(A) Generally.
(1) Eligibility. When a vacancy occurs in a department in the village service and it has been ascertained after proper investigation, that there is no employee in another department or on the re-employment list sufficiently qualified or willing to accept promotion, the Board of Trustees shall fill such vacancy from outside the service.
(2) Residency. Individuals shall be recruited from a geographic area as wide as necessary to obtain well-qualified candidates for the various types of positions.
(3) Application. Applicants will be required to make application on special forms to be furnished them by the village and furnish such information as requested by the forms.
(4) Interview. As part of the pre-employment procedures, former supervisors, employers and references provided by candidates shall be checked as a precaution against obtaining telephone contact shall be documented, and all reference checks shall be completed prior to an offer of employment. All such information is to be handled as confidential. Records of oral and written interviews and all references will become part of the applicant’s file.
(B) Employment status. The term “status” refers to the standing of any employee carried on the payroll of the village. Normally, the type of position, length of service and pay level determine an employee’s status. Each employee will be classified in one of the following categories:
(1) Employees of the village are classified as follows:
(a) Full-time employees. Hired by the month to perform services on a year round basis and working 40 hours per week.
(b) Part-time employees. Hired by the hour to perform services for which there is temporary need or a need for less than 40 hours per week of employment.
(c) Seasonal employees. Hired by the month to perform services during a particular season of the year.
(2) Part-time employment shall terminate when the need for the services for which the person was employed no longer exists.
(3) Seasonal employment terminates upon the end of the season during which the service was performed.
(4) (a) Persons not presently employed by the village who were hired to fill positions listed in the annual budget, or otherwise designated as full-time positions are considered probationary employees for the first six months of their employment. Persons currently employed by the village who are promoted or otherwise hired for a different position, shall be considered probationary employees for the first three months of their employment. All employees, except those in a temporary or part-time status, shall complete a satisfactory probationary period or “working test” period following the effective date of their employment, during which the employee is expected to become proficient in his or her job. The efficiency which each employee demonstrates on the job, and other factors, shall be the basis for determination of:
1. Establishment of permanent status.
2. Dismissal of the employee.
(b) At the end of the probationary period the employee shall be automatically separated unless the department head and the Board of Trustees certify that the employee shall remain on the job and be accorded permanent status.
(c) An employee serving the probationary test period may be released at any time.
(5) After an employee has successfully passed the probationary period, he or she is entitled to the full employee benefits afforded other permanent employees in his or her department. As a permanent employee, his or her service with the village may terminate after the following procedures have been done:
(a) The Village Clerk will advise the employee in writing of the following:
1. The reasons which have been presented for termination of his or her employment.
2. That, if requested by the employee, a hearing will be held by the Board of Trustees to ascertain the existence of such reasons and that the employee may appear at such hearing and present his or her side of the story.
(b) If requested by the employee, within reasonable time after giving of the aforesaid notice, the Board of Trustees shall hold a hearing to ascertain if reason exists for terminating of the employment. At such hearing, the employee may appear and present his or her side of the story, with or without counsel.
(c) The Board of Trustees shall make a factual determination that reason for termination of the employment exists.
(6) The reasons for dismissal shall include, but shall not be limited to:
(a) Failure to report for work regularly and promptly.
(b) Failure to comply with personnel rules or instructions of departmental head.
(c) Failure to make a reasonable effort to perform emergency service in any position when requested to do so.
(d) Insubordination.
(e) Theft or destruction of village property or improper or unauthorized use of village property.
(f) Conviction of a criminal offense.
(g) Unauthorized absences or abuse of leave privilege.
(h) Acceptance of a gift, fee, money or other valuable consideration from any person, firm, or corporation with whom the village does business.
(i) Improper use of authority or official position for personal profit or advantage.
(j) Use of alcoholic beverages or intoxication while on duty or appearing for duty while under the influence of alcoholic beverages.
(k) To effect economics.
(l) Lack of work effort—loafing.
(m) Making of false or misleading reports.
(n) Failure to keep departmental head advised of things material to the village.
(o) Failure to comply with employee requirements as set forth in this chapter, as may be amended from time to time.
(p) Failure to satisfactorily perform assigned duties.
(Ord. D-239, passed 8-10-2004; Am. Ord. D-346, passed 1-7-2020)