James P.

Snyder
104 Flack Road
Lisbon, NY 13658

Town of Potsdam Supervisor and Board Members,

Experiences over the past several years convince me that I must resign from my position as
Assessor, effective April 23, 2017. When I was initially hired with the Town of Potsdam, I
thought working for a local government would be different than the standard corporate
America. Where one would be valued as a person and not just a number. I thought this was an
employer who believed in the same values as I did. That the relationship between an employer
and its employees should be mutually beneficial. That one would be treated with respect and
dignity. That those values would be applied with a consistent fairness and equality to ALL
employees. This is simply not the case here for the following reasons.
1. Code officer and Assessor were involuntarily removed from the union in 2009 and
2011 respectively. The town had given the reason that these two positions are
department heads therefore, could not be in the union. At the same time in 2009
when code officer, James Plumley, was hired the contract stated that, Contract
stated amount of salaries, shall not be less than $2,000 below the then yearly
contractual amount established for that position.
a. Even though this was removed from the contract in 2010 the salaries of all
female employees hired/promoted within the town have received within
that amount, even when this was removed from the contract.
i. Since 2009 there have been 3 men and 3 women that were hired
and/or promoted within the town. The 3 men received on average
83% of their outgoing predecessors salary. Meanwhile, the 3 women
have received on average 104% of their outgoing predecessors
salary.
ii. Even though, James Plumley, was hired within a contract term that
said code officer was a union position and also the within $2,000 of
established salary was still in place, the town did not abide by it. Mr.
Plumley was hired in November under that contract and the following
January 1st they removed him from the union as well as not provide
him with a fair salary within the $2,000 of his predecessor.
b. The two men that were classified as department heads were removed
from the union. Meanwhile there are two other positions that are in the
same situation as department heads and they were not removed from the

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 union. Both positions held by women at the time code officer and assessor
were removed and are currently still held by women.
i. The town then realized for the January 2016 contract that removing
these two from the union was a mistake. Reason given is the two
positions had no control of hiring and/or firing. Therefore, offered
them back into the union.
1. Both the union and the town offered no compensatory salary
and/or benefits. The union still went along with the town and
concluded that it is okay to negotiate different salary and
benefit rules for each individual. Even though, all the office
workers are under one collection bargaining agreement.
2. If I was promoted with the same starting salary as the women
my yearly salary for 2017 would be $53,253.03. Instead, it is
$45,180. A difference of $8,073.03.
3. Since being promoted to assessor this works out to be a
difference of $55,387.50 as of January 1, 2017. In which
would be more comparable with other assessors in and
outside our county.
4. Several times I have requested from the town to provide me
with a bonifide formula they use when determining starting
salaries for employees. To this day, I have not been provided
with anything.
c. Now even though I received almost 20% less than my predecessor and until a
couple years ago wasnt even making more than my clerk, the women in the
office still complained, whispered and harbored a hateful grudge. So much
whispering my first day as assessor that I expressed interest of quitting then
to my clerk. So, I guess I did good lasting this long.
d. It took me 5 years to gain the same salary as my predecessor, whereas the
women hired/promoted received the same benefit on day one.
2. When hired for the Town of Potsdam in 2009 I was promised the same benefits as
everyone else with the exception of longevity. This was reiterated in July of 2011
when asked to take the position of assessor.
a. I was not aware of the special deal they had given a coworker when she was
promoted in the same year of 2011. The Town had given her a MOU
excepting her from having to pay her premium. This did not come to surface
into I was involved in a union meeting for a new contract for 2016. Two
other employees hired after 1/1/1998, both men, were made to pay
according to contract.

