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2013-04-01 - Village Board Regular Meeting - Agenda Packet Fifty upp VILLAGE OF Meeting of the Village of Buffalo Grove MUMS BuffaoaGro Blvd 60089-2100 Board of Trustees Phone.847-459-2500 Regular Meeting April 1, 2013 at 7:30 PM 1. Call to Order 2. Pledge of Allegiance 3. Roll Call 4. Approval of Minutes A. Minutes of the March 18, 2013 Village Board Meeting 5. Approval of Warrant A. Presentation and Reading of Warrant#1209 6. Village President's Report A. Proclamation: Day of Congenital Diaphragmatic Hernia Awareness B. Proclamation: Code Enforcement Officer Appreciation Month C. Proclamation: Breathe Deep North Shore Day - April 28, 2013 D. Proclamation: Arbor Day Proclaimed for April 26, 2013 E. Proclamation: Public Work's Week May 19-25, 2013 F. Public Works Director Greg Boysen Retirement 7. Village Manager's Report 8. Special Business A. Buffalo Grove High School Coed Competitive Cheerleading Squad - State Champions B. Public Hearing: Proposed Ordinance for Establishing the Use of Credit Cards as an Acceptable Alternative for the Payment of Water Utility Bills and other Defined Fine and Fee Payments (Trustee Berman) 9. Reports from the Trustees 10. Consent Agenda All items listed on the Consent Agenda, which are available in this room this evening, are considered to be routine by the Village Board and will be enacted by one motion. There will be no separate discussion of these items unless a Board member or citizen so requests, in which event, the item will be removed from the General Order of Business and considered after all other items of business on the Regular Agenda under New Business. (Attached). Consent Agenda: Ordinances and Resolutions Village Board of Trustees-Agenda Page 1 A. Resolution No. 2013-15: A Resolution for the Adoption of Amendments to the Personnel Manual (Trustee Sussman) SUMMARY: The amendments to the personnel manual: A) ensure that the Village fully complies with all applicable Federal and State labor and employment law; B) clarify the policies, practices and procedures currently located within the document; and C) incorporate new human resource related policies, practices and procedures into the existing document. B. Resolution No. 2013-16: Letter of Understanding with Amdur Productions, BG Invitational Fine Art Festival (Trustee Trilling) SUMMARY: Letter of Understanding between the Village and Amdur Productions for coordination of the 2013 and 2014 Buffalo Grove Invitational Fine Art Festival. C. Ordinance No. 2013-18: An Ordinance Establishing the Use of Credit Cards as an Acceptable Alternative for the Payment of Water Utility Bills and Other Defined Fine and Fee Payments (Trustee Berman) SUMMARY: The ordinance allows the Village to accept credit card payments for utility bills or other payments as needed. Consent Agenda: Unfinished Business None. Consent Agenda: New Business D. Award of Contract: Giant Maintenance & Restoration, Inc. for Fire Hydrant Painting (Trustee Stein) SUMMARY: Staff recommends a contract extension, in an amount not to exceed $50,000, to Giant Maintenance & Restoration, Inc. for Fire Hydrant Painting through the Municipal Partnering Initiative program in accordance with the Illinois State Intergovernmental Cooperation Act (5 ILCS 220). E. Authorization to Bid 2013 Street Reconstruction Project (Phase 2) (Trustee Stein) SUMMARY: Staff requests authorization to bid the 2013 Street Reconstruction Project pending final review by the Village Attorney. 11. Ordinances and Resolutions None. 12. Unfinished Business 13. New Business A. Plan Commission Referral: Preliminary Plan for building addition and parking variation in the Office & Research District, 1001 Johnson Drive, (Trustee Stein) 14. Questions from the Audience Village Board of Trustees-Agenda Page 2 Questions from the audience are limited to items that are not on the regular agenda. In accordance with Section 2.02.070 of the Municipal Code, discussion on questions from the audience will be limited to 10 minutes and should be limited to concerns or comments regarding issues that are relevant to Village business. All members of the public addressing the Village Board shall maintain proper decorum and refrain from making disrespectful remarks or comments relating to individuals. Speakers shall use every attempt to not be repetitive of points that have been made by others. The Village Board may refer any matter of public comment to the Village Manager, Village staff or an appropriate agency for review. 15. Executive Session A. Collective Bargaining: Section 2(c)(2) of the Illinois Open Meetings Act 16. Adjournment The Village Board will make every effort to accommodate all items on the agenda by 10:30 p.m. The Board, does, however, reserve the right to defer consideration of matters to another meeting should the discussion run past 10:30 p.m. The Village of Buffalo Grove, in compliance with the Americans with Disabilities Act, requests that persons with disabilities, who require certain accommodations to allow them to observe and/or participate in this meeting or have questions about the accessibility of the meeting or facilities, contact the ADA Coordinator at 459-2525 to allow the Village to make reasonable accommodations for those persons. Village Board of Trustees-Agenda Page 3 Meeting of the Village of Buffalo Grove Fifty Raupp Blvd � Buffalo Grove, I L 60089-2100 Board of Trustees Phone:847-459-2500 Regular Meeting April 1, 2013 at 7:30 PM 1. Call to Order 2. Pledge of Allegiance 3. Roll Call 4. Approval of Minutes A. Minutes of the March 18, 2013 Village Board Meeting [GO TO] 5. Approval of Warrant A. Presentation and Reading of Warrant#1209 [GO TO] 6. Village President's Report A. Proclamation: Day of Congenital Diaphragmatic Hernia Awareness [GO TO] B. Proclamation: Code Enforcement Officer Appreciation Month [GO TO] C. Proclamation: Breathe Deep North Shore Day-April 28, 2013 [GO TO] D. Proclamation: Arbor Day Proclaimed for April 26, 2013 [GO TO] E. Proclamation: Public Work's Week May 19-25, 2013 [GO TO] F. Public Works Director Greg Boysen Retirement [GO TO] 7. Village Manager's Report 8. Special Business A. Buffalo Grove High School Coed Competitive Cheerleading Squad -State Champions [GO TO] B. Public Hearing: Proposed Ordinance for Establishing the Use of Credit Cards as an Acceptable Alternative for the Payment of Water Utility Bills and other Defined Fine and Fee Payments (Trustee Berman) [GO TO] 9. Reports from the Trustees 10. Consent Agenda All items listed on the Consent Agenda, which are available in this room this evening, are considered to be routine by the Village Board and will be enacted by one motion. There will be no separate discussion of these items unless a Board member or citizen so requests, in which event, the item will be removed from the General Order of Business and considered after all other items of business on the Regular Agenda under New Business. Consent Agenda: Ordinances and Resolutions A. Resolution No. 2013-15: A Resolution for the Adoption of Amendments to the Personnel Manual (Trustee Sussman) SUMMARY: The amendments to the personnel manual: A)ensure that the Village fully complies with all applicable Federal and State labor and employment law; B) clarify the policies, practices and procedures currently located within the document; and C) incorporate new human resource related policies, practices and procedures into the existing document. [GO TO] B. Resolution No. 2013-16: Letter of Understanding with Amdur Productions, BG Invitational Fine Art Festival (Trustee Trilling) SUMMARY: Letter of Understanding between the Village and Amdur Productions for coordination of the 2013 and 2014 Buffalo Grove Invitational Fine Art Festival. [GO TO] C. Ordinance No. 2013-18: An Ordinance Establishing the Use of Credit Cards as an Acceptable Alternative for the Payment of Water Utility Bills and Other Defined Fine and Fee Payments (Trustee Berman) SUMMARY: The ordinance allows the Village to accept credit card payments for utility bills or other payments as needed. [GO TO] Consent Agenda: Unfinished Business Consent Agenda: New Business D. Award of Contract: Giant Maintenance & Restoration, Inc. for Fire Hydrant Painting (Trustee Stein) SUMMARY: Staff recommends a contract extension, in an amount not to exceed $50,000, to Giant Maintenance & Restoration, Inc. for Fire Hydrant Painting through the Municipal Partnering Initiative program in accordance with the Illinois State Intergovernmental Cooperation Act (5 ILCS 220). [GO TO] E. Authorization to Bid 2013 Street Reconstruction Project (Phase 2) (Trustee Stein) SUMMARY: Staff requests authorization to bid the 2013 Street Reconstruction Project pending final review by the Village Attorney. [GO TO] 11. Ordinances and Resolutions 12. Unfinished Business 13. New Business A. Plan Commission Referral: Preliminary Plan for building addition and parking variation in the Office & Research District, 1001 Johnson Drive, (Trustee Stein) [GO TO] 14. Questions from the Audience Questions from the audience are limited to items that are not on the regular agenda. In accordance with Section 2.02.070 of the Municipal Code, discussion on questions from the audience will be limited to 10 minutes and should be limited to concerns or comments regarding issues that are relevant to Village business. All members of the public addressing the Village Board shall maintain proper decorum and refrain from making disrespectful remarks or comments relating to individuals. Speakers shall use every attempt to not be repetitive of points that have been made by others. The Village Board may refer any matter of public comment to the Village Manager, Village staff or an appropriate agency for review. 15. Executive Session A. Collective Bargaining: Section 2(c)(2)of the Illinois Open Meetings Act 16. Adjournment The Village Board will make every effort to accommodate all items on the agenda by 10:30 p.m. The Board, does, however, reserve the right to defer consideration of matters to another meeting should the discussion run past 10:30 p.m. The Village of Buffalo Grove,in compliance with the Americans with Disabilities Act,requests that persons with disabilities, who require certain accommodations to allow them to observe and/or participate in this meeting or have questions about the accessibility of the meeting or facilities, contact the ADA Coordinator at 459-2525 to allow the Village to make reasonable accommodations for those persons. Minutes of the March 18, 2013 Village Board Meeting 4-A Overview Approval is recommended. Attachments M031813.pdf Trustee Liaison Staff Contact Clerk Sirabian Carol A Lieber,Finance&GS ....M.on.da...........A.......pri.1....1.......2.0.1..3..............................................................................................................................A.............pprova.L..of...M..n.utes...._...Ite.m.......4._A........................................................................................................... Y, 12727 03/18/2013 MINUTES OF THE REGULAR MEETING OF THE VILLAGE BOARD OF THE VILLAGE OF BUFFALO GROVE HELD IN THE COUNCIL CHAMBERS,50 RAUPP BOULEVARD,BUFFALO GROVE,ILLINOIS ON MONDAY,MARCH 18,2013 CALL TO ORDER President Braiman called the meeting to order at 7:30 P.M. Those present stood and pledged allegiance to the Flag. ROLL CALL Roll call indicated the following present: President Braiman;Trustees Trilling, Sussman,Terson, Stein and Ottenheimer. Trustee Berman was absent. Also present were: Dane Bragg,Village Manager; William Raysa,Village Attorney;Jeff Stein,Assistant Village Attorney; Jennifer Maltas,Deputy Village Manager; Scott Anderson,Director of Finance; Art Malinowski,Director of Human Resources; Robert Pfeil,Village Planner; Gregory Boysen,Director of Public Works; Rick Kuhl,Deputy Director of Public Works; Mike Skibbe,Civil Engineer;Brian Sheehan,Deputy Building Commissioner— Operations; Carol Berman,Deputy Building Commissioner—Administration; Brett Robinson,Purchasing Manager; and Police Chief Balinski. APPROVAL OF MINUTES Moved by Ottenheimer,seconded by Stein,to approve the minutes of the March 4,2013 Regular Meeting. Upon roll,Trustees voted as follows: AYES: 5—Trilling, Sussman,Terson, Stein,Ottenheimer NAYS: 0—None ABSTAIN: 1 —Berman Motion declared carried. WARRANT#1208 Mr.Anderson read Warrant#1208. Moved by Stein,seconded by Ottenheimer,to approve Warrant#1208 in the amount of$1,270,052.83,authorizing payment of bills listed. Upon roll,Trustees voted as follows: AYES: 5—Trilling, Sussman,Terson,Stein,Ottenheimer NAYS: 0—None ABSTAIN: 1 —Berman Motion declared carried. VILLAGE PRESIDENT'S REPORT President Braiman read a Proclamation recognizing Police Chief Balinski for his years of service to the Village of Buffalo Grove from 1976 through 2013. Chief Balinski made remarks noting how proud and honored he is to have been a member of the Buffalo Grove Police Department and the Buffalo Grove community. The Chief thanked his family,the Village Board,Village employees and the community for the opportunity that he was given to serve them. The Chief was then heartily congratulated by the audience and the Board. President Braiman congratulated the Stevenson Boys Basketball team on their second place finish at the IHSA State finals this past weekend. 12728 03/18/2013 VILLAGE MANAGER'S REPORT Jeff Weiss of the Buffalo Grove Environmental Action Team made a presentation describing the accomplishments and current plans of the Buffalo Grove Environmental Action Team. Debi Moritz,also a member of the EAT,reported on the Green Fair and other activities coordinated by the EAT. Brett Robinson gave a presentation highlighting the 2013 Environmental Plan. Mr.Bragg reviewed the staff recommendation for Mailbox Damage Reimbursement,details of which are contained in the Village Board Meeting Agenda Item Overview prepared by Mr.Kuhl. If the Board concurs,this will be handled administratively. There was no Board objection to the proposed policy. Mr.Bragg noted the submittal and posting to the website and the e-library of the Monthly Management Report for February,2013;there were no questions on the report. TRUSTEE REPORTS The Village Clerk reminded residents to vote in the April 9,2013 Consolidated Election. CONSENT AGENDA President Braiman explained the Consent Agenda,stating that any member of the audience or the Board could request that an item be removed for full discussion. The Village Clerk read a brief synopsis of each of the items on the Consent Agenda. Ordinance#2013-15—Liquor Controls Motion to pass Ordinance#2013-15,amending Section 5.20 Liquor Controls. Ordinance#2013-16—Sisn Review Motion to pass Ordinance#2013-16,amending the Village Appearance Plan concerning review of signs. Resolution#2013-13-Geographic Information Svstems Motion to pass Resolution#2013-13,approving an Agreement for Access to Geographic Information Systems. Resolution#2013-14-Bordeax Court Bike Path Motion to pass Resolution#2013-14,approving a Certification Statement for the Bordeax Court Bike Path Rehabilitation Grant Application through the Illinois Department of Natural Resources Project Recreational Trails Program. Buckv's Express Motion to approve Development Improvement Agreement and Plat of Easement for Bucky's Express. Bulk Rock Salt Motion to authorize participation in the Joint Purchasing of Bulk Rock Salt. It was requested that Item 10.A.be removed from the Consent Agenda. 12729 03/18/2013 Moved by Ottenheimer,seconded by Terson,to approve the Consent Agenda,minus Item 10.A. AYES: 5—Trilling, Sussman,Terson,Stein,Ottenheimer NAYS: 0—None ABSENT: 1 —Berman Motion declared carried. 2013 CRACK SEALING PROGRAM Moved by Stein,seconded by Sussman,to award bid for 2013 Crack Sealing Program,as detailed in Board packets. Mr.Bragg reviewed the proposal,details of which are contained in the Village Board Meeting Agenda Item Overview prepared by Mr.Robinson. Upon roll call,Trustees voted as follows on the motion: AYES: 5—Trilling, Sussman,Terson,Stein,Ottenheimer NAYS: 0—None ABSENT: 1 —Berman Motion declared carried. 2013 TREE REPLACEMENTS Moved by Stein,seconded by Ottenheimer,to award bid for 2013 Tree Replacements. Mr.Bragg reviewed the proposal,details of which are contained in the Village Board Meeting Agenda Item Overview prepared by Mr.Robinson Upon roll call,Trustees voted as follows on the motion: AYES: 5—Trilling, Sussman,Terson, Stein,Ottenheimer NAYS: 0—None ABSENT: 1 —Berman Motion declared carried. 354-362 LEXINGTON DRIVE Moved by Sussman,seconded by Terson,to refer a Special Use for a Child Care Facility in the Industrial District, 354-362 Lexington Drive,to the Plan Commission for review. Frank Schwab,representing FSGB LLC and owner of the property,made a presentation to the Board,details of which are contained in the Village Board Meeting Agenda Item Overview prepared by Mr.Pfeil. Trustee Trilling voiced concerns with regard to the ability of the largest fire truck to navigate the area;he would also like to see some sort of a barrier at the play area to prevent cars from accidentally entering the play area;he would like the Fire Department to review the emergency exiting . Trustee Trilling would like the Plan Commission to pay particular attention to these issues. Mr. Schwab stated that the property is highly sloped in the back,and they plan to place concrete-filled steel columns to protect the play area. The children will be going directly from the building into the play area. President Braiman also asked that the Plan Commission closely review the parking to be sure that it is adequate. 12730 03/18/2013 Upon roll call,Trustees voted as follows on the motion: AYES: 5—Trilling, Sussman,Terson,Stein,Ottenheimer NAYS: 0—None ABSENT: 1 —Berman Motion declared carried. ORDINANCE#2013-17—LIQUOR CONTROLS Mr.Raysa stated that counsel has met with staff,and has suggested an amendment to change the class G. 1.to allow for four(4)special event licenses per year,rather than just twice per year. Jeff Stein reviewed the different classifications. Moved by Ottenheimer,seconded by Sussman,to pass Ordinance#2013-17,amending 5.20 Liquor Controls. Upon roll call,Trustees voted as follows: AYES: 5—Trilling, Sussman,Terson,Stein,Ottenheimer NAYS: 0—None ABSENT: 1 —Berman Motion declared carried. QUESTIONS FROM THE AUDIENCE President Braiman reviewed the parameters to be followed by speakers,and asked if there were any questions from the audience on items not on tonight's agenda. ADJOURNMENT Moved by Ottenheimer,seconded by Trilling,to adjourn the meeting. Upon roll call,Trustees voted as follows: AYES: 5—Trilling, Sussman,Terson, Stein,Ottenheimer NAYS: 0—None ABSENT: 1 —Berman Motion declared carried. The meeting was adjourned at 8:20 P.M. Janet M. Sirabian,Village Clerk APPROVED BY ME THIS lst DAY OF April 2013 Village President Presentation and Reading of Warrant#1209 5-A Overview Approval is recommended. Attachments Warrant#1209.pdf W#1209.pdf(Appendix) Trustee Liaison Staff Contact Scott D Anderson,Finance&GS ....M.o�n.d�a...........A.......pri.1....1.......2.0.1..3..............................................................................................................................A.............pprova.L..of..Wa�rra�nt..._...Ite.m....�...�._�........................................................................................................... Y, VILLAGE OF BUFFALO GROVE WARRANT #1209 1-Apr-13 General Fund: 204,585.12 Illinois Municipal Retirement Fund: 0.00 Parking Lot Fund: 90.00 Motor Fuel Tax Fund: 38,655.11 School & Park Donations 0.00 Capital Projects-Facilities: 59,940.77 Capital Projects-Streets: 0.00 Health Insurance Fund: 0.00 Facilities Development Debt Service Fund: 749.99 Police Pension Fund: 0.00 Fire Pension Fund: 0.00 Retiree Health Savings: 0.00 Water Fund: 185,179.03 Buffalo Grove Golf Fund: 21,693.21 Arboretum Golf Fund: 26,517.62 Refuse Service Fund: 70,281.67 Retiree Health Savings (RHS) Fund: 21,435.53 PAYROLL PERIOD ENDING 3/24/2013 853,017.54 853,017.54 TOTAL WARRANT #1209 1,482,145.59 APPROVED FOR PAYMENT BY THE PRESIDENT AND BOARD OF TRUSTEES OF THE VILLAGE OF BUFFALO GROVE, ILLINOIS Village Clerk Village President See appendix: Appendix001 - W#1209.pdf Proclamation: Day of Congenital Diaphragmatic Hernia 6-A Awareness Overview CDH is a birth defect that affects one in every 2,500 births or 1,600 per year in the US. Over 50,000 children are diagnosed with CDH every year around the world. CDH occurs when the diaphragm fails to form properly when the baby is still in the womb. Unfortunately,there is no known cause, only the symptoms can be treated, and there is a 50%survival rate. Attachments Trustee Liaison Staff Contact Leisa M Niemotka, Monday,April 1, 2013 Village Presidents Report-Item : 6-A yn l 4 aftuptt�_ Aprilon. 0( ti Congenital Diaphragmatic Hernia Awareness Day WHEREAS, one in every 2,500 pregnancies are diagnosed with a congenital diaphragmatic hernia (CDH) and 1,600 babies are born with CDH every year in the United States; and WHEREAS, since 2000, it is estimated that over 70.0,000 babies have been born with CDH, but only 50 percent of those babies survived; and WHEREAS, CDH is as common as spina bifida and cystic fibrosis yet very few people are aware of it; and WHEREAS, those with CDH often endure multiple surgeries and possible medical complication beyond their diagnosis that include heart defects, pulmonary complications, gastric and intestinal problems, developmental delays, and may require respiratory and medicinal support for years; and SERA , raising awareness of this congenital defect will help bring about acceptance and support for those suffering with it and will help advocate for urgently needed medical research and advances; NOW THEREFORE, I, Jeffrey Braiman, President of the Village of Buffalo Grove, proclaim April 19, 2013 the day of Congenital Diaphragmatic Hernia Awareness. PROCLAIMED this " day of April, 2013. Vr1Iage Clerk ____._3f111:s, j President ..�.�._..._..� �.._..�. Proclamation: Code Enforcement Officer Appreciation 6-B Month Overview The Illinois Association of Code Enforcement(IACE) is celebrating the 20th Anniversary of the organization and "20 years of Success, Safety and Service" in the State of Illinois. The organization promotes education, training and certification to enforcement officials to ensure proper administration and enforcement of the building related codes. They have selected the month of April to recognize the achievement of Code Enforcement Officers. Attachments Proclamation-Code Enforcement Officer Appreciation Month 2013.PDF Trustee Liaison Staff Contact Carol C Berman, Monday,April 1, 2013 Village Presidents Report-Item : 6-13 >1➢rP 12 yq��wa��Ayp mmluu!ukuXilNim'.numiBUMRmlohunhul4iifolu'Jf�NVnnNV,&119gu11!Po'HiVih11aF4hNWauoloaNlVaomPluwlo�IJ�nuNurll!YnII 'pp"'"'Wlgl P;ti?XY�uYR>ryYEMft�f4YA4�!M1igluV4fPMt�@Vb'IN400.V9P6f01Cn?M1➢fIVu4SIUGMbuuJ1�i�iJ411f;�IWliY'�ItUACfilSlq%VY4mVf9�'NIbYI� P mmwwwwmmmm�wwumrmmmuumuuummrmrrcw,umlmommntmu�e��l!r,�imimiAmORnr•I 'r ""`'�rcn>p„ ..) a�awv�mimilr�um�Iwl�wu, rvsl�mmuuumuuumuwiwwuuuoiomouoummu�m�wwwuuwuwKwwmrmnmmwwwwurvnwmm ��n1 fl V f i m F SN n �m0 iWNi��N•. gVXIVi;�I(�'�rdttJ�/�P1h�iN�IYINYffIAliYfkam\0.4\WNNI;dtl411�I1IiI�ifVOWIIINNJ%Jdin'AM1INNp194Itl010.N11MV11va,4pl�np,Wllpml�IWfP�NUpgP gNIdYC`.4`\9Y1V1N$1NI7!�GUrfft�tdf4�/�VP�"�l1YyMN1Y/Tflfl9i(INIPoTWnN�[6'M1N11Nd0@1'fIW1U4IIXi69AYtlM'u'n4�OJdlltll ._,.,�°�"� WHEREAS, Code Enforcement Officers provide for the safety, health, and welfare of the citizens in the communities throughout the State of Illinois through the enforcement of local codes or ordinances dealing with various issues of building, zoning, housing, anii-nal control, environmental, health, and life safety; and WHEREAS, Code Enforce:rrnent Officers often have a challenging and demanding role and often do not receive recognition for the job that they do in improving living and working conditions for residents and businesses of local communities; and WHEREAS,The role of many Code Enforcement Officers has expanded in recent years with the increased number of foreclosed and abandoned homes in communities impacted economically; and WHEREAS, Cade Enforcement Officers are dedicated, highly-qualified professionals who share the goals of preventing neighborhood deterioration, enhancing and ensuring safety, and preserving property values through knowledge and application of housing, zoning, and nuisance codes and ordinances; and WHEREAS, Code Enforcement Officers often have a highly-visible role in the communities they serve and regularly interact with a variety of state, county, first responder, and legislative boards, commissions, agencies,and bodies witillin the capacity of their role in the community;and WHEREAS, Cone Enforcement Officers are called upon to provide quality customer service and excellence to the residents and businesses of the communities in which they serve; and WHEREAS, the Illinois .Association of Cade Enforcement wants to recognize and honor Code Enforcement Officers and Professionals all across the State of Illinois and bring awareness to the Importance of Code Enforcement to the communities of the State of Illinois; and WHEREAS, the'lilinbis Association of Code Enforcement was established in 1993 for the purpose of providing ur oing training and support for Code Enforcement professionals working; in the State of Illinois; and WHEREAS, the Illinois Assoc;at;bn of Code Enforcernnent is celebrating the 201h Anniversary of the Organization and ".0 years o'i Success, Safety; and Service" in the State of Illinois throughout the year 2013; and WHEREAS, Pat Quinn, Governor of the State of Illinois has signed a proclamation recognizing the month of April 2013 as NATIONAL CODE ENFORCEMENT OFFICER MONTH in the State of Illinois; and THEREFORE, I, Jeffreu Braiman, President of the Village of Buffalo Grove do hereby proclaim April 2013 as CODE ENFORCEMENT OFFICER APPRECIATION MONTH in the Village of Buffalo Grove and encourage ali citizens of the Village of Buffalo Grove to join in recognizing and expressing their ap rr?ciation for the declic'ation and service provided by the individuals who serve as our Code Enforcement Officers. .. ,.x..., ... . Proclamation: Breathe Deep North Shore Day -April 28, 6-C 2013 Overview Breathe Deep North Shore will be held on Sunday,April 28th at Deerfield High School. This 5K fun-run, one mile walk and balloon launch provides community for those who support the LUNGevity Foundation and the fight against lung cancer. It gives those affected by the disease a place to share,hope and heal, as it raises awareness and funds for critical research. Last year,the inaugural event far exceeded expectations with over 1,300 participants and$140,000 raised. LUNGevity is a charity firmly rooted in the north shore community and is resolved to provide the energy and resources that are critical to changing the course of lung cancer. Attachments Breathe Deep Day N Sh.pdf Trustee Liaison Staff Contact Susan L Levy, Monday,April 1, 2013 Village Presidents Report-Item : 6-C 7 � s BREATHEENORTH April 28, 2013 WHEREAS, lung cancer is the leading causo of cancer death in both men and women claiming approximately 160,000 lives each year. including 6,500 in Illinois, and can afflict anyone, regardless of smoking history, gender or ethnicity, and WHEREAS, hung cancer has only a 16% five-year survival rate and funding for lung cancer research lags far behind that of other less fatal diseases; and WHEREAS, the LI TNGevity Foundation, the nation's largest lung cancer-focused nonprofit organization, has a mission to have a meaningful impact on improving lung cancer survival rates, ensure a higher quality of life for lung cancer patients, and provide a community for those; impacted by lung cancer; said WHERF,AS, Breathe Deep North Shore will honor the memories of LUNGevity founders, Melissa Zagon and Gayle Levy, as well as Elyse Bernstein Keefe and others in the community who lost their lives to lung cancer by holding a 5K fun ran, 1-mile walk, and balloon launch to raise awareness and funds for lung cancer research and also to pay tribute to Jill Feldman and others who are courageously fighting lung cancer; and WHEREAS. the Village of Buffalo Grove demonstrates its commitment by making lung cancer a public health priority, in supporting advocacy work on behalf of lung cancer patients and all those at risk for the disease, and by offering support for all those in our community devastated by lung cancer; NOW, THEREFORE, I, JEFFREY BRAIMAN, Village President of Buffalo Grove, do hereby support Breathe Deep North Shore Day and urge citizens to recognize and participate in the event to be held on April 28, 20U at Deerfield High School. PROCLAIMED this Ist day of April, 2013. �..._ ,Iris . ,, GI,rk.n.. ,raga r='residei7t Proclamation: Arbor Day Proclaimed for April 26, 2013 6-D Overview Attached is a Proclamation proclaiming Friday, April 26, 2013 Arbor Day in Buffalo Grove. Traditionally the last Friday in April has been designated as Arbor Day in Illinois. The Proclamation is one of four criteria to qualify for the Tree City U.S.A. Award. Attachments 2013 Proclamarion.pdf Trustee Liaison Staff Contact Monday,April 1, 2013 Village Presidents Report-Item : 6-1) T rM P .ter r prpr o um n�° a uat NFILLACT OF BUFFALO GROVE Oc r WHEREAS, in 1872 J. Sterling Morton proposed to the Nebraska Board of Agriculture d that a special day be set aside for the planting of trees, and. WHEREAS, this day, called Arbor Day, was First observed with the planting of more than one million trees in Nebraska, and Arbor Day is now observed throughout the nation and the world, and WHEREAS, trees reduce the erosion of precious topsoil by wind and water, reduce heating and cooling costs, moderate the temperature, clean the air,produce oxygen and provide habitat for wildlife, and. T,M,E,R'EA S, trees are a renewable resource giving us paper, wood for our homes, duel for our fires and countless other wood products, and WHEREAS, trees beautify and enhance the economic vitality of our,community, and WHEREAS, trees, wherever they are planted, are a source of joy and spiritual renewal, and TEHE'REAS", the Village of Buffalo (grove has been recognized as a Tree City USA by the National Arbor Day Foundation and desires to continue the maintenance of our village urban forest; NOW, THEREFORE, BE IT KNOWN THAT I JEFFREY BRAIMAI' , PRESIDENT OF THE VILLAGE OF BUFFALO GROVE ALONG WITH THE BOARD OF TRUSTEES, do hereby proclaim.April 26, 2013 Arbor Day in the Village of Buffalo Grove, and call upon all citizens and civic organizations to support efforts to protect our trees and woodlands and to support our Village Urban Forestry Program, DATED THIS 1"t HAY OF APRIL 2013. 8, V.' IIIIIII �I d � ly lYl 1 I �I I Y � I � II du,��nn isr� n - illl i k. �. A xw } , ...... . .,,..,,. 0',k I r Proclamation: Public Work's Week May 19-25, 2013 6-E Overview The Proclamation recognizes the week of May 19 thru May 25, 2013 as National Public Works Week in the Village of Buffalo Grove. Attachments 2013 National PW Week Proclamation.pdf Trustee Liaison Staff Contact Monday,April 1, 2013 Village Presidents Report-Item : 6-E �w4Ww iwwwwwuumi t ' wE'"".".- u 1 It tff � v w w:. WHEREAS, public works services provided in our community are an integral paid: of our residents' everyday lives; and, WHEREAS, the support of an informed and understanding citizenry is vital to the I efficient operation of public works systems, and programs such as water, sewer, streets, public buildings, and snowy removal; and, WHEREAS, the health, safety and comfort of this community greatly depends on these facilities and services, and, WHEREAS,the duality and effectiveness of these facilities, as well as their planning, design, and construction are vitally dependent upon the efforts and skills of public works personnel; and, WHEREAS, the efficiency of the qualified and dedicated personnel who staff"public works departments is materially influenced by the peoples attitude and understanding of the importance of the work they perform; NOW, THEREFORE, BE IT KNOWN, THAT I JEFFREY BRAIIVIAN, PRESIDENT OF THE VILLAGE OF BUFFALO GROVE AND THE BOARD OF TRUSTEES, do hereby proclaim May 1 -25, 2013 as NATIONAL PUBLIC' WORKS WEEK in the Village of Buffalo Grove, and call upon all residents and civic organizations to acquaint themselves with the issues involved in providing our public works services and to recognize the: contributions which public works personnel make everyday to insure our health, safety, comfort and duality of life, DATED 'THIS Is( DAY OF April,2013. I i Village c/erk age F`n-,,,sident I ,M I hI�I r I ' p . u .a Public Works Director Greg Boysen Retirement 6-F Overview A Proclamation commending Public Works Director Greg Boysen for service to the Village of Buffalo Grove, 1978-2013. Attachments Boysen retirement.pdf Trustee Liaison Staff Contact Dane C Bragg, Monday,April 1, 2013 Village Presidents Report-Item : 6-F 3 —B, 1'Y.; - 1..,() a' J A'A.0 4 ,mod at COMMENDING DIRECTOR OF PUBLIC WORKS GREGORY P. BOYSEN FOR SERVICE TO THE VILLAGE OF BUFFALO GROVE, 197 - 2013 WHEREAS, Gregory P. Boysen began his career with the Buffalo Grove public Works Department as the Village Engineer on February 21, 1978: and WHEREAS, Gregory P. Boysen was promoted to Director of Public Works on August 28, 1979; and WHEREAS, during his tenure Gregory P. Boysen significantly contributed to the growth and development of the Village which involved the growth in population from approximately 20,600 residents and an area of approximately 4.5 square miles to the `Tillage's peals: population of 43,000 residents and 9.25 square miles; and WHEREAS, Gregory P. Boysen oversaw numerous major transportation improvements, municipal building improvements and construction, as well as the conversion from well to Lake Michigan as the villa�g.e's water source; and WHEREAS, under his direction, the Buffalo Grove Public Works Department was recognized by the National American Public Works. Association as the 1 c5a' accredited Public Works agency in the USA and Canada; and WHEREAS_ Gregory P. Boysen served in leadership positions with a variety of public works organizations throughout the area and state; and WHEREAS, Gregory P. Boysen has served the Department, Village, and State with integrity, character and professionalism for 35 years. NOW THEREFORE, BE IT RESOLVED by the President and Board of Trustees of the Village of Buffalo Grove that our best wishes go to Gregory P. Boysen on his retirement effective April 1, 2013. �. �o_w��Vill,:::;E-; r:r'erk�_.�a_� �lrll�a:; Fr.t;:,1dori_____�__�_.._� ___..m Buffalo Grove High School Coed Competitive Cheerleading 8-A Squad - State Champions Overview Buffalo Grove High School Coed Cheerleading Team are the 2013 IHSA Competitive Cheerleading State Champions. The team is made up of: Jenny Cysewski Captain Dan Kabakov Member Christina Dreffein Captain Alexis Marsh Member Jaclyn Zimgibl Captain Faviola Mendoza Member Jeff Siegal Head Coach Monica Misch Member Matt Meyer Coach Rachel Nehring Member Steve Nolte Coach Abby Norman Member Erin O'Donnell Coach Charles Nowak Member Stephanie Pehr Coach Rachel Picciola Member Becky Serra Coach Brynn Rapp Member Lauren Castleman Member Dar Reinhard Member Megan Coan Member Sarah Ricciardi Member Brian Fuertes Member Kailee Tasca Member Joseph Gonzalez Member Samantha Theodore Member Brandon Gooden Member Amy Walter Member Lauren Hintzman Member Justine Zirngibl Member Caleb Jones Member Antonio Zmam Member Attachments Trustee Liaison Staff Contact Susan L Levy,Office of Village Manager ....M.on.da...........A.......pri.1....1.......2.0.1..3..............................................................................................................................S.......peC1a.l...B.us.'.Hess...._...Ite.m........8._A......................................................................................................................... Y, " Public Hearing: Proposed Ordinance for Establishing the Use of Credit Cards as an Acceptable Alternative for the 8-B Payment of Water Utility Bills and other Defined Fine and Fee Payments .................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Recommendation of Action Staff recommends the Village Board hold a public hearing on whether the Village should allow credit card payments. Overview The Corporate Authorities of the Village of Buffalo Grove are required under 50 ILCS 345/1 et seq.to conduct a public hearing regarding whether of credit card payments for the types of authorized obligations specified in the public notice is in the best interests of the citizens and governmental administration of the Village. Attachments NWS Credit card agenda.pdf Trustee Liaison Staff Contact Trustee Berman Scott D Anderson, ....M.on.da...........A.......pri.1....1.......2.0.1..3..............................................................................................................................S.......peC1a.l...B.us.'.Hess...._...Ite.m........8._B.......................................................................................................................... Y, V11,11LAS�E O BUIFIFALO GROVE DATE: March 26, 2013 TO: Dane Bragg,Village Manager FROM: Scott Anderson, Finance Director RE: Credit Card Processing— Utility Billing Recommendation: Staff is requesting the approval of an ordinance the will allow the acceptance of credit card payments for utility bills and other defined payments. A public hearing is required prior to the approval of this ordinance. Notice of the public hearing was provided on March 22, 2013 in the Daily Herald. Background: Over the last few months, IT and Finance staff have been working to build the infrastructure and design the web site interface to begin accepting on-line credit card payments for water bills. Once the web site interface is activated (able to be viewed), customers will be able to access their account to receive up-to-date account information. Through the secure site customers can view billing history, payment activity, and consumption summaries. Additional features will include; • Payment History—view both applied and pending payments and current billing information • Account Information—displays current balance, last payment made, account status (active or inactive) and current billing information • Consumption Information-consumption history can be displayed by billing period or in graph form. Current meter reading and average daily usage is also displayed. • Billing History- view past bills including bill date, due date, balance forward, payments and adjustments, and current charge. Past bills can be viewed and printed. The option to offer credit card payments was discussed with the Village Board during the February 25, 2013 Committee of the Whole Meeting. At that point it was determined that a convenience fee would be passed on to the customer. In order to simplify the charge, staff is recommending a flat $2.00 per transaction. This amount represents just under a 2 percent fee applied against the average residential water bill. The transaction fee will be reviewed, at a minimum, annually to determine adequacy of the expense recapture. The ability to charge convenience fees or surcharges is governed by 50 ILCS 345/25 -Payment of fees by cardholders - which states that villages may impose a convenience fee or surcharge upon a cardholder making payment by credit card or debit card in an amount to wholly or partially offset, but in no event exceed, the amount of any discount or processing fee incurred by the local governmental entity. The Village will be using International Payment Solutions, LLC to process payments made through the New World System ePayment Suite. International Payment Solutions, LLC is used by other New World System Customers, which results in reduced programming costs. The Buffalo Grove Park District also uses International Payment Solutions, LLC. Page 1 of 2 Staff believes that the majority of customers will continue to pay via check (or e-check) or send to the Village's lock box for payment processing. The Village will not allow for repetitive or automatic payments, via credit card. The ability to set up that service may sway customers to charge to earn points or miles on a card. Staff will continue to promote the direct debit option (EZPay) as it is the easiest and most cost effective means of collecting payment.The use of credit cards will be more of a factor for those with delinquent balances or may have trouble with the higher summer billings. Marketing for the ePayment system will begin immediately after the payment infrastructure is complete and tested for security. Page 2 of 2 Resolution No. 2013-15: A Resolution for the Adoption of 10-A Amendments to the Personnel Manual .................