Sullivan County human resources committee approves stipends, reclassifications, internships and retainer; hears public concern about staffing

Sullivan CountyHuman Resources Committee members approved five personnel resolutions at their January meeting and heard extended public comment urging the county to address staffing shortages rather than rely on temporary pay incentives.

The committee voted unanimously on all five measures, which included continuing a restricted bonus program for adult care center employees who volunteer for additional shifts, authorizing the county manager to assign temporary stipends to employees who take on extra duties, reclassifying four part‑time nutrition staff to regular part‑time status with benefits, designating two of nine student internship slots, and authorizing a county retainer agreement with Romer. Most votes were recorded as "Aye" with a 4-0 tally reported on the floor.

Why it matters: The set of actions directly affects employee pay, benefit eligibility and short-term staffing strategies at county institutions including the adult care center and jail. Public comment at the meeting focused on whether one‑time stipends and bonuses are a sustainable way to address chronic staffing shortages.

What the committee approved

- Adult care center bonus continuation: The committee moved to continue a more restrictive bonus payment for adult care center employees who volunteer to pick up additional shifts through the end of 2025, as stated in the resolution text. The motion passed by voice vote (recorded as 4 in favor). The resolution language as presented on the floor specified eligibility for certain days and times; the committee did not alter the substantive payment structure at the meeting.

- Temporary stipend authorization: The committee authorized the county manager to assign temporary stipends to county employees who accept additional duties beyond their normal job assignments. The motion passed by voice vote (4 yes). During discussion staff distinguished between situations where an employee is temporarily filling a vacant position and where multiple employees split extra duties; the stipend authority is intended to allow timely compensation for temporary coverage without requiring return to the legislature for each case.

- Reclassify four part‑time nutrition staff to regular part‑time with benefits: Committee members amended the resolution language (changing the word "provide" to "ensure" in a whereas clause) and then approved the reclassification, which makes four part‑time nutrition positions eligible for regular part‑time status and the associated benefits once they meet negotiated thresholds. The motion to reclassify was moved by Brian and passed unanimously (4 yes).

- Student internships: The committee designated two of nine student internship positions under the human resources office; the motion passed by voice vote.

- Retainer agreement with Romer: The committee authorized the county manager to execute a retainer agreement with Romer. The resolution passed by voice vote; committee members asked staff to add an "introduced by" line for clarity in the resolution text before finalization.

Public comment and committee discussion

Members of the public urged the committee to prioritize hiring permanent staff and raising base pay rather than relying on bonuses. Resident Star Hesse said, "You can't pay extra money and think that that's gonna solve the problem," arguing that long shifts and chronic understaffing create safety and quality concerns.

County staff and committee members responded that the stipend authority is intended for specific, temporary circumstances and is not a substitute for full staffing solutions. A staff speaker described two distinct issues: the county faces "mandation" (staffing requirements the county cannot avoid) in the sheriff's department, and separate situations in which employees temporarily cover vacant roles; "this is being reactionary to that event," the staff speaker said, describing the stipend policy as a mechanism to ensure timely compensation when coverage has already occurred and a retroactive payment would otherwise be needed.

Committee members also discussed union and contract limits on benefit eligibility. A committee member noted that under existing collective bargaining language, once a part‑time employee hits the negotiated hours threshold they become eligible for health insurance and related benefits; the reclassification item was presented as an equity correction consistent with that contract language.

Other HR updates delivered to the committee

Staff reported several operational items: civil service approved multiple health program positions (12 positions affecting about 20 people so far, with roughly 60 total positions submitted and the remainder pending), investigations (one new, three pending), active labor relations work including three PERB/labor-management meetings and ongoing negotiations with NYSNA, and recruitment efforts including monthly virtual career fairs and planned on-site events with local libraries and Fallsburg Central School (the Fallsburg fair was confirmed for March 12). HR reported beginning implementation work for a NEOGOV recruitment platform with kickoff completed and staff homework assigned.

Risk and compliance items included processing buyout paperwork with a January 31 deadline for submissions, preparing the fourth quarter workers' compensation 45-ATT report, completing DASH logs with a posting requirement by Feb. 1 at each county location, and an informational PERMA offer allowing jurisdictions to apply for a free laptop for training (deadline Jan. 31). Staff confirmed Medicare reimbursement processing, transition of Excelsior‑covered employees into the Anthem plan, verification of HRA/HSA funding, and work on the final 2024 short‑term disability withholding report for payroll.

Human rights office and personnel notes

Staff said the county has begun interviewing applicants for a full‑time human rights position and will reschedule candidates as necessary; the Human Rights Commission volunteer recruitment produced a "file full" of interested community members, and committee members said they expect the commission to be organized by March. Two additional personnel resolutions will be forwarded to the executive committee: one temporary position request for the sheriff's department kitchen staff during a medical leave (to maintain Meals on Wheels operations) and one to correct a title in the veterans office where budgeted funds exist but the title was not included in the budget.

Next steps and implementation directions

Committee members instructed staff to finalize resolution wording (adding an "introduced by" line where missing) and noted the executive committee submission deadline mentioned in the meeting (staff referenced a deadline the day after the committee meeting). The county manager's office is authorized to assign stipends under the approved resolution; the reclassification is effective immediately as presented. Several items flagged for follow‑up include completion of NEOGOV implementation homework, scheduling of outstanding candidate interviews for the human rights position, and processing buyout and DASH reporting by the stated deadlines.

Ending

Committee business concluded after the five resolutions were adopted unanimously by voice vote and brief closing remarks. Public comment and committee discussion underscored a recurring tension at the meeting: balancing short‑term compensation steps to keep operations running with longer‑term recruitment and wage adjustments to address sustained staffing shortages.