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i. Even though, I have a signed paper from Ms. Regan stating that she
has always treated the union employees the same as the non-union
employees with the exception of longevity.
1. Keep in mind this was not our decision when the two men
were plucked from the union.
2. During contract negotiations for 2016 the town board and Ms.
Regan were provided with that same note signed by Ms.
Regan herself. This note stating, we get the same benefits
with the exception of longevity, because this was a union
perk. Ms. Regan said, That note doesnt mean anything.
To me since this was always promised and reiterated in the
note means Ms. Regan is basically saying her word doesnt
mean anything. This note was provided to me in 1/20/2015
when I asked for an extra week vacation if the town didnt
want to pay me any more salary then proposed. I was
rejected by the supervisor and board stating I get the same
benefits as everyone else with the only exception of longevity.
3. When the Teamsters Union decided not to fight to give
everyone this benefit and instead just gave Ms. Brusso an
exemption from having to pay her health care premium I
decided it wasnt a good union to be in and opted not to join
in 2016. This was the only time given the option after the
Town decided it was a mistake to take code officer and
assessor out of the union. This amounts to almost $4,000 a
year that one person who is a female receives an exemption
and two other (who are male) both have to pay.
a. Since I was promoted in 2011 this total to be
$20,655.77 as of January 1,2017. I dont see where it is
fair that one person has saved that amount (that
increases annually) and others have to pay.
b. I dont see where it is fair for a union to negotiate
different benefits for people under the same collective
bargaining agreement.
i. Union states its okay to negotiate because this
position is different. Well no one within the
town offices has the same job. This leaves
employees to think that one is more important
than another. Or in this case a clear
preferential treatment that is patterned so far
with starting salaries and benefits.

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 ii. When asked why one was receiving a special
waiver Ms. Regan stated two reasons. One was
that Ms. Brusso was hired before the deadline
of 1/1/1998 to receive the privilege of not
paying health care premiums, two was that Ms.
Brusso took so much less salary than her
predecessor, Sally Boslet. When she was only
given $1,566.97 less. So, for starters number
one is false and I dont believe 1500 bucks is
way less compared to the 20% less scenario
of the men.
iii. Per contract employees under the single plan
hired after 1/1/1998 are to pay $200 per year.
Ms. Brusso has told employees not to worry
about this premium. It seems the town can
pick and choose who has to pay and who
doesnt.
4. When I worked over 300 additional hours in 2012 for the
revaluation I was not compensated. The then court clerk,
Mary Jo Guyette, was working on extra hour a day and
receiving her regular hourly salary for that additional hour.
Being denied extra pay I was told I was salary therefore, it
didnt matter how many hours I work that I get the same pay
no matter. The then court clerk was also salary so I
approached Ms. Regan and asked why she was getting extra
pay and I could not. She stated, That is different. Ms. Regan
decided to give me a couple extra days comp time instead.
3. The Town prides itself on experience. A personal note to you is experience isnt
everything for one. Secondly, you will never have any experienced employee with
sharp skills that realize how biased and partial employees are treated.
a. Case and point Ms. Brusso worked with Mary Jo Guyette for several years
without noticing anything suspicious going on. Secondly, your experienced
auditor was also checking the books and still no one figured out that that
funds were being siphoned. It was an inexperienced part time clerk that
realized things were out of place after only being on the job for several
months.
b. Just sole experience doesnt make you good at what you do.
4. In September of 2014, I approached my supervisor with the desire to file a
harassment complaint against a female co-worker. I was told by my supervisor I was
dispensable and You think youre sitting pretty with a six-year appointment?

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 Well the Town sets your salary and well set it to a dollar and youll leave on your
own! She told me she was concerned about this getting out in the paper and
making her look bad. Although, in an article wrote in the Watertown Daily Times on
March 14, 2009. This article states a female employee filed a charge against a male
coworker. The town suspended that employee with pay and conducted an
investigation. All employees should fall under the same policy! In which currently
the Town has NO harassment policy.
http://www.watertowndailytimes.com/article/20090314/NEWS05/303149953
a.

Just a small sample of some stuff Ive had to deal with. This being a note passed among co-
workers in the office about a raise I had got back in September of 2014, proposed raise for
2015. I have a whole stack of other literature that is pretty derogatory in nature.
b. Currently the Town has NO harassment policy. Nor have they provided any
training on the procedure of what to do when you have a harassing
coworker. The town only has a workplace violence policy in which states we
are to have mandatory training annually. Since I was hired in October of
2009 I have received zero in house training for anything.
c. According to the NYS Dept. of Labor (PESH) it is mandated by the State to
have a harassment policy in place. This law has been passed since 2006
therefore, it is nothing new. It states all employees must be trained. Anyone
whose actions are directed by a municipality whether elected or appointed
have to have training. Annual large group training, evaluation questionnaire,
annual dept. specific training, response team in place, formal reporting and
response program, support for staff feeling threatened, etc. In which none
has happened within the town. Instead, I have personally experienced
retaliation from the supervisor for expressing my dissatisfaction with the
Town.

