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1984-06-18 - Resolution 1984-43 - ADOPTING PERSONNEL RULES FOR THE VILLAGE OF BUFFALO GROVERESOLUTION NO. 84- 43 ADOPTING PERSONNEL RI]LES FOR THE VILLAGE OF BUFFAIO GROVE WmREAS, on January 5, 1981. the Board of Trustees of the Vll,lage of Buffalo Grove adopted personnel policies and procedures by passing ReaoLut lon 81-1; and , I.IIiEREAS, 1n order to ensure a continulng sound framework for per- sonnel adminlstratLon, revlslons to personnel policles and procedures are requlred from tlme to tlme: NO}', TIIERXFORE, BE IT RESOIVED BY TIIE PRESIDENT AND BOARD OF TRUSTEES oF THE vrLrAcE or BU"FALO cRovE ' cooK AND LAKE coIrNTrES, rllrNors AS FOLLOWS: That the personnel rules contal-ned in Exhlbit A attached hereto be adopted by the Village of Buffalo Grove, anendlng the personnel pollcles and procedures adopted by Resolutj.on 81-1 ln thelr entirery. That the personnel rules contalned ln Exhlbit A sha1l becone effective on JuJ.y 1, l-984. AYES: 4 - llarienthal,0?Reilly, Ilartstein, Glover NAyES: 1 - Stone ABSENT: PASS ED : 1- Reld June 18, 1984 A?pROVED: June 18, 1984 APPROVED : 1 2 AIIE9I: - \- vi1 Cl erk S.-[-*Vtllage Presldent \ZILI-AGE Or-' gfy gaa/.rb fi]l*a. E}TTFEA.LO GR,O\ZE REsoLuIION tto. g4- 43 ADOPT ING PERSONNEL RI'LES FOR THE VILLAGE OF BUFFALO GROVE WHEREAS, on January 5, 1981. the Board of Trustees of the Vlllage of BuffaLo Grove adopted personnel policles and procedures by passlng Resolution 81-1; and, I.IIIEREAS, ln order to ensure a contlnulng sound framework for per- sonnel adrnlnlstratlon, revlslons to personnel polleies and procedures are requlred from tlme to tlme: NOW, TIIEREFORE, BE IT RXSOLVED BY T}IE PRESIDENT AND BOARD OF TRUSTEES 0F THE vrLLAcE oF BUTFAL0 cRovE ' cooK AND LAKE COIJNTTES, rtlrNors AS FOLLOWS: That the personnel rules contalned 1n Exhlbtt A attached hereto be adopted by the ViLLage of Buffalo Grove, amendlng the personnel po1lc1es and procedures adopted by Resolution 8L-1 in their entlrety. That the personnel rules contained io Exhlblt A shall becone effectlve on July 1, 1984. AYES:4 - Ilarienrhal, OrRe111y, Hartstein, clover NAyES: 1 - S tone ABSENT: 1 - Reld pASSED: June 18, 1984 Ap?ROVED: June 18, 1984 APPROVED: A \T'-Y\^tTn 1 2 vrffffi cfert Sr;'1..-., V111age Presid ent gu//aln 9oorro, 9ll. oooso BUFTALO GROVE PBRSONNEL RULES TABLE OT CONTENTS Page Chapter 1.00 - General Provisions Sectlon Section Section Sectlon Section Section 2.05 2.08 2.12 2. L5 2. L8 2.20 a aa 2.24 2.26 ', ao 2,3t 2 ,33 2.37 2.39 2 .41 2.44 2.48 2 .50 2.53 2 .56 2.59 2 .6t 2 .65 2 .67 2.7 0 2.90,) o( Purpose of Rules Positlons Covered by the Rules Adnlnlstratlon of the Rules Board of Flre and Pollce Comlssloners Departxnental Regulat lons Construction of the Rules 1.01 t.02 1.03 r .04 l.0s r.06 I I I I 2 2 Section Sectlon Section Sectlon Section Sectlon Section Sectlon Section Sectlon Sectlon Sectlon Section Sectlon Sectlon Section Section Section Sectlon Sectlon Section Sectlon Section Sect ion Section Sectlon Section Anniversary Date Appolntlng Authorlty Appolntment Board of Flre and Po1lce Commissloners Class Classlflcatlon Class Series Class Speclficatlon Corporate Authorltleg Demotlon DepartDent DepartEent Head Emergency Exanlnatlon Grlevance Iomedlate Fanlly Layoff Orlglnal Employment Date Permanent Enployee Positlon Probatlonary Perlod ProEotion Reclass lflcat 1on Regular Employee Transfer Vacancy Vtllage Uanager 3 3 3 J 4 4 4 4 4 4 4 4 4 4 5 5 5 5 5 5 5 6 6 6 6 6 6 chapter 3.00 - E qual ErnploymeDt opportunlty and NonC lscrinlnat 1on Section 3, 0I Policy Section 3.02 Responslblllty r 4.00 - Appllcatlons and Appllcants RecrultEent Appllcatlon ForDs Dlsquallfi.cat 1on Dlsquallflcat lon by Reason of Pollce Record ExanLnatlons Resldency 7 7 ChaDte Sectlon Section Section Sectlon Secti.on S ect ion 8 I I 9 9 9 t 4,01 4.02 4. 03 4.04 4.05 4 ,06 Chapter 2.00 - Deflnlrions Page Chapter 5.00 - A ppointments Sectlon 5. 0l Appolntnents Sectlon 5.02 Transfer Sectlon 5.03 Appolntment Forms Chapler 6.00 - Probat lona ry Perlod Sectlon 6 Sectlon 6 Sectlon 6 Sectlon 5 Section 6 Section 6 10 l0 IO .01 .02 .03 .04 .05 .06 t1 11 11 II II 1t Purpose Duratlon Ratlng of Probatlonary Perlod Termlnatlon Durlng Orlglnal Probationary Perlod Demotlon Durlng Probatlonary Period Extenslon Chapter 7.00 - Position Classlfication Chapter 8.00 - Conpensat lon S ect ion Sectlon Sectlon Sectlon Sectlon Section Sectlon Section 7.0r 7 .02 7 .03 7 .04 7 .05 7 .06 7.07 7 .08 l2 t2 r3 t3 t4 14 16 16 The Classlficatlon Plan Purpose of the Classiflcatlon Plan Adninlstration of the Classiflcatlon Plan Classlflcatlon of Positlons Effect of Classification Changes on Incunbent Class Specl f I cations Use ln Selectlon Process Use of Class Tlt 1es Section 10.01 section 10.02 Sectlon 10.03 Chapter I I.00 - Holida Section I I.0l Sectlon 11.02 Authorlty to Establlsh Salaries ?he Pay Plan Standards for DeterDinatlon of Pay Ranges Amendnent of the Coupensation Plan Total Remuneratlon Dual Enplol'ment Prohlblted Equlvalent Conpensatlon Beglnnlng Salary Salary Advancements Pay Rate Adjustnents Tenporary Asslgnnent to Hlgher Level Posltlon Overtlne Call Back Pay Pay Perlods - Pay Days Longevlty Pay Hours of l,lork Work Schedules Attendance Hollday observance Holiday Conpensatlon ection ection ec t lon ection ection ectlon ect lon ectlon ection ectlon ect ion 8.0i 8 .02 8. 03 8. 04 8. 05 8. 06 8,07 8. 08 8. 09 8. 10 8.II 8.12 8. r3 8. r4 8. r5 L7 L7 L7 T7 l8 l8 r8 18 l9 t9 l9 20 20 2l 2l S s s c S S s s s s s c S s S ectlon ectLon ectlon ection Chapter 9.00 - Perfornance Evaluatlon Chap ter 10.00 - Hours of Work and Attendance 22 22 Zt+ 25 25 TABLE 9F CONTENTS Sectlon 9. 0l Respons 1b 111t les Scctlon 9.02 EnploTee lerforuince Evaluatlons 1L Chapter 12.00 - Vacation Leave Sectlon 12. 0l AEount Section 12. 02 Accrual Sectlon 12.03 Scheduling Section 12.04 Termlnal Leave Sectlon 12.05 Holldays occurring During Vacatlon Period Chapter 13.00 - Sick Leave Page S ect 1on Section Sectlon Sectlon Section 13.01 13, 02 13.03 r3.04 13.05 Anount When Taken Accrual Slck Leave Bank Medlcal Cert 1f1cat e 26 27 27 28 28 29 29 29 Chapter 14.00 - S peclal Leave 14.0r L4 ,02 r4 .03 14.04 14. 05 t4.06 14.07 14. 08 l4 .09 14. l0 Approval Authorlty Bereavement Leave Court Leave Votlng Leave Mllltary Leave llllltary Tralnlng Leave of Absence Uaternlty Leave Leave of Absenee Wlthout Pay Occupational InJury Leave Absence Without Leave Sectlon Section Sectlon Sectton Sectlon Section Sectlon Sectlon Sectlon Sectlon 30 30 30 30 30 3i 32 32 33 33 Chapter 15.00 - Health and Life Insurance and Retirenent Plans Sectlon 15.01 llealth and Llfe fnsurance Sectlon 15.02 Retlrement Plans )q J.t Chapter 16. 00 - Se paration and D lclpllnary Actlons Chapter 17.00 - Em ployee Relatlons General Health and gafety Tralnlng and Development Unlforn - Clothing Provlslons Attltude and Appearance Servlce Recognltlon Section Sectlon Sec t lon Sect ion Sectlon SectLon Sec t ion Sectlon 15.01 t6.02 r 6.03 I5 l6 r6 t6 l6 .04 .05 .06 .07 ,08 35 35 35 35 37 38 38 38 Sectton Ssction Sect 1on Sectlon Sec t lon Section 17.01 t7 .c2 r7.03 17 ,04 17. 05 I7.06 39 39 40 4l 4L 4L Chapter 18,00 -Travel Expenses Sectlon Section Sectlon Sectlon Sectlon Pol1cy Travel Advances Relmbursable Expenses Per Dien Allowance Non-Reimbursable Expenses lii 18.0 t 18. 02 18,03 18. 04 18.05 42 4t 42 ?ABLE OF CONTENTS Reslgnations Termlnat 1on Return of Vlllage Property Dlsclpline Dlsclpllnary Actlons Reduction 1n Force - Layoff Retlrement Exit Intervlews TABLE OF CONTENTS ter 18,00 - Travel Ex ENSES (continued) Section 18.06 Useo V11lage Vehicles Sectlon 18.07 Vacatlon Combined uith Officlal TravelSectlon I8,08 Travel Reimbursement or Repayment of Advance to Village Chapter 19.00 - Rec ords and Reports Sectlon 19.01 Personnel Records Sectlon 19. 02 Service Register Sectlon 19.03 Reports Section 19.04 Confidentlality Chapter 20.00 - P rohlbltlons and Penal t les Sectlon 20.01 P artlcipation 1n Pol'1t lcaL Activities Page Cha Sec t lon Section Section Section Section 20,02 20.03 20 ,04 20. 05 20.06 Dlscrlminatlon Enplo)ment of Relatlves Release of Infornatlon Medla Relations Glfts and cratuitles 43 43 45 44 44 44 44 45 45 45 45 45 46 ChaDter 2 1.00 - App eals and Grievances Seetlon 21.01 Grievance Policy Grievance Procedure Classlflcatlon Grievances Conpensatlon Grlevances Retroactive AdJ ustnent Flre and Po1lce Departuents Section Sectlon Section Section Sect ion 2t .02 21.03 2t.04 21.05 2t.06 47 47 48 48 48 48 49 Chapter 22.00 Mana n t Rlghts S ectlon 22.01 Management Rlghts Chapter 23.00 - Savln gs Clause and Amendment Sectlon 23.01 Savlngs Clause Sectlon 2 3.02 Anendnent 50 50 1v BL]FFALO GROVE PERSONNEL " 'ES CHAPTER I.OO GENERAL PROVISIONS Chapter 1.00 - General Provislons Sect lons : Purpose of Rules Positlons Covered by the Rules Adninistratlon of the Rules Board of Fire and Pollce Coamlssloners Departuental Regulat lons Constructlon of the Rules l.0l - Purpose of Rules 1.02 - Posltlons Covered b y the Rules These rules shall apply to all enployees in a1l departoents and agencles of theVil].age, except the followlng: A. offlcers elected by the people and persons appornted to flli. vacancleain electlve offlces. B. The Vlllage Manager. C. The Vlllage Attorney and Vlllage prosecutor. D. The nenbers of boards and comnlsslons, and alI offlcers appolnted byofflcers elected by the people. E. Independent contractors. F. Persons enployed under loca1 governnent internshlp or work experience PrograDs . 1.03 - Adulntstratlon of the Rules The Vlllage Manager shall be charged lrlth the overall responslbillty for theadninlstratlon of these rul.es. 1.04 - Board of Flre and Pollce Comlssioners The rules and regulatlons of the Board of Flre and Pollce Courntssloners sha11 apply to all srrorn employees of the pollce and flre departnents ln posltlons not otherr.rlse exempted by Vll1age ordinance. Where the provlslons of these rules confllct wlth those of the Board of Flre and Pollce Corunissloners, the latter sha11 prevall. 1.01 L.02 1.03 I.04 1.05 1.06 rt ls the purpose of these rules to set forth the prlnelples and procedures whichwll1 be folloved by the vtllage of Buffalo Grove 1n the adnnlnistration of ltspersonnel prograro. They are lntended to establlsh an efflclent, equitable, andfunctlonal system of personnel admlnlstration based on nerlt principles rhlchgovern appointnent, pronotion, transfer, Layoff, dlsmissal, dlscipllne, andcondttlons of employuent. I BTIFFALO GROVE PERSONN-RTIL ES CHAPTER I.OO GENERAL PROVISIONS ' These rules shal1 not be construed as llmlting the power and authority of anydepartment head to nake departrnental rules and reguratlons governing the conductand perfornance of enployees. Departx'ental rules and regulatlons sf,aI1 notconfrlct with provisions of these ruIes, or the rules and regurations of theBoard of Fire and Pollce commissloners. Departnental rules sha1l be approved bythe vllrage l{anager and shall be publlshed and a eopy furnished eaeh erployee torrhom they apply. Such rules and regulatlons, when approved, published, anddistrlbuted as hereln provlded, shall have the force and effect of rules of thatdepartnent and disclplinary actlon may be based upon breach of any sueh rules andregulatlons. I .05 - Departnental Re gula t lons 1.05 Constructlon of the Rules Words used 1n the present tense shal1 lnclude the future;the slngular nunber shaLl lnclude the plural number; andthe s lngular:' The word |tshall'r ls nandatory and not dlscretlonary. The word t'oaytt 1s pernlssive. rn the constructlon of these rules, the followlng conventlons will be observedand applled, except when the context clearly lndlcates otherf,rlse. A words used ln the plural, B c D The words rrhe," rrh1s,'t and I'h1n,tt shal1 connote both mascullne andfemlnlne genders. .' BLIFFALO GROV E PERSONNBL - '"ES CHAPTER 2. OO Chapter 2.00 - Definitions D EFIN I TIONS Sections: 2.05 2. 08 2. t5 2. t8 2.20 ,, 11 2.24 2.26 , 10 2 .3t 2,33 2.37 2 2(r 2.41 2 .44 2. 48 2 .50 2 ,53 2 .56 2.59 2.67 2, 65 2 .67 2.70 2.90 2.95 2.05 Annlversar Date 2.08 - Appointlng Authorir v 2.12 - A olntnent Annlversary Date Appolntlng Authorlty Appointment Board of Flre and Pollce Comissioners Class Classlflcatlon Class Serles Class Speclftcatlon Corporate Authoritles Demot ton Departnent Departnent Head Energency Exanlnation Grlevance Imnedlate Fauily Layoff orlglnal Enploynent Date Pernanent Enployee Posltlon Probatlonary Perlod ProEotlon Reclass 1f1cat 1on Regular Employee Transfer Vacancy Village li{anager The effectlve date of co,pletion of the probatlonary perrod sha1l constitute aneuployeers annlversary date for nerlt pay lncreases. Thereafter, the effectlvedate of lnvoluntary demotioir or promotlon shall constltute the new annlversarydate for nerit pay purposes. The offlcer, employee, or board havlng the power of appolnttrent and removal ofsubordlnate positions ln any offlce, departeent, or divlslon, or any person orgroup of persons havlng the power by virtue of ordlnance or other 1awiul1ydelegated authorlty to make appclLtaent to positlons 1n the nunlcipal service. The deslgnatlon to a positlon ln the nunicipal servlce of a person who hasquallfled for the appolntment through an appropriate selection process. 