(A) Residency.
(1) Except as provided in Subsections 39.04(A)(2) and (3),City employees must establish their permanent abode within the City’s corporate boundaries or within a forty-five (45) mile radius of the City's corporate boundary.
(2) Any City employee who is hired to serve in the capacity as a department or a division head shall be required to establish a permanent abode either within the City’s corporate limits or within the five (5) mile radius of the City’s corporate boundary.
(3) Any City employee who is subject to a collective bargaining agreement between the employee's union and the City that contains a residency requirement different from this Section 39.04(A), the residency requirement contained in the said collective bargaining agreement shall govern and supersede this Section 39.04(A) but only to the extent that such collective bargaining agreement provision differs from this Section 39.04(A).
(4) Any employee who successfully completes his or her probationary period of employment shall then have a period of six (6) months to establish, if not previously established, a permanent abode as provided for in this Section 39.04(A).
(5) All distances referenced in this Section 39.04(A) shall be measured in a straight line between the employee’s permanent abode and the nearest City corporate boundary to that permanent abode.
(6) In order to verify an employee’s location of permanent abode, the City shall have the right to request the employee to provide to the Mayor or the Mayor’s designee for inspection the following documents which bear the employee’s name and current permanent abode address:
(a) A deed, most recent mortgage statement, or current lease, a valid driver’s license, a current voter’s registration card, or other official government issued identification card that bears the address of the employee’s permanent abode; and
(b) Any two of the following which shall be no older than 90 days and that bears the employee’s name and permanent abode address: a utility bill, a bank statement, a credit card statement; and/or an official piece of mail received from an Illinois local, state or federal unit of government.
The afore-mentioned documents shall be verified and then returned to the employee providing them.
(7) For purposes of this Section 39.04(A), "permanent abode" shall mean a permanent place of residence wherein a City employee resides at least eighty percent (80%) of their time excluding time spent in performance of their duties of employment with the City.
(8) Any employee of the City who shall fail to comply with the provisions of this Section 39.04(A) shall be terminated from employment with the City in the manner provided by law.
(B) Medical exam. A returning employee or new applicant accepted as a probationary employee for a regular full-time position may be required to undergo a thorough examination before being hired. This examination will be performed by a physician designated by the City and at the expense of the City.
(C) Probationary period. A person employed for a regular job assignment shall, immediately following his date of employment, serve a probationary period designed to provide him with the opportunity to demonstrate his ability, interest, and skill. This probationary period will in no case be less than 90 days and will apply to all new employees and current employees who have been promoted. If the probationary employee completes his probationary period with uninterrupted employment and his work performance is acceptable to his supervisor, he will be considered qualified and reclassified as a regular employee.
(D) Employee classifications. The City maintains standard definitions of employment and will classify all employees in accordance with these definitions.
(1) Regular. Full-time employment in an established job.
(2) Part-time. Employment in an established job requiring less than 30 hours per week.
(3) Temporary. Employment in a job established for a specific period of time or for the duration of a specific project or group of assignments.
(4) Seasonal. Temporary employment in a position established for a limited period of time.
(5) Exempt. Regular employees in professions classified as professional, technical, or administrative.
(6) Nonexempt. Regular employees eligible for overtime compensation.
(7) Extra-board. Drivers in the Danville Mass Transit Department who are unable to pick regular runs and have no regularly scheduled days off.
(E) Hours of work.
(1) The normal workweek shall consist of 7 days, with 5 consecutive workdays beginning Monday. The normal workday shall consist of 8.5 hours including an unpaid one-half hour for lunch and two paid fifteen minute breaks. A department head, with prior approval of the Mayor, may choose to combine an employee’s two fifteen minute breaks with the one-half hour lunch. The normal workday shall extend from 8:00 a.m. to 4:30 p.m. unless a department head approves a change in the work hours to meet the needs of a department.
(2) Union employees shall have the hours of work provided for them under their respective collective bargaining agreements in effect from time to time.
(F) Attendance. All departments shall maintain attendance records of employees as necessary for submission to the Finance Office biweekly.