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Recommendation of Action Staff recommends approval. Overview The process of revising the Personnel Manual("Manual")for Village employees was undertaken in recognition that a comprehensive review of the Manual had not been conducted for several years. It is important to note that incremental changes have been made to the Manual over the years and that human resource related practices and procedures have been modified, as required,to assure that the Village's system remained up-to-date and was legally compliant. This most recent review of the Manual sought to incorporate recent changes in Federal and State labor and employment law into the document, as well as address current human resources practices. Jill O'Brien, employment law counsel from Laner Muchin and Village Staff have reviewed the document on several occasions. Their recommendations on both current and proposed language have been incorporated into the attached document. The proposed amendments to the Manual are intended to: A) ensure that the Village fully complies with all applicable Federal and State labor and employment law; B) clarify the policies, practices and procedures currently located within the document; and C) incorporate new human resource related policies, practices and procedures into the existing document. Although staff seeks Board approval of the attached Resolution adopting the entire Manual as part of the Regular Board meeting of April 1, 2013,the amendments to the Manual will not become effective until May 1, 2013 which will allow staff adequate time to distribute the amended Manual to all staff, as well as educate employees where appropriate. Attachments 2013 Personnel Manual Resolution 04 01 2013.pdf 2013 Village of Buffalo Grove Personnel Manual 04 012013 (redlined) l.pdf(Appendix) Trustee Liaison Staff Contact Trustee Sussman .................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Monday,April 1, 2013 Consent Agenda: Ordinances and Resolutions - Item 10-A RESOLUTION NO.2013- RESOLUTION FOR THE ADOPTION OF AMENDMENTS TO THE PERSONNEL MANUAL WHEREAS, on June 18, 1984 the Buffalo Grove Board of Trustees adopted personnel policies and procedures by Resolution No. 84-43 and amended same in 1988, 1990, 1993, 1994, 1996, 1998, 2000, 2001; 2003, 2005, 2006, 2007, 2009,201 land 2012; and, WHEREAS, in order to reflect current trends in human resources administration, occasional amendments to the Personnel Manual are necessary; and, NOW, THEREFORE, BE IT RESOLVED BY THE PRESIDENT AND BOARD OF TRUSTEES of the Village of Buffalo Grove, Cook and Lake Counties, Illinois that the changes to the Personnel Rules that are contained in Exhibit A attached hereto are adopted by the Village of Buffalo Grove amending the personnel policies and procedures adopted by Resolution No. 84-43; and, BE IT FURTHER RESOLVED that the amendments hereto referenced shall be in full force effective May 1, 2013. AYES: NAYES: ABSENT: Approved , 2013 Passed ,2013 Village President Attest: Village Clerk See appendix: Appendix002- 2013 Village of Buffalo Grove Personnel Manual 04 01 2013 (redlined) 1.pdf Resolution No. 2013-16: Letter of Understanding with 10-11 Amdur Productions, BG Invitational Fine Art Festival .................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Recommendation of Action Staff recommends approval. Overview Staff recommends approval of the attached Letter of Understanding between the Village and Amdur Productions for coordination of the 2013 and 2014 Buffalo Grove Invitational Fine Art Festival. The Letter of Understanding for 2013 &2014 is quite similar to the Letter of Understanding for 2011 &2012 with the following improvements made to the current document: language was inserted to state that this festival would not coincide with the Ann Arbor(MI) Street Art Fair and Termination and the Right of Refusal was removed from this agreement. Similar to previous years, the Buffalo Grove Invitational Fine Art Festival will be a juried and judged two-day art festival featuring original art and artists. The festival will include limited food and music, and will be free to the public. The target size of the festival will be approximately 150 artists. Dates. July 13 and 14, 2013 and a mutually agreed upon date in year 2014. The festival will be from 10:00 AM to 5:00 PM daily. On Sunday a special Senior Walk will be held from 9:00 AM to 10:00 AM to accommodate seniors and other guest with disabilities. Location. Buffalo Grove Town Center. Sponsorship. The Village will once again seek sponsors to help us offset our operating costs for the festival. Similarly, Amdur will also seek sponsors for the festival. We limit the number of business sponsors at the festival to no more than fifteen, unless mutually agreed upon. Expenses. The Village's expenses are maintained at$5,500 for Amdur productions for the coordination of the festival;the Village has maintained this fee since 2007. The Village will also be responsible for staffing for the festival (public works, police), refuse, marketing, insurance, barricades, and volunteer expenses. Amdur Productions will raise funds to run the festival through such means as artist jury fees, display fees and sponsorships. Amdur will be responsible for other expenses, including but not limited to graphic design work, printing of festival poster, application, festival program, festival postcard, streetscape banners, paid advertising in non-sponsored print newspapers, radio and television, sponsor and festival tent rental, postage, equipment rental,jury expenses and musical entertainment. Attachments Resolution and Letter of Understanding Fine Arts Festival.pdf Trustee Liaison Staff Contact Trustee Trilling Monday,April 1, 2013 Consent Agenda: Ordinances and Resolutions - Item : 10-B Resolution 2013 RESOLUTION TO APPROVE LETTER OF UNDERSTANDING FOR THE 2013 AND 2014 BUFFALO GROVE INVITATIONAL FINE ART FESTIVAL, BUFFALO GROVE, ILLINOIS WHEREAS, the Village of Buffalo Grove deems it in the public interest to encourage the artistic expression and involvement of its citizens; and WHEREAS, the Village and Amdur Productions share a common interest to coordinate an enriching cultural event, the Buffalo Grove Invitational Fine Are Festival, which includes professional art and musical entertainment; and WHEREAS, The Village and Amdur Productions have worked together to coordinate the Buffalo Grove Invitational Fine Art Festival since year 2001; WHEREAS, the Village of Buffalo Grove deems it in the public interest to continue the coordination of the Buffalo Grove Invitational Fine Art Festival; NOW, THEREFORE, BE IT RESOLVED BY THE PRESIDENT AND THE BOARD OF TRUSTEES OF THE VILLAGE OF BUFFALO GROVE, COOK AND LAKE COUNTIES, ILLINOIS, as follows: Section 1. The President and Board of Trustees of the Village of Buffalo Grove support the Letter of Understanding for the 2013 and 2014 Buffalo Grove Invitational Fine Art Festival. Section 2. The Village President and Village Clerk of the Village of Buffalo Grove are hereby authorized to execute the Letter of Understanding, a copy of which is attached hereto as Exhibit A. Section 3. This Resolution shall be in full force and effect from and after its passage and approval. PASSED this 15' day of April, 2013 AYES: NAYES: ABSENT: PASSED: 2013 APPROVED: 12013 Approved: Village President Attest: Village Clerk E LF B R e"rI G 0 YEARS Of ART Letter of Understanding r° the 20131 Buffalo rove Invitational Fine Art Festival Buffalo Grove, Illinois 'This letter is for the direction and production of a high duality juried and judged annual outdoor fine art Festival for the Village of Buffalo Grove ("Village") by A slur productions, Inc. ("Amdur Productions") in the summer of 2013 through and including 2014. Festival Goals The goal of the Festival is to continue to provide the Village of Buffalo Grove an on-going enriching annual cultural event that strengthens the cultural identity of the Village and draws attendance by the community and visitors from near and far. An intended outgrowth of the Festival is the enhanced and greater naive recognition of the Village of Buffalo Grove and trickle down stimulation of area retail sales, increased commercial business relocation, increased office leasing and increased hone sales. ]bates The Festival will be a mutually agreed two-day summer weekend. The Festival shall be from 10:00 am --- 5.00 pm daily. Festival set-up will begin one day prior to the Festival. The Buffalo Grove Invitational Fine Arts Festival should not coincide with the Ann. Arbor (MI) Street Art Fair, Location A mutually agreeable location between both parties in Buffalo drove, Illinois. The location must be agreed upon by November 1 of the previous year. Failure to cone to mutual agreement will release Amdur from producing event. The Village of Buffalo Grave will use its best effort to coordinate use of this area for the Festival. Marne Buffalo rove Invitational FMe Art Festival, ("Festivals') Buffalo Grove Invitational Fine Art Festival Art Festival I..etter of Understanding A juried and judged two-day art Festival featuring original art and artists. Festival will include limited food and music. The Festival will be free to the public. The target size of the Festival will be approximately 150 artists. Additional features of the Festival may include hands on art activities for young and old, art demonstrations, art talks by Festival artists, youth education programs, special programs for the disabled and challenged, special themed art displays and special themed art programs which relate to the unique features and history of Buffalo Grove. Quality and Safety Only professional grade tents, tables, electric service and similar will be utilized at the Festival to insure the safety of the event and those present. The Village and Amdur Productions will not intentionally put staff, artists or the public in potentially hazardous situations. Recognition The Village of Buffalo Grove will be recognized as host of the Festival in all Festival material. A ten-foot by ten-foot tent will be provided to the Village at the Festival to serve as the Information Booth, and to allow for the promotion of community programs and services. Amdur Productions shall provide a table skirt to the ground with a fitted cover. The Village agrees that the booth will be professionally finished, all signs professionally lettered. Space in the Festival program book will be reserved for the Village's use with additional recognition to be determined and mutually agreed to. Sponsorship As Amdur Productions has the majority responsibility of raising funds to run the Festival, Amdur Productions will actively run a sponsorship program to secure trade and financial sponsors of the Festival. The Village of Buffalo Grove may also run a limited Festival sponsorship targeting local businesses only to offset a portion of Village expenses for the coordination and execution of the Festival. Both Amdur Productions and the Village's sponsorship programs shall be mutually agreed upon so that the two efforts are not at cross purposes. Any sponsorship offered and secured by the Village must be at or above the dollar value designated by Amdur Productions for same level sponsor. The Village will have sponsorship levels at $400 and $500. If there are any categories of non-compete, they must be given to Amdur Productions by January 151h for the Festival to be held that year. Amdur Productions will recognize sponsors that also provide donations of water for the artists. Sponsorship agreements created by Amdur Productions will be respected by all such as a "pouring rights" agreement with Pepsi in exchange for Pepsi product and advertising. Amdur Productions will advise the Village in writing on agreements of this kind. Marketing The Festival will be marketed via a multi-layered marketing plan. Marketing materials will be directed at Buffalo Grove, surrounding communities, the North Shore, and the greater Chicago Metropolitan area. The Village will allow temporary street-pole banners and permitted signs to be displayed as in previous years. 2 Art Festival Letter of Understanding Parking Adequate artist, Festival staff and customer parking close to the Festival will be available free of charge via coordination with the Village. Expenses Amdur Productions will raise funds to run the Festival through such means as artist jury fees, display fees and sponsorships. Direct Festival expenses will be paid for by Amdur Productions for items which may include, but are not limited to: printing of Festival poster, application, Festival program, Festival postcard, Festival name and board tags, award ribbons, cash awards, banners, paid advertising in non-sponsored print newspapers, radio and television, sponsor and Festival tent rental, postage, equipment rental,jury expenses, musical entertainment, direct staff expenses before, during and after the Festival, public relations, web site, graphic design and other such items. Expenses paid by the Village include any expenses they incur in the normal course of business, and staffing for the Festival such as Emergency Management Agency communication, Festival insurance, public works, police services, and any other items specifically mentioned in this document. The Village's designee shall represent the Village and serve as the primary contact person with Amdur Productions. Village License/Purchase Program Participating artists will pay the Village a designated reasonable fee to obtain a license. License fees collected by the Village will be used as specified in the Village's municipal code. Amdur Productions will: Conduct full date, name and location search for the Festival and: 1. Coordinate with the Village on all services provided. 2. Create master event time line. 3. Direct application production. 4. Prepare artist mailing list of 12,000+names, and mail or email to same. 5. Create layout of Festival. 6. Development of Sponsorship Program and search for show sponsors (including trade). 7. Direction of public relations. 8. Direction and placement of advertising for Festival. 9. Artist procurement, notification and logistics. 10. In-person direction of Festival. 11. Coordinate artist application, review, selection and follow-up. 12. Hiring of appropriate musical entertainment for Festival. 13. Rental of necessary Festival equipment. 14. Coordinate and pay for Festival clean-up service. 15. Notification to Festival food vendors, selection of food vendors and appropriate permitting of same. 16. Coordinate Festival judge selection, preparation of judge sheets, judging procedure and awards. 17. Prompt payment of all festival bills incurred. 18. Obtainment of releases of liability for the Village of Buffalo Grove from all participating 3 Art Festival Letter of Understanding artists and vendors. 14. Direction and printing of collateral materials, which may include items such as poster, t- shirts, hats, etc. 20. Direction of all aspects of the Festival relating to the artists and Festival itself. 21. Preparation of Festival recap and presentation of same to the Village of Buffalo Grove. Public Works The Village of Buffalo Grove's Public Works will post streetscape banners on Village streetlights, provide Type II and Type III barricades and oil drums for refuse to the Festival site as determined by the Village. Insurance The Village of Buffalo Grove will provide at their expense Festival insurance for a $1,000,000 general liability policy including Amdur Productions, Inc. as an additional insured. No additional insurance will be required by Amdur Productions, Advertising Whenever possible in the months preceding the Festival, the Village will include the Buffalo Grove Invitational Fine Art Festival in their Festival advertising including but not limited to: Village Web site, Village newsletter, and Buffalo Grove government access channel(s). Cross links will be set-up between the Festival and Village web pages. Postering Buffalo Grove staff and/or volunteers will assist in Festival poster distribution in the community. Refuse The Village will coordinate and pay for scavenger service by providing a 30 yard or equivalent garbage dumpster on the Festival property. Police/Security The Village will coordinate and pay for police service at the Festival as determined by the Village. Amdur may coordinate overnight security for the Festival and shall be responsible for all direct associated expenses. Check-In The Village will use its best efforts in securing an indoor location, including an indoor bathroom, free of charge along the Festival route to be used for artist check-in and Festival headquarters throughout the Festival weekend. This space may be an office, lobby or vacant space of approximately 600-1000 square feet. The provider will receive trade recognition through equivalent sponsorship. Volunteers The Village will coordinate volunteers and volunteer committees. Volunteer committees will include: Postering Festival Hosts: Set-up, Check-in 4 Art Festival Lctter of Understanding Festival Information Tent Booth Sitters First Aid tent Mailing List,Data Base, Graphics The artist mailing list, database and graphics used and developed by Amdur Productions remain the sole property of Amdur Productions. Amdur Productions shall retain the ownership of the trade name "Buffalo Grove Invitational Fine Art Festival"; use of the trade name is subject to Amdur Productions' prior approval. Financial Assistance The Village of Buffalo Grove contribution will be 5,500 each year to Amdur Productions to be used for advertising and promotion of the Buffalo Grove Invitational Fine Art Festival in newspapers, magazines and other like communication media. Village of Buffalo Grove By: (signature) Dane C. Bragg Village Manager 50 Raupp Boulevard Buffalo Grove, Illinois 60089 Date: I agree to this contract as detailed above. Amdur Productions, Inc. By: Amy Amdur, President PO Box 550 Highland Park, Il. 60035 Date: 5 ' Ordinance No. 2013-18: An Ordinance Establishing the Use of Credit Cards as an Acceptable Alternative for the 10-C Payment of Water Utility Bills and Other Defined Fine and Fee Payments .................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Recommendation of Action Staff recommends approval. Overview A public hearing on this topic was held at the beginning of the meeting. Attachments Credit Card Acceptance Final.pdf Trustee Liaison Staff Contact Trustee Berman Scott D Anderson,Finance&GS .................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Monday,April 1, 2013 Consent Agenda: Ordinances and Resolutions - Item 10-C ORDINANCE NO.2013- AN ORDINANCE ESTABLISHING THE USE OF CREDIT CARDS AS AN ACCEPTABLE ALTERNATIVE FOR THE PAYMENT OF WATER UTILITY BILLS AND OTHER DEFINED FINE AND FEE PAYMENTS WHEREAS, the Village of Buffalo Grove is a Home Rule Unit pursuant to the Illinois Constitution of 1970; and WHEREAS, the effective and efficient management of the Village's cash resources requires expeditious revenue collection and aggregation; and WHEREAS, the Village of Buffalo Grove has recognized the necessity to best accommodate its citizens to add the ability for customers to pay utility bills and other defined payments such as fines, fees, and services, to the Village using credit cards, check cards, and debit cards, and WHEREAS, the Local Government Acceptance of Credit Cards Act, 50 ILCS 345/1 et seq. allows municipalities to accept credit cards, check cards, and debit cards for payment by enacting a local ordinance. NOW, THEREFORE BE IT ORDAINED BY THE PRESIDENT AND BOARD OF TRUSTEES OF THE VILLAGE OF BUFFALO GROVE, COOK AND LAKE COUNTIES, ILLINOIS, the following: SECTION 1. —CORPORATE AUTHORITY DETERMINATION The Corporate Authorities of the Village of Buffalo Grove hereby etermine, following the public hearing which was held pursuant to public notice and in accordance with the requirements of the Local Government Acceptance of Credit Cards Act, that the acceptance of credit card payments for the types of authorized obligations specified in the public notice is in the best interests of the citizens and governmental administration of the Village and taxpayers thereof. SECTION 2.-AUTHORITY TO CONTRACT The Village Manager is hereby authorized to execute an agreement or agreements with one or more banks or third party for the use of credit cards, check cards, or debit cards for payment by the public of water utility bills and define fines, fees or charges imposed by the Village of Buffalo Grove. The agreement shall provide for acceptance of Visa and/or MasterCard; may provide for acceptance of other credit cards; may provide for payment by the Village of fees in accordance with the bank's or third party's schedule of fees for accounts of similar volume subject to change from time to time; and may provide for use of equipment provided by the bank or third party. The Village reserves the authority to execute agreements with other companies offering credit card services for the payment of Village imposed water utility bills, fines and fees. SECTION 3. — AUTHORITY TO APPROVE CREDIT CARD ACCEPTANCE AND ESTABLISH CONVENIENCE AND SURCHARGE FEES Effective upon execution of the agreement authorized in Section 1, the Village Manager is authorized, at his or her discretion, to approve a village department or departments to accept credit cards for the payment of village imposed fines and fees. The Finance Director is further authorized to establish appropriate business practices including the charging of convenience and surcharge fees to the credit card holder in accordance with 50 ILCS 345/1 et seq.. SECTION 4. This ordinance shall be in full force and effect from and after its passage, approval and publication as of April 1, 2013. This ordinance may be published in pamphlet form. AYES: NAYES: ABSENT: 1 PASSED: , 2013. APPROVED: , 2013. PUBLISHED: , 2013. Village President ATTEST: Village Clerk 2 Award of Contract: Giant Maintenance & Restoration, Inc. 10-D for Fire Hydrant Painting .................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Recommendation of Action Staff recommends approval. ..................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Budget Impact Fund/Account Budget Notes $50,000 Overview Approval is recommended to award a contract extension to Giant Maintenance &Restoration, Inc. for Fire Hydrant Painting through the Municipal Partnering Initiative program in accordance with the Illinois Governmental Joint Purchasing Act(30 ILCS 525/0.01 et seq.) In 2011, Buffalo Grove joined the Municipal Partnering Initiative's (MPI)Hydrant Painting bid in order to obtain competitive pricing for this work. Giant Maintenance &Restoration, Inc., low bidder, came highly recommended both for finished product and cleanliness of the work area. Municipalities that had worked with them in the past also confirmed that the Municipal Partnering pricing, $77.35 per hydrant, was cheaper than their previously bid hydrant painting projects. Giant Maintenance has completed painting 1,046 Buffalo Grove hydrants to date and staff is pleased with the quality. Giant Maintenance has agreed to a 2013 contract extension through MPI at the same price of$77.35 per hydrant. A copy of the original bid is attached for reference. Based on the quality of work and favorable pricing, Staff recommends extending a contract with Giant Maintenance in an amount not to exceed $50,000 for 646 hydrants to be painted in 2013. The work includes sandblasting, priming, and painting of each hydrant. With equipment and labor costs factored in, staff continues to believe that this work cannot be performed cheaper in-house. Attachments Giant Maint Bid.pdf Trustee Liaison Staff Contact Trustee Stein Brett Robinson, M.o�n.d�aY,...........April ....1......., 2013. . .. ..............................................................................................................................Consent ..Agenda: .�....New ...Business ..._...Item ....�....1O �D.......................................... MAINTENANCE & RESTORATION, INC, 300 N. Seymour Avenue,Suite D Mundelein, !L 60060•847-388-3711 •www.g+ant2u.com June 16, 2011 Ms. Michele Reynolds Village of Glenview 1225 Waukegan Road Glenview, Illinois 60025 Dear Ms. Reynolds, Thank you for the opportunity to submit our bid the 2011 Dire hydrant sandblasting; & paint project for multiple municipalities. I have enclosed the bid, our references, the bid bond, the addendum, and all of the notarized documents included in the bid package. If you need any additional information please call our office. Sincerely, Beverly Giarrante President i SUBMISSION INFORMATION Village of Glenview Finance[Department 1225 Waukegan Road DUE DATE: June 20,2011 Glenview, IL 60025 TIME: 2:00 P.M. Local Time LOCATION:Village of Glenview REQUEST FOR BIDS CONTRACTOR INFORMATION Company Name: GIANT MAINTENANCE&RESTORATION,INC Address: 5e mo thv A.tw- � City,State,Zip Code: 1. J Contact Person: ? Fire Hydrant Sandblasting and Painting per the specifications identified herein Item Items Unit No Unit Quantity Price Total —7— I, ITEM A— VILLAGE OF BUFFALO GROVE—Red In Color 1 Sandblasting and painting of fire hydrants—Regular Time 2 Sandblasting and painting of fire hydrants—After Hours EA n ITEM A—VILLAGE OF BUFFALO GROVE -TOTAL IL ITEMS— VILLAGE OF GLENVIEW— Yellow In Color 1 Sandblasting and painting of fire hydrants—Regular Time EA 200 2 Sandblasting and painting of fire hydrants—After Hours EA 10 3 ITEM B—VILLAGE OF GLENVIEW -TOTAL. III, ITEM C— CITY OF HIGHLAND DARK—Red In Color 1 Sandblasting and painting of fire hydrants—Regular Time EA 2 Sandblasting and painting of fire hydrants—After Hours EA ITEM C--CITY OF HIGHLAND PARK -TOTAL 015�5() IV. ITEM D—CITY OF LAKE FOREST Red in Color 1 Sandblasting and painting of fire hydrants—Regular Time EA 2 Sandblasting and painting of fire hydrants—After Hours EA ITEM D—CITY OF LAKE FOREST-TOTAL Page Total(TO BE CARRIED FORWARD TO PAGE 2) a �j RFB#211019 2 Due:June 20,2011 2:00 PM Fire Hydrant Painting Iten Items Unit Quantity Pr it Total ice Continuation from page 1 V. ITEM E— VILLAGE OF NORTHBROOK Red In Color 1 Sandblasting and painting of fire hydrants—Regular Time EA 100 2 Sandblasting and painting of fire hydrants—After Hours EA 0 I l ITEM E—VILLAGE OF NORTHBROOK-TOTAL Vl, ITEM F— VILLAGE OF WINNETKA— Yellow in Color 1 Sandblasting and painting of fire hydrants—Regular Time EA 140 �� 2 Sandblasting and painting of fire hydrants--After Hours EA 0 ITEM F—VILLAGE OF WINNETKA-TOTAL �0�� .lob - Combination Letter Sections Included in Combination Total BASE BID TOTAL(A--F) WI-7 91 d 55 All Work under this contract shall comply with the Prevailing Wage Rate Act of the State of Illinois, 820 ILCS 13011 et sect. & the Employment of.Illinois Workers on Public Works Act (30 ILCS 570n. Any and all exceptions to these specifications MUST be clearly and completely indicated on the bid sheet.Attach additional pages if necessary. NOTE TO BIDDERS: Please be advised that any exceptions to these specifications may cause your bid to be disqualified. Submit bids by SEALED BID ONLY. Fax and e-mail bids are not acceptable and will not be considered. THE E SECTION BEIAW MIJST BL COMPIXTED IN 1F€JI,[,AND SIGNET? The undersigned hereby certiffes that they have read and understand the contents of this solicitation and agree to furnish at the prices shown any or all of the items above,subject to all Instructions,conditions,specifications and attachments hereto. Failure to have read all the provisions of this solicitation shall not be cause to alter any resulting contract or to accept any request for additional compensation. By signing this bid document,the bidder hereby certifies that they are not barred from bidding on this contract as a result of a violation of either Section 33E 33E•4 of the.jllinois urinal Coda of 7Ws amended. Authorized Signature: -< Company Namje: GIANT MAINTENANCE$NOTORATOK W _ 'I'yped/Printed Namc:� v Date: (P17 'riae: t?1�� a`'F1�CJI� ��'�d Telephone Number: E-mail l( &yey k IJ1t,o6:A&iom RFB#211019 3 Due:June 20, 2011 2:00 PM Fire Hydrant Painting t)GIAN MAINTENANCE & RESTORATION. INC. REFERENCES Lake County Public Works 650 Winchester Road Libertyville, IL 60048 Mr. Phil Speck, Water Supervisor 847-377-7151 Fire Hydrant Painting — Contracted every year, 2005 - 2010. Quantities range from 250 --450 hydrants, depending on County's Budget for the year; this is a continuing maintenance program with Lake County. Village of Mundelein 428 N. Chicago Avenue Mundelein, IL 60060 Mr. Robert Haley, Superintendent 847-949-3273 Fire Hydrant Painting — Contracted every year, 2004 — 2010. Quantities average 200 every year to blast & paint. Village of Skokie 9050 Gross Point Road Skokie, IL 60077 Mr. Jean Scher, Superintendent 847-637-0500 Fire Hydrant Painting — Contracted years, 2004, 2005, 2006, 2008 & 2010. Quantities range from 160 — 300 each year. Village of Downers Grove 5101 Walnut Avenue Downers Grove, IL 60515 Mr. David Bird, Water Manager 630-434-5462 Fire Hydrant Painting — Contracted in September, 2006 to blast & paint 458 hydrants. Contracted in August, 2009 to blast & paint 478 hydrants. Wachs Water Services 801 Asbury Drive Buffalo Grove, Illinois 60089 Mr. Pete Olson, Project Manager 224-357-2610 Fire Hydrant Painting — Contracted to sandblast and paint over 12,000 fire hydrants for the City of Austin, Texas. Started contract in October, 2009, completed over 6,000 hydrants to date. Crews return to Austin, Texas during our winter season to complete another 2,000 by April, 2012. ANTI-COLI,USIOIN AFI+IDAVI'T AND COIN111AC'I'OR'S CERTIFICA'VION T6 being first duly sworn, deposes and says that he is _ (Partner, Officer,Owner, Etc.) of C4ANT MAWMNCE a MT ORATION,INC (Contractor) The party making the foregoing proposal or bid,that such bid is genuine and not collusive, or sham; that said bidder has not colluded,conspired, connived or agreed,directly or indirectly,with any bidder or person,to put in a sham bid or to refrain from bidding, and has not in any manner, directly or indirectly, sought by agreement or collusion,or communication or conference with any person; to fix the bid price element of said bid,or of that of any other bidder, or to secure any advantage against any other bidder or any person interested in the proposed contract. The undersigned certifies that he is not barred from bidding on this contract as a result of a conviction for the violation of State laws prohibiting bid-rigging or bid-rotating. 0164 of Bidder if the Bea` r is an Individual) (Name of Partner if the Bidder is a Pailnership) (Name of Officer if the Bidder is a Corporation) The above statements mu t be subscribed a sworn to before a notary public. Subscribed and Sworn to this__&_day of l,�l , , 2011 "OFFICIAL SEAL" ISELA RIOS NOTARY PUBLIC,STATE Or IWNOIS � ,. ' �..Mv Commission E ires0311fi12015 .. � '- Notary Public - .Failure to complete and return this farm may he considered sufficient reason for rejection of the bid. RFB#211019 30 Due:June 20, 2011 2:00 PM Fire Hydrant Painting CONFLICT OF INTEREST t-U l�� L !i .1 l�# �- -_----__-, hereby certifies that it has conducted an investigation into whether an actual or potential conflict of interest exists between the bidder, its owners and employees and any official or employee of a Municipality identified herein. Bidder further certifies that it has disclosed any such actual or potential conflict of interest and acknowledges if bidder has not disclosed any actual or potential conflict of interest, the Village of Glenview may disqualify the bid or the affected the Municipality may void any award and acceptance that the Municipality has made. (�aye of Bidder if the tbid&ar is an Individual) (NbMe of Partner if the Bidder is a Partnership) (Name of Officer if the Bidder is a Corporation) The above staterp e4nts must be subscribed a sworn to before a notary public. Subscribed and Sworn to this 1t�' day of 13( 2011 "OFFICIAL SEAL" M�Commission Expires 03/16NOTARY PUBLIC,STATE OF ILUNOIS 12015 Notary Public Failure to complete and return this form may be considered sufficient reason for rejection of the hid. RFB#211019 31 Due:June 20,2011 2:00 PM Fire Hydrant Painting TAX COMPLIANCE AFFIDAVIT �l i: —q CjI AP—CANT _,being first duly sworn, deposes and says that he is 0"-1 C E P__ ____ (Partner, Officer,Owner, Etc.) of GIANT MAINTENANCE A RESTORATION,INC (Contractor) The individual or entity snaking the foregoing proposal or bid certifies that he is not barred froTn contracting with the any of the Municipalities identified herein because of any delinquency in the payment of any tax administered by the Department of Revenue unless the individual or entity is contesting, in accordance with the procedures established by the appropriate revenue act. The individual or entity malting the proposal or bid understands that making a false statement regarding delinquency in taxes is a Class A Misdemeanor and, in addition, voids the contract and allows the municipality to recover all amounts paid to the individual or entity under the n tact in civil action 4. (Name of Bidder ' Bidder is an Individual) (Name of Partner if the Bidder is a Partnership) (Name of Officer if the Bidder is a Corporation) The above statements must be subscribed and sworn to before a notary public. Subscribed and Sworn to this day of 2011 r'OFFICIAt,SEAL" ISELARIOS `-Notary Public NOTARY PUBLIC,STATE OF IWNOI3 M Commission Tres 03l1612015 Failure to complete and return this form may be considered sufficient reason for rejection of the bid. i2FB#211019 32 Due:June 20, 2011 2:00 PM Fire Hydrant Painting WEST BEND A MUTUAL INSURANCE COMPANY"' Bond Number 1148079 Bid Bond KNOW ALL BY THESE PRESENTS, That We, GIANT MAINTENANCE& RESTORATION.. INC as Principal, and WEST BEND MUTUAL INSURANCE COMPANY, a corporation organized under the laws of the State of Wisconsin and having its principal office in Middleton, Wisconsin, in said State, as Surety, are held and firmly bound unto VILLAGE OF GLENVIEW as Owner, in the full and just sum of Five Percent. { 5 %)of amount bid for the payment whereof said Principal binds its heirs, administrators, and executors and said Surety binds itself, its successors and assigns firmly by these presents WHEREAS, said Principal has submitted to said Owner a bid or proposal for SANDBLASTING AND PAINTING OF FIRE HYDRANTS JOB COST$60,783 NOW THEREFORE, THE CONDITION OF THIS OBLIGATION IS SUCH that if within Sixty days hereof and in accordance with said proposal a contract shall be awarded to said Principal and the said Principal shall enter into a contract for said work and shall furnish bond with surety as required for its faithful performance then this obligation shall be void, otherwise remain in full force and virtue. Signed and Sealed this 17 day of .TUNE 120 1� Principal: GIANT MAIN T ENANC'E&RESTORI; 10N, INC B : (SEAL) Name Typed:BE EF�LY GIARRANTE OVIINER 17 Title Surety: West Bend Mutual Insurance Company By: (SEAL) Witnes �� "—� Typed:MIC:HELE TIES } :.:10 .� -`ta Name YN Title Agency Name: BIGLOW GROVE INSURANCE Address: 16 EAST GRAND AVE FOX LAKE IL 60020 Phone Number: (847) i87-2155 MICHIGAN ONLY: This policy is exempt from the filing requirements of Section 2236 of the Insurance Code of 1956, 1956 PA 218 and MCL 500.2236, NB 0192 02 08 Page 1 of 1 8401 Greenway Blvd. Suite 1100 1 Middleton,WI 53562 1 Phone: (608)410-3410 1 Fax: (877)674-2663 1 www.wbmi.com No. 1148.079 WEST Power of Attorney Know all men bythese Presents, That West Bend Mutual Insurance Company, a corporation having its principal office in the City of West Bend,Wisconsin does make, constitute and appoint, Timothy Bi low James Turk Kathleen R. Mroz` Diana C. Williams lawful Attorney(s)-in-fact, to make, execute, seal and deliver for and on its behalf as surety and as its act and deed any and all bonds, undertakings and contracts of suretyship, provided that no bond or undertaking or contract of suretyship executed under this authority shall exceed in amount the sums of: $1,000,000 This Power of Attorney is granted and is signed and sealed by facsimile under and by the authority of the following Resolution adopted by the Board'of Directors of West Bend Mutual.Insurance.Company at a meeting duly called and held on the 21st day of December, 1999. Appointment of Attorney-in-Fact. The president or any vice president, or any other officer of West Bend Mutual Insurance Company may appoint by written certificate Attomeys-in-Fact to act on behalf of the company in the execution of and attesting of bonds:and undertakings and other written obligatory instruments of like nature. The signature of any officer authorized hereby`and the corporate seal may be affixed by facsimile to any suchpower of attorney or to any.certificate relating therefore and any such power of attorney or certificate bearing such facsimile signatures or facsimile seal shall be valid and binding upon the company, and any such power so executed and certified by facsimile signatures and facsimile seal shall be valid and binding upon the company in the future with respect to any bond or undertaking or other writing obligatory in nature to which it is attached. Any such appointment may be revoked, for cause, or without cause, by any said officer at anytime. In witness whereof, the West Bend Mutual Insurance Company has caused these presents to be signed by its president undersigned and its corporate al to be hereto duly attested by its secretary this 1st day of March, 200.9 i4s -y Attest ... . �' 1'i•' oot1PoRarF=: Ja e J. Pa Se J. `9 SEAT' Kevin A, Steiner State of Wisconsin' `,.• co .•, ; Chief Executive Officer I President County of Washington On the 1 st day of March, 2009 before me personally came Kevin A. Steiner, to me known being by duly sworn, did depose and say that he resides in the County of Washington, State of Wisconsin; that he is the President of West Bend Mutual Insurance Company, the corporation described in and which executed the above instrument; that he Knows the seal of the said corporation; that,the seal affixed to said instrument is:such corporate seal; that is was..so affixed by order of the board of directors of said corporation and that he signed his name.thereto by like order. 0 * NOTARY * 's John-f. uwell PUBLIC Executive Vice President-Chief.Legal Officer � C' Notary Public,Washington Co.Wi F 0 Ofi�y1SG ''' . ....My Commission is Permanent The undersigned, duly elected to the office stated below, now•fhe incumbent in West Bend Mutual Insurance Company, a Wisconsin corporation authorized to make this certificate, Do Hereby Certify that the foregoing attached Power of Attorney remains in full force effect and has not been revoked and that the Resolution of the Board of Directors, set forth in the Power of Attorney is now in force. Signed and sealed at West Bend Wisconsin tiffs day of 20 �� coRPORA , ;r 9 SE N` Dale J. Kent : � �. Executive Vice President- ?� ,4, c° r; .,, Chief Financial Officer - Notice: Reproductions are not binding on the company. Any questions concerning this Power of Attorney may be directed to the Bond Manager at NSI, a division of.West Bend Mutual Insurance Co. 8401 Greenway Blvd..Suite 1100 I: P.O. Box 620976,1 Middleton,WI 53562 1 ph.(W8..)41073410.1 www.wmbi.com ,. A� CERTIFICATE OF LIABILITY INSURANCE DATE{MMIDDIY 6/17/2011 THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE. OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER,AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(ies) must be endorsed. If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy,certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s). PRODUCER CONTACT Tie"s—sNAME Michele - __ -...._.... PHONE (847)587-2155 FAX Bi low-Grove Insurance Agency Inc. (A/C,NqExtl,_. AIC,No): (847567 2142 . .. --- _. 16 East Grand Ave. ADDARESS:michele@biglow-grove.com _....,_�T -- PRODUCER 00005508 CUSTQMER fD ff- __ _..._ --- --- -- Fox Lake IL 60020 3NSURER(s)AFFORDING COVERAGE NAIC q INSURED INSURERA,PEKIN INSURANCE CO 124201 INSURER B Giant Maintenance F Restoration, Inc INSURERC: 300 N Seymour Ave INSURER➢ Suite D Mundelein IL 60060-9520 INSURERF: COVERAGES CERTIFICATE NUMBER:MALSTER 11-12 REVISION NUMBER: THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT W#TH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS, EXCLUSIONS AND CONDITIONS OF SUCH POLICIES.LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. AI70L INSR UBR POLICY EEF i POLICY EXP LTR TYPE OF INSURANCE I I POLICY NUMBER MMIDDIYYYY Ei MMIDDIYYYY I LIMITS GENERAL LIABILITY ` , EACH OCCURRENCE S 1 000,000 'DAMA(�`C TO RENTED X I COMMERCIAL GENER AL LIABILITY I _PREMIS $ 100,000 ES(Ea occurrence} A [ CLAIMS-MADE I }� OCCUR ! CL0121979 5/18/2011 15/18/2012 � MEpFXP{Any one person} S 5,000 _._—.__............... !...... $ 1,000,000 . .. GENERALAGGREGATE INJURY ... 2,000,000 000 T PRO 5 P _._---`-- g 2,000,000 .... T LOC j . - -- X POLICY _._ �GEN'L AGGREGATE LIMIT APPLIES PER: E i PRODUCTS-COMPlOP AGG i AUTOMOBILE LIABILITY i j COMBINED SINGLE LIMIT S (Ea accident) { person) l ANY AUTO 3 f BODILY INJURY Per erson S 1,000,000 A ALL OWNED AUTOS OP587003 i3/31/2011 16/30/2011 E m,----- - -- - 16/30/2011 ?9/30/2011 € BODILYINJUftY(Peraccident), T 1,000,000 X SCHEDULED AUTOS I E PROPERTY DAMAGE XIHIREDAUTOS j (Per accident) 1,000,000 - f j NON OWNEDAUTOS � i i Underinsured motorist 61 split 1,000,000 i Uninsured motorist BI split Nmit I S 1,000,000 EACH OCCURRENCE S i LIRB r AGGREGATE UMBRELLALIAB I OCCUR j � S EXCESS --- CLAIMS MADE i I is DEDUCTIBLE _.