2.15 - Board of Fire and Pollce Connis s loners The Board of Fire and Pollce counlssloners of the vlllage of Buffalo Grove,I1linols. 3 BUFT'ALO GROVE PERSON}' RLILES CHAPTER 2. OO DEITINITIONS one or nore positlons sufflclently similar ln respect to asslgned uork duties and respons lb i1lt les that the same crass title nay be reasonably and falrly used todesignate each positlon allocated to the class, that the same nlnimun Lducation and work experlence qualiflcatlons nay be requlred, and the same salary range nayapply w{th equlty. 2. 18 - Class 2.20 - Clas s lf lcat ion The orlglnal assignBent of a posltlon to an approprlate class on the basls of thek1nd, dtfftculty, and responslblllty of work to be perforned. 2.23 - Class Series The arrangement in sequence of cLasses that are a1lke in kind of work andresponslbillty, but not at the 1evel of assigned work and responsibillty. 2.24 - Class Speclficatlon A wrltten statenent of the characterlstlc dutles, respons lblllt ies , andquallflcatton requi.reDents that dlstlnguish a speclflc class fron other classes. 2.26 - Cotporate Authorlties The President and Board of rrustees of the village of Buffalo Grove, rl1inols. 2.29 - Deuo t ion The novement of an enployee from a posltlon ln one class to a posltion ln anotherclass having a lover naxluun salary rate. 2. 3l - Departnent Any of the departnents of the Vl1lage of Buffalo Grove, now or as hereafter esrabllshed. 2.33 - Department Head The offlclally appolnted head of any departnent. 2. 37 - Euergency A sudden and unforeseen happenlng that requlres the unschedured servlces of an employee to protect the health, lrelfare, and safety of the conrounlty. 2. 39 - Exauinat lon The appralsal of persons by the use of neasurements whlch lndlcate the possessionof knowledge, skills, abilltles, and general sultability for the posltlon for whlch they are being evaluated. 4 BTIFFALO GROVE PERSONN EL * '',ES CHAPTER 2. OO DEFINITIONS A grlevance ls a dlsagreenent relatlngregulatlons, and worklng condltlons or supervisor or other euployees. to rrorklng condltions, personnel rules andrelatlonships between an enployee and hls 2.44 - Irunedlate Fanil v Husband, wife, son, son-in-law, daughter, daugh t er-in-law, nother,nother-in-lalr, father, father-in-law, brother, brother-1n-1al,, slster,slster-ln-law of the employee, and grandparents of the enployee or his or spouse, The separatlon of an employee uhich has been nade necessary by lack of rrorkfunds or other reasons not related to fau1t, delinquency, or nlsconduct onpart of the enployee. or the 2.48 - La yoff 2.50 - 0riginal En ployloent Date The date an employee flrst reports the munictpal service. to work fo11ow1ng appolntment to a position in 2.53 - Permanent Ernp l oye e A regular enployee who has successfully completed hls probatlonary period. 2.56 - Posltlon A group of authorlty, Person. current dutles and re spons ibllit ies asslgned or delegated by conpetentrequlrlng the fu11-tlne, part-tlme, or tenporary emplo)ment of one less than a standard work day, work week, or duty tour rrhlch nay be ofa regular or lntermlttent nature, the hours of work for which are lessthan 1950 per year. A Regular: A posltlon lncluded in the adopted annual budget that lsnelther specifled as part-time or tenporary employment, nor linlted fora perlod of less than the budget year; also any such posltlon establlshed durlng a glven budget year unless the appointlng authoritycertlfies that such posltlon w111 not be contlnued ln the succeedingyearrs budget; the hours of work for whlch are not less than 1950 per year. B. Part-tine:Enployment ln a perranent posltlon for work on a basls of C. Tempora posltion comprtslng duties rhlch occur, terninate andrecur seasonally, lntermlttently and according to the needs of adepartnent; non-pemanent enployment Lastlng less than twelve (12) consecutlve calendar nonths. 2.59 - Probatlonary Period ry: A 5 2.41 - Grievance A trlal period served as part of the selection process by enployees beforesecuring permanent status ln a positlon, The novement of an enployee fron one posltlon in one class to a posltion ofanother class having a hlgher maxlnum salary rate havlng been so qualifled by anappropriate selection process. 2. 65 - Reclas sificat lon BUFFALO GROVE PERSONN RTiLES CHAPTER 2. OO DEF.INITIONS 2.61 - Prornotlon The offlcial deternlnatlon by the vllrage Manager that a position be asslgned toa class dlfferent from the one to rr,hich lt was previously classlfied. 2 ,67 Regular loyee An enployee who has been appolnted to a full-tlne and pernanent posltion lnaccordance wlth these rules. 2. 70 - Transfer ?he novenent of an eurployee fron one department, divlslon, or unlt of thenunlclpal government to another, from one position to another position of the same class, or to another class havlng the same naxlmun salary rate, involvlngthe perfornance of slmllar dutles and requlrlng essentlally the sane baslcquallflcatlons. 2.90 - Vacanc v 2. 95 - Village Man ager 6 A duly created posltlon whlch ie not occupied and for rhlch funds have beenprovlded . The chief Admlnlstratlve offlcer of the village of Buffalo Grove, rllinols, orhls deslgnee. BIIFFALO. GROVE PERSONN Chapter 3,00 - E EL ',ES CHAPTER 3. OO TIAL EMPLOYMENT OPPORTUNITY AND NOND I SCRIMINAT ION qual Employnent Opportunit y and Nond iscrlnlnat lon Policy Responslbility 3. 0l - Pollcy A It is the polLcy of the Vlllage of BuffaLo crove that all personnelactlvities shal1 be conducted in a manner that !1111 assure equal emplolrment opportunlty for all persons on the basis of nerlt, hrlthoutregard to political afflliatlon, race, color, re1lglon, natlonalorlgin, sex, narital status, age, or other non-Eerlt factor. Thlspolicy shall extend to all personnel practlces related to theenploynent process, pronotlons, demotlon, transfer, lay-off,termlnatlon, conpensation, beneflts, trainlng, and general treatment ofeeployees. It is the po1lcy of the Village of Buffalo Grove ro assure nond is crlninat ion on the basis of handlcapped status in the admisslonor access to, or treatment or employment 1n, tts prograns oractlvltles. The V1llage sha11 conply rrith the nond is crlninat ionrequirements contained in section 51.55 of the revenue sharingregulat lons . 3. 02 - Responslbllit The Dlrector of Flnance and General services sha11 be charged wlth overallresponsibillty for the adxoinistratlon of equar enploynent opportunity and nond lscrlnlnat ion pollcies of the Vi11age. 7 Sectlons: 3.01 3.02 B. BUFFALO GROVE PERSONi'-RULES CHAPTER 4. OO APPLICAT.IONS AND APPLICANTS Notlce of enployment opportunlti.es ln the nunlclpal servlce shal1 be publtshed byposting announcements on officlal bulletin boards, and in such other places asthe Vlllage Manager deems advlsable, lncludlng, as appropriate, at leist onenerrspaper ln general circulation in Buffalo Grove, I11inols. Notlce of al.lexaminatlons for prouotion sharl be published by postlng and other methods, butneed not be publlshed ln any nerspaper. The announcenents shall specify theclass tltle and salary range of the class for which the examinatlon ls announced;the nature of the work to be perforned; the nlnlnu, quariflcatlons required forthe perfonnance of ihe work of the class; the tlne, place, and nanner of makingappllcatlon' the closlng date for receivlng applicatlons; and other pertlnentlnfornation. Sections: 4.01 4 .02 4.03 4.04 4.05 4.06 4.01 - Recruitment 4.02 - Application Forns 4.03 - Dts qua11f icat lon The Vll1age Manager nay refuse Day dlsquallfy such applicant, He does not neetpertinent class. Chapter 4 .00 - App l icat ions and ADDllcant s Recrultment Appllcatlon Forns Dlsquallficat 1on Disqualiflcat 1on by Reason of Pollce Record ExaElnations Residency A11 appllcatlons shall be nade on foros prescrlbed by the village Manager andsha11 be submltted on or prlor to the closing date specifled ln the aniouncenent.Applicatlons sha11 require lnformatlon concerning education, experlence, andother pertinent information. A1l appltcattons shar.1 be slgned and the iruth ofthe statements contalned therein certlfied by such slgnatuie. The appolntingauthorlty Eay requlre such proof of education, experlence, and other "l"ir" a"nay be approprlate, to exaolne an applicant, or, after examlnatlon,or may remove such person already appolnted if: the prelfinlnary requlrements established for theA B c He ls so physlcally or nentally dlsabled as toperformanee of the duties cf.the ciass. D E render hlm unflt for the He is addlcted to the use of narcotlcs orlntoxlcating llquors to excess. the habitual use of He has nade a false statement of Daterlal fact ln h1s applicatlon. He has used an advantage or attenpted to use politlcal pressure or bribery toprocess. 8 ln the selec t lon secure BLIFFALO GROVE PERSON NEL '''T,ES CHAPTER 4. OO APPLlCATIONS AND APPLICANTS H I He has directly, or lndirectly obtalned lnforEation regardlng theexamination to whleh, as an applicant, he was not entitled, He has falled to subnlr prescribed tlme linits. his applicatlon correctly or within rhe He has otherwise willfully vlolated the provlslons of these ru1es. He has establlshed an unsatisfaetory enploynent or personnel record asevidenced by reference check of such a nature as to denonstrateunsultabillty for empLoynent. He has taken for another or allowed another toof any examlnatlon, or has been found cheatlng examinati.on. take for hln all or part in any other way on an Whenever an appllcatlon 1s rejected, notlce ofthe appllcant. Appllcatlons, vhether accepted returned. such rejectlon sha11 be given toor rejected, shal1 not be 4.04 - Disqualif lcat lon b y Reason of Pollce Record A11 applicants who have been convicted of lnfanous or dlsgraceful conduct, or noral rej ected. a felony or nlsdeneanor lnvolving turpitude may have thelr appllcatlons 4. 05 - Exarninat lons 4.06 - Res ldency Exaninations shal1 relate to those natters whlch fa1r1y test the aptitude andfltness of appllcants for a posltion. Examinations may lnclude ,rttt"rr, ora1, orwork s1nu1at10n tests; ratlngs of experience and tralnlng; physical examlnatlon;fingerprlntlng and background lnvestlgatlon; or any conblnatlon of these. A B Fu11-tlue slrorn personnel of the flre departnent sha11 be domtclledulthin a three-nile radlus of the corporate llEits of the Vl11age. Thls requlrenent may be varled up to a four-nlle radlus by the Flre Chlef lf lt can be deterx0lned that the response tlne on a requlred call back from a speclfic doniclle ls equal or less than the response tlneof the three-mile radlus. Conpllance wlth subparagraph A of thls sectlon sha11 be had not than the end of the perlod of probatlon as deflned ln the ru]-es regulations of the Board of Fire and Po11ce Con:missloners. Iater and 9 G. F J. BUFFALO GROVE PERSONN- RULES CHAPTER 5. OO APPOINTMENTS Chapter 5,00 - A ppointments Sectlons: 5.01 - Appolntnents A. Regular , Part-tlme,and Tenporary Positlonss Appolntments to f111 vacancles ln regular, part-time, and temporary positlons shall be madeln accordance lrlth Chapter 4.00 of these ru1es. Upon being notifled ofa promotlon, the relinquishlng departnent nay delay the promotlon untilthe beglnning of a pay period but not to exceed three (3) weeks. B, Energency A polntEents! In the case of an emergency whlch could not have been foreseen, such as but not llnlted to a flood, tornado, orblLzzatd, which requlres the innedlate enplo)ment of one or norepersons to prevent serlous lEpalrment of the public buslness and forrrhlch it ls not practlcable to secure the needed person or persons ln accordance wlth Chapter 4,00 of these rules in tlEe to neet the energency, an appointing authorlty may appolnt any qualifled person durlng such energency for a perlod not exceedlng thirty (30) days. TheVlllage tanager shal1 deternine whether an eDergency actually exists, and hls declsion sha1l be flnal. In no case shal1 successlve euergency appolntDents be made. 5.02 - Transfer 5.0 r 5.02 5.03 A position uay be filled by transferrlng an employee fron a posltlon of the sameclass or slmllar class wlth essentially the sane baslc qualiflcations and havlngthe saEe maxlnum salary rate. rnter-departnental transfers nust be approved bythe requlsltlonlng departnent, and enployee concerned. The relinquisiing departnent nay delay the transfer untl1 the beglnnlng of a pay pe;iod, but notfor a period ln excess of three (3) weeks, 5.03 - Appolntnent Forms No duly appolnted enployee shall be placed on the payroll until Advice of status and other required forms have been properly completed and approved by the vilrage Manager. l0 Appolntments Transfer Appolntnent Forns BTIFFALO. GROVE PERSONNEL '-1,8S Sections: CHAPTER 6. OO Chapter 6.00 - Probatlona ry Period Purpose Durat 1on Ratlng of Probatlonary Perlod Terminatlon During Orlglnal Probationary perlod DeEotion During Probatlonary Perlod Extenslon 6.03 - Ratine of Probatlona ry Period 5.04 - Terminatlon Durin g Orlginal Probatlonary Period PROBATIONARY PERIOD 6.01 6.02 6.03 6.04 6. 