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HomeMy WebLinkAbout2018-10-09TOWN OF GROTON — MINUTES OF TOWN BOARD MEETING TUESDAY, OCTOBER 9, 2018 AT 7:30 PM THE TOWN HALL, 101 CONGER BOULEVARD Those present: Donald F. Scheffler, Supervisor Richard Gamel, Councilperson Crystal Young, Councilperson Randy N. Jackson, Councilperson Sheldon C. Clark, Councilperson April L. Scheffler, Town Clerk W. Rick Fritz, Code Official A. D. Dawson, Town Justice Charles Rankin, Bookkeeper Francis Casullo, Attorney for the Town Absent: John Norman, Town Justice, Richard C. Case, Jr., Highway Superintendent Also present: Jean Morey, Elizabeth Conger, Debbie Holley, Pat Montanez, Ron Jones, Terrance Walpole, Ben Nelson, Chad Shurtleff, Nancy Niswender, Glenn Morey MOVED by Councilperson Jackson, seconded by Councilperson Gamel, to approve the minutes of the September 11, 2018 meeting as presented. Ayes - Gamel, Young, Jackson, Clark, Scheffler. Vouchers numbered 401 - 450 in the total amount of $89,707.63 were presented to the Board for their review. Vouchers for the General A Fund in the amount of $31,647.99; the General B Fund in the amount of $7,202.73; the Peruville Light District in the amount of $155.81; and the McLean Light District in the amount of $273.48 were presented for audit. MOVED by Councilperson Gamel, seconded by Councilperson Jackson, to approve the General Bills for payment. Ayes - Gamel, Young, Jackson, Clark, Scheffler. Vouchers for the Highway DA Fund in the amount of $22,522.55 and the Highway DA Fund in the amount of $27,905.07 were presented for audit. MOVED by Councilperson Clark, seconded by Councilperson Gamel, to approve the Highway Bills for payment with the exception of those vouchers number 436, which are conditionally approved pending an explanation by the Highway Superintendant to the Board concerning the amounts and necessity of the expenses. Ayes - Gamel, Young, Jackson, Clark, Scheffler. Monthly Reports: Charles Rankin, Bookkeeper - Submitted monthly reports for the Board's review and had nothing else to report. Town Board Minutes Page 2 October 9, 2018 W. Rick Fritz, Code/Fire Enforcement Officer - Submitted monthly reports for the Board's review. Will be attending the NYSERDA training. Richard C. Case, Jr., Highway Superintendent - Was not present. April L. Scheffler, RMC, Town Clerk/Tax Collector - Submitted monthly reports for the Board's review including a report for the photo show expenses. She had handed out final copies of the Proposed Local Laws #2 and #3 placing them officially on their desk before the public hearings on the laws which are scheduled for November 13tH Francis Casullo, Attorney for the Town - Had nothing to report. John J. Norman and A. D. Dawson, Town Justices - Justice Dawson was present and had handed out monthly reports. He spoke to the Board again about the Justices wanting to get a color copier/printer to use in the Court Room. He had talked to the State Court System and they provide printers but no color ones. They did send a printer anyways and it is not wireless, so the Court is unable to use it. He would like the Board to give them the $2,100.00 to buy the machine that they want. After some discussion, Councilperson Gamel asked for the number to call at the State and he would call and see if he can work anything out with them. Councilperson Crystal Young as Representative to Joint Youth Program - Was unable to attend the Recreation Committee meeting and there had not been a Youth Partnership meeting yet. She will catch them up next week on what is going on. Ben Nelson, Groton Fire and Ambulance - We've had a busy summer. We had our Junior Firefighter Camp. That went extremely well. Then we moved into Olde Home Days and that was a pretty successful event. We've had several Department events and are gearing up for the Trunk or Treat. Last year we had around 920 calls and are on track for 1000 calls this year. Today there were about 4 ambulance calls in the matter of 5 hours and we covered all of them. There is a basic EMT class started in Cortland and I have 6 members in that. It's not the advanced level of care but is the process to get care started when someone needs help. Pat Montanez and Ron Brown, from the Racker Center, were there to discuss their proposed project on Spring Street. Members of the Village of Groton government were present to take part in this discussion. Pat Montanez, Director of the Residential Program - Talked to the Board about the Padavan Law. In New York State this law acknowledges that if there are 3 individuals living together in a home that are not related, also known as a group home, that they will be considered a residence versus any kind of business or commercial setting, and that they would be looked upon as a family unit just like any other house in the neighborhood. It is a requirement that notice is given to the municipality, and in this case it was the Town and the Village of Groton because the property on Spring Street is located in both the Town