(A) During investigation, hearing or trial of an employee for any civil or criminal charge, when suspension would be in the best interests of the village, and employee may be suspended for the duration of the proceedings. The suspension shall terminate after completion of the case for which he or she was suspended by resignation or dismissal of the employee, by reinstatement with full recovery of any benefits lost during the period of suspension, or by other appropriate action based on the outcome of the charges. Approval of the Board of Trustees shall be required in all cases involving suspension of the employees for non-disciplinary causes. If the employee obtained other employment during his or her suspension, such earnings shall be deducted from any back payments authorized for a reinstated employee. The employee shall provide the village with evidence as to work hours and earnings before a determination will be made regarding back pay.
(B) Demotions may be used in order that an employee whose work has not been satisfactory but who does not deserve outright dismissal may be retained and given an opportunity to perform less difficult work. Demotions may also be on a voluntary basis when requested by the employee, and when assignment to less difficult work would be to his or her advantage and to the best interest of the village service. Such demotion shall not be granted if it causes the lay-off or demotion of a regular, full-time employee. Salaries of employees demoted will be reduced to that of the lower classification.
(Ord. D-239, passed 8-10-2004)