(A) Employees hold their positions during good behavior and efficient services. Poor job performance or inappropriate behavior, including, but not limited to, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, failure of good behavior, any other acts of misfeasance, malfeasance, or non-feasance in office, or conviction of a felony can lead to disciplinary action against an employee.
(B) There are four major types of disciplinary action: removal, suspension, reduction in pay, and reduction in position. Normally, discipline will be progressive in the nature as noted below:
(1) First offense verbal warning;
(2) Second offense written reprimand;
(3) Third offense suspension, demotion, or termination with cause; and
(4) Fourth offense termination.
(C) Serious infractions can result in immediate discharge without intermediate discipline.
(D) Employees are entitled to a pre-disciplinary hearing before any suspension, discharge, reduction in pay or position, or fine becomes effective. The hearing shall be conducted by the Village Personnel Committee. Employees in their probationary period are not entitled to pre-disciplinary hearings. The Council and/or Board of Public Affairs will review the independent pre-disciplinary decision before deciding upon appropriate disciplinary action.
(E) The Council or Board of Public Affairs may require an employee who is suspended to report to work to serve the suspension. An employee serving a suspension in this manner may continue to be compensated at a reduced rate of pay.
(Ord. 1447, passed 10-20-2009; Ord. 1473, passed 12-7-2010; Ord. passed 1-1-2019)