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1993-47
u o RESOLUTION NO. 93- 47 AMENDING PERSONNEL RULES FOR THE VILLAGE OF BUFFALO GROVE WHEREAS, on June 18, 1984 the Buffalo Grove Board of Trustees adopted personnel policies and procedures by Resolution No. 84 -43 and amended same in 1988 and 1990; and, WHEREAS, in order to reflect current trends in personnel administration, occasional amendments to the Personnel Rules are necessary. NOW, THEREFORE, BE IT RESOLVED BY THE PRESIDENT AND BOARD OF TRUSTEES OF THE VILLAGE OF BUFFALO GROVE, COOK AND LAKE COUNTIES, ILLINOIS that the changes to the Personnel Rules that are contained in Exhibit A attached hereto are adopted by the Village of Buffalo Grove amending the personnel policies and procedures adopted by Resolution No. 84 -43; and, BE IT FURTHER RESOLVED that the amendments hereto referenced shall be in full force upon their passage and approval. AYES: 5 - Marienthal, Reid, Rubin, Braiman, Hendricks NAYES : 0 - None ABSENT: 1 - Kahn PASSED: November 15, 1993 APPROVED: November 15, 1993 APPROVED: village vresident ATTEST: e VillcArje Clerk Draft Revision - 10 3 • BUFFALO GROVE PERSONNEL RULES CHAPTER 1.00 GENERAL PROVISIONS Chapter 1.00 - General Provisions Sections: 1.01 Purpose- of Rules 1.02 Positions Covered by the Rules 1.03 Administration of the Rules 1.04 Board of Fire and Police Commissioners 1.05 Departmental Regulations 1.06 Collective Bargaining Agreements 1.07 onstruction of the Rules 1.01 - Purpose of Rules It is the purpose of these rules to set forth the principles and procedures which will be followed by the Village of Buffalo Grove in the administration of its personnel program. They are intended to establish an efficient, equitable, and functional system of personnel administration based on merit principles which govern appointment, promotion, transfer, layoff, dismissal, discipline, and other conditions of employment. This handbook does not imply nor exoress a contractual relationship between the Village and its employees. 1.02 - Positions Covered by the Rules These rules shall apply to all employees of the Village.// d *bk0/ /Yf/ib/ /fc6lllOMdr0: The rules do not apply to �-he corporate authorities, the Village Manager, or other persons appointed, commissioneu or contracted by the corporate authorities. All l MAGI fVtb/Vero''OW /wild l Pkh -MkN /dOpbirhio4d i NI fVII //ibbbhbi�� i(d /dlekl Nl 10ffitbbi. P/I // Thyd NVIlj��I A44044 d. l- /. / / / The/ NVIIdd� /AWt0k 1kHd1Yi104 b /Phb1k t/tai^/. �l.l l ll"rWer /rbb�dd� ldY lfhiG�r`�bl lah'd lddrbhJifbd�rh�l, l br,ct' l�l,i l�ifil:brsi k,,�,�YOi,f�it,�,c1 /t�� Offtbh, l Mdte'd llha,l t{hkI ¢kh�11N EllllYrh lkbkih'dddiYJddrfiidddWr/d. �l.l l J �bl'bbh�l,h�IhVd�ldd l VihN/dr/ /Ibbb/ lg'c�wbhl:hldrnJ /i,i�U�;`r-i5i� i;j7 i.�'r7 ;.:{�rcl �:,`%;�''E1ryi�r i.i'. Ib,hbtgMbhi� . 1.03 - Administration of the Rules The Village Manager shall be charred :vith r:c,; administration of these rules. 1.04 - Board of Fire and Police Commissioners The rules and regulations of the Board or apply to all sworn employees of the police and r;os,tions not otherwise exempted by Village ordinance. Wher e rules conflict with those of the Board of Fire Lind Police ('G `hu rtter shall prevail. � Draft Revisions 10/93 CV) t BUFFALO GROVE PERSONNEL RULES CRAFTER 2.00 DEFINITIONS Chapter 2.00 - Definitions Sections: 2.05 Anniversary Date 2.08 Appointing Authority 2.12 Appointment 2.15 Board of Fire and Police Commissioners 2.18 Class 2.20 Classification 2.23 Class Series 2.24 Class Specification 2.25 Collective Bargaining Agreement 2.26 Corporate Authorities 2.29 Demotion 2.31 Department 2.33 Department Head 2.37 Emergency 2.39 Examination 2.41 Grievance 2.44 Immediate Family 2.48 Layoff 2.50 Original Employment Date 2.53 Permanent Employee 2.56 Position 2.59 Probationary Period 2.61 Promotion 2.65 Reclassification 2.67 Regular Employee 2.70 Transfer 2.90 Vacancy 2.95 Village h-ianager 2.05 - Anniversary Date The �fla'dt��ikl �tk/b l �tft�lb i'dr7 /d6 /th'e'l�lddt� iii�fYa'rryi3Orrgod ar:ruui anniversary of an employee's date of hire shall constitute an employee's - nniversary date for merit pay increases and longevity pay. Thereafter, the effective date of involuntary demotion, promotion or return from a leave witl cut pay longer than 90 days shall constitute the new anniversary date for merit pav pur,reses. 2.08 - Appointing Authority The officer, employee, or board having the po%%,e. subordinate positions in any office, department, or i,,,; �crl or group of persons having the po,.ver by virtue delegated authority to make appointment to 2.12 - Appointment The designation to a position in r�; qualified for ItSk / /�ipp,birf ;i:c iy "t n ^,lovmer t process. 2.15 - Board of Fire and Police c::;�n,rris .ions rs The Board of Fire and Police Commissioners of `he �: %i(l,;<7e ,;r !;Lri't,;i„ GCOV,, Illinois. :/7/90 3 Draft Revision 10/93 BUFFALO GROVE PERSONNEL RULES CHAPTER 2.00 DEFINITIONS 2.39 - Examination The appraisal of persons by the use of measurements which indicate the possession of knowledge, skills, abilities, and general suitability for the position for which they are being evaluated. 2.41 - Grievance A grievance is a disagreement relating to working conditions, personnel rules and regulations, and working conditions or relationships between an employee and his supervisor or other employees. 2.44 - Immediate Family Husband, wife, son, son -in -law, daughter, daughter -in -law, mother, mother -in -law, father, father -in -law, brother, brother -in -law, sister, or sister -in -law of the employee, and grandparents of the employee or his spouse. 2.48 - Layoff The separation of an employee which has been made necessary by lack of work or funds or other reasons not related to fault, delinquency, or misconduct on the part of the employee. 2.50 - Original Employment Date The date an employee first reports to work following appointment to a position in the municipal service. 2[% 3/ f/Wfndddrhf /fir lbf�kk Al /rk L1IW -/ ka 01461ydd NtW MW Ndddd ll f d l;l �/ thIdldM-W ,4yib/ ,; x/� ui�r�arl�l 1p' riibr�l. 2.56 - Position A group of current duties and responsibilities assigned or delegated by competent authority, requiring the full -time, part -time, or temporary employment of one person. These three types of employment are described as follows: A. "LJIkVr Full -Time: A position included in th;: adcpted annual budget that is neither specified as part -time or temporary employment, nor limited for a period of less than the budget year; also any such position established during a given budget year unless the appointing authority certifies that such - position mil not be continued in the succeeding year's budget; the hours of .vork for which are riot less than 1950 per year. B. Part -time: Employment in a .;ositinn .,)r ;;r!; c,n 11 r less than a standard work day, wor''< .:eek, or ditty ko;ir " "hich ra , of a regular or intermittent nature, the ! 0LAry .' /0F!; rc�r ,vijicl; less than 1950 per year. C. Temporary: A position comprising ciuticS ;" hiCh ,u,cu; it rtllin,tto ;:nci recur seasonally, intermittently and iccorcJi,d to the nceds car ;i department; non - permanent employment lastin(j ioss than t%,.eive (1 2) consecutive calendar months. 5 O 9 BUFFALO GROVE PERSONNEL RULES Table of Contents Chapter 3.00 - Equal Employee Opportunity Section 3.01 Policy Section 3.02 Responsibility Section 4.00 - A Section 4.01 Section 4.02 Section 4.03 Section 4.04 Section 4.05 pplications and Applicants Recruitment Application Forms Disqualification Disqualification by Reason of Police Record Examinations Page Chapter 1.00 - General Provisions Section 1.01 Purpose of Rules 1 Section 1.02 Positions Covered by the Rules 1 Section 1.03 Administration of the Rules 1 Section 1.04 Board of Fire and Police Commissioners 1 Section 1.05 Departmental Regulations 2 Section 1.06 Collective Bargaining Agreements 2 Section 1.07 Construction of the Rules 2 Chapter 2.00 - Definitions Section 2.05 Anniversary Date 3 Section 2.08 Appointing Authority 3 Section 2.12 Appointment 3 Section 2.15 Board of Fire and Police Commissioners 4 Section 2.18 Class 4 Section 2.20 Classification 4 Section 2.23 Class Series 4 Section 2.24 Class Specification 4 Section 2.25 Collective Bargaining Agreement 4 Section 2.26 Controlled Substances 4 Section 2.27 Corporate Authorities 4 Section 2.29 Demotion 4 Section 2.31 Department 4 Section 2.33 Department Head 4 Section 2.37 Emergency 5 Section 2.39 Examination 5 Section 2.41 Grievance 5 Section 2.44 Immediate Family 5 Section 2.48 Layoff 5 Section 2.50 Original Employment Date 5 Section 2.56 Position 5 Section 2.59 Probationary Period 6 Section 2.61 Promotion 6 Section 2.65 Reclassification 6 Section 2.67 Regular Employee 6 Section 2.70 Transfer 6 Section 2.90 Vacancy 6 Section 2.95 Village Manager 6 Chapter 3.00 - Equal Employee Opportunity Section 3.01 Policy Section 3.02 Responsibility Section 4.00 - A Section 4.01 Section 4.02 Section 4.03 Section 4.04 Section 4.05 pplications and Applicants Recruitment Application Forms Disqualification Disqualification by Reason of Police Record Examinations Table of Contents Chapter 5.00 - Appointments Section 5.01 Appointments .Section 5.02 Transfer Section 5.03 Appointment Forms Chapter 6.00 - F Section 6.01 Section 6.02 Section 6.03 Section 6.04 Section 6.05 Section 6.06 �J 'robationary Period Purpose Duration Rating of Probationary Period Termination During Original Probationary Period Demotion During Probationary Period Extension Chapter 7.00 - Position Classification Section 7.01 The Classification Plan Section 7.02 Purpose of the Classification Plan Section 7.03 Administration of the Classification Plan Section 7.04 Classification of Positions Section 7.05 Effect of Classification Changes on Incumbent Section 7.06 Class Specifications Section 7.07 Use in Selection Process Section 7.08 Use of Class Titles Chapter 8.00 - Compensation Section 8.01 Authority to Establish Salaries Section 8.02 The Pay Plan Section 8.03 Standards for Determination of Pay Ranges Section 8.04 Amendment of the Compensation Plan Section 8.05 Total Remuneration Section 8.06 Dual Employment Prohibited Section 8.07 Equivalent Compensation Section 8.08 Beginning Salary Section 8.09 Salary Advancements Section 8.10 Pay Rate Adjustments Section 8.11 Temporary Assignment to Higher Section 8.12 Overtime Section 8.13 Call Back Pay Section 8.14 Pay Periods - Pay Days Section 8.15 Longevity Pay Chapter 9.00 - Performance Evaluation Section 9.01 Responsibilities Section 9.02 Employee Performance Evaluations Chapter 10.00 - Hours of Work and Attendance Section 10.01 Hours of Work Section 10.02 Work Schedules Section 10.03 Attendance Level Position Page 10 10 10 11 11 11 11 11 11 12 12 13 13 14 14 16 16 17 17 17 17 18 18 18 18 19 19 19 20 20 21 21 22 22 24 24 24 o • Table of Contents Page Chapter 11.00 - Holidays Section 11.01 Holiday Observances 25 Section 11.02 Holiday Compensation 25 Chapter 12.00 - Vacation Leave Section 12.01 Amount 26 Section 12.02 Accrual 27 Section 12.03 Scheduling 27 Section 12.04 Payment on Separation 27 Section 12.05 Holidays Occurring During Vacation Period 27 Chapter 13.00 - Sick Leave 15.01 Section 13.01 Amount 28 Section 13.02 When Taken 28 Section 13.03 Accrued Sick Leave 29 Section 13.04 Major Illness Leave Credit 29 Section 13.05 Donating Sick Leave 29 Section 13.06 Medical Certificate 29 Section 13.07 Temporary Light Duty 30 Chapter 14.00 - Special