0s 6.06 5.01 - Pu rpose The probationar sha1l be ut iliz aid the employe work performanc 6.02 - Durat ion y perlod sha1l be an integral part of the exanlnatlon process anded as an opportunity to observe an employee's work, to traln ande 1n adjustnent to hls posltlon, and to reject any employee whosee faiLs to Ireet requlred rrork standards. A11 orlglnar and pronotlonal appointments shalr be tentatlve and subject to aprobatlonary perlod of one year fron the date of appolntEent. sworn posltlonsthe pollce and flre departnents shal1 be subJect to a probatlon".y p.iiod fo.orlginal appolntment on1y. 1n uthority nay extend the f unusual or extenuating supervlsors sha1l observe the enployeets work performance and sha11 counsel aprobatlonary enployee whose work perfornance is narglnal or inadequate. prlor tothe explration of the employeers probatlonary period, the appolnting authorityshal1 notify the v11lage Manager whether the eeployee will be contiiued in thepositlon. Upon recelpt by the Village Manager of a favorable report, theappolntEent of the employee shal1 be made pernanent at the explratlon of theprobationary period, Durlng the probatlonary perlod, the employee nay be dlsnlssed lf the appointlngauthorlty determlnes that the enployee has falled to denonstrate the aliltty anaquallflcations necessary to furnlsh satisfactory service. Dlsnissal during theprobatlonary perlod sha11 not be a subject of the grievance procedure. 6.05 - Denotlon Durin g Probationary Period ProDotlonal appolntees rrho exhlblt lnadequate performance shaLl be demoted to aposltlon 1n the class held prior to the promctlonal appolntnent. The departnent head shall notlfy the vl11age Manager of h1s lntentions to denote an enployee asprovlded 1n th'ls sectlon. rf approved, the employee shall be notlfled in wrltlngnot less than flve (5) worklng days prlor to the effectlve date of deDotion. 6.06 - Extension I{1th the approval of the Village Manager, an appolntinprobationary perlod to a maximun of slxteen (15) nonth clrcumstances exlst. ga sl ll BUFFALO GROVE PERSONN' RULES CHAPTER 7.OO Chapter 7.00 - Posltlon Classiflcatlon Sectlons: The Classlfl.catlon Plan Purpose of the Classlflcatlon Plan Adnlnistratlon of the Classlflcatlon Plan Classif lcatlon of Positious Effect of CLassiflcatlon Changes on Incurnbent Class Speclflcations Use ln Selectlon Process Use of Class Titles A positlon classlflcatlon plan, based upon and graded accordlng to nature of work, prlncipal dutles and responsibilltles, and knowledges, ablllties, aud ekllls required by the work, shal1 be developed and nalntained by the Vl11age Manager. I./lth the approval of the Corporate Authorlties, classes may be establlshed, comblned, or abolished. The posltlon classtflcatlon plan shal1 lnclude: An outllne of classes of posltlons in the nunlclpal servlce arranged ln approprlate occupatlonaL groups. Class speclflcatlons in such forn as prescribed by the Vtllage Manager and approved by the Corporate Authorltles. 7.02 - Purpose of the Classificatlon Plan To provlde 1lke pay for llke work. To establish educational and work experlence quallficatlons forrecrultlng, testing, and other selectlon purposes. To provide appointing authoritles wlth a means of analyzlng workdistrlbution, areas of responslbility, llnes of authority, and other relevant relationShips between lndivldual and groups of posltlons. To asslst appolntlng authorltles 1n deterninlng personal service costs and proJectlons for annual budget requlrenents. To provlde a basls for developlng standards of work performance. To establlsh 1lnes of promotlonal opportunity. To indlcate employee trainlng needs and developnent potentlals. To provide unlforn and meanlngful tltles for all posltlons. To provlde the fundamental basis of the compensatlon progra[ and other aspecta of the personnel progran. A B B D t2 POSITION CLASS IFICATIOft 7.01 7.02 7 .03 7 .04 7.05 7 .06 7 .07 7. 08 7.01 - The Classlficatlon Plan c, E. F. G. H. I. The vtllage Manager sha11 require posltion classification studies at such tl,esas he deems necessary to ensure the proper classlflcatlon of exlstlng or proposedposltions ln the nuniclpal servlce. rf the village Manager determlnls thatclasses should be established, conblned or abolished, he may so anend theclassificarlon plan subject to approval of the corporate Authorltles. Revlslonsof class speclflcatlons required to accurately reflect the nature of work orprlnclpal dutles and respons ibil it ies of classes may be uade without approval ofthe corporate Authorlttes, provided, however, that such revislons shali-notchange the nunber of classes, or the naxinun rate of pay of a class. 7.04 - Classiflcatlon of Positions Each position ln the nunlcipal servlce, except those exenpted fronthese rules by Sectlon 1.02, shall be classlfled at the directlon ofthe Vll1age Manager. Posltlons shall be asslgned to a speclflc class when: BTIFFALO. GROVE PERSONNEL - '.ES CHAPTER 7. OO IITION CLASS IFICATION 7.03 - Adminlstratlon of the Cl assiflcation Plan The sane descriptlve ln the class; and tltle nay be used to designate each posltlon 2. The sane klnds and leve1s of education, experience, knowledge,ability, skll1 and other quallflcatlons may be requlred oflncunbents; and 3. Slnllar tests of fltness may be used to examine appllcants; and 4. The sane range of conpensatlon will apply equally undersubstantlally the same employment condltlons. A11 classes of positions lnvolving the same character of work butdlffering as to level of dlfflculty and responslbtllty shal1 beassenbled lnto a class series of two (2) or Dore levels. Compensatlon or present pay range sha1l not be a factor 1n deterninlngthe classlflcatlon of any posltlon or the standlng of any incuDbent. In allocatlng any posltlon to a class, the specification for the classsha11 be considered as a who1e. Consideration sha11 be glven to thegeneral dutles, speclfic tasks, responslbil i t les , required educationaland experlence quallficatlons for such positlons, and the relatlonshlpthereof to other classes. The examples of dutles set forth 1n suchclass speclfication shal1 not be construed as all incluslve orrestrlctive, and an exanple of a typical task or a comblnatlon of twoor Dore examples of work perforned shall not be taken, L,lthout relatlont-o all parts of the speciflcation, as determlnlng that a positlonshould be lncluded within a class. No employee whose posltlon has been allocated to lts approprlate classsha1l be- asslgned or required to perforo dutles generaiiy performed bypersons holdlng posltions 1n other classes, e*cept ln case'of "r"ag"n"yor tralnlng, or for other rlDlted periods of tlne. rn no case strail tiretlne period exceed four (4) consecutive weeks without speclflcauthorization by the Vll1age Manager; and provlded, further, the clause1n each class speclfi.catlon ,performs related work as requlredrr shallbe 1lbera1ly construed. A t B c D 13 E BUFFALO GROVE PERSONN' RULES CHAPTER 7. OO POS ITION CLASSIFICATION F 7 .0s Effect of Classlficatlon Chan ges on Incumbent A Whenever a posltlon and the condltlons sha1l not continue Departxaent heads sha11 report any organizatlXor progr:rm changes whlchwill signlflcantly alter or effect changes in existing classes orclasses proposed to be established to the Village Manager. Whea anydepartnent head requests the establishnent of new or addi.tlonalclasses, or a change in the classificatlon of an exlsting position, therequest shall be subnitted ln writing along with a statement of workdutles, respons 1b11lties, and quallfications of the position, and suchother documentatlon as may be necessary to evaluate the request. Whenever the tltle of a class ls changed without a changeresponslbllltles, the lncumbent sha11 have the sane statusre-tltled class as he had 1n the former class. That the reason for the reclass iflcat lon of the position is theaccretlon of new dutles and responslbil lt 1es over a perlod of six(6) months or rlore lnnedlately precedlng the effective date ofsald reclass lflcat 1on; and ln dutles and 1n the B I 2 3 That such accretlon of dutles has taken place durlng the lncumbency of the present lncuDbent ln sald posltion; and That the added dutles and respons lbl1it1es upon uhlch the reclass iflcat lon 1s based could not reasonably have been asslgnedto any other positlon; and That the enployee occupying a posltion whlch has been reclasslfted sha11 continue in the posltlon only lf he possesses thequallflcatlons of tralnlng and experlence requlred for suchclasslficatlon. ls reclasslfled from one class to a hlgher classln subparagraph B above are not net, the lncunbent ln the positlon. When a posltlon ts assigned to a class dlfferent from the one to whlchlt rras prevlously classifled, the pay status of the lncunbent shall be changed 1n accordance wlth the provislons of these rules governlng transfers, pronotions, ar.d demotlons. 7.06 - Class Speciflcatlons A. Official Posltion Classlflcation p1an. The Vllla ge C1erk and theVillage Uanager sha1l naintain a master set of approved classspeclflcations. Such class speclflcatlons shal1 constitute theofficlal posltion classlflcatlon plan.The Vlllage Manager sha11 provlde each departnent head and appointlng authorlty wlth a current positlonclassificatlon p1an. The positlon classlficatlon plan sha11 be openfor lnspectlon by ernployees, interested lndivlduals, and the public under reasonable conditlons durlng regular buslness hours. t4 Wten a posltlon 1s reclasslfled to a class rrith a hlgher nax iurum salaryrate, the Vlllage llanager nay provlde the incuEbent of the positlon the sane status 1n the new class as he had ln the forner cIass, only lf hefinds l c. D. BTIFFALO. GROVE PERSONNEL ' '.ES CHAPTER 7. OOvB. Nature of Speci.fleat lons.Class speclficatlons are descrlptive and notrestrlctlve. They are intended to indicate the klnds of positions thatare to be asslgned to the respective classes as deternlned by thelrduties and responslb l1it ies and shal1 not be held to exclude thosedutles and respons lb llit les shlch are not speciflcally Dentloned, butare slmllar as to klnd and level. C. Implied Quallficatlons:Qualiflcatlons connonly required of all incunbents of positions of dlfferent classes, such as acceptablephyslcal condlti.on, freedorn fron dlsabling defects, honesty, sobrlety and lndustry, shaIl be deened to be lmplled as qualiflcatlon requlrements for each c1ass, even though they are not speclflcally mentloned ln the class speclfication. D. Interpreta tlon of Class Speclf lcat lons:In determlnlng the class to class speclfication for eachuhlch any posltlon .sha 11 be asslgned, the l. Class Title:The class title 16 a brlef and descriptivedesignatlon of the type of sork perforned. When there is norethan one class ln an occupational serles, nuoerals are used 1ntltle to designate the leve1 of the class. The Roman Numeral always indicative of the lorrest ln a class series. class sha1l be consldered as a whole. The class speclflcatlons arelntended to lndicate the ki.nds of posltions that are asslgned to theelasses, as determined by their asslgned duties, respons 1b illt les , andspeclflc tasks, aDd are not to be construed as declaring r{rhat thedutles or respons lblllties of any posltlon nay be or as llmiting ornodlfylng the porrer of any department head to assign, direct, andcontrol the tork of employees under his supervlslon. As to theparticular parts of the class specifications the followlng princlplesshal1 apply: the I is 2. Nature of Work: This section ls a general descrlptlon of the workwith emphasls on those basic factors whlch dlstlnguish the elass from other classes. Included are such factors as supervlslon received and exercised, responslblllty and dlfflculty, hazards, and the way ln which the work is assigned and results are reviewed. Because this section evaluates the class in terDs ofrelative difficulty and responslblllty and thereby establishes thelevel of the c1ass, it ls the sectlon which 1s most inportant in deterninlng the class 1n which a particular posltion belongs. 