January 15, 2021

Dear CCB Staff,

We regret to inform you that we have had two employees test postitive this week. One was last in the building on Friday, the other on Saturday.  These individuals did not feel any symptoms at the time they were at the Club. They went for testing this week due to mild symptoms and subsequently tested positive.


The Club has taken action to ensure this area is thoroughly cleaned and sanitized in accordance with ECDOH and The Center for Disease Control and Prevention (CDC) guidelines.


This serves as an informational notice to the CCB community and does NOT mean that you have been exposed to or have come in close or proximate contact with the COVID-19 positive individual.


While we cannot release information regarding this individual due to Health Insurance Portability & Accountability Act (HIPAA), it is important to note that this person is in isolation, and the ECDOH is conducting contact tracing to identify all individuals who may have been in close or proximate contact with the COVID-19 positive individual. The ECDOH is directly communicating with any individual who is identified as a close or proximate contact to the positive COVID-19 individual so that further health and safety measures can be taken. If you are not directly contacted by the ECDOH, the Department has indicated no subsequent action is required by you at this time as it pertains to this positive case.

The Club will continue to work with the ECDOH to ensure the safety of our members, staff, and community.

Please call or email me directly should you have any questions about this notice.


Nicholas L. Markel 
General Manager


January 5, 2021

Dear fellow CCB Employees,

The State of New York has recently enacted a paid sick leave law requiring employers to provide between 40 and 56 hours of paid leave per year, depending on the size of the company.  Leave began to be accrued on September 30, 2020 based on hours worked, at a rate of 1 hour accrued per 30 hours worked.  Employees may begin using the leave January 1, 2021.  The law also expanded the acceptable uses of the leave to include, leave for victims of domestic violence, stalking or human trafficking, in addition to needs in relation to the  health and wellbeing of yourself or family members.

The law requires that the Country Club of Buffalo revise our current policies to comply.  Starting January 1, 2021, the following updated policies will be in affect:


The Country Club of Buffalo recognizes that employees need the opportunity for a period of rest and relaxation and grants vacations with pay to regular full-time employees.  Regular full-time employees are eligible for vacation days according to the following guidelines:

                               Vacation Anniversary                                        Vacation Allowance

                                1 year                                                                   1 week (5 days)

                                2 years                                                                 2 weeks (10 days)

                                10 years                                                               3 weeks  (15 days)

Vacation days are allocated on your date of hire anniversary each year and the number of days is based on length of service during that year.

For non-exempt employees vacation “days” correspond to the number of hours that you normally work in one day per week, not to exceed 40 hours per week.  Vacation time will be paid at the employee’s regular rate of pay.  You will be paid for vacation on the regularly scheduled pay date in which the vacation occurs. Exempt employees should refer to the Exempt Management PTO & Holiday Use Guidelines

Vacation time must be used within one year unless granted an exception by the General Manager due to club extenuating circumstances.  Requests for vacation time must be made to your Supervisor as soon as possible, so the Club can ensure proper coverage.  However, The Country Club of Buffalo may require employees to take their vacation time when the Club is closed, or during slow business periods.

If a designated holiday falls during your vacation period, you will be eligible for another vacation day at the same number of hours you normally work in a day.

Adjustments in an employee’s vacation eligibility date will be made for absences of 60 days or more.  Vacation pay is not considered time worked and will not be used in the calculation of overtime.  Employees are required to use available vacation time while on a Family and Medical Leave.  Unused vacation time WILL NOT be paid upon resignation or termination of employment.

Paid Sick Leave

The Country Club of Buffalo complies with the provisions of the New York Sick Leave Law (“SLL”).

Summary – Effective January 1, 2021, all employees will be eligible for paid sick leave to be used for reasons related to their own illness, the illness of a family member and for reasons relating to domestic violence, family offenses, sexual offenses, stalking and human trafficking.    

Eligibility – All employees.     

Rate at Which Sick Leave is Earned –

Exempt Employees - Regular Full-Time employees who are classified as Exempt from overtime will be granted 56 hours of sick leave annually on January 1st of each year.   

