ORDINANCE NO. 2023

SECTION ONE: Title 1, Chapter 11, "Personnel Regulations,” Section 11-1-1 “Personnel Manual Adopted:” of the Village Code of the Village of Streamwood, Cook County, Illinois as amended, is hereby further amended by amending Section I, “

6.17 Commuter Benefit Program

Effective January 1, 2024, any employee who works an average of at least thirty-five (35) hours or more per week, and has been employed by the Village for at least 120 days, shall have the option to participate in a pre-tax commuter benefit program, whereby the employee is authorized to defer a portion of wages through a pre-tax payroll deduction to pay for public transit fares, in accordance with the Illinois Transportation Benefits Program Act. An eligible employee who desires to participate in the commuter benefit program shall contact the Finance Director.

SECTION TWO: Title 1, Chapter 11, "Personnel Regulations,” Section 11-1-1 “Personnel Manual Adopted:” of the Village Code of the Village of Streamwood, Cook County, Illinois as amended, is hereby further amended by amending Section II, “Specific Sections,” Article 9.6, “Use of Sick Leave upon Retirement and Over Maximum Accrual” to read as follows:

9.6 Use of Sick Leave upon Retirement and Over Maximum Accrual

Any non-union employee hired before January 1, 2012, except for full-time Police Department personnel promoted to non-union management positions, who elects to retire from Village service with at least eight (8) years of continuous service to the Village and is eligible for, an IMRF, Police or Fire pension will be compensated for six hundred forty (640) hours of his/her accumulated sick leave.

Regular full-time non-union employees hired before January 1, 2012 with a 40 hour work week shall be paid for all sick hours accumulated in excess of nine hundred and sixty (960) hours at the rate of fifty percent (50%) at the end of the year in which said accumulation occurs. This payment shall be used for future health care related costs only. These sick hours shall not be compensated for in any other manner.

Regular full-time non-union Fire Department 24 hour shift employees hired before January 1, 2012 shall be paid for all sick hours accumulated in excess of one thousand eighty (1,080) hours at the rate of fifty percent (50%) at the end of the year in which said accumulation occurs. This payment shall be used for future health care related costs only. These sick hours shall not be compensated for in any other manner. Effective January 1, 2024, any sick hours accrued in excess of one thousand eighty (1,080) hours shall be paid to such employees at the rate of fifty percent (50%). This payment shall be used for future health care related costs only. These sick hours shall not be compensated for in any other manner.

Any non-union employee, hired after January 1, 2012, except for full-time non-union Fire Department 24 hour shift management personnel and full-time Police Department personnel promoted to non-union management positions, who elects to retire from Village service with at least eight (8) years of continuous service to the Village and is eligible for, an IMRF, Police or Fire pension will be compensated for two hundred forty (240) hours of his/her accumulated sick leave.

Any full-time non-union Fire Department 24 hour shift management personnel hired after January 1, 2012, and full-time Police Department personnel promoted to non-union management positions who elect to retire from Village service and is eligible for a Fire or Police pension will be compensated for accumulated sick leave in accordance with the “Fire Sworn” collective bargaining agreement and “Police Sworn” collective bargaining agreements, respectively, in effect at the time of their promotion.

Regular full-time non-union employees, hired after January 1, 2012 with a 40 hour work week, except for full-time non-union Fire Department 24 hour shift management personnel and full-time Police Department personnel promoted to non-union management positions, shall be paid for all sick hours accumulated in excess of two hundred-forty (240) hours at the rate of fifty percent (50%) at the end of the year in which said accumulation occurs. This payment shall be used for future health care related costs only. These sick hours shall not be compensated for in any other manner.

Regular full-time non-union Fire Department 24 hour shift employees and full-time Police Department personnel promoted to non-union management positions, hired after January 1, 2012, shall be paid for all sick hours accumulated in excess of the maximum amount of hours allowed to be accumulated pursuant to the “Sworn Fire” and “Sworn Police” collective bargaining agreements in effect at the time of their promotion, at the rate of fifty percent (50%) at the end of the year in which said accumulation occurs. This payment shall be used for future health care related costs only. These sick hours shall not be compensated for in any other manner.