3. Illustrative Examples of Work: Thls section ls lntended to enable the reader to obtain a more conplete concept of the actual work perforned ln positions assLgncd to thls c1ass. The llst is descrlptlve, but not llnltlng. It is not intended to descrlbe all work perforned 1n all posltions 1n the class, nor do all exanples apply to all posltions assigned to the c1ass. It is concelvable ln the xnore populated classes, that only one portion of one work example would apply to a given positlon. The performance of one or several duties llsted as exanples of work for a partlcular class should not be consldered as concluslve evldence that the posltion belongs Ln the class. A posltion is asslgned to a class only when it neets the crlterla defined and set out by the speclficatlon as a who 1e. 15 TITION CLASSIFICATION:-z- BTIFFALO GROVE PERSONNI" RL]LES CHAPTER 7. OO 4 Requlrements of l{ork: Thls sectlon tr"1]id"" a sratenent of knowledges, abllities, and ski1ls consldered as requislte to successful perfornance of the work of the c1ass, and the educatlon and experlence uhich ordinarlly would be expected to provide an enployee lrlth the requlred knowledges, ablliries, and skills.It should be noted that the statement of education and experiencels intended to include any equivalent comblnatlon of tralning and experlence 1n order to a11os admisslon of all qualifled applicantsto the selectlon process. 5. Necessary Speclal Requirements: Thls sectlon is used ln a few cI asses where requirements l1Dlt practlce of a professlon or occupatlon to persons who possess a spectflc llcense orcertlflcate lssued by an agency of llcensure. It also ls used to enunerate especlally crltical physlcal and other practlcal requlrenents or specific prerequisltes whlch must be met by appllcants before otherl,ise quallfylng for posltions ln the class. 7.07 - Use ln Selectlon Process The specificatlon for any class as lnterpreted hereln, shall constltute the basls and source of authority for the recrultment and for the tests to be lncluded 1nexanlnatlon for the class and for the evaluation of the qualifications of candidates. 7.08 - Use of Class Titles The class title shall be the offlclal title of every posltlon asslgned to theclass for the purpose of personnel actions and shal1 be used on all payrolls, budget estiuates, and official records. Adnlnlstrative tltles or other worklngtitles authorlzed by a departnent head nay be used to designate any po61tlon for purposes of lnternal communlcation or in oral or lrrltten contacts with thepublic. 16 POSITION CLASS IFICATION BUI'FALQ GROVE PERSONNEL - -'T FC CHAPTER 8. OO COMPENSATION Sections: 8.01 8.02 8.03 8, 04 8. 05 8. 05 8. 07 8. 08 8. 09 8.108.lt 8. L2 8. r3 8. r4 8. l5 8.01 - Authority to Establish Salaries 8.02 - The Pay Plan 8.03 - Standards for Determinatlon of Pay Ran ges 8.04 - Anendnent of the Compensatton Plan Pay ranges shall be dlrectly related to the posltlon classlflcatlon pran andshal'l be detenrlned rrlth due conslderatlon to the relatlve dlfflculty andresponslblllty of work ln the several classes, the recruitlng experlence of theVl1lage, prevalllng rates .f pay fcr si,llar enploynent tn pitvaie and otherpublic Jurlsdictions 1n the area, enployee turnover, cost oi livlng factors, andthe financlal pollcies and economic condltion of the Vl11age. The mlnimum andnaximum rates of pay establlshed shal1 be those vhlch nost nearly reflect thesefactors. Chapter 8. 00 -Compensat lon Authorlty to Establish Salaries The Pay Plan Standards for Determination of pay Ranges Anendment of the Coopensatlon plan Total Remuneration Dual Enploynent Prohlblted Equivalent CoDpensation Beglnnlng Salary Salary Advanceuents Pay Rate Adjustnents Temporary Asslgnnent to Hlgher Level posltlon Overtlne Cal1 Back Pay Pay Perlods - Pay Days Longevlty Pay The corporate Authorities shall estabrish pay ranges for enployees under thejurisdlctlon of the V11lage Manager. The pay plan for the nunlcipal servlce shall consist of: A. A schedule of rates of pay, or steps, each of whlch representsapproxlnateJ.y a one percent lncrease over the precedlng step, numbered consecutively fron lowest to hi.ghest. B. A list of classes by occupatlonal group, wlth the numbers and amountsof the ninimun and naxlmun rates of pay shown for each class. The payrange for each class sha1l be deslgnated by the nurnbers of the nlnlnu,and naxlmun rates,of pay correspondlng to the schedule in subparagraphA above, and sha11 conslst of these anounta and a1l lntervenlng ratesof pay. Prior to the preparation of each annual budget, as well as at other tlnes, thevl11age Manager shall nake such comparative salary studles as he deems necessary,or ls instructed by the corporate Authoritles to make, concernlng factorsaffectlng the levels of sararles ln the nunlctpal service. on tte basis of the t7 BUFTALO GROVE PERSONN- RULES CHAPTER 8. OO COMPENSATION lnformatlon derlved fron such salary studles, the Vl1lage Manager shallto the Corporate Authoritles such changes ln the pay plan pertinent tofalrness and adequaey of the overall coEpensatlon program. RecoDmendatlons nade by the Village Manager for the anendment of the sha11 be submitted to the Corporate Aurhorltles. When approved by thAuthoritles, these amendments shall beeome part of the pay plan and sthe offlclal salary schedule appllcable to the respectlve classes of Pa e ha po recomend the y plan Corporate 11 becone sltlons asenunerated thereln, and sha11 be used by all departnents in connectlon wlth allpayrolls, budget estlmates, and officlal records and reports relating topositlons in the municlpal service. 8.05 - Total Renunerat lon Any salary rate established for an employee shall be the total remuneratlon for the enployee, exclusive of overtlme, speclal duty pay,or other authorlzed allowances. Except as othenise provided, no employee shall receive pay fron the Vlllage 1n addltlon to the salaryauthorlzed by the pay plan for servlces rendered by hlm, elther 1n thedlscharge of h1s ordlnary duties or any additlonal dutles vhlch he uayundertake or volunteer to perform. A B In any case 1n which part of the conpensation for servLces ln a V11J.ageposltion excluslve of overtine servlces, ls pald by another departmeni,dlvlslon, or an outside agency such as the county, state, or thefederal government, or fron a dlfferent fund or account, any such palments sha11 be deducted fron the conpensatlon of the enployee concerned, to the end that the total conpensatlon pald to any enployee frour all sources combined for any period, shall not exceed the anountpayable at the rate prescrlbed for the class of posltion to rrhich theenployee ls asslgned. No regular enployee holdlng a positlon ln the nunlclpal servlce shal1 be e11glblefor enploynent ln any additlonal fulI-tftoe posltlon in the nuniclpal servlce. Aregular or part-tlme enployee nay be enployed in an additional part-tine posltlon1f approved by the appointlng authorlties involved and the Village Manager. 8,06 - Dual Enploynent Prohlbited 8.07 - Equivalent C onpensat ion Part-tlne or temporary employees equlvalent hourly rate pald for those hours actually rrorked. shall be coDpensated on the basls of thefull-tiee emplo)ment and sha11 be pald for only 8. 08 - Besinnln g Salary The minlmum rate of pay for a class shall be the rate paid uponorlglnal appolntnent. 0r1gina1 appolntnent above the minlnum rate be approved by the Village llanager, but only 1f necessary to fill a vacancy desplte vlgorous recrultment efforts, or ln recognltlon of outstandlng quallf 1cat1ons. A 18 nay BTIFFALG GROVE PERSONNEL -ES CHAPTER 8. OO COMPENSATION When any employee is reenployed, the appolntnent at a salary step ln theto that whlch the employee had been prevlous service. 8.09 - Salary Advancements 8.I0 - Pay Rate Adjustments The following personnel actlons nanner provlded: \./ V1llage Manager oay authorlze range for the class correspondlng receivlng upon ternlnation of hls B General pay increaaes Eay be granted by the Corporate Authorities to al1eoployees lrhen required to compensate for changes in econoEic condltlons. A11other salary advaDceroents shall be ln accordance wlth the provlsions of theserules governlng perfontrance evaluatlon. shaIl affect the pay status of an enployee 1n the A Tfansfer. When an enployee ls transferred between departnents anddlvislons of the munlcipal governnent or betrreen clasies with the same naxlmun salary rate, the salary rate of the employee w111 remaln unchanged unless the current rate is below the mi.nlmun pay rateestabllshed for the class to whlch the enployee is transflrrlng. Theemployeets anniversary date for nerlt pay increases sha11 remain unchanged , Prouotion. When an enployee is promoted from a posltlon ln one classto a positlon in another class havlng a hlgher maxlmun salary rate,the salary rate of the promoted employee as determined under Section9.02(4) (2) shall be lncreased to rhe new ulnlmuu or ro that step withinthe new pay range whlch provides a five (5) step increase, whlchever isgreater. The employeets anniversary date for Eerit pay lncreases sha11be changed to the effectlve date of promotlon. B C. Demot lon-fnvolunta ry. I,Ihen an enployee ls involuntardlsclpllnary reasons fron a position Ln one class toclass havlng a lower maxlnun salary rate, the salary enployee shall be reduced to the maxl.mun of the new c(5) steps whlchever ls greater. The enployeers annlvmerlt pay lncreases sha1l be changed to the effective D. Denot ion-Voluntar v.position 1n one class 11v aPo rate 1as s demoted for sltlon ln a of the or by flve ry date for e of denotlon. ersa dat When an employee 1s voluntarlly denoted from ato a positlon ln a class having a 1ower naxlnunsalary rate, the employeers salary rate shall be reduced, lf necessary,to place lt ln the pay range assigned to the lolrer c1ass. Theenployeets anniversary date for Eerit pay Lncreases shall renaln unchanged. 8.lI - Temporary Assl gnment to Hlgher Level Pos 1t 1on A temporary salary rate increase nay be authorlzed by enployees asslgned to perforn the dutles of a posltion naxtnum salary rate where such asaignnent exceeds four the V111age Manager for 1n a class rrlth a higher(4) consecutlve weeks. 19 RTIL ES CHAPTER 8. OO COMPENSATION rf authorized, the salary rate of the enployee shall be lnereased to the oinlxnunof the range of the hlgher class or by five (5) steps, whlchever ls greater,effectlve the flfth consecutive neek of asslgnment. The lncrease shill not beretroactlve and shall expire upon termlnation of the asslgnroent. rf an enployee becomes eliglble for a nerlt lnerease durlng the temporary asslgnment, any oerltpay lncrease shaLl be based on the employeers previous salary rate, exclusive ofany temporary salary rate increase authorlzed under thls SectLon. 8. 12 - Overtine A Ellglbllity. A11 regular employees shall be el1g1ble for overtluecompensatlon. Compensatlon for overtlne may be in the forE of premlunpay or compensatory tlne off. The V111age Manager shall designate the forur of overtlne conpensation available to each class of work 1n thenuuicipal servlce. B. Overtlme Hours. Hours worked ln excess of a standard work day or;E1?ill;t-"r.s worked on scheduled days off shal1 be "orp"o".t"d ."overtlne. CoEpensatlon shall not be provlded, however, for overtlme amounts of less than thirty (30) minutes. C. Schedullng. Overtlne shall be offered falrl y to all enployees. Overtlne schedullng in all departnents &ust be approved ln wrltlng bythe Vlllage l{anager prlor to overtlne work, except in case of elnergency. D. Premium Pay.Eurployees in classes e1lg1b1e for premiun pay sha11 be conpensated at the rate of one and one-half (L-L/Z) tlnes theequivalent hourly rate of the euployee for overtlne hours worked. Hours worked on a holiday observed by the Village shall be conpensatedat the rate of two (2) tlx0es the equlvalent hourly rate of the employeefor hours worked, except as otherwlse provlded by Sectlon L1.02 of these rules. A departnent head nay, subject to approval of the Vlllage Manager, conpensate employees el1g1b1e for prenlum pay by the award of conpensatory time off on an hour per hour basis. E. Compensator y Tlne:Enployees ln classes e1lglb1e for conpensatory tlnefor overtlne hours worked sha1l be awarded conpensatory tlme off on anhour per hour basls, Accrual of compensatory tlne ls permitted, butthere sha11 be no compensation pald for conpensatory tine earned butnot taken. Use of compensatory tine nust be approved by the departDent head or Village Manager. Use of compensatory ttEe shall not be approved 1f absence from work w111 cause inpalrment to the perfornanceof the departnent or Village. 8.I3 - CalI Back Pay conpensatlon for enployees called back to lrork on a regularly scheduled work day,or called in prlor to the normal reportlng tlne on a regularly scheduled workday, or called to tork on a non-scheduled work day, sha11 be 1n accordance rrith departmental ruLes and regulations. h/here such rules and regulatlons do notexlst, the overtlne provlslons of these rules shall apply. 20 BUFFALO GROVE PERSON}' BLIFFALG CROVE PERSONNEL ,L5 CHAPTER 8. OO COMPENSATION Pay days shal1 be on a bi-ueekly schedule wlth pay day on the Thursday afterconpletlon of the pay perlod. Pay perlods shall run from Monday through the second Sunday followlng. 8.14 - Pay Periods - Pa yD ays 8. 