Leave 15.01 Section 14.01 Approval Authority 31 Section 14.02 Bereavement Leave 31 Section 14.03 Court Leave 31 Section 14.04 Voting Leave 31 Section 14.05 Military Leave 31 Section 14.06 Military Training Leave of Absence 32 Section 14.07 Leave of Absence Without Pay 33 Section 14.08 Family and Medical Leave 33 Section 14.09 Occupational Injury Leave 35 Section 14.10 Absence Without Leave 35 Chapter 15.00 - Health and Life Insurance and Retirement Plans Section 15.01 Health and Life Insurance 36 Section 15.02 Retirement Plans 36 Section 15.03 COBRA 36 Section 15.04 Continuation of Benefits Upon Retirement 37 Chapter 16.00 - Separation and Disciplinary Actions Section 16.01 Resignations 38 Section 16.02 Termination 38 Section 16.03 Return of Village Property 38 Section 16.04 Discipline 38 Section 16.05 Disciplinary Actions 40 Section 16.06 Reduction in Force - Layoff 41 Section 16.07 Retirement 41 Section 16.08 Exit Interviews 41 Table of Contents Chapter 17.00 - Employee Safety and Development Section 17.01 General Section 17.02 On the Job Safety Section 17.03 Training and Development Section 17.04 Uniform - Clothing Provisions Section 17.05 Attitude and Appearance Section 17.06 Service Recognition Chapter 18.00 - Travel Expenses Section 18.01 Policy Section 18.02 Travel Advances Section 18.03 Reimbursable Expenses Section 18.04 Per Diem Allowance Section 18.05 Non - Reimbursable Expenses Section 18.06 Use of Village Vehicles Section 18.07 Vacation Combined with Official Travel Section 18.08 Travel Reimbursement or Repayment of Advance to Village Chapter 19.00 - Records and Reports Section 19.01 Personnel Records Section 19.02 Service Register Section 19.03 Reports Section 19.04 Confidentiality Chapter 20.00 - Prohibitions and Penalties Section 20.01 Participation in Political Activities Section 20.02 Discrimination Section 20.03 Employment of Relatives Section 20.04 Release of Information Section 20.05 Media Relations Section 20.06 Gifts and Gratuities Section 20.07 Sexual Harassment Chapter 21.00 - Appeals and Grievances Section 21.01 Grievance Policy Section 21.02 Grievance Procedure Section 21.03 Classification Grievances Section 21.04 Compensation Grievances Section 21.05 Retroactive Adjustment Section 21.06 Fire and Police Departments Chapter 22.00 - Management Rights Section 22.01 Management Rights Chapter 23.00 - Savings Clause and Amendment Section 23.01 Savings Clause Section 23.02 Amendment 4 Page 42 42 43 44 44 45 46 46 46 46 46 47 47 47 48 48 48 48 49 49 49 49 50 50 50 52 52 53 53 53 53 54 55 55 10 BUFFALO GROVE P RSONNEL RULES. • CHAPTER 1 .00 GENERAL PROVISIONS Chapter 1.00 - General Provisions Sections: 1.01 Purpose of Rules 1.02 Positions Covered by the Rules 1.03 Administration of the Rules 1.04 Board of Fire and Police Commissioners 1.05 Departmental Regulations 1.06 Collective Bargaining Agreements 1.07 Construction of the Rules 1.01 - Purpose of Rules It is the purpose of these rules to set forth the principles and procedures which will be followed by the Village of Buffalo Grove in the administration of its personnel program. They are intended to establish an efficient, equitable, and functional system of personnel administration based on merit principles which govern appointment, promotion, transfer, layoff, dismissal, discipline, and other conditions of employment. This handbook does not imply nor express a contractual relationship between the Village and its employees. 1.02 - Positions Covered by the Rules These rules shall apply to all employees of the Village. The rules do not apply to the corporate authorities, the Village Manager, or other persons appointed, commissioned or contracted by the corporate authorities. 1.03 - Administration of the Rules The Village Manager shall be charged with the overall responsibility for the administration of these rules. 1.04 - Board of Fire and Police Commissioners The rules and regulations of the Board apply to all sworn employees of the police otherwise exempted by Village ordinance. conflict with those of the Board of Fire shall prevail. 1.05 - Departmental Regulations of Fire and Police Commissioners shall and fire departments in positions not Where the provisions of these rules and Police Commissioners, the latter These rules shall not be construed as limiting the power and authority of any department head to make departmental rules and regulations governing the conduct and performance of employees. Departmental rules and regulations shall not conflict with provisions of these rules, or the rules and regulations of the Board of Fire and Police Commissioners. Departmental rules shall be approved by the Village Manager and shall be published and a copy furnished each employee to whom they apply. Such rules and regulations, when approved, published, and distributed as herein provided, shall have the force and effect of rules of that department and disciplinary action may be based upon breach of any such rules and regulations. BUFFALO GROVE PERSONNEL RULES. CHAPTER 1.00 GENERAL PROVISIONS 1.06 Collective Bargaining Agreements These rules shall apply to all employees covered by a collective bargaining agreement. Where the provisions of these rules conflict with those of a collective bargaining agreement, the latter shall prevail. 1.07 Construction of the Rules In the construction of these rules, the following conventions will be observed and applied, except when the context clearly indicates otherwise. A. Words used in the present tense shall include the future; words used in the singular number shall include the plural number; and the plural, the singular. B. The word "shall" is mandatory and not discretionary. C. The word "may" is permissive. D. The words "he," "his," and "him," shall connote both masculine and feminine genders. 2 BUFFALO GROVE 9RSONNEL RULES., . • CHAPTER 2.00 DEFINITIONS 2.05 - Anniversary Date The annual anniversary of an employee's date of hire shall constitute an employee's anniversary date for merit pay increases and longevity pay. Thereafter, the effective date of involuntary demotion, promotion or return from a leave without pay longer than 90 days shall constitute the new anniversary date for merit pay purposes. 2.08 - Appointing Authority The officer, employee, or board having the power of appointment and removal of subordinate positions in any office, department, or division, or any person or group of persons having the power by virtue of ordinance or other lawfully delegated authority to make appointment to positions in the municipal service. 2.12 - Appointment The designation to a position in the municipal service of a person who has qualified for employment through an appropriate selection process. Chapter 2.00 - Definitions Sections: 2.05 Anniversary Date 2.08 Appointing Authority 2.12 Appointment 2.15 Board of Fire and Police Commissioners 2.18 Class 2.20 Classification 2.23 Class Series 2.24 Class Specification 2.25 Collective Bargaining Agreement 2.26 Controlled Substances 2.27 Corporate Authorities 2.29 Demotion 2.31 Department 2.33 Department Head 2.37 Emergency 2.39 Examination 2.41 Grievance 2.44 Immediate Family 2.48 Layoff 2.50 Original Employment Date 2.53 Permanent Employee 2.56 Position 2.59 Probationary Period 2.61 Promotion 2.65 Reclassification 2.67 Regular Employee 2.70 Transfer 2.90 Vacancy 2.95 Village Manager 2.05 - Anniversary Date The annual anniversary of an employee's date of hire shall constitute an employee's anniversary date for merit pay increases and longevity pay. Thereafter, the effective date of involuntary demotion, promotion or return from a leave without pay longer than 90 days shall constitute the new anniversary date for merit pay purposes. 2.08 - Appointing Authority The officer, employee, or board having the power of appointment and removal of subordinate positions in any office, department, or division, or any person or group of persons having the power by virtue of ordinance or other lawfully delegated authority to make appointment to positions in the municipal service. 2.12 - Appointment The designation to a position in the municipal service of a person who has qualified for employment through an appropriate selection process. C� f� BUFFALO GROVE PERSONNEL RULES. CHAPTER 2.00 DEFINITIONS 2.15 - Board of Fire and Police Commissioners The Board of Fire and Police Commissioners of the Village of Buffalo Grove, Illinois. 2.18 - Class One or more positions sufficiently similar in respect to assigned work duties and responsibilities that the same class title may be reasonably and fairly used to designate each position allocated to the class, that the same minimum education and work experience qualifications may be required, and the same salary range may apply with equity. 2.20 - Classification The original assignment of a position to an appropriate class on the basis of the kind, difficulty, and responsibility of work to be performed. 2.23 - Class Series The arrangement in sequence of classes that are alike in kind of work and responsibility, but not at the level of assigned work and responsibility. 2.24 - Class Specification A written statement of the characteristic duties, responsibilities, and qualification requirements that distinguish a specific class from other classes. 2.25 - Collective Bargaining Agreement A duly authorized contract between the corporate authorities and a recognized labor union concerning such issues as wages, hours and conditions of employment. 2.26 - Controlled Substances Any substance as defined and included in the schedules of Article II of the "Illinois Controlled Substances Act," and cannabis as defined in the "Illinois Cannabis Control Act." 2.27 - Corporate Authorities The President and Board of Trustees of the Village of Buffalo Grove, Illinois. 2.29 - Demotion The movement of an employee from a position in one class to a position in another class having a lower maximum salary rate. 2.31 - Department Any of the departments of the Village of Buffalo Grove, now or as hereafter established. 2.33 - Department Head The officially appointed head of any department. 4 0 BUFFALO GROVE P SONNEL RULES . • CHAPTER 2.00 DEFINITIONS 2.37 - Emergency A sudden and unforeseen happening that requires the unscheduled services of an employee to protect the health, welfare, and safety of the community. 2.39 - Examination The appraisal of persons by the use of measurements which indicate the possession of knowledge, skills, abilities, and general suitability for the position for which they are being evaluated. 2.41 - Grievance A grievance is a disagreement relating to working conditions, personnel rules and regulations, and working conditions or relationships between an employee and his supervisor or other employees. 2.44 - Immediate Family Husband, wife, son, son -in -law, daughter, daughter -in -law, mother, mother -in -law, father, father -in -law, brother, brother -in -law, sister, or sister -in -law of the employee, and grandparents of the employee or his spouse. 2.48 - Layoff The separation of an employee which has been made necessary by lack of work or funds or other reasons not related to fault, delinquency, or misconduct on the part of the employee. 2.50 - Original Employment Date The date an employee first reports to work following appointment to a position in the municipal service. 