11-1-2 SCOPE.

   This Employee Handbook applies to all regular and full-time employees, as well as, seasonal/temporary employees who work for the Village of Hamel, with the exception of employees employed by the police department. The Village of Hamel will mention from time to time when a policy or practice may be slightly different for employees who are working under contract terms. Whenever the policies, terms, conditions or language of this Handbook are in conflict with a contract, the policies, terms, conditions and language of the contract supersede those of the Handbook.

11-1-3 ADOPTION AND POLICY AMENDMENT.

   These policies and procedures are adopted by resolution of the Village Board. Policy amendments shall become effective upon consideration and adoption by the Village Board.

11-1-4 EMPLOYMENT-AT-WILL AND DISCLAIMER.

   The contents of this Handbook are presented as a matter of information only. This Handbook does not, either by itself or in conjunction with any other Village documents policy, procedure action, practice or verbal statement creating an employment contract, express or implied. The Village of Hamel reserves the right to modify, revoke, suspend, terminate, or change any or all procedures contained herein in whole or in part at any time with or without prior notice.

   All employees are employed "at-will" and can be terminated at any time with or without cause without prior notice, except as otherwise provided by law. No employee has any authority to modify the "at-will" status of any employee unless that modification is expressly made in writing and has been specifically agreed to in writing by the Village Board.

11-1-5 EQUAL EMPLOYMENT OPPORTUNITY.

   The Village of Hamel affirms its commitment to providing Equal Employment Opportunity (EEO) for all employees and applicants of the Village. No personnel decision or action shall be unlawfully influenced in any manner by consideration of an individual's race, color, religion, creed, national origin, ancestry, age, disability, sex, sexual orientation, marital status, gender identity, genetic information, or status as a covered veteran or any other characteristic protected under applicable federal, state, or local law.

   The Village of Hamel expressly prohibits any form of unlawful employee harassment based on race, color, religion, creed, sex, marital status, gender identity, sexual orientation, national origin, age, genetic information, disability, veteran status, or any other protected characteristic. Improper interference with the ability of the Village of Hamel employees to perform their expected job duties is absolutely not tolerated.

11-1-6 EMPLOYEE CLASSIFICATION CATEGORIES.

   All employees are designated as either non-exempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications and employment status. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and the Village of Hamel.

   Non-exempt employees - are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the law's requirements concerning minimum wage and overtime.

   Exempt employees - are generally managers or professional, administrative or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor.

11-1-7 PROBATIONARY PERIOD.

   The first six (6) months of employment are a time for the Village and the employee to get to know one another. If during the probationary period it is determined that the employee does not fulfill the requirements of his/her employment or if the Village determines that continued employment is not in the interest of the Village, the employee will be terminated.

   Following a break or breaks in service totaling more than two (2) weeks, a regular employee's probationary period shall be extended by a period equal to the break in service.

   Prior to the end of the probationary period, the supervisor shall complete a written performance evaluation for the employee. Continuance in the position after expiration of the probationary period shall constitute regular employment. However, completion of the probationary period does not alter the at-will status of the employment relationship.

11-1-8 BACKGROUND AND REFERENCE CHECKS.

   To ensure that individuals who join the Village of Hamel are well qualified and to ensure that the Village of Hamel maintains a safe and productive work environment, it is the Village's policy to conduct pre-employment background checks on all applicants who accept an offer of employment.

   All offers of employment are conditioned on receipt of a background check report that is acceptable to the Village. All background checks are conducted in conformity with the Fair Credit Reporting Act, and all other applicable state and federal laws. Reports are kept confidential and are only viewed by individuals involved in the hiring process.

   If information obtained in a background check may lead the Village to question whether to deny employment on the basis of the report, a copy of the report will be provided to the applicant, and the applicant will have the opportunity to dispute the report prior to any decision being made as to whether to deny employment on the basis of the report.

   At any time during employment, additional checks, such as driving record or credit report, may be made if appropriate and job related.