15 -Longevlty Pay Years of Service through through through or Dore A11 regular enployees shall be e11gible for longevlty pay beginnlng lrlth theflfth annlversary of thelr original employnent date. Longevity awirds w1.Ll bepresented on the employeets anniversary date accordlng to the follorrlng schedule.Pay amounts are subject to deductions: 9 L4 19 5 10 l5 20 Lon evity Award $2oo $ 3oo $400 $s00 2:. BUFFALO GROVE PERSONN' RTILES CHAPTER 9. OO ]RFORMANCE EVAITIAT ION Sectlons: Chapter 9.00 - Performance Evaluatlon Each departnent head or supervisor who conducts evaluatlon shal1 be responstble for lts qua11ty, equity. Respons 1b111t 1es Enployee Perfornance Evaluatlons 9.01 - Respons ibi 1lt ies The Village Manager sha1l develop and nalntaln a performance evaluatlon progran for tbe purposes of evaluatlng indivldual work perfornance,ldentlfylng training needs and employee development opportunlties, andfor improving the efflclency and productlvlty of the municlpal servlce. He shall develop systens and procedures for performance evaluatl.on subject to approval of the Corporate Authorltles. once approved, these systens and procedures sha11 be publlshed separately and sha11 have theforce and effeet of these rules. 9.0r 9 .02 A B C or reviews an consistency, and 9.02 - Employee Perfornance Evaluations A. Probat iona Enployees. I 0rlginal appolntees. 0rlglnal appointees sha11 be evaluated upon the conpletlon of six (6) and tr elve (12) nonths of servlce. 0r1g1na1 appointees [ust obtain an evaluatlon of [Meets Job Standardsr or better to be granted pentranent status. Failure to obtaln such an evaluatlon shall result 1n dlsnlssal or extension of the probatlonary perlod as provided in Chapter 6.00. Anorlglnal appolntee sha1l not be eI1g1b1e for a nerit pay lncreaseuntll. the conpletlon of twelve (12) months of servlce, Promotional appointees. Pronotlonal appolntees shall be evaluated as of the effective date of promotion, and upon the completlon ofslx (5) and twelve (12) months of servlce in thelr new posltlon. The flrst evaluatlon shall be based on the enployeets perforoanceln the positlon held prlor to promotion. Any xnerlt pay increasefor whlch the enployee may quallfy shal1 be prorated on the baslsof one-twelfth (L/LZ) of the percentage increase earned for eachfu1l nonth of servlce ln the perlod of evaluatlon. Merlt pay lncreases conputed under this section shal1 be rounded upward to the nearest whoJ.e percent, and sha11 be awarded accordlng to therules governlng Derlt lncreases and perfornance bonuses prior to xnaking those pay rate adjustments provlded 1n Sectlon 8.f0(B). 2 No public dlsclosure of an employeers perfornance evaluation recordshall be made wlthout the pernlsslon of the employee and the Village !,lanager. Such record shal1 be nade aval1ab1e upon request to the employee; to an appointlng authority when needed in connection Lrlth apotential actlon for promotion, transfer, denotlon, or dismlssal of the employeel or to other persons when required by a 1egal procedure or 1f requested by a governoent agency as part of a crlnlnal lnvestlgation or grievance or complaint procedure. BUFFALO. GROVE PERSONNEL ES CHAPTER 9. OO B. Pernanent Empl oyees. be evaluated annually Vl1lage, C. Tenporary Enployees. Vlllage t s perfonnance Fallure of a proEotlonal appolntee to obtaln an evaluatlon oflueets Job Standardsfi or better upon the coupletion of slx (6) ortwelve (I2) nonths of servlce shall result ir the demotlon of theenployee to a posltion 1n the class held prlor to the promotionalappointEent. The salary rate of any employee demoted under thlssection shall be reduced to the salary rate held prior to pay rateadjustnents provided ln Sectlon 8.I0(B). Demotion under thlssectlon sha11 not change the annlversary date resulting fronpromotlon. P RMANCE EVALT'ATION The performance of all permanent enployees sha11using the systems and procedures used by the Tenporary enployees are not covered by theevaluatlon program. Tenporary employees who are reemployed on a seasonal basis may be awarded up to a ftve (5) steplncrease at the dlscretlon of the appolnting authority; provlded,however, that tenporary enployees shall not be eligibie ior more thanone (1) salary increase in a twelve (12) nonth period. ,)1 BTIFFALO CROVE PERSONIJ RLILES CHAPTER IO.OO UOUF 1F WORK AND ATTENDANCE Chapter 10.00 - Hours of Work and At tendance 10.01 Hours of l{ork 10.02 Work Schedules 10.0 3 At tendance 10.01 - Hours of Work Regular worklng hours for full-tine ernployees shal1 be forty (40) hours 1n anyflve consecutlve elght (8) hour days, except as noted below: The work week for flre personnel asslgned to shlft duty sha1l be an average of fifty-slx (56) hours annual1y. The work week for po1lce personnel asslgned to- shlft duty sha1l be an average of forty (40) hours annually. The work week for c1er1cal and secretarial enployees shall bethlrty-seven and one-half (37-l/2) hours. 10.02 - Work Schedules I{ork schedules sha11 be deterrolned by department heads for employees under thelrJurisdlctlon, subject to the approval of the village Manager. Departnent headsshaI1 arrange work schedules to meet the needs of the Eunlclpal servlce, provldedthat all Lrork schedules for full-tlne employees shal1 not be less than therequired sork week. A B C Regular and punctual attendance at rrork sha1l be required of all employees. Enployees rrho fail to observe attendance requirements and procedures forrecordlng and reportlng of attendance shal1 be subject to dlsclplinary actlon, 24 Sectlons: 10.03 - Attendance BUFFALO. GROVE PERSONNEL P--ES CHAPTER ii.OO Chapter I1. 00 - Holida ys Sections: 11.01 - Holiday observances The Vlllage shall observe the followlng holldays annually: New Yearrs Day Presldent I s Day Good Frlday (I/2 day) Uenorlal Day Independence Day Labor Day Thanksglvlng Day after Thanksglvlng Chrlstnas We (L / 2 day) Chrlstnas Day Floatlng Hollday B, Part-tlne and Te nporary Emplo yees. HOLIDAYS A B c One-half day on Christnas Eve sha11 be observed as a hollday only 1fChrlstnas Day and Chrlstnas Eve both fall on a weekday. One floating hollday will be ardarded each regular employee in eachcalendar year. The floatlng hollday nay be taken as one fu1I day offor trro half days off. The floatlng holiday is noncunulative and mustbe observed durlng the year 1n which lt is awarded. Scheduling of thefloating hollday sha1l be at the employeers dlscretion, subjeci toapproval of the departnent head. When a holiday falls on a Saturday, the precedlng lriday sha11 beobserved. I{hea a hollday fal1s on a Sunday, the following Monday shallbe observed. conpensation for holidays. If a regular enployee 1s required to rrorkon a hollday, he sha1l be conpensated accordlng to the overtineprovlslons of these ru1es. E other holldays nay be deslgnated at the dlscretlon of the Vlllage Manager. 11 .02 - Hollday Conpensatlon A. Regular Enployees. A11 re gular enployees shal1 recelve their normal shal1 receive t 1ne off rrlthout p;, f C. Fire and Police. asslgned to shift regulations of the Part-tlne and temporary employeesor holidays, If a part tine ortenporary employee is requlred to work on a hol1day, he shal1 be compensated for hours rrorked at his nornal rate of pay. Hollday conpensatlon for flre and po11ce personnelduty shall be 1n accordance wlth rules and resPectlve departDents. 25 ll.0t Holiday Observance LL.02 Holiday Conpensatton D. BUFFALO GROVE PERSONI' RULES CHAPTER 12. OO VACATION'LEAVE Sections: Chapter 12.00 - Vacatlon Leave 12.01 t2.02 12.03 t2.04 12.05 12.01 - Amount A Each regular euployee shal1 receive vacatlon leave credit accordlng to the follolrlng schedule: after after after after after after after after after after af ter after Znd f 3rd f 4th f 5rh f 5th t 10. 1t. 12. 13. t4. 15, I shift 2 shlfts 3 shlfts 4 shlfts 5 shlfts 6 shlfts 6 shlfts 7 shlfts 7 shlfts 8 shlfts I nonth of servlce 2 Donths of servlce 3 Donths of servlce 4 oonths of servlce 5 nonths of servlce 6 months of servlce 7 nonths of servlce 8 nonths of servlce 9 nonths of servlce 10 Eonths of servlce ll nonths of servlee 12 nonths of service 11 calendar year of service 1I calendar year of servlce L1 calendar year of servlce 11 calendar year of servlce rough l4th full calendar years f servlce 14 fu1l calendar years of servlce l. 3. 4. 5, 6. 7. 7, 8. 9. 0 day 0 days 5 days 5 days 5 days 0 days 0 days 0 days 5 days 5 days 5 days 0 days 0 days 0 days 0 days 0 days 0 days u u u u h o after 20. 0 days Sworn fire personnel asslgned to shlft duty sha1l recelve vacatlon leave credlt according to the followlng schedule: B after 2 months of servlce after 4 months of servlce after 6 nonths of servlce after 9 nonths of servl.ce after 12 nonths of servlce 2nd full calendar year of servlce 3rd ful1 calendar year of service 4th full calendar year of servlce 5th ful1 calendar year of service 6th through l4th fu11 calendar years of servlce after 14 fu1l calendar years of servlce 10 sh lf ts Part-time employees who are requlred to nalntaln regularly scheduled offlce hours shall be ent{tled to annual vacation leave ln an anount equal to the nunber of hours worked per week as approved 1n the budget for thelr respectlve posltlons. 26 Amount Accrual Schedullug Termlnal Leave Ilolldays Occuring Durlng Vacatlon Perlod C. BLITFALO GROVE PERSOI' 'L RULES VACATION LEAVE ! The followlng posltlons shall be arrarded five vacatlon leave credlt each calendar year: (5) addlttonal days of Aaslstant Vl1lage Manager DepartEent Heads Superintendent of Public Works OperatlonsVlllage Engineer Vlllage Planner The followlng positlons shall be awarded three vacatlon leave credit each calendar year: (3) addltional days of Deputy Buildtng Coemlssloner Deputy Pollce Chief Golf Course Superintendent 12.02 - Accrual vacation leave sharl not be accrued whlle on leave of absence hrlthout pay. 12.0 3 - Schedulin E Enproyees sha11 accrue pald vacatlon credits on a calendar year basls. vacatlonleave sha1l be credited ln advance to the employee at the blglnnlng of eachcalendar year, effectlve with the second calendar year of servlce. Enployeesmust conplete slx (6) Eonths of service before being entitled to cake vacatlonleave. unless approved by the vlllage lIanager, vacatlon leave nay not be accrued from onecalendar year to another. vacatlon leave carried over to the next calendar yearsha1l be taken by Aprl1 30 of that year. Enployees sha11 not be compensated forvacation leave earned but not taken, except under the termlnal leave provlslonsof these rules. Seniority of 12.04 - Terminal Leave 12.05 - Holldays 0ccurrln g Durlng Vacation Period Vacatlon leave schedules sha1l be approved by departnent heads. enployees sha1l be consldered 1n approval of vacation requests. )1 CHAPTER I2. OO D. Regular empJ.oyees leaving the municlpal servlce sha1l be conpensated for vacatlonleave credited and unused to the date of separation or resignatlon. vacationleave taken in excess of that earned w111 be deducted froxo the enployeers flnalpay check. rn the event of separation due to death of the enployee, compensationsha1l be nade to the enployeers benefici.ary. Any officlal hollday as set forth ln these rules which nay occur durlng anenployeers scheduled vacatlon perlod, sha1l not be countei as a day of vacatlon. BTIFFALO GROVE PERSONT RULES CHAPTER 13.00 SICK LEAVE Chapter 13.00 - Slck Leave Sec t lons : Amount When Taken Accrual Sick Leave Bank Medical Ce rt 1f icate Each regular enployee ln the rnunlclpal servlce sha11 earn ten (I0). days of slckleave with pay credit annually. Srrorn fire personnel asslgned to shlft duty sha11 earn flve (5) trrenty-four (24) hour shlfts of sick leave with pay credlt annua1ly. Regular enployees shall accrue slck leave at the rate of flve-sixths (5/6) ot aday for each full month of emploJrment. storn flre personnel asslgned to shlftduty sha1l accrue slck leave accordlng to the followlng schedule: after 2 nonthsof servlce, I shlft; after 4 months, 2 shifts; after 5 months, 3 shifts; after 9months, 4 shlfts; after 12 nonths, 5 shlfts. slck leave shall be credlted 1n advance to the enproyee at the beginning of eachcalendar year, effectlve wlth the second calendar year of employnent. Slck leave shall not be accrued whlle on leave of absence lrithout pay. 13.02 - When Taken Stck leave r'1th pay will be granted for absence fron duty because of actualpersonal lllness, noncompensable bodily lnJury or dlsease, exposure to contaglousdisease, to care for an i11 or lnjured nember of the enployeers imediate fam11y,or to keep a doctorrs or dentlstrs appolntment. slck leave shall not be grantedln cases rrhere regular or dlsablllty retlrement has been approved, or for absence due to lnjurles resulting fron employment 1n a positlon other than that held 1nthe rnunlclpal servlce. Eurployees lnjured 1n the course of other enployment sha11 be ellgib1e for leave of absence without pay. when an enployee flnds lt necessary to be absent for any of the reasons specifiedherein, he shall report the facts to hls supervisor. An eroployee whose workrequires a substj.tute for a particular shlft assignnent 1s required to glve suchnotlflcatlon two (2) hours 1n advance of hls scheduled startlng t1ne. ALl other enployees sha11 notlfy thelr supervisor wtthin thlrty (30) Elnutes of thelr scheduled work day or duty tour. 13.01 r3.02 13.03 13. 