2.56 - Position A group of current duties and responsibilities assigned or delegated by competent authority, requiring the full -time, part -time, or temporary employment of one person. These three types of employment are described as follows: A. Full -Time: A position included in the adopted annual budget that is neither specified as part -time or temporary employment, nor limited for a period of less than the budget year; also any such position established during a given budget year unless the appointing authority certifies that such position will not be continued in the succeeding year's budget; the hours of work for which are not less than 1950 per year. B. Part -time: Employment in a position for work on a basis of less than a standard work day, work week, or duty tour which may be of a regular or intermittent nature, the hours of work for which are less than 1950 per year. C. Temporary: A position comprising duties which occur, terminate and recur seasonally, intermittently and according to the needs of a department; non - permanent employment lasting less than twelve (12) consecutive calendar months. 5 BUFFALO GROVE PERSON RULES 2.59 - Probationary Period CHAPTER 2.00 DEFINITIONS A trial period served as part of the selection process of regular employees. 2.61 - Promotion The movement of an employee from one position in one class to a position of another class having a higher maximum salary rate having been so qualified by an appropriate selection process. 2.65 - Reclassification The official determination by the Village Manager that a position be assigned to a class different from the one to which it was previously classified. 2.67 - Regular Employee An employee who has been appointed to a full -time position in accordance with these rules and who has successfully completed the probationary period. 2.70 - Transfer The movement of an employee from one department, division, or unit of the municipal government to another, from one position to another position of the same class, or to another class having the same maximum salary rate, involving the performance of similar duties and requiring essentially the same basic qualifications. 2.90 - Vacancy A duly created position which is not occupied and for which funds have been provided. 2.95 - Village Manager The Chief Administrative Officer of the Village of Buffalo Grove, Illinois, or his designee. I. BUFFALO GROVE P RSONNEL RULES-' CHAPTER 3.00 EQUAL EMPLOYMENT OPPORTUNITY Sections: 3.01 3.02 3.01 - Policy Chapter 3.00 - Equal Employment Opportunity Policy Responsibility It is the policy of the Village of Buffalo Grove that all personnel activities shall be conducted in a manner that will assure equal employment opportunity for all persons on the basis of merit, without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, disability or other non -merit factor. This policy shall extend to all personnel practices related to the employment process, promotions, demotion, transfer, lay -off, termination, compensation, benefits, training, and general treatment of employees. 3.02 - Responsibility The Director of Finance and General Services shall be charged with overall responsibility for the administration of equal employment opportunity and nondiscrimination policies of the Village. E BUFFALO GROVE PERSONNEL RULES. CHAPTER 4.00 APPLICATIONS AND APPLICANTS Chapter 4.00 - Applications and Applicants Sections: 4.01 Recruitment 4.02 Application Forms 4.03 Disqualification 4.04 Disqualification by 4.05 Examinations 4.01 - Recruitment Reason of Police Record Notice of employment opportunities in the municipal service shall be published by posting announcements on official bulletin boards, and in such other places as the Village Manager deems advisable, including, as appropriate, at least one newspaper in general circulation in Buffalo Grove, Illinois. Notice of all examinations for promotion shall be published by posting and other methods, but need not be published in any newspaper. The announcements shall specify the class title and salary range of the class for which the examination is announced; the nature of the work to be performed; the minimum qualifications required for the performance of the work of the class; the time, place, and manner of making application, the closing date for receiving applications; and other pertinent information. 4.02 - Application Forms All applications shall be made on forms prescribed by the Village Manager and shall be submitted on or prior to the closing date specified in the announcement. Applications shall require information concerning education, experience, and other pertinent information. All applications shall be signed and the truth of the statements contained therein certified by such signature. The appointing authority may require such proof of education, experience, and other claims as may be appropriate. 4.03 - Disqualification The Village Manager may refuse to examine an applicant, or, after examination, may disqualify such applicant, or may remove such person already appointed if the individual: A. Does not meet the preliminary requirements established for the pertinent class or does not otherwise demonstrate the qualifications for the job. B. Is currently engaged in the illegal use of a controlled substance or the excessive and untreated use of alcohol. C. Has made a false statement of material fact in his application. D. Has used or attempted to use political pressure or bribery to secure an advantage in the selection process. F. Has directly, or indirectly obtained information regarding the examination to which, as an applicant, he was not entitled. D 101 BUFFALO GROVE P SONNEL RULES• - CHAPTER 4.00 APPLICATIONS AND APPLICANTS G. Has failed to submit his application correctly or within the prescribed time limits. H. Has otherwise willfully violated the provisions of these rules. I. Has established an unsatisfactory employment or personnel record as evidenced by reference check of such a nature as to demonstrate unsuitability for employment. J. Has taken for another or allowed another to take for him all or part of any examination, or has been found cheating in any other way on an examination. Whenever an application is rejected, notice of such rejection shall be given to the applicant. Applications, whether accepted or rejected, shall not be returned. 4.04 - Disqualification by Reason of Police Record All applicants who have been convicted of a felony or. misdemeanor involving infamous or disgraceful conduct, or moral turpitude may have their applications rejected. 4.05 - Examinations Examinations shall relate to those matters which fairly test the aptitude and fitness of applicants for a position. Examinations may include written, oral, or work simulation tests; ratings of experience and training; post -offer physical examination; fingerprinting and background investigation; or any combination of these. IJ f BUFFALO GROVE PERSONNEL RULES. CHAPTER 5.00 APPOINTMENTS Chapter 5.00 - Appointments Sections: 5.01 Appointments 5.02 Transfer 5.03 Appointment Forms 5.01 - Appointments A. Regular, Part -time, and Temporary Positions: Appointments to fill vacancies in regular, part -time, and temporary positions shall be made in accordance with Chapter 4.00 of these rules. Upon being notified of a promotion, the relinquishing department may delay the promotion until the beginning of a pay period but not to exceed three (3) weeks. B. Emergency Appointments: In the case of an emergency which could not have been foreseen, such as but not limited to a flood, tornado, or blizzard, which requires the immediate employment of one or more persons to prevent serious impairment of the public business and for which it is not practicable to secure the needed person or persons in accordance with Chapter 4.00 of these rules in time to meet the emergency, an appointing authority may appoint any qualified person during such emergency for a period not exceeding thirty (30) days. The Village Manager shall determine whether an emergency actually exists, and his decision shall be final. In no case shall successive emergency appointments be made. 5.02 - Transfer A position may be filled by transferring an employee from a class or similar class with essentially the same basic qual the same maximum salary rate. Inter - departmental transfers the requisitioning department, and employee concerned. department may delay the transfer until the beginning of a for a period in excess of three (3) weeks. position of the same fications and having must be approved by The relinquishing pay period, but not 5.03 - Appointment Forms No duly appointed employee shall be placed on the payroll until Advice of Status and other required forms have been properly completed and approved by the Village Manager. 10 0 BUFFALO GROVE PE SONNEL RULES- CHAPTER 6.00 PROBATIONARY PERIOD Chapter 6.00 - Probationary Period Sections: 6.01 Purpose 6.02 Duration 6.03 Rating of Probationary Period 6.04 Termination During Original Probationary Period 6.05 Demotion During Probationary Period 6.06 Extension 6.01 - Purpose The probationary period shall be an integral part of the examination process and shall be utilized as an opportunity to observe an employee's work, to train and aid the employee in adjustment to his position, and to reject any employee whose work performance fails to meet required work standards. 6.02 - Duration All original and promotional appointments shall be probationary period of one (1) year from the date sworn appointees to the Fire and Police Departments period of eighteen (18) months. 6.03 - Rating of Probationary Period tentative and subject to a of appointment. Original shall be on probation for a Supervisors shall observe the employee's work performance and shall counsel a probationary employee whose work performance is marginal or inadequate. Prior to the expiration of the employee's probationary period, the appointing authority shall notify the Village Manager whether the employee will be continued in the position. 6.04 - Termination During Original Probationary Period During the probationary period, the employee may be dismissed if the appointing authority determines that the employee has failed to demonstrate the ability and qualifications necessary to furnish satisfactory service. Dismissal during the probationary period shall not be a subject of the grievance procedure. 6.05 - Demotion During Probationary Period Promotional appointees who exhibit inadequate performance shall be demoted to a position in the class held prior to the promotional appointment. The department head shall notify the Village Manager of his intentions to demote an employee as provided in this section. If approved, the employee shall be notified in writing not less than five (5) working days prior to the effective date of demotion. 6.06 - Extension With the approval of the Village Manager, an appointing authority may extend the probationary period to a maximum of eighteen (18) months if unusual or extenuating circumstances exist. 11 BUFFALO GROVE PERSONNEL RULES. CHAPTER 7.00 POSITION CLASSIFICATION Chapter 7.00 - Position Classification Sections: 7.01 The Classification Plan 7.02 Purpose of the Classification Plan 7.03 Administration of the Classification Plan 7.04 Classification of Positions 7.05 Effect of Classification Changes on Incumbent 7.06 Class Specifications 7.07 Use in Selection Process 7.08 Use of Class Titles 7.01 - The Classification Plan A position classification plan, based upon and graded according to nature of work, principal duties and responsibilities, and knowledges, abilities, and skills required by the work, shall be developed and maintained by the Village Manager. With the approval of the Corporate Authorities, classes may be established, combined, or abolished. The position classification plan shall include: A. An outline of classes of positions in the municipal service arranged in appropriate occupational groups. B. Class specifications in such form as prescribed by the Village Manager and approved by the Corporate Authorities. 