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i. Since Mr. Beattie has taken over as supervisor I have been spoken to
on a regular basis. One being I was taking too long at the county
picking up our mail and corresponding with the real property office.
Secondly, I was told when I walked the mail down to the court that I
can do that on my lunch hour. No, its not my job and I really dont
need to do it at all. I was only doing this as a courtesy to the court.
Since they receive important paperwork that sometimes is time
sensitive. When I told Mr. Beattie I did this on my break time and
asked him several questions. One being am I the only one being
monitored for breaks? Secondly, am I not allowed to leave the
building for my break? I got no response even though I put this in
writing and submitted it to him. After a week had passed I asked him
if he received my note and he confirmed yes. No other comment was
made pertaining to the note.
1. You see this may not seem like a big deal, but when Mr.
Beattie comes in the socializes with all the women of the
office.
2. Since I been employed people show up at 9. They go to break
at 10. This break generally last until 10:30-10:45. Lunch for
some is at 11:30 and 12:30. Everyone is always punctual for
lunch hour. Then they go to break at 3. This break is generally
last until 3:30-3:45. Even though the morning and the
afternoon break form my understanding is supposed to be 10
minutes. Generally, I do not participate at breaks simply from
the animosity. Mr. Beattie shows up usually around 10:30 and
sits with the women. He knows full well that break is at 10.
So, I dont fully understand his concern for my time. Other
than its strict retaliation for voicing my concerns. Even when I
addressed Mr. Beattie and asked about other issues within the
office concerning time he did not want to talk about it and
refused to listen. His only concern was me.
3. Now this is the Town office and not the court. The court
works through all their breaks and normally they do not even
take a lunch. If they do they eat at their desk. When the
village court dissolved, they were running by 2.5 employees.
The Town absorbed that court and hired one part time
employee to handle the work load of what 2.5 employees did
at the village. This concern was stated to the union and my
coworkers for the 2016 contract. Nobody seemed too
concerned about the workload unfairly burdened by the court
employees. It didnt affect the Teamsters union
representative nor did it affect any of the other town office

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 employees so it went to the wayside. Another reason for not
joining the union when offered in 2016.
5. Just recently I received a letter from town attorney who apparently has just figured
out I have a real estate licenses. Even though almost eight years ago when I was
hired it was on my job application. It was also announced over two years ago in my
monthly report when my license was upgraded. The town now expresses its
concern refraining me from practicing within the town while I am the assessor. The
timing seems retaliatory in nature. Why else would I get one now and not eight
years ago? Also, eight years ago I checked with the NYS Division of licensing with a
letter stating there is no governance by the division of licensing
regulating/restricting assessors who have appraisal/brokerage licenses. Meanwhile,
a town highway superintendent delivers flowers during the day (in the town truck)
for his wifes shop who is located here in the Village. This including deliveries to
Town employees. Not once has anyone complained nor do believe he has received a
letter from the town attorney expressing concern. Maybe why the town trucks are
not labeled with identifiable decals like other towns? Im pretty sure if I delivered
flowers during my work day to the clerk of the supervisor she would of wrote a
letter to the board stating her concerns.
6. In 2014 after completing a total revaluation for the Town. The clerk to the
supervisor approached the board with concern I would have nothing to do since the
revaluation was over. I had to outline my job duties of the assessor throughout the
year and submit them to the board. At the time the board was surprised of what is
involved throughout the year as assessor. They thought it would be a good idea for
everyone to do this. No one has to my knowledge. I was the only one required to
do this. I think it would be a good idea to go back and reread the report. Two weeks
ago, when I informed Mr. Beattie of my last day his only concern was getting my two
weeks notice in writing. It wasnt until several days after that my clerk asked him
concerning several questions.
a. The only concern were the exemptions and whatever new construction
wasnt collected they would just put it on for next year. Personally, I dont
think its fair to tax the ones that have been collected and not others. All
should be done or none. So if I was a property owner whose assessment
went up this year I would be upset since everyone wasnt.