and the Village. In situations where the municipality feels that the sight is inappropriate, they need to provide optional sites to consider. Supervisor Scheffler - Asked about water and sewer since part of the property is in the Village and part in the Town. Ron Jones, Director of Facilities for Racker - Said that they had spoken with a few people. One consideration would be running a 4 -inch line from the water main because it will have a sprinkler in the house. They have talked about having the sewer run up to their building and will heavily assist with the cost. There is already electricity on the property. The home will be a conservative ranch with a 2 -car garage. There will be 6 bedrooms. The floor plan has been used in other projects and blends in nicely with any neighborhood. The big difference would be that there are people there 24 hours a day so the lights may be on all night. There is no unusual noise or traffic. Town Board Minutes Page 3 October 9, 2018 Councilperson Gamel asked if he had a floor plan for the house and Mr. Jones showed him one. Mr. Jones - There are 2 houses on Elm Street that Racker leases and this they would actually own. This would move almost half the residents into the community. They want to eventually build another home in the Village for the other half of the residents. Attorney Casullo - Said that he thinks that if the Racker Center is applying and in compliance with State Code that it supersedes the local code. Councilperson Gamel - Asked if the house would be on the Village or Town portion of the property. Mr. Jones - Said that most will be on the Village side that the garage section may cross over the line into the Town. The biggest effort will be getting the sewer extended. They have talked with Chad Shurtleff from the Village DPW and he has given a rough estimate of the cost. Racker has verbally agreed to take care of that estimate. Supervisor Scheffler - Asked if any of the Village officials wanted to ask any questions. Terrance Walpole - Wondered what the square footage was. Mr. Jones - About 3,800 square feet. We have 6 bedrooms. It's 97 feet long including the garage and is sort of an "L" shape. Some of that property is pretty rugged, so a lot of the woods in the back will remain that way. Ben Nelson asked about the staffing. Ms. Montanez - We have registered nurses there during the work hours. Most of the staff have as many skills as an LPN just because they have worked at this so long and know the folks so well. We have an administrator and nurse on-call system. It's the same as on Elm Street, just that we are giving the opportunity to live in smaller groups. RESOLUTION #54 - SET DATE FOR 2019 BUDGET HEARING & SPECIAL MEETING MOVED by Supervisor Scheffler, seconded by Councilperson Gamel RESOLVED, that the Town Board hereby sets a Public Hearing on the 2019 Preliminary Budget for Tuesday, October 30, 2018 at 7:30 pm, immediately followed by a Public Hearing on the 2019 Fire & Ambulance Contracts, immediately followed by a Special Meeting at which time the Board may take action on the 2019 Budget. Ayes - Gamel, Young, Jackson, Clark, Scheffler Nays - Resolution Passed Discussion took place on a proposed Sexual Harassment Policy and motion was made to adopt it. RESOLUTION #18-055 - ADOPT SEXUAL HARASSMENT POLICY MOVED by Councilperson Gamel, seconded by Councilperson Jackson WHEREAS, Amendments to the state's labor law provide that every employer in the State of New York is required to adopt a sexual harassment prevention policy pursuant to new Section 201-g of the Labor Law, now therefore be it RESOLVED, that the Town Board hereby adopts the Town of Groton Sexual Harassment Prevention Policy: Town Board Minutes Page 4 October 9, 2018 Town of Groton Sexual Harassment Prevention Policy Introduction The Town of Groton is committed to maintaining a workplace free from sexual harassment. Sexual harassment is a form of workplace discrimination. All employees are required to work in a manner that prevents sexual harassment in the workplace. This Policy is one component of the Town of Groton's commitment to a discrimination -free work environment. Sexual harassment is against the law' and all employees have a legal right to a workplace free from sexual harassment and employees are urged to report sexual harassment by filing a complaint internally with the Town of Groton. Employees can also file a complaint with a government agency or in court under federal, state or local antidiscrimination laws. Policy: 1. The Town of Groton's policy applies to all employees2, applicants for employment, interns, whether paid or unpaid, contractors and persons conducting business, regardless of immigration status, with the Town of Groton. In the remainder of this document, the term "employees" refers to this collective group. 2. Sexual harassment will not be tolerated. Any employee or individual covered by this policy who engages in sexual harassment or retaliation will be subject to remedial and/or disciplinary action (e.g., counseling, suspension, termination). 