7.02 - Purpose of the Classification Plan A. To provide like pay for like work. B. To establish educational and work experience qualifications for recruiting, testing, and other selection purposes. C. To provide appointing authorities with a means of analyzing work distribution, areas of responsibility, lines of authority, and other relevant relationships between individual and groups of positions. D. To assist appointing authorities in determining personal service costs and projections for annual budget requirements. E. To provide a basis for developing standards of work performance. F. To establish lines of promotional opportunity. G. To indicate employee training needs and development potentials. H. To provide uniform and meaningful titles for all positions. I. To provide the fundamental basis of the compensation program and other aspects of the personnel program. 12 BUFFALO GROVE P SONNEL RULES, CHAPTER 7.00 POSITION CLASSIFICATION 7.03 - Administration of the Classification Plan The Village Manager shall require position classification studies at such times as he deems necessary to ensure the proper classification of existing or proposed positions in the municipal service. If the Village Manager determines that classes should be established, combined or abolished, he may so amend the classification plan subject to approval of the Corporate Authorities. Revisions of class specifications required to accurately reflect the nature of work or principal duties and responsibilities of classes may be made without approval of the Corporate Authorities, provided, however, that such revisions shall not change the number of classes, or the maximum rate of pay of a class. 7.04 - Classification of Positions A. Each position in the municipal service, except those exempted from these rules by Section 1.02, shall be classified at the direction of the Village Manager. Positions shall be assigned to a specific class when: 1 . The same descriptive title may be used to .designate each position in the class; and 2. The same kinds and levels of education, experience, knowledge, ability, skill and other qualifications may be required of incumbents; and 3. Similar tests of fitness may be used to examine applicants; and 4. The same range of compensation will apply equally under substantially the same employment conditions. B. All classes of positions involving the same character of work but differing as to level of difficulty and responsibility may be assembled into a class series of two (2) or more levels. C. Compensation or present pay range shall not be a factor in determining the classification of any position or the standing of any incumbent. D. In allocating any position to a class, the specification for the class shall be considered as a whole. Consideration shall be given to the general duties, specific tasks, responsibilities, required educational and experience qualifications for such positions, and the relationship thereof to other classes. The examples of duties set forth in such class specification shall not be construed as all inclusive or restrictive, and an example of a typical task or a combination of two or more examples of work performed shall not be taken, without relation to all parts of the specification, as determining that a position should be included within a class. E. No employee whose position has been allocated to its appropriate class shall be assigned or required to perform duties generally performed by persons holding positions in other classes, except in case of emergency or training, or for other limited periods of time. In no case shall the time period exceed four (4) consecutive weeks without specific 13 BUFFALO GROVE PERSONNEL RULES CHAPTER 7.00 POSITION CLASSIFICATION authorization by the Village Manager; and provided, further, the clause in each class specification "performs related work as required" shall be liberally construed. F. Department heads shall report any organization or program changes which will significantly alter or effect changes in existing classes or classes proposed to be established to the Village Manager. When any department head requests the establishment of new or additional classes, or a change in the classification of an existing position, the request shall be submitted in writing along with a statement of work duties, responsibilities, and qualifications of the position, and such other documentation as may be necessary to evaluate the request. 7.05 - Effect of Classification Changes on Incumbent A. Whenever the title of a class is changed without a change in duties and responsibilities, the incumbent shall have the same status in the re- titled class as he had in the former class. B. When a position is reclassified to a class with a. higher maximum salary rate, the Village Manager may provide the incumbent of the position the same status in the new class as he had in the former class, only if he finds: 1. That the reason for the reclassification of the position is the accretion of new duties and responsibilities over a period of six (6) months or more immediately preceding the effective date of said reclassification; and 2. That such accretion of duties has taken place during the incumbency of the present incumbent in said position; and 3. That the added duties and responsibilities upon which the reclassification is based could not reasonably have been assigned to any other position; and 4. That the employee occupying a position which has been reclassified shall continue in the position only if he possesses the qualifications of training and experience required for such classification. C. Whenever a position is reclassified from one class to a higher class and the conditions in subparagraph B above are not met, the incumbent shall not continue in the position. D. When a position is assigned to a class different from the one to which it was previously classified, the pay status of the incumbent shall be changed in accordance with the provisions of these rules governing transfers, promotions, and demotions. 7.06 - Class Specifications A. Official Position Classification Plan. The Village Clerk and the Village Manager shall maintain a master set of approved class specifications. Such class specifications shall constitute the 14 BUFFALO GROVE PE SONNEL RULES-* CHAPTER 7.00 POSITION CLAS IFICATION official position classification plan.. The Village Manager shall provide each department head and appointing authority with a current position classification plan. The position classification plan shall be open for inspection by employees, interested individuals, and the public under reasonable conditions during regular business hours. B. Nature of Specifications. Class specifications are descriptive and not restrictive. They are intended to indicate the kinds of positions that are to be assigned to the respective classes as determined by their duties and responsibilities and shall not be held to exclude those duties and responsibilities which are not specifically mentioned, but are similar as to kind and level. C. Implied Qualifications: Qualifications commonly required of all incumbents of positions of different classes, such as honesty, sobriety and industry, shall be deemed to be implied as qualification requirements for each class, even though they are not specifically mentioned in the class specification. D. Interpretation of Class Specifications: In determining the class to which any position shall be assigned, the class specification for each class shall be considered as a whole. The class specifications are intended to indicate the kinds of positions that are assigned to the classes, as determined by their assigned duties, responsibilities, and specific tasks, and are not to be construed as declaring what the duties or responsibilities of any position may be or as limiting or modifying the power of any department head to assign, direct, and control the work of employees under his supervision. As to the particular parts of the class specifications the following principles shall apply: 1. Class Title: The class title is a brief and descriptive designation of the type of work performed. When there is more than one class in an occupational series, numerals are used in the title to designate the level of the class. The Roman Numeral I is always indicative of the entry position in a class series. 2. Nature of Work: This section is a general description of the work with emphasis on those basic factors which distinguish the class from other classes. Included are such factors as supervision received and exercised, responsibility and difficulty, hazards, and the way in which the work is assigned and results are reviewed. Because this section evaluates the class in terms of relative difficulty and responsibility and thereby establishes the level of the class, it is the section which is most important in determining the class in which a particular position belongs. 3. Illustrative Examples of Work: This section is intended to enable the reader to obtain a more complete concept of the actual work performed in positions assigned to this class. The list is descriptive, but not limiting. It is not intended to describe all work performed in all positions in the class, nor do all examples apply to all positions assigned to the class. It is conceivable in the more populated classes, that only one portion of one work example would apply to a given position. The performance of one 15 BUFFALO GROVE PERSONNEL RULES • CHAPTER 7.00 POSITION ` CLASSIFICATION or several duties listed as examples of work for a particular class should not be considered as conclusive evidence that the position belongs in the class. A position is assigned to a class only when it meets the criteria defined and set out by the specification as a whole. 4. Requirements of Work: This section includes a statement of knowledges, abilities, and skills considered as requisite to successful performance of the work of the class, and the education and experience which ordinarily would be expected to provide an employee with the required knowledges, abilities, and skills. It should be noted that the statement of education and experience is intended to include any equivalent combination of training and experience in order to allow admission of all qualified applicants to the selection process. 5. Necessary Special Requirements: This section is used in a few classes where requirements limit practice of a profession or occupation to persons who possess a specific license or certificate issued by an agency of licensure. It also is used to enumerate other practical requirements or specific prerequisites which must be met by applicants before otherwise qualifying for positions in the class. 7.07 - Use in Selection Process The specification for any class as interpreted herein, shall constitute the basis and source of authority for the recruitment and for the tests to be included in examination for the class and for the evaluation of the qualifications of candidates. 