- 1 RETENTION S -S - i A WORKERS COMPENSATION E ! I WC STATU- ff iCTH-i fAND EMPLOYERS'LIABILITY YfN❑€ ! E IORY)_IpAITa _ Lt _ _____. ANY PROPRIETORIPARTNERlEXECU7lVE !i E L EACH ACCIDENT _ 5 _ - 500,000 OFFICERIMEMEER EXCLUDED? jNA -- - _ -- (Mandatory in NH) WCB4899 5/18/2011 5/18/2012 E.L.DISEASE,EA EMPLOYEE 5,. .,-. 5_0-0,000 It yes,describe under I i DESCRIPTION OF OPERATIONS below i E L DISEASE-POLICY LIMIT % S 500,000 DESCRIPTION OF OPERATIONS 1 LOCATIONS 1 VEHICLES (Attach ACORD 101,Additional Remarks Schedule,If more space is required) VILLAGE OF GLENVIEW IS LISTED AS ADDITIONAL INSURED ON THE GENERAL LIABILITY POLICY. CERTIFICATE HOLDER CANCELLATION (847) 724-1752 SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN VILLAGE OF GLENVIEW ACCORDANCE WITH THE POLICY PROVISIONS. 1225 WAUKEGAN RD GLENVIEW, IL 60025 AUTHORIZED REPRESENTATIVE Kathy Mroz/LET ACORD 25(2009/09) ©1988-2009 ACORD CORPORATION. All rights reserved. INS025(200909) The ACORD name and logo are registered marks of ACORD Purchasing Division Village of Glenview 1226 Glenview Road Glenview,IL 60026 .Tune 13,2011 ADDENDA#1 (1 of 1i page) RFB#21'1019 RFB ON: FIRE HYDRANT PAINTING RFB Due Date: June 20, 2'0311, 2 P.m. CST' Please note the following clarifications, revisions,and additions to the bid documents. 1) CLARIFICATION—For municipalities located within Cook County,work shall be pursuant to the Prevailing Wage Schedule for Cook County. For municipalities located, in Lake County, work shall be pursuant to the Prevailing Wage Schedule for Lake County. Please include a col2y of this document in our bid submittal. PLEASE SIGN THIS FORM AND FAX BACK TO (847) 657-0484 WITHIN 24 HOURS. RETURN ORIGINAL WITH YOUR BID.. I will be submitting a bid or I will not be submitting a l because Sincerely, Acknowledged and Accepted 211019-1: Michele Reynolds CPPCD, C.P.M. Signature: - Qt Village of Glenview Purchasing Manager Company: END ADDENDUM#1 I Authorization to Bid 2013 Street Reconstruction Project 10-E (Phase 2) .................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Recommendation of Action Staff recommends authorization to bid the 2013 Street Reconstruction Project pending final review by the Village Attorney. Overview Staff has reviewed the plans and specifications for the 2013 Street Reconstruction Project,which is Phase 2 of the Village's 2013 Street Maintenance Program. The project was identified within the FY 2013-2017 Capital Improvement Plan and brought forward into the FY 2013 Budget(Motor Fuel Tax Fund). The following streets within the Columbian Gardens Subdivision are scheduled for improvement through this project: Chevy Chase Drive Columbus Parkway Linden Avenue Marquette Place Prague Avenue Staff requests Authorization to Bid the 2013 Street Reconstruction Project,pending final review by the Village Attorney. Attachments Notice to Bidders(2013 Street Reconstruction).pdf Trustee Liaison Staff Contact Trustee Stein Michael K Skibbe, M.on.daY,...........April ....1......., 2013. . .. ..............................................................................................................................Consent ..Agenda: .....New ...Business ..._...Item ........1.0.E.......................................... Illinois Department of Transportation Notice to Bidders Route 2013 Street Reconstruction Project RETURN WITH BID County Lake Local Agency Village of Buffalo Grove Section Time and Place of Opening of Bids Sealed proposals for the improvement described below will be received at the office of Village Clerk at Village Hall, 50 Raupp Boulevard, Buffalo Grove, Illinois, 60089 (address) until 11:00 o'clock A M., April 23, 2013 Proposals will be opened and read publicly (date) at 11:00 o'clock A M., April 23, 2013 at the office of Village Clerk at Village Hall, (date) 50 Raupp Boulevard, Buffalo Grove, Illinois, 60089 (address) Description of Work Name 2013 Street Reconstruction Project Length 5,113 feet ( 0.97 miles) Location Linden Avenue, Chevy Chase Drive, Prague Avenue, Marquette Place and Columbus Parkway in the Village of Buffalo Grove. Proposed Improvement consists of HMA reconstruction and resurfacing, curb and gutter installation, sidewalk repair, storm sewer and structure installation, parkway restoration and other misc. work necessary to complete the project. Bidders Instructions 1. Plans and proposal forms will be available to prospective bidders by contacting Baxter &Woodman (815) 459-1260 (Adam Woods, awoods@baxterwoodman.com) for access information to BHFX where paper documents can be obtained upon payment of$100.00 (non-refundable) or download from their website (www.bhfx.net) of$50.00 (non- refundable). The contractor is required to be IDOT prequalified to bid on this project. 2. If prequalification is required , the 2 low bidders must file within 24 hours after the letting an "Affidavit of Availability" (Form BC 57), in triplicate, showing all uncompleted contracts awarded to them and all low bids pending award for Federal, State, County, Municipal and private work. One copy shall be filed with the Awarding Authority and 2 copies with the IDOT District Office. 3. All proposals must be accompanied by a proposal guaranty as provided in BLRS Special Provision for Bidding Requirements and Conditions for Contract Proposals. 4. The Awarding Authority reserves the right to waive technicalities and to reject any or all proposals as provided in BLRS Special Provision for Bidding Requirements and Conditions for Contract Proposals. 5. Bidders need not return the entire contract proposal when bids are submitted unless otherwise required. Portions of the proposal that must be returned include the following: a. BLR 12210 - Contract Cover f. BLR 12230 - Proposal Bid Bond (if applicable) b. BLR 12220 - Notice to Bidders g. E3LR 12325—A.,.,reRt'Geship or TraiRiRg Progr.,m c. BLR 12221 - Contract Proposal Ge rtif'Gat'OR (do not use for federatty d. BLR 12222 - Contract Schedule of Prices funded projeGW e. BLR 12223 - Signatures 6. The quantities appearing in the bid schedule are approximate and are prepared for the comparison of bids. Payment to the Contractor will be made only for the actual quantities of work performed and accepted or materials furnished according to the contract. The scheduled quantities of work to be done and materials to be furnished may be increased, decreased or omitted as hereinafter provided. Printed on 3/22/2013 Page 1 of 2 BLR 12220(Rev. 09/24/12) 7. Submission of a bid shall be conclusive assurance and warranty the bidder has examined the plans and understands all requirements for the performance of work. The bidder will be responsible for all errors in the proposal resulting from failure or neglect to conduct an in depth examination. The Awarding Authority will, in no case be responsible for any costs, expenses, losses or changes in anticipated profits resulting from such failure or neglect of the bidder. 8. The bidder shall take no advantage of any error or omission in the proposal and advertised contract. 9. If a special envelope is supplied by the Awarding Authority, each proposal should be submitted in that envelope furnished by the Awarding Agency and the blank spaces on the envelope shall be filled in correctly to clearly indicate its contents. When an envelope other than the special one furnished by the Awarding Authority is used, it shall be marked to clearly indicate its contents. When sent by mail, the sealed proposal shall be addressed to the Awarding Authority at the address and in care of the official in whose office the bids are to be received. All proposals shall be filed prior to the time and at the place specified in the Notice to Bidders. Proposals received after the time specified will be returned to the bidder unopened. 10. Permission will be given to a bidder to withdraw a proposal if the bidder makes the request in writing or in person before the time for opening proposals. By Order of Village of Buffalo Grove Janet Sirabian (Awarding Authority) County Engineer/County Superintendent of Highways/Municipal Clerk Note: All proposal documents, including Proposal Guaranty Checks or Proposal Bid Bonds, should be stapled together to prevent loss when bids are processed. Printed on 3/22/2013 Page 2 of 2 BLR 12220(Rev. 09/24/12) Plan Commission Referral: Preliminary Plan for building addition and parking variation in the Office & Research 13-A District, 1001 Johnson Drive, .................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Recommendation of Action Staff recommends discussion. Overview David Kim, representing LG Electronics USA,has petitioned for a variation of the Zoning Ordinance concerning off-street parking. LG Electronics proposes to construct a building addition on the east side of the existing structure. The addition of 12,600 sq. ft. would remove 20 parking spaces in the east yard. The building is currently 30,000 square feet. With the proposed addition, the building area would be 42,600 sq. ft., requiring 142 off-street parking spaces. (The Zoning Ordinance standard for general office use requires one off-street parking space per 300 sq. ft. of building floor area.) The proposed plan provides 102 off-street parking spaces, which is 40 spaces less than the ordinance requirement. The proposed site plan, including the building addition and parking variation, requires review as a "development" and Preliminary Plan pursuant to the Village Development Ordinance. The Plan Commission would conduct the review, including a workshop, appearance review and a public hearing. The Petition for Concept and Preliminary Plan Review, proposed site plan and building elevations are attached. Next Steps Plan Commission workshop review and public hearing Prior Actions None Anticipated Future Board Actions Consideration of Plan Commission recommendation concerning plan and parking variation Attachments 1001 Johnson Dr petition&plans.pdf Trustee Liaison Staff Contact Trustee Stein Robert E Pfeil,Planning ....M.on.da...........A.......pri.1....1.......2.0.1..3..............................................................................................................................NeW...B.us.'.Hess...._...Ite.m........1.3._A................................................................................................................................... Y, � � uuVVilpVmuVViilillllluq �, � IVIIIIIIIIIIIIIIIIII�uiui � m �� QCD co III ,,d �111CD L U iiiilillllui°� ��.. 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Landscape Architect Traffic Consultant Name: Name: Company: Company: Address: Address: City,State,ZIP: City,State,ZIP: Phone(Office): Cell: Phone(Office): Cell: Fax: Email: Fax: Email: Other Other Name: Name: Company: Company: Address: Address: City,State,ZIP: City,State,ZIP: Phone(Office): Cell: Phone(Office): Cell: Fax: Email: Fax: Email: APPROVAL REQUESTED Mheck all that apply} Site Plan/Preliminary Plan I—j Special Use F PUD 17,,". Annexation F Variation F-- Rezoning r Appearance Review Landscape Plan Other SITE S ORMII I ION y Site address: p G'> c: t Yl C' 0 V1 L/y • �€/��c�'e�0 6( L j_ Legal description: (If description exceeds more than eight typc-written lines,submit as an electronic file in Word format) Rage 2of4 PIN number(s): Jy � 4 C"el-, a L?,,)/ Size of parcel: sq.ft. 2,l acres ou.2-v f Size of building:3t'11 ft. Size of user/tenant space: �sq.ft. 2 Existing uses on site: L� v��, ,] �.� f� Current land use: Existing structures 0-1 c+ V Proposed uses: Current zoning: , Proposed zoning: NA Proposed structures(sq.ft.and building height): 0c) Significant natural amenities,including trees: Floodplains and other development restrictions: CHARACTER OR SURROUNDING AREA. Zoning/7unsdxction Land Use North 17 C C. �'G�a 5 If South East WestJ7t List all variations requested of Village Ordinances.The specific section of the respective Ordinance should he cited,and the reason(s) that the variation is needed should be clearly explained. FXLL1NG FEES. All applications require payment of a non-refundable fee.Please see the Fee Schedule at the Village website under Home/ Government/Planning and Economic Development/Applications and Forms/Fee Schedule. In addition to filing fees,an escrow deposit for the Village's recoverable costs is required.Questions concerning fees can be directed to the Village Planner at(847)459-2525. I certify that the above is true and accurate and agree to pay the required fees as stated in Fee Schedule. Signature of Petitioner = rw 'W aJ _ Date Signature of Property Owner Date Page 3 of 4 March 1, 2013 Village of Buffalo Grove Department of Building and Zoning 50 Raupp Blvd. Buffalo Grove, IL 60089 Re: 1001 Johnson Drive Building Expansion/Parking Spaces Schedule of Parking Requirements, Section 17,36,040 Dear Zoning Board of Appeals, I, David Kim, on behalf of my employer LG Electronics located 1001 Johnson Drive, am requesting a variance to allow 102 parking spaces in a proposed building expansion area of 42,600 square feet from a current building area of 30,700 square feet with 115 parking spaces. The current Section 17.36.040 requires 142 off-street parking spaces based on the applicable standard of the Village Zoning Ordinance for the building area of 42,600 square feet. However, due to the limited property area at the above-mentioned location, there will be space for only 102 parking spots after the expansion work is completed. The purpose of this request is, as a Research & Development Center, we need additional storage space, lab testing areas and research space as the home appliance market is growing in North America. The expansion of the building will prevent theft of outside storage containers, intellectual property loss and well as advancing in research and development capabilities right here in Buffalo Grove. The numbers of employees should not go up too much from the current number so there won't be a need to have additional parking spaces as there are many open spots at this time. Please see attached documents for additional information. Thank you for your time and consideration. David Kim Facilities Manager LG Electronics, USA R&D Center 1001 Johnson Drive Buffalo Grove, IL 60089 Email: david4.kim@Ige.com Office: 847-495-4797 Cell: 847-208-0366 'AIANd 31VDHIUON - -- --� ————————————————————— -- a - VI I I/ 9f"46 Q ia ome ary z m v _ -- U) I ZOC _jvLLi p `OMo mCD m W w W p C m Sf a0 J U) N ¢ � U- z a N � LL inO r z O m 1 I N 9f'lb w a O I N 0 r n W Q J Y O Z Zto m v, r O ps•Z F= moo _ O V W V M W N LL J O U � ui I W I W I > a ..I W i LS'bf a � LS'bf I V IbFZZ ..� I I z > i J < C LL I \ > � ZO m Z U' _ ° \ z oLL X m W I I o ' Q ' I I \ I k � W _ .om —J�bM�ldbd — — I1bOH1NON s P� _ �oo z Eom 119lDtz'300 N3d 1338a onand 25 _ Q - z F Nod a3LYJla3a 3a01013S3N y F � OD,fi 00 S rod �o•w �( oz as iMZ' $ U) „ iory —C «9�az,b�oaa aid ——— — —— —— V—rm11L��fYd_Ld_Dz_ e; z M MNM 313.W3 _ LO O i N l l9l 00 3d�.,,DNI IOB 9L 'U I I usI LLJ N � C° I lul � Iz — Y135tl3 NNXX N31tlM �' f=�—o a^' ,8 I I z �I 1N3 X3AYd iltlHdFY C1Q�N' I I O n �LL I N LL OL 9 ,OL —I� — --- ---I—L f'lfi I I I O I I I ¢ H dDa al I I I r I I V 1E 7 ZmJvi 1 I I I C m o I II I 1 I LJJ 3 I I ( Fv'z ul WNLLM \ W 06'29'04"W d0b rll �• I I I I `` 31 zz IL 1 W ® of � J Z Q w I ''y Q � 3SY3 3 3 I ---J " I I y T ,— $ g Z L1N3X \ W( I I I; g C = 0 0 Q z om \ s I I ag O � o • F— s \ I $ I I dos.n I 3 Q .g x ICI �o vW1 C tA I I U 1p I I I LLJ 6Z Z �^ Z U3 O O H M > > N W W N J J N W p W r p = p § W o W a a WO Z 0 J [p ry....... /V Z XF W v W �J W J z w 0 � J J pj m Z � � = O z OLL to LL IEEE I IEEE I m m X � W Z x O w � Q Z a 0 0 m „0-,6Z m 2 r,r i�irr� 91 c A ul l„ �r z Z r _. a J -! - . 7 W uua w _ .. � J � d � U) Cl) l7 p _.. 0 w CL a a > m z'2U QI z LU I I RP Hill Nn I I I z A g le LU i j` F- 6'! LU VILLAGE OF BUFFALO GROVE WARRANT #1209 1-Apr-13 General Fund: 204,585.12 Illinois Municipal Retirement Fund: 0.00 Parking Lot Fund: 90.00 Motor Fuel Tax Fund: 38,655.11 School & Park Donations 0.00 Capital Projects-Facilities: 59,940.77 Capital Projects-Streets: 0.00 Health Insurance Fund: 0.00 Facilities Development Debt Service Fund: 749.99 Police Pension Fund: 0.00 Fire Pension Fund: 0.00 Retiree Health Savings: 0.00 Water Fund: 185,179.03 Buffalo Grove Golf Fund: 21,693.21 Arboretum Golf Fund: 26,517.62 Refuse Service Fund: 70,281.67 Retiree Health Savings (RHS) Fund: 21,435.53 PAYROLL PERIOD ENDING 3/24/2013 853,017.54 853,017.54 TOTAL WARRANT #1209 1,482,145.59 APPROVED FOR PAYMENT BY THE PRESIDENT AND BOARD OF TRUSTEES OF THE VILLAGE OF BUFFALO GROVE, ILLINOIS Village Clerk Village President Payroll Ending Date 03/24/13 ADJ Balance Net Earnings 500,693.12 500,693.12 Federal W/H PENMO 945 0.00 0.00 Federal W/H BW 941 92,365.79 92,365.79 Federal W/H MO 941 0.00 0.00 Credit Union 0.00 0.00 Roth IRA 11763.26 1,763.26 State W/H 31,935.04 31,935.04 State W/H Wise 11109.20 1,109.20 United Way 146.00 146.00 Bright Directions 160.00 160.00 AFLAC 314.57 314.57 Fire Pension/Sup 34.83 34.83 Police Pension 22,094.12 22,094.12 Fire Pension 19,091.98 19,091.98 Flex Savings 4,104.90 4,104.90 Dependent Care 902.63 902.63 IRS (Bills) 0.00 0.00 ICMA Employee 24,973.69 24,973.69 ICMA Employer 0.00 0.00 PPO Premium Deduct 17,462.19 17,462.19 RHS-Fire 21011.14 2,011.14 FICA FICA Employee 20,630.53 20,630.53 41,261.06 FICA Employer 20,630.53 20,630.53 FOP 0.00 0.00 MEDI Medicare 10,943.49 10,943.49 21,886.98 BGHS 48.00 48.00 63,148.04 Fire Dues 1,666.00 1,666.00 AFLAC Pre Tax 971.16 971.16 PPO Premium Deduct Tax 28.78 28.78 Life Insurance 619.42 619.42 FPAC 99.50 99.50 PC Purchase 904.53 904.53 IPB C 0.00 0.00 M.A.P.DUES 790.50 790.50 Garnishments 71461.08 7,461.08 General Fund Fire 260.00 260.00 Sub-total 784,215.98 0.00 0.00 784,215.98 815,790.00 IMRF-Supplement 0.00 IMRF-Employee 14,670.97 14,670.97 IMRF-Employer 43,187.10 43,187.10 Gross Payroll 842,074.05 0.00 0.00 842,074.05 853,017.54 dstbyorg 853,017.54 Payroll Gross Dept# 853,017.54 Transfers 0.00 Longevity Gross Payroll Transfer 500,693.12 Water/Sewer 541/542 41,171.64 IRA 1,763.26 BG Golf 546 15,168.01 Credit Union 0.00 Arb Golf 548 13,763.28 State Tax 31,935.04 Total Other Funds 70,102.93 941 Federal Tax 155,513.83 28,931.29 945 Federal Tax 0.00 mmmommomm ICMA 24,973.69 RHS-Fire 2,011.14 Flex/Dep Savings 5,007.53 M.A.P.DUES 1 790.50 Fire Pension 19,126.81 741,814.92 782,914.61 31 o o 0 0 0 0 E M M C Q GD lL 1- O O 7 O 7t O E � Q M 7 M O N M c O O V Q 12 m !~t W y CC T 0 � O � R3 ti lC 11J O_ � O a) U N N X C a a 0 O 0 �n M 7 M_ O N_ N N O � c6 T O c6 O C i 0 O O O v7 (n Q N � E m N 7 Z o N � a x U .. b'q N coO fn R$ O O> N w C 0 Y � U N lC M O) r ,� O C U O N V V a N < U 0 r m C O O O � c o o O LO O O O O — LO j� O M 7 O c6 O 6 lC E O O 7 W O C Q C C O C C O C N 7 C O C O C O C O C O F O O O 0 0 W N O 0) W 0 O O O 0 m O O 0 E E E � EvEr � E EoEoE E N Q Q W Q Q `° `q Q Q Q C Q Q Q M O N N M U C a) 7 O O a V V O m 2 N N E E m > L O ' L~L `p • pf LU E y� O C N 0 N V) U 21 N (6 C O O (6 T O O O ?] C O- = J U O 0 i C"O N a) W O (6 U O C O_ O) O) 0 as aa)) E U V) m o a o c 0 O _ O "O p_ cz cL C a) V m O) Q c1 C -00 0 O_ c1 0) C 01 E N c m c c c r c C 0 c .S '� c =o c c c c �q d o 0 O T U O U) O ° m U o > x ° o c 0 0 0 r o m o L� cue ° cn o ° ° r c c r a V) O w a a ° a U a o c a i ° i i ° i as m i i w i 0 w w 0 Q c 0 2i O 0 W 0 m 0 Q Q X 0 Y X 0 m m 0 (3 0 � vV Uw a) — a a cn M_ M_ M_ M_ M_ M_ M_ M_ M_ M_ M_ O O O O O O O O O O O N N N N N N N N N N N W 0) a) m 0) 0) r CC) O N 0 a) N 0 a) 0 a) 0 a) N N 0 a) 0 a) N 0 a) N 0 a) N 0 a) N 0 0 N co N co N co N co co N co co T c coco co T O O N O T O O O O O O O O O O 0 C C C C C C C C C C O O O O O O O O O O O O N Q Q Q Q Q Q Q Q Q Q y O N M 7 m O r W 0) 7 Z 26 N O O 0) 0 O_ M I� 7 O O co co CA O a) N 0 O 0 7 0 co N N 0 N N 0 0 W 0 N 0 O 0 7114 M U r M_ U N M_ U O M_ U O M_ U W W M_ a) 7 M U C) M U M U N M U O ° L O ° cz O ° W O ° O N O ° O O O O N 0 O 0 O O 0 O O 00 O N c N N c co N c O N c O O N c 0) 0) N c N c M N c O N c N c A" w N — N — O N — 0) N — O O N — O O N '� N — M O O O O O O O O O O 7 7 7 7 7 7 7 7 7 7 G C) O O O O O O O O O O V V Q S-i d U U U U U U U U U U N v) lC r r r r r r r r r r m C) C) C) C) C) C) C) C) C) C OO r LO r OO O N N O O 6 of 6 O 7 O I— NN cic O N 7 O— N N O C p C N C F O O I� O m O N O I` O I` co O O O O O M I` O O O 6 O 6 O W O O L6 O c0 c0 N M M W O c6 7 cM O O O Q N Q cic Q O Q N Q O N cro I� O 7 7 Q W Q N Q N M O N N M c 0 O V Q 12 t` c N 7 m a) O lO U LL O a •1� Ofi W 7 O N N O t` O O M o oM rT O M .c N O ICI N o >N o r N CC$ T 3 m LL -0O � r N N a) C N (6 N N Cn C Cl) a) C /m1 yj N N O N O 0 Co N O E C C N a° Q rn cz a) Y � � � rn ° � a a) c � rT U O O N U o 03 U) E Ui O Q M r N o Q r c O ti Y c ii�•l Ce d E U ` C7U L o SY . 00 as > as �o i a0s a0s ra ra) c 'E o o : - 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COO COO COO O O N O O Cl O O Cl O .O fn cz 7 7 7 7 7 7 7 7 N c O N c N c N c w O O O O O C) N 0 O_ Y Y Y Y O S-I a7 U U U U O N p, o 0 0 o rn CA H U U U U VILLAGE OF BUFFALO GROVE PERSONNEL MANUAL VILLAGE O� F Amended: 20 pill/firlY 20 II w 2006 1 , '' how 20 lipda:l:�e Eir,ir,o III'! III.gIk V1 LLAGE OF fflumamm R! LEA! 11 Jill 50 RauM) BoWcund Bi,fl'kah 4 Gn Hhrid Js 2 I I D,ari�,� Bnagg Wage Managei 84T4551525 A pH[ 20 3 To Thd,", dfl` Vdhag ol'Bifl'fzflo Thd,^; VuHag . Ilnp.'�h,d„d Il'o plo,,Jch ',I si,,abkq "'Irld %vmkphacd Il'61 zffl To Ilpiai, (Md, lil, ls "'Ind prach,mi, 'o plo,,Jch of n,guhaiJons "'Irld cusi,on'ls' 141"'11, slappolt %volk Thd,^; Vflhag 61 plo,11,J(fing hngh quahi,�y, "'Irld on "'Irld slappolt ol li's, on go� ng "'In mvzlld plo,11,J(fing f6l amch ln and plognarins, "'Ind si"arich"Ilds f6l %voltoam Ths NUM Amid be med as Lhe pHmanr bads A)r" cljoyces, SqwrWmnN and 'o pohc�y, cfia�y o-cha�y qxmaiJons "'Irld, %vhd,m plo,,Jch,"s ',I on l nZfl 11"1 c"arriol, d,hXhzlusi, n,,flrn dfl` possfl)k� ln C'Onduci, dd ,,I hli 1110S("; does nol, plo',Jch," ach,^;quzv gldcharic� ,", ol pohc�y ls pkq ,as, szdd alzv,td,m% 'o dell hunari 61 Eriafly, Ilds Mariii,111111 do iulol coii'ISCI1111,1111111,^ all't III^41mllploy 11111 I'm coll,11111"'acl oll", p III 11111 isii^ fenns and condhhns of employinii,ml. Th�,� Vflhag�,� aia�y oan'umd Ilk "'Irld li's, 'Ion'l Jmc U) Ume and AM bwAmmem (Ahe hqx^ 111"11, oul %AJH coniJnlu", 'o irld hUn'l,"KI pnaci,w "s "'Irld %AJI'll H, ls od,msian �I'hZ11, itlh� pn flhsspd m"'d d,m,,Jn mn'umi, ls sd 141"11, d rul calph %AJH hzviv,d,", c"ap"'INHIy "'Ind ch,^s n� miinlu 141dJl %vd rl k Spncr,m,,q.y, D,arid ('�' Bnagg Wage Managei BUFFALO GROVE PERSONNEL MANUAL TABLE OF CONTENTS 1 clllaIpfii r' 1 011111 .. Giiii ui wer a l 17 iur„o of uI ql iva 2 ...� .... .,I:m � �,, �u 1.��„�:1u I ]7 iii�,ui r IIL��ii.� ii�., �m� l.��L11 ui iii,ui�l1 ................................................................... ....... ................................................................... ....... ............................................. 2 1 �;i � . y 1 1 1i Ili^ /Ia i ui iii ui��'.� 2 1� 17��'m ui�ui��iu�� m��i��,ui I�i,�� III�� 1.„0 Board of Moir Iii^ araunt 17oli Iii„ (' 1.„015 2 �1V�11 ��,.IILl��L�III�l Iii f �� ]@cl ui i ui I o ui w ...... ................................................................................................................................................................................................................................................................................................ 4 � q 114�IIL��ui�iu tau�ui .iii.iuw� o ir'u iu �I.�� ,.A�.III':�IIL��:�iu�iu�iu�m i�.��.................................................................................................................................................................................................................................................................................................................................. 5 2 u7 Board o Mof Iii,� rii t 7o i Iii'� (1 11 III 11 III�11 ISS1110111,1111,4S ...... ... 5 201��„ �� III.I� �,��.m III� � iu��i��., ................................................................... ....... ................................................................... ....... ............................................. 5 it 2 15 Class ............................................................................................................................................................................................................ 5 „2 1) 2 ,2 . ,2 "r �25 , 8 I ' ,. Ellin 1'r'gI.N .' T 3 ,, 2 5 E Dill iii,ui 7 .,i...a „µ. 2 , 1) I .. y °�2 4 ."r ,. 2 4'. Oiur'uI g uI r ui al E,ui n IIp l o„y ui n Iii,m l Ifliiiii' 7 °�2 4 y . ° 4 ,. "r 2 41,11; 17osm Iidigliiia III iiiii 8 '2 4") .Ii�. 51 pir,olinofloilia................................................................................................................................................................................................................................................................................................................................................ 8 53 ................................................................... ....... ................................................................... ....... ............................................. 9 111 �h 1�. . �1 ,ell 11 .2 57 T l�ll,r 9 . 51) ... 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We 41 1 4�; I A i:!ov:a I A ij I i q)ilia 01 .......... z B44::ef11Ye1f]ell 17efl:iVill?", Sol 51 ix 144116 - M 4 kgry iiii i Lie*v ill� 911111 J, 9................................................. ............. .... ...............14,017 - Leivviii� of"Albsence wil hOU111 Pffl� 52 14�; .............I ;Cjq - Albsilimee wk[Mblf 1:1eft 53 )lei:!!: 15i0fli Heidill and L�Irii� 1111IS111IF111:111ce and Pitt its 54 15;O"i'l - Re fili"11111 111 In P I�1 vI 54 B It..A.s 5 5 16A,1 - 56 16;01 11�2 - ,1,14:411illIml 56 WOO - Rel iwin 44"IvI Maaii� N � :!!:l 56 ....................... 16AII4 - S1111:111(ho::ds of 56 Wfl5 1) �14t2!iiiu yAj: �ons 58 16A116 - Red cill 41A 4)it i vI vo 601 16AII7 - 601 16AII01; - F*W I In I 1114::y 111 601 d 1) )lei:!!: I'TiOcil "I'll, JKIIII Aq y ife y t! ��4 )Q111,11411 6 1 .......... 17AII 1 - GI1IN1111111H,411 61 17;O"i'l - 0 In I I e J o 1) SH fe I y 6 1 17AIG III 1' 1144; 1110 SEE IF BUDGET PUNTOSE]...................................................... 63 ......................................................................................................... ................................................................... 7AII5 17A116 - �;ej::y�Iejjj: t�EttEpal:1W 65 ic 67 I&O"i'l - 1'Ill 2WIvel Al(fivavices 67 18;013 - Re i 1:11111)Ett F,ses 67 18;fl,4 - P D i e in A,III I qmiva 1:111 68 18 015 - P114 q)In 14!:e i 11111 18;fl,6 - 1:��s e q)f 1/i.I [i e I 1111�s 68 18;A 01; - NZ tj efl I I I Gq)111III I I jjj�(I I 1 0 I1-1 q:%i it I I'p 69 I 8AII9 - 1,111davel Re III 111111)C111 Mill IF1 01112 Re 11 Ineill or:"Advaneiii� if) 69 ...................................................................................................................... 1%A01 19A1 I - PIIINN01111111114 71 ,71 Regis ................ .............. t........................ .................................................... .......................................... x 9 rims pilimMill k s 71. ,01;Oil 4 - Relens'illp o In fi)id IIIiI a o1n � �� 2 0u,A iI �1 I �„ !6i m�l, 01 f 7V 6 G III A d G c III i I i es 3' 106017 01 l%III i I jaa nI SS 111 111 ill m 1114 1 Polfel� "' � � � � � �� 3 060181 111 1.: Aae iIl� l'I pf�Ii '78 ..�I!011 G ir III e!i' tII e illy poIi 79 �..:......:�.:�.... ...°::: ��:��ki::�liv .��:.:�:.:��...:�....� �� .:�:��.�.�.�: .............................................................................................................................................................................................................................................................................................. .�1� ��1u ��i.�� ul ul l�. w'w�� l�. "ill.�m l ��.,��,i��.11l 118"1u .. IIImi„ �� III� � 8lllmr1IIIi° mf ..u; o .. 1uulm III1l1 � Il ul w ul .. i Il4�Il ��IlkiIllm�wllu1i '�� 4N� ill� III. .i�� m .iiuw.:i.. III�l ��!��ill �;�`.�'„� ill " � W��,1�� II,III'... � �mi i�w� m �w ;µ � ul ;oIIHurHHI 1:111li4141��oins a[Imi iuni� I:luHa 4: u:j i0 4 Illjulj4)4::m MAu C11igp l e UAflii " III Iil i g F III ill 4 11 O H(he i s )lei: 2 Ocii,.... ��W�� ill�lll��ill�lll„�� Rigills �� 95 2'I �� V.. II .� � � w�III�� -1ij � ��"� �+I��w e avid 1.....:..:.....-...S i.. .".i"„............ 111:11, Ilh � TM � iflu �� :TM6lm14 111i:�iu ,iolll �w u�� xi INTRODUCTION This Manuallias...beni as a reference guide many o :ww personnel policies, rules, benefits and practices. It includes a summary of the basic policies and rules thatiAiiW zin^ btl applicable to b�u�q q��;r��^� .a�r��N�:, as well as the benefits available to you as an employee of the Village of Buffalo Grove. Guidelines for the employment of full- time, part-time and temporary/seasonal staff are outlined in this Manual. The personnel policies within the Manual are compiled in accordance with the policies and guidelines adopted from time to time by the Corporate Authorities. Once adopted, the personnel policies prescribed herein supersede and cancel any prior written or oral policies, practices and agreements. The Corporate Authorities reserve the right to unilaterally revise, supplement or discontinue any of the policies, statements, guidelines or benefits described in this Manual, at any time, with or without prior notice. You will be duly notified of any such revisions, supplements or other changes. Each employee should review this Manual and become familiar with its contents. If you have any comments, suggestions or questions about any aspect of your employment, you are encouraged to discuss them with your Department/Division Director or the Director of Human Resources. He/she will listen to your concerns, take appropriate action if necessary, and/or provide you with the information you need or direct you to someone who can help to provide you with that information. The 1111,/Izirizi , a �u �� .fib sn.i� has authority for overseeing the enforcement of the policies contained within this document, and for the direction of the activities of all employees, except those whose appointment is otherwise prescribed. Should any question arise as to the proper interpretation of any provision of this document, or any other personnel policy, the decision of the Village Manager �1!......ugu.�) will be final. Please note that, neither the existence of the Manual, nor anything contained in the Manual or any written or oral statement interpreting, explaining or clarifying the policies contained in this Manual, is intended to create a promise or shall create an employment contract or contractual commitment, either expressed or implied. Additionally, if there is a conflict between the terms of any benefit plan and a statement in this Manual, the actual terms of the benefit plan will govern in all cases. BUFFALO GROVE PERSONNEL MANUAL CHAPTER 1.00 GENERAL PROVISIONS Chapter 1.00 - General Provisions Sections: 1.01 Purpose of Manual 1.02 Positions Covered by the Manual 1.03 Administration of the Rules 1.04 Board of Fire and Police Commissioners 1.05 Departmental Regulations 1.06 Collective Bargaining Agreements 1.07 Construction of the Rules 1.01 - Purpose of Manual It is the purpose of this Manual to set forth many of the principles and procedures, which will normally be followed by the Village of Buffalo Grove in the administration of its personnel programs. They are intended to help ensure an efficient, equitable, and functional system of personnel administration based on merit and other appropriate principles, which govern matters including appointment, compensation, promotion, transfer, layoff, dismissal, discipline, and other conditions of employment. t ho; pJo .fir tn'I p y e.�pr ess a vrt,pInv;e p.,pr. bend>een the [tll�'�,e io;eln pla r�i e.,;, 1.02 - Positions Covered by the Manual Not all of the terms of this Manual shall apply to all employees of the Village. For example, the Manual does not apply to the Corporate Authorities, or other persons appointed, commissioned or contracted by the Corporate Authorities, unless otherwise indicated and/or as required by law. 1.03 -Administration of the Rules The Village Manager pu ��;� u r u u��,p�� p„ shall be charged with the overall responsibility for the administration of the contents of this Manual. 1.04 - Board of Fire and Police Commissioners The rules and regulations of the Board of Fire and Police Commissioners shall apply to all sworn employees of the police and fire departments in positions not otherwise exempted by Village ordinance. Where the provisions of this Manual conflicts with those of the Board of Fire and Police Commissioners, the latter shall prevail, to the extent consistent with state law. 1.05 - Departmental Regulations This Manual governs the conduct and performance of employees. Departments may have other rules, practices and regulations adopted or enforced by Department Directors that also govern the conduct and performance of employees. Departmental rules and regulations shall not conflict with provisions of these rules, or the rules and regulations of the Board of Fire and Police Commissioners. Such rules, practices and regulations, when approved, published, and 2 distributed as herein provided, shall have the force and effect of rules of that Department and disciplinary action may be taken as deemed appropriate based upon breach of any such rules, practices and/or regulations. Departmental rules and regulations or similar guidelines do not imply nor express a contractual relationship between the Village and its employees. Should any such departmental rules and/or regulations conflict with the provisions of this Manual, this Manual shall prevail unless otherwise approved by the Village Manager ou (1 ;-^ p..2 n.iiS, ,) and/or if required by law. 1.06- Collective Bargaining Agreements This Manual shall apply to all employees covered by a collective bargaining agreement. Where the provisions of the Manual conflict with those of a collective bargaining agreement, the latter shall prevail in all cases except as provided by law. 1.07 - Construction of the Rules In the construction of the Manual, the following conventions will be observed and applied, except when the context clearly indicates otherwise. Words used in the present tense shall include the future; words used in the singular number shall include the plural number; and the plural, the singular. The word "shall" is mandatory and not discretionary. The word "may" is permissive. The words "he/she," "his/her" and "him/hers" shall connote both masculine and feminine genders. 3 Err orrr Dr �,in pr.r°tl,od,I 1 %r" 1,44 X,..43,17 �4)N"4 1,404 4314 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 2.00 DEFINITIONS Chapter 2.00 - Definitions Sections: 2.01 - Anniversary Date 2.03 - Appointing Authority 2.05 - Appointment 2.07 -Board of Fire and Police Commissioners 2.09-Class/Job Title 2.11 - Classification 2.13 - Class Series 2.15 - Class Specification/Job Description 2.17 - Collective Bargaining Agreement 2.19 - Controlled Substances 2.21 - Corporate Authorities 2.22 -Day 2.23 -Demotion 2.25 -Department 2.27 -Department Director 2.28 -Division 2.29 -Division Director 2.31 -Emergency 2.33 -Examination 2.35 -Exempt/Non-Exempt Status 2.37 - Grievance 2.39 - Immediate Family 2.41 - Layoff 2.43 - Original Employment Date 2.44 -Pay Plan 2.47 -Position 2.48 -Position Classification Plan 2.49 -Probationary Period 2.51 -Promotion 2.53 -Reclassification 2.55 - Special Leave 2.57 - Transfer 2.59 - Vacancy 2.61 - Village Manager (or designee) 2.01 -Anniversary Date The initial anniversary of an employee's date of hire shall constitute an employee's "anniversary date" for longevity pay. Thereafter, the effective date of demotion, promotion, or return from a leave without pay longer than p::p„bbU �; ��r 901 days shall constitute the new anniversary date for merit pay grij �rp�,q�� a n_u�,;;uu��,llpp�, purposes. WJI� ,,uu zi p"'Ilt Ipah� rY(( e us pp�:;ralu flk,^d iI�r zi Ipah, p� sHtp��u.ur �41zffl b � p��.;��. q� �l��,�;p bzls�'d (pzlik',�d 141� l p lu� al�flJu�� k UH 4 2.03 -Appointing Authority The officer, employee, or board having the power of appointment and removal of subordinate positions in any office, department, or division, or any person or group of persons having the power by virtue of ordinance or other lawfully delegated authority to make appointment to positions in the municipal service. 2.05-Appointment The designation to a position in the municipal service of a person who has met the qualifications for employment through an appropriate selection process. 2.07- Board of Fire and Police Commissioners The Board of Fire and Police Commissioners of the Village of Buffalo Grove, Illinois. 2.09— Class/Job Title One or more positions ,� ;Il�u�°u��,�� r . ��.n�°u. �l� nu�lu.� q�q�, p assigned bu�lu�„n work r similar in respect to assi ned � ��; duties and responsibilities that the same class title may be reasonably used to designate each position allocated to the class, that the same minimum education and work experience qualifications may be required, and the same salary range may apply. 2.11 - Classification The original assignment of a position to an appropriate class on the basis of the skill level, experience, porn°u 2.13 - Class Series The arrangement in sequence of classes that are alike in kind of work and responsibility, but not at the level of assigned work and responsibility. 2.15- Class Specification/Job Description A written statement that may include many of the characteristic duties, responsibilities, and qualification requirements that distinguish a specific class from other classes. Du:1lu�,^��„ q�';Pb�tlltl� ..,q�411P d �:''rppl� qVl r�; plltl� 4�p. �p�qd r .l�,q�rgp �.b„ I� tl� �'',rpp r d q.p� q �mM V pd r I��q�rgV ��:r P tl�� d',UV Itl�rtlU a iloN 2.17- Collective Bar2ainin2 Agreement A duly authorized contract between the Corporate Authorities and a labor union authorized to represent any covered employees concerning such issues as wages, hours and conditions of employment. 2.19- Controlled Substances The phrase "controlled substances" includes, without limitation, any substance as defined and included in the schedules of Article 11 of the "Illinois Controlled Substances Act," cannabis as 5 Error Dr �,yin pr.r°tl,od,I p14 Q 1,44 a6..43,17 8 1,404 4314 defined in the "Illinois Cannabis Control Act," and U.S. Department of Transportation Commercial License' "drug list." This phrase also includes any lawful substance used contrary to intended purposes. 2.21 - Corporate Authorities The President and Board of Trustees of the Village of Buffalo Grove, Illinois. 2.22- Day The 6w (2,'4):.��u .. �",uu��:... �fl` time established b:,,.... iisage for work nun gnriis a 2.23 - Demotion The movement of an employee from a position in one class to a position in another class having a lower r. 2.25- Department Any of the departments of the Village of Buffalo Grove, now or as hereafter established. 2.27- Department Director The officially appointed director of any department and/or his/her authorized designee. 2.28- Division Any of the divisions of the Village of Buffalo Grove, now or as hereafter established. 2.29- Division Director The officially appointed director of any departmental division and/or his/her authorized designee. 2.31 - Emergency A sudden and �;',prr: unforeseen happening,....�Lit �,rll; ��;� �� il;,�,�� u � �;�pbu��aila�r�::U m �'.,:U,u� ��uup�,�. � pu� �, that requires the unscheduled services of an employee for reasons including, the protection of the health, welfare, and safety of the community. 2.33 - Examination The appraisal of persons by the use of measurements which includes the possession of q p.�rilu�;rbu ull. knowledge, skills, abilities (I%AJil 1 orr. %Auil:p.ouil a u,''� n u q ",��U�, and/or general suitability for the position for which they are being evaluated. Such examinations also may measure factors such as work performance, attendance (as appropriate) and overall attitude and work performance. 6 Err orrr Dr �,yin pr.r°tl,od,I p14 Q 1,44 a6..43,17 8 1,404 4314 2.35- Exempt/Non-Exempt Status An exempt employee is one who is exempt from overtime pay zvi(I oru a zdzipu��,xI n_uzls.,�� as defined by the Fair Labor Standards Act of 1938, as amended and the Illinois Minimum Wage and Overtime Law. A non-exempt employee is one who is eligible for overtime pay as defined by the Fair Labor Standards Act of 1938, as amended and the Illinois Minimum Wage and Overtime Law. 2.37- Grievance A "grievance," as used in this Manual, includes a disagreement or question relating to working conditions, personnel rules and regulations, and working conditions or relationships between an employee and his Supervisor or other employees. It is understood that the phrase "grievance", as used in this Manual, excludes any disagreement or issue arising under or concerning the provisions of any labor agreement as the terms of the labor agreement will govern such dispute(s). 