In summary, I told myself I should keep this brief. For future job opportunities, I should
probably just keep quiet. In good conscience, I cannot. How is one to improve the quality of
employment without feedback? No matter the situation all people should be treated equally
with consistency regardless of sex, color, disability, etc. Communities, employers, educational
facilities or whomever should pride themselves on diversity and equality. It is what makes
America great! Standing up for what you believe in is not always the most popular choice. In
my heart, I know its the right thing to do. The taxpayers of the Town of Potsdam deserve

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better than this. Taxpayers should take a closer look at what goes on and be more involved.
The way Ive been treated has drained me physically, emotionally and mentally. So, I would
rather go work at Lowes for minimum wage than to be subject to this. My life called and they
want their Jimmy back!
Im sure there are not many that will care about any of the issues I have addressed here in my
resignation. It most likely will fall on deaf ears. Nothing has changed in the eight years Ive
been with the Town. Its like a coffee club. I didnt grow up in Potsdam, nor do I live within the
town anymore. All this is a benefactor in my eyes. Ive not treated any taxpayer any different, I
have not shown favoritism in one way or another to anyone. Ive treated everyone the same.
The Taxpayers Association foil requested assessments on all town employees and still found nor
partiality to anyone. I guess that may be why I expect the same treatment back from the Town.
To treat everyone the same.
The taxpayers of the Town of Potsdam have been great to be able to serve. (Most of them
anyway!) One of the best parts of my job was explaining the complexity of the real property
system to people. The other part was being able to help folks with exemptions, especially the
seniors. The past eight years have been an eye-opening experience in more ways than one.
Thank you for the experience and valuable job knowledge that Ive picked up along the way. I
am grateful that when it comes to education the Town never had an issue. We were both on
the same page. That was education is instrumental in your success.
I would also like to personally thank, Rose Rivizzi, who listened to me as much as she could.
Rose you have a great personality and an open ear. Dont be afraid to have an opinion that
may differ from everyone else.
Judy Rich, even though I didnt run into you that often you always had something positive to
say. I will never forget your acknowledgment and kind words of my accomplishments over the
years. I have become very appreciative of kind words as it doesnt happen that often.
Ann Carvill the newest member of the board. Ann, thank you for always treating me like
everyone else. You have a great perspective of things and a great approach. I think you really
get it and I know youll do well. The Town is fortunate to have you on the board.
Joanne Graham thank you for your support with my reappointment in 2013. Also, thank you
for putting up with me all these years!
My biggest thanks goes to fellow co-worker and friend James Plumley. It has been a pleasure to
get to know you and work with you. During difficult times, you always gave me something to
laugh about. The Town is truly blessed with your knowledge, experience, expertise and
commitment to the profession of code enforcement.
Helpful information from an article, Chron. How to Deal with Unequal Treatment at the
Workplace, by Carol Deeb.
Unequal treatment in the workplace can cause you to dread your job. If you aren't able to stop
the unfair behavior yourself, your employer should take your complaint seriously and ensure that the
person acting inequitably does not repeat the treatment. Your company should take measures to
protect employees from disparate conduct and retaliation for complaining about it.

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 Unequal treatment at work can be the result of behavior from a coworker or supervisor.
Your coworker can treat you poorly by not including you in activities with other employees, talking about
you behind your back, constantly asking you for dates or unjustly complaining about you to your
supervisor. Your manager may participate in unequal treatment by denying you a deserved raise or
promotion, terminating you, not offering you desirable projects or making derogatory jokes in the
workplace. Being treated differently than others can cause stress and low morale,
which impacts your performance and productivity.
It doesnt cost anything to give a compliment, a thank you, acknowledgement, appreciation or
any other positive encouragement.

Johnny Cash told the story about the flood he experienced as a young boy. His mother
always taught him that when facing adversity, if you have faith in the Lord, good things will
come of it. He thought about those words when his home was flooded out. He thought what
good possibly could come of this. When the water had receded, the flood had washed a load of
rich black bottom dirt across their land. The next year they yielded the best cotton crop that
theyve ever had.

Faith Triumphs in Trouble

Romans Chapter 5

5 Therefore, since we have been justified through faith, we[a] have peace with God through our
Lord Jesus Christ, 2 through whom we have gained access by faith into this grace in which we

now stand. And we[b]boast in the hope of the glory of God. 3 Not only so, but we[c] also glory in

our sufferings, because we know that suffering produces perseverance; 4 perseverance,

character; and character, hope. 5 And hope does not put us to shame, because Gods love has
been poured out into our hearts through the Holy Spirit, who has been given to us.

Closing, I think Johnny Paycheck said it best in his only #1 hit on the charts from a song
that was debuted in 1977. Growing up I loved to sing this song and the words still ring even
truer today!

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Sincerely,

James P. Snyder IAO

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