3. Retaliation Prohibition: No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. The Town of Groton will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of the Town of Groton who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees, paid or unpaid interns, or non-employees3 working in the workplace who believe they have been subject to such retaliation should inform a department head, Town Supervisor, or any Town Councilperson. All employees, paid or unpaid interns, or non -employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections. While this policy specifically addresses sexual harassment, harassment because of and discrimination against persons of all protected classes is prohibited. In New York State, such classes include age, race, creed, color, national origin, sexual orientation, military status, sex, disability, marital status, domestic violence victim status, gender identity and criminal history. 2For the purpose of this policy an employee shall include elected and appointed town officials 3A non-employee is someone who is (or is employed by) a contractor, subcontractor, vendor, consultant, or anyone providing services in the workplace. Protected non -employees include persons commonly referred to as independent contractors, "gig" workers and temporary workers. Also included are persons providing equipment repair, cleaning services or any other services provided pursuant to a contract with the employer. Adoption of this policy does not constitute a conclusive defense to charges of unlawful sexual harassment. Each claim of sexual harassment will be determined in accordance with existing legal standards, with due consideration of the particular facts and circumstances of the claim, including but not limited to the existence of an effective anti -harassment policy and procedure. 4. Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject the Town of Groton to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engage in sexual harassment, including department heads, the Town Supervisor, or a Town Councilperson who engage in sexual harassment or who allow such behavior to continue, will be penalized for such misconduct. Town Board Minutes Page S October 9, 2018 5. the Town of Groton will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. The Town of Groton will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including department heads, the Town Supervisor, or any Town Councilperson, are required to cooperate with any internal investigation of sexual harassment. 6. All employees are encouraged to report any harassment or behaviors that violate this policy. The Town of Groton will provide all employees a complaint form for employees to report harassment and file complaints. 7. Department heads, the Town Supervisor, or any Town Councilperson are required to report any complaint that they receive, or any harassment that they observe or become aware of, to the Town Supervisor or the Town Attorney. 8. This policy applies to all employees, paid or unpaid interns, and non -employees and all must follow and uphold this policy. This policy must be provided to all employees and should be posted prominently in all work locations to the extent practicable (for example, in a main office, not an offsite work location) and be provided to employees upon hiring. Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self - identified or perceived sex, gender expression, gender identity and the status of being transgender. Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual's sex when: • Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment; • Such conduct is made either explicitly or implicitly a term or condition of employment; or • Submission to or rejection of such conduct is used as the basis for employment decisions affecting an individual's employment. A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation or physical violence which are of a sexual nature, or which are directed at an individual because of that individual's sex. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which interfere with the recipient's job performance. Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions or privileges of employment. This is also called "quid pro quo" harassment. Any employee who feels harassed should report so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be addressed under this policy. Examples of sexual harassment The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited: • Physical acts of a sexual nature, such as: o Touching, pinching, patting, kissing, hugging, grabbing, brushing against another employee's body or poking another employee's body; o Rape, sexual battery, molestation or attempts to commit these assaults. Town Board Minutes Page 6 October 9, 2018 • Unwanted sexual advances or propositions, such as: o Requests for sexual favors accompanied by implied or overt threats concerning the target's job performance evaluation, a promotion or other job