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(A) All employees are expected to exercise good judgment, loyalty, common sense, dedication and courtesy in the performance of their duties. The primary mission of every employee is to provide courteous, orderly, efficient and economic delivery of services to the citizens of the village.
(B) Acts, errors or omissions which discredit the public service to impair the provision of orderly services to the citizens of the village may result in discipline, including termination.
(C) The following are examples of the types of behavior which may result in discipline:
(1) Drinking alcohol or the abuse of non-prescription or prescription drugs or other controlled substances on the job, or arriving on the job under the influence of or while in possession of alcohol, drugs or other controlled substances;
(2) Violation of a lawful duty;
(3) Insubordination;
(4) Absence from work without first notifying and securing permission from the department head;
(5) Habitual absence or tardiness for any reason;
(6) Unsatisfactory job performance, as determined by the village;
(7) Conviction of a felony or a misdemeanor involving moral turpitude;
(8) Acceptance of fees, gratuities or other valuable items in the performance of the employee’s official duties for the village;
(9) Inability, refusal or failure to perform the duties of the assigned job;
(10) Violation of duties or rules imposed by this manual, or by any other village rule, regulation or administrative order; or
(11) Two written reprimands for any combination of offenses during a 12-month period.
(D) This list is not all-inclusive, but only serves as a general guide. The village may discipline or terminate employees for other reasons not stated above.
(E) In the event that discipline is necessary, the following types of disciplinary actions may be used, depending on the particular situation.
(1) An
ORAL WARNING is a counseling session between the employee’s supervisor and the employee on the subject of the employee’s conduct and performance, or his or her failure to observe a rule, regulation or administrative instruction. It is intended to increase an employee’s efficiency and value to the village by changing the employee’s conduct, attitude, habits or work methods. Following the counseling session, the Village Clerk or Village Board member assigned shall document the oral warning.
(2) A
REPRIMAND is a formal written disciplinary action for misconduct, inadequate performance or repeated lesser infractions.
(3) A
SUSPENSION is a temporary, unpaid absence from duty which may be imposed as a penalty for significant misconduct or repeated lesser infractions. A suspension is a severe disciplinary action, which is made part of the employee’s permanent record.
(4) Suspensions with pay, where the employee is placed on administrative leave, may be utilized by the Village Board pending the results of an investigation or disciplinary action where the Village Board determines factors such as public confidence, the safety of the employee or the efficient functioning of the village call for such suspension.
(Ord. 648, passed 11-9-2020; Ord. 688, passed 9-11-2023)
An employee may be terminated from village employment for various reasons, including, but not limited to, those listed below:
(A) During or at the end of the employee’s probationary period;
(B) As a result of disciplinary action;
(C) Due to loss of skills, certifications or other conditions that would make the employee unfit for service;
(D) When the Village Board has made a determination that a lack of work or funding exists with respect to the employee’s position;
(E) If the employee has a physical or mental impairment that prevents the employee from performing the required duties of the employee’s position and the employee cannot be reasonably accommodated. Termination must be supported by medical evidence which establishes that the individual is unable to perform bona fide job requirements. The village may require an examination, at its expense, performed by a physician of its choice. Failure to submit to such request may result in termination; or
(F) Whenever the Village Board determines to make changes deemed to be in the best interests of the village.
(Ord. 648, passed 11-9-2020; Ord. 688, passed 9-11-2023)
In the case of termination of an employee, the village will conduct a pre-termination hearing. The pre-termination hearing serves as a check against a mistaken decision and to determine whether there is reasonable presumption that the reasons are valid and support termination.
(A) In the event an appointing authority desires to terminate an employee, the employee shall be provided with a notice of the recommendation for termination. The notice shall include an explanation of the reasons on which the recommendation is based and the time and date for a pre-termination hearing. If the employee fails or refuses to appear, the termination may proceed.
(B) Pre-termination hearings will be presided over by the Village Board.
(C) At the hearing, the employee may explain why the employee should not be terminated. The employee may bring one person to the hearing as an observer or representative. The Village Board shall determine who, if anyone, may participate in the hearing and how the hearing will be conducted.
(D) Within five working days after the pre-termination hearing, the Village Board will issue a decision on whether the termination will proceed or whether lesser disciplinary action will be applied. However, if the Village Board determines that more information or time is required in order to render a decision, the Village Board may extend the time period as deemed appropriate.
(Ord. 648, passed 11-9-2020; Ord. 688, passed 9-11-2023)
(A) The Village Board may lay off employees for lack of work, budgetary restrictions or other changes that have taken place.
(B) Temporary employees or employees who have not completed their probationary period will be laid off before regular employees are affected.
(C) In determining who is to be laid off, consideration will be given to individual performance and the qualifications required for the remaining jobs. Seniority will be considered when performance and qualifications are equal.
(D) Employees who are laid off may be eligible to be re-employed if a vacancy occurs in a position for which they are qualified.
(Ord. 648, passed 11-9-2020; Ord. 688, passed 9-11-2023)
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