even death in parts,of the country, undermining the local police power. The Town/Village of xxxxxxxxxxxx, under its constitutionally recognized police power, bears the primary responsibility to ensure the safety and well-being of its residents. Under the State Municipal Home Rule Law, the Town/Village possesses broad authority to enact policies that promote safety, peace and good order. The Town/Village also possesses, the authority to establish policies for the administration of its police department that promote these goals,. Finally, the T'own/Village has the duty and responsibility to protect the constitutional rights of its residents,, including but not limited to the right of free speech and to petition its, government., Therefore, the Town/Village Board of the Town/Village of xxxxxxxxxx by this, local law hereby enacts policies to foster transparency and accountability to the public for law enforcement activities conducted within the Town/Village. Specifically, this local law enacts policies, intended to prevent the impersonation of law enforcement officers,, provide the public with information about law enforcement activities within its jurisdiction where appropriate without impacting the legitimate activities of the federal government with regard to its, immigration enforcernent powers. Section 2., Federal Authority Recognition and Preemption Avoidance. A. The Town/Village of xxxxxxxxx acknowledges,the authority of the federal government to enforce federal immigration laws within the United States,, including within the town's jurisdiction. B. Nothing in this local law shall be construed to prohibit,, restrict,, or interfere with the proper exercise of federal immigration enforcement authority in accordance with federal law. C This, local law is intended to operate within the town"s legitimate police powers,to protect public safety, prevent fraud and impersonation, and ensure transparency in law enforcement operations within its jurisdiction. Section I Impersonation Prevention, Investigation,, and Reporting. A. The Tow-n/Village of xxxxxxxx Police Department shall: 2 Page 16 af 19 1. Designate officers specifically trained to investigate reported incidents of individuals impersonating law enforcement officers, including but not limited to ICE and FBI agents,, within the Town/Village. 2. Develop and implement protocols,for responding to and investigating such reports,, including% L Procedures for gathering and preserving evidence; ii. Methods for verifying the authenticity of purported federal credentials; iii. Coordination with federal agencies,to confirm the identity and authority of individuals claiming to be federal officers;, and iv. Techniques for interviewing victims, and witnesses, of impersonation incidents,. B. Conduct regular training for all police personnel on recognizing and responding to potential impersonation incidents,. C. Establish an expedited response protocol for reports of impersonation in progress,. D. Maintain detailed records of all reported impersonation incidents,, including the nature of the incident,, actions taken, and resolution. E. Report any confirmed incidents of impersonation to: 1. The relevant federal law enforcement agency; 2. The Federal Bureau of investigation; 3,. The United States,Attorney's, Office; 4. The New York State Attorney General's Office; and 5. The public, through appropriate channels, including posting on the `t own's/Village's website,while protecting victim privacy and ongoing investigations. Section 4. Enforcement Authority and Mechanisms. A. The Town/Village Police Department is hereby authorized and directed to enforce the provisions of this section. B. Individuals found to be impersonating law enforcement personnel shall be subject to: 1. Criminal prosecution under applicable state and local laws 3 Paige 17 af 19 2. Enhanced penalties as provided under state law when impersonation is committed in connection with other criminal offenses., 3. Civil liability for damages caused to victims of impersonation. C'. The Town Supervisor/Village Mayor and Town/Village Attorney are authorized to take all necessary and appropriate actions,to enforce the provisions of this section , including but not limited to: 1. Seeking injunctive relief in a court of competent jurisdiction; 2. Coordinating with federal agency leadership to address patterns, of non- compliance; 3,. Implementing administrative measures to ensure compliance with verification procedures,; and 4. Developing additional enforcement mechanisms as necessary to fulfill the purposes of this,local law Section 5. Federal Immigration Enforcement Activity Reporting Requirements. A. Where the police department responds, to an incident involving a federal agency conducting immigration enforcement activities in the town/village, the police department shall report said incident to the Town Supervisor's Office/Village Mayor 's office. B. The Town Supervisor's Office/Village Mayor 's Office shall share such reports,with all members of the Town Board. C. The Town Supervis,or"s Office shall develop a plan to share such reports with members of the public, including any organization requesting such information. D. There shall be established by the Town/Village Board a Community Task Force on Immigration Enforcement.The members of the Task Force shall be appointed by the Town/Village Board and shall fully represent the full range of coimmunity stakeholders with an interest in immigration enforcement. The Town/Village shall consult with the Task Force concerning all relevant matter regarding immigration enforcement activities within the Town/Village. Section 6. License plate Recognition Technology, 4 Paige 18 af 19 A. The Town/Village Police Department is hereby authorized to use technology and manually run license plate inquiries for official public safety purposes. B. Officers are directed to run the license plates of any group of persons or vehicles where an articulable threat to public safety exists,, including but not limited to cases: i. Where vehicles, and/o�r persons driving these vehicles are used in a manner that endangers the general public. 2. Where vehicles and/o�r persons driving these vehicles are used in a manner that are likely to be a threat to public safety. 3. Where vehicles and/or persons driving these vehicles are used in a manner that cause injury and or loss of life C. The Town/Village Police Department shall not use this technology solely based on race, religion, or the exercise of First Amendment rights,, such as lawful assembly or political activity. D. All collected data shall be stored in a secure, password-protected system. And shall be administered as required by state law. E. Within 3o days of the effective date of this local law, the Town Police Department shall maintain records of'all vehicle detentions to ensure transparency and accountability. SECTION 8. Severability. If any section, subsection,, sentence,, clause, phrase, or portion of this local law is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this, local law, SECTION 9. Effective Date. This, local law shall take effect immediately upon its, filing with the Secretary of State of the State of New York. 5 Page 19 af 19