benefits or detriments; o Subtle or obvious pressure for unwelcome sexual activities. • Sexually oriented gestures, noises, remarks or jokes, or comments about a person's sexuality or sexual experience, which create a hostile work environment. • Sex stereotyping occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people's ideas or perceptions about how individuals of a particular sex should act or look. • Sexual or discriminatory displays or publications anywhere in the workplace, such as: o Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cell phones and sharing such displays while in the workplace. • Hostile actions taken against an individual because of that individual's sex, sexual orientation, gender identity and the status of being transgender, such as: o Interfering with, destroying or damaging a person's workstation, tools or equipment, or otherwise interfering with the individual's ability to perform the job; o Sabotaging an individual's work; o Bullying, yelling, name-calling. Who can be a tarLyet of sexual harassment? Sexual harassment can occur between any individuals, regardless of their sex or gender. New York Law protects employees, paid or unpaid interns, and non -employees, including independent contractors, and those employed by companies contracting to provide services in the workplace. Harassers can be a superior, a subordinate, a coworker or anyone in the workplace including an independent contractor, contract worker, vendor, client, customer or visitor. Where can sexual harassment occur? Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer sponsored events or parties. Calls, texts, emails, and social media usage by employees can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices or during non -work hours. Retaliation Unlawful retaliation can be any action that could discourage a worker from coming forward to make or support a sexual harassment claim. Adverse action need not be job-related or occur in the workplace to constitute unlawful retaliation (e.g., threats of physical violence outside of work hours). Such retaliation is unlawful under federal, state, and (where applicable) local law. The New York State Human Rights Law protects any individual who has engaged in "protected activity." Protected activity occurs when a person has: • made a complaint of sexual harassment, either internally or with any anti- discrimination agency; • testified or assisted in a proceeding involving sexual harassment under the Human Rights Law or other anti -discrimination law; Town Board Minutes Page 7 October 9, 2018 • opposed sexual harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager of harassment; • reported that another employee has been sexually harassed; or • encouraged a fellow employee to report harassment. Even if the alleged harassment does not turn out to rise to the level of a violation of law, the individual is protected from retaliation if the person had a good faith belief that the practices were unlawful. However, the retaliation provision is not intended to protect persons making intentionally false charges of harassment. ReportinLy Sexual Harassment Preventing sexual harassment is everyone's responsibility. The Town of Groton cannot prevent or remedy sexual harassment unless it knows about it. Any employee, paid or unpaid intern, or non- employee who has been subjected to behavior that may constitute sexual harassment is encouraged to report such behavior to a department head, the Town Supervisor, or any Town Councilperson. Anyone who witnesses or becomes aware of potential instances of sexual harassment should report such behavior to a department head, the Town Supervisor, or any Town Councilperson. Reports of sexual harassment may be made verbally or in writing. A form for submission of a written complaint is attached to this Policy, and all employees are encouraged to use this complaint form. Employees who are reporting sexual harassment on behalf of other employees should use the complaint form and note that it is on another employee's behalf. Employees, paid or unpaid interns, or non -employees who believe they have been a target of sexual harassment may also seek assistance in other available forums, as explained below in the section on Legal Protections. Supervisory Responsibilities Department heads, the Town Supervisor, or any Town Councilperson who receives a complaint or information about suspected sexual harassment, observe what may be sexually harassing behavior or for any reason suspect that sexual harassment is occurring, are required to report such suspected sexual harassment to the Town Supervisor or Town Attorney. In addition to being subject to discipline if they engage in sexually harassing conduct themselves, department heads, the Town Supervisor, or a Town Councilperson will be subject to discipline for failing to report suspected sexual harassment or otherwise knowingly allowing sexual harassment to continue. Department heads, the Town Supervisor, or a Town Councilperson will