04 I3.05 An employee ls responslble for naking a dal1y report thereafterof the lllness or tnjury. A nedlcal certificate may be requlred departnent head for any absence. for the duratlon by the 28 I3. 01 - Arnount Fallure to comply l,lth the provlslons of thls Sectlon sha1l result ln denlal ofslck leave. Three consecutlve days absence wlthout notlce sha11 result lndlsnissal. BUFFALO GROVE PERSONNEL 13.03 - Accrual 13.04 - Sick Leave Ban 'r,ES CHAPTER 13.00 SICK LEAVE Regular employees nay accueulate slck leave credit to a naxinum of forty (40)days' sworn flre personnel assigned to shift duty nay accumulate slck leavecredlt to a maxinu, of twentv (20) twenty-four (24) hlur shlfts. There sharl beno coEpensatlon for accunulated slck leave at tlme of separatlon. k The Vtllage rrlll adnlnlster a sick leave bank for eroployees suffering a naJorillness or lnjury. For the purposes of thls Section, naJor lllness or lnjuryshall mean any physlcal o. ,.nti1 condltlon requirlng a minimura of twelve (r2)consecutlve days for recuperatlon as docunented by a physlcian. An employeers accrued slck leave nust be exhausted before he becones eliglbre forslck leave bank benefits. Regurar enployees quallfyrng under this sectlon shallbe e11glb1e for a naxlnun benef:.t of ilfrty (iO) ,oitfrrg aays of teave. sworn I1I" p..:9!1"1 asslgned to shift duty are "frgf[f" for i maxlmun benefit offlfteen (15) trrenty-four (24) hour sirlfts. 13, 05 - Medlcal Certi flcate A nedlcal certlflcate requlred by a departnent head shall conslst of a wrlttenstatenent by a qualtfled physlclan lndlcatlng: A. The employee has been exauined by the physlclan durlng the perlod ofabsence. B. The symptoms observed or neasured by the physlclan. C. Ttle stated dlagnosls and nedicatlon and/or treat&ent prescribed. D. The dates on whlch the- enployee ls expected to be physlcallylncapacltated from work. 29 BUFFALO GROVE PERSON}' RULES CHAPTER 14.00 SPECIAL LEAVE. Chapter 14.00 - Speclal Leave Sections: Approval Authorlty BereaveEent Leave Court Leave Votlng Leave Ullitary Leave Milltary Tralnlng Leave of Absence Maternity Leave Leave of Absence Without Pay Occupatlonal InJury Leave Absence l,Ilthout Leave 14.01 - Approval.Authorlty A departnent head nay approve requests for speclal leave as defined herelnafter 1n accordance wlth procedures established by the Village Manager. Unless otherwise provided in this Chapter, employees with stx (6) months or less ofservlce shall be eligible for speclal leave without pay. Enployees with more than six (6) nonths of servlce shal1 be e11gib1e for speclal leave wlth pay. L4.02 - Bereavement Leave Bereavenent leave shall be granted for a naxlmum of three (3) worklng days to al1regular enployees and one (l) twenty-four (24) hour shift to sworn fire personnel assigned to shift duty, ln the event of a death ln the lnoedlate fanlly. In extenuating circunstances, the Village Manager may approve leave 1n case of deathof other relatives not lncluded hereln. 14.03 - Court Leave Regular employees subpoenaed as a t ltness 1n a civ1l or crlulnal case, or selected to serve on a Jury sha11 be granted paid leave during thelr absence;provlded, however, that all payments provided by a court for Jury servlce shall be turned over to the employeers departDent head and transmltted to the Dlrectorof Flnance and General Servlces for deposlt as niscellaneous revenue. 14.04 - Votlng Leave Regular employees who live at such distances fron the Vtllage or who work such hours as to lnterfere wlth thelr votlng ln federal, state, or muntclpal electlons nay have two (2) hours off wlth pay for the purpose of votlng. Requests must be subEltted to departEent heads prlor to the electlon. 14.05 - Mllltary Leave E11gibl1lty. Regular enployees who have been employed by the Villagefor at least one (l) year lnnedlately precedlng leaving the service of the Village for the express purpose of enterlng the actlve unlforn servlee of the thlted States durlng a natlonal energency, drafted into such servlce or enployees subject to conpulsory aervlce who voluntarllyenlist, sha11 be granted a nilitary leave of absence !,lthout pay to extend to ninety (90) days beyond the date of termlnation of actlve r4.01 L4 ,02 14.03 14.04 14.05 14.06 L4 .07 I4. 08 14.09 14.10 A 30 . BUFFALO GROVE PERSONNE' 'LILES CHAPTER I4.OO SPECIAL LEAVE unlforn servlce. The tern t'unlforn gervlce', as used herein sha1linclude the Arny, Navy, Air Force, Marlne Corps, Coast Guard, andall auxlllary branches of sald servlces in which elther nen or rroEenshall be ea11ed to service, but sha1l not lnclude services asclvlllan enployees of any of the services. The term trnatlonal emergency" as used hereln sha1l exist durlng such period as deterolned by the Federal governnent. B. Reemplo yment. An employee returnlng froE Ellitary leave sha1l be C entltled to reeEployment wlthout loss of senlority or other beneflts,provlded that he has been honorably discharged, is physleally andnentally capable of performing the duties of the positlon lnvo1ved, andapplles for reenploynent rrlthin nlnety (90) days of ternlnatlon ofactlve uniforn servlce. In the event that the positlon prevlously held by the ernployee is no longer vacant at the tlme he quallfles for reenployment, every attempt shall be nade to offer enployment 1n another posltion of the sane class, or ln a closely related c1ass, Salary. An employee returnlng fron mllitary leave may be reemployed atthe same rate of pay he had attained Lrhen granted a military leave. Any enployee reemployed sha11 be eligible for a nerit increase uponcompletion of one (l) year of servlce vhlch shal1 lnclude hls tlne between his last nerlt lncrease and the date nllitary leave was grantedto hln. D. Dlsposltion of Vacatlon and Slck Leave A regular employee who leaves the municipal service directly for such mllitary leave, may elect to bepald for any accrued vacatlon as he nay be entltled to if he lrereactually separatlng fron the V1llage servlce. Hls decislon shall be noted on the personnel actlon forn effecting the leave. If the enployee elects not to be pald for vacatlon leave, then accrued vacatlon credlts shal1 be relnstated upon return of the enployee. Accrued slck leave shal1 be relnstated upon return of the enployee inelther case. 14.05 - Mllltary Tralnlng Leave of Absence A11 regular employees who are actlve menbers of the National Guard, orthe Unlted States Army Reserve , sha1l be entltled to leave of absencefron thelr respective dutles, while employed under the orders of competent authorlty on active tralnlng duty, duty vith troops, f1eld exerclses, or lnstructlon for a perlod not to exceed fifteen (15) days 1n any one (I) calendar year. The employee shall be paid the difference betrreen his actlve duty pay and his regular salary for scheCuleC work days or shlfts cccurrlng during the leave of absence. Regular enployees required to attend monthly training sesslons whlchconfllct vith their normal work schedules shal1 make such arrangenents as necessary rrith their departDent head to fuIf1l1 thelr job obligatlon. Regular employees called to longer perlods of active duty, such as ln tlmes of natlonal energency, shall be granted leaves of absence wlthoutpay. Reenploynent rlghts shall be rhose provlded ln Secrloo 14.05 of these ru1es. A B C 3l BUFFALO GROVE PERSONNEL 'ILES SPECIAL LEAVE 14.07 - Maternity Leave A Dlsabilltles caused or contrlbuted to by pregnancy, miscarrlage,chlldblrth or recovery therefron shal1 be treated as any othe; lllnessor lnjury for slck leave purposes, Maternity leave preceding andfollowlng the tine the employee is lncapacitated fron work shall berrlthout pay unless the eEployee elects to use accrued vacatlon or slck 1eave. Requests for maternlty leave sha11 be subEitted to the departnent head and approved by the Village Manager. The employee Eay continue to workas long as she ls physlcally capable of performlng the dutles of herpos1t1on. Maternlty leave may be approved to a maxlmum of one (l)year. An euployee who has not returned to work at the expiratlon ofthe approved leave period sha1l be requlred by the departnent head topresent a nedtcal certLficate as deflned ln Sectlon 13.05 attestlng toher lnabillty to return to work. An employee who has not provlded amedlcal certlflcate or who has not reported to vork wlthtn slxty (60) days of the explratlon of the approved leave period may be termlnated. 14.08 - Leave of Absence l{lthout Pa v A The employee has a non-duty temporary dtsabtllty as supportedcertlflcatton of a llcensed physlcian. The enployee ls requlred to be absent for extended care of anlnJured member of the lnmedlate faarlly. by 111 or Regular enployees may be granted leave of absence rrithout pay for personal reasons when recommended by a department head and approved by the village Manager subj ect to3 B c The employee deslres to obtaln educational lnstructlon whlch w111contrlbute to the nunlclpal servlce. The enployee ls requlred to or desLres to be absent due to spousets pregnancy, chlldbtrth, or adoprlon of a chlld by the enployee and hls spouse. Other clrcumstances extst whlch are deemed head and Village Manager. reasonable by the department Requests for leave of absence lrlthout pay nust be subnltted in wr1tltrg. Leavenay be extended beyond that or1glnally approved, but in no event shall theorlglnal leave and any extenslons exceed twelve (12) consecutlve calendar nonths. Requests muat conslder the posslbllity of part-tlne employment wlth the vl11agedurlng the leave perlod. E An employee granted a leave of absence lrlthout pay nay keep hls llfe and health lnsurance and retlrenent plans ln full force during hls leave by arranglng to paythe premlums durtng the perlod of his 1eave. tr'allure to uake such arrangenents,or regularly scheduled premium paynents, lrill result ln cancellatlon of thebenefits. rf a beneflt ls cancelled, the rules and regulatlons of the carrlershal1 apply when the enployee returns and seeks such coverage. CHAPTER I4. OO B. D. 32 , BUFFALO GROVE PERSONNF- RULES CHAPTER I4. OO SPECIAL LEAVE v\/ Employees requesti.ng a leave of absence wlthout pay must be aware that anypositlon nay be ellninated or substantlally chaaged; therefore, absolute assurance of reinstatement cannot be gtven. The vlllage wil.r attenpt to placethe former employee ln a sultable posltlon at the first opportunlty. Fallure of an employee to report for duty wlthin three (3) worklng days of theexpiratlon of leave shaLl result 1n ternlnation. 14.09 - Occupattonal Iniu ry Leave 14.10 - Absence Without Leave A B c Any enployee rrho sustains an on-the-job injury sha11 ltrmedlately report such lnJury, regardless of severlty, to hls lEmediate supervisor. it.lDEedlate supervisor shal1 prepare required reports of such injurles as soon as practical followlng notlfication by the lnjured employee. Enployees lnJured on the job are covered by the Illlnols State lJorkmen I s Compensation Act. This law provldes speciflc benefits. Itts the pollcy of the V1l1age to provlde conpensatlon to an enployeelnjured on the Job which, together rrith workerts conpensatlon payments,equal the ful1 salary of the enployee, untll the enployee becomesellglble for other dtsabiltty beneflts. Supervisors sha1l be responslble for the lnvestlgation of accldents orlnjurles lnvolvlng employees assigned to thelr work unit. Every effortsha1l be nade to determine the causes of accidents or lnjuries andpreventlve neasures taken as approprlate. Any unauthorlzed absence of an employee from duty sha11 be deened to be an absence wlthout pay and may be nade grounds for dlscipllnary actlon by the department head. In the absence of such dlsciplinary actlon, any enployee whoabsents himself for three (3) or rnore days rrlthout authorized leave sha11 be deened to have reslgned. when extenuating clrcuEstances are found to haveexlsted, leave nay be granted retroactlvely upoD recoEmendatlon by the department head and approval by the Vlllage Manager. 33 BT1FFALO GROVE PERSONNEL ''LES CHAPTER I5. OO H- 'TH AND LIFE INSUMNCE ETIREMENT PLANS Chapter 15.00 - Health and Life Insurance and Retirement Plans Sections: 15.01 Health and Life Insurance L5.02 Retirenent Plans 15.01 - Health and Life lnsurance Regular enployees rri11 be enrolled, rdithout cost, in the Villagers group 1ife, dental, and medlcal insurance program. Eligible dependents will be enrolled ln the nedical and dental insurance program h,ithout cost to the employee. 15.02 - Retirement Plans Regular enployees will be enrolled as a particlpating menber of an appropriateVillage retirement plan when e1iglb1e, as a condition of employnent. 