Non-Exempt Employees - All Non-Exempt employees (full-time, part-time, seasonal, temporary, etc.) are eligible to accrue sick leave as follows:

  • On January 1, 2021, all non-exempt employees who were employed prior to January 1, 2021 (when the policy takes effect) will be credited with one hour of paid sick leave for all hours worked between September 30, 2020 and December 31, 2020, up to a maximum of 56 hours. 
  • Beginning on January 1, 2021, all non-exempt employees will earn one hour of sick leave for every 30 hours they work, up to a maximum of 56 hours of sick leave per calendar year (January 1 – December 31).     

Pay for Sick Leave – Sick leave will be paid at the employee’s regular rate of pay at the time the sick leave is taken.  

Use of Sick Leave – Sick leave must be used in four (4) hour increments. 

Qualifying Reasons for Using Sick Leave – Sick Leave may be used for the following reasons:

  1. For the mental or physical illness, injury, or health condition of the employee or the employee’s family member, regardless of whether a diagnosis has been made or whether medical care is required at the time of the request;
  2. For the diagnosis, care and treatment or the need for the diagnosis, care and treatment of a mental or physical illness, injury or health condition of the employee or the employee’s family member, or preventive care for such employee or employee’s family member; 
  3. For the employee or employee’s family member who is a victim of domestic violence, a family offense, sexual offense, stalking or human trafficking as needed to:
  • Obtain services from a domestic violence shelter, rape crisis center or other services program; 
  • Participate in safety planning, relocating, or to take other actions to increase the safety of the employee or the employee’s family member;
  • Meet with an attorney or other social services provider to obtain information and advice on, and prepare for or participate in any criminal or civil proceeding;
  • File a complaint or domestic incident report with law enforcement;
  • Meet with a district attorney’s office;
  • Enroll children in a new school; or
  • Take any other actions necessary to ensure the health or safety of the employee or the employee’s family member or to protect those associated with or working with the employee.

For purposes of this policy a “family member” means the employee’s child, spouse, domestic partner, parent, sibling, grandchild or grandparent and the child or parent of an employee’s spouse or domestic partner.  “Parent” includes a biological, foster, step or adoptive parent or legal guardian or a person who stood in loco parentis when the employee was a minor.  “Child” includes the biological, adopted or foster or step child, a legal ward, or a child of an employee standing in loco parentis.

Notification of Use of Sick Leave – Employees are required to notify the Country Club of Buffalo of the need to use sick leave prior to the start of the employee’s shift, in accordance with the normal call-in procedures, except in the case of emergency (i.e. where the employee is medically unable to provide advance notification).  Where you know of the need to use sick leave in advance (i.e. to attend a scheduled doctor’s appointment) we request that you provide as much advance notice as possible.  

Carry-Over of Sick Leave – Employees will be permitted to carry over, from one calendar year to the next, up to 64 hours of accumulated but unused sick leave.  The maximum amount of sick leave an employee may have at any one time is 120 hours (64 hours carried over from prior year plus 56 hours granted on January 1 (for exempt employees) or accrued during the next calendar year (for non-exempt employees)).   

Sick Leave Upon Termination of Employment - Upon the termination of employment for any reason any unused sick leave will be forfeited.  For seasonal employees with an expectation of recall, unused sick leave at the end of the season will be held in the employee’s account and available for use if/when the employee is recalled to employment.  Sick Leave will not, under any circumstances, be paid out at the termination of employment. 

Paid Personal Time Off
The Country Club of Buffalo offers one (1) day per year of paid time off to accomplish personal business.

Full time employee (worked 1500+ hours and a minimum of 45 weeks per year) that have been employed with The Country Club for more than one year are entitled to one (1) personal day per year.  The personal day will be allocated on March 1st of each year, following the eligible employee’s one year anniversary date.

Personal days may be taken in increments of four (4) hours or more, unless otherwise required by law.  When possible notice is preferred, but personal time may be requested at any time and will be granted at the discretion of the employee’s Department Manager. 

Employees are required to use available personal time while on a Family and Medical Leave.

All personal time pay will be paid at the employee’s regular rate of pay. 

Personal time is not considered time worked, and will not be used in the calculation of overtime.

Personal time must be used within one year from the date upon which it is granted or it will be forfeited.  Unused personal time will not be paid on termination of employment.

All updates will be reflected in an updated version of the employee manual.  Every employee will receive an updated copy with their first paycheck picked up in January and will be required to sign and return an acknowledgement by the following week.  Please direct any questions, or requests to use leave, to Dawn Swartzlander.


Nick Markel, CCE
General Manager