(A) All successful organizations have certain rules which employees are expected to follow. Employees are expected to become acquainted with the performance criteria for their particular job and with all rules, procedures and standards of conduct established for each department and by the village, as summarized in these Rules and Regulations. Further, employees' conduct away from work must not adversely affect the village, its reputation, operational success, or its relationship with its employees and/or residents and businesses.
(B) If any employee does not fulfill the responsibilities set out by such performance criteria, rules, procedures, and standards of conduct, he or she may be subject to disciplinary action, up to and including immediate termination. Employees can be assured that the village will take corrective action only when an investigation of the facts shows that it is justified.
(C) If any employee disagrees with a decision regarding corrective action, a complaint procedure is available to you as outlined in § 35.802, the “Appeals and Grievances” policy of these Rules and Regulations.
(D) People work together best in an atmosphere where they are valued as individuals and recognized as key members of a team. It is important that each member of that team understand what is expected. It is impossible, however, to write procedures covering every situation. Employees should make sure that they understand what is expected of them, and make certain that they are clear about what they can expect from the village.
(E) The following are examples of employee conduct that are not permitted and may result in disciplinary action, up to and including termination. This list is given as a guide to all village employees, but it not intended to be exhaustive.
(1) Conduct that the employee has previously been informed is unacceptable;
(2) Failure to maintain satisfactory work performance standards;
(3) Violation of public law when at work on the premises or off the premises when engaged in a work assignment;
(4) Falsification of time records, personnel records or other village records;
(5) Smoking in village facilities, except in designated smoking areas;
(6) Violation of the village's Equal Employment Opportunity policy or Sexual or Other Forms of Harassment policy;
(7) Violation of the village's Substance Abuse policy;
(8) Soliciting, collecting money, or circulating petitions on village premises other than within the Rules and Regulations of the village;
(9) Possession of firearms, explosives, or other lethal weapons on village premises;
(10) Abuse or waste of village tools, equipment, fixtures, property, supplies or goods;
(11) Creating or contributing to hazardous, unhealthy or unsanitary conditions;
(12) Violations of safety rules or acceptable safety practices;
(13) Failure to cooperate with an official, manager, supervisor or co-worker, insubordination, or other disruptive conduct;
(14) Unprofessional conduct or use of abusive language on village premises;
(15) Fighting, encouraging a fight, or threatening, attempting, or causing injury to another person on or off the premises when engaged in a work assignment;
(16) Sleeping on the job;
(17) Dishonesty or the unauthorized possession, removal, or use of village or another employee's property, including records or confidential information;
(18) Creating a condition hazardous to another person on village premises;
(19) Destroying or defacing village property or records, or the property of a village employee or resident;
(20) Refusal to follow instructions or to perform designated work, or refusal to follow established rules and regulations;
(21) Unexcused absences and/or poor attendance;
(22) Violation of the village's Rules and Regulations.
(F) Should corrective discipline be required to improve an employee's performance, the village may, depending on the circumstances, implement a progressive disciplinary procedure. Such procedure may consist of a verbal warning, written write-ups, suspension, and/or termination. The seriousness of the problem will be the primary factor in determining the step on which an employee enters the progressive disciplinary process. Other considerations, such as the employee's past work record, may also be taken into account. Failure of an employee to bring his or her performance to a completely satisfactory level and to sustain this level of performance may result in further disciplinary action, up to and including immediate termination.
(Ord. 2005-13, passed 12-20-05; Am. Ord. 2019-06, passed 12-17-19)