2.39- Immediate Family For purposes of this Manual, the phrase"immediate family", includes only: Husband, wife, (J,i, b p�uuu�ruu q � ppu�",rr, son, son in law, daughter, daughter in law, step child, foster child, mother, mother in law, step mother, father, father in law, step father, brother, brother in law, sister, or sister in law of the employee, iipi(.l grandparents of the employee or his/her legal spouse cj ,d uu;jo . g .a� '�.. plp�uu�l zluu(I p�uup�:°q�", �rll iCqu� �",uu�uq�q�r,r�,r�� ru q�uu.�� Vu� a n�.�, z�q q°��rp�� ru � p �.�p:q p�uuu�pbu 2.41 - Layoff The separation of an employee based upon lack of work or funds or other business reasons %A,41.b.(:Jl an; �,,i not related to fault, delinquency or misconduct on the part of the employee. 2.43 - Original Employment Date The date an employee first reports to work following appointment to a position in the municipal service. 2.44- Pay Plan A list of job titles and corresponding minimum and maximum rates of pay that may be adopted from time to time by the Corporate Authorities. 2.47- Position A group of current duties and responsibilities assigned or delegated, requiring the full-time, part- time, and/or temporary employment of one person. These types of employment are described as follows: 7 Error Dr �,yin pr.r°tl,od,I p14 Q 1,44 a6..43,17 1,404 4314 A. Full-Time Employee: A position included in the adopted annual budget that is neither specified as part time or temporary employment, nor limited for a period of less than the budget year; also any such position established during a given budget year unless the appointing authority certifies that such position will not be continued in the succeeding year's budget; Ole H k:4 Ilia� 1)01i FS 0:l,M/k:141 i:!I:: iN,1)i e�'I a I:t tttTM F)e FH H kl:l: �t�SS 0)a il 2 P'i P pt yt a I:: ',I I %Av V'I %Av pI 141 lty CIO) FIouls "'Is 2) aww]'i 2)-amwl'i B. Regular Employee: An employee who has been appointed to a full-time position in accordance with this Manual and who has successfully completed the probationary period of said position. C. Regular Part-Time Employee: Year-round Employment in a position for work on a basis of less than a standard work day, work week, or duty tour which may be of a regular or intermittent nature, i:lit� ae:iiiifl iN41 b 0) a 1::e tt4lel:a y g t�SS fliafi iff, zltlV(I %Av�rI 141"'Irl 141u11,y CIO) �Iouls "'Is 2) amwl'i 2) amwl'i D. Temporary/ Seasonal Employee: A position comprising duties which occur, terminate and which may recur seasonally, intermittently and according to the needs of a department; ii�::Hi employment lasting g� less than twelve (12) consecutive calendar months pip i(I %AJ,w %Avod<, o a 141b11,y CIO) u'Iouls 2) alowl'l m 2)- 2.48- Position Classification Plan An outline of positions that may be arranged in similar occupational groups. 2.49 - Probationary Period A trial period served as part of the selection process of regular employees See Section 6.02 for details of a normal probationary period. 2.51 - Promotion The movement of an employee from one pob 4) klflt� 4',ISSto "'IriolIhN Job having a higher maximum salary rate having been so qualified by an appropriate selection process. Error Dh,,,ft yinpectod,I p14 Q 1,44X 43S 17 8 1,404 4314 2.53 - Reclassification The determination by the Village Manager ��rrr...�� q.. �pp � that a position be assigned to a class different from the one to which it was previously classified. 2.55- Special Leave Special Leaves are the forms of leave which an employee may apply in accordance with the guidelines set forth in ('Jizi i.�,�i II4,00 of this Manual. Sri to ilgh:�...1��'p�u��,q�buu��,.a zlri(I PoH u ', �rIIV�m' a Fk x n) k� Ile poHc''r ptl'61 q n � � � '', ' 11�4tlV o zlsskil 111�:,r�'...q�,��'.��pq�Ur�'_P �", r��'d,�',�pgV�,bV��ptl r�'l,. ... .. _.. .. .. 2�",1LoItlVIpip 001-0 'pq. 2.57- Transfer The movement of an employee from one department, division, or unit of the municipal government to another, from one position to another position of the same class, and/or to another class having the same maximum salary rate, involving the performance of similar duties and requiring essentially the same basic job qualifications. 2.59- Vacancy A duly created position which is not occupied mid kwu: a_ue.t� pipo�Wed and which the Village I1111,/iziriizig��l ru has the discretion to decide whether or not to fill. 2.61 - Village Manager The Chief Administrative Officer of the Village of Buffalo Grove, Illinois, or his designee, as established in Chapter 2.08 of the Village of Buffalo Grove Municipal Code. 9 Error Dr �,yin pr.r°tl,od,I p14 Q 1,44 a6..43,17 1,404 4314 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 3.00 EQUAL EMPLOYMENT OPPORTUNITY Chapter 3.00 - Equal Employment Opportunity Sections: 3.01 Policy& Responsibility l 4.�r', r Mb"'V.IIq 3.01 - Policy & Responsibility The Village of Buffalo Grove is firmly committed to providing equal employment opportunities to all qualified persons. This commitment applies to all aspects of employment, training, compensation, promotion, discipline, discharge and other terms and conditions of employment without regard to any legally protected category including (I%Auil:bwuil race, color, religion, sex, sexual preference or sexual orientation, national origin, citizenship status, ancestry, age, marital status, cu�,, �..u.u�u,b�...�p..0 il; il�1 �, military status, disability or handicap unrelated to the ad ability to perform..r form the essential functions of his job (with or without a reasonable accommodation), as"aoeiati�wgi a PtWSP ::ql 0J:114) a dqsaq_u ity of �,ia Wd eap or unfavorable discharge from military service (;except where provided by federal, state or local law;). The Village also prohibits unlawful harassment based on any of the protected categories listed above. The Village of Buffalo Grove is firmly committed to providing equal access to employment opportunities and will make ifl reasonable accommodations for disabled and handicapped individuals in accordance with the Americans with Disabilities Act ("ADA"), the Illinois Human Rights Act and all other applicable federal state and local laws q , � quq� �U au�gAq�;�� g � PP q. ,r�r�a ��:�� a. qpl+ d'l qD�,�"I�rq �r q MII�N.N NdAII�II qq,° ... Itl�4tlV "l�p�fl �°� q,gpd',�„4�flgr .., „� 4�fl�d tl, a.. �pq . q q � 'rri �r,� ��qV+�T tl;�, q r gPq�.;tlq qu�q ��rir� ..1 � 0 q�nn".II.1�"� �rq qb:.0 qV� (Id r "'Irl rid �pb'U�gV��ptlgr q�pb`U: �)t, a'd,q "�� Vqq q_G�"....��",tlq�flga°�",tl"q I�r � � qd',q gik gq "Inll Alleged violations of this policy should e promptly reported to the (m Department Director, Division Director, Director of Human Resources or Deputy Village Manager (�:: � ��;� u�;�l��;c . All such reports will be promptly investigated and remedied as appropriate. No retaliation will be taken or tolerated against any person who :l;Jq� s g c;°� �'i��q��nnuil,,,, S tl;�1,1� III's ra rid V �:p a a it u� a a u�q rr participates in an investigation under this policy. q :pu .:VVgVV�ptl�.. 0 a� .. 1 01 Policy ��",�"; �v/ggqr��y�", �r �i�flq��q�,'.'p �a_1r��pl�"; q.� d',�'p'b"'V�gV�tll��;";tl"q I�r q;�'a"�plgtlgqb"'V°y ql � �`„,",;'bV�q"�q�p"'jl�`0 .�" i�'�";gptlq�pa,'!a ��nlltlq /'b.l'^�tll�pq.;a 'a%�/VIL�'➢. q;'a"�ptlq�fld',I:'b."i� q,q"V'''hTgq�pgVq"'➢.�'",qpl ''➢qd,�� q,'!a ��",0 �'r1 ggVlqq"'➢gtlq� lq�;p'b:V � gVtl;q �NdAlldA. . N.UN�",qpl,:, ' q��",I��"q q_P� . �',,",;tl"q �pq"V. 'a"� d tl,",;r 06 y ��l of s�,, ll.fl,, q qp'a"'b.�",qpl+ lq�,'.'pgp" spa" "'Irl�l �r'It ",q c"'111k °�i�pa"��l q�q�rl�;�'�:'I�-tlq b'�yl q� 'a ', ggdAlldA. �"NNN�" I; tls '"a°�nnll" ��q"p.d'„�'tl �I:a"^ b"'mi I�rq��";Dr l�", ��.�,a�r . . q„'➢.� qVl �ra...q� �� qnr lq�pb`U: �rll �'a'bV�l q�nn"'lltlq qqV IL�'➢.�", �%�✓�p'a"��q"�gr�d,�:"; _Pr�.��1d," '�l q�,,�iaa�q�l q"�q�:'p"III �"III";tl;;q .ill+�llllfl,'!a, II l�";b"'V qll �� .!a'bllllfl��llq�:'p'bV tlq�4�,'!a qV�'p"II;10 I larassmenL consims of" (I nm all inclusive) unwelcorne, Qjcal, visual or—spoken condua. n,,gzllding an�y p,moWs nactl,";, ('Nol, gen(b,",I, ol pzm,mi,al si""11,11as, zlg , lehgon, disabihi,"v, olignri, of sexual olid,mikai,ion Th�," Vdhag�, %AviH nol, conducl, karigfl)k"; fl'mV %AJI'Ar %Avolk p,Molnrarictl,�, ol Ar"'11, "'In ini,inridai,ing, hosi,ik�, of %Avolklrig Such hzmassnl(ml, inchub,",, ol exzlrnpk , shus, (b,,Iogzli,oly n,mralks, pNo,"s, kndding, "'Irld "11, ',1 p,mon bzls�,J] on his of si"l llfl.l, of posi,ing, TsMaying orcirculaUng %Avm,t�,m oi givoic mawrial LhaL derdgms or shows hoM?Ry ora"Nion ol'such si""11,11as coni,intu Il'o "'Ici, 'o nr"'drill""dril ',I 'Ionr hzmassnrd,mi, "'Irld ini,inridzli,ion An"y Vdhag" "; %Avho IvJohai,d,"s Aris ltd p aci,id m, inch'Iding ik,mninzli,id m Sexia"'d p hanassnr�,mi, sp's"J'al m Sexual I larassmem means any unweWne sexual leqtu",si,s ol sexual zvivols "'Irld iv,�, Ibzfl of ph�vsiczd nzli,ian," A, Subnrission Ildr slach conducl, is nrzub,� exph('JIA°y of inrph('JIA°y I d,mn of condii,ion ol` an indi,vidtI,,,Ws ol n,s:�Jpi, o�'Vdhagd,� ol L. Subnrission 'o of o�` slach conducl, b�y "'In indi,lividu"'ll is "'Is Ar�,� b"'Isis ol (h,,I,Jsion Ard,", indi,vidual� ol C Such conducl, h"'Is IlArd pulpos�,� of o�` Ard,^ %Avolk p,M'olnr,aric�,� o�',an ol "'In ini,inridai,ing, hosi,ik",or pI enrph ivisi ll,d pIs rJo !Dann�!,r, sup,mvisol, ol h"'Is 'o in such conducl, of 'o zflik,";I zlrioi,hd,N Amns 01 C'Ondii,ions o�` bzlsd," ] on n"dus"'ll Io subnril, 'o slach conduci, Th�," Vdhig,� si,lici,A�y plohibil's il's nr'ariagd,�I, SupwAsms and other empQv�,�es 'Ionr inrp��ving ol Ar"'11, "'In apphcarii, ol submission k) or WNW k) subndL ki sexual advances or parddpathm in such stmal (umduct is ,,I C'Ondii,ion dell` coni,intu"ld ol n,s:�Jpi, o�` anCy Job ('inchlding pob assigrirn(ml, (s mrp,msai,id m qmrd,mi, d pI an"y d ik,mn d pI (s mdii,id m enrph Fx,arnpk s dell`Sexual I larassmem AM QUIAMA by way or hmwamno� A, pn,"sstln," I sexual "'Icl'i IIIJ "y ('siabi,k" d pI d �L3 mrd," ll,d puching d v, inch'Iding pinching, p"'Illing d pI hugging� C h,isid ing, deWading or obscene sexual remarks, jnmam(fi es, jd pi (s mduci,y posi,ing ol dispha y of, sd,",Xiazflry ofh,msi,v,d,"' gnading nraik,",lIizds in Ard,"; slach "'Is, pici,ian,,s d pI c"'IM m ms� shus, (.h,,iogakny rernarks or negadve sLers),ping based on gernk, 11 Err orr Dh,,,ft yinpectod,ill Q Q4AX 44 WA4 AM n 1,s ,,I b 4u 1, s�,,�x p n d 4 I b q 4 d y p I I t s ril d zisk�rllg � �l ',I chal,�,� s� hzmassn,ld,ml, "non zln�yom,",, lmducfing Sup"mi,,kols, slkafl', co %voHo"m" of nn non slach "'Is ol shotdd n,",polt ilpld n'lzllfi,^;l l'o hk of o�` Htunzm Rcsotuc,tls, oi jjfl W:� of sh k b�Jng 'ag"'drisi, zln,� nn 61 s�,„Xllazd shotdd b6ng lihs l'o al,b,mlJon dfl hk ol Rcsotuc,d,";s oi rugaimown,'rhe ve, namn,"; dfl`h"'I I zlssn'ld,ml, ',I rild cfiscAn'hn',I Jon n'l',I q1, IIIJ I tllazffl"y l'o con'lph"drill, %AJI'll "'In zlpplop6zll,d,� Vdhig�,y hzmassn'ld,ml, zin,� sd,�6ous Thmough "'Irld zlpplop6zll,�,� pnovlpl,A°y %AJH bd lkak'd,m con'lph"drill, "'Is "'Is possfl)kq "'Irld zlpplop6zll,d bzls. ," ] on Thd,m %AJH b�," no n"A"ah"'IlJon ol n,",pikzfls dell Und againsi. zln"y p,mon 61 h,'rl,Jng n'lzlch, "'In unqtdly, con'lph"drill, ol n,",pmt ol` sd,xlazfl hzmassn'ld,ml, of (fiscAn'hmalJon, of Ildrl qn "'In sd,mlazfl hzmassn'ld,ml, d rl cfiscl m Vdhag m ReporJng p hanassn,id,mi,'� A, %Avho h�,, ol shd h"'Is hon of n'lzdo ',I con,iphdriii, o hk oi Rcsotuc,d,;s m m "'Irld pnovlpl,A"y olvv"'Ild Ipld con'lph"drill, o o Htunzirii Rcsotuc,�,,s Th�,; %A,/Hl noUN lie YdWgg Nhgggy! TaL a complaha has bem made C /\ pnovlpl, "'Ind I'llmough o�' ,all allegadons %vHl be cmduawd and aH persons %AJH bd,"; %AJH b�," comcfimal,d d] b^y hunzirii Rcsotucrs Qdg"gpggj "'Irld zln"y "'Is 2 con'lph"drill, "'Irld iril(fings %AJH b pn,",pzln,",gy] "'Irld p"'Ilt dfl` ilpld I-The cmnoaha invesUgadon llk� g,m(NZI y %AJH b�,� s�,�pzmalk," y "non zln�y Error�Dh,,,ft inpectoid,I 114 Q Q4AX 44,17 A4 A WM 12 con'lph"drill, nn ',I con'lph"drill, %AJH nn way be med ag.drisi. an n0l %AJH n1, zlrll"y un'lpzlcl, on cd n p ',I n ril n ril g u d d I'la q s, nngngdryl n n'u 1, Thd,", XjflpUg 11MMUg& VdIage Nlumgw4 Lhe Depamm I)hvcUn- anAw LNn hunzirii Rcsotuc,�,�s %AJH n,"stfll,s �fl` llnk�ss om,", dfl` h'app"ms l'o N llu", zflk,gd,xl hzmassd,",l An�y Vdhag° nl zlpplop6zll,d,n; l'o I'llk pohc�y %AJH b�,� subp,",�:I, o coll-CCUve acdon, induding Osdphnmy aulal iq) k) and inchAng lk,mvinnziiJon DkcJpHnaty zlclJons (""'Ki IZWIIV,, 'lon'l ksllazlrllcd,, o ' ,a l'o "'Irld nnclucfing "'Irld zlclJon pulsia"'Irill, l'o I'llk pohc�y %AJH N,� flon'l ik" Thd,", %AJH ,,I sllan,ln'lzll�y dfl` conducl, of zflk",g, d conducl, "'Ind arll�y, %vmngdoel upon nI,s 'An "'KIIIJ hzmassn,uml, pohc�y slappolt "'Irld d,",Xzlrllnpk dfl` )JHag�,; �n pos�lions �fl` zltllllo6l,�y (Mals (W ageni.s �fl` Vflhag�,� %Avho �,mgag�,� �n hzmassn'uml, ol n"A'ah"'IlJon ol %Avho ""Id l'o coqxmalk,� %Avoll ',I )JHagd,"; sponson,",;n] deal ol n"A'ah"'IlJon %AJH N,"; l'o emo(nrces, n,m,u�fizfl )JHag,",; cmnoinaMs oi N,"; l'o nnclucfing zm,n; "'Ind s grill ',I cop�y dfl` I'llk Vdhag° ", An Thalzlssn'ln,ml, Pd. hcy "'Irld n,Auln ',I q)�y Dq �l �d"T Rd,�sd dtuc,tl,�s B�y s�grllJ rig ',I c�q)�y I'llk p nHd y, d,,",;qach p,^;l sd m "'Ind hk ol zlcl, nn zlccolcharllc�, %AJI'll S(I, f6ith "'Ind "'Is llu��y n'lzl�y flon'l Jn'u^; l'o Jn'u N,", b�y Vdhagd,^; Thk shotfld N nnlk,",Inzfl on��y, un n'l�y cotfld cn,",qalk,' ',I pnm:tlss 6ghl, k ',I "Joh"IlJon hd,^; ol shy ,; h"'Is n,",uah,',IlJon hzmassn'uml, n'lzl�y zflso conlkacl, Hhrllok �fl` Hun'izirii R�ggnlls a (3II 2) 'X II 4 dCOO Errorr Dh,,,ft inpectoid,I�14 Q Q4AX 44�17 A4 AM W 13 VILLACU OF BUFFALO GFDVE, A,Di'll I JA,RA,SS Al E,DiT PO I.,I C''IV, ,A C"K 11,110 W L E D G Al E,Dill' F(')R�Al n�'ad I'llk Pohc'y m H's unch"m'I"arld "'Ind %AJH coalp'Y %AJI'li Vflhag� �fl` BI'd"I"cdo Manassal�,ml, pop. ( 'I gmducfing "'IriliJ m pn rlllv,q.m ms s. ,A h Ith n P�pHc'llll Sngrll,al,llan, Dalk,"; p I u n 1, rJ,,I Dr,,pa i t n n Error�Dh,,,ft in pectoid,I�14 1,44X 43 s 17 �4) 1,4 04 43 gip„ 14 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 4.00 APPLICATIONS&APPLICANTS Chapter 4.00 -Applications and Applicants Sections: 4.01 Recruitment 4.02 Application Forms 4.03 Disqualification 4.04 Disqualification by Reason s ,)ffl"�'/W'I"mb� u.�� bmi �, q ��uu°r�`��^;�� of A::wquee 4.05 Examinations 4.01 - Recruitment fl'i�,� � pn m �' .ss �41"' q b_� c� "'Icc� %AJIII. b 1l41. �uqq� °r� ..� u�� zlr(I poH.( u��s zlr(I pni iluc �,��. Notice of employment opportunities in the municipal service are normally published by posting announcements on official bulletin boards, and,,''m in such other places as the Village Manager �.��u....�� u�ruU�,� deems advisable. Notice of all examinations for promotion shall be published by posting and other appropriate methods, but need not be published in any newspaper. The announcements normally will specify the class title and salary range of the class for which the examination is announced; the nature of the work to be performed; the minimum qualifications required for the performance of the work of the class; the time, place, and manner of making application, the closing date for receiving applications; and other pertinent information. Exceptions to this policy on recruitment will be made for legitimate business reasons where appropriate with the approval of the Department Director and the Village Manager �i ��..':."�::.g.p..�.).:.. 4.02 -Application Forms All applications shall be made on forms prescribed by the Village Manager ru �� ^;bar„.p..9.....� and shall be submitted on or prior to the closing date specified in the announcement. Applications shall require information concerning education, experience, and other pertinent job related information. All applications shall be signed and the truth of the statements contained therein certified by such signature. The appointing authority may require proof of education, experience, and other information as may be appropriate. Falsification of any information contained in an Application Form (no matter when discovered) will be grounds for disciplinary actionwhich may include immediate termination tl i nisi, 4.03 - Disqualification Except as provided by law, the Village Manager may refuse to examine an applicant, or, after examination, may disqualify such applicant, or may remove such person already hired and/or appointed if the (I�u s 1 u s p u�ail ' �: b u u c, us v�^) A. Does not meet the preliminary requirements established for the pertinent class in the position applied for and/or does not otherwise demonstrate the qualifications for the job (either with or without a reasonable accommodation if applicable). 15 Is currently engaged in the illegal use of zi controlled substance, Ii�, flq gzd us, �fl zi ��'�gzffl'Y (Irag, or the excessive and untreated zibus�,� olki;;e �fl' alcohol. U,Joik,�� 'o bul, "'Irl zfl`k',l C. Has made a false statement or omission of fact in his/her application form or resume. D. Has used or attempted to use political pressure or bribery to secure an advantage in the selection process. E. Has directly or indirectly obtained information regarding the examination to which, as an applicant, he was not entitled. F. Has failed to submit his fully completed Application Form correctly and/or within the prescribed time limits. G. Fails to cooperate in any part of the application or selection process. H. Has established an unsatisfactory employment or personnel record as evidenced by a reference check of such a nature as to demonstrate actual or potential unsuitability for employment. 1. Has taken for another or allowed another to take for him all or part of any examination, or has been found cheating or engaged in other inappropriate acts or omissions in any other way on an examination. J. Has otherwise violated the provisions of this Manual and/or engaged in any other act or omission deemed harmful to the Village, its employees, residents, property and/or reputation. Whenever an applicant is rejected or disqualified, notice of such rejection or disqualification may be provided to the applicant if deemed appropriate. Applications, whether accepted or rejected, shall not be returned. 4.04 - Disqualification by Reason of Conviction (which is not expunged or sealed) /\�� zlppg4""'Irii's slacJ1 "'Is' bul, umi' 'o' 1,11 nr"J�nA' zffl tl`Zlci'ms sucJ1 "'Is zi 141 %AJ,1ticJ1 %AJ N d',�rgVtl;;pfld III",tl; o ',I czls� b'Y bzls . giaHYe flie4: flip s pN ("'Y (Ioes ami' zlpp'Y 'o "'I r'Y g'Izls bzls. s ',I b'Y 4.05 - Examinations Examinations shall relate to those matters which fairly test the aptitude, and qualifications of applicants and employees for a position. Examinations may include written, oral, or work Error�Dh,,,ft inpectod,I p14 Q 1,44X 43S 17 8 1,404 4314 16 simulation tests; ratings of experience and training; fingerprinting and background investigation; polygraph test (only if permitted by law); post offer physical examinations; post-offer alcohol/drug screen; post-offer psychological evaluation; any combination of these; or any other tests deemed necessary and permitted by law. .BAH %AJH N pob Duszfl_q (] "'Iri(I %rwuH Nu z llm(h' U 17 Err or. ��r �,in p�r.r°tl,od,I�1 %r" 1,44X..43,1 8"4�",y��4)N"4,�.04 43 gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 5.00 APPOINTMENTS Chapter 5.00 -Appointments Sections: 5.01 Appointments 5.02 Transfer 5.03 Appointment Forms 5.01 -Appointments , Full-time, Part-time, and Temporary/Seasonal Seaso :W Positions: Appointments to fill vacancies in full-time, part-time, and temporary/seasonal positions shall be made in accordance with Chapter 4.00 of this Manual. Upon being notified of a promotion, the relinquishing department may delay the promotion until the beginning of a pay period but generally not to exceed three (3)weeks. �'o��.d�gUr�;i�";�" ��rq tl��.nyR,�q;in l�,0.. � ��nitl� b"'!��r��l �_U�„"; q�",Q��fl'b.'�"�,d"� �;r �:'"Pq„� fl�_"P'p.,V�g ��;d;;�. 'bqV �%�✓V'V.";tltlV;i �fl�:��pgV q�",tl;��fl�„�";, �1.C Emergency Appointments: In the case of an emergency including, but not limited to a flood, tornado, or blizzard, which requires the immediate employment of one or more persons to prevent actual or potential impairment of the public business and for which it is not practicable or otherwise appropriate to secure the needed person or persons in accordance with Chapter 4.00 of this Manual in time to meet the emergency, an appointing authority may appoint any qualified person during such emergency for a period generally not to exceed thirty (30) working days. The Village Manager shall determine whether an emergency actually exists, and his decision shall be final. 5.02 - Transfer A position may be filled by transferring an employee from a position of the same class or similar class with essentially the same basic qualifications and having the same maximum salary rate. Inter departmental transfers, where practical, may be approved by the requisitioning department, and employee concerned. �\i. �rah il�� uqq��°;�:; ��uu.��;�,�. (Iol ('Ite YWCI the relinquishing department may delay the transfer until the beginning of a pay period, but generally not for a period in excess of three (3)weeks. 5.03 -Appointment Forms No duly appointed employee shall be placed on the payroll until Advice of Status and other required forms have been properly completed and approved by the Village Manager ; 18 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 6.00 PROBATIONARY PERIOD Chapter 6.00 - Probationary Period Sections: 6.01 Purpose 6.02 Duration 6.03 Rating of Probationary Period 6.04 Termination During Probationary Period 6.05 Demotion During Probationary Period 6.06 Extension 6.01 - Purpose The probationary period shall be an integral part of the examination process and shall be utilized as an opportunity to observe an employee's work performance, attitude and habits, to train and aid the employee in adjustment to his position, and,l,'m to reject any employee whose work performance fails to meet the expectations of the Village. 6.02 - Duration All original and promotional appointments shall be tentative and subject to an initial probationary period of at least one (1) year from the date of appointment. Original sworn appointees to the Fire and Police Departments shall be on probation for a minimum period of eighteen (18) months or gs.... b ��, n_u��: ,,flydri��r;„ agreement or Illinois law. �u l �� d,°,�r �,�'II tl.. al"rY b_�,� " s b"Y I� " �ggqr ° ' �'o� °y�",q ' tl�� q°ay'nll�",0 ' pug1'!"u"'In'IC'll, �r Il;'➢� Ili",qq"'➢. � l ,i,l b,',11g",JnVn:r1g 6.03 - Rating of Probationary Period Supervisors shall periodically observe the employee's work performance and shall counsel 6:l ,, ri(j ",'s ' q q�.'p�_P� Iq�pb"'V.r q�l ",q"'➢q q�p�l��";0', q��p,':�", �'p'"�� q �",q��,.'rggV�� q'V.d';,°�- tl. q„'➢.� �°ynnll'�, oiN of N:;mv coalpanfn_q %vod<. Prior to the expiration of the employee's probationary period, the appointing authority shall notify the Village Manager ��ru ��-^ab�ruu� p„ whether the employee will be continued in the position. 6.04 - Termination During Probationary Period During the probationary period, the employee may be dismissed if the appointing authority determines that the employee has failed to demonstrate the ability, qualifications and inadequate overall contributions necessary to furnish satisfactory service or is otherwise unsuitable for continued employment. Dismissal during the probationary period may be with or without cause and shall not be a subject of the grievance procedure described in this Manual. l��il�:bp.0 � q..:qU it 1 0 d,pq",�,' �",qV�� ,;;r+ilp��q",qpl; � ql��",� tl��flggqUrc �rq �� '�I�,q I��^�:.pu�r�_gij "6o(I '� �"„,"� r� �,�",gtlV� �4:. °� � .. : q�4gU �� 19 6.05 - Demotion During Probationary Period Promotional appointees who exhibit inadequate performance and overall contributions during the probationary period may be demoted to a position in the class held prior to the promotional appointment. The Department Director shall notify the Village Manager 's ru ��„u �pu�...�',;.��. of his/her intention to demote an employee as provided in this section. If approved by the Village Manager the employee shall be notified in writing generally not less than five (5) working days prior to the effective date of demotion. 6.06 - Extension zip: I %AAA=ith the approval of the Village Manager ; r u an appointing authority may extend the probationary period for a period generally not to exceed a maximum of eighteen (18) months. During any extension of a probationary period, the remaining provisions of this Chapter of the Manual will apply. Upon expiration and/or satisfactory completion of a probationary period (regardless of length), an employee nuc Siiibjth ilJ to counseling, disciplinary action or other appropriate action as deemed appropriate by the appointing authority. �pu .a� bup�, °� �,�,, °�rp uu. ��,quuU�'„ ��q.'��°u quuu� p�r ggiijoru " pi�CL`err, uuur �rllgp�',")q rid II q�rgV q S Mrll r��q:�D:..r �ggr�ll��.. tl�pfl� Il...r I�qp� d:Ugd pflgVp'�Il+�plld tl �� qqV i�pq"�i� tl� rlp,IluI ggVpqV�.� tl�gr�llq:...11� ggVpqq.pr�Ilq�rqV .. 20 Err or. ��r �,in p�r.r°tl,od,I�1 %r" 1,44X..43,1 8"4�",y��4)N"4,�.04 43 gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 7.00 POSITION CLASSIFICATION Chapter 7.00 - Position Classification Sections: 7.01 The Classification Plan 7.02 Purpose of the Classification Plan ,al" r b q � %AJ141� al.b.il� 7.03 Administration of the Classification Plan 7.04 Classification of Positions 7.05 Effect of Classification Changes on Incumbent 7.06 Class Specifications/Job Descriptions 7.07 Use in Selection Process 7.08 Use of Class f�As it u� P��s it u��. Titles 7.01 - The Classification Plan A position classification plan, based upon factors including, but not limited to, grade nature of work, principal duties and responsibilities, knowledge, abilities, and skills required by the work, may be developed and maintained by the Director of Human Resources. With the approval of the Corporate Authorities, classes may be established, combined, or abolished. The position classification plan may include ..n......q...p.:U(°.qP..�.s. A. An outline of classes of positions in the municipal service arranged in appropriate occupational groups; B. Class specifications/Job Descriptions in such form as prescribed by the Village Manager �1121 �� u�ru:u� �..�� and C. Other factors deemed appropriate by the Village Manager p IIII(,1IILIII��II IV IILI III[1III1: 1i4)III1 7.02 - Purposes o the lassl Icatlon Plan �ulwm�.��a�rIll w��lllul� A. To provide like pay for sun_u.��, n u it, a�'i a 'like work. B. To establish educational and work experience qualifications for recruiting, testing, and other selection purposes. C. To provide appointing authorities with a means of analyzing work distribution, areas of responsibility, lines of authority, and other relevant relationships between individual and groups of positions. D. To assist appointing authorities in determining personnel service costs and projections for annual budget requirements. E. To provide a basis for developing standards of work performance, F. To establish lines of promotional opportunity. G. To indicate employee training needs and development potentials. 21 H. To provide uniform and meaningful titles for all positions. 1. To provide the fundamental basis of the compensation program and other aspects of the personnel program. 7.03 -Administration of the Classification Plan The Village Manager i ��,^ u2j'U:.,r:,,). may periodically require position classification studies at such times as he/she deems necessary to ensure the proper classification of existing or proposed positions in the municipal service. If the Village Manager determines that classes should be established, combined or abolished, he/she may so amend the classification plan subject to approval of the Corporate Authorities. Revisions of class specifications required to accurately reflect the nature of work or principal duties and responsibilities of classes may be made without approval of the Corporate Authorities, provided, however, that such revisions generally will not change the number of classes or the maximum rate of pay of a class. 7.04 - Classification of Positions A. Each position in the municipal service, except those personnel exempted from this Manual by Section 1.02, shall be classified at the direction of the Village Manager ;�� Positions may be assigned to a specific class when �!H il, ,gnn uu�u.(Jus� 1. The same descriptive title may be used to designate each position in the class; and 2. The same kinds and levels of education, experience, knowledge, ability, skill and other qualifications may be required of incumbents; and 3. Similar tests of fitness may be used to examine applicants; and 4. The same range of compensation will apply equally under substantially the same or similar employment conditions. B. All classes of positions involving the same character of work but differing as to level of difficulty and responsibility may be assembled into a class series of two (2) or more levels. C. Compensation or present pay range generally will not be a factor in determining the classification of any position or the standing of any incumbent. D. In allocating any position to a class, the specification for the class shall be considered as a whole. Consideration shall be given to appropriate factors including, but not by way of limitation, the general duties, specific tasks, responsibilities, required educational and experience qualifications for such positions, and the relationship thereof to other classes. The examples of duties set forth in such class specification shall not be construed as all inclusive or restrictive, and an example of a typical task or a combination of two (;:"',) or more examples of work performed shall not be taken, without relation to all parts of the specification, as determining that a position should be included within a class. 22 Err or. ��r �,in p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ E. Normally, no employee whose position has been allocated to its appropriate class shall be assigned or required to perform duties generally performed by persons holding positions in other classes, except in case of emergency or training, or for other limited periods of time. Generally, the time period shall not exceed four (4) consecutive weeks without specific authorization by the Village Manager ��u �� u�ruu��,�� The clause in each class specification "performs related work as required" shall be liberally construed. F. Department Directors and Division Directors shall report any organization or program changes that will significantly alter or effect changes in existing classes or classes proposed to be established to the Village Manager When any Department Director or Division Director requests the establishment of new or additional classes, or a change in the classification of an existing position, the request shall be submitted in writing along with a statement of work duties iesponsibilities, and qualifications of the position and such other documentation as may be necessary to evaluate the request. 7.05 - Effect of Classification Changes on Incumbent A. Whenever the title of a class is changed without a change in duties and responsibilities, the incumbent normally will have the same status in the new class as he/she had in the former class. B. When a position is reclassified to a class with a higher maximum salary rate, the Village Manager ��ru �� -^ p.. �n.i� may provide the incumbent of the position the same status in the new class as he/she had in the former class, only if he/she finds: 1. That the reason for the reclassification of the position is the accretion of new duties and responsibilities over a period of six (6) months or more immediately preceding the effective date of said reclassification; and 2. That such accretion of duties has taken place during the incumbency of the present incumbent in said position; and 3. That the added duties and responsibilities upon which the reclassification is based could not reasonably have been assigned to any other position; and 4. That the employee occupying a position which has been reclassified shall continue in the position only if he possesses the qualifications of training and experience required for such classification. C Whenever a position is reclassified from one class to a higher class and the conditions in subparagraph B above are not met, the incumbent shall not continue in the position and may be placed in a lower classified position m l:loal I ��,"'; �q r�N�� q �%�✓p�'pgp�'plll, ggVpqqVp�;lq�rqp �r',h, I ��", ��,,,tl r�� ",�o� pllr�Ra�",q �rq tl D. When a position is assigned to a class different from the one to which it was previously classified, the pay status of the incumbent may be changed in accordance with the provisions of these rules governing transfers, promotions, and demotions. 23 Err or. ��r �,in p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ 7.06- Class Specifications /Job Descriptions/Job Descriptions A. Official Position Classification Plan: The V�a gt� (4t� i i .m d flie Village Manager shall maintain a master set of approved class specifications which is updated from time to time. Such class specifications shall constitute the official position classification plan. The Village Manager shall provide each Department Director and Division Director and appointing authority with a current position classification plan. The position classification plan shall be open for inspection by employees, interested individuals, and the public under reasonable conditions during regular business hours. B. Nature of Specifications: Class specifications are descriptive and not restrictive. They are intended to indicate the kinds of positions that are to be assigned to the respective classes as determined by their duties and responsibilities and shall not be held to exclude those duties and responsibilities which are not specifically mentioned, but are similar as to kind and level. C. Implied Qualifications: Qualifications commonly required of all incumbents of positions of different classes such as g bp..u� q��b �, Hsll): honesty, cooperation, loyalty, sobriety, and industry, shall be deemed to be implied as qualification requirements for each class, even though they are not specifically mentioned in the class specification. D. Interpretation of Class Specifications: In determining the class to which any position shall be assigned, the class specification for each class shall be considered as a whole. The class specifications are intended to indicate the kinds of positions that are assigned to the classes, as determined by their i� qgil:b: assigned duties, responsibilities, and specific tasks, and are not to be construed as declaring what the duties or responsibilities of any position may be or as limiting or modifying the power of any Department Director to assign, direct, and control the work of employees under his supervision. All class specifications / job descriptions shall be construed in compliance with the Americans with Disabilities Act ("ADA"). As to the particular parts of the class specifications the following principles shall apply: 1. Class / Job / Job Title: The class title is a brief and descriptive designation of the type of work performed. When there is more than one (7C) class in an occupational series, numerals are used in the title to designate the level of the class. The Roman Numeral I is always indicative of the entry position in a class series. 2. Nature of Work: This section is a general description of the essential job functions with emphasis on those basic factors which distinguish the class from other classes. Included are such factors as supervision received and exercised, responsibility and difficulty, hazards, and the way in which the work is assigned and results are reviewed. Because this section evaluates the class in terms of relative difficulty and responsibility and thereby establishes the level of the class, it is the section which is most important in determining the class in which a particular position belongs. 24 Err or. ��r �,in p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.� 4 43 gip„ 3. Illustrative Examples of Work: This section is intended to enable the reader to obtain a more complete concept of the actual essential job functions performed in positions assigned to this class. The list is descriptive, but not limiting. It is not intended to describe all work performed in all positions in the class, nor do all examples apply to all positions assigned to the class. It is conceivable in the more populated classes, that only one (7C) portion of one work example would apply to a given position. The performance of one or several duties listed as examples of work for a particular class should not be considered as conclusive evidence that the position belongs in the class. A position is assigned to a class only when it meets the criteria defined and set out by the specification as a whole. 4. Requirements of Work: This section includes a statement of knowledge, abilities, and skills considered as requisite to successful performance of the essential job functions of the class, and the education and experience which ordinarily would be expected to provide an employee with the required knowledge, abilities, and skills. It should be noted that the statement of education and experience is generally intended to include any equivalent combination of training and experience as determined by the appointing authority in order to allow admission of all qualified applicants to the selection process. 5. Necessary Special Requirements: This section is used in a few classes where requirements limit practice of a profession or occupation to persons who possess a specific license or certificate issued by an agency of licensure. It also is used to enumerate other practical requirements or specific prerequisites which must be met by applicants before otherwise qualifying for positions in the class. �.° \ 6. ��:� ��rgVr��i� P � r Md..� �rgVpq'V„➢�rtl r�lq�,'rgV� r��...tl � ppll�h�tl PIl Is:p� l��tl�.➢„� qqd rip".ILIA �tl�lgl ➢: ��q �r� Vq qlq�,�r...' Md I„ Cz\0AII....gnp pP,Ip�n�p��_P��", d�pq tl�q,�p��_Pq„� tl� �",qp➢q�q�r�l�,0�',� � �p�;r ��", ..�rlgp�",q�mV.��", 4p�,�r��nVtl�",tl;� I�''r q��rgq'�'➢. I�qp� �,;�,''��",gVlgp�,�.. �flgVd','l;'b.�pqV.� �r;„ I��", ��"'o/r�p�p��_uq�'"; �n✓�rq��: �rq ��.'r,�glq�rgV.� qqV I��p�";d qr�.�.�, ., 7.07 - Use in Selection Process The specification for any class as interpreted herein, shall constitute the primary basis and source of authority for the recruitment and for the tests to be included in examination for the class and for the evaluation of the qualifications of candidates. Exceptions to this section may be made only if approved by the Village Manager ( ru 7.08 - Use of Class /Position/Position Titles The class / position title shall be the official title of every position assigned to the class for the purpose of personnel actions and shall be used on all payrolls, budget estimates, and official records. Administrative titles or other working titles authorized by a Department or Division Director may be used to designate any position for purposes of internal communication and/or in oral or written contacts with the public. 25 Err orrr Dr �,in pr.r°tl,od,I 1 %" 1,44 a6..43,i ,�.8"4�",y��4)N"4 04 ,p gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 8.00 COMPENSATION Chapter 8.00 - Compensation Sections: 8.01 Authority to Establish Salaries 8.02 The Pay Plan 8.03 Standards for Determination of Pay Ranges 8.04 Amendment of the Compensation Plan 8.05 Total Remuneration 8.06 Dual Employment Prohibited 8.07 Equivalent Compensation 8.08 Beginning Salary 8.09 Salary 8.10 Pay Rate Adjustments 8.11 Temporary Assignment to Higher Level Position 8.12 Overtime 8.13 Call Back Pay 8.14 Pay Periods Pay Days 8.15 Longevity Pay 8.01 -Authority to Establish Salaries The Corporate Authorities shall establish pay ranges for employees under the jurisdiction of the Village Manager (�ru 8.02 - The Pay Plan The pay plan for the municipal service normally shall consist of sa� ri ,in r%AJ u A. A schedule of rates of pay, or steps, each of which represents approximately a one-half percent (0.5%) increase over the preceding step, numbered consecutively from lowest to highest. B. A list of classes by occupational group, with the numbers and amounts of the minimum and maximum rates of pay shown for each class. The pay range for each class shall be designated by the numbers of the minimum and maximum rates of pay corresponding to the schedule in subparagraph A above, and shall consist of these amounts and all intervening rates of pay. C. Any other factor deemed appropriate by the Corporate Authorities. 