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An employee selected for jury duty or called as a witness for a trial or deposition is eligible to receive full compensation, less the amount the employee receives from the court as jury pay, for up to five (5) days in any given calendar year. Subject to any contrary legal requirements, additional time off for jury beyond the first five (5) days will be unpaid (unless the employee chooses to apply available accrued paid vacation days or paid personal days to the absence). Any absence for jury duty, paid or unpaid, will be considered excused, and during any unpaid period of such leave, the employee will be treated in the same manner as any other employee on unpaid leave. The Village may require proof of court attendance, such as a jury summons or a subpoena.
A leave of absence shall be given to employees with six (6) months of employment, who are called to active service in the Illinois or United States Armed Forces. The employee's employment dates and resulting benefits will remain intact. The employee shall be entitled to resume their Village employment in a position of like pay and classification if she/he returns to Village employment within sixty (60) days of discharge from the Armed Forces.
Unpaid leaves-of-absence may be granted for purposes set forth in this Section. Only the Mayor may grant leaves-of-absence. While on leave-of-absence, no sick or vacation time or pay will be accumulated. An employee who fails to return to work after an approved leave-of-absence, may be terminated.
Pursuant to the Illinois Victims' Economic Security and Safety Act (VESSA) (810 ILCS 190/1 et seq.), the Village allows an eligible employee who is the victim of domestic or sexual violence, or who has a family or household member who is a victim of such violence, to take unpaid leave of up to twelve (12) weeks during any rolling twelve (12)-month period to:
• seek medical attention for, or recover from, physical or psychological injuries
• obtain services from a victim services organization
• obtain psychological or other counseling
• participate in safety planning, relocation, or other activities to increase the victim's safety
• seek legal assistance
An eligible employee may also request reasonable accommodations to address actual or threatened domestic or sexual violence.
VESSA leave can be taken in a single twelve (12)-week period, intermittently, or on a reduced work schedule. VESSA leave is unpaid, but employees may elect to use accrued paid leave as part of their VESSA leave. Employees may not take VESSA leave that exceeds the unpaid leave time allowed under the FMLA Policy.
An employee who requires VESSA leave or some other reasonable accommodation is responsible for bringing the matter to the attention of the Mayor, Village Clerk, or immediate supervisor.
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