11-3-7 MILITARY LEAVE.

   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.

11-3-8 LEAVE WITHOUT PAY.

   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.

11-3-9 VICTIMS’ ECONOMIC SECURITY AND SAFETY ACT.

   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.

11-3-10 TUITION REIMBURSEMENT.

   The Village Board may approve tuition reimbursement to employees who are required to obtain certifications of skills for Village operations, with prior Board approval.

11-3-11 WORKPLACE INJURY.

   If you become injured on the job, you may be eligible for Workers' Compensation benefits. Any injury must be immediately reported to your Supervisor, no matter how slight and regardless of whether you believe you need medical attention at the time of injury. Failure to immediately report any work-related injury (no matter how slight) may be subject to disciplinary action or to termination.