8.03 - Standards for Determination of Pay Ranges Pay ranges shall be directly related to the position classification plan and shall be determined with due consideration to tl`Zlcim the relative difficulty and responsibility of work in the several classes, the recruiting experience of the Village, prevailing rates of pay for similar employment, employee turnover, cost of living factors, the financial policies and economic condition of the Village, and other factors deemed appropriate by the Corporate Authorities. The 26 minimum and maximum rates of pay established shall be those which most nearly reflect these and other appropri ate factors ,i s ik' I a u'l )Y 8.04 -Amendment of the Compensation Plan 0p' "'Irl die P1:ePa1:a60F1 01" th'H341 afii:11+1r1 btidgt:4, as well as at other times, the Village Manager ol �'4* desugi:iee) shall make such comparative salary studies as deems necessary and appropriate, and/or as instructed by the Corporate Authorities to make, concerning factors affecting the levels of salaries in the municipal service. On the basis of the information derived from such salary studies, the Village Manager shall recommend to the Corporate Authorities such changes in the pay plan pertinent to the fairness and adequacy of the overall compensation program, a gri [ gtegp� � ) I I Recommendations made by the Village Manager for the amendment of the pay plan shall be submitted to the Corporate Authorities for appropriate consideration. When approved by the Corporate Authorities, these amendments shall become part of the pay plan and shall become the official salary schedule applicable to the respective classes of positions as i::emunerated therein, and shall be used by all departments in connection with all payrolls, budget estimates, and official records and reports relating to positions in the municipal service. 8.05 - Total Remuneration A. Any salary or other rate of pay established for an employee shall be the total remuneration for the employee, exclusive of overtime, special duty pay, or other authorized allowances. Except as otherwise provided, no employee shall receive pay from the Village in addition to the salary authorized by the pay plan for services rendered by him, either in the discharge of his ordinary duties or any additional duties which he may undertake or volunteer to perform. B. In any case in which part of the compensation for services in a Village position, exclusive of overtime services, is paid by another department, division, or an outside agency such as the county, state, or the federal government, any such payments shall be deducted from the compensation of the employee concerned I uuq �s b'�[ (I�r1 to the end that the total compensation paid to any employee from all sources combined for any period, shall not exceed the amount payable at the rate prescribed for the class of position to which the employee is assigned. 8.06 - Dual Employment Prohibited No full-time employee holding a position in the municipal service shall be eligible for employment in any additional position in the municipal service, unless previously approved by the Village Manager �1! u in writing and where applicable a valid FLSA"7g" agreement has been completed. A full-time or part-time employee may be employed in an additional part time position if approved in advance by the appointing authorities involved and the Village Manager m in writing. �Im Si""11,11as" Il blal (ol coalp"'IndA� II mal) alusi, b�'� "'Iri(I b'Y (m �'61 "'ffl 141"'11, Error�Dh,,,ft in pectod,I�14 1,44X 43 S 17 �4) 1,44 4314 27 8.07 - Equivalent Compensation Part-time or temporary employees may be compensated on the basis of the equivalent hourly rate paid for full time employment m....sucgyp " ri'l ,ruuull.a 112 Iuaic, n_u,r IJlc � 0 n �p q ai:id a_t� iaH N,^ paid for only those hours� pr��. actually worked. 8.08 - Beginning Salary A. The beginning salary or rate of pay for a class shall be the rate paid upon original appointment. Original appointment above the minimum rate may be approved by the Village Manager ��ru � � u��pu�;,;;r ., but only if necessary to fill a vacancy or in recognition of outstanding qualifications. B. When any employee previously employed by the Village is reemployed, the Village Manager m �� - p.. �n.i� may authorize appointment at a salary step in the range for the class corresponding to that salary step which the employee had been receiving upon termination of his previous service and/or other factors deemed appropriate by the Village Manager ( ru 8.09 - Salary Increases General pay increases may be granted by the Corporate Authorities to all employees when the Corporate Authorities determine it is necessary/desirable to compensate for changes in economic conditions. All other salary increases shall be in accordance with the provisions of this Manual 01 bYI "��!,'�"; �q 8.10 - Pay Rate Adiustments The following personnel actions may affect the pay status of an employee in the manner provided: A. Transfer: When an employee is transferred between departments and/or divisions of the municipal government or between classes with the same maximum salary rate, the salary rate of the employee will remain unchanged unless the employee's current rate is below the minimum pay rate established for the class to which the employee is transferring. The employee's anniversary date for merit pay increases shall remain unchanged. B. Promotion: When an employee is promoted from a position in one class to a position in another class having a higher maximum salary rate, the salary rate of the promoted employee shall be increased to the new minimum or to that step within the new pay range which provides a five (5 m III"-b°u. (1 0) step increase above the employee's current step, wi b.t Hppts� whichever is greater. The employee's anniversary date for merit pay increases shall be changed to the effective date of promotion, unless otherwise approved by Village Manager (; ru 28 Err orrr Dr �,yin pr.r°tl,od,ip1 Q 1,44 a6..43,i ,�. 8"4",y �ydl N"4 04 4 p gip„ C. Demotion - Involuntary: When an employee is involuntarily demoted for disciplinary reasons or other business reasons from a position in one class to a position in a class having a lower maximum salary rate, the salary rate of the employee shall be reduced to the maximum of the new class or by five q �,rr��:°r�,uu.il: (5,� r�pr) �;i ilA�-u ( II0) steps whichever is greater. The employee's anniversary date for merit pay increases shall be changed to the effective date of demotion. D. Demotion — Voluntary: When an employee is voluntarily demoted from a position in one class to a position in a class having a lower maximum salary rate, the employee's salary rate �4,ia n %AJ q q..be reduced, if necessary, to place it in the pay range assigned to the lower class. The employee's anniversary date for merit pay increases shall remain unchanged. 8.11 - Temporary Assignment to Higher Level Position A temporary salary rate increase may be authorized by the Village Manager ",�ru ��-^u r u u�,r for employees assigned to perform the majority of the distinguishing functions of a position in a class with a higher maximum salary rate where such assignment exceeds four (4) consecutive weeks. Temporary assignments to higher level positions for sworn fire department personnel will be governed by applicable Illinois state statute. If authorized by the Village Manager ' ru -^,..q..�"„.p..9.....� or his designee, the salary rate of the employee shall be increased to the minimum of the range of the higher class or by five (5 m ilAM (I7�0) steps, whichever is greater, generally effective on the fifth �;15111,) consecutive week of the temporary assignment. The increase shall not be retroactive and shall expire upon termination of the temporary assignment. If an employee becomes eligible for a merit increase during the temporary assignment, any merit pay increase shall be based on the employee's previous salary rate, exclusive of any temporary salary rate increase authorized under this section. 8.12 - Overtime A. Eligibility: All regular, non-exempt, employees shall be eligible for overtime compensation. Compensation for overtime may be in the form of premium pay or compensatory time off. The Village Manager m �;�- u p u�,��1p„ shall designate the form of overtime compensation available to each class of work in the municipal service, consistent with the Fair Labor Standards Act of 1938 ("FLSA"), as amended and any applicable state laws. 3 Overtime Hours: Overtime hours shall be computed and paid in increments of one quarter (7L,,"4) of an hour. Overtime amounts of seven (7) minutes or less in a fifteen (15) minute period shall not be compensable. Overtime amounts of eight(8) minutes or more in a fifteen (15) minute period shall be counted and paid as fifteen (15) minutes of overtime. All overtime hours must be approved by the Department Director or their designee �`ZJp 1,11 o N Ion %Avo B<npug al"rY n�„stflil 29 Err or. ��r �,in p�r.r°tl,od,I�1 %r" 1,44X..43,1 8"4�",y��4)N"4,�.� 4 43 gip„ C. Scheduling: Overtime scheduling in all departments must be approved in writing or verbally by the Department Director or his designee prior to overtime being worked, except in case of emergency in which case Department Director approval may be designated on the following business day. D. Premium Pay: Employees in classes eligible for premium pay shall be compensated at the rate of one and one half (1.5) times the equivalent hourly rate of the employee for all overtime hours actually worked. Hours worked on Il ii,� (Izv,�' � ll zvi zip°II-1i ,,fl a holiday IIIizv. wq_psel pVei,i by the Village shall be compensated at the rate of two (2) times the equivalent hourly rate of the employee for hours worked, except as otherwise provided by Section 11.02 of these rules. Compensatory Time: umi' Iluu°u��, �rlll" "'1II, nvk'� �rll o�^; zvu(q o�'� �'Izd.II` luuul��s Rl"Ann°if:URI b°u. flYfl)',I � lf` d',q;dq"VVq q�qp. lddq,� q jld 0 tlVI.ZVY "'ICCl1fld", b_� ,'! 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I1:41e t4:F0dwdr4'N "4 Iqq�.➢ 1et!4, �dwti�u''d rd �, "I4'ld Hd',eflflrd d'iwq d,�p�p��.�d,�p.�r�l;�:p� r Igffit, 10AW;. bd tl �?!!!wq��, � '�.b•d I Tlh!...Viiq Hgtd iS tl :1:1I �4Aqgattt d t:I EIM/ H'I I14N: t� �'HWH'FS M: d,l;!H:�gP�",gyp,"" ��wq err I':'b�V.d",. ��"q�", S''I W ��'�tp tlid'w d'°r! �V q d �:�p.n r lq� �:'p...paid 441 tN wqi: N� Igi14iI ll J j! but Use olC be Hq:[M:4P;H di"q ��! 0:➢p" Pp",P'H14i"d4�4 �p�'qq��";k:4� wF d..W. ..'W p&gate �i; r �:')I"'d "d di�,W� d d ."w as ,�,...�dwq dqp"D'4'pug"ppdTMdTM �_�,,"dlla%' pill d,''C'p q da;ppl!^p p ��l ."':ppp�da; "�w:�:1r llII ppdrH W�pt��M/ u� " �rq ar � � . �n �.. pp� �, Hq)PFpdVp",('I absp"�pd e.., 441ffi.. 0Jolli 10Jggq dqp",qi' � qp➢.diTM'�p phi .'ViMiittd 7 HO h4'I W t,`mliwill ll ",F1p&'4 ��.J�r��rr.. gq��p�.:�i'~µ�" �fl,"gip";il''!q ppp q.�.di�iTM�fl pill I!!��pd ��` qp"-p^�';rdTM �",D�pl �"-q��!: �r'.�&l�", gyp iPat�r�",Y:'�Wr� �lr a�y�",� ��p� tli p�;; ��"vqd,'„p�;^"'� �pP de„sqgi:ieM^^";).rti��✓"��p �� p,r� "Pq d„�.� i"�� "P "N�d"��r p,tl� q_p �gr�pr q grpjrr ild1 " ppp'N;...dTM p",pp �� q�prpp':pr: le q14 p'uA....'pp)rjy .at flVp",gq....t4th3'llq0FI be 'ai'Nialiitl dq et:H'plqNNilir;l~'IIoj::Ajl' tpp'pie ore I'....H fllt�.. �r ldTM d!!Pq prepw...afid d'!!dgpd �� q ) t4ies 0le..q;�",tlq�flq i� d �VI ��'d�flgq�l �,r ld dwq,i°. IIq)t top ie �101:'IFS I14hit HFII..d�' q �IIdTM pV)p;' Y d"l"p1flp", S'I�HP q_pda ;°gip" P:11:14) 4 w di'it4:S OF..Siailltl':'��F(I opeli16ppt q��p�d;,l"'�i�TM�dq��p",;�"pi"pq p"aOl dp",pa"'��pp�p"peal:. butq.fi ppdW d';r 14 1flppVs^'6ifi pl".�FAH:11111. HNIV WAtif" chdmlmps:'tfxfl d rpd,l d"q ..:fgiq", dTMl�a��p��q�q p°"wq.�.�!;;";I q q p Syr•"I!:q�p" q'q i��w.rl.�d. be H'M/HF(IdTMd HF) I�N WU'F pej:: q�p �. ��.� �r "" qn�.. qp � d��rw';rd ��pp"�:�" q�p ��"fl'D! 'd:!w�grdTMd;q .... �i_ �;rd �� ppp p", ➢p �flq' "4)aW be fitik!hi dpp'p... flit d,pf) dP4N 4 Iq 141et!4, 'NWWe;r'dW, I!41p- H6044 d4 60pV)pd4p Igq'p:➢d, tirJp .. bd, tl d'!!Pgpd, 414-6I 441::. 14hTM q"wtfl:fl "ppwSp";.S dd` ieeoiii .d'TMdTMq ggpuy :Ph!d is fit:H!� Hi'YHrR'I I14N:1 t� gN:Rf.FS M HH'H" ",EIFF)p",d but p:wi llidit!41 ..:USt� d4 d,l;wgpl Ff)us^'�' btp H�')PR+Yp";kll?q II4i Fed �.'�"d��pp�p";�'�'pI ��p�dkTMd,lp�p�� 30 P111114fl ffitt:�F� Use el" et:!M p)eHSE4t:H i4'�Vie FR4 be �'HFA MW: sliaH IiSe(l 4 pgeti op 14�:ik tNpFeSs�y 14h!TM Vi klte ,+Y)pt Ole F4 S/ HIEVIV EIII 04F epthltiW:ffl be a:OmI:de(,I IJFF)e W:114' H:I 4h!� 0 µµflt H F11(I I)a IJ f"t�S Ole t!4):1�:� INIHI 1XI41, c4` Ole aH IOVOi4ed� -Pie i��' ik:�ie �it:tf Ohil i!� ffl et:O"�)efiSiil!�O FS EHI il,M,IMW HeeHiar eNeee(l Ole f"aXii:FIHFR: HeeHia� VIIIS/ pf"pk)yeeS p�14:q" Ole eatil Sa 8.13 - Call Back Pay Compensation for employees called back to work on a regularly scheduled work day, or called in prior to the normal reporting time on a regularly scheduled work day, or called to work on a �:H:Hi work day, shall be in accordance with departmental rules and regulations. Where such rules and regulations do not exist, the overtime provisions of these rules shall apply. 8.14 - Pay Periods - Pay Days The normal paydays shall be on a bi-weekly schedule with payday on the Thursday after completion of the pay period. Pay periods shall run from Monday through the second Sunday following. y0ti ou 131*Itiit,d, , = J', jh!� so 111"11, algifi,�I N his: ,,Issian�d IIIZII, M� %AJH N,� ol 8.15 - Longevity Pay Eligible full-time employees, p6m 'o P111/1"rY II20 IL3, may receive longevity pay beginning with the fifth (1 51]'1) anniversary of their original employment date. Longevity awards will be presented on the employee's anniversary date according to the following schedule. Time spent on an approved Leave of Absence .) shall be deducted from an employee's longevity calculation. Longevity pay amounts are subject to normal payroll and other legally authorized deductions. J gfl� p'Ib I rI P111/1"rY II, 20 ') .4i,,fl N �,qug N "Y R� gtfl,,v palt Jah� posd,muus %AJIIIut�°u pa,Y qqV Floal 61 pulpos. ,,� if llIlk poHc'1111 31 Completed Years of Service Longevity Award 5 through 9 $400 10 through 14 $600 15 through 19 $800 20 or more $1000 I(Ylllvlktlons Floal l'o "'Is b'Ytl;�p.�", l'o ol n,,asons. zln� ob," 2 zln nol, �, qH rnn)k. l'o �,,aln qong�,rlllvJl,'Y 32 Error Dh,,,ft yin per ctei d �1,I 4 X 1,44 43 s 17 8 Jp� �4)N Jp 1,404 43 41 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 9.00 PERFORMANCE EVALUATION Chapter 9.00 - Performance Evaluation Sections: 9.01 Responsibilities 9.02 Employee Performance Evaluations 9.01 - Giiii,;miiii�^ral Responsibilities A. The Village Manager ru �� q.. �p.g � shall develop and maintain a performance evaluation program for the purposes of evaluating factors such as an individual's overall work performance, identifying training needs and employee development opportunities, and for improving the efficiency and productivity of the municipal service. Performance evaluation systems and procedures shall be published separately and subject to revision from time to time in accordance with the remaining provisions of this Manual. B. When appropriate, Department Director or Supervisor may conduct or review an evaluation to help ensure the quality, consistency, and equity of the statements provided therein. C No public disclosure of an employee's performance evaluation record shall be made without the permission of the employee and the Village Manager ' ru � b r„u u ; except as required or permitted by law. Such record shall be made available upon request to the employee; to an appointing authority when needed in connection with a potential action for promotion, transfer, demotion, discipline or dismissal of the employee; or to other persons when required or permitted by a legal procedure or if requested by a government agency as part of a criminal investigation, grievance, or complaint procedure. Performance evaluations may also be provided to a prospective new employer of the employee with prior written authorization of the employee. Ilk $1,1"'Ipik�1 u,ulusi1 b_� 9.02 - Employee Performance Evaluations A. Probationary Employees. 1. Original appointees: Original appointees shall be evaluated generally upon the completion of six (6) of consecutive u°uww],i,�� fl service, twelve (12) months of consecutive service, and upon the completion of their probationary period. Original appointees must obtain an evaluation of "Meets Job Standards" or better to be considered for "regular" employee status. Failure to obtain such an evaluation shall result in dismissal or extension of the probationary period as provided in s; pik,i 6 00. An original appointee shall not be eligible for a merit pay increase until the completion of twelve (12) months of service, unless otherwise authorized by the Village Manager(or designee). 2. Promotional appointees: Promotional appointees generally shall be evaluated: 33 A. As of the effective date of promotion; B. Upon the completion of six (6) months of service in the new position; C. Upon completing twelve (12) months of service in their new position; and D. Other times as deemed appropriate by the Department Director. The first evaluation shall be based on the employee's overall performance and contributions in the position held prior to promotion. Any merit pay increase for which the employee may qualify shall be prorated on the basis of one-twelfth (1/12) of the annual merit increase earned times each full month of service in the period of evaluation. Merit pay increases, if authorized, computed under this section shall be rounded upward to the nearest step, and shall be awarded prior to making those pay rate adjustments provided in Section 8.10(B). Failure of a promotional appointee to obtain an evaluation of "Meets Job Standards" or better upon the completion of either six (6) or twelve (12) months of service shall result in the demotion of the employee to a position in the class held prior to the promotional appointment �i �'i u,gilu ll gppl� rplu,l The salary rate of any employee demoted under this section shall be reduced to the salary rate held prior to pay rate adjustments provided in Section 8.10(B). Demotion under this section shall not change the anniversary date resulting from promotion. Depending on all of the circumstances involved, dismissal in lieu of demotion may apply in some cases. B. Full-Time Employees: The performance of all full-time employees shall be ��CLocb.o��:�°�r evaluated ggh i,, q q y on an annual basis, using the systems and procedures authorized by the Village that are then in effect. C. Part-Time Employees: The performance of all part-time employees required to maintain regularly scheduled work hours shall be periodically evaluated generally on an annual basis using the systems and procedures authorized by the Village that are then in effect. Temporary / Seasonal Employees: Temporary/seasonal employees are not covered by the Village's formal performance evaluation program. seas rpW ,N4,w al:e ''� ",tl�p� �M��I� tl r'!!wtlp a ."4� basis.pp Hy be tip �rP �� Cp��", � �� tTMp �:ppd R!Ni!��h ��,t flp.e flp.e...r � � � �"p"'p�ppV;i p �q �rP�lr el ." �pp gprPl be r!4tlgitfle �i�* tl"OFe I1:41M'p pdxw,, tltlpd,''rprTMiSt� K) H tNAH! k�e...(� rr,) pu)OFF14) pt;puod. kp a:IS diStH:e6oF1.7...the appointing authority %rwu.H P'N a YI u ii,:: conduct periodic counseling or performance reviews of a temporary/seasonal employee. 34 Err or. ��r �,in p�r.r°tl,od,I�1 %r" 1,44X..43,1 8"4�",y��4)N"4,�.04 43 gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 10.00 HOURS OF WORK AND ATTENDANCE Chapter 10.00 - Hours of Work and Attendance Sections: 10.01 Hours of Work 10.02 Work Schedules 10.03 Attendance 10.01 - Hours of Work Regular working hours for full-time employees shall be forty (40) hours of work in seven (7) consecutive days, from Monday through the Sunday following, except as noted below: A. Regular working hours for fire protection personnel covered by the Fair Labor Standards Act of 1938, as amended, shall be two hundred and twelve (212) hours in a twenty eight (28) day work period, pup s %AJs� „��Il� p_upu. pp�",�� ub�°u. °�rpp��^;� Ilu ��:;�p°u� p"r� nn„i�ppu°; zlg:n ealp ,,^;Wl:. B. Regular working hours for law enforcement personnel covered by the Fair Labor Standards Act of 1938, as amended, shall be one hundred seventy one (171) hours in a twenty eight(28) day work period. C. �101l11 PgM,I gmllq„d';c h:ffl'p p rip p��,q Iq. �rq ",tlylp per+�Iq,Olk. r�n �r ..n sII pX:°6 (, p u71. ryp rypi� ,pgVpfl � "�"...�rq .(ppflgatpo,qp �rI p,�fls� �r n j,;pnmrgV:p:..�rq sga,.pgprl,.. ",a �4p p .a. ". ti m " m tl l,, gV� r�� rp l drpV ! rTMppppparr q �.��rgVrp q�. p�,H�;;pr � q„p„�� upVtlp Ipr� l qVp„ per+Iq, p�.... qp�r... "'HI C',�"�q,. k �rq .... ggVd�,�,q�fltl�ggV ��; tl�q.�gV�q:.l�.�� g ..�%rv✓��q��q:;Vl�",tl�.,�. D. Exceptions to the regular working hours will be made based on business need and other related circumstances. Nothing in this section is intended to create a guarantee or promise of work for any specific number of hours or workweeks in a year. 10.02 -Work Schedules Work schedules, including those of an emergency or on call nature, shall be determined by Department Director for employees under their jurisdiction, subject to the approval of the Village Manager ru (I �!„). Department Directors shall arrange work schedules to meet the needs of the municipal service, provided that all work schedules for full-time employees shall coaipp,ii %AJIII kM'1,',JrJrIg pq" r,,Jsqo'b"s � l Ilk (',p'p.zlp i,�,si" . 000, w)t be pt�S,...Ii:4imV flir� Mr 14:10ee" i ,,"�Ilflq�:➢•pV�r�pp :r1kTMtlp ppV p"��"d,�pq�b'"p.- tlp �y'p... 10.03 -Attendance Regular and punctual attendance at work shall be required of all employees. Employees who fail to observe attendance requirements and procedures for recording and reporting of attendance, including, tl`Zlflun Il�r n^p� a Ii,:: (pui,Y, tardiness and "early leaves," shall be subject to disciplinary action, up to and including dismissal. Exceptions to this section will be considered only as required d ru , pp rr u u u p ", r if p"under the Family and Medical Leave Act and/or the state, federal and local laws applicable to employees with disabilities or handicaps. 35 Err or. Dr �,in pr.r°tl,od,4 %r 1,44 a6..43,i ,�.8"4�",y��4)N"4 04 4 p gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 11 HOLIDAYS Chapter 11.00 - Holidays Sections: 11.01 Holiday Observance 11.02 Holiday Compensation 11.01 - Holiday Observances A. The Village shall observe the following holidays annually: New Year's Day President's Day Memorial Day Independence Day Labor Day Thanksgiving Day after Thanksgiving Christmas Eve Day Christmas Day Floating Holiday B. When a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday ggu :�n. fy shall be observed. If Christmas Eve is on a Saturday, employees generally will be given off Friday as well as Monday; if Christmas Eve falls on Sunday, employees generally will be given off Monday and Tuesday. C. One (7C) floating holiday will be awarded each eligible full-time and regular part-time employee to utilize during each calendar year for religious holidays or observances that may not be celebrated by the Village. The floating holiday may be taken as one (7C) full day off or two (;2) half days off. The floating holiday is non-cumulative and must be observed during the calendar year in which it is awarded. Employees must complete six (6) months of service before being entitled to a floating holiday. Scheduling of the floating holiday shall be at the employee's discretion, subject to approval of the Department Director. Fire department employees governed by a collective bargaining agreement will follow terms and conditions set forth within the collective bargaining agreement. p i � d pw",q pw'w.gtl r�'wl;,"r11'Vpr�'wl Pw��'" tl w ,�q°r�ppllr�lw",tl" (Ioes umi, "'vil rr 'I'll o.ul %AJ'l .;w � ed �rlll f6l n,qu°,,:pous %AJ'14. 1 umi, ww�"PI!!�w q iw,";d;;� �Pwl Iq'Vw�"; �i�gggr��yw �%��q'Vw�";qw", ��nll w�",gV'Vq"wgw:w"'jlw 0' qV��'��.w„� ��'�"r�nll°�iw",q"V➢w",gVl.� q'b'V ��tl� l��n"Ild w,",;, 36 Error Dr w,yin pr.r°tl,od,44 Q4A a6..43,17 8"4�",y w �4)N"4 1,404 414 11.02 - Holiday Compensation A. Full-time and Regular Part-time Employees: All full-time employees and regular part- time employees who are required to maintain regularly scheduled hours shall receive their normal compensation for time off work on Village observed holidays if the employee normally would be scheduled to work on the holiday. If a regular employee is required to work on a holiday, he/she shall be compensated according to the overtime provisions of thug in addition to receiving holiday time off for Village observed holidays. 3 Temporary/Seasonal Employees: Temporary/seasonal employees shall receive time off without pay for Village observed holidays. If a temporary/seasonal employee is required to work on a Village observed holiday, he/she shall be compensated for hours actually worked at his/her normal rate of p zi,r r1 ."IItJp. �'p�r1'11 s ',Is �'lpq�:r'Y� e %Av�'I� r1°p'l',I Y �'Izl C. Fire and Police: Holiday compensation for fire and police personnel assigned to shift duty shall be in accordance with rules and regulations of the respective departments and such rules and regulations will supersede the statements contained in this Chapter in the event of a conflict. 37 Err or. ��r �,in p�r.r°tl,od,I�1 %r 1,44X..43,1 8"4�",y��4)N"4,�.04 43 gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 12.00 VACATION LEAVE Chapter 12.00 - Vacation Leave Sections: 12.01 Amount 12.02 Accrual 12.03 Scheduling 12.04 Payment on Separation 12.05 Holidays Occurring During Vacation Period 12.06 Vacation Leave for Part-time Employees I 2,0 7 12.01 -Amount A. Each full-time employee shall receive vacation leave credit ziccn.i�,xI orb zi pw bzlsk) according to the following schedule: �°b.i sit 1 st) partial year and II`i.ail: 1 st) full calendar year of service: After 1 month 1.0 day After 2 months 2.0 days After 3 months 2.5 days After 4 months 3.5 days After 5 months 4.5 days After 6 months 5.0 days After 7 months 6.0 days After 8 months 7.0 days After 9 months 7.5 days After 10 months 8.5 days After 11 months 9.5 days After 12 months 10.0 days 2nd full calendar year of service: 11.0 days 3rd full calendar year of service: 12.0 days 4th full calendar year of service: 13.0 days 5th full calendar year of service: 14.0 days 6th loth full calendar years of service: 15.0 days 1 lth-14th full calendar years of service: 17.0 days 15th-19th full calendar years of service: 20.0 days 20th--22"d full calendar years of service: 22.0 days 23rd full calendar years of service: 23.0 days 24th full calendar years of service: 24.0 days 25th (and after)full calendar years of service: 25.0 days B. Sworn fire personnel assigned to shift duty zani�(I umi, b'Y ',I n_u,',a g",J rJ r g shall receive vacation leave credit according to the following schedule: b.isit 1st) partial year and ��J.a.ail: ;1st) full calendar year of pbuaga (I service: 38 After 2 months 1 shift After 4 months 2 shifts After 6 months 3 shifts After 9 months 4 shifts After 12 months 5 shifts 2nd full calendar year of service: 6 shifts 3rd full calendar year of service: 6 shifts 4th full calendar year of service: 7 shifts 5th full calendar year of service: 7 shifts 6th-10th full calendar years of service: 8 shifts 11th-14th full calendar years of service: 9 shifts 15th-19th full calendar years of service: 10 shifts 20th-24th full calendar years of service: 11 shifts 25th (and after)full calendar years of service: 12 shifts C. The following positions shall be awarded five (5) additional days 40 �,mws) of vacation leave credit during each calendar year. Deputy Village Manager('ot� � � �u�;:n��u� Department Directors Dr,,,puiy Du r1 supe. p of Public Works Superintendent of Village Engineer Village Planner Director of Information Technology Director of Human Resources D. The following positions shall e awarded three (3) additional days (1AAA,u a rii p Dui �',24�) p,i ::ui s) of vacation leave credit during each calendar year Deputy Fire Chief Deputy Police Chief Assistant Finance Director(Jto:,r 2007) Golf Course Superintendent Deputy Fire Marshal 0;��'p ppljl Boud(Itlq'"p i 7 q p q �_zl s, ,!�.� q,��yp_P �", �,";b'pp "� �M�il�!��"0„� � p.pi� p�d',��'l�'1fl�", ��ntl Ip�d�'pi�Iq�rgV d'�:'U� tl"ql.l!!� �rqV �� q"!�'p�rgVl "p �J %Avodo xp bY ilgp��, �� q '� �, ��u�pq q '� u°ulusil, s x (0) apow,Il.a N^;;Ifbn b uu p q '�jl �o��',IriI��y�,I ��'r'" tl°i:p"III0"g� �",tl"� IA:',r I411nM�, 7p�'d'p�'lq�',r'pV q� ��iJ�' pflgVq�'";,^�.� �rlp➢.� q�%�/V.��;'"; rI "� "�q�',r'i� tl"� �_"P' �M rz i 39 Er�r,or. ��r �,in p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ WIld plo,,Jch,xl ' oan %AJI'll � `CAMCMJng I momad qqq ih!� JIS. Y��Ww� LIE d �q P� !hl !Li2:S d UQ) ME; ps 12:Lh::A 1 WWII fllw:�" 2D hlqy �II i2:L lbs� 1w2Ui�ny�u YsL!L !",!W bs� DIU b! 22LD 112! P[!2YW!J uD S:",�mIJQPQZW A 12M.Auds AR; Awl PAY 112 d 012ys :�. Ills, YdWw� w21 !b!JL L!s� w21 b ISL Jg!i,:iglY L MIA, IJls", XdWgs", lil ama2y�� bx 21s� �LW2,!, LIE _Pry' rn1gy �121 !�2sg!��d (�:�!'�Iy 0�9) bons ps dhd,� 112!lY �4�1) �2!2 LiLY �� 12:L !b!� ys��E L� D12! 1L tlJ phjlE !i2 !!Is sl d W21� Jl �bd �2!m wrutlw b w tlU DII w2[ �2!1l ggwwl wk!q g.� gllq � ��p R� Y �! ��n n 12Y� i2:L 111 Y gs� D g�Ed If b L d If b 1!� ;4)aW EH: 11:fftft� Paid eFellWs ea�endat:: �:vwntl) lww wi4ed. h!NiVe sl)cflq be eFt�Efi:l:e(I 4� t:) the HI: l4h!TM b etn fi i:11 fit t:��eije h t3H tw H(!,I a 1 )"eEl F, e Ilq)wTM Seeti�:el eElk:4:ekil )"eiff Stff:11114t 11:� �:,NR-k ideaWy :14)k ;4:H:Rfkl siak!�� be eFell�"Wed 4:� fit):14i+1hy, thfffithl tff:FIJ� and shm! he PR*Uwd basecl tip�::ffl the Htff"bei:: w::4 :h::A fm:)HOIS m::wke(I 14it� tTMg:vqAoytw. 6OFF)Pk!4t S x 49 FM)fiflis ol:StH�Viee b4i:o:e be4it eFFIJ:14th'i e) take I'loaealJOH �ea:"H!�7 tfffleSS HPPFWved by the MINge Hild a k)aFl k t4l:l!el:t d 4iit) the w::4 the 6 f"e OF)ee erl IlItA� Ufih!!�SS Elpf)FOVed 4q NNili:lJfit the VgMattt� Plll4HFlHtt�F Vaeatit)H khi�Ye g:wi be a6en:,lecl one ea�endal:: yerlF tw:) the o�fl), H tTMEftla� ItO OFle�1I x) effipkijr4!!N!' 4 iifij:11oa IIIOEH:Nil!Jo :q Ht 11:fftfffl Efl 14H:� btTMt4ii:114it 01� l4h!� eHk!4:XIHF YeHF NViP be 60MAdmIld OF HPPRWUI by lk:� :V�Httt� Appl:4::VIIIH!�d ��,aeii:IJOFI t3HFFyi,+yej:: t)ij��Jj:jjeeS FHH�l tWetN:A 44 da�'�'S HS 01 :61hy, k (;w�j:y bfdafit3�11:w!i 44 w::4 P) days wffl jtfl)?r �ll shad INA h0ifFS FF)USI: be ti;;ed pl4oF ItO l4h!� efid t3Hk!4:Hkw bakli:lleeS F104, used plit:o e) the t4id t:4flqe eide :ekw )�IeEW ;4)aW be Jrmpk)YtWS ShHP not be ��i:w vaea:I:Jon 6,ive t�rwm!!:TMd be not taken� eXt3 11::Ti as pl:4:):11114dell 4q set4t)ifi 12444, sh'aH %vh k on 40 ' ��"�III�III"��1�Il11 1111�1�lii,�i�iil��k Vacation leave schedules shall be approved by Department or Division Directors or their designee consistent with Village business needs. Seniority of employees shall be 4 OM aci,m auU. considering vacation requests. Accrued vacation time maybe used for the ur p pose of sick leave only in the event that an employee has exhausted all accrued sick time. q ^1T, IggVp�!;;^,�rV IL'p.p,l 4 pfl�'� p�q�"„,"� p.�gVtl �",q 'I;:pq.� $',"➢.�';I �I�",q �'�plltl I ��!��"; �"�'o��,.t� �rI✓V.. 'pllflgV d',q;r'p:pd,pflgq�;";p.Vl 12.04 - Payment on Separation ....',sel:!lqd;e slli11fl....be �"�Wq`O�� MWrp Hfit'lSeEl OpRrp:Igh Ole (late�:4� OF FeS„ gi:1HlltloH Drell 40:44ifid Vad',a:II OF) rill t4-ie Drell q ��;�� w " ....i�r�;p,p,p'�''�'�pr wqp ��' gr�;!�q��`:pllp��p�rpp.. "� �� :��'��", �pr'�µ��'r��r�;r +r��,r�!��",r r'!''wtlp � ��"..:ppp�gpp�� id.�..""f"t:I pO:p.s by Ole ef"➢p� i Iqi� Ilrdr.r4�1 4 eu.ee4"w'm k"�� be (ledueted 4OFU) I le ''pprp ,t!!!:I'� e:IJ0'H r ke:ii% ppll Ili:t� rTM:irr�'F''VII StiTMPalii:IJt w i di.fe IIO tl4t'��ihiii'l o Ilqi.�'� ppr;,p pfltlppfl,"t d 4110'1'r'fltiWp Ole rpale ! 11,"eq ,'.''pr l qOH""gyp prTM� '"'9r"fiaii r�'�r�w'pp grTMury4'i' prpq�"� i„.�wp ��",�.n'�� 'V - �- ��'in:ll S gppq .:.12sqggVs... q q s Ik� ggVpqqV.glk tl p�rgVp ( gp..p:�q� �r+iTp➢➢.� qVl ��ip., .. �"r�, r�plltl I,�.p� � qV �� r�l� 0" pr��"". d',CVpfl�",tl"� gpq�:211 !1 of %'"✓,gs by I h!".... q ag!", "rgqm Io ": y. r 2 rip�ll„tl njqn„s Fmai q .,,g !.. gVpq q�r+iTVpp�:"1tlVlr Iq��"; uu�q)�.Im 0 �M �2!^ d 1pu m uu zflk"d pl rinu(I Ilu�;'p.�Pgb: pr�pllpflr�1,, 2 ,02 ZI p11 CI q .p� s pq�:��';p,gVp �q.,. 2L q O „ gVol,r,. �_tlgl A. ol. gi „ rfl.,l" �r ..„.ri qfl�rS� l�� '.��lq� gV . ljp o7Lu:V p 4 :p 1b gpd ) gr � r dtlu � r� ldp prW1111al111 20 , .4iz _ , h qd",tlppflggd",tl'U 1dr plplltlp.....41z � q➢r ��", Ip� , qq�",pel, Ildr ,X lzlu�l zffl lgczi';Itlddl qd"h, rd", ��qp„drI Ildr Id �tlI l" 'l„�",tlpl:r_ /dtlV'b"'VpflZfl /pied°p lgddb"'V. qd Id;;"; d',gplglqd";p:Vpd,gpl.,! pill, qd"ls grilpl'll'iodd .41.zffl NP plolzlld;,", ] bzls. ,xI ddb" ppd� bup�uupn_dd^;u drll IUH tlVpdrb°ull is b T Ilppd ",u�pq qd;d"Td,d ub�°u. Ilgpd", d,°uDgd",w czfld", (Izlp Ilppp lt %AJH. b(� Fp,oal npuzfp p:zrY ppd",I , d;:;r Ilppd p gd.'4''hiq, gddqul!� dr pud��', ppppplld,.'dq. Wzlg9 " Pzr°''Yalu ",q'u, zltlu(I $1`oHp ,", 'ltl.o. l\ci— pri drl s p zlnI'f; opd 'd,'.'r pd",� IC pp drll tpd ",gVp.p pddTd ��, d°ddRpp:d",u szlii,md a r ��up�p. ��'Pd", u�p��d��;pd", Ild�r p'Dd r rgdld';,xI b'Y 12.05 - Holidays Occurring During Vacation Period Any official holiday ....us ddp_P. d a rd",dp by Il 1p:; ��uppr��",�"-�;�„ as set forth in these rules which may occur during an employee's scheduled vacation period, shall not be counted as a day of vacation. 41 Err orrr Dr d,yin pars°tl,od,44 Q 1,44 a6..43,i ,�.8"4",y �ydd N"4 04 4 p gip„ 12.06 - Vacation Leave for Part-Time Employees Regular part-time employees who are required to maintain regularly scheduled hours of work shall earn annual vacation leave based on the following schedule. Temporary and seasonal employees are not eligible for vacation leave under the terms of this program. 1st- 5th full calendar year of service = 1 week of vacation. �',a 5 %Aid�i 6th - 10th full calendar year of service = 1 week and 2 days of vacation. 1 lth - 14th full calendar year of service= 1 week and 3 days of vacation. 15+ full calendar year of service = 1 week and 4 days of vacation. For the purpose of administering this policy, a week is based on an amount equal to the average number of budgeted hours worked by the employee in a week. A day is based on an amount equal to the average number of budgeted hours worked by the employee in a day. Example: A regular part-time employee with 16) full calendar years of service who is scheduled to work three ��J,li iI: 8) hour days per week ',r � u (24) hours), will receive 1) week (il: � u u it r �If��i u. �',24) hours) and II ��.rr 4) days (u a ub�°u "-� b�°u. 19) hours) of vacation for a total of 43) hours of vacation a year �;,°z:uu Nu 'i uu(Ia... Regular part-time employees who are subsequently appointed to full-time positions within the Village will receive vacation leave credit according to the schedule outlined in Section 12.01(A). Calendar years of service are calculated starting from when the employee was appointed as a regular part-time employee with the Village. Employees who retire from full-time employment with the Village and subsequently become regular part-time employees will not be credited with the years spent as full-time employees for the purpose of this policy, as previously illustrated in this section. 12.07 - Compensation in Lieu of Vacation Leave Bris�",tl" �pqV I ,tl rfl_Pq q"I, l r ��„�gVtl'k zln';Iltl "'11 I h, s� tl qsd,V��„�q�pgV �p I u", u/ .... tffl: IIJ RU g V�q q�:''p''�Il� 0 � �'I➢ Is tl j q;"u,6 m Io �r n 11�� q Il .�� 2 4 2,...g i ay b! s g tl 2J A I o q� 4,b.of S y as _P��„ ,a:xI d',�rtlV➢. ��",tlV.��lr,tl�4tlV ppU... q�"-�fl �p �,��gtlV�":� /��'d',��Itl�ptlV �"a� /�", �... .... ... ... II°UH czfln �(Izll "If; vd tlVI'Y (,2 olr" tlVlon, tl;�� 1S crab: 'aizix rii'ivai � n"'If:�rr�flgpl, r�.r � d'�i lgrrgp ��'�'r Ir", I;'➢� I r°r.'r�,. qtl� �_rr„"; d rrgp Ir„',^;' Ir",tl"� qq"'V."Irr d',rrq"'V'�q r",qp, ''Igrrb"'V. %Avo fl(I Nrr ';r;uzfl r;:;r IIH"I r ('50)"14.)) rrll a�r, W., .iAgVmu'b" ' gVlusi qI l�"; r zflr'�.r;Iz:l z:amuw rrlf` Nrr ',r uzfl r;:'r 42 a UH Jrnc ern crvc k r ngfl)k", f6l III da,v�,, cd" ,,aca ijon bull or&,f q�gnlY Snx s�x ry M l/(N SH M lv"ac"a nrm r a ir, S ngq N bn ll ir;, v"ac"a q E21 cm it bcflarll("( UMIS(NI zfl`lk l llpk� ril 'I b p� S q1]2ig , �nOs� s � �: "I S� vb,al � ,,I ook 1: 1 d" [s ar ,l) ld con'lliv, s (6) tlq 1. Vvj j I'll !�Ir�rir,q rj2j,mll gall, /Cl ZI rly lv"ac"alJon gnl,o mXl, ("'ah"mchat YtN F, K�:Z, is ("'arlirliol, N,� so "'Is l'o cowlllv,�,�It ljau� Nack l'o l'o unus�,xl 21�02:, Accju,,,d ff "'u'll %AJI'll lkak'r )I I Ly� "'Irld 0q 1r q I cb,��'Js�on k ("'arlirliol, lll�,m ch,�I,jcb,� ocowlv,(Nl, Jau� Nack n i�,tl: p"'I d 0 nu X tl sr lntlrn"V and i I'll j n s N, ggrs qea;,,e t:l : F�I,, Hil�l Sa il o:lt, ,4 F�tit 1!�O b t� ti�i t�(!,I q fi eu oq ,'O t3ifl!J 0 H g thf"O e qiq fi vNN j:r,"Ijjflfr 1,4 i tit iffitfSth'i 11,00601JOH mtlsi X3 by AM l/(N SH M m %AJ wd v q,w� n cul I en 1 leal cn 1, M l/(N SH M % nggr m r1, n n01 "XW CW PIM Pliv,(N ll,/ZICZIIJr m b'Yq_u� ,"4id consuh, ol lv"ac"alJon "'Is I'llk poh("'Y k gmapphcabk", l'o Ldo "'IH plognarlins, I'llk pohc,'Y k l'o I(Ylllvkon floal l'o Jau� "'Irld llh", rfl,oul 43 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 13.00 SICK LEAVE Chapter 13.00 - Sick Leave Sections: 13.01 Amount 13.02 When Taken 13.03 S u °k I q_II F�,JTIRF PROGR,/V�ild N (:'URRP 1lf'q )"" 1Y 1]C FR. 13.04 Medical Certificate 13.05 rn�v y Light Duty 13.06 Family and Medical Leave d ,I q_us�, au( governed by a collective bargaining agreement shall follow the terms and conditions set forth within the collective bargaining agreement a Hu ,�u � ll` D rq u:.��ly. 13.01 -Amount Each eligible full-time employee in the municipal service shall earn up to ten (10) days of sick leave with pay credit during each calendar year. Sworn fire personnel assigned to shift duty shall earn up to five (5) shifts of sick leave with pay credit during each calendar year. Full-time employees shall accrue sick leave at the rate of five sixths (5/6) of a day for each full month of employment. Sworn fire personnel assigned to shift duty shall accrue sick leave according to the following schedule: after it �:� �',2) months of service, ��u ( 1) shift; after II��ul (4) months, 1tv,/�� 2) shifts; after .�� x (16) months 3) shifts; after (9) months, �ui 4) shifts; after (12) months, Il n (15) shifts. Sick leave shall be credited in advance to the employee at the beginning of each calendar year, effective with the second (;1°u(I) calendar year of employment. Sick leave shall not be accrued or earned while on leave of absence without pay n 1zlt(gq ,�ss �III" 13.02 -When Taken Sick leave with pay will be granted for absence from duty because of actual non-work related personal illness, birth of the employee's child, disability, bodily injury or disease, exposure to contagious disease, to care for an ill or injured member of the employee's immediate family when the employee's presence is required, or to keep a doctor's or dentist's appointment, which cannot be scheduled outside of the employee's working hours. Additional conditions and further discussion about the use of sick leave can be found in Section 13.06 of this Manual under the Village's Family and Medical Leave Sick leave shall not be granted in cases where regular or disability retirement has been approved, or for absence due to injuries resulting from employment in a position other than that held in the municipal service. Employees injured or sustaining a serious health condition in the course of 44 other employment may be eligible for leave of absence without pay. Any time off under this policy that also is governed by Section 13.06 shall run concurrently. When an employee finds it necessary to be absent for any of the reasons specified herein, he/she shall report the facts to his/her Supervisor. An employee whose work requires a substitute for a particular shift assignment is required to give such notification at least one (1) full hour in advance of his/her scheduled starting time. All other employees shall notify their Supervisor within at least thirty (30) minutes prior to their scheduled work day or duty tour. E j ur,p IlbNdnu,' n r "P.Ei1N ! Ntl Nd "; nll .� q tl� IgNdb'r,�flnptl�N q�N + q tl�n r , Pggtl;p An employee is responsible for making a daily report thereafter for the duration of the illness, injury, or disability, except as provided otherwise under the Village's Family and Medical Leave Act ("FMLA") policy. A medical certificate may be required by the Department Director for any absence and upon return to work. Additionally, the Village reserves the right to seek a second opinion at the Village's expense to determine whether there is a medical need for the employee to be away from work. Unless prohibited by law, an employee's failure to comply with the provisions of this chapter and/or any misrepresentation or omission relative to the use of sick leave shall result in a denial of sick leave and may result in disciplinary action up to and including dismissal (no matter when discovered). Three (3) consecutive days absence without notice N ru g may result in dismissal a1� :11...��..�....� ��'. ....n':u..�'�....q....: : 13.03 -Accrued Sick Leave.. 11I; f "T '1 F'Y 11° FF'Yml, 1 ,W,1 F'f'f O F'P % l E I V� (''I 1 "��i° W.��1 i j��l W 1 mil "��i F'''�6 �� 11'�1 F F �F�� . „ 1 F'Y f'Y , ��i i TO IQI�T'i 7 1 j� 1 F 1 j�� 1 i ' "I' 1 Regular employees may accrue sick leave up to a maximum "cap" of two thousand eighty (2,080) hours. Sworn fire personnel assigned to shift duty may accumulate sick leave to a maximum "cap" of one hundred thirty (130) shifts. Rd!4444ua r�t� 0ng4fle IINd in ai:11 �1��4 �N� ) f'WI ub:N dm�mN!mud�� nwd:��TM Nor" :1l4) Il4�u ��eFFYIS �FIRI u��p,u�,n�_u��ity u�p",��:� uuupp�u �;�; ��; ollp: pOle II:�44 �� 13�q��nu W^&gaiy�i�"W t��_^�lq"W&�W'�r�'.