SECTION THREE: That Title 1, Chapter 11, Section 1-11-1 entitled “Personnel Manual Adopted:” of the Village Code of the Village of Streamwood, Cook County, Illinois as amended is hereby further amended by amending Section II, “Specific Sections,” Article 9.11 “Bereavement Leave” to read as follows:

9.11 Bereavement Leave

9.11.1 The following definitions shall apply:

"Assisted reproduction" means a method of achieving a pregnancy through an artificial insemination or an embryo transfer and includes gamete and embryo donation. "Assisted reproduction" does not include any pregnancy achieved through sexual intercourse.

"Child" means an employee's son or daughter who is a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis.

"Covered family member" means an employee's child, stepchild, spouse, domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent.

Domestic partner", used with respect to an unmarried employee, includes:

(1) the person recognized as the domestic partner of the employee under any domestic partnership or civil union law of a state or political subdivision of a state; or

(2) an unmarried adult person who is in a committed, personal relationship with the employee, who is not a domestic partner as described in paragraph (1) to or in such a relationship with any other person, and who is designated to the employee's employer by such employee as that employee's domestic partner.

9.11-2 Bereavement Leave

(a) All non-union employees shall be entitled to use a maximum of 2 weeks (10 workdays) of bereavement leave, of which five (5) workdays may be leave with pay, at the discretion of the Village Manager to:

(1) attend the funeral or alternative to a funeral of a covered family member;

(2) make arrangements necessitated by the death of the covered family member; or

(3) grieve the death of the covered family member; or child.

(4) be absent from work due to (i) a miscarriage; (ii) an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure; (iii) a failed adoption match or an adoption that is not finalized because it is contested by another party; (iv) a failed surrogacy agreement; (v) a diagnosis that negatively impacts pregnancy or fertility; or (vi) a stillbirth.

(b)Bereavement leave under this Article must be completed within 60 days after the date on which the employee receives notice of the death of the covered family member or the date on which an event listed under paragraph (4) of 9.11-2(a) occurs.

(c) An employee shall provide the employer with at least 48 hours' advance notice of the employee's intention to take bereavement leave, unless providing such notice is not reasonable and practicable.

(d) The Village Manager may require reasonable documentation. Documentation may include a death certificate, a published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or government agency. For leave resulting from an event listed under paragraph (4) of 9.11-2(a), reasonable documentation shall include a form, to be provided by the Department, to be filled out by a health care practitioner who has treated the employee or the employee's spouse or domestic partner, or surrogate, for an event listed under paragraph (4) of 9.11-2(a), or documentation from the adoption or surrogacy organization that the employee worked with related to an event listed under paragraph (4) of 9.11-2(a), certifying that the employee or his or her spouse or domestic partner has experienced an event listed under paragraph (4) of 9.11-2(a).

(e) In the event of the death of more than one covered family member in a 12-month period, an employee is entitled to up to a total of six (6) weeks of bereavement leave during the 12-month period. This Act does not create a right for an employee to take unpaid leave that exceeds the unpaid leave time allowed under, or is in addition to the unpaid leave time permitted by FMLA.

SECTION FOUR: That all ordinances and resolutions or parts thereof in conflict with the provisions of this ordinance are, to the extent of such conflict, expressly repealed.

SECTION FIVE: That this ordinance shall be in full force and effect from and after its passage, approval and publication in pamphlet form as provided by law.

ROLL CALL VOTE: AYES 4

NAYS 0

ABSTENTIONS 0

ABSENT 1

PASSED AND APPROVED this 21st day of December, 2023.

APPROVED:

/s/ Billie D. Roth

VILLAGE PRESIDENT

ATTEST:

/s/ Kittie L. Kopitke

VILLAGE CLERK

Disclaimer: This Code of Ordinances and/or any other documents that appear on this site may not reflect the most current legislation adopted by the Municipality. American Legal Publishing provides these documents for informational purposes only. These documents should not be relied upon as the definitive authority for local legislation. Additionally, the formatting and pagination of the posted documents varies from the formatting and pagination of the official copy. The official printed copy of a Code of Ordinances should be consulted prior to any action being taken. For further information regarding the official version of any of this Code of Ordinances or other documents posted on this site, please contact the Municipality directly or contact American Legal Publishing toll-free at 800-445-5588.

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