7.08 - Use of Class Titles The class title shall be the official title of every position assigned to the class for the purpose of personnel actions and shall be used on all payrolls, budget estimates, and official records. Administrative titles or other working titles authorized by a department head may be used to designate any position for purposes of internal communication or in oral or written contacts with the public. 16 BUFFALO GROVE PERSONNEL RULES' • CHAPTER 8.00 COMPENSATION The Corporate Authorities shall establish pay ranges for employees under the jurisdiction of the Village Manager. 8.02 - The Pay Plan The pay plan for the municipal service shall consist of: A. A schedule of rates of pay, or steps, each of which represents approximately a one percent increase over the preceding step, numbered consecutively from lowest to highest. B. A list of classes by occupational group, with the numbers and amounts of the minimum and maximum rates of pay shown for each class. The pay range for each class shall be designated by the numbers of the minimum and maximum rates of pay corresponding to the schedule in subparagraph A above, and shall consist of these amounts and all intervening rates of pay. 8.03 - Standards for Determination of Pay Ranges Pay ranges shall be directly related to the position classification plan and shall be determined with due consideration to the relative difficulty and responsibility of work in the several classes, the recruiting experience of the Village, prevailing rates of pay for similar employment in private and other public jurisdictions in the area, employee turnover, cost of living factors, and the financial policies and economic condition of the Village. The minimum and maximum rates of pay established shall be those which most nearly reflect these factors. 8.04 - Amendment of the Compensation Plan Prior to the preparation of each annual budget, as well as at other times, the Village Manager shall make such comparative salary studies as he deems necessary, or is instructed by the Corporate Authorities to make, concerning factors affecting the levels of salaries in the municipal service. On the basis of the 17 Chapter 8.00 - Compensation Sections: 8.01 Authority to Establish Salaries 8.02 The Pay Plan 8.03 Standards for Determination of Pay Ranges 8.04 Amendment of the Compensation Plan 8.05 Total Remuneration 8.06 Dual Employment Prohibited 8.07 Equivalent Compensation 8.08 Beginning Salary 8.09 Salary Advancements 8.10 Pay Rate Adjustments 8.11 Temporary Assignment to Higher Level Position 8.12 Overtime 8.13 Call Back Pay 8.14 Pay Periods - Pay Days 8.15 Longevity Pay 8.01 - Authority to Establish Salaries The Corporate Authorities shall establish pay ranges for employees under the jurisdiction of the Village Manager. 8.02 - The Pay Plan The pay plan for the municipal service shall consist of: A. A schedule of rates of pay, or steps, each of which represents approximately a one percent increase over the preceding step, numbered consecutively from lowest to highest. B. A list of classes by occupational group, with the numbers and amounts of the minimum and maximum rates of pay shown for each class. The pay range for each class shall be designated by the numbers of the minimum and maximum rates of pay corresponding to the schedule in subparagraph A above, and shall consist of these amounts and all intervening rates of pay. 8.03 - Standards for Determination of Pay Ranges Pay ranges shall be directly related to the position classification plan and shall be determined with due consideration to the relative difficulty and responsibility of work in the several classes, the recruiting experience of the Village, prevailing rates of pay for similar employment in private and other public jurisdictions in the area, employee turnover, cost of living factors, and the financial policies and economic condition of the Village. The minimum and maximum rates of pay established shall be those which most nearly reflect these factors. 8.04 - Amendment of the Compensation Plan Prior to the preparation of each annual budget, as well as at other times, the Village Manager shall make such comparative salary studies as he deems necessary, or is instructed by the Corporate Authorities to make, concerning factors affecting the levels of salaries in the municipal service. On the basis of the 17 BUFFALO GROVE PERSONNEL RULES. CHAPTER 83 COMPENSATION information derived from such salary studies, the Village Manager shall recommend to the Corporate Authorities such changes in the pay plan pertinent to the fairness and adequacy of the overall compensation program. Recommendations made by the Village Manager for the amendment of the pay plan shall be submitted to the Corporate Authorities. When approved by the Corporate Authorities, these amendments shall become part of the pay plan and shall become the official salary schedule applicable to the respective classes of positions as emunerated therein, and shall be used by all departments in connection with all payrolls, budget estimates, and official records and reports relating to positions in the municipal service. 8.05 - Total Remuneration A. Any salary rate established for an employee shall be the total remuneration for the employee, exclusive of overtime, special duty pay, or other authorized allowances. Except as otherwise provided, no employee shall receive pay from the Village in addition to the salary authorized by the pay plan for services rendered by him, either in the discharge of his ordinary duties or any additional duties which he may undertake or volunteer to perform. B. In any case in which part of the compensation for services in a Village position exclusive of overtime services, is paid by another department, division, or an outside agency such as the county, state, or the federal government, or from a different fund or account, any such payments shall be deducted from the compensation of the employee concerned, to the end that the total compensation paid to any employee from all sources combined for any period, shall not exceed the amount payable at the rate prescribed for the class of position to which the employee is assigned. 8.06 - Dual Employment Prohibited No regular employee holding a position in the municipal service shall be eligible for employment in any additional full -time position in the municipal service. A regular or part -time employee may be employed in an additional part -time position if approved by the appointing authorities involved and the Village Manager. 8.07 - Equivalent Compensation Part -time or temporary employees shall be compensated on the basis of the equivalent hourly rate paid for full -time employment and shall be paid for only those hours actually worked. 8.08 - Beginning Salary A. The minimum rate of pay for a class shall be the rate paid upon original appointment. Original appointment above the minimum rate may be approved by the Village Manager, but only if necessary to fill a vacancy despite vigorous recruitment efforts, or in recognition of outstanding qualifications. 18 BUFFALO GROVE PE SONNEL RULES • CHAPTER 8.00 COMPENSATION B. When any employee is reemployed, the Village Manager may authorize appointment at a salary step in the range for the class corresponding to that which the employee had been receiving upon termination of his previous service. 8.09 - Salary Advancements General pay increases may be granted by the Corporate Authorities to all employees when required to compensate for changes in economic conditions. All other salary advancements shall be in accordance with the provisions of these rules governing performance evaluation. 8.10 - Pay Rate Adjustments The following personnel actions shall affect the pay status of an employee in the manner provided: A. Transfer. When an employee is transferred between departments and divisions of the municipal government or between classes with the same maximum salary rate, the salary rate of the employee will remain unchanged unless the current rate is below the minimum pay rate established for the class to which the employee is transferring. The employee's anniversary date for merit pay increases shall remain unchanged. B. Promotion. When an employee is promoted from a position in one class to a position in another class having a higher maximum salary rate, the salary rate of the promoted employee shall be increased to the new minimum or to that step within the new pay range which provides a five (5) step increase, whichever is greater. The employee's anniversary date for merit pay increases shall be changed to the effective date of promotion. C. Demotion - Involuntary. When an employee is involuntarily demoted for disciplinary reasons from a position in one class to a position in a class having a lower maximum salary rate, the salary rate of the employee shall be reduced to the maximum of the new class or by five (5) steps whichever is greater. The employee's anniversary date for merit pay increases shall be changed to the effective date of demotion. D. Demotion - Voluntary. When an employee is voluntarily demoted from a position in one class to a position in a class having a lower maximum salary rate, the employee's salary rate shall be reduced, if necessary, to place it in the pay range assigned to the lower class. The employee's anniversary date for merit pay increases shall remain unchanged. 8.11 - Temporary Assignment to Higher Level Position A temporary salary rate increase may be authorized by the Village Manager for employees assigned to perform the duties of a position in a class with a higher maximum salary rate where such assignment exceeds four (4) consecutive weeks. 19 BUFFALO GROVE PERSONNEL RULES L)l CHAPTER 8.00 COMPENSATION If authorized, the salary rate of the employee shall be increased to the minimum of the range of the higher class or by five (5) steps, whichever is greater, effective the fifth consecutive week of assignment. The increase shall not be retroactive and shall expire upon termination of the assignment. If an employee becomes eligible for a merit increase during the temporary assignment, any merit pay increase shall be based on the employee's previous salary rate, exclusive of any temporary salary rate increase authorized under this Section. 8.12 - Overtime A. Eligibility. All regular employees shall be eligible for overtime compensation. Compensation for overtime may be in the form of premium pay or compensatory time off. The Village Manager shall designate the form of overtime compensation available to each class of work in the municipal service, consistent with the Fair Labor Standards Act of 1938, as amended. B. Overtime Hours. Overtime hours shall be computed and paid in increments of one quarter of an hour. Overtime amounts of seven (7) minutes or less in a fifteen (15) minute period shall not be compensable. Overtime amounts of eight (8) minutes or more in a fifteen (15) minute period shall be counted and paid as fifteen (15) minutes of overtime. C. Scheduling. Overtime shall be offered fairly to all employees. Overtime scheduling in all departments must be approved in writing by the Village Manager prior to overtime work, except in case of emergency. D. Premium Pay. Employees in classes eligible for premium pay shall be compensated at the rate of one and one -half (1 Z) times the equivalent hourly rate of the employee for overtime hours worked. Hours worked on a holiday observed by the Village shall be compensated at the rate of two (2) times the equivalent hourly rate of the employee for hours worked, except as otherwise provided by Section 11.02 of these rules. E. Compensatory Time. Employees exempt from the Fair Labor Standards Act of 1938, as amended, shall be awarded compensatory time off on an hour per hour basis for overtime hours worked. Accrual of compensatory time is permitted, but there shall be no compensation paid for compensatory time earned but not taken. Use of compensatory time must be approved by the department head or Village Manager. Use of compensatory time shall not be approved if absence from work will cause impairment to the performance of the department or Village. 