also be subject to discipline for engaging in any retaliation. All complaints or information about sexual harassment will be investigated, whether that information was reported in verbal or written form. Investigations will be conducted in a timely manner, and will be confidential to the extent possible. An investigation of any complaint, information or knowledge of suspected sexual harassment will be prompt and thorough, commenced immediately and completed as soon as possible. The investigation will be kept confidential to the extent possible. All persons involved, including complainants, witnesses and alleged harassers will be accorded due process, as outlined below, to protect their rights to a fair and impartial investigation. Any employee may be required to cooperate as needed in an investigation of suspected sexual harassment. The Town of Groton will not tolerate retaliation against employees who file complaints, support another's complaint or participate in an investigation regarding a violation of this policy. While the process may vary from case to case, investigations should be done in accordance with the following steps: Town Board Minutes Page 8 October 9, 2018 • Upon receipt of complaint, the Town Supervisor and Town Attorney will conduct an immediate review of the allegations, and take any interim actions (e.g., instructing the respondent to refrain from communications with the complainant), as appropriate. If complaint is verbal, encourage the individual to complete the "Complaint Form" in writing. If he or she refuses, prepare a Complaint Form based on the verbal reporting. • If documents, emails or phone records are relevant to the investigation, take steps to obtain and preserve them. • Request and review all relevant documents, including all electronic communications. • Interview all parties involved, including any relevant witnesses; • Create a written documentation of the investigation (such as a letter, memo or email), which contains the following: o A list of all documents reviewed, along with a detailed summary of relevant documents; o A list of names of those interviewed, along with a detailed summary of their statements; o A timeline of events; o A summary of prior relevant incidents, reported or unreported; and o The basis for the decision and final resolution of the complaint, together with any corrective action(s). • Keep the written documentation and associated documents in a secure and confidential location. • Promptly notify the individual who reported and the individual(s) about whom the complaint was made of the final determination and implement any corrective actions identified in the written document. • Inform the individual who reported of the right to file a complaint or charge externally as outlined in the next section. LeLyal Protections And External Remedies Sexual harassment is not only prohibited by the Town of Groton but is also prohibited by state, federal, and, where applicable, local law. Aside from the internal process at the Town of Groton, employees may also choose to pursue legal remedies with the following governmental entities. While a private attorney is not required to file a complaint with a governmental agency, you may seek the legal advice of an attorney. In addition to those outlined below, employees in certain industries may have additional legal protections. State Human RiLyhts Law (HRL) The Human Rights Law (HRL), codified as N.Y. Executive Law, art. 15, § 290 et seq., applies to all employers in New York State with regard to sexual harassment, and protects employees, paid or unpaid interns and non -employees, regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with the Division of Human Rights (DHR) or in New York State Supreme Court. Complaints with DHR may be filed any time within one year of the harassment. If an individual did not file at DHR, they can sue directly in state court under the HRL, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state court. Complaining internally to the Town of Groton does not extend your time to file with DHR or in court. The one year or three years is counted from date of the most recent incident of harassment. Town Board Minutes Page 9 October 9, 2018 You do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR. DHR will investigate your complaint and determine whether there is probable cause to believe that sexual harassment has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If sexual harassment is found after a hearing, DHR has the power to award relief, which varies but may include requiring your employer to take action to stop the harassment, or redress the damage caused, including paying of monetary damages, attorney's fees and civil fines. DHR's main office contact information is: NYS Division of Human Rights, One Fordham Plaza, Fourth Floor, Bronx, New York 10458. You may call (718) 741-8400 or visit: www.dhr.ny.gov. Contact DHR at (888) 392-3644 or visit dhr.ny.gov/complaint for more information about filing a complaint. The