(G) Use of City owned property. At no time shall an employee use any property or resource owned by the City, or created for use by the City, for personal use or gain. “PERSONAL USE OR GAIN” is defined as any time not used within the performance of assigned duties for work related to employment with the City of Danville, unless prior approval of the usage has been granted by the Mayor.
(H) Mail. Employees will not use either City stationery or postage for personal mail.
(I) Hiring or transfer of immediate family members. Members of the immediate family of, or individuals living in the same household as, a regular full-time employee will not be hired for or transferred to positions within the same department where either employee would be considered a direct supervisor, except in positions in the fire and police departments when hiring is done in accordance with the procedures as set forth in the rules of the Board of Fire and Police Commissioners.
(J) Political activity. All City employees shall be free to vote as they choose and engage in political activity insofar as it does not conflict with their job responsibilities. Under no circumstances shall a City employee conduct a campaign during working hours. Sworn personnel are governed by special regulations contained in police and fire rules and procedures.
(K) Outside employment. Employees of the City who engage in additional employment outside the official hours of duty shall submit in writing a detailed document describing their outside employment duties, including self-employment, and shall register that information with the appropriate department head. Upon review of that documentation, the department head shall either approve of the outside employment, or if concerns arise, shall submit in writing to the Mayor the request for outside employment and any concerns regarding conflict of interest. The Mayor shall review and make a final determination whether the outside employment poses a conflict of interest and shall either approve or deny the request for outside employment. Any change in status of outside employment, including work hours, promotions, demotions, or any change in duties associated with that outside employment, must be reported within three days of the change in status to their department head. Upon review of that documentation, the department head shall either approve of the changes in outside employment, or if concerns arise, shall submit in writing to the Mayor the request for changes in their outside employment and any concerns regarding conflict of interest. The Mayor shall review and make a final determination whether the changes in outside employment pose a conflict of interest and shall either approve or deny the request for those changes in outside employment. All regular full-time employees must recognize that their primary duty and responsibility is to the City and:
(1) Any outside employment must not interfere with the employee’s performance and/or effectiveness on the City job.
(2) Sick leave and workmen’s compensation provisions will not apply to employees injured in outside employment.
(3) The outside work shall not place the employee in a position of conflict of interest with his City employment nor shall it interfere with his response to emergency calls or requests for extended service to the City.
(4) Any violation of the reporting requirements within this section may result in discipline including, but not limited to, verbal or written warning, suspension, or termination.
(L) Layoffs. The department head, upon approval of the Mayor, may lay off an employee when he deems it necessary by reasons of shortage of funds, work, the abolition of the position, or any other material changes in the duties or organization, or for related reasons which are outside the employee’s control and do not reflect discredit on the service of the employee. No permanent employee shall be laid off while another person in a classified position of the City is employed on a seasonal, temporary, or part-time basis in the same classification. The notification procedure to be followed is the same as outlined in the section dealing with dismissals. An employee will not continue to accrue benefits while laid off.
(M) Non-Work Related Activities. At no time should an employee engage in any non- work related activities, including but not limited to, personal phone calls, personal use of copier or facsimile machine, reading of newspapers or magazines, playing of games or gambling, or inappropriate use of the computer, during work hours or on City owned property without prior approval of the appropriate department head. Employees are required to pay for all telephone, copier, or facsimile costs unrelated to their work assignments.
(N) Personal Grooming. City employees shall have a neat and professional appearance, including personal grooming and appropriate clothing, while performing any duties of their employment regardless of the location. Department heads or the Mayor shall be responsible for determination of what may be considered appropriate, and on days when casual attire is permitted, shall be responsible for interpreting the types of casual clothing permitted.
(Ord. 6638, passed 3-6-79; Am. Ord. 7201, passed 9-2-86; Am. Ord. 7346, passed 8-16-88; Am. Ord. 7352, passed 9-6-88; Am. Ord. 7712, passed 6-21-94; Am. Ord. 8056, passed 12-7-99; Am. Ord. 8570, passed 2-5-08; Am. Ord. 8711, passed 10-19-10; Am. Ord. 9210, passed 6-18-19; Am. Ord. 9338, passed 10-19-21)