8.13 - Call Back Pay Compensation for employees called back to work on a regularly scheduled work day, or called in prior to the normal reporting time on a regularly scheduled work day, or called to work on a non - scheduled work day, shall be in accordance with departmental rules and regulations. Where such rules and regulations do not exist, the overtime provisions of these rules shall apply. W 1 BUFFALO GROVE PERSONNEL RULES " 8.14 - Pay Periods - Pay Days 10 CHAPTER 8.00 COMPENSATION Pay days shall be on a bi- weekly schedule with pay day on the Thursday after completion of the pay period. Pay periods shall run from Monday through the second Sunday following. 8.15 - Longevity Pay All regular employees shall be eligible for longevity pay beginning with the fifth anniversary of their original employment date. Longevity awards will be presented on the employee's anniversary date according to the following schedule. Pay amounts are subject to deductions: Years of Service 5 through 9 10 through 14 15 through 19 20 or more 21 Longevity Award $200 $300 $400 $500 BUFFALO GROVE PERSONNEL RULES. CHAPTER 9.00 PERFORMANCE EVALU TION Chapter 9.00 - Performance Evaluation Sections: 9.01 Responsibilities 9.02 Employee Performance Evaluations 9.01 - Responsibilities A. The Village Manager shall develop and maintain a performance evaluation program for the purposes of evaluating individual work performance, identifying training needs and employee development opportunities, and for improving the efficiency and productivity of the municipal service. He shall develop systems and procedures for performance evaluation subject to approval of the Corporate Authorities. Once approved, these systems and procedures shall be published separately and shall have the force and effect of these rules. B. Each department head or supervisor who conducts or reviews an evaluation shall be responsible for its quality, consistency, and equity. C. No public disclosure of an employee's performance evaluation record shall be made without the permission of the employee and the Village Manager. Such record shall be made available upon request to the employee; to an appointing authority when needed in connection with a potential action for promotion, transfer, demotion, or dismissal of the employee; or to other persons when required by a legal procedure or if requested by a government agency as part of a criminal investigation or grievance or complaint procedure. 9.02 - Employee Performance Evaluations A. Probationary Employees. 1. Original appointees. Original appointees shall be evaluated upon the completion of six (6) and twelve (12) months of service. Original appointees must obtain an evaluation of "Meets Job Standards" or better to be granted regular employee status. Failure to obtain such an evaluation shall result in dismissal or extension of the probationary period as provided in Chapter 6.00. An original appointee shall not be eligible for a merit pay increase until the completion of twelve (12) months of service. 2. Promotional appointees. Promotional appointees shall be evaluated: a. as of the effective date of promotion; b, upon the completion of six (6) months of service; and C. twelve (12) months of service in their new position. The first evaluation shall be based on the employee's performance in the position held prior to promotion. Any merit pay increase for which the employee may qualify shall be prorated on the basis of one - twelfth (1/12) of the annual merit increase earned times 22 0 BUFFALO GROVE PERSONNEL RULES'' CHAPTER 9.00 PERFORMANCE EVALUATION each full month of service in the period of evaluation. Merit pay increases computed under this section shall be rounded upward to the nearest whole percent, and shall be awarded prior to making those pay rate adjustments provided in Section 8.10(8). Failure of a promotional appointee to obtain an evaluation of "Meets Job Standards" or better upon the completion of six (6) or twelve (12) months of service shall result in the demotion of the employee to a position in the class held prior to the promotional appointment. The salary rate of any employee demoted under this section shall be reduced to the salary rate held prior to pay rate adjustments provided in Section 8.10(B). Demotion under this section shall not change the anniversary date resulting from promotion. B. Regular Employees. The performance of all regular employees shall be evaluated annually using the systems and procedures used by the Village. C. Part -time Employees. The performance of all part -time employees required to maintain regularly scheduled work hours shall be evaluated annually using the systems and procedures used by the Village. D. Temporary Employees. Temporary employees are not covered by the Village's performance evaluation program. Temporary employees who are reemployed on a seasonal basis may be awarded up to a five (5) step increase at the discretion of the appointing authority; provided, however, that temporary employees shall not be eligible for more than one (1) salary increase in a twelve (12) month period. 23 BUFFALO GROVE PERSONN L RULES. CHAPTER 10.00 HOURS OF WORK AND ATTENDANCE Chapter 10.00 - Hours of Work and Attendance Sections: 10.01 Hours of Work 10.02 Work Schedules 10.03 Attendance 10.01 - Hours of Work Regular working hours for full -time employees shall be forty (40) hours in seven consecutive days from Monday through the Sunday following, except as noted below: A. Regular working hours for clerical and secretarial employees shall be thirty -seven and one -half (371) hours in seven consecutive days from Monday through the Sunday following. B. Regular working hours for fire protection personnel covered by the Fair Labor Standards Act of 1938, as amended, shall be two - hundred and twelve (212) hours in a twenty -eight (28) day work period. C. Regular working hours for law enforcement personnel covered by the Fair Labor Standards Act of 1938, as amended, shall be one - hundred seventy -one (171) hours in a twenty -eight (28) day work period 10.02 - Work Schedules Work schedules shall be determined by department heads for employees under their jurisdiction, subject to the approval of the Village Manager. Department heads shall arrange work schedules to meet the needs of the municipal service, provided that all work schedules for full -time employees shall not be less than the required work week. 10.03 - Attendance Regular and punctual attendance at work shall be required of all employees. Employees who fail to observe attendance requirements and procedures for recording and reporting of attendance shall be subject to disciplinary action. 24 BUFFALO GROVE V PERSONNEL RULES CHAPTER Chapter 11.00 - Holidays Sections: 11.01 Holiday Observance 11.02 Holiday Compensation 11.01 - Holiday Observances 11.00 HOLIDAYS A. The Village shall observe the following holidays annually: New Year's Day President's Day Memorial Day Independence Day Labor Day Thanksgiving Day after Thanksgiving Christmas Eve Day Christmas Day Floating Holiday B. If Christmas Eve is on a Saturday, employees will be given off Friday as well as Monday; if Christmas Eve falls on Sunday, employees will be given off Monday and Tuesday. C. One floating holiday will be awarded each regular employee in each calendar year. The floating holiday may be taken as one full day off or two half days off. The floating holiday is noncumulative and must be observed during the year in which it is awarded. Employees must complete six (6) months of service before being entitled to a floating holiday. Scheduling of the floating holiday shall be at the employee's discretion, subject to approval of the department head. D. When a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed. E. Other holidays may be designated at the discretion of the Village Manager. 11.02 - Holiday Compensation A. Regular and Part -time Employees. All regular employees and part -time employees who are required to maintain regularly scheduled office hours shall receive their normal compensation for holidays. If a regular employee is required to work on a holiday, he shall be compensated according to the overtime provisions of these rules. B. Temporary and Seasonal Employees. Temporary and seasonal employees shall receive time off without pay for holidays. If a temporary or seasonal employee is required to work on a holiday, he shall be compensated for hours worked at his normal rate of pay. C. Fire and Police. Holiday compensation for fire and police personnel assigned to shift duty shall be in accordance with rules and regulations of the respective departments. 25 BUFFALO GROVE PERSON© RULES CHAPTER 12.00 VACATION LEAVE Chapter 12.00 - Vacation Leave Sections: 12.01 Amount 12.02 Accrual 12.03 Scheduling 12.04 Payment on Separation 12.05 Holidays Occurring During Vacation Period 12.01 - Amount A. 0 Each regular employee shall receive vacation leave credit according to the following schedule: 1st partial year and 1st full calendar year of service: vacation C. Part -time employees who are required to maintain regularly scheduled office hours shall be entitled to annual vacation leave in an amount equal to the average number of budgeted hours worked in a week. 26 after 1 month 1.0 day after 2 months 2.0 days after 3 months 2.5 days after 4 months 3.5 days after 5 months 4.5 days after 6 months 5.0 days after 7 months 6.0 days after 8 months 7.0 days after 9 months 7.5 days after 10 months 8.5 days after 11 months 9.5 days after 12 months 10.0 days 2nd full calendar year of service: 11.0 days 3rd full calendar year of service: 12.0 days 4th full calendar year of service: 13.0 days 5th full calendar year of service: 14.0 days 6th - 10th full calendar years of service: 15.0 days 11th - 14th full calendar years of service: 17.0 days 15th - 19th full calendar years of service: 20.0 days 20th (and after) full calendar years of service: 22.0 days Sworn fire personnel assigned to shift duty shall receive leave credit according to the following schedule: 1st partial year and 1st full calendar year of service: after 2 months 1 shift after 4 months 2 shifts after 6 months 3 shifts after 9 months 4 shifts after 12 months 5 shifts 2nd full calendar year of service: 6 shifts 3rd full calendar year of service: 6 shifts 4th full calendar year of service: 7 shifts 5th full calendar year of service: 7 shifts 6th -10th full calendar years of service: 8 shifts 11th - 14th full calendar years of service: 9 shifts 15th - 19th full calendar years of service: 10 shifts 20th (and after) full calendar years of service: 11 shifts vacation C. Part -time employees who are required to maintain regularly scheduled office hours shall be entitled to annual vacation leave in an amount equal to the average number of budgeted hours worked in a week. 26 0 BUFFALO GROVE PERSONNEL RULES' CHAPTER 12.00 VACATION LEAVE D. The following positions shall be awarded five (5) additional days of vacation leave credit each calendar. year: Assistant Village Manager Department Heads Superintendent of Public Works Operations Village Engineer Village Planner E. The following positions shall be awarded three (3) additional days of vacation leave credit each calendar year: Deputy Building Commissioner Deputy Fire Chief Deputy Police Chief Golf Course Superintendent Deputy Fire Marshal Administrative Assistant 12.02 - Accrual Employees shall accrue paid vacation credits on a monthly basis. Vacation leave shall be credited in advance to the employee at the beginning of each calendar year, effective with the second calendar year of service. Employees must complete six (6) months of service before being entitled to take vacation leave. Unless approved by the Village Manager, vacation leave may not be accrued from one calendar year to another. Vacation leave carried over to the next calendar year must be used before the end of that year. Employees shall not be compensated for vacation leave earned but not taken, except as provided in Section 12.04. Vacation leave shall not be accrued while on leave of absence without pay. 12.03 - Scheduling Vacation leave schedules shall be approved by department heads. Seniority of employees shall be considered in approval of vacation requests. 