website has a complaint form that can be downloaded, filled out, notarized and mailed to DHR. The website also contains contact information for DHR's regional offices across New York State. Civil RiLyhts Act of 1964 The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti- discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. § 2000e et seq.). An individual can file a complaint with the EEOC anytime within 300 days from the harassment. There is no cost to file a complaint with the EEOC. The EEOC will investigate the complaint, and determine whether there is reasonable cause to believe that discrimination has occurred, at which point the EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court. The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC. An employee alleging discrimination at work can file a "Charge of Discrimination." The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1-800-669- 4000 (TTY: 1-800-669-6820), visiting their website at www.eeoc.gov or via email at infoeeoc.gov. If an individual filed an administrative complaint with DHR, DHR will file the complaint with the EEOC to preserve the right to proceed in federal court. Local Protections Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city or town in which they live to find out if such a law exists. For example, employees who work in New York City may file complaints of sexual harassment with the New York City Commission on Human Rights. Contact their main office at Law Enforcement Bureau of the NYC Commission on Human Rights, 40 Rector Street, 10th Floor, New York, New York; call 311 or (212) 306-7450; or visit www.nvc.aov/html/cchr/html/home/home.shtml. Contact the Local Police Department If the harassment involves unwanted physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Contact the local police department. Ayes - Gamel, Young, Jackson, Clark, Scheffler Nays - Resolution Passed Privilege of the Floor: No one from the public wished to speak. Town Board Minutes Page 10 October 9, 2018 Councilperson Young asked to discuss the Clean Energy Community Program. The Code Official will be attending a class tomorrow that will count towards the program. One of the other things would be to adopt the New York State Solar Permit Process, which would mean that we would use that form for building permits for small scale solar installations. After some discussion the Board thought they would like to look the information over again and possibly adopt the permit process at the Special Meeting on October 30. RESOLUTION #18-056 - AMEND RESOLUTION #18-054 MOVED by Supervisor Scheffler, seconded by Councilperson Gamel RESOLVED, that the Town Board hereby amends Resolution #18-054 to read: that the Town Board hereby sets a Public Hearing on the 2019 Preliminary Budget for Tuesday, October 30, 2018 at 7:30 pm, immediately followed by a Public Hearing on the 2019 Fire & Ambulance Contracts, immediately followed by a Special Meeting at which time the Board may take action on the 2019 Budget, and be it further RESOLVED, that the Town Board also intends to discuss and may adopt the New York State Solar Permitting Process at said Special Meeting. Ayes - Gamel, Young, Jackson, Clark, Scheffler Nays - Resolution Passed Glenn Morey, County Legislator - Just got back from a County budget meeting. The increase will be $7.65 for an assessed value of $185,000.00, which is the mean assessment this year. He will have a full report next month. MOVED by Supervisor Scheffler, seconded by Councilperson Young, to enter into Executive Session to discuss the performance and pay of a particular person, at 8:28 pm. Ayes - Gamel, Young, Jackson, Clark, Scheffler MOVED by Supervisor Scheffler, seconded by Councilperson Gamel, to return to Regular Session at 8:54 pm. Ayes - Gamel, Young, Jackson, Clark, Scheffler Supervisor Scheffler - Let the record show that no decisions were made during the Executive Session. RESOLUTION #18-057 - ENTER INTO SPECIAL ENGAGEMENT CONTRACT WITH GUY KROGH MOVED by Supervisor Scheffler, seconded by Councilperson Young RESOLVED, that the Town Board hereby enters into a special engagement contract with Guy Krogh, of Thayler & Thayler, 309 North Tioga Street, Ithaca, New York, to provide services to the Town as a special project attorney in relation to certain operational and business matters as selected and directed by the Town and authorizes the Town Supervisor to sign said contract. Ayes - Gamel, Young, Jackson, Clark, Scheffler Nays - Resolution Passed Town Board Minutes Page 11 October 9, 2018 Announcements: ➢ Planning Board, October 18, 2018 at 7:30 pm ➢ Zoning Board of Appeals, October 24, 2018 at 7:00 pm ➢ Groton Business Association Trick or Treat is October 31, 2018, 3:3 0 pm - 5:3 0 pm ➢ Trunk or Treat and Fire Department Donuts & Cider at the CR Pavilion, October 31, 2018, 5:00 pm -7:00 pm There being no further business, Councilperson Gamel moved to adjourn, seconded by Supervisor Scheffler, at 8:55 pm. Unanimous. April L. Scheffler, RMC Town Clerk