34 BLIFFALO GROVE PERSONNF' RULES CHAPTER I6. OO SEPARATION AND Chapter 15.00 - Separatlon and Discipllrra ry Ac t ions \7 DISCTPLINARYACTIoNS Sections: Resignatlons Termlnat 1on Return of VllLage Property Disclpllne Disclpllnary Actions Reductlon ln Force - Layoff RetlreDent Exlt Intervierss r6.01 - Resignations Any employee who is ln good standing may resign froo the municlpal service bypresentlng his reslgnatlon ln rrriting as codtalned hereln. Departnent anddlvlslon heads uust present notlce of resignatlon no less than four (4) weeksprlor to its effectlve date. A11 other enployees oust present such notlce of reslgnations no less than two (2) weeks prior to lts effectlve date. Reslgnations sha1l be proEptly forwarded to the Vlllage l1anager. A resignation Eay be rdlthdrawn by the enployee at any tine prior to the effective date l,lth the approval of the V11lage Uanager and department head. 16.02 - Ternlnat ion Enployees may be dlscharged for cause, or wlthout prejudice due to lack of fundsor curtaLlment of rrork. 16.03 - Return of Village Property Enployees separating fron the munlclpal servlce for any reason shall prior toseparation, return all vlllage-osmed property and equipxnent 1n hls possession. Any pay and beneflts due the enployee shall be withheld untl1 such property and equlpnent are returned. The cost of replacing or repairlng any ltems lost or damaged lrhlle in the possesslon of the employee shall be deducted fron any pay and beneflts held by the Vlllage. f6.04 - Di.scipllne It sha1l be the duty of all employees to naintain hlgh standards of conduct, cooperatlon, efficlency, and econony ln thelr work for the Village. Departnent heads and supervisors sha1l organize and dlrect the work of their units 1n a roanner calculated to achleve these objectlves. 16.01 16.02 16.03 t6.04 16, 05 16. 05 16.07 15,08 whenever conduct of an enployee fal1s below a deslrable standard, supervlsors shal1 polnt out the deficlencles at the tlne they are observed. Correctlons auSgestlons should be nade ln a constructlve and helpful manner ln an efforte11clt the cooperatlon of the enployee. and to Any actlon whlch reflects dlscredlt upon the ounicipal servlce or ls a dlrect hindrance to the operatlons of the Village government shal1 be cause fordlsclplinary actlon. cLrcumstances constltutlng cause for dlsciplinary aetion lnclude but are not llni.ted to the follorrlng: A Habitual use of alcoholic beverages to narcotlcs. excess or the lllega1 use of 35 BTIFFALO GROVE PERSONNEL 'T,ES CHAPTER 15.00 B AdJudlcatlon of guilty of a crlneor disgraceful conduct. lnvolving moral turpltude or infanous ?he taking of intoxlcating beverages Lrhlle on duty. offensive conduct or language towardofflcers or employees. the public or toward Village Insubord inat ion. IncoEpetence or 1nabl1lty to perform the dutles requlred. Intentlonal damage or negllgence ln the care and handllng of V1llage Property. H I c D J K L M Vlolatlon of glven by hls to an act of or resulted, or injury to any lawful and reasonable officlal regulatlon made or superior, where such vlolatlon or failure to obey auounted insubordinatlon or a serlous breach of proper dlscipllne, or might reasonably have been expected to resuLt, ln loesthe Village or to the public. any or ConnlssLon of acts or onisslons unbecornlng an lncuEbent of thepartlcular office or positlon held, which render his reprlnand, suspenslon, demotion, or discharge necessary or desirable for the economical or efficient conduct of the buslness of the Village or forthe best interest of the munlclpal governEent, Willful violation of any of the provlslons of the ordlnancesadnlnlstrative regulatlon of the V111age. or any Induclng or attenpting to lnduce any officer or employee in the Euniclpal service to commlt an lllegal act, to act 1n vlolatlon oflal/ful and reasonable departmental or offlclal regulation or order,to participate therein. 0 Use or atteEpted use of po1ltlca1 lnfluence or brlbery to secure advantage ln an exaninatlon or promotlon. Failure to pay just debts due or olrlng, lncluding tazes, licenses, or flnes due the Vi11age, or falLure to nake reasonable provislon for the future pa)rnent of such debts, thereby causing annoyance to the Vll1age, hls superiors, embarrassnent to the Vlllage, hls supervisors or enbarrassment to the service. Absence fron duty, lrlthout leave, contrary to these ru1es, or fallure to report after leave of absence has expired or after such leave of absence has been dlsapproved or revoked and cancelled by the proper authority. 36 SEPARATION. AND -. DISCIPLINARY ACTIONS E. r. G. Sollcltatlon or receipt fron any person of, or particlpatlon ln any fee, glft, or other valuable th{ng that ls given ln the hope of expectatlon of reeeivlng a favor or better treatment than that accorded other persons. N. BUFFALO GROVE PERSONNF RULES CHAPTER 16.00 P. Excesslve use of Vlllage telephones for the conduct buslness durJ-ng worklng hours, or for unauthorlzed a. Abuse of slck leave pr1vl1eges. SEPARATION AND DISCIPLINARY ACTIONS of personal long dlstance ca11s. prinand shal1 be transEitted throughto the euployee and the Village Manager lons leadlng to the reprlmand. R. Fallure to malntaln a sattsfactory attendance record. S. Any other violatlon of these rules and regulatlons. 16.05 - Disclpltnary Actlong B. Written Reprlnand. A L'rltten re the appropriate departnent head and shal1 state the speclflc act C. Sus ens10n.Suspens 1o without pay of an emplperiod. Suspension sh approved by the Villag n 1s the tenporary renoval from duty status oyee for cause, for a speclfled or indefinlteall be reconmended by the department head and e !{anager. l An employee may be suspended for an indefinlte perlod when thedepartment head deternines such actlon ls necessary and ln thebest interests of the Vtllage in cases where an employee is charged and avaltlng trial for a crlnlnal offense involvingnatters prlma facla prejudlclal to the reputation of the Village. When an employee has acted or 1s alleged to have acted ln a mannerwhich uould be cause for disulssal, the enployee may be suspendedfor a perlod not 1n excess of one (l) month rrhile such charges areinvest lgated ; Whenever an enployee is suspended pendlng trlal or lnvestigatlve outcones and 1s subsequently exonerated, the employee sha1l bereinstated without loss of pay or beneflta. An employee nay be suspended for a perlod not to exceed flve (5) working days for speeific cause. Sworn flre personnel assigned toshift duty nay be suspended not to exceed three (3) tuenty-four(24) hour shifts for speclfic cause. 2 3 4 D. Demotion. An enployee nay be moved to a posltlon 1n a class rrlth alower naxlmum salary rate for serious misconduct. Demotlon sha11 be reconmended by the department head and approved by the Vlllage llanager. E. Dismlssal. Disnlssal sha1l be recomended approved by the Vl11age Manager. 37 by the departnent head and Dlsclpllnary action nay lnvolve any of the followlng: A. Oral Reprlnand. A verbal lrarnlng to the enployee that if h1s actlonscontlnue, a lrrltten reprlnand wlll be transnltted to the department head. BUFFALO GROVE PERSONNEL - 'TES CHAPTER T6.CO SEPARATION, AND -, DISCIPLINARY ACTIONS 16.06 - Reductlon ln Force - La yoff A departnent head nay separate any enployee wlthout preJudice because of lack offunds or curtailment of work. Horrever, no regular enployee shal1 be lald offfron any departEent Lrhile there are probatlonary, part-tlne, or tenporary enployees serving io the sane or related classes of positlons ln that department. An appointlng authority may, wlth the approval of the Vlllage Manager, appolnt an employee rdho is to be laid off to any existing vacancy 1n a lower class for whLchhe ls qualifled. A11 other factors being equa1, employees sha11 be lald off 1n reverse order of their total servlce wlth the Village. 16.07 - Retirenent Al1 regular euployees are ellglble for retlrenent beneflts at age and length of servi.ce requirenents speclfled by the retirenent plan ln which they are enro11ed.Applicatlon for retlrenent shal1 be ln the saEe nanner as set forth in Sectlon 16.0 t . 16. 08 - Exlt Interviews Exlt lntervlews sha11 be conducted by the Vl11age tlanager prlor to lssuance ofthe flnal payeheck to enployees who reslgn, retlre, or are lald off. A report ofthe exlt lntervle!, sha1l be placed in the employeers personnel flle and w111 be revlewed !r1th the departnent head. 38 BUFFALO GROVE PERSONNP-RLILES CHAPTER I7. OO EMPLOYEE RELATIONS Chapter 17. 00 - Employee Relations The village Manager ln cooperation wlth department and division heads sha11 beresponsible for the devel0pment and administration of programs relating toenployee relations. This sha1l include providing for the general healih andsafety of Vlllage enployees as well as other natters concernlng enployeerelat ions . 17. 01 - Ceneral 17 .02 - Health and Safety A The Village Manager shal1 nake every effort to pronote among euployees and 1n the departnents maxinun standards of safety and good treaftir. A11 employees sha11 be responsible for performlng work assignnents inthe safest manner posslb]e. prine consideration shall always be glvento safety in all work situations. Supervisors, dlvlsion heads, and departnent heads shal1: I 2 Be responsible for the establishnent and lmplenentatlon ofappropriate safety standards within their respective activityareas, for perlodically reviewing accident frequencles todetermine and correct causes, aod for identifying and correctingsafety hazards. Ensure that all new employees, i.ncludlng seasonal, and/or part-time employees are thoroughly advlsed, supervised ln necessary safety policies, practices, procedures. 3. Inplenent and actlvely aupport the Vlllagers safety program. 4. Arrange and conduct safety neetings, lnspectlons and tralnlng sesslons. 5. Provlde, and/or require equipnent necessary to adequately protectthe health and safety of euployees, 6. IDEedlately lnvestlgate accldents, and prepare all oecessary fotrsfor docunentation and future prevention of on-the-j ob lnJuries andhazardous condltlons. A1l enployees shall: Be thoroughly familiar with safety requlrements and practlcesappllcable to their respectlve work assignments. temporary, instructed, and and C t Sections:------l7h 17.02 r7.03 t7 .04 17.05 17.05 General Health and Safery Training and Development Uniform - Clothing Provlsions Attitude and Appearance Servlce Recognit ion B 39 BTIFFALO CROVE PERSONNEL - .I,ES CHAPTER I7. OO EMPLOYEE RELATIONS 2 3 17.03 - Training and Develo pment l. Recruit Trainin g. Fornal trainin I prograns thlch nust be conpleted durlng the probatlonary period followlng orlginal appointnent as a prerequlsite to continued eaployment. 2. In-Service Tra in in S. Trainin g conducted during working hours an indlvidual or group basis to inprove skllI perfornance, lntroduce new technlques, and,/or keep abreast the enployeers fie ld. of developments ln 3. Speclallzed Tralnln z,Attendance of vocat lona1, A The Vlllage shall promote tralning of enployees to the end thatservices rendered to the Village nay be made more effective and that enployees nay becone qualified for positions of higher responsibility. The followlng types of tralning are offered employees: on professional training prograEs directly related servlce funct lons. technlcalr or to municlpal B C attendaoce, of course work provided by accredlted educatlonallnstltutlons where such lnstructlon wlll benefit the municipal service. Training shall be reconnended by department heads and approved by theVtllage !{anager prlor to reglstratlon. No reinbursement for trainlng expenses shal1 be.nade wlthout such approval. A11 expenses for recruit, ln-servlce, and speclallzed tratnlnglncludlng tultlon, fees, supp11es, and books wl11 be relurbursed by theVl11age. Travel, lodglng, and other related costs w111 be reimbursed as provlded ln Chapter 18.00. Employees pursulng approved acadeeiclnstructlon are e1lglb1e for relmbursement of tultlon and fees only upon completion of course work and accordlng to the followlng schedule: 4. Acadenic Instructlon.Completlon, by correspondence or classroom Grade Reimburseaeat AorB c D or less 1007. 50:l oz When requests for tralnlng and reinbursement exceed funds speciflcally budgeted for that purpose, the department head Eay provlde for partiai relnburseEent of expenses ln order to extend tralnlng opportunities to as many employees as posslble. 