12.04 - Payment on Separation Regular employees leaving the municipal service shall be compensated for vacation leave earned and unused to the date of separation or resignation. Annual vacation leave entitlements at time of separation or resignation shall be prorated based on the number of full months worked in the current calendar year. Vacation leave taken in excess of that earned will be deducted from the employee's final pay check. In the event of separation due to death of the employee, compensation shall be made to the employee's beneficiary. 12.05 - Holidays Occurring During Vacation Period Any official holiday as set forth in these rules which may occur during an employee's scheduled vacation period, shall not be counted as a day of vacation. 27 BUFFALO GROVE PERSONNEL RULES llw� CHAPTER 13.00 SICK I FA \/F Chapter 13.00 - Sick Leave Sections: 13.01 Amount 13.02 When Taken 13.03 Accrual 13.04 Major Illness Leave Credit 13.05 Donating Accrued Sick Leave 13.06 Medical Certificate 13.07 Light Duty 13.01 - Amount Each regular employee in the municipal service shall earn ten (10) days of sick leave with pay credit annually. Sworn fire personnel assigned to shift duty shall earn five (5) shifts of sick leave with pay credit annually. Regular employees shall accrue sick leave at the rate of five - sixths (5/6) of a day for each full month of employment. Sworn fire personnel assigned to shift duty shall accrue sick leave according to the following schedule: after 2 months of service, 1 shift; after 4 months, 2 shifts; after 6 months, 3 shifts; after 9 months, 4 shifts; after 12 months, 5 shifts. Sick leave shall be credited in advance to the employee at the beginning of each calendar year, effective with the second calendar year of employment. Sick leave shall not be accrued while on leave of absence without pay. 13.02 - When Taken Sick leave with pay will be granted for absence from duty because of actual personal illness, disabilities caused or contributed to by pregnancy, miscarriage, childbirth, or recovery therefrom, noncompensable bodily injury or disease, exposure to contagious disease, to care for an ill or injured member of the employee's immediate family, or to keep a doctor's or dentist's appointment. Sick leave shall not be granted in cases where regular or disability retirement has been approved, or for absence due to injuries resulting from employment in a position other than that held in the municipal service. Employees injured or sustaining a serious health condition in the course of other employment shall be eligible for leave of absence without pay. When an employee finds it necessary to be absent for any of the reasons specified herein, he shall report the facts to his supervisor. An employee whose work requires a substitute for a particular shift assignment is required to give such notification two (2) hours in advance of his scheduled starting time. All other employees shall notify their supervisor within thirty (30) minutes of their scheduled work day or duty tour. An employee is responsible for making a daily report thereafter for the duration of the illness or injury. A medical certificate may be required by the department head for any absence. Failure to comply with the provisions of this Section shall result in denial of sick leave. Three consecutive days absence without notice shall result in dismissal. W V BUFFALO GROVE PERSONNEL RULES' CHAPTE 13.00 SICK LEAVE 13.03 - Accrued Sick Leave Regular employees may accrue sick leave to a maximum of one thousand (1 ,000) hours. Sworn fire personnel assigned to shift duty may accumulate sick leave to a maximum of sixty two and one half (62.5) shifts. Accrued sick leave is calculated to be the number of hours credited to the employee on January 1, 1987 and that amount accrued thereafter. Retiring and terminating employees who have completed 20 or more years of service, at least 10 years of which have been continuous, will be compensated at their regular rate of pay twenty five percent (25 %) of their accrued sick leave. 13.04 Major Illness Leave Credit Employees, with less than 560 hours of accrued sick leave credit, suffering a major illness or injury, which for these purposes shall mean any physical or mental conditions requiring a minimum of twelve (12) consecutive days for recuperation as documented by a physician, shall be eligible for up to 240 hours of leave after their accrued sick leave credit is exhausted. The amount of major illness leave credit added to accrued sick leave credit shall not cause that total to exceed 560 hours within a twelve month period as measured from the date of when the employee's first major illness leave begins. Sworn fire personnel assigned to shift duty, with less than thirty five (35) shifts suffering a major illness or injury as defined above, shall be eligible for up to fifteen (15) shifts of leave after their accrued sick leave credit is exhausted. The amount of major illness leave credit added to accrued sick leave credit shall not cause that total to exceed thirty five (35) shifts. 13.05 Donating Accrued Sick Leave An employee may be allowed to donate some of his /her own sick leave to another employee who has exhausted all sick and major illness leave credit. An employee may receive no more than sixty (60) donated sick leave days during the employee's tenure of employment and shall be allowed to use donated leave solely for the employee's own personal illness or serious health condition. The number of donated hours shall be determined by the benefacting employee whose accrued sick leave shall be reduced accordingly. Unused donated sick leave may not be returned to the donor. 13.06 - Medical Certificate A medical certificate required by a department head shall consist of a written statement by a qualified physician indicating: A. The employee has been examined by the physician during the period of absence. B. The symptoms observed or measured by the physician. C. The stated diagnosis and medication and /or treatment prescribed. D. The dates on which the employee is expected to be physically incapacitated from work. W, BUFFALO GROVE PERSONNEL RULES 'CHAPTER 13.00 SICK LEAVE 13.07 Temporary Light Duty A regular employee who is eligible for sick leave or occupational injury leave may be required or volunteer to return to work for an available temporary light duty assignment. Light duty work shall be determined by the department head in consultation with the employee and the employee's physician. An employee on light duty may be assigned to work in any Village department. A light duty assignment shall not exceed sixty (60) calendar days and may be terminated prior to that time limit; unless mutually agreed upon advice of the employee's physician and a Village assigned and paid physician, in consultation with the department head, temporary light duty may be extended. 30 V BUFFALO GROVE PERSONNEL RULES CHAPTER 14.00 Chapter 14.00 - Special Leave Sections: shall be 14.01 Approval Authority 14.02 Bereavement Leave 14.03 Court Leave 14.04 Voting Leave 14.05 Military Leave 14.06 Military Training Leave of Absence 14.07 Leave of Absence Without Pay 14.08 Family and Medical Leave 14.09 Occupational Injury Leave 14.10 Absence Without Leave 14.01 - Approval Authority SPECIAL LEAVE A department head may approve requests for special leave as defined hereinafter in accordance with procedures established by the Village Manager. Unless otherwise provided in this Chapter, employees with six (6) months or less of service shall be eligible for special leave without pay. Employees with more than six (6) months of service shall be eligible for special leave with pay. 14.02 - Bereavement Leave Bereavement leave shall be granted for a maximum of three (3) working days to all regular employees and one (1) twenty -four (24) hour shift to sworn fire personnel assigned to shift duty, in the event of a death in the immediate family. In extenuating circumstances, the Village Manager may approve leave in case of death of other relatives not included herein. 14.03 - Court Leave Regular employees subpoenaed as a witness in a civil or criminal case, or selected to serve on a jury shall be granted paid leave during their absence; provided, however, that all payments provided by a court for jury or witness service shall be turned over to the employee's department head and transmitted to the Director of Finance and General Services for deposit as miscellaneous revenue. 14.04 - Voting Leave Regular employees who live at such distances from the Village or who work such hours as to interfere with their voting in federal, state, or municipal elections may have two (2) hours off with pay for the purpose of voting. Requests must be submitted to department heads prior to the election. 