Section
General Provisions
36.001 Discipline and discharge
36.002 Regular holidays
36.003 Management rights
36.004 Uniforms and clothing allowance
Recognitions
36.015 Represented unit
36.016 Probationary period
36.017 Gender
36.018 No strike; no lockout
Union Security
36.030 Duties, fair share, indemnification
36.031 Union Steward
36.032 Union representatives
36.033 Bulletin boards
Terms of Employment and Working Conditions
36.045 Non-discrimination
36.046 Eating area
36.047 Loss of personal property
36.048 Access to personnel files and forms
36.049 Educational benefits
36.050 Wages (use of village vehicles)
36.051 Normal work hours
36.052 Overtime
36.053 Call back
36.054 Hours worked
36.055 Court time
36.056 Shift exchanges
36.057 Compensatory time
36.058 No guarantee
36.059 Group insurance
Seniority
36.070 Definition
36.071 Loss of seniority
36.072 Layoffs and recall
36.073 Seniority list
Grievance Procedure
36.085 Definition
36.086 Grievance steps
36.087 Limitations on authority of arbitrators
36.088 Miscellaneous
36.089 Compensation during grievance procedure
Leaves
36.100 Sick leave
36.101 Personal leave
36.102 Military leave
36.103 Jury duty leave
36.104 Bereavement leave
36.105 Training time
36.106 Vacation use
GENERAL PROVISIONS
(A) Post-probationary employees shall be disciplined and/or discharged for just cause consistent with this agreement. The village agrees that any disciplinary action shall be taken in a timely fashion. However, with respect to the scheduling of suspensions, the Police Chief may consider the availability of other officers to cover the shifts during a disciplinary suspension of an individual officer, and schedule the suspension so as not to impede police operations.
(B) The village agrees with the tenets of progressive and corrective discipline. However, serious infractions of departmental rules and regulations, village ordinances, or state or federal laws may result in more serious discipline up to and including immediate discharge. Once the measure of discipline is determined and imposed, the village shall not increase it for the particular incident of misconduct unless new facts or circumstances become known.
(C) Disciplinary action will include the following:
(1) Oral warning or reprimand;
(2) Written reprimand;
(3) Suspension without pay up to three days;
(4) Suspension without pay for more than three days; and
(5) Suspension pending ultimate discharge.
(D) The village shall comply with the provisions of the state’s Uniform Peace Officers’ Disciplinary Act, being 50 ILCS 725/1 et seq. in conducting any formal investigation as defined in the Act.
(E) Oral warnings or reprimands may not be grieved. However, notice of the oral reprimand will be provided to the union and should further disciplinary action be taken based, in part, on the previous oral reprimand or warning, the union may dispute the just cause for the oral reprimand or warning in the process of grieving another level of disciplinary action taken against that employee. All other forms of discipline may be grieved.
(F) All discipline may be grieved. Any oral reprimand shall be removed from the employee’s record, if, from the date of the last reprimand, 12 months have passed without the employee receiving an additional oral reprimand or other discipline for the same or substantially similar offenses. Written reprimands will remain a part of the officer’s permanent personnel file. However, when an officer has completed two years without any additional written reprimand, previous written reprimands will not be considered for purposes of progressive discipline.
(Ord. 2014-07, passed 5-20-2014)
(A) The following are the recognized holidays for employees:
New Year’s Day | January 1 |
President’s Day | Third Monday in February |
Memorial Day | Last Monday in May |
Independence Day | July 4 |
Labor Day | First Monday in September |
Columbus Day | Second Monday in October |
Veteran’s Day | November 11 |
Thanksgiving | Fourth Thursday in November |
Christmas Day | December 25 |
(B) In order to be eligible for holiday pay, the employee must work his or her scheduled working day immediately preceding and immediately following the holiday, unless the employee’s absence is excused.
(C) All full-time employees shall receive holiday pay. Holiday pay is computed at the employee’s regular straight time hourly rate at eight hours.
(D) If an officer’s shift begins on the holiday, all hours worked in that shift will be paid at time and one-half.
(E) The eight hours shall not be considered hours worked for purposes of calculating overtime.
(F) All holiday pay and any overtime resulting from the holiday hours being considered as hours worked shall be paid in the regular payroll cycle. No holiday hours can be accumulated or exchanged for any other time off of work.
(G) If non-union village employees are granted holidays other than those listed above, those extra holidays shall be granted to members of the bargaining unit.
(H) The result of this chapter is that if a full-time officer begins a regular work shift on the holiday, additional hours worked beyond the regularly scheduled shifts will be paid at time and one-half of regular straight time pay.
(Ord. 2014-07, passed 5-20-2014)
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