�r; i y q p 'i�NrOh!� b..... � �IL��I�� '.�Vd,Y.r...Peifirk:�...W_P��'.��"�,�...oH �&.l.�"p..��WPPt):1�y,4fiu� �.+�.'ll��"�Y.�"��,.r .� ,� nV� wr �� q°' 20...'dTN",� �' d:: StW:Vid e and 41 yowN of age at F09RMWIt ry ' N...'d!'eHFS""t)t ,,"d '��i''nd Hn'nEI � r� i�rreHFS t)t ate at ie614:4'Viefi;t 4 4% N...iYN"HFS of SOWN and 43 yomN of age at 6i:e'nV)ent 4 5.%, N FS""t)t ,4tw 'FV'nt 1 HHEI �I4 rr.eat:s t)t°ate at ie614:4'Viefi;t Xm% N...iYN"HFS of SOWN and 45 yomN of ago at %6i:tt 'nV)ent 4 5.%, 2P...'dTN"MN of.SM000 and 47 'jir'ean; of age at F09MMN",G 4127% �.�... rN ��""t)� ,4d,F'�i'r'nd i, r�n`°EI wrd1;;,� FS Wt` "� i�r " i n � r � � �� r � i ..auaYq" at.iN"6144ViN",qNt �" ."fd�a 2 P.,dr N,MN.-d'i of SM0 00 a ndl 0 'jir'enP; of age at F N 9 q dM OR 4 „i'""'.T! 2��,�N FS""0 sdN;'FV'nd I� H H d 5 5.4idr'eHFS d)t ate at IN";'iiH:4pWFFl!'� Xm% 45 1�21 Y'eHFS t:4�st�FA14t3�11!!� Mid 5() �,4 t:4�age at 1:eii H:4:FWFFI!� 22 W:: stwvi ee and 5544 yvaN oflage M wati 23 �::4�StWA14 ee and 5544 yvaN oflago M wN 24 yems oP su&ee and 5544 yeas of age M futi 704P�� 25 W:: stwvi ee and 5544 yvaN oflage M futi 75:0% 26 yow of sepA ee an' l 55-44 yvmN of age at i::eti 1,40% 2H yems oP su&ee and 5544 yeas of age M futi 2!1�) �'Ledj:i; �::4�stwvi ee and 5544 yvaN oflage M wati 004414� The WS Man wig he admWwomd by die WN/kN (4)F[)0FH:1J0F) H H d m,u g q a WYW ef"p o 'LeeS ItO Heeto:rm xfl:e,HSSe[S n H WO F R1 PHY MOT ea I and KOF 0 tti tfl e tWpt!4)SeS n H le6 Ft4:rient: The q eta� basi s 4)1:: fH:11 R:I �S P1 an i s t31ffftflifl)r' biiSel�i On p6va:ie Rtfl i nits q sS liel�i bv �he k:1:1!A!4:HEfl Revefflie sei:�rvr66e m4iO) aWt:Pop t4fipk))l,el:S SEft4) HS e) tal4iibksh sliO) The ol flik Phn oig be ttovei:necl (,h::H:AfFF)eHtS tWeetfl:Aml lN)01 the ViPage and R411111,k Re6Ft4:f)eHi The Rt4iFee �edl:14) sav4lgs Phn: Intel+W Revenife sel,v ee (;oded the ViPage has Sepcllifl:e Ffief"bel:s t:4 flqe �I'44:a UHit)H HFIR'l aW 0:144:4 �:fg IJ fe t� jv�j q�H tt efe p � A:1: a f"4)4"10" the Vigiittt MiP apmy the WHO of amued mek leave (0,04t 44sue) ink) an R1 �s Pkin H:1 i�e6l:t4fh:44: ffitf 144:r eFFIJI:t �Iiiltftr t:W� EH:311:fftft!A "i ek ItO 144!�i F Ph H Hem*M t bHSOd OH the A)q r:10i ng 4)1+rma pepos�:I �Va hie pi 4tjn:y)btm:: W4'siW : qewota git)tffs x vijltftr.. The valtfta Shall be e(�I:Ml ItO 144!� �'H)HOY FaatdTM (m4i :4) inegtfdes Pei:: pa i d ItO a jva i��age e�:�i p�0)�,eeS e�i t b�e 1:1) pa 14n 6 p a to i n:V 14)e P�a i:11 Hs o H Htfii FY �s o:: i h e 6H t;H(i a 1� �'Leal� 41 oAiO) 144 ef"pk))?Lee le[4t�.!!! : The lilte oig b�!!� ong ?L 1dw 14)t� )?4NiF S�:) ea l eu�H itad T h:e h:Ou il)" Fa te 10 H ife s h a l l be d n St3�t)Seii�i ItO a l l j efe 0)�,eeS H:ll ke F i n4 eii�eid H e:A the YtMF� On fin fini:iva� basis 14)FOligh pth3enibel:: 4 be fiWe le) 60FP"OtH4 up e) (2) Ehi��?Ls ol�tmti�4ecl si nie 04 1:: P�an H60:)UH lt� [)FO:11,14 d�ng tha:i:k gaaaryrr ha:1111H 144! kis�; t3EIh!!4:4,lal� t:H:mit:o:k us4it HF11Y �it3k On ai:11 HFIfflial bx,Hk� t4f)pk)ytaes ivi be atfle ito e0FV11M!m4 up Ito one (��) englit (:X) 14)tff W::4�iflitHe(I si�:sk iJ mt ��i:w oi:14H)Ht I:H41g fM)Fe than one(1) t�iglit (�X) 14)tff: da)?L d::4 S k Do ys t3l:)H:1110 ta 14eii :�l ki i d w",p Ws^ :I n H e) i h e a F11 a t 11311Rf�:V i a 1�e s El b i iii el:eii �J:t 0" 14)ta efe p S H t3�113 Ftftr(i s i e k ba a iiiee (4)HVeFSi�::ffl W::4 the limisecl si�:::k da''W?L shal l m::n be i F)ItO Vaeati W::ol �erl W:)F pai d cli leo:] ItO Ithe :A ita ioahie t:4� fl)ta Sholl be tTMtia� ItO Ithe dadY IoHitta mid M H: �4"itt�d to :14 H!HoMttt HSSi tpied :e) :14le4 e ii l e tfkitthl alN)v e � 4Pn�ip0)r,eeS miho �ea',e iheefe peye)efil op 1 ) 14)e V i age dut� ItO (iisabn lt�' t)F (ithi14) mi Ftaeii 10t 1 )e 'Hihie W::d 04 1:: t,0:xh!!w :14)is phn as px,114 of 14)tTM W IS ben4it� 46 The RHS Plan and the applicable details are subject to review and potential for change on an annual basis. In all cases, the terms of the then-applicable Plan documents will govern this benefit program in the event of a conflict with the provisions of this Manual. 13.04 - Medical Certificate A medical certificate when required by a Department Director or Division Director shall consist q u 11 .. o a written statement y a qualifiedm physician indicating ��bll u� �pp.��; �II� � ;;;lpu( � �.;;u�u �II� a.... %AJ I q p q :6 A. The employee has been examined by the physician during the period of absence; B. The symptoms observed or measured by the physician; C. The stated diagnosis and medication and/or treatment prescribed; D. The dates on which the employee is expected to be physically incapacitated from work; and E. Any requests for a reasonable accommodation that may be available to assist the employee in returning to work(if applicable). 13.05 - Temporary Light Duty A full-time employee who is eligible for sick leave or occupational injury leave may be required to and/or may volunteer to return to work for an available pp temporary plight duty assignment if it "qqV� ...b � C � .�rq Pp�::.,l..%AvopY�....l�4 IIP�::...... ',p exists ziplltl'�:. q�q�rip.�;,�� tl� Iq'➢.�! Mu�ugqz��'�"�� gpr�!j� r� �Pp�,.. �� q��r'�'.b:pp� tlU r�;;;l; Iqh The need and appropriateness of a light duty work assignment shall be determined by the Department Director in consultation with the employee and the employee's physician. An employee on light duty may be assigned to work in any Village department. A light duty assignment generally shall not exceed sixty (60) calendar days and may be terminated by the Village prior to that time limit; unless mutually agreed upon advice of the employee's physician and a Village assigned and paid physician, in consultation with the Department Director. Temporary light duty may be extended by the Department Director. Nothing herein shall be construed to require the Village to create or maintain a light duty assignment for an employee. Employees will only be assigned light duty assignments when the Village determines that the need exists and only as long as such need exists. 13 u06 Family and Medical Leave of, III " .. :ml„ �r Y Y P H_YU Y ��IWr��II t� Y ^�i�,'_�'Y 'W '��,' �'W C t� �i "D Y S I. Fap q "� d qqq� '"�"....fir �p�C' �.` �;�� ;;'rI g1, .pp� �4�/�",01�%.� p�� pry /�':.. Pq,O�;pV ��,,tlVp "P �...I _P6�T ��", �.. �r� qM �a��4i�", V/ q r� o /\ rV,I gHll,anf c&PHgaijl rpV. ) g hj NNdA /�" %Avo ��,.�;",] pill 250 �wuls tl pp�fl�ggV�" 1 :➢� 2 a.mgV i I ➢.�''� p�I��ll:..�p I �� ...�� i� .�.�%�i �gryryd,.� ggVd ��tl.r� � r�. ��'.... � gg�ptl� ps:k gyp.. Ioal %Avopl< tl��,.fl�", o �'�4>7 pV� M tl",;,"'�.�p r� �",tl;,� V Y !=JS 'RR,/\ 47 Err or. ��r �,yin p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y/ �ydl N"4,�.04 43 gip„ 1:m 1:I:�r m 1:,I:r1:g I:�rf(� to g 1 Y g f 12) on LE k vsk a I d mp pp i d 1 gg Y g dmd P u p m; id U p u md Y g 0 W h!� �2�I: g h U d P p d i p Q si g E nu !am no W sigh gh i 1 (Jz) Wl�ih gH�J,L 12:[g gtll� �Y�Jl ih!� �W12 P� �J12� 121�� DII:1121b� il[ Jls�! 12: Ilgps d;W gH�L, 121�� L[ihu hmy!� g r2le—LLAH"—In ll—A g!ly tl�!Jh�l!�J by ih! gd§pg Ina (W lie Nct WaL h, CIL) (2) �onn!W ikl 12:[p!Vggpmgniy 1,u�! �ys�!2 (2) �Jm,K �!�gm pgg�!,K) �2y g m b'K m !l s�� P� D:�!y sL I:ID up.j.11119�ls� 12:L !b! !ls:�Llh 9�ls� Lly! Yn �n! !Il 9�1!� al2y�Os�l sgun (Z) MY Whg IN dpWAPPOW 99[IL b'K 48 Error. Dh,,,ft yinpectei d,I p14 Q Q X4A 44,17 WA4 AM o:"612d and urIgy lJlgn a z\ rY!Lh u.i 121�� dl:l!� °l �Y!Lh G�!Ddy nl.�,! b!;^,!, 12:L g211! Ds�d !�V12l q1� by, a AD,y PSLJi2d 2URgauadly uuO!ld�u au m: Ij 12d 12:[ by L � !ls r�:p!b b,K a d:IL 12!L d:IL ldE �„ d druutl, r udruu !b !LI211W )!!pggpaguiy Ogn ikd",dP,r (3) lIlfl Dl dud W 2E ds :Ils d s !2!W!�J �As!� 91 WS f 11 d L!�!jl�z\ A21�� at��,K waU �:�2J w:�!m g'J��u Gh�! !brsll rs gd!�J !d:l agJy!� d!lIy mumph I d!lduw a .Jbwk:� �md !2m �2!� 12!�� d°qbg�i: L��D Olw�i �U a guzK I:h� i2E �"]:I!�J by �Jls� 12qV d':IIy DD 012,Kd 0�y iak aU ! 2JgslVgy.. qd as idq...d4r h� l2t A21 bl2ih ul:d (yu�w s�2J gs�!m and a Ahh DJgs� ,K Ls�g iSL spousd , son, chaughl,�, I, son, ol pzln,ml, %Avho k on acM dwy iw (mHed ki ca"red acdvd,,,, duly si""li'llas 1A "quzlh�'��Jng dmduch,"Ss oHmAJng blo"'Id ("a) sholt nolJcd,"; (1)) evems and rdwed ac&jdcn (o Mdum� and schoN ('d) czln,", "'Irld k�gzfl "'Irld �mducfing ',I p,�6od �fl` '6HmAJng dfl` slkal,llas "'Irld, (W) WWI wai.d go6 s iliai. ,arc agmed ki by arid d,m'lphnwe Madn Ns phrase Err orrr Dh,,,ft inpectoid,I r14 Q Q4AX 44,17 8 A4 A WM 49 Th�," phnas, ,� "son ol "'Is ol bslk'°;l sl'ood in Y. pzln,mi,is, who is (m aci.i,,,�,;; dul y of czflk;�] Ilo dul y slkal'llas %Avho is A" aqy agn,"; This rfidir'Ji,ion is 'lon'l dull` I'llis P111/11''A pohc�) ff, 'o zlmarllg ° 61 chddczln'� ol schoN ol' 'a n'lihl""Ily chdd' n'lihl""Ily RUMIN l n'lusl N'n; spous�'�' son, dzlughl °l ol o: pan" WWII", a biNog4""fl' arll�y sl'ood in hm:o p"'In"mIDs 'o ha/she wasa son oi rfiaughi,I'",l bul, ill, does nol, inchub'n ] in ha%v" Ralenl"'fl czln' Hgfl)k� n'lzl y 'o ol ',I n'lihl""Ily %Avho is inczlpzlbkn; czln'n, is, y II n'lihl""Ily dul'�y Such czln'� n'lzl�y inchub'° zlmarllg° ng IN alternwive cam, pnwiding care (m an hmnedjau° neul bads, MAN, m wankli-i-Ing Me pan'ml' 'o ',I czln'" ol R�,�sl, arid Re�:up'mal'i�m �'�Hgfl)k,",; en'lph n'lzl�y up i dzl"ys sp'md %AJI'll ',I n'lihl""Ily on R�,"sl, arid ivum'IN l "'Irld sllappom �] b°y R� sl, arid of zlpplopmalk': isstu ] b�y n'lihl""Ily s�'Al'ing '61th dzll'�'^;s lJlpi q2e n !"!D 012'+ :g:J b'MiT d!��Ldb�:g:J in ibis �2pl�gugpb �itlpfl a .J:wk:� 2s�2h]T�6!12' as o I na, dzll'�'"' endiqVg ME 1pi date (and any are Ls ! Dlp'Y bs� 1p!�ll 12L�2 i p selldc!", Going song smyiL! nnnr",n�nnq_ur"-n n uIh 0!", 22!n!ui!2s d lrrl„nq r„rr nor nl +�T J2i (r 2) !�LsJy! ( 2) in !his 2pmmvh Ad W gydgbiWy L�� p!�a 12!b!�L ps�dl2d �!Id Jli�� ii2s Q�2) o:�612d 12:[ M�L��gry Ls�y!� is i� pddiJ12� !12 tyr�� 12t, 2d lnL sLn P� !12!p� � �n��!u q!� q g g ii!n g i D p EI�K 112 D g !Day nul mgmi a SwAind 9AW (2�2) WLL2 P� 12'Ks� !Ld us Oo�!�J 50 RUMIN,�lt. r,Jaljom,,d Guzu d m �vu�cficzfl 'nflll Mll HU111,11 M nHm ss o�:(111116ng nn hm ch,16ng zlclj,llv,�," dilly:, �vho k m oljlpalj�,ml, ISA; I(:xl Hsi,, M ZI S(MOUS Huila si""11,11LIS" si"ai'llas ,,I aum,IN,�l Alal�,xl F,��ICA�S ZISSWj'll�,xl l�,� "'Iril oulpaljtl,ml, ol ',I IuJl,a al�hl,,alj �vu�cficzd czln "'Is tl2111paljtl,ml,s o�` knrll" Wood ol uucfi,vjdu,',d .n:�gzlldk�ss tlfl` Z�M! SMNIW:,0::" n [�:� tlfl` llltl: 1tl:�i Thtl,", Wood %vho k g 2 21SM(Na �K �L bh 4tl d gnarlllk cl cuslod,y q2y q,g�y, d "S�,�6ous �rjllrlf ol �Hm,�ss" 61 ',1 "I'll nml, ZVI HU1,11,11V 01 dh,wsl, nnculn:d F,mc�,�s I'll" 1, rna"If lerm el S�,�rlllvJc�,� aum,INN Rh��ficzffly lln:jl, to p:Mmql ol �Hm,�ss" 61 ',1 Zfll �np:lly �:!l nHmss qqq("I''lII a 219!ZI irIltl: d 1,h n n I W!y qn I Yl I s ,,I ril d �n,,I s I I ,,I `lk,�1 1,h n n I "'a I'l ',I lk,�I,,Inux "Wid k LIA gonljnualion tlfl` ',I s 6ous nnlj]:!!y 12! nHm ss %vas ol %vh�,m lllv,�,A�,marll %vas ',I "'Irld l'o glad:":, larli', tl:" ngijn& $=OR 12) tl21 con cfiljon 61 %vhncjl V,A )e1cerd 121 2,n�qalk,�l arid such V,ASRD n1lijng k bzls�,�( �n %vhok� ol �n �i )IN, concfilJ ol pbys�czfl ol aumi""d concfilJon slabsi"arl J"'d�'I'll �rnpahl, lh�,� lllv,�,A�,marlCs " H'i S(�A'Tln� ol fbHmv I subs[,arlljaHy g�gWlfl oll:'cup'alj�:ffl by n�qason o ' ,a (fis"fl,J H 1�v ol l m , inumi, )R �4, 'o rnnhar h'asr. V�J,�,marlls '101"ahs Pn: gl"lql �fl` Yl ol F", alfly ]Illc OmC, PICAPICI bic'N'cen O,Allnbic,� 2$, 20011) and \/Imchi S, 2M ��, k nO cillunilk"d �n cllcllcnlldntlng flic hvic, "Ic"m picAllict pn!x:ccbng a s hc*flmcnl, cic 51 Sports A Phad by & YA pug, I mn wD Oi2mds Ydkm!; r�Lld qL2!b �:�Lhk: 112 r mEm�r�q !Is L : 12! 1L !�2!� !b! Lr�D� .Jds 1:1!"p;W[ mumph A POOL 1bg low gnAms pYdi q2!� !12 02) s�ny point in PWAL I mn gnd �212fll 0��Jbk:� P jgpl�� DLD�iy �212y!� 12!� � Wily Upw malmun A mamphs lg 1!"; 2fi (Is) �Yi2 ds s!� k� i!f l��j sh a H i 12) k gd k s d::d qgg g g n�K I�d g ml�nE�g !Is 1g ILL ih!� WAY Upw 12aniolut Pbag my, bg b'K !12 sW2!D g gg�J 12� 12:[ �m w�!��g 11L JIS� J im s �h:�s�J ��s i t�j!21 g:� g12 p i g u:�d b'� �h gg R T R F A21 1?1 jh�:Jl' Odd drg P�Egg lyym ph t lq A I Piml wl so�y�g!� U� �11�:a g 21d:� iH subEctipp 110 gatiogdal I2y ih!� d2!2 r�n ldwgS� LIM i2L !L^k d211„d s q ry %vh� !� 12� FAIL:z\ lhgl:� �h:�!�� 121 g� i"�11Zld d12!!2:Lg: Ll r�!] Err Dh,,,ft inpectod,I p14 Q Q4AX 44,17 8 A4 A WM 52 p,",llod ol, Ijqun a 1, J,le,,V �1 I C, pelhnnjng ln a I Inid "I l c"a b h q )d I''A: l and to "'Ki (ITlAflo'llivec�1,% sUp,mvlsol ol ilu� Dln�i:l,m o�` � hunarii "11, h:asi, hlit"111 dtu� 'o "'Ki nol, nol, JS":mlRk ,, alusi, pn riiivjch,", m as stl m m as %AdIlch 2,gWR1H,v rnearll, s" ri,u da"If ol 11 ntl mXi, buslm: �s day V lap ari SM10i2ys;(" k ,alns tlrll Intl m ed Il61 ln ilh 11h ln a �oss �fl` FT,11/11,/�� flk,�I:ijons a ch"J'ay 12!" sikalt �fl` unvald hunan R ,,stl rtuc,a,"s ri appn ov,,"d All'a 1, V l aw:� ca ril l n l l �,�,a 4�11,a �,�s �1 rild I:,'A l k� d al'ay ln goys �:�l 6'J'ay ls 'o n,,ason a ril q'k h, ls noi, stfl`flcl�,mi, bi slalp�y "czffl ln slck R!o,vldll12, 'addli'lom"d lldblal'ai'lon %AJ,ilch (mw V nL�:!tdd n�,asomabk� czius�,� Vflhag!� 141'al, 141�jl a%Av,ry lorn o/olk al'ay 4llah�`1111 al, aril F,r1j/11j\ 4111" H �llng itl,bnl h,ii zffl czistl ln %AJ,ilch 'an sM, ls unch,�l Ills 141�,�y sh'aH pnriiivjch,� such 'o Vflhag!, gonslsik,mi, %Avlill clzffl JlI qMAA�clun,s so hmg gs no unusia,"d nnn h:fln ch:Jng so Fan un Il'o c,0rl,lp[1V %Ajill ijl( CZfl[!Jln rna"111 lel%tdi, ln a chj'ry (fiml,"d tld"FT111/11,z\ 'An rnak,�,� 'aril �,dlmt 'o a so as nol, 'o (fislijp! sikai,iias 'arid 141tlJl lnik,Ml,lon Itlr nitun Itlr %vod'L 11oriv c i�XIAMSlon tlfl` llvu", Il61 'aril nAuln of aril 'o 141'al, chai,tl,� %AjH N,� 'o N,� a n,�Slgmaijon as tlfl` has tlgai,,...tltl id S "IMMOVINI ol 111tlJl mvn condli'lon lck�,as�,�s floal 141tlJl czin" al,ax�r1inual llvu� on a 'arid lmjudlng zffl CIZV110,1101, a ol""d o�` ln a ndhlu al tl o n ij PsN K is 'a c1lidd, pgltl:mit, of m,�Xi, tlfljjrii Oln 'o czin�"; f6i a RUMINN:h ln %AJ,ilch czistl,� l7l'ay q 1:� l61 up ln a qX;-llod Lp , H , : il 3'Anlvl .12, shano N� a ��s ri!� I IIa ,l l ol tl�: p:maljng g pll,iiv,,ai,tl,", buslm,;ss %Avolk %Avhlk on a n�stdi, ln Err Dh,,,ft in pectoid,I�14 43 S 17 �4)N Jp 1,404 4314 53 Falp��: ��,j i I's 116nll�, F'arlind"If "'Ind plll/fi,�cficzd N,� umfi�l szlrlvu� concfilJons nm'lzjrll�,",cl q Ritisi, at narllgs�n,uml,s �l c�mlJ m tlfl` "'Irld pg'I'll rn c n 1l cd" nnSIILIIZWIICtl q Mtl",gV:MgMflqMM.4...N llbnM ljl [ on qtl rtl, si"ai'llas qq arl ch�es m�1, n"I'lial n k %v��l k zlflk,� k�,, n 1�he"Ill "d I p��lt��m Yl Yl Rtl,I,iiam F'non a F"arl'ifly gild "Mn lebuni'% Floal on ol qn a lidhng ( 2) Dli2Dib PSN�od ol s�x (20) �:ri m d< ',I unch,�l F'arlind"If W11 )osd,mn l'o om "lll�,rlll rl N,m hi I's "'Irld ctl mcfi Jtl ms tlrl tl,mlpk: n'uml, I'll'aril h'ad N,gen nlJn I1 tl2: uld"Ill q,mns "Wid concfilJons cd` "'Ind ol,mn s aldzll chjlj�:�s:, A flk P:!s v, tl,dlmts g2 IJ(°Sa R!k arid slkal,iias Th�,� zdlk,�Im,,IIJ vl(, Rtl:!sdjon shotdd szlau� ol ,,I nealb"liv wolksglk,� %AJI'll ,,I s�aldzll %volk does nol, l'o N nn ',I pos�ljon %Ajill III, rMnuMtl J b IJIA(° M nn szlah� flljc�,� �l ctlNck:� , s %v'as dtu� "'In �,M, p (�C'S �%AM S(N �us I'll cA mcfi J�:M, %AJH n�jll�n�cl l'o stlbal�l, ,,I filAICsI, ol 611,1111 Floal lll�Jl plo,,Jch,�l �n ,,I cc��I d,,I ril )jH "'Irld Ilgl 'Jng ji"ll, l�,�� n�stlRh� %AA d< "'Irld p,�l h mn �,�ss�,mlJzfl unclJons �fl` lll�, JN2 %Ajill ol %Ajilloul, ',I n�,',Isomabk� hsl, �,�ss�,mljzfl Job II unclJons l'o s"'d�:Ay com"�Nn llh:� S�amkas:�Sll Rlay ZIL%tl2 bs ( lh�lv, tlIgys N,Jbn� n"I'llanjng [Ioal aril J��i c"a i�q ]:,1�2 112 l'o ljltl,� mvn stl,,6ous concfilJon Gcm,maH,K:, 'g I sl 1:11 rV rn ;M e ,M llva m,�ss �lhd ��i (1111Y 2) da"livi, �d llh�l l dhag!��S L2 qq zl� n"Auln l'o %volk "'ll, ljl(" S WIZII,mn ljltl,m ,,UN2n:YIl/('Ic 'arl ljltljl 2 Ktlmy bs: I'll lo ple,liveni, "silabsi"arill'J"!� grl(j H I 54 Err orr Dh,,,ft yinpectoid,I M14 Q 1,44 X 43S 17 44y�744)Pp 1,404 43 41 htl� hM,�sl, pzdd lk:m Vflhags : cl:3 Mfl` lllMJl si"ai'llas ky !�nUdlw:�C, %AvhM,m app qcabk':, ',I F"arlinfly "'Irld $�,,omcfimalJon %AJI'll )Mn alusi, subsliltllalk:", "'Irly zlccltu:"-d] pzdd oVp � l �, " l J' " ' K') E, nI jMu�, JIS�y I p,dd unch,",l jjs and arl"ll slich pzjd liqu� Mfll' alusi, _PM", ""do"m com"I'lln:mlAy %Ajill ll�� j n arl d 1111/1�,��j�c"a� 1,�,�,a arl YS�Sll� � a f6l wy:, ibsa %AJH c 'u", Jau", pp l:., he"If ale cwu tU F"arlinfly nd�pzdd Th�,� VflhW�� and s�nmkw:�Sll ha%A/ 1�2 sllapp��:m'uml, p.:,an N,mM,djl,s %AJIJI pzjd F'm %AvhM,m,, I dkaNH['V pa''V p�gll l(m'I",drJrl2 unpzdd R:wJM m :3 cha12,g:j ggwrili'd arl"ll ealrm",tlj IJRU� "un M l yM id" "'d "'ll, szlalM," Jau� "'Is :jl�,"y zln� akjng F'grnd'I',f "'Ind /\H liau� alksM,xl Floal %Avod J'I'al, 4 ol boill F',aaldy gild llll/fi,�cficzd Zfllld 61 F'arndy "'Irld To "WIl"K :XD� �2f' Pdd Jau� on Pill/11''A ZM smlpk: q. n tlIjljn,"cl l'o au et Vdhag!��s takJng ljlM:, pgd Vdhag:"; al'ay tln tlI,s cfiscn tjon "'Irly" M":Axlunfl 61 lll�:� pzdd m "IvMiMmalk,1 US(NI pn I'llk PM:�Hcy:, lj,!M: %vold SD:211S(�" gMdtl(h,�s zln� qn ,,I cJ,vfl "Muirrgpq!,ed hl%v AwJ RM,AahaiJon pnrlllvkgons rJo n"A'ah"'IlJon %AJH N,� ,ak,M,m ol any %Avho umfi�l Vdhag!�"s pohc"ll ff"'u'll s�� mk: y ' : j ' 1,h J'!M:y h iM bM',"0 qV IllMm iqM,ij g n Mull ,,I ril y sc,I n ' lgMugV Mul' I ["'I ',I ij V I u IM I I'll s PM cly, ale encoul, '1 11 1"I I cM "a III V ha s D�i I I'l�n',I ril I I s X o b RD:T,lPl:jY "'Irld "'Is zlpp!�:Tual,(� Error�Dh,,,ft in pectoid,I�14 43 17 r4) 1,404 4 3 gip„ 55 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 14.00 SPECIAL LEAVE Chapter 14.00 - Special Leave Sections: 14.01 Approval Authority 14.02 Bereavement Leave 14.03 Court Leave 14.04 Voting Leave 14.05 Military Leave 14.06 Military Training Leave of Absence 14.07 Leave of Absence Without Pay 14.08 Occupational Injury Leave 14.09 Absence Without Leave 14.01 -Approval Authority A Department Director may approve requests for special leave as defined hereinafter in accordance with procedures established by the Village Manager ��;�rr �� p..� n:.i� Unless otherwise provided in this Chapter, employees with six (6) months or less of service may apply for special leave without pay. Employees with more than six (6) months of service may apply for special leave with pay. F c� piiJou ,�� %AJH N, o�.Y ou zi c zls,,..b r . n_zls. ,�� III 1 14.02 - Bereavement Leave Bereavement leave may be granted for a maximum of three (3) working days to all full-time and part-time employees and for a maximum of one (1) twenty four (24) hour shift to sworn fire personnel assigned to shift duty, in the event of a death in the employee's "immediate family." In extenuating circumstances, the Village Manager ��:p OS,% .i1 may approve leave in case of death of others a t,OFF)Pa l it b� 14H ....� tl�� q�N,r'�TM�TM, SHt4l Els ati 4i n ot:%ti not covered by the definition of �fll" "immediate family" on a u� ��,��q� 1I 1u.� q��r u�°''ir, . :�:pa1 basis. NI°�prr. p��uq��p,, „� tl , n n I�,„ z 2 311 zi.N 4/�;," When a death occurs in the immediate family of an employee, the individual department may send flowers, or make a contribution in lieu of flowers, in the name of the Village of Buffalo Grove. Any additional flowers or contributions from the Department or from individuals will be done on the basis of individual contributions and not from budgeted funds. 14.03 - Court Leave A full-time employee subpoenaed as a witness in a civil or criminal case uu i:l: zi pzittY), or selected to serve on a jury may be granted paid leave during his/her absence; provided, however, that he/she provides the Department Director with a certificate evidencing that he/she appeared and served as a juror or submit a copy of his subpoena if a witness and shall remit to the Village any juror or witness fees in order to receive pay for such jury service and related travel expenses. All payments provided by a court or party for jury or witness service shall be turned over to the employee's Department Director within two (2) weeks of returning 56 from the leave. The payment shall be transmitted to the Director of Finance for deposit. An employee may not be paid for any such hours if the employee's 61 club°up�, �rlli il��-� iluuuu�wuur relates to any case in which the employee is a party. Once, the employee's testimony is complete, he/she shall return to work for the remainder of his/her work shift unless otherwise instructed by the Department Director or his/her designee. 14.04 - Voting Leave Full-time employees who live at such distances from the Village or who work such hours as to interfere with the open polling periods for voting in federal, state, or municipal elections may receive up to two (2) hours off work with pay for the purpose of voting. Requests must be submitted to Department Director at least three (3) business days prior to the election. Where practical, leave must occur during the first two (2) hours of the employee's scheduled shift. fl,lb.,�� %Avfl� b_� 14.05 - Military Leave A. Eligibility Employees leaving the service of the Village for the express purpose of entering the active uniformed service of the United States during a national emergency, drafted into such service or employees subject to compulsory service who voluntarily enlist and/or as otherwise permitted by law, shall be granted a military leave of absence without pay in accordance with applicable law. The term "uniformed service" as used herein shall include the Army, Navy, Air Force, Marine Corps, Coast Guard, National Guard and all auxiliary branches of said services in which either men or women shall be called to service, but generally shall not include services as civilian employees of any of the services, except as provided by law. The term "national emergency" as used herein shall exist during such period as determined by the State and/or Federal government. B. Re-employment: An employee returning from military leave shall be entitled to re- employment benefits in accordance with applicable law. C. Salary: An employee returning from military leave may be reemployed at the same rate of pay he/she had attained, pus any Drell k,� ua:44tt p�. ilu�p�;uuil. il4p.p°'1il %Avo fl(I qp r� or;cp.�lu��d ,� umi ou°u if applicable, when granted a military leave. Any employee reemployed shall be eligible for a merit increase upon completion of one (1) year of service which shall include his time between his last merit increase and the date military leave was granted to him/her. D. Disposition of Vacation and Sick Leave: An employee who leaves the municipal service directly for such military leave, may elect to be paid for any accrued vacation as he/she may be entitled to if he were actually separating from the Village service. His/her decision shall be noted on the personnel action form affecting the leave. If the employee elects not to be paid for vacation leave, then accrued vacation credits shall be reinstated upon return of the employee. Accrued sick leave shall be reinstated upon return of the employee in either case. 57 Err or. ��r �,yin p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ Employees may be entitled to time off, benefits, payments and re-employment rights in accordance with the then-applicable state, federal and local laws. 14.06 - Military Training Leave of Absence The Village complies with all applicable state, federal and local laws regarding military leave, benefits and reinstatement. 14, 11,7 Leave of Absence Without Pay A. Full-time employees may be granted leave of absence without pay for personal reasons when recommended by a Department Director and approved by the Village Manager �,'i2l for compelling personal circumstances which are deemed reasonable by the Department Director and Village Manager ' pub^„fib�r„u u � The Village Managerprr shall establish the terms and conditions of such leave. B. Requests for leave of absence without pay must be submitted in writing and shall specify the reasons for the requested leave. Leave may be extended beyond that originally approved, but in no event shall the original leave and any extensions exceed twelve (12) consecutive calendar months. The only exception is as required by law to reasonably accommodate an individual with a disability or handicap. C. Requests for time off, including any extensions, must consider the possibility of part-time employment with the Village during the leave period. D. An employee granted a leave of absence without pay may Nu zflA� o keep his ��....rlpiid� �pe4i:4) alu xN""fl zlpu(I insurance in full force, Jzi )BR,/ _, during his leave by arranging to pay the premiums during the period of his leave. I adw�t� itO .fffifgH S ft :l [)HYMeStS a ':14h!TM be'tt4li114:11iy of ede ueStf� 41 td Ole If a benefit is canceled, the rules and regulations of the carrier and any applicable laws shall apply when the employee returns and seeks such coverage. E. An employee's anniversary date shall change to the date of when the employee returns from leave. F. Employees requesting a leave of absence without pay must be aware that any position may be eliminated or substantially changed. Therefore, absolute assurance of reinstatement cannot be given. However, the Village will consider placing the former employee in a suitable position to be determined by the Village if a position exists for which the employee is qualified upon expiration of a scheduled and approved leave of absence. G. Employees returning from a leave of absence without pay generally will return at the same rate of pay held at the time the leave commenced, including any cost of living adjustments if applicable, unless substantial change in the position or placement in another position has occurred. 58 Err or. ��r �,yin p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ H. Failure of an employee to report for duty within three (3) working days of the scheduled expiration of leave shall result in termination due to voluntary job abandonment. 14.08 - Occupational Iniury Leave Any employee who sustains an on the job injury or illness shall report such injury or illness, regardless of severity, to his immediate Supervisor prior to the end of their assigned work day. The immediate Supervisor will prepare required reports of such injuries as soon as practical following notification by the injured employee " pu(I � um Employees injured on the job are covered by the Illinois State Workers' Compensation laws. This law provides specific benefits. f � ��,uail:�. r, �bt is the policy of the Village to provide compensation to an employee injured on the job which, together with workers' compensation payments, equal the full salary of the employee, until the employee becomes eligible for other disability benefits, pursuant to the Illinois Public Employees' Disability Act. ff, il41.k q:rr�ru�pp�iJ'I'll Supervisors shall be responsible for the investigation of accidents or injuries involving employees assigned to their work unit. Every effort shall be made to determine the causes of accidents or injuries and take preventive measures as appropriate. p Vp Y M�/ r...1!! irv✓ ��,.:'4 r ", 4 �: 4irv✓�,..r p �` tl �.�;", 4 �' irv✓ 4 p �. .�.�; r ";d,,,. 'b p V p �.. i� 4 P - °y '1jl 4 pp_Pp �`��";tl" �� p.,�p ��✓�41.. npl pb.,V. ��n'l, 14.09 -Absence Without Leave Any unauthorized absence of an employee from duty shall be deemed to be an absence without pay and may be made grounds for disciplinary action, up to and including dismissal by the Department Director. In the absence of such disciplinary action, any employee who absents himself for three (3) or more days without authorized leave shall be deemed to have voluntarily resigned. When extenuating circumstances are found to have existed �� leave may be granted retroactively upon recommendation by the Department Director and approval by the Village Manager �J..!; p..2,n.hS") in accordance with the Village's FMLA policy only. 59 Err or. ��r �,in p�r.r°tl,od,I�1 %r 1,44X..43,1 8"4�",y��4)N"4,�.04 43 gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 15.00 INSURANCE AND RETIREMENT PLANS 0,1111 Health and Life Insurance and Retirement Plans Sections: 15.01 Health and Life Insurance 15.02 Retirement Plans 15.03 Continuation of Benefits B RA) 15.04 Continuation of Benefits Upon Retirement 15.01 - Health and Life Insurance �� I+snlltlp� "'tlp 'ii��",;�i' , Ilflq�",q"V➢�",gVl �,"6o( s Y I Im;:'pugli Y((11i''q qS n_uY II: ", �pp.p.� °�,� � ,! Ilp ", qq� n_u"'ck qx",60(1 us.,,xI Ilo ��;�� d�",pp ➢.p.pu�", �.� dq��", �isnu ",p��p: q�r�r� �� ,! �",tlp "s;n"1l 3 � � ➢.'�"� �p�1�;0'I�� rs i�",�"d�°i�"'�� "s'l; �,�s.�'l; "I 1ql"v°ll (,�u�`�� q'. rsnll �",q'�' p,Iouis � ll" %volk SP1111/1P, 141" 1l, uS COuu.Mp(M",gyp tffl �1 or&'[) Il61 ilp�� pll�u��lp.�:�uu �rll" �iC:B��", ��p.�p.q��°�r� ",�� S1I,'flA 1,'r N^;6o(I "'Is Jzviuzir i Ii.mu .l'i 3� p ""gnu . � 1I41"In pI.ourrs � l'„ %vole q ""' F�i q ��. � P'o/1 Iq��, ";qV� q�;p"''ilk 0, q,!s d,g4gp, gtl;;p� q�",tl"� rs� Iqb"��, pbl p�� :,��q� ��.��a a u it�� u�,,�� U a a u,�, � q � �� tl p��rrd's 11 q�4gU �fl IP1"s I. I!!srsn(l�", SI ""'�l I+�_Pq q pV zlbu gIouls sIlacJ1 1I41" 1l: �'Ik orr siI"11II1as loal o p"'Ilt luu,ll� m loaf palt o o�mcul ggVsll.�qrsnlld,�;; tlp�„ q,y;n"1l�slq�pq"V. 'pqV ",ql.'➢.� q czls�", �,"Xzl "I[:llq"kq , "'n"II sp'ill/W zlri(:p q�,�,il.,�s �I�r ",q-°u. ��qq pb�°u. ilp�� uqq� "�r�:; . uuu.��iianl l('A; pf° �,Ik of �,Io is (;;hop �fl��P,'!1+snlllgssp.q�l zsnlltlI q;l �,"ss�",tlplltls'spqY � ' " p al as zi IItffl IC Rhu puupos�� ll`` zluu(I uuusianiric,,^ uw,d s1,,, nA 1,'l p:x",u o(I gIrss Id`b,,,l. .aucJ1 of alzl°,l N, �:;pu"�rnnuq�:; Ili 1 B RA gizis "�'nu � "loan . Iiu �gl gipp � f` anl %AJ'l b o %Avodo," ryry arl ss.,.'/� �rs;�i��"; � l ifl �p�u.rr l CIO) gIoul,�� qx l %Av,,ek �;p��.�uuuu,�r �I:�� q�u�;��:m� �Uuuu,�r SP111/1P alzrr r of umi, o p.uu.alianiric�,",, Dik %Avflq q u��r�'��lb�p�", �luu�u��, II�;rrr 118��", �p.pq� °�r� 1to Eligible Full-time employees will be enrolled in the Village's group life, dental, and medical insurance program in accordance with the terms and details of the then-applicable plan documents. Eligible dependents g cj ,b.p....tluJu fflq... n„�u,r Nlnp.np'H % will be enrolled in the Village's medical and dental insurance program. zffl q rs;�i�'�"; _Pq",qpq";::nl pqogizirl'i s, lik,mvl s zlri(I zlritlp tltlVslILMIsricd ;;" pqogn rl'is zln� n itl�nv zltlV(I q"!lzl'l N,;"; 61 of nnll�s;n"1ld'V�' p l(^;w, � ll" zi couull`14"Il, zi .aualal"'lly Ilk p p'Inll(:pn_uook zluu(I gflzlb� pflzlnll 60 15.02 - Retirement Plans Full-time employees, palt Jt ups, c nik,- zl, will be enrolled as a participating member of an appropriate Village retirement plan when eligible in accordance with the remaining terms of the then applicable retirement plan. q:flzlpu (h "'Ids 15.03 - Continuation of Benefits (COBRA) A. Under the provisions of The Consolidated Omnibus Reconciliation Act of 1986, as amended ("COBRA"), employees and/or their eligible dependents may elect to continue their group health insurance coverage if they meet applicable eligibility requirements. B. The employee or dependent is responsible for notifying the Village that one of the qualifying events has occurred and the employee or dependent may be responsible for paying up to vva � (102%) of the premium as provided by law. C. Generally, coverage may be continued for up to eighteen (18) months. The employee and dependent(s) have up to sixty (60) days from the date that coverage would end, due to the occurrence of one of the qualifying events mentioned above, to inform the Village that they wish to continue any of the group health benefits. D. Continuation coverage may extend from (18) months to (29) months for an individual who is disabled (as defined by the Social Security Administration) at the time of termination or based upon a reduction of hours, provided that individual has given notice of the disability within ,��bxi.,Y (60) days of the Social Security determination and requested the extended continuation period before the end of the first ,18) months. E. COBRA also provides that continuation coverage will end for any of the following: 1. The cost of continued coverage is not paid on or before the date it is due; or 2. The covered person becomes eligible for Medicare; or 3. The covered person becomes covered under another health care plan; or 4 The plan terminates for all employees. r 1 fl,i r %AJ�q nun, c�ru si,lia��d a zlcc� %Aa III 15.04 - Continuation of Benefits Upon Retirement Under the terms and conditions of the Illinois Pension Code, eligible retired employees and their qualified dependents may continue to participate beyond the time limit as provided under COBRA, at their own expense, in the Village's health insurance program. Eligible may maintain coverage if they continue to be eligible at the time the retiree becomes eligible for Medicare coverage. 61 Err or. ��r �,in p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ Err Dh,,,ft in pec toid,I�14��1,44X 43 s 17�Jp� �4)�Jp 1,404 43 41 62 rr BUFFALO GROVE PERSONNEL MANUAL CHAPTER 16.00 SEPARATION AND DISCIPLINARY ACTIONS Chapter 16.00 - Separation and Disciplinary Actions Sections: 16.01 -Resignations 16.02 - Termination 16.03 -Return of Village Property 16.04 � .;'�� 16.05 -Disciplinary Actions 16.06 -Reduction in Force Layoff 16.07 -Retirement 16.08 -Exit Interviews 16.01 - Resignations Any employee may resign from the municipal service, for any reason, by presenting his resignation in writing as contained herein. Department and Division Directors .4mukfiiitts:if� present notice of resignation no less than four (4) weeks prior to its effective date. All other employees .4ii �tfl(I aaittsi present such notice of resignation no less than two (2) weeks prior to its effective date. Resignations shall be promptly forwarded to the Village Manager �21....^1., �.p..2j'i . A resignation once submitted a. aiau(::I zis siiacl'l. may only be withdrawn by the employee with the approval of the Village Manager ��ru...�� a r a asp„ and Department Director due to extraordinary circumstances. If triggered by any other provision of this Manual, a resignation is effective upon the event which caused the resignation even in the absence of written notice from the employee. czls. 1s' 16.02 - Termination Employees may be discharged at any time and for any reason, including for ``cause" sii cl'i zi s due to unsatisfactory performance, violation of Village rules and regulations, inability to perform the essential functions of their position with or without a reasonable accommodation, lack of funds, curtailment of work, or any other reason deemed sufficient by the Village. i � m �aM� � �� i�� il n h"I „ „ 1. k m /l m�� s�m m m „ m l��i m ^� ��i� 1 m �� m I'( l'i �ii pr m � m� h�pn itni booth the tndlihee 0 ��oi o s . �, � � o gill„� it .... ..� m" �u. d ail; ' �il E "ail o ail: 16.03 - Return of Village Property Employees separating from the municipal service for any reason shall, prior to separation, return all Village owned or leased property and equipment in his/her possession and repay any outstanding debts owed to the Village (e.g. computer, it ii.0 it u�� u j af n) Ju g�,a��,a a il„ loan, 16.04 - Standards of Conduct It shall be the duty of all employees to maintain high standards of conduct, cooperation, efficiency, and economy in their work for the Village. Department Directors and Supervisors 63 shall attempt to organize and direct the work of their units in a manner calculated to achieve these objectives. Whenever conduct of an employee falls below a desirable standard, Supervisors may point out, �rnii� r k",P Itb g, the deficiencies at the time they are observed. Corrections and suggestions should be made in a constructive and helpful manner in an effort to elicit the cooperation of the employee. In certain circumstances and for particular employees, siacJi ,,is ub°u. Or, ol puq_uqu.c, it us ai,,rY not appropriate to point out the deficiencies when they are observed. a :i(l diese iA bf qH q_ur� ofi a r,rlSr� b. ease basis...iA p401uui 01.t Any action or omission which could or does reflect discredit upon the municipal service or is a direct or indirect hindrance to the operations of the Village government shall be cause for disciplinary action aP to an including dismissal u pppll �p,l U.� pgrr�rpuu� �l;�"-p Circumstances constituting reasons for disciplinary action include but are not ��limited to the following. This list is �� u.� ii�;� i;ip��1y and discipline may not be appropriate in all cases: A. The on duty use or illegal handling/possessing of alcoholic beverages or controlled substances, as previously defined in this Manual �ri gri,ii oi�I,iel vj�r plil rru arl"111 (qu!I '" ,...,m2q ,y: B. Conviction of a crime involving qiit:H .d �C:��w: pq pew �q.� ry jruu 01 Crllp° %AJ'Iucjl coukI a q q� ; u� q.pp��l� �l u�rp::p �ru q�i„op! qy or infamous or disgraceful ggV�p'"�!„p��d I Iq��'t, �' '.�("� ��rq 'p "��..o conduct for which records have not been expunged or sealed. C. Offensive, inappropriate or negative attitude, conduct or language directed toward the public or toward Village officers or employees p',,gp i(, ��1 uuu itpp�ja D. Incompetence, negligence, inefficiency, failure or inability (with or without a reasonable accommodation � u.a��pq_uq�" J)to perform the . . � pu�lu� q ��;;rgp;u duties required �rll a II „ E. Damage or negligence in the care and handling of Village property. F. Violation of any lawful official regulation, departmental rule or a superior's directive amounting to an act of failure to follow directive, failure to perform, insubordination, including where such an act or inaction cou q m.:.. (I peep result in loss or injury to the Village, jhp p ij2pg V or to the public. G. Commission or omissions of acts unbecoming of an incumbent of the particular office or position held. H. Violation of any of the provisions of the personnel rules, Village ordinances or any applicable administrative regulation of the Village uI ij(J'u U I� v u.H ffl.a 1. Inducing, encouraging or attempting to induce any officer or employee in the municipal service to commit an illegal act, to act in violation of any lawful departmental or official regulation or order, or to participate therein. 64 Err or. ��r �,yin p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ J. Solicitation, request, receipt or participation in any fee, gift, or other valuable thing that is given in the hope or expectation of receiving a favor or better treatment than that accorded other persons. K. Use or attempted use of political influence or bribery to secure advantage in an examination, transfer, evaluation and/or promotion. L. Failure to pay just debts due or owing, including taxes, licenses, or fines due the Village, or failure to make reasonable provision for the future payment of such debts, thereby causing annoyance or embarrassment to the Village, the employee's Supervisors or embarrassment to the municipal service. M. Absence from duty, including emergency or after hours work when the employee is "on call", without approval and in accordance with the leave provisions of this Manual, including" eave ear lies" and tardiness �� Ru�r.. '..ppu�r N. Excessive m puuu� � � �ruu� n_uq�,;; use of Village telephones, for the conduct of personal business during working hours, or for unauthorized long distance calls. O. Claiming sick leave under false pretenses or otherwise misrepresenting reason for time off or use of other benefits. P. Failure to maintain a satisfactory attendance record, except in accordance with the FMLA Q. sexual advances, requests or sexual favors, any verbal or physical conduct of a sexual nature or where such behavior interferes with the work performance or environment of employees, Village officials or the public, and/or any other violation of the Village's published anti-harassment policy. R. Falsification, including misrepresentation ill OuuI..q....�S'H OL) of Village Records, no matter when discovered. S. on the job, including excessive or extended period(s) of closed eyes on working time. q � �6i .... "�d";v�!",�� r11R1��„' r�pfll �r'��r�!wgp rTMr�, �.'��"��u�"��!�TM�,"�w q;��flq!�W��r:'IP��I it�!!!w T. Violation of departmental rules and regulations, standard operating procedures, general orders, and/or departmental directives. U. Any other violation of these rules and regulations. V. Any other conduct deemed directly or indirectly harmful to the Village, its reputation, services, residents or property. 65 Err or. ��r �,in p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ 16.05 - Disciplinary Actions Disciplinary action may involve any of the following. Tlih lhii vi noll itll-incluliiie gen,'y:mni itndk`ii�y, Idutiou,irin, �+hhin, iii�t,............ ...........''I ................................................................................................................................. .............................................. ........................ Ih�L! biiilied'i ii�pn ism eircun'rilitig, I'd!41 a..................................................................................................................................................................................................................................... A. Oral Repriman& A verbal warning to the employee that if his actions continue, a written reprimand will be transmitted to the employee and Department Director. B. Written Reprimand A written reprimand shall be transmitted through the appropriate Department Director or his/her designee to the employee and/or the Village Manager �I and shall summarize the specific actions leading to the reprimand. C. Suspensions Suspension is the temporary removal from duty status either with or without pay of an employee for cause. Suspension may be imposed by the Department Director or his/her designee. The Department Director and/or Division Director shall notify the Village Manager and Director of Human Resources prior to the imposition of any suspension when practical. 1. An employee may be suspended for an indefinite period when the Department Director determines such action is appropriate and/or in the best interests of the Village in cases where an employee is charged and awaiting trial for a criminal offense involving matters prima facie prejudicial to the reputation of the Village. Such action will not be based on arrest record alone. 2. When an employee has acted or is alleged to have acted in a manner which would appear to be reason for dismissal, the employee may be suspended for a period generally not in excess of one (1) month while such charges are investigated. 3. Whenever an employee is suspended pending internal or external investigative outcomes and is subsequently exonerated, the employee may be reinstated without loss of pay or benefits as determined by the Village. 4. Subject to the provisions of the Fair Labor Standards Act, an employee may be suspended for a period not to exceed one hundred eighty (180) calendar days for specific reason with Village Manager ('Api approval. D. Demotion An employee may be moved to a position in a class with a lower maximum salary rate for unsatisfactory performance or misconduct. Demotion shall be recommended by the Department Director and approved by the Village Manager and Director of Human Resources. E. DismissaL Dismissal may be recommended by the Department Director and normally subject to approval by the Village Manager �11!i and the Director of Human 66 Resources. Dismissals shall be carried out by the Department Director and Director of Human Resources ziri(,, d ri gpgJj �� q I; ➢� q q r p. l qpd dq q ""-d a tl i� ,'p. �p lld . F. Sworn fire department personnel are governed by the State of Illinois Fireman's Disciplinary Act. 16.06- Reduction in Force -Layoff A Department Director may separate any employee without prejudice and without prior notice because of legitimate business reasons including �a it ii Dui q u qj it g i i��.) lack of funds or curtailment of work. However, no regular employee shall be laid off from any department while there are probationary, part-time, or temporary employees serving in the same or related classes of positions in that department unless there is a business need to do so. An appointing authority may, with the approval of the Village Manager i' ru i��-^ u r u u�..�'�.��i, appoint an employee who is to be laid off to any existing vacancy in a lower class for which he is qualified, assuming there is such a need. All other factors being equal, ��^ .41z r izril cd]"employees �4'i n kl4i „ o4 in reverse order of their total service with the Village. fl,i�,,� u u g ll it o tli�;"hTp.r lld Ilpd;.al I141tl s d°pflslld;al ipd;";bp q qp d'�.'"Iltld r �r ";�"ddgVddq"'pqd', drq d,.'rq°ir pllp "p IlgddgV i �� d'lld'4 , q"dgd'Jlfl_P I sud ip zlciipddtl"'V 16.07 - Retirement All eligible regular employees may apply for retirement benefits at age and length of service requirements specified by the retirement plan in which they are enrolled. Applicants for retirement shall follow the procedure as set forth in Section 16.01 and must also contact the payroll department to complete appropriate retirement plan procedures. The terms and eligibility requirements set forth in the plan documents ziuu(J zipu_,r gpp (,,ZdA� q,g%Als) will govern. 16.08 - Exit Interviews Exit interviews may be conducted by the Village Manager (d ru i��,^, u r u u�....'�„��i, Department Director and/or Director of Human Resources. A report of the exit interview shall be placed in the employee's personnel file and normally will be reviewed with the Department Director. fl,i�, employee's irizfl prrYcJi.d M:k �d"zl cnlp ";d.; v'zlc",11JddtlV Ig "'pd", zlpll( zlp tld`,°zfl ,; 61 p"VYRU�W, %AJ141. d P1p'V: p ��'d! Il4h V�r ttti OiP ipp r'd ?,olfl ippW ,i.. q p 'd!d°q: �TMd,q' p '''u� pi �i�", �grep tliiiiq." �pgi_'up;fllgddpV d tflipq;...l14)is d"➢�:��°..p p�.�.d'"'�trap.d"� . 67 Err or. ��r d,in p�r.r°tl,od,I�1 %r" 1,44X..43,1 8"4�",y d��4)N"4,�.� 4 43 gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 17.00 EMPLOYEE SAFETY AND DEVELOPMENT Chapter 17.00 - Employee Safety and Development Sections: 17.01 General 17.02 On the job Safety 17.03 Training and Development 17.04 Uniform Clothing Provisions 17.05 Attitude and Appearance 17.06 Service Recognition 17.01 - General The Village Manager ri ��-,au r u u� p„in cooperation with Department and Division Directors along with the Village's Executive Safety Committee shall be responsible for the development and administration of programs relating to employee safety and development. This shall include providing for the general health and safety of Village employees as well as other matters concerning employee relations. 17.02 - On the Job Safety A. The Village Manager ��rr � p.. �n.i� � shall make reasonable efforts to promote among employees and in the departments maximum standards for on the job safety. All employees shall be responsible for performing work assignments in the safest manner possible. Prime consideration shall always be given to safety in all work situations. The Village may require an employee to undergo a medical examination by a doctor of the Village's choosing and at the Village's expense when the employee's Department Director reasonably believes, based on objective evidence, that the employee is unable to perform his/her essential job functions or the employee will pose a direct risk to him/herself or others. B. Supervisors, Division Directors, and Department Directors �� u�„uu� �,. p„ shall: 1. Be responsible for the establishment and implementation of appropriate safety standards within their respective activity areas, for periodically reviewing accident frequencies to determine and correct causes, and for identifying and correcting safety hazards. 2. Ensure that all new employees, including temporary/seasonal, and/or part-time employees are thoroughly advised, instructed, and supervised in necessary safety policies, practices, and procedures. 3. Implement and actively support the Village's safety program. 4. Arrange and conduct safety meetings, inspections, and training sessions. 68 5. Provide and/or require equipment necessary to adequately protect the health and safety of employees. 6. Pioru,ipij„Mr investigate accidents, and prepare all necessary forms for documentation and future s� � �,��,^ ita ruu. ..j�ri prevention of on the job injuries and hazardous conditions. C. All employees shall: 1. Be thoroughly familiar with safety requirements and practices applicable to their respective work assignments. 2. Actively observe safety practices, and report unsafe or potentially dangerous conditions, work practices and accidents or injuries to their Supervisor immediately. 3. Refrain from engaging in horseplay, wrestling, hazing of co-workers, and any other unsafe practice under penalty of disciplinary action up to and including dismissal. 4. Require all employees under their supervision to comply with all applicable safety rules and practices. 5. Use reasonable precautions in the performance of their duties and act in such a manner as to assure maximum safety to themselves, their fellow employees and the public. 6. Never remove or make ineffective any safeguard, safety device or safety appliance except for the purpose of replacement, repair or adjustment. 7. Keep their work areas clean, orderly and, to the extent possible, free from all recognized safety hazards. 8. Work in appropriate clothing, including footwear, suitable for the type of work being performed and shall wear or use appropriate safety devices or personal protective equipment as provided, or directed. 9. Wear properly fastened seat belts when driving or riding as a passenger in a Village owned vehicle, or in a personal vehicle while on Village business. 10. Comply with all applicable Local, State and Federal traffic laws when operating a Village vehicle or personal vehicle while on Village business. D. Alcohol and Drug Policy for Commercial Driver's License Employees The Village, shall maintain policies and procedures for testing Commercial License (CDL) holders for the misuse of alcohol and controlled substances, as required by the then-applicable laws. The purpose of these policies and procedures is to prevent accidents and 69 Err or. Dr �,in pr.r°tl,od,I 1 %r 1,44 a6..43,17 "4�",y��4)N"4 1,404 4 p gip„ injuries. Copies of the Village of Buffalo Grove Alcohol and Drug Testing Policy for Commercial )i s License Employees will be made available to CDL holders. pa Hc''[ cfl` iJia` o Btfll'Zflo 'o ploaloik,^ ('Jld(I p p'ICI sq,ma,,fl "'IMI 'o afl` fl,ia, a q� ,,a:; as 'o S(AILIfl 'o poHc"Y aH pubHc cow""Ici, %AJ111 alubmls ob°u plogl"'lals ol IM `('Jld(I sq,ma,,fl al ,,I nr,pmi, ad ',I ('Jld(I ol s�,:Xia,,fl o D$I`FS b,Y D$I`FS ('Jid(] '800 25 17.03 - Training and Development A. The Village shall promote the training of its employees so that services rendered to the Village may be more effectively delivered. Training may be at time of recruitment, in- service, specialized, professional or academic. Training shall be determined by the Department Director or their designee. No reimbursement for training shall be made without such approval. B. Expenses for recruit, in-service, specialized and professional training including tuition, registration, fees, supplies, and materials may be reimbursed by the Village. Travel and related expenses may be reimbursed or advanced as noted within these Personnel Rules. Employees pursuing academic instruction will be eligible for reimbursement of tuition and fees only upon completion of course work and according to grade, as provided in these Personnel Rules and detailed below. Training shall be supported by an approved Travel and Training Expense Report, including academic training. As with travel related expenses, all receipts as well as final grades must be submitted in order to qualify for reimbursement. C. The following types of training are offered employees: 1. Recruit Trainim Formal training programs which must be completed during the probationary period following original appointment as a prerequisite to continued employment. 2. In Service Trainin � Training conducted during working hours on an individual or group basis to improve skill performance, introduce new techniques, and/or keep abreast of developments in the employee's field. 70 Err r Dh ft o � ,,, inpectod,I a14 Q 1,44 X 43S 17 8 1,404 43 41 3. Specialized Trainim Attendance of vocational, technical, or professional training programs directly related to municipal service functions. 4. Academic Instruction Completion, by correspondence or classroom attendance, of course work provided by accredited educational institutions where such instruction will benefit the municipal service. )r JS1_JL f'I JRPOSF,,.a D. With departmental approval, all expenses for recruit, in service, and specialized training including tuition, fees, supplies, and books will be reimbursed by the Village. Travel, lodging, and other related costs will be reimbursed as provided in 00. IM. sud'J'➢. E. ��"funds are available, employees pursuing approved academic instruction are eligible for reimbursement of tuition and fees only upon completion of course work and according to the following schedule. Grade Reimbursement A or B 100% C 50% D or less 0% Under no circumstances shall an employee's tuition reimbursement amount exceed the tuition rate as established by Northern Illinois University, for like course work. F. When requests for training and reimbursement exceed funds specifically budgeted for that purpose, partial reimbursement of expenses may be made to employees in order to extend training opportunities to as many employees as possible. 17.04 - Uniform - Clothing Provisions The Village will provide for the a u ; a uniform and special clothing needs of its employees, as determined by the Village. These needs may be met by the purchase or lease of the appropriate uniforms and clothing, at the discretion of the Village 'o "'I p p q c"flA, The employee will be responsible for proper care and use of clothing and uniforms and the laundering of same, if appropriate. Each department will develop a replacement schedule based upon normal wear and usage. q ;r.."P�,� o.l. .%irvJom. a "'I ,b.gVl�„";m sucJ1 "'Irl 71 Error Dr �,in pr.r°tl,od,I %r" Q4A a6..43 1 8"4�",y��4)N"4 1,404 414 141�Jl rgp I'IqJ � Rfllsi' su(JI "'Is "'Iri(I �r al�rsi' alusi, 141�Jl uu�°u ',I ari'Y bud(Ip.tl g "'Iri(I coRMI(N(J"fl RhMIN'm% �fl` pn�ss' %AJH bHo%Av plolkm"'ok b'Y 'h Gn riv',- 17.05 -Attitude and Appearance A friendly and courteous attitude by Village employees toward the public and co workers is required at all times. Similarly, employees are expected to deliver prompt, thorough, and efficient service to the public to the best of their ability. All employees are required to maintain a neat and clean personal appearance including clothing, personal hygiene, and grooming appropriate for the position held (In;ss co(h �d` 141�Jl ff,"'Irl !�0 ! 01 LUJ�blal' al'gy b!� %AjIjIoIII' p'gy 17.06 - Service Recognition Employees who uniquely distinguish themselves through performance or innovation will be honored and recognized by the Village. Upon recommendation of a Department Director and approval of the Village Manager such recognition may consist of a plaque, Certificate of Appreciation, or Resolution presented to the employee by the Corporate Authorities. Length of service shall be recognized in the following manner: 5 years of service =Pin 10 years of service = Glassware Set or comparable gift. 15 years of service =Pen Set or comparable gift. 20 years of service= "Choose-Your-Gift" or department selected gift valued at $150.00. 25 years of service= "Choose-Your-Gift" or department selected gift valued at $200.00. 30 years of service= "Choose-Your-Gift" or department selected gift valued at $250.00. 35 years of service= "Choose-Your-Gift" or department selected gift valued at $500.00. 40 years of service = "Choose-Your-Gift" or department selected gift valued at $1,000.00. Error�Dh,,,ft in pectod,I�14%�1,44X 43 S 17 �4) 1,4 04 43 14 72 Full-time and part-time employees shall be included in the service award program. Temporary/seasonal employees are not eligible for a service award under the terms of this program. Presentation of gifts shall be made on the employee's anniversary date. �:�ITM� Employees who retire from full- time employment with the Village and subsequently become part-time employees will not be credited with the years spent as full-time employees for the purpose of this policy. 73 Err or. Dr �,in pr.r°tl,od,I 1 %r 1,44 a6..43,i ,�.8"4�",y��4)N"4 04 4 p gip„ BUFFALO GROVE PERS �;Ik�,�i �_ Mi�,��, ."wW�� ; ,�i V �U, CHAPTER 18.00 TRAVEL EXPENSES Chapter 18.00 - Travel Expenses Sections: 18.01 Policy 18.02 Travel Advances 18.03 Reimbursable Expenses 18.04 Per Diem Allowance 18.05 Non Reimbursable Expenses 18.06 Use of Village Vehicles 18.07 Use of Personal Vehicles 18.08 Vacation Combined with Official Travel 18.09 Travel Reimbursement or Repayment of Advance to Village 18.01 - Policy The Village of Buffalo Grove shall provide to employees reimbursement for u� � . �;,puu� n_uq��,....ziri(I travel and related expenses while carrying out official duties, or attending approved professional conferences and training courses. Employees will be expected to exercise good judgment and proper regard for economy when incurring travel and training expenses. The policy is intended to apply o fly y to zf n n fli: wse travel and training situations. l:l a it:� 1t:41�e q� ��'�� _u�p�," hpp��TM�VI; ''�'�r�w ",q��qq �r�TM� !!^ �wq I;r'r 1�",�. �Iltl �G '��Ilnn�uy...�"➢�� ",q�,!!�",! . q"V'➢q q�p�l�; ZItlV I sup�'m,qsms zln alusil, b o zlnu(I b�'r �o 18.02 - Travel Advances A travel advance may be issued to an employee if approved by the Department Director and Village Manager� ri �1!� ruu� �"'�',�,��. Requests must be submitted in the form of an approved Advance Check Request and Travel and Training Expense Report and forwarded when approved to the Department of Finance and General Services for processing. Travel and Training Expense Reports will be submitted in duplicate. One copy will be held by the Finance Department to support any advance with the second copy returned to the employee. The second copy is to be retained for use at the conclusion of the travel/training session for submittal with receipts to support either the return of advanced funds or to request further expense reimbursements. 18.03 - Reimbursable Expenses The following expenses for approved travel may be reimbursed according to established allowances or actual cost and subject to proof that the expenses were actually incurred: A. Air travel at coach or economy class fares. B. Ground transportation which includes bus, train, taxi or airport shuttle services. Ground transportation could include the cost of a rental vehicle. Rental vehicle costs should be identified as part of the documentation submittal to the Village Manager ru �;-.....q..�„u a ;� as 74 well as the reason for retaining such transportation. In addition, transportation costs if a Village-owned vehicle is used to travel is to be included as part of this expense. C. Direct travel by personal vehicle at the rate authorized year-to-year by the Internal Revenue Service or at an amount equivalent to round trip airfare, whichever is less. Distance traveled by an employee in his/her personal vehicle shall be reimbursed at a rate from the employee's home to the destination or from Buffalo Grove to the destination, whichever is less. D. Parking fees and tolls. E. Overnight lodging. F. Conference/training/training fees. G. Per 44H+D ui. allowance. H. Special events/functions. 18.04 - Per Diem Allowance A f'per allowance to cover meals, conference/seminar sponsored meals, banquets or social events, and tips will be provided at actual cost or a II'il:Y D� �H,, s ($50.00)/day, whichever is less. Per Diem must be approved by the Department Director in advance of it being paid to the employee. The per diem allowance will be prorated for time spent in travel status for less than one full day. For purposes of clarification, the following standards normally will apply: A. Travel initiating from home or work before 12:00 Noon-Full Day Per Diem. B. Travel initiating from home or work after 12:00 Noon-1/2 Day Per Diem. C. Travel initiating to home or work before 12:00 Noon-1/2 Day Per Diem. D. Travel initiating to home or work after 12:00 Noon-Full Day Per Diem. 18.05 - Non Reimbursable Expenses The following travel expenses shall not be reimbursed or advanced �',uu�ail � :p:p uuu�°q� � u ��, qu,��i)l A. Costs incurred by a person not employed by the Village accompanying an employee. B. Personal expenditures, such as valet service, in-room movies/video, personal long distance phone calls, laundry and cleaning, ,fc�Jlp �qb.c �n_u� ��,rr��;� �, .��bu�� q�.��, entertainment or side trips. 18.06- Use of Village Vehicles Village provided vehicles may be used to travel to destinations up to (�Iu 200) miles (one-way) from Buffalo Grove, if approved by the Department Director m (m Pre-planned trips beyond (200) miles are to be approved by the Village 75 Manager 'w�ru ��,^ab��pu� p„prior to use. Gasoline purchases are reimbursable when accompanied by a valid receipt. Employee's receiving an automobile allowance from the Village may not use a Village owned vehicle. Exceptions to this policy may be made only by the Village Manager 'w�� 1.8 0u 1..,&Cu. .......... Use of Personal Vehicles An employee who uses his/her personal vehicle for any approved business purpose must at all times possess both a valid driver's license and valid automobile insurance. Employees using their personal vehicles for approved Village business may submit for mileage reimbursement pursuant to ii j'h:uu... Internal Revenue Service guidelines. Vacation Combined with Official Travel Employees wishing to combine a vacation by private vehicle with a business or convention trip, must have their Department Director's written approval. The employee shall be reimbursed for travel to and from the destination as provided by Section 18.03(C). 1 8,,„019 1&CIP - Travel Reimbursement or Repayment of Advance to Village A Travel and Training Expense Report must be completed ril q� s i,,,i ten (10) working days ppN",Ilb'nmIte� r,i IIgVp. gr4iff:r'4V g a..:tj:ip M4141 W.. Vt is 4 apW....HpfprPH'FVII dtft� I14h!TM �H tois prjiJHV:�pr�;VV� V N:' HV.C:1111 "jjViifli ;Id 4i:"^iHd ad.IlH H eS (itte flie N1i..Wate. All Travel and Training Expenses Reports must (fi qh� "'Iri(;I " c'I'lla"fl �cuunxI alusiC: be approved by the Department Director and Village Manager ��r �� up:pu� p„ before processing for payment will be authorized. All Travel and Training Expense Reports submitted, whether to return any unused advance or to request reimbursement must include all receipts. Failure to include receipts may disqualify a reimbursement requested. Any inaccurate reporting of expenses is grounds for disciplinary action, up to and including dismissal. 76 Err or. Dr V,in pr.r°tl,od,I 1 %r 1,44 a6..43,i ,�.8"4�",y��4)N"4 04 4 p gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 19.00 RECORDS AND REPORTS Chapter 19.00 - Records and Reports Sections: 19.01 Personnel Records 19.02 Service Register 19.03 Reports 19.04 Confidentiality 19.01 - Personnel Records The Director of Human Resources in conjunction with the Department of Finance and General Services is hereby designated as the central repository for all buy� �;�:;� J,,fl personnel files and records of the Village. Access will be in accordance with applicable laws. 19.02 - Service Register The Village Manager ��ru � p.. �n.i� �; shall cause to be maintained a service register of all employees in the municipal service identifying for each the class title, departmental assignment, salary rate, dates of employment, employment history and such other data as he deems appropriate. 19.03 - Reports Every appointment, transfer, promotion, demotion, termination, sick leave, vacation leave, and other temporary or permanent changes in the status of employees in the municipal service shall be reported in writing. The Village Manager rub^„b.�r„u u � is authorized to prescribe the time, manner, form, and method of making any written report as may be stipulated in any of these rules. 19.04 - Confidentiality Personnel records shall be confidential to the extent provided by law. An employee shall be allowed to review his/her personnel file up to two (2) times during each calendar year during business hours or more frequently if approved by his Department Director. Personnel records shall not be released to a third party unless authorized by the employee or as otherwise required or permitted by law. Medical records shall be confidential and stored in a file separate from an employee's personnel record filed%AJ II rsun� ',I il:�� q<ri��%Av N',Isu,�� ,Y). $) �III',��1acJI. %Avfl� b_�,� o iI h� upon advance written request at the employee's expense. 77 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 20.00 PROHIBITIONS&PENALTIES Chapter 20.00 - Prohibitions and Penalties Sections: 20.01 Participation in Political Activities 20.02 Discrimination 20.03 Employment of Relatives 20.04 Release of Information 20.05 Media Relations 20.06 Gifts and Gratuities 204)7 20.078 Anti-Workplace Violence ��31d q Yr a ug -Policy 20.01 - Participation in Political Activities Except as expressly permitted by the Illinois Local Governmental Employees Political Rights Act, employees are prohibited from bringing their political affiliations to bear on their official duties. Specifically, the following political activities of employees are prohibited with respect to participation in federal, state, or municipal elections. A. Campaigning, fund raising, or other partisan political activities on Village premises while in the performance of duties and responsibilities as an employee of the Village. B. Use of official working time or unauthorized use of Village resources for political activity. C. Promising any employment, position, work, compensation, or other benefits as consideration, favor or reward for political activity. D. Performing political activities at the direction of a Supervisor, Department Director, or other Village official. E. Using status or position as a Village employee in an endorsement or solicitation of votes in an election. 20.02 - Discrimination No persons in the municipal service, or seeking admission thereto, shall be appointed, employed, promoted, demoted, removed, or advanced on any basis or for any reason other than qualification and merit or lack thereof. 20.03 - Employment of Relatives A. It is the policy of the Village to provide all employees with equal employment opportunities for career advancement without fear of favoritism or penalty, actual or implied, based on family relations. Relatives shall be as defined in Section 2.39 of this Manual. 78 B. No relative will be assigned or hired into a position where the employee would be required to supervise or be supervised by another relative, whether directly or indirectly. This policy is not intended to preclude employment of relatives in other departments within the Village. In addition, it does not apply to temporary/seasonal or student intern employees. C. If employees in a supervisory relationship become related after employment, every effort will be made to transfer one of the employees to a position or shift where no supervisory relationship exists. D. Exceptions to this policy may be approved by the Village Manager ru This policy is intended to comply with the requirements of all applicable, federal, state and local laws and situations involving individuals related by marriage ��i (,u a q....0 u u ru q will be addressed on a case-by-case basis III sIau� b,u�� ("�ru u„II nq( II �r II; uuu ('�SII (Aq I . Sri Ilgl� � '�'' pull ��lf zi �'l s ("'Y ',Iri(1 II�'l�^; ' czi 'I%A�/, Ilgl ' %Aa/ %Augq "�r�:;�"��",ubu. uqq pfnn c zls s 20.04 - Release of Information Z�fl employees are expected to exercise good customer service practices and be ambassadors of the Village and, to the extent possible, answer general questions about the policies and practices of the Village. Requests for specific printed information, unpublished reports, written or verbal reports about meetings not subject to the Open Meetings Act (;��'�'��/i,� .p plans in progress, matters of internal business affairs or matters related to the personal affairs of Village employees or officers shall be referred to the Village Manager Director of Human Resources or Department Director and shall not be released by an employee unless specifically directed to do so by the Village Manager ��u �� u "uU� p, Director of Human Resources or Department 61 qqu �.rpgVpq,lq�;'rqu, pu'rr'su"'I q1C' 'o In rior u r II � FOL/\ 20.05 - Media Relations The Corporate Authorities shall be the primary spokesmen for the Village. When they are unavailable, the )Mq ,gg!� �11!jgizl !!i shall be the primary spokesman for the Village. Village Department Directors or their designees may confer with representatives of the news media on matters related to their departments. p b_� zlri p ',I tl'61 n''„sporq (Iqq g Ilo u�u'p.�",�'Uu� rr��p��„all:, , uuu��°p.p.��puuq°y zlpplop:6zlil�� qu,"pdk", I zaglltlp d°oq"q.'I"IciI %AJ11 �`,A,/s q'a'➢.�'�",tl"�qqi .� pq�p n� q��,r'1"'l I� .rggllr"�q'q.'I:. zlri p ;„"Ilfl�_si""I';ricd " rr:If" d',�' qlgVtl;I. ufl'„ rr: r�gq. alq IgI'7 Ilppr l a"apr l rya" S(. ZIS r qr",^'IL�gI rrf`garrllr';�hgqllqq�p �"�tlptlpgllgr:'r'aqq�q qq"'q.4'�aflggqr"„,";� rrq q.a,�'' ''''i Ilgpr", q'a'➢.�'�",tl"�qqi� d°rrq'gal:"ar°II r;r'' aflggtlpr";q��lggq°ay afl�_Ppr";�"II qVp'"II r"s'". /\qq ;";a:Vpgagrr'jlr'!!0 ,a�" 'qpr",qp "r'! q qq , r`„";agllgqq°y "IIq��,",; 'bggr °i��;"; zlri;;I. q1's rrll.q(Jzfl q rr.agllgr�ra'u. , .app�pq ur",I a„� ggll Iar;r'a�up rrv'';I'1Yq r gar.;rpullur°gi p. of rrgau'a''uurruu�allrsrp . par crmpp, aaa'°u.gr„ , garlr'�:;gllqd',qap.p"�l gaaflllp'p.r:,rgq ",tl;p. Ilrr (Io so b'Y B r rz'm p 79 Err or. ��r r,in p�r.r°tl,od,ia1 Q 1,44X..43,i 8"4",y �ydr N"4,a.04 43 gip„ fl,is poHc;;i %AJH N consi,ra�,� ] un zlccmdzlric�,� %AJ141 zffl 'appHc"flA,� zln and Gratuities Employees shall not solicit, accept or ague to accept any gift of any kind from any person or business entity doing business or wishing to do business with the Village, except where said gift is expressly permitted by the Illinois State Officials and Employees Ethics Act. A "gift" means any gratuity, discount, entertainment, hospitality, loan, forbearance, or other tangible or intangible item having monetary value including, but not limited to, cash, food and drink, and honoraria for speaking engagements related to or attributable to government employment or the official position of an employee. Employees shall comply with the Illinois State Officials and Employees Ethics Act at all times. :Ple lvri k1te t:H:B1:414flo GFt):1111H:� qS t3l:)FA ItO �)R+�6(44�t n:IS Hi:11(i 11114s4t)FS iNiifli a PFOdUk4iVe 104)i�:41 gS ki!�e 01� 446niida:lJon an(l base(l on 60&t:) tefidel:� PHI:efi4d s6iiEls ��NNW:)F 6:11114 ..1!fHit)H )7 EfisaWiiy� n aees:1:+Y W:)F SeXtia� ol4entati )H� OF Eff yl 1110�t:W�aiiofi t:w�� l : ` k slii:il!�e H: FIld Wta � pp � flmss A t � ,id 41 4ie bae(l t�ttayia e : Fe nc PIH!4 pill a (it)eS Hot i4s ; l!) flie6�,e t)P OF fflcl)?, bt S1fbjtX3:1:: tW:) ch4 ffl HFX,1tW 14)is P �ey 4 :14h!� k'11:ffldtfk:4 i S (let4fle(I 1O be W::4� (not ad pl)ysiexfl, oF pel:son:V:s 60&t:)Fy teHdei�� f�Aaiiia� OF �)014:41:1!id siaill!H� Htt�� 14:4itit:ffl� OF St:�Xtia� -Ple not 1HIIiissing eoFRIt'10:� ,th:4S iai:ititfle Jt)b bt:4144s7 1:41ai ov��:14) an Mit:04 tat emalks an iWomidating; hw4, ol:: iN/oi:k4itt ,41::H:S7 de1:4)tE4t:H:y jokes giid(fing� and tt�aSiHg Efil:4!:Wtt�d at H [WFSOF) baSt�d :)fl OF P:)sting� (lita� b tWati�;e sifk��1: Arl t:H: 7NM Fffl:f�4 t3l:)fiiiHtft� ItO 06:1:� ItO f�Aaii::H!ii4i a eHV44:44nient �4:t�e ��44)ffl and WIMMOM, �Any Wkqte iN4,w thh; pt)��ey i)N4W be SHbjtN4 it'.:� EH:36t:ffl 80 pi* StWkfifl liivol�s ai:llil ofllef:: 11M!!wbfl ol pl)YSikNd 0"11:1fidtH4 01' cl St Xl:,W F)H:I:�Effe submiss4)FI tt:W SEHfll VS Ffla(lt� 6:14).rN d p'I'pgW',V pirn...(:0:: ifiippV6:1+111u' ft mH HF11 inifiv4,11:,W r"4 il,+nph vil?44H IFVI:,OF FiXIIII!N[YI submiss4)F) tW:l OF �::d` S11:,161) p,uv an is useel as the bask d::d' EIFFIIIV 4:V� W 0:: llik,FN66t deeis4i l 014;�OJ fit the fiEfi:llloiduaW: OF stft4l et:WHdtft3t haS lllt� plfl:[N:WSe (:W t�:W„et t:4,' E5 lovitll lllt� lovol:k OF eR!NflJflt an hostik dW 1�ef" 0:11)lfl 4,"'S, Vil'lnidW Wl"4 ol OF t:Hlh"I N:nph H!!N!� ��)as l4le Hi S11!f6h et:ffldue:l!�Piltl�ttf:, ifil:eeit:W7 Supel:lvkt:H J:: �:Ijj ol FtTM:h!Hid 1!�O Submit 1!�O S11!f6h et:ffldll!fei� The vpMage Ffhiffiitel: Mid Ofllef:: �'Icwn 01 fllifl:� Hfl OF S11!fbf"4 1!:�O StTMXtfid 01:: 4V SEftdq St�X]!W k H. eonifiti�ffl k�0FVlJFRfthl I:thl�lll li�;Il c4` ilwily �::6 bt!4)ellt jW6 t:H:: HF114p, OF q:i pNam ppes ol"SeXtW I ndtfdeW I'bl+l: M:11, k"lly, 4,vav seiEia HeIJ:11,14ty ',411!fbflt� OF fig Ww: mtV':v)ae:lllul K)duEfiflt pineehVng� pa:1:44)g OF lfl:fgtiflt Se�Efffl i�emal4s7 FIE'lifet: 4�jokes OF 60 V: P0S:IJflt of ifispkiy W4' "4W c4'P!!4)Sive ol degl�aifing 4:V 14it a d'Wq p p),''d',i ski�:4i as OF 6014t:RiFIS: Gt:Oil FF)eHiS abot'li seE v pill 1�ii a iIl d askint W::Rft 4W a Clxfl:A!TM has AM ifft� 1!�O i'aise (�]!WSIJOFIS O)a:l!. they ma:lllul hill>Hll` F4 U4W:i! ReSOI:ffeeS �::W: l4h!� pepl+l:�y YiPage 111146i4V�) he oj� �4p'Je kMSt� 0 � S FWF) �:S t:10:: IIIIHSFI!�Oi )k P�FeetOF �::d` iNiho beAe:"H!�S he t:10:: i4h!� k be4it beeatlst� t::14HS� i F)g kaV0Fe(,l 4) eNel)cmte 4W SeXtW 41:1111H:H:S� Slhltdd bling this the H:l!4efi6t:0i t:4 t:10:: hel:: the p4th34t:H:: t:4�� Htff"HFII OF the pt�f)tliy Th�,,' "IM"'I Iy' FMtl:,H:e HHE'l diso4�:v)V fla:lJoF) FF)Hkt� V 1:�vq i nlp�:ISS44 Error�Dh,,,ft npectod,44Q Q4AX 43S 4314 81 lO affi !TMlis 't the d",q' aq d 'wld��" d"tltli.t ad,'"y^yk i:d FS Hd, aa''Vaq aaa`:9p"I 'kr"uVl.➢....0H Vi:.:r te q d q)q„d"sd"n aft qv er t q S �a�tMl a l:tr '�rdTMq'Ol:,IS: Thq::H�: ,�r q � q q � , �a ll tlw wtl q, w ...., d,�reggq a°�agglll��..°°droll �°aaq�a.�r.agq' "�wgflam � ..-ggnqd a'�''� "rgdre "d�ar�gaa�dTM �-'aV i�dTM'� gaR�y, +',� l4h!..0 wHlq"wWfl as as �w!w7�r^�r��qw"....and ap ��w w��'br� o ��1'"thl OF) II4lw", d'rUgw"�flq��,!��Iu�nWw � iq��iw w��iw",wq�� q qq q gakTMgd", lwq be tl::w qd",[4agtion ol qd",pl4saa i;....wwl aagll?ja k4idg agaagqIls aggtliRYa., pt!Wwrw!:ffl 4 ..:ha11 4Va made mq ggat 'a�:'aaa jl, d',r';!wgagq grarnna� OF...Fd",pd wat t):P swW.Ilflr q OF...wqq,"w,gbbs��Vr�lb�!��V, OF...qw w PE1"14it4fNi44it 41 aFlil ��qq�-aq��rd� a��red ��dgga'a�d", Ilwwq u�d�q"rdregl�''�-qu��; q ga�'q�a!�"�qqq-akagpllr. An t4f)pkw t� ivho bd„"l�� did"„s...he dreg she Igaa'S btd eFp...11 h lagra'�d"e o agnW��r...gwwqqqq w'i;w OF gq;'!aw ggqaqa�a'q"rglgd aV. R!agadwaagd,q make H w,hwnipkir na't kdw ggq;'la OF ga.d�;.a �igid",ga'aaa�gaqd",a'rp.�'l �qggdTMql'i`�dw �gad",d'ld rep ;re q ggaq:a:MnW w wq pd"ptfll y... ggqiat��: qd f :'. �v,' �'o'grgn'a"aa'"d"� .��ik'r"uVgq w;q.�� . �r�il Fro",q"wwr�wFe:�'rq ad �d "urgq�iauad.ga� �gq.ad w,��w'a ...wwa ad a.�aa�wr' w � ��"d;," ... �� .. row aagaq.d qa� �aq' OdtlgWull "'and q gw'iwtlgqq q''yur lwH:Nvc (,l the wmll:)ffi pW fit tw'iw flgd� ptlgd k:4 !wq Yi w S„::q:a'gd eS: ..Tlha a aggrq vdTM°°�'W` aallr,°mod",q gq.r,a"� rq d, aa`uaq q aaa'II"' hHS W"'Pd�d"fi �a�.add,llda'a°°�;�II lfgaaaua�aua Il�.d ,��waaaa:,il,.� ��.�. ua�wlluq`wr Ilga�, �. .. FHH qd!�.,. K .'pgd wtlagq'a�:ll HFIE'l ''�'�gd ad qa�� qq aaV'irdika' �tl;�i a�:��.d rope d �:...ag id Halltl;q "fig Pd",aRad wHS m4P q_ud, Il.ad,aatd,d ...qd , d,d�:- wagqu�.. �'qqd: d tlq q_uy; O ��,��a'tlgd",d'lO w4'� � � "� q TM�.'�q w spa.. ggRaid",!yw��,q��iaa�Rww�b!R krr�q ...p. �Nd", d"hp!�!wwwatl RRVR'�� " ii�a� " q k�'ff" aa.q .RtTM601fla i:`1TMi �dWq.'dgd"i a mar " a� " a ggw�rr Ild &.gwW'kr"u &ad", Ild ggw''W'k"i�VgR � �t awWd d",w °seed"„ �4rruzgad",q�R ... '][:he a':'IPnnat aq.gw:�td"wq aq'IP�Y m'ii'�Vd"SSwTM6 EIS aqq: q qw wq q aIdTM, m4P be EIS pH14 of IlAgd o flld" ,d aa��a.q q aaa.lrlt...Eaautlq gr�.r�glltlgqqu;�;':^ m4W bd quad",pHFOII,q vaned bt:h: h wHltd .P H14 rot:. fqa.�� :wggqq gaaa'gllll tlgqV-d s:ll gaa6a :)H Ilnq'd"ly .... T h 0 ems agnn4 tltlO ildn�lll''.tlgaallgw on I d" ,�t" fieIaa,. iwir m, be f"a;aggll:1:Hnflt� dq Sw�q!uHFH:II:e, jl gw wg0'V....HFllly r d",grrgaq"P dwiwis�i��ad�'� q"Pd",!%:�dwgVggwl"la.' qq wa'y Way q_uwa....aa!;d",dq _atRannqst an d",bgaq"PgdM�wir�!��",d^�, ggdw m✓ggq :I Rafl)?, gggaqY,NEH: w:)n the . r d.v�!�a a V a p� ar�a�"''a 11 fit q'R'':�ii i:lo i q a�:�a wa q d", f�ea :" :Ih... Il h pd"ptfll y...Vgggago N4mmgeq ..:the the �qqd uu aaa�ggd the ad"��aa�.iS 4' �aa.ad"d,lda'a°°w,wq q �gflasaq�aall '�d„,'�dwgflgw,i'TM'� �dwq q;;;�i " . �aq d"il °tl, dTM'�V��aV°d'"d�l� a�v'°a ad",�rv1.a.d"'k"u q.d' the qqV w !��llq�iaa�gw!'�Wbq, aagVqeSS dwgU�e wwq Il4�1t4f) ha'aq"wq"Pd",ggiR...tww bd"...the cflktd",dq laagraSStH iwaw'nV'?r ViPclgt aq�a.q gdw�rrwTMwi'iTM 'k"ugad'.w.is l 4iffli'l rgq�da�� agwq�q�!agwgq�al;d"p...ggV'irw 1��au�"ra�gwwps�q Ids ga.aa"ld",�Igwrwq.rald"wq I:r��agn q�ww�b:d �rr 'kr"uUgq ga��',i !aWa'ga''iwpd"e '''IdM 0wer:F4! d36'gr'e aqd°IJ-OHM 44w4qatlqqq:a.g aad ^Iltld nq ....up td!'w" HHE'l.... ggqd"gafltl;i:ggqV� �d a�:aagaaVrgl:a� ap ..a! w,ggwgbb:q aq jl ra"w114ad wggS...w,Eagll gr,a.Htd" 14'OFH dill y fit aflq') tw:)H Fl(I gmllgaadgqqq"tk!444a.'inaa:IJon:: d",tlq➢q"PgdMjR"gq��a..d"qq , deptmd q nt wwtlq l!4h!q d",i�'aCk!gVd,wl� gn: tga ti as'gra';idTM' �q;iaa��'gdwgq a'ar:'lltlq ga..da...bgialllffta.HFIE'l sty 'ird",gqparr..O hq ,,la' dwggd q9,"'d" aw...ik",+i4a4V qd"d,d)FE'l Hd'4it)fq taken any td� w ��:�lq." q�d"q�qd''! �r P be gq�a�gq�U:Ilu�nnWd d,qr '�d",q�a�q��lld",q,�....ggdwgq�.... qwd�."wa"sd�aVtla.t4 kk The aeetiF ,q m4W gd�:1f1tN4 H d 4...14h!TM d,d!!!)fidgaad',i....d q aq.gd�atd"dq d li!)ggdgaad4...wxq� 82 the �11:�:Iljl� The i:ll�fit HFIld aWt�tell�i 7), 1 ) , 4�Aposed� teHtm:HPy m4P mitten notil ea:IJOF) Fegal:(,Iing 14H!!� tif)OF) FlS �64Vi fflkp SEff)P(:H:4 HFICI pevsonfi4'4 44 Drell Hl+l4H::H:4y: pf"[)k))?4WS; FAMS OF UgWS d4� 14H VdqHgt� VAR) t!4)gate 44 d:)F FtHifliato:)H d:)F ivho 41d 1O M/ith as ViPate s[N)HSoFecl 0:P t:)F m4W Ssfl �eel! e) t�iA�f i S t�a y ef"f)q 0�r,eeS; t) a�s t)I:: Elte H S 0:� I e ate i��'I t) Ft�:I ki�i tr f" ef"t�H Fef"t�d i H OF IWFI:AltTMSSeS M/iP be skd�"'apeet td:) t!4"pki 4!!N!TMS HFI(i t4hel:: FOqW FOd tO HN 1"0 a Rd M gi::Il H 0 this Vi ate 4k FVIJ I�a I�a SSFY)tmi: k"y H Fll(I FtHifffl a 10 the d::4� II ko:v)aR ReSOI:ffeeS� 13)?' Sitfl4lig a eop��?� d4�thk tN,H:4) [)eFS::44 HFICI Ilk t:o:: �Fej:: ll:) Es:4 41 fllt�a a�xl aS IJHlt;�; e) qq"aa.dTM be Hlt:KIi:PtXl i4s!!�; jvliWate. bt� 44t!414 vVem, it k4i!Nfl:A!TM a f)14:)eeSS J:VtthlL 44 F) t4f)P� M/his bw owes va:l lh!� OF She has beeR 1:41 ta Stibj th3l: Ol I)a OF Fs4cl�i H6�:)H akt) eod :vi!iiei i4s W4it:6s o:P lkiFthei:: 14H! Wnm::6s d4 tff"cffll Rpgh:l S HI: 83 r�Dh,,,ft ii,�%pectci�L I�14 1,44 X 4 44�17� � 4 W�4)� A4 44 E 111hilllNul eb'y � q°i",[:I�III ) lrilll m,i.ge III 1IIT'11111�IIIIII A of III llIl� Vilk lgllll�..-ol' uluffillo A llinIi liar w Ssilleill oligll::ii I fl' 111 ill Nll� w ��u11� ls� . lvl TMf � � � v k Rlll`I j j I e j'y; I Ilill n('11IINuIC.S1nvud and uivill eolllamlll)ly "nl 4111l lhlllll��..ViuIIIageol'B�ulliffillo polillll'iy�: IllellildilIII IIL TM HFIIII IllNlllll ft lllft!i I PYIsilllfffis silill &) j.jjuljj III ................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................. .................................................................................................................................................................................................................................................... .................................................................................................................................................................................................................................................... 84 U7i'��,7i' ��Anti-Workplace It is the Village of Buffalo Grove's policy to promote a safe and comfortable working environment for its employees. The Village is committed to working with its employees to maintain a work environment free from violence, threats of violence, harassment, bt1H,11rbffH71 intimidation, and other disruptive behavior. Violence, threats, harassment, intimidation, and similar behavior in our workplace will not be tolerated. All reports of incidents will be taken seriously and will be dealt with appropriately. Such behavior can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm. Individuals who commit such acts may be removed from the premises and may be subject to disciplinary action, criminal prosecution, or both. If you observe or experience such behavior by anyone on Village property, whether he or she is an employee or not, report it immediately to the Buffalo Grove Police Department by calling 9- 1-1 and your Department Director. All reports will be investigated and the appropriate action will be taken to remedy the situation. No retaliation will be taken or tolerated against any individual who n 2:wl� 141us ....arj of participates in an investigation or complaint reported under this Policy. 85 Err or. Dr �,in pr.r°tl,od,I 1 %r 1,44 a6..43,i ,�.8"4�",y��4)N"4 04 4 p gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 21.00 APPEALS&GRIEVANCES Chapter 21.00 -Appeals and Grievances Sections: 21.01 Grievance Policy 21.02 Grievance Procedure 21.03 Classification Grievances 21.04 Compensation Grievances 21.05 Retroactive Adjustment 21.06 Fire and Police Departments 21.07 Discretion of Village 21.01 - Grievance Policy It shall be the policy of the Village of Buffalo Grove to give individual employees an opportunity to discuss their grievances with their Supervisors in order to attempt to find mutually satisfactory solutions as rapidly as possible. Employees are assured of freedom from n�siuucII"Hffl interference, discrimination, or reprisal. Appeals of disciplinary actions shall begin with a written grievance report as set forth in Section 21.02(B)below. /�i F�i Po F�i q r M I;:'➢�p�fl Il "I �q.� �,:'➢r� �I��";�" �p�fll gq'V.