40 Actively X"""r. saf ety practices, and ""po'".t .rrr".f . o.potentially dangerous condltlons and accldents or lnjurles tothelr supervisor lmediately. Refrain from engaging ln horseplay, mestllng, hazing ofco-workers, and any other unsafe practlce under penalty ofdlscipllnary actlon up to and including dlsmlssal. BUFFALO GROVE PERSONNT RULES CHAPTER 17. OO 17.O4 - Uniform - Clorhi ng Provlslons 17.05 Attitude and A earance 17.06 Service Reco ni t ion EMPLOYEE RELATIONS The Village will provide for the uniforn and speclal clothing needs of itsemployees. These needs w111 be net by the purchase or lease of the approprlateuniforns and clothing. The employee will be responsible for proper care and useof clothing and uniforns and the laundering of same, if appropriate. Eachdepartment will develop a replaceroent schedule based upon normal wear and usage, A friendly and courteous attitude by vlIlage enployees torrard the public andco-workers is required at all tines. Slmilarly, enployees are explcted todeliver prompt, thorough, and efficient service to the public to ihe be"t ofthelr abillty. A11 employees are requlred to nalntain a neat and clean personal appearance including clothing, personal hygiene, and grooming appropriate for theposltlon he1d. Enployees who uniquely distinguish themselves through perfornance or innovation w111 be honored and recognized by the Village. Upon recommendatlon of adepartnent head and approval of the village }lanager, such recognition may consistof a plaque, certificate of Appreciation, or Resolutlon presented to the enployeeby the corporate Authorities. Length of service sha11 be recogniz-ed by thepresentation of a servlce pin to enployees who have completed five (5), ten (10),fifteen (15), and twenty (20) years of service to the Vi11age. 41 BLIFFALO CROVE PERSONNEL - ',ES CHAPTER I8. OO TRAVEL EXPENSES Chapter 18. 00 - Travel Expenses Sections: Pol1cy Travel Advances Relnbursable Expenses Per Dlen Allowanee Non-Reimburaable Expenses Ltse of Vlllage Vehlcles Vacatlon Comblned nith Offlclal Travel Travel Reinbursenent or RepaJment of Advance to Vlllage 18.01 - Pollcy Regular employees sha1l be reinbursed for officlal travel and related expeuseswhile carrylng out offlclal duties, or attendlng approved professlonal conferences and tralnlng courses. Enployees are expected to exercise good Judgenent and proper regard for economy rhen lncurrlng travel expenses. 18.02 - Travel Advances A travel advance may be lssued an enployee lf approved by the department head andVillage Manager. Requests must be submltted ln the forE of an Advance Check Request and forh,arded to the Flnance Dlrector for processlng. Departnents should al1ow ample tlme for processing of travel advance requests. 18.03 - Reimbursable Expenses 18.01 18.02 r8.03 18.04 18. 05 18.05 18.07 18.08 A per dlen allowance to ccver :neals, activltles, and alL other rniscellaneous expenses w111 be provlded at actual cost or $35.00 per day, whlchever ls less. The per dlen allowance w111 be prorated for tine spent in travel status of less than a full day. The following travel expenses shal1 not be relnbursable: A. Costs lncurred by a spouse or other relatlve accompanylng an enployee. The followtng expenses for approved travel shaIl be relnbursed accordlag to establlshed allowances or actual coat. A. A1r travel at coach or economy fares. B. Ground transportatlon lncludlng bus, traln, and taxl fares. C. Dlrect travel by personal vehlcle at the rate of trrenty (20) cents pernlle or at an amotnt equal to round trlp alr fare, lrhlchever is leas, D. Parklng fees and tolls. E. Overnlght lodglng. 18.04 - Per Dlea Allowance 18.05 - Non-Relnbursable Expenses BLIF 0 cRovE PERSONN'- RLILES CHAPTER 18.00 Personal expendltures auch as valet servlce,entertalnnent, or slde trlps. TRAVEL EXPENSES laundry and cleanlng, village autonobiles nay be used to travel to destlnations up to 200 niles fronBuffalo Grove, lf approved by the department head. Gasollne purchases arereiurbursable when aecompanied by a valld reeelpt. 18.05 - trse of V111 age Vehicles 18.07 - Vacation Conbln ed wlth officlal Travel 18.08 - Travel Reimbur s ement or Repa lment of Advance to ViI 1ag e Employees wishing to combine a vacatlon by prlvate vehicle wlth a buslness orconventl.n trip' uust have thelr department headrs approval. The enpl0yee sha11be relnbursed for travel to and fron the destlnatlon is provided by becilon 1g.03(c) . A travel and rralning Expense Report nust be co,pleted wlthin flve (5) days afterreturnlng from a trip rrhether 1t ls for an amount due the enpl0yee or- for paymentof the unused balance of traver advance due the vl11age. ar]. rravel and TrainlngExpense Reports Eust be approved by the departnent he;d and Village llanagerbefore the Flnance Director will authorlze processing for paymentl 43 BTTFFALO GROVE PERSONNEL RECORDS AND REPORTS Sectlons: Personnel Records Service Reglster Reports Confldentiality 19.01 - Personnel Records The Department of finance and General Servicescentral repository for all personnel flles and 19.02 - Servlee Regls t er 19.03 - Reporrs 19.04 - Confldent la11t is hereby designated as the records of the V1l1age. 19.01 19.02 r 9.03 19.04 The Vl11age Manager sha11 cause to be Dalntained a servlceenployees 1n the nunlclpal servlce ldentlfylng for each thedepartmental assignuent, salary rate, dates oi euploynent,and sueh other data as he deens appropriate. register of all class tltle, the employnent hlstory Every appolntnent, transfer, pronotlon, denotion, termlnatlon, slck 1eave,vacatlon leave, and other tenporary or permanent changes ln the status ofe'ployees in the nunicipal servlce shall be reported in rrrlting. The VillageManager ls authorlzed to prescrlbe the trne, nanner, form, and method of nailngany \dritten report as may be stlpulated 1n any of these ru1es, v Personnel records sha11 be confldentlar. An employee sha11 be allowed co revlewhls personnel file twice a calendar year durlng buslness hours or more frequently1f approved by hls departnent head. personnel records shal1 not be released to athlrd party unless authorized by the enployee or as othenise requlred by raw. ,ILES CHAPTER 19. OO Chapter 19.00 - Records and ReDorts BUFFALO GROVE PE RSONNF- RULES CHAPTER 20. OO .OHIBITIONS AND PENALTIES Chapter 20.00 - Prohi bitions and Penal t ies Sectlons: 20. 0I 20.02 20.03 20.04 20.05 20. 06 Partlclpation ln Polltlcal ActlvltLes Dlscrlminatlon Enployment of Relatlves Release of Infornatlon lledla Relations Glfts and cratultles 20.01 - Partlclpatlon in Politlcal Actlvities Employees are prohlblted from bringingtheir officlal duties, Speclflcally, enployees are prohlblted wlth respectnunlcipal electlons. Campalgnlng, fund raislng, or other partlsan politlcal actlvlties onVl11age prenlses vhl1e ln the performance of duties and respons lb 111t ies as an enployee of the Vlllage. B. use of officral worklng tlne or unauthorlzed use of vl11age resourcesfor pol1tlcal activlty. C. Prohislng any employuent, position, work, conpensation, or otherbeneflts as conslderation, favor or reward foi politlcal actlvlty. D. Perforning political actlvltles at the direction of a supervlsor,departxoent head, or other Vl1lage offlclal. E. Uslng status or posltion as a Village enployee Ln an endorsementor sollcitatlon of votes ln an electlon. 20.02 - Dlscrlnlnat lon ns 1n the nunlclpal servlce, or seeklng adntsslon thereto, shal1 bed, employed, pronoted, demoted, renoved, or advanced on any basls or foron other than quallficatlon, merlt, and fltness for the servlce or lack No perso appointe any reas thereof. 20.03 - Enployment of Relatives their politlcal afflllations ro bear onthe fo1lowlng po11tical actlvltles ofto particlpatlon 1n federal, state, or A Euployees related by blood or Earrlage shall not be euployed in the sanedepartment of the nunlcipal servlce. Where extenuatlng clrcunstances exlst,exceptlons nay be approved by the Village Manager. 20.04 - Release of Infornation A11 requests for lnformation regardlng the plans or buslness affalrs of thevlllage or the personal or buslness aifalrs-of offlcers and employees sharl bereferred to the department head or Vl11age Manager. Enployees are prohibltedfrom releasing such lnformatlon lrlthout ipecific authorization of the departnenthead or as may be authorized by departmenial rules and regulations. 4; BLIFFALO GROVE PERSONNEL .'r.Es CHAPTER 20. OO PP- -'IBITIONS AND PENALTIES ' 20.05 - Media Re 1a r ions The corporate Authorities shal1 be rhe prlmary spokesnen for the vt11age. whenthey are unavailable, the vlllage Manager shaIl be the prlmary spokesmin for thevll1age. vlIlage departnent heads may confer wl.th representatlves of the newsnedla on Eatters related to thelr departnents. 20.06 - clfts and Cratultles Enproyees sha11 not solicit, accept or agree to accept glfts of a market value Inexcess of $25.00' or services with a market value of $500,00 fron any person orbuslness entlty dolng buslness hrith the village of Buffalo Grove. vioiatlon ofthis Sectlon shall be cause for disnissal. 4t, . BUFFALO GROVE PERSONNF- \,ULES CHAPTER 21.OO DEALS AND GRIEVANCES Chapter 21.00 - Aopeals and Grievances Sections: Grlevance Pollcy Crievance Procedure Classif Lcatlon Crlevances Conpensatlon GrLevances Retroactlve AdJustuent Fire and Pol1ce Departments 21. 0l - Grlevance Policy It shal1 be the policy of the V1l1age of Buffalo Crove to give indivldual enployees an opportunlty to dlscuss their grievances wlth thelr supervlsors ln order to flnd nutually satlsfactory solutlons as rapidly as posslble. In the preparatlon of grlevances at any supervisory level, employees are assured of freedom froD restralnt, lnterference, discrlnlnation, or reprisal. Appeals ofdisclpllnary actlons shall begin L,lth a L,rltten grievance report as set forth l.n Sectlon 21.02 (B) below. 21.02 - Grlevance Procedure The grlevance procedure sha1I follow the sequence below. An enployee may be accompanled by any person of his own chooslng as his representative tn the presentatlon of hls grlevance. A. 0ra1 Report.An enployee who has a grievance sha11 first present hls flve (5) days of thegrlevance to hls lnmediate supervisor wlthin actlon or lncldent ln questlon. B. Wrltten Report. If th e oral grlevance presentation fa11s to settle the grievance, the enployee may subult a rrrltten grLevance report Lrlthln seven (7) days after the oral report was nade. In the case of a grlevance resultlng frour a diseiplinary actlon, the eDployee shal1 subnlt a rrrltten grievance report t lthln seven (7) days fron the effectl.ve date of dlselpllnary action. Wlthin seven (7) days after recelvlng a rrrltten grievance report, the supervlsor sha1l furnlsh the employee wlth a rrrltten reply. C. Appeal to DepartEent Head. If the written re ply to the grlevance lsnot satlsfactory to the enployee, he may, rrlthin seven (7) days after receivlnS the reply, submit an appeal in writing to hls departEenthead. The departeent head sha11 confer vith the aggrieved euployee and,/or hls authorized representative before rendering a decision. Suchdecislon shall be produced ln wrltlng and sha11 be delivered to the enployee ulthln seven (7) days of the date on whlch the appeal was received by the departnent head. D. Appeal to Vll1a ge Manager.If the appeal to the departnent head fa1lsto resolve the grievance the enployee nay submit an appeal ln lrrltlngto the Vlllage Manager no later than seven (7) days fron the date areply was recelved fron the departnent head, Wlthin fourteen (14) daysof the receipt of an appeal, the Village ltanager sha11 hear matters 21.01 2t.02 21,03 21.04 2t.05 2r.06 BIIFFALO CROVE PERSONNEL ' -'LES CHAPTER 2I. OO AT -ALS AND CRIEVANCES pertlnent to the grYevance. The declslon of the Vifage Manager shall beflnal. The Village Manager sha1l forward one copy of the couise of actlonhe Lntends to fo1low to the enployee concerned and. to the departnent head. A11 grievances pertaining to the classrfr.catlon of an enployee shalr be nade inwrltlng to the vl]lage uanager. The declslon of the vlllagl M"r,"g.r shal1 befinal ln a1l natters of classiflcation, 21.03 - Classification Gri evances 21.04 - Com pensatlon Grievances 2f .05 - Retroactlve Ad Justnent 21.06 - Flre and Police De partnents The pay range establlshed for a gr.ven crass of work shall not be a subJect of thegrlevance procedure. All adjustEents of grievances processed under thls chapter shall be retroactlveto the tlEe the grlevance ls first presented to his supervlsor. The grlevance procedure for sr.,orn personnel of the flre and pollce departoentssha1l follow the process set forth by their respectlve deparimental rules andregulatlons. Appeals of discrpllnary actlons sharl follorv the process prescrlbedby the rules and regulatlons of the Board of Fire and pollce conrnlssloners. 48 GROVE PERS ES CHAPTER 22.00 MANAGEMENT RI Chapter 22.00 - Managemen t Rish t s Sections: 22.0L !{anagenent Rlghts 22.O1 enent Rishts The village shal1 retain the sole right and authority to establish and adDlnlsterall matters of inherent nanagerial pollcy, including but not liElted to thefunctlons of the V1l1age governnent and lts departments, standards of servlce, budgetlng, organlzatlonal structure, the selection of new enployees, and thedlrection of employees. 49 BTIPFALO GROVE PERSONNEL ' '.ES CHAPTER 23.00 SAVINGS E AND AMENDUENT Chapter 2 3.00 - S avings Clause and Amendnent Sectlons: 23.01 Savings Clause 23.02 Amendnent 23.0I - Savings Clause Invalldation of any Chapter, Sectlon, or part of these personnel rules shal1 notaffect the validity of the other Chapters and Sections. 23.02 - Amendment Anendment of these rul.es shall be approved by a najorlty vote of the Corporate Authorities. 50