(A) A grievance is a disagreement relating to working conditions, personnel rules, regulations, and transactions, or relationships between an employee and his superior or other employees.
(B) It is the policy of the village to allow all employees a fair chance to appeal a disciplinary action or any other grievance he/she feels is important enough to appeal. It is hoped that this will be used as a last resort, and that most problems can be solved though information discussion.
(C) All sworn law enforcement personnel shall be covered by rules and regulations of the Board of Fire and Police Commissioners.
(D) When an employee feels formal proceedings are necessary, he/she shall first present a grievance to his/her department head in writing, stating the grievance and the remedy sought. An employee who has a grievance shall first present his grievance to his immediate supervisor within five days of the action or incident in question. The department head should reply in writing within 15 working days of receipt of the grievance. If the employee does not feel satisfied with the department head's decision, he/she may appeal to the Village Administrator, asking him to examine the grievance. The Village Administrator's decision shall be final.
(E) An employee may also appeal a suspension or discharge in a similar way, except as noted in division (F) below. The employee must remain on suspension in either instance until a decision is rendered.
(F) The appeal of the discharge of the Village Administrator, Chief of Police, Building Commissioner, Executive Secretary, or Administrative Director of Public Works shall be appealed according to contractual arrangements between the employee and the village if a written contract exists.
(G) No reprisals are to be taken against any employee using this procedure.
(Ord. 2000-02, passed 5-17-00)