�k�",� �'r�,.�q" � qV�",�"�,� "�q�pM'�:'�''tl"�flq�,",; :�pq MuY.�',�,r ", b"'Is Im tlVsun II41"III It'��", qV�� ': p�'�� q II;� l Ifd�,q q.� �q�rgV� �' � 21.02 - Grievance Procedure The grievance procedure shall follow the sequence below. An employee may be accompanied by any person of his own choosing as his representative in the presentation of his grievance. A. Oral Report: All grievances must be presented no later than ten (10) working days from the date of the first offense giving rise to the grievance. B. Written Report: If the oral grievance presentation fails to settle the grievance, the employee may submit a written grievance report within ten (10) working days after the oral report was made. In the case of a grievance resulting from a disciplinary action, the employee shall submit a written grievance report within ten (10) working days from the effective date of disciplinary action. Within ten (10) working days after receiving a written grievance report, the Supervisor shall furnish the employee with a written reply. C. Appeal to Department Director: If the written reply to the grievance is not satisfactory to the employee, he may, within ten (10) working days after receiving the reply, submit an appeal in writing to his Department Director. The Department Director shall confer with the aggrieved employee and/or his authorized representative before rendering a decision. Such decision shall be produced in writing and shall be delivered to the employee within ten (10) working days of the date on which the appeal was received by the Department Director. 86 D. Appeal to Village Manager�' ru ��-^b ap u�....';,; _If the appeal to the Department Director fails to resolve the grievance the employee may submit an appeal in writing to the Village Manager ��u ��;�; u �ni�� p„ no later than ten (10) working days from the date a reply was received from the Department Director. Within ten (10)working days of the receipt of an appeal, the Village Manager shall hear matters pertinent to the grievance. The decision of the Village Manager orr: �� q..� bu shall be final. The Village Manager �1121. shall forward one copy of the course of action he intends to follow to the employee concerned and to the Department Director. 21.03 - Classification Grievances All grievances pertaining to the classification of an employee shall be made in writing to the Village Manager within five (5) working days of the classification oi %AJ'H rl'ssp. alV ', I�'➢.� ",gVpgp�.�r�l�, p"lgk 0"1!!"r Il11p l, ps `ZJ1" pvi(I The decision of the Village Manager ( ru �� a�ruu�� p„ shall be final in all matters of classification. 21.04 - Compensation Grievances The pay range established for a given class of work shall not be a subject of the grievance procedure. 21.05 - Retroactive Adiustment All adjustments of grievances processed under this Chapter shall be retroactive to the time the grievance is first presented to his Supervisor, unless the grievance reply specifically states otherwise. 21.06 - Fire and Police Departments The grievance procedure for sworn personnel of the fire and police departments shall follow the process set forth by their respective departmental rules, regulations and directives. Appeals of disciplinary actions shall follow the process prescribed by the rules and regulations of the Board of Fire and Police Commissioners and/or collective bargaining agreement, if applicable. 21.07 - Discretion of Village While the Village normally will adhere to the procedures set forth above, there may be circumstances that indicate that an alternate way to address the grievance is more appropriate (i.e., due to confidentiality, privacy or similar business reasons as determined by management). The Village reserves the right to skip any step in this procedure if the Village feels it is appropriate under the circumstances presented. The Village reserves the right to alter the procedures at any time at the discretion of the Village Manager rrr �'.........q..g"„.0� Ilk �plld tl"; gg4M �",tl.�p,.�q�", d',�;r11"V.�Iglllfll�°�",� r� ��.flr�'gr�'nlll�';"„0' �4q 87 Err or. ��r �,in p�r.r°tl,od,I�1 %r" 1,44X..43,1 8"4�",y��4)N"4,�.04 43 gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 22.00 EXPECTATION OF PRIVACY Chapter 22.00 - �Il�Io Expectation of Privacy Sections: 22.01 Computers, Pagers, Telephones and other Communications Equipment 22.02 Lockers, Desks and other Village Property 22.01 - Computers, Pagers, Telephones and other Communications Equipment A. As an employee of the Village of Buffalo Grove, you ,d'izd li�,t wVV w (it) not have auu',T expectation of privacy when you use a Village owned or leased computer or communications system (Iu S q„izilt � Rul��, T,,flA ts, Ilzis�'i The Village has the right to monitor your telephone conversations, to read your messages, to inspect mail or documents sent to or by you, including the deciphering of encrypted text and the removal or inspection of software installed by you on Village provided computers. B. The Village may also access, without notice, data or text caches, pager memory banks, e- mail and voice-mail boxes or accounts, and other employer provided electronic storage systems. G The Village does not need to obtain prior judicial op approval u u usa i"r c u u u u,;; t q u uS �,�ngauuuw°u°u:t: and your continued employment wva w.s wOti FIII ww; cowu srbb'ltw , 111 wotll.. q<riw%q('dl'N;(' o an"Iid a cq:�Iiiu Iicc Q',�;9f ii 9otib ),,,,al (',b"o anII'i/ tltl1'hi, V q ' 1110 i tlIIVtl1'uq'V'll,: hV"IV ' M ri:icct uIsr° of 'hpS k3ffti�FIFWuua'::' 22.02 l lo r � ,r ,Desks and other Village Property Wu,� III III I Lockers, desks, vehicles, equipment and other Village containers and property that you are permitted to use during your employment are and remain the property of the Village. You are not permitted to keep or store any illegal or prohibited items or substances in or on such property. You i� have auur "w�� wwuu in gw� w^, pew^,w'll� llb:wruu wwll` q uu �� w~M,r with regard to puw....... .. any items kept or stored in any locker, desk, or other Village property. Village owned property is subject to search by the appropriate Supervisor or Department Director for any reason grij wu uuw,til;uw w,°. Personal locks are not permitted on Village property tinuw'I aizr;r N' n_u�! 'b"'V�rVnIIrV°yw`�"qV�w",qp"II;. ��gwwq��IlgwwqV wrlh: Ilq�q.V �wnwrggw°_ir ��nlltl� wwq..VwII�fl.V�V,,� Ilwr w°�rw;,r�Vw",q��ll��", �%rv✓VII��..�� .��,�gd� q�y q.� ��:��w�flgVtl�.�� Il�w� ggVItlV'➢w dagzVlw!;;"; tlIusu'I.'b.sszi�, 88 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 23.00 INFORMATION TECHNOLOGY Chapter 23.00 - Communications and Information Technology Section: 23.01 Communications and Information Technology Policy 23.01 - Communications and Information Technology Policy A. Tple MWwHte 0" �1fiiflp�kflt) GRp�Wv ..-p�VH VIIii�'HiS pt.., IqV"VVYV'��",q0��pp"��N�fl pp� n ��!W'�:��VI tW�;i°. q�V��W�''�� plq�"N�'�'Vp pHi Ole vi'V r�u�yVr;....��V",�"t!4:I IS �PVV...,IIV",M"&�VV�!,:PPVMu�y��J..:��N q"N�V"��iVtl��; 1u141:H� �"P�:�:'ll�"NPVe q",r,,,�qd ��,",; . � qVV �ikTM gqV Vmq''VVV IgVpVU: ttX41M4ptY is aVII �..��TMVV➢.ti4V Fis q �'.. n n �V. �d .. � � �yr� qI q.� V'!�.��q.�wllfl.�wV,il',�� VN� ��t'�.�� ,r. �q�� ,,��.''��,�.� qs��'��,�, b."I!l•gVV d m,.�^.i�r��. t�:l VVHVVVII'xHH gqV ;p�VVVV Iq�';pVV + i�irti�� qV�! Mid III d'ryVVVV�&�P��y��! I14hit fftt SekRff e" l,h',tk,�e. The policies in this document are intended to regulate the use and development of electronic data resources and technology used by the Village. tt w asstti�e euids ai-e The Director of Information Technology ("IT"), under the direction of the Peptvl!�y Mp..p.iit (or designee), shall be responsible for plans and implementation of Village policies affected by or enhanced by information systems and technology. [ F. sta ..1,4iad V:ia4ltaiH a d4:: t� 4r"JOi:k4ivay 4�N40i o0iei ��r��",�� qV'�➢� VVII;'! 4��Ole J,, j�'kltV" IO HSSIII.fft� flia:ll; fl eV I V rifid IIV"d,�➢qV�wq�w;y'alr' gV�TM�TM�;�"m� ElFtTM �'PPtI 4V "y V�:➢ei� B. Electronic-based communication and records shall be considered to include personal computers, network servers, E-mail, telephone voice mail, electronic bulletin board systems, paging systems and other systems and devices that transmit and/or store information on media other than paper. Employees of the Village are expected to maintain the same standards of propriety, professionalism and confidentiality for electronic-based communication and records as any written correspondence. C. Authorized Use of Information Technology: The Village encourages authorized and trained personnel to make use of information technology in any way that will improve the efficiency or effectiveness of Village services. Village employees are encouraged to be creative in their use of technology and to share their discoveries of techniques with other employees. D. Unauthorized Use of Information Technology: The Village prohibits the use of Village information technology resources in the following circumstances: 1. By unauthorized persons. 2. Personal profit-making businesses. 3. Political activity. 89 4 Accessing or transmitting obscene language, sexually explicit materials or materials that disparage any person, group or classification of individuals except as required for official business. 5.E. Protection of Sensitive, Confidential and Proprietary Information: All employees are expected to maintain the integrity of the sensitive, confidential and proprietary information that is stored on or is passed through Village information systems �p q�,,�i� �.��r q �",gyp"Vpq. . q��"u�.� qVp�";piipll. , sIia(' i ,,is F"OL/\ m d°ouit m"(h°i. This definition includes but is not limited to: 1. Personnel information including salaries, performance reviews, complaints, grievances, disciplinary records and medical records. 2. Criminal history information, mug shot images, police investigation records, intelligence files, and tactical information. Names, addresses or other personal information about Village residents or vendors. Y,4 ��l:� wlu °Y �qp�",II'1C: P�rH c,,Y �u �.p. ��uuu"�r> R�,,�U F. To protect all sensitive, confidential and proprietary information all Village personnel shall observe the following practices (,uu�r�t � nn 1. Access to network directories and databases shall be restricted to personnel with a demonstrated "need to know." 2. Personal access codes and passwords shall not be shared, even with other Village employees. H rou �r„ /� n"';; . oqV III„;r �_U� qq�",::',��", fl'lau e,u;',Cpuu pVppp�l �1ZI1 ", �r�_ulpInpll�",tl;U:, d V tl „''uidq p p d°q4tl�c �4p.,.p" . sv� /,�4M +II�� a .a�p�rp�gtl� rpoi tl "f jig F F p�pll �� ., ��bq� M I�r�..�.�rq tl�gn;�q�""qV� �� ggV�q'V:➢.,,� tlUgr�l�,.��lq�q�"Ng O';�,.,�"''Iq!y' ��"N �"N��Ir11n„n;� �11 g0��ar�"i� d �"N��::�Wq ��1 �w'4"i��"N��i:. 3. All employees are prohibited from allowing unauthorized individuals access to or use of Village information systems. ai:11 1 Ill ffltr q"utiTMgtlOd" 'I��",'�! tl'pN11V H'H!NiSllipr s at Olej 5 4 Employees should log off�ru m,,]< their computers any time they plan to be away from their workstation for more than thirty minutes. Screen savers with passwords shall be utilized, where operationally practical. 5, No employee shall make copies of information stored on Village information systems without authorization from Ope oll � p". �rp Oii.Ip.e supervising 90 Err or. ��r �,in p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ Department Director. This includes printed reports or electronic media such as tapes and disks. G. Encrypting and Protecting Computer Files: Village personnel are prohibited from encrypting or password-protecting computer files without authorization from the Director of IT. At least two :"',) employees shall have access to any protected or encrypted file. H. Internet Access: fl,i. ;;nir i u u u ; �flh` u,�� Internet access may be provided through the Village's computer system. Internet access can be provided to employees of the Village on an individual basis by departmental Supervisors. The intent of this resource is to provide additional sources of reference for Village business. As activity on the Internet through the Village of Buffalo Grove's system is a matter of public record, it is the responsibility of each individual to maintain the integrity of the system. Periodic reviews of Internet activity may be performed at a system, department and/or individual level. Io, sucjh uuo .aqwukI %AJ1 1 I. Hardware Installation: Only hardware that has been approved by the Director of IT and the Department Director shall be installed for Village use. This includes all microcomputers, peripherals and accessories. Only the Director of IT or the IT Department shall install or uninstall hardware. Hardware may not be relocated, connected, or disconnected from any microcomputer without the prior approval of the Director of IT and Department Directors. J. Software Installation: Only software that has been approved by the Village of Buffalo Grove shall be installed or executed on any Village computer. It is against Village policy to install, access or execute any software or data that has not been approved for use. Only, the Director of IT or a member of the IT Department shall install all software, unless the Director of IT approves the installation of software by another party. -P;➢e 01 (Iiita 4) be..r4):11:eF",d r:IH H'FFV r'0H')ff4rW... iHil Hily wll.�r q ��prpsp q � i�rr'��ip.�µrpm t!!!!wj ",gp�. yl. 01,. ...qr pV �: r�r � w ��'"6gr ! W �,p.r w� ,,"r w�� r ��h..? ��wgpp r;'r�pp�r' Sit!!w�p ;i�'i Fe(itfl qeS. PFHIgr.../F+1AeH appl:o�i4 0le PpFihlk:Pq � '. T1:Hf1I lei 01 i�w r ppr�r�!wI q rTMp d,r! pV q pfll:",q � � ;'!��wqr ury�m. tl �"'ir�.r�i`'�TM ffl "t:1 w�1...''�4t p��,�ip�uu��,;� iE�� q�u�w��-�w� ��p��,l��p��,�'�I�rep Drell �:�•.,. K. Software Licensing and Copyrights I. The Village purchases or licenses the use of copies of computer software from a variety of outside companies. The Village does not own the copyright to any of this software or its related documentation and, unless authorized by the software 91 Err or. ��r �,yin p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ developer, does not have the right to reproduce it for use on more than one computer. 2. Use of Software on Networks: With regard to use on local area networks or on multiple machines, Village employees shall use the software only in accordance with the license agreement. 3. Employee's Duty IlA 1_�::W:Noti a rea+i+e iI u i1 Du ru m Village employees learning of any misuse of software or related documentation within Village departments shall notify their Department Director or Director of IT. 4. Penalties for Violation of Copyright Laws and Policies: According to the US Copyright Law, illegal reproduction of software can be subject to civil damages of as much as $100,000 per work copied, and criminal penalties, including fines and imprisonment. Village employees who make, acquire or use unauthorized copies of computer software shall be disciplined as appropriate under the circumstances. Such discipline may include termination. The Village does not condone the illegal duplication of software. 5. Village Property All work produced for the Village by an employee, including but not limited to information technology, is at all times the exclusive property of the Village and may not be removed, copied, reproduced or sold by any employee. Any information or document(or copy thereof)that is provided to an employee during his/her employment with the Village and/or which the employee had access during his/her employment must be promptly returned upon request and in no event prior to his/her last day of employment with the Village. If you have a question about whether it is appropriate to retain or have access to such information or document, you are required to seek written permission from the Village Manager u...�� u r u u� p„before doing so. 0 Any actual or threatened violation of this policy will be strictly enforced and may result in appropriate legal action to protect the integrity and confidentiality of the information involved. B q sucl'i ,,is �^�'p.�.qr�°�i�"; 'pVpp�'yl '�'"�q�rlgtl',��!� �rWq��'k"q�„�:„s d„'�rgVpq'IC'p.p.flgVgd',p�''I:p.�rqp.w �'"stl�pflgq�q„IC'➢.�",qpl p�'�"ptl� ��,y�"iqd q'" .I�p d qhy�"��'n;n"II 92 Err or. ��r �,in p�r.r°tl,od,I�1 %r" 'Q4A a6..43�1 8"4�",y��4)N"4,�.04 43 gip„ Thk pop c,'Yapphp s ozffl %Avho zln", VuHag," %AJn"k ss ch,angp Thp,°; "'Irld l'o p,msllan� of zlcctlss such %AJn k�ss k qn cloalpharllo,"; conskl,�,ml, %AJI'll VtlHag,; bus m ss Vdhag�,� �fl` Btfl"I"cflo Gnollv,p,", plo,,Jch,";s %AJn";k,ss S(N)Jcp,; l'o Illough FF "'Is b'Y Ipgp Vdhagp," Boaid arid ol plq" q �fljob 2 Th," FF ch,�pattai�,ml, zflso h"'Is "'Itlillo6l"Y' unch,"l cfin��:IJon Vflhagq," plll/fiarllagp,�I, l'o comcfimal,p," "'Irld zllnarllg�,; 61 slach %AJn k ss "'Irld suppoll, pfl` Vflhag `s bustlm ss m,°Cds p "I, n",qtu sl, pfl` "'Ind alosi, cosi, pharl Zfflld 61 On�'Y V�Hag�,� llll/fiarllag�,�l (m k p,mn�l,b,xl l'o �nl,o aril ol conl,nacl, of Zfflld (fisi,6bulJon pfl` "'Irld sp,mlvJcp,", phans sh"'IH N,"; D k ol l'o usp,.""; lllpJH MAJI p"m%on"fl of p,m'lafl OInkp ss b'Ypip m l s PP l s �,� �sYhotfld h"IM lo do Illk lll�rll ale uzlg nol, nJalbulszlbk b'Y VuHag,; "'Irld Il, gp p,m'lphYl N SOk+Y ol Ilpgp Us�,m% alusi, unch"md"arld amY us. pfl` Vdhag�,��s %AJn k,ss s ol /\S SUCh, us�,m% shotfld hzvlllv,p,", no %AJI'll l'o amY slach AH %AJn k ss paltwtIhad'Y bus m ss p,m'lafl of ("'aril Zfflld %AJH N,, p(Ngocfic nrl,,Jpnv I'llk poh("'Y. AdcfilJomaH'Y, "'IH slach l'o I ,,I F'OLA n qtu sl, ol ,,I coult mch,"I. 7 VV'Jili p6m appnoliv,,,fl o�` ,,I nl ,,,Isomabkp "fl,11,10tini, p"m%on"fl us. ,, o Vdh',ID %AJn k�ss '�s p,mvwl("Cl "'Is hmg "'Is q1, does nol, ans'aclJon �fl` VgHagq busJmSS, CAMSIILIRU, Sqgrlldicarlll, l'o ackfilJon"fl cosi's ol %AJI'll 93 Err orr Dh,,,ft yin pars �1 toid,I 4%� X 1,44 43 s 17 8 Jp� �4) 1,404 43 41 p1, k palpmtarlll, l'o 'All sl,on cl ustlng N,Jng b'Y VdH,ag�,„, n,g'aldk ss dfl` busNmss ol p"m%on"fl mal,llan dfl` Usd,m% shd ptfld m fl, zlsstlald�, "'Irli'lY suc c h d sh" ms 'IH n"m'I"'dn "'Ind l'o dn ',I F'OLA n",qtu�sl, ol ',I coull, zflso alusi, unch,m%lkand llld,rlll rna'I'll tm nl�qtdn cl 'lto phan's alonllfl'Y �dppdpp;�dllpdpuudfl alpnulk,�s "'Irld pll p1, h"'Is N en b'Y VuHag,; h'as uszlg�,� does nol, VpHagd,� l'o "'In"Y �fl` o�' Illal, ch"ll"a "'Ind altfllJpk� %AJH n"qtdn dptl.dp°pgdp.uuud�, "'Irld up l'o "'Ind pmducfing lk,mnpmalJon. Th," V agd carriol, "'Irld does no tlalp Y, of guzlnanlk,"l0,,, arl'Y "6ghl, l'o ol vcJtq. czflk "'Irld ol phac cl Vdhag° " mchufing bul, nol, l'o czffl ch"A'ad n,;p:mds, pogs, al"'Id d"'ll"a sl,onag° ,", lk,,Xl, d,m'lzdk, "'Irld zlddn ss books. alusi, n"Auln llldJl l'o FF ch,�,paltauml, %Avhd,m no hmgd l n�qtdn cl of llldJl %volk zlssdgrllrll'uml, upon 'loal kstdng ch,,p,altauml, ol V ag,"; tln k ol I(Ylllvld do,�cl b'Y Dp,,,pattauml, ri /\H Vdhagd s kstu"cl %AJn,yk ss s'Yslk,m'ls "'Ind nuaIN"m% zln"; 2 Otllgoung Vdhag, "'Irld n"I'llan6ng dtu� l'o ',I pob ch,arllg�,° RIZVY M fl, lkak'd,^ M p hagd,� hflal pdpauml,� %AJI'll appnov',',fl Floal arid rna"liv polt llh phom nun'IN,,,l ,,I I'll I c"a I I I. oulgotlng tlncfi,vJdu,',fl l'o p"'I'lY llpdddll. "'Irlinouni, l'o )JHagd l'o k,�ep llpdd Vflhag unch,�l no d°drnllgq tud on Vdhag "s 'As I D,MdNzfl lukg , llpdd FF ch,:paltauml, "'IH alonllfl'Ycd,�H phom bdkand bdk l'o cb,",pall,auml, h�,''ads ol llidJi Th�, tlpd",pdd'dllgVdd",q'V:II; h�,"'ad p"m%on"fl usd ol kstus dfl` Vdhag�,� zlppnq)6,al,d dptl.dp�:°ugdppuud 'accol(fing Unch,",l "'IH zln", k",qugn";d '0 US(" Vflhagd,"; plailivJch,",;cl coalpharllc�,� %AJI'll "'IH "'Irld guhalJons. %Avhpk (16,,Jng zln n^;qtdnxl l'o usd ',I h"'Inds ch,rlllvJcp,� of puH 01111/(N l'o ,,I szlh,"; hm""alJon on s ch,"; lo"'Id N,dbnq phacJng of n,,':pJ,IvJng ',I czffl. 94 Fn,iph ud ng cel lWar spi pmem k�l lk,,Xl, n,u�sszlg�ng %Avhb k� ch b"IJ ng zln,, n,�qtd n,�] l'o puH hm""alJon N,d'on n,"l,acfing ol sq,mcfing ha%Avs %Avh k ul'' g Vdhag( S "'wild k sok",q.y 7 Rd,,,asomabk" czln,, shouki N rn Y�" l'o end YVI(mi, pposs ol cfiarllnzlg�,°. ff, cqtJpn'uml, k �osl, ol charllnzlg�,�',r szlrll'u� ol p"'llt n'lzl�y N,� ol(fim,�d ol a� me expmse or be depuUmn upwi aMwa"d d" D� ,,,pzilfivuml, u�` ilizii, cqtJpn'uml, %Av"'Is gosl, ol dllu l'o ol cn'lph k hzlbkq ul cd u.dll dd" n,",pzm d ul Pli/1UST N, lepolik"xI o "'wild FF ch,",pzlltn'uml, Il',aflun l'o do so cotdd d"'ll"a "'wild cotdd n,",stdl, nn T g b�f�) wNg b i p pgg y1b n gg a to th g vp M M g w Ey ALI I. �� ::If d:: !12 aylJd W!luiu� ib!, oiff and Blogs, %AJkk arid oln'ls dull onhm dgq.dd'u'un,.d.'.d'. d zln,"; nncfi,vJch,1,',fl nw,d,maclJow%, nol, Flon'l Vflhagd,�. zln,", p,",lsonzflry "'wild k gzflry ol yoUl cfisctlssnng Vdhagd,� ol Vdhagu,. CM'101,11,ag�,�] l'o "'wild n1, ill"'ll, Zlk� sp,�,',IkJng ol and m (m behaHS"Ve Wage. Where appropHaw, zln cncoulzlg�," ] l'o mti'4 us�,� ',I such zis� "Th�,� poslJngs on ilik zln,", n,l"y MAJI "'Ind do nol, poslIJow%, con lusbow% ol opgnJow% " n'lusl, n0l, pt) FR4 (fiSCUSS Vdhagu,", nnclucfing, bul, nol, hrllnnlk,,",l] l'o, bus m ss ph"Ins, Vdhagu,", ol Vdhag� ; ol plq)6 ,Aaly ill"'ll, hzls nol, n'lzlch,", pubhc. Err Dh,,,ft inpecteid,I n14 Q Q4AX 44,17 44 A WM 95 Vvhik" Yr:)tf Rlnn)[ %AJI'll Vdhlg° ,, zlcl,ions, nol, n'I'ah(Jous, lll,,icious of n,,gzlldk ss pfl` il,k� ol posil,ion, audio) n,,gzllding Vdhag° ", il's il's ol fl,lau zln is prohlblod jr (d)sccnt% ddbmauqq pndbnc, Rebus, Tremening, harassing, N,� on ,,I czls�, b�y b"'Isis l'o slach nol, uncmkWe %"wUngcnWrmnmNA WANns Rl�,Xfizl cow""Icl,s "'In p,m,iphWceyom Am )H::H!fF Wog of pws mvlzll,i�m �d" k rlld, p,m'lph yett zln,� Ilk� cp mlkacl, Vflhag,� p ni pi n,";sp mding in zln�y Rl"'WHII(N. (IOCS�'Otf lll�Jl busim,nss, in ol oul,sich pfl` %Avolk "'mi pOb)?4)tff jr:)b 0 ` Vdhag busim ss zln," ',I plqx l hm'uns ol scnv,in"y "'Irld n'lzl�y Viohal,ions pfl I'llis pohc y %AJH n,�;stdl, in up l'o "'Irld including dischzllgp . is )?4)tf We ZI%A/Zlk., p&F agy Madon �fl` his Pohc�y, )?'Otf Zlk� l'o hiough otu Dnnoalm Immodure. TN," assian,,dA Ilpnnnll, Vdhag( IOVH! %AJH nol, zln�y 'ag"'drisi, zln�y p,m%on %Avho n,�polts ',I pohc�y "Joh"ll,ion ........... ............. ............ ............. ............... ..............ll!""!!lll"EE!!"!"Iilli�:,3!r.............. .............2 LIU!!E2 il!! ...........S! ng...........)n!rh............Illu nilliu ............umin.......... l:hl........... ............. ............ u 31"i"!........... dlli! !2'dai� !!!.......... .......... d i!..........auaum.......... u. ..........�:,u'ghl I ! E li! ag,��,..........iu"E S! ng tu! all S! !!"! .......... a !!ag,�� .......... EaEU,: !h ! i!,!"g u.......... ia ...........!,! .......... ........... Elll U!P'x,��s: ...........�:,�'gh!............!!!.......... .......... ........... .......... [1, d iL2 E..........L!EAI!LEI a!.......... a!.......... nu lulu !�Afl ui!............�,!'x........... d"A": E aa 31"i"! h'llnplqx l cfisclosllan," pfl` p"m%on"'d slach "'Is so�,Jzfl nun'IN,m% n'lzl�y cow,libulk,n; Ilo ichmdj 001 and any numbmAcsWUng cmdR puNems.The Vlk%c has ackNo'l I'llis Pohc�y l'o so; ,Jzfl nun'IN,m% 'non disclosun,' h'll zlccolcharllcp,; %AJI'll pnp Hhrllois Acl, ong�y %Avho zln,n n,�quin,�d ous�, of hzlrlldk� ol coni""dril sop 'Jzfl nun'IN,m% sh"'IH hzvlllv,p,� zlcctlss l'o slach oll � i s' H l qn n'lus, unch, Igo l,dr6rg o ' so,Jzd nmubm When coHecUng a Wal scctuii.�y nun'IN,l ol upon n,nqtu�sl, b y "'In pnrlllv,ich,^ ',I o�` '61 %Avhich Vdklg," is "'Irld using Ignp, so, ,Jfl Error�Dh,,,ft inpectod,in Q Q4AX 44� A4 A WM 96 ',I pubhc n^�:md nlqtu sl, ff, "You hzvv,�,s gtup slJons I'llk pohc,'Y M %A/01fld l'o n�,pmt you zln, l'o conlkacl, youl AwY umfi,,Jduzfl ound l'o N un IvJohalJon o�` I'llk Pohc,'Y %AJH N �llab (,,( l'o cfiscJpHmal)l aclJon (no Error�Dh,,,ft in pectoid,I�14 1,44X 43 s 17 �4) 1,4 04 43 gip„ 97 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 24.00 DRUG FREE WORKPLACE Chapter 24.00 - Drug Free Workplace Section: 24.01 Drug Free Workplace Policy 24.01 - Drug Free Workplace Policy A. Tie M�kl,u e t:l,. Btfflll�o GF(IPye Nzi�kltV" tll'ti�Sitfl, HVllE'l fiia4:'IP'I!ii4i ITT'VggHtt .."� �,V�V :�� ! gq�.'i`��fltl VVV" � q� uy� �Il n y...� �� .ps;��TM�Vl,:y 4'i fid tTMid➢ef (14t'��x',O c'l ggVd�qV'� �',��i�ir ...,Wr :1l4) viig�agt g➢.e �w�V��r yV", �k"uV," � ! ��'',w'4'i' ! "� � ..'Iq �TM q.�TM' ��, siiI jr'y"'��jVllii iNie.�� FtF of VII"� )4:��i4i VV�S � FIE'I� � This Policy akt) expresses the Village's desire to satisfy the requirements of the federal and state Drug Free Workplace Acts (41 U.S.C.A. § 701 et seq. and 30 ILCS 580/1 et seq.). In accordance with statutes and concerns, the Village has resolved to maintain a drug free workplace. -Pl�e pt'll["POSe �'!!4 ��Vq� � qM&Vd,?'�! VIA I11 tFV"d:1:q41t�VVII!::HVV(1 drl1sd PV i�:Va )?, P��;:Iwq '�T 1�tiTM H:1I4VVg I1:OH g k`O�1 oV a1:11(1 (1IWEfgs. B. Acts Prohibited The unlawful manufacture, distribution, dispensation, possession, being under the influence, or use of a controlled substance, including cannabis and alcohol is prohibited on Village Property. C. Definitions 1. "Alcohol" means any substance containing any form of alcohol, including but not limited to: ethanol, methanol, propanol and isopropanol. 2. "Cannabis" is defined as provided in the Cannabis Control Act (720 ILCS 550/1 et seq.) which provisions are specifically incorporated in this Policy. 3. "Controlled Substance" as defined in the Illinois Controlled Substance Act (720 ILCS 570)which provisions are specifically incorporated in this Policy. 4. "Criminal Drug Statute" means a criminal statute involving the manufacture, distribution, dispensation, possession, or use of any controlled substance. 5. "Manager" is the Village Manager L!! 6. "Village Property" means any building, common area, open space, vehicle, parking lot, or other area owned, leased, managed, used or controlled by the 98 Village. Village Property shall include property used by Village patrons while on Village sponsored events. 7. "Drugs" mean Legal Drugs and controlled substances, including cannabis. 8. "Legal Drugs" mean prescription drugs and over-the-counter drugs which have been obtained legally and are being used in the manner and for the purpose for which they were prescribed or manufactured. 9. "Medical Facility" means any physician, laboratory, clinic, hospital, or other similar entity. 10. "Policy" means this Drug Free Workplace Policy of the Village of Buffalo Grove. 11. "Possess" means to have either in or on an employee's person, personal effects, desk, files, or other similar area. 12. "Public Safety Responsibility" means jobs in which an employee is entrusted with direct responsibility over the health, safety and welfare of Village patrons, either through supervision of programs or operation or maintenance of equipment. 13. "Under the Influence" means that the employee is affected by alcohol or drugs in any determinable manner. A determination of being under the influence can be established by a professional opinion, a scientifically valid test, a lay person's opinion, or the statement of a witness. D. Voluntary Treatment It is the responsibility of each employee to seek assistance before alcohol or drug problems lead to disciplinary action. Employees who suffer from alcohol or drug problems are encouraged to voluntarily consult with their Department Director and undergo appropriate medical treatment. Participation in such treatment will be at the employee's expense, uuq �s Employees are encouraged to utilize the Employee Assistance Program ("EAP") benefit offered by the Village g ii , ��1 rlv �qqd r��;u�.� P�°rNiSe tff''VtlJrTMpstrp11tl1 IqhfI Effli pad°I... 61 . . q. 1p nlld',4", pflgV„��"-q IIpr. r �-r"I',b�rgp or ` 141�,- lIoH +iT %AJH tlmi, p; Po,H T �u rq� llu�rp�: �rll quu�N: ull Ilgp� � u�,rluu� ll� q � uu��H,y ll61 rp,�„c 1 E. Screening and Testing The Village will require employees who are required to hold commercial d14111M!N,sdrr ,�� licenses ("CDL") as part of conditions of employment to be screened or tested per the guidelines established by the United States Department of Transportation. The Village may require employees who work on or near vehicles or machinery, handle hazardous materials or substances of any kind, or have public safety responsibility to be screened or tested on a random basis, or may require any employee to be screened or tested upon reasonable suspicion that the employee is under the influence of alcohol or drugs. The screening or testing will be conducted by a medical facility selected by the Village 99 Err or. ��r �,yin p�r.r°tl,od,ip1 Q 1,44X..43,i 8"4",y �ydl N"4,�.04 43 gip„ %A V g p I �l �Ilfl� " ",gVll; "II;� �IIggV; � Vq�. Nu "1"II; _u�", ��il: it ��, �� Village's e s expense. + �uu. II`1(:JHI r . qll�" ;� b,Y ilIh� D,i�,- screening or testing may require an analysis of the employee's breath, urine and/or blood or such similar substance. Employees who undergo alcohol or drug screening or testing will be given the opportunity, after a positive test or screening, to disclose the use of legal drugs and to explain the circumstances of their use. F. Treatment The Village may give the employee one opportunity to undergo treatment offered by a clinic or trained professional mutually acceptable to the Village and employee. Participation in such treatment will be at the employee's expense, uuq ssrll��^; The employee must enter the treatment program within ten (10) days from the time of recommendation of treatment. The Village may choose to reinstate the employee provided that the employee submits a statement issued by the Medical Facility certifying that the employee has successfully completed the treatment program and that the employee is released to return to work. G. Use of Legal Drugs Any employee who works on or near vehicles or machinery, handles hazardous materials or substances of any kind, or has public safety responsibility and who has taken a legal drug must report the use of such legal drug to the Department Director if the legal drug can affect the employee's performance by causing drowsiness or if it alters perception or reaction time. The burden is on the employee to ascertain from his doctor or pharmacist whether or not the legal drug has such a potential side effect g ri�� .��4tlV� l.'��,ptlVId..P q",rId,V',g ltlVl� u��uu u. � u��qu u� �l�", ....The information ,� q�,a4tl!C' 4tl ��.. will be retained by the Village in a confidential manner and will be disclosed only to persons who need to know. The employee's Supervisor, after conferring with the Department Director, will decide whether or not an employee may safely continue to perform his job while using the legal drug. Failure to declare the use of such legal drugs will be cause for discipline, up to and including dismissal. H. Notice of Convictions Any employee who is convicted of violating any federal or state criminal drug statute must notify their Department Director immediately %Aull J„bu IIvv�",b;ull r Il6p1 CIOWIIIVJcijoqO. I. Discipline/Penalties for Violation 1. An employee who reports to work under the influence of alcohol, controlled substances, or cannabis or who manufactures, possesses, uses, sells or dispenses alcohol, controlled substances, or cannabis while on Village property, is convicted of a drug related crime, causes financial or physical damage to the Village, Village property or its employees, or fails to report the use of legal drugs in accordance with this policy, or who otherwise fails to cooperate with this policy will be disciplined and/or must successfully complete a drug abuse assistance or 100 rehabilitation program approved for such purposes by a federal, state or local health, law enforcement or other appropriate agency and by the Village. On the first occurrence, discipline may consist of suspension with or without pay, termination, and/or successful completion of a drug assistance or rehabilitation program as deemed appropriate by the Village, under the circumstances. The employee shall be terminated on the second occurrence. 2. The Village shall terminate an employee (a) if the employee refuses to submit to diagnosis, testing or screening upon request of the Village; (b)if the employee tampers in any way with the specimen given to the Medical Facility for purposes of drug screening or testing; (c) if the Medical Facility recommends treatment and the employee refuses to undergo such treatment; (d)if, while undergoing treatment, the employee fails or refuses to follow the course of treatment; (e)if the employee, who undergoes treatment, is again under the influence of alcohol or drugs in violation of this Policy; or, (f)if the employee fails to notify their Department Director of an arrest and/or conviction for violating any federal or state Criminal Drug Statute in accordance with this policy. 3. An employee who participates in a treatment program will be expected to meet job performance standards and comply with all rules established by the Village ( %AJ14p of %AJ141.oull. zi u.�b(]u ,u(Iuzd us (]usdA�(]). Participation in a treatment program will not, in itself, protect the employee from disciplinary actions. The Village, however, will not take adverse action against an employee solely because he voluntarily and successfully completes medical treatment. J. Pre-Employment Screening After a conditional offer of employment is made, for applicable positions, in the Village's employment selection procedure, persons otherwise offered a position with the Village will be zi pfl°� required p top undertake zi p�jobu��,q��l�'-��U p�'I.,r.auczd. �,��pif:�:npu��lu�rb�°u. %AJ,1u��:°�b alzl'��;r uq ;��, y �r'.. H� d',�" 1o1 .,�d,'p p� 0"igppb.,FAY III",s 1, r�pWr °prep.. K. Inspections In order to assure that employees comply with the prohibition on manufacturing, distributing, dispensing, possessing, or using alcohol, controlled substances, or cannabis and to otherwise protect Village employees, visitors and property, employees may be subject to inspection as follows )u�,i zinn 1. Lockers, desks, files, vehicles, equipment and other Village containers and property that an employee is permitted to use during employment with the Village are and remain the property of the Village. Employees are not permitted to keep controlled substances, cannabis or alcohol in or on such property. Any such property reasonably suspected of having or holding such substances is subject to search by the Village, including vehicles parked on Village property. 101 Err or. Dr re,in pr.r°tl,od,I 1 %r 1,44 a6..43,17 8"4�",y��4)N"4 1,44 4 p gip„ 2. Any refusal �� -q „M,�;„ to submit to such an inspection will be treated as an act of insubordination and will result in disciplinary action which may include termination. 3. Employees should not bring any property or items on Village premises, including parking lots, unless he/she understand that such property and item is subject to disclosure under this Policy. As such, an employee should not expect privacy related to such items. L. Records The Village will maintain medical records relating to alcohol or drug abuse, diagnosis, and treatment in a confidential manner and in a file separate from the regular personnel file. Access will be limited to those who need to know. The Village will not disclose these records to persons outside the Village without the employee's consent unless disclosure of the records is necessary for legal or insurance purposes and/or as allowed by law. 102 Err orrr��r �,in p�r.r°tl,od,I�1 %r" 1,44X,..43,1 8"4�"�;y J��4)N"4,�.04 43 gip„ BUFFALO GROVE PERSONNEL MANUAL CHAPTER 25.00 MANAGEMENT RIGHTS Chapter 25.00 - Management Rights Sections: 25.01 Management Rights 25.01 - Management Rights The Village shall retain the sole right and authority to establish and administer all matters of inherent managerial policy, including but not limited to the functions of the Village government and its departments, standards of service, budgeting, organizational structure, the selection of new employees, and the direction of employees. The Village shall retain the sole right to amend its policies, procedures, rules and regulations as it deems necessary, at any time with or without prior notice. Nothing in this Manual shall be construed to limit or alter the Village's rights in this regard. 103 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 26.00 SAVINGS CLAUSE AND AMENDMENT Chapter 26.00 - Savings Clause and Amendment Sections: 26.01 Savings Clause 26.02 Amendment 26.01 - Savings Clause Invalidation of any chapter, section, or part of this Manual shall not affect the validity of the other chapters and sections. The Village reserves the right to amend any policy or practice to the minimum extent necessary to conform to any applicable law or ordinance. 26.02 -Amendment Amendment of this Manual shall be considered approved and effective upon a majority vote of the Corporate Authorities, unless otherwise specifically indicated. 104 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 27.00 PROTECTION OF INFORMATION TECHNOLOGY III" ��ip 11 ill^ � 01101 p iiir,ol)II^„� I III 4)IIa of fial'o ir,III na p)IIa �ill^�;," lIIImtl�42gy h,if rrr'qnallqon T',,�,:,Jlmrgog,Y "'Ind pnuVouq°u'l.,' Ilqon. T',', "hmrqog,Y p"Pnacilb.d',;,"s "'Iri;p �l. l�;;",qp�, Io „Iorn Iq. 'llfl.p�p,"y77hziltlh%rv'an� `d: I'll ,s "'Irid tlp"11l"a qoss „"loaf m";"s %vol"k: qq„ q'p��.�'"d4",^ . per �;"�hT�` q, ql tl,! pn°'1f6luna.1luon. T�,,�`hm4Pog,Y � 0 gI "'VI %A II l n,galtl;;p. Io zffl tlhall"a. VpH.,ag zing Naclo, l up Io I,'qx; of htlg.h htl°i.h c,,ap"PadJ1,'/ si,o'nag�a d""'Ki b q,,,a d'Y n",si,ogq cl :„loaf b"'I lollps. I'ackilap tlVu�",fia an ogq;xl In h;m"allqons "'I%v"riv Ioq"!n Ih,,; IIo n Chu"� ^ up.sk II41"'IC: a cziIkasi,loph.�� al"r°Y cps si,lo'Y n_uollll "'Iriid Nackiiap. pJo Nackii1 p louiJ.m s an� ol pb cfi vpdu,', q %volksilaltp.ons. h'i %volk.allallpon. "cl I'll a �%vmks1,,aI1Jo s op",gall ng s,°7lsik",q'l "'Irid sILanchai"d lncfi,�vJ.du,,,d ch"11l"a kn on Il:pu, h"'Ild ("' rliri :l b,� p°m Ilplk Io zffl tl;hal"a on m", % q:'4'lk zflo'm . H shotdd b,� Il 1"'11C, diiu,^ IC'o Fn�"'d�,.al � ll" h'id rqu°ul.'alluou°u. .rA ci, zffl uuullbrral",Iiluon z l,aflan_kq Il'o "'wily "'Iri p %AJH b,^ alach�,^ pun_uh.c upon n qtu s'IC:, 105 BUFFALO GROVE PERSONNEL MANUAL CHAPTER 28.00 IDENTITY PROTECTION POLICY kitflr'tity 'dre�W d°IWW!!WgW dre� W'�;I. H" W,� I4)Wi l?r HUFf4NPW"W"i 'Ion WflgW�a WflI� W Wq . W d� d�q;d"qW W."� ' d", �WIL"" W"�"d regd;i�r VWW,i � W� ➢ l4h ....Wii:llois kld"l�FVIIVII:W! Wdre�W d°i'�WWgW d°I, dreg q�� d",V'W:➢� gWW�WIW�"lU, ivh�o al:t�... qW ditfil hl 4) ti;; ..,-WWq liai'lldfl�e ggWlld' WV � IIq�' WV O ....W�W wd Wflq��:➢�WTMWV11"� ��II4W01 W lil::WgV a+ i".II...Stit VEd.. SV"W,W.f'l"Vll fir' shfiW..' hfvllyt� H d WrSS II W SW41 4Wl4m+iiH:llVd!"WWV m WW:: Atqq Sth:3W:",gWP'Wl 41 Illlt�tN: fWSW",V):F l4h W-W jdWb...-dWflIIWW�"rW.., ffil:: :II� 4cm:lIVVWud tWW fll W'�U�WW�V",�W�i'��W�iWir....WW� Ih,,,TM �W W i Ali y W:�qW� V WW flV"bef S Wh�efi H "WTM�'Jjj: �:Wr ...�Fliff W��d�l O lip�W Hi �� i .� iWr 6 y...r � i 4!!W n� Wz�WWtfSll!�."wW..Wd�'rV�� .�, it P pp d ��W ,i, u + °° Vtl .fir tl Wflr W W d vh� d'rl fllt� �wTW��r uty is d°��!WPtxl,tintt aWlltll....ti';WVWuar....l4h SO(1,4 ,ppWW',''''ju', gpWTMW��.�WI�.n��WTMW� ggWW�gri;r:�W��p��q ry_PW f)Ft:lll Wid'd VVW r1l""WVir�WVVO.tS �Wd� ..FYI Hl�.d"„��' he WV°tiFYI�_PWrWe..tmHSggirr....WW W�d�d',�l'd'",il"&y W ��''d"iI�IJFt'(I d"P �P t' Wd"qd",d11;sellli ��.w..ry"aI=[� Wd",d,W'r!W tl Wd"iI;Wpfld"4 �� rrd:W�fl �Wr iiyW ....t�� W 1 �:'W WqW! r ��!'uW W� � � �:�W! q d 'W 'W! W w .... 'W W ��;;�.. �W� d" '!lW WW q d�YW 4'i'' p �WW d�iW Wd",�i 'IIVW IgdWWk�, YdWU"' al:tTM eWVd°0iffil° e(I '1:'O d°on:lI!:',Het WH::!IWW;WW IIWW WV°°V� qd WWV � 106 VILLAGE OF BUFFALO GROVE PERSONNEL MANUAL ACKNOWLEDGMENT FORM I hereby acknowledge receipt of the Village of Buffalo Grove Personnel Manual ("Manual"). I agree and represent that I have read or will read the Manual in its entirety. q ��b�U�q� ap..� n:.p� 1l..11q,1l pq �q; Z q lop"ill a°u� ullgp�",u Il�p�;r� �� ,q�",glld tl '�pflbtl �", �r� v/q �� ",qV➢ "� �r+Iq",�,� p�qutl:... .., .., .., � ."ggVpr �`,�„�pgV�lgl;llfll� �pq....�� q�q� �� gVl q;Pq:.gVtlggqV°��r....d �pgVlgr�:d Illflr�q ...d �pgVVgV:V:tl:IgVV� gVl:'� �pq. putt �d` )J q q gg" :;, ....I also understand that the policies, benefits and guidelines contained in the Manual can be changed or discontinued by the Village at any time, with or without prior notice. I understand that no representative of the Village, other than the Village Manager ou � ' q..ur n w with the approval of the Corporate Authorities, has authority to enter into any employment agreement for any specific period of time or to make any binding representation or agreement, whether oral or written, contrary to the foregoing. I understand and will comply with all policies within the Manual in addition to any other Departmental rules or policies that apply to my employment, as amended ,�\pi 20 3 kd:111'y1� �7 20�,I;�6,and effective P'ild,,rY I, 2�0 .gym 4Wpflu tit ;t 2 1 200O. I_b 'Pt' Tm 11 Signature Date Print Name Department 107 Err or. ��r �,in p�r.r°tl,od,I�1 %"" 1,44X..43,1 8"4�",y��4)N"4,�.04 43 gip„