14.05 - Military Leave A. Eligibility. Regular employees who have been employed by the Village for at least one (1) year immediately preceding leaving the service of the Village for the express purpose of entering the active uniform service of the United States during a national emergency, drafted into such service or employees subject to compulsory service who voluntarily enlist, shall be granted a military leave of absence without pay to extend to ninety (90) days beyond the date of termination of active 31 BUFFALO GROVE PERSONNEi. RULES CHAPTER 14.00 SPECIAL LEAVE uniform service. The term "uniform service" as used herein shall include the Army, Navy, Air Force, Marine Corps, Coast Guard, National Guard and all auxiliary branches of said services in which either men or women shall be called to service, but shall not include services as civilian employees of any of the services. The term "national emergency" as used herein shall exist during such period as determined by the Federal government. B. Reemployment. An employee returning from military leave shall be entitled to reemployment without loss of seniority or other benefits, provided that he has been honorably discharged, is physically and mentally capable of performing the duties of the position involved, and applies for reemployment within ninety (90) days of termination of active uniform service. In the event that the position previously held by the employee is no longer vacant at the time he qualifies for reemployment, every attempt shall be made to offer employment in another position of the same class, or in a closely related class. C. Salary. An employee returning from military leave may be reemployed at the same rate of pay he had attained when granted a military leave. Any employee reemployed shall be eligible for a merit increase upon completion of one (1) year of service which shall include his time between his last merit increase and the date military leave was granted to him. D. Disposition of Vacation and Sick Leave. A regular employee who leaves the municipal service directly for such military leave, may elect to be paid for any accrued vacation as he may be entitled to if he were actually separating from the Village service. His decision shall be noted on the personnel action form effecting the leave. If the employee elects not to be paid for vacation leave, then accrued vacation credits shall be reinstated upon return of the employee. Accrued sick leave shall be reinstated upon return of the employee in either case. 14.06 - Military Training Leave of Absence A. All regular employees who are active members of the National Guard, or the United States Army Reserve , shall be entitled to leave of absence from their respective duties, while employed under the orders of competent authority on active training duty, duty with troops, field exercises, or instruction for a period not to exceed fifteen (15) days in any one (1 ) calendar year. The employee shall be paid the difference between his active duty pay and his regular salary for scheduled work days or shifts occurring during the leave of absence. B. Regular employees required to attend monthly training sessions which conflict with their normal work schedules shall make such arrangements as necessary with their department head to fulfill their job obligation. C. Regular employees called to longer periods of active duty, such as in times of national emergency, shall be granted leaves of absence without pay. Reemployment rights shall be those provided in Section 14.05 of these rules. icy BUFFALO GROVE PERSONNEL RULES' CHAPTER 14.00 SPECIAL LEAVE 14.07 - Leave of Absence Without Pa Regular employees may be granted leave of absence without pay for personal reasons when recommended by a department head and approved by the Village Manager for circumstances which are deemed reasonable by the department head and Village Manager. Requests for leave of absence without pay must be submitted in writing and shall specify the reasons for the requested leave. Leave may be extended beyond that originally approved, but in no event shall the original leave and any extensions exceed twelve (12) consecutive calendar months. Requests must consider the possibility of part -time employment with the Village during the leave period. An employee granted a leave of absence without pay may keep his life and health insurance and retirement plans in full force during his leave by arranging to pay the premiums during the period of his leave. Failure to make such arrangements, or regularly scheduled premium payments, will result in cancellation of the benefits. If a benefit is cancelled, the rules and regulations of the carrier shall apply when the employee returns and seeks such coverage. An employee's anniversary date shall change to the date of when the employee returns from leave. Employees requesting a leave of absence without pay must be aware that any position may be eliminated or substantially changed; therefore, absolute assurance of reinstatement cannot be given. The Village will attempt to place the former employee in a suitable position at the first opportunity. Failure of an employee to report for duty within three (3) working days of the expiration of leave shall result in termination. 14.08 - Family and Medical Leave - A. Policy. Qualified employees shall be granted leave under the provisions of the Family and Medical Leave Act of 1993 (FMLA). This leave will provide up to twelve weeks of job protected absence from work during a twelve month period for the following family and medical reasons: 1. To care for the employee's child after adoption or foster case; 2. To care for the employee's immediate serious health condition; 3. To care for a serious health condition unable to perform his or her job. 33 birth, or placement for family member who has a that makes the employee BUFFALO GROVE PERSONN L RULES- CHAPTER 14.00 SPECIAL LEAVE B. Eligibility. Employees who have been employed by the Village for at least one (1) year and for 1,250 hours over the previous twelve months immediately preceding the leave, shall be granted family and medical leave. C. Serious Condition Defined. For purposes of this section, "serious health condition means an illness, injury, impairment or mental condition that involves in- patient care in a hospital, hospice or residential medical care facility or continuing treatment by a health care provider. "Continuous treatment" means that the employee or family member is treated by a health care provider two or more times for the injury or illness, or the person is under continuing supervision for a chronic condition or disability that cannot be cured. D. Computing the Twelve Week Period. Employees are entitled to twelve work weeks of FMLA leave during a twelve month period. The twelve month period is measured from the date of the employee's first FMLA leave begins. does provide notice. E. Notice. An employee must provide the Village at least thirty days advance notice before FMLA leave is to begin. If the leave is not foreseeable due to lack of knowledge of Approximately when leave will be required to begin, a change in circumstances or a medical emergency, notice must be given as soon as practicable. Failure to provide notice without a reasonable explanation may result in a delay of the beginning of FMLA leave until at least thirty days after the date the employee does provide notice. F. Continuation of Health Benefits. An employee's health care benefits shall be maintained by the Village during the FMLA period under the same conditions if the employee had been continuously employed during the leave period. If FMLA leave is not covered by paid leave, as described in Section 14.08.G. health care benefits shall continue to be maintained. However, the payment for dental insurance, life insurance and retirement during the period of unpaid leave shall be paid by the employee if the employee chooses to keep these coverages. G. Application of Paid Leave. a 1. Child care. Employees granted FMLA leave for circumstances described in Section 14.08.A.1, shall apply their accrued sick leave credit for the duration of their absence of work. Major leave illness credit shall not be utilized for these purposes. 2. Serious health condition of a family member. Employees granted FMLA leave for circumstances described in Section 14.08.A.2. shall apply their accrued sick leave `credit for the duration of the absence from work. Major illness leave credit shall not be utilized for these purposes. 3. Serious health condition of the employee. Employees granted FMLA leave for circumstances described in Section 14.08.A.3. shall apply their accrued sick leave credit for the duration of the absence from work, except if the serious health condition was sustained in the course of other employment in which case unpaid FMLA leave shall apply. 34 BUFFALO GROVE PERSONNEL RULES CHAPTER 14.00 SPECIAL LEAVE If the employee exhausts accrued sick leave credit while on FMLA leave, and if the serious health condition meets the criteria described in Section 13.04, major illness leave credit may apply. 4. Exhaustion of paid leave. If an employee exhausts sick leave credit and major illness leave credit and is still entitled to FMLA leave within the twelve month period, the employee's vacation leave shall be applied. If vacation leave is exhausted, an unpaid leave of absence shall be granted up until the twelve weeks of FMLA leave has been utilized. H. Reemployment. An employee returning from FMLA leave shall be entitled to reemployment to the same position the employee held when leave began, or to an equivalent position with equivalent benefits, pay and other terms and conditions of employment. 14.09 - Occupational Injury Leave A. Any employee who sustains an on- the -job injury shall immediately report such injury, regardless of severity, to his immediate supervisor. The immediate supervisor shall prepare required reports of such injuries as soon as practical following notification by the injured employee. B. Employees injured on the job are covered by the Illinois State Workmen's Compensation Act. This law provides specific benefits. It is the policy of the Village to provide compensation to an employee injured on the job which, together with worker's compensation payments, equal the full salary of the employee, until the employee becomes eligible for other disability benefits. C. Supervisors shall be responsible for the investigation of accidents or injuries involving employees assigned to their work unit. Every effort shall be made to determine the causes of accidents or injuries and preventive measures taken as appropriate. 14.10 - Absence Without Leave Any unauthorized absence of an employee from duty shall be deemed to be an absence without pay and may be made grounds for disciplinary action by the department head. In the absence of such disciplinary action, any employee who absents himself for three (3) or more days without authorized leave shall be deemed to have resigned. When extenuating circumstances are found to have existed, leave may be granted retroactively upon recommendation by the department head and approval by the Village Manager. 35 1*� BUFFALO GROVE PERSONNEL RULES CHAPTER 15.00 HEALTH AND LIFE INSURANCE AND RETIREMENT PLANS Chapter 15.00 - Health and Life Insurance and Retirement Plans Sections: 15.01 Health and Life Insurance 15.02 Retirement Plans 15.03 Continuation of Benefits 15.04 Continuation of Benefits Upon Retirement 15.01 - Health and Life Insurance Regular employees will be enrolled, without cost, in the Village's group life, dental, and medical insurance program. Eligible dependents will be enrolled in the Village's medical and dental insurance program without cost to the employee. 15.02 - Retirement Plans Regular employees will be enrolled as a participating member of an appropriate Village retirement plan when eligible, as a condition of employment. 15.03 - Continuation of Benefits (COBRA) A. Under the provisions of The Consolidated Omnibus Reconciliation Act of 1986 (COBRA) , employees and their dependents may elect to continue their group health insurance coverage upon the occurrence of one of the following qualifying events: 1. If an employee's employment terminates for any reason other than gross misconduct; or 2. If an employee's working hours are reduced and he /she is no longer considered eligible for coverage under the Plan; or 3. If an employee should die; or 4. If an employee becomes eligible for Medicare and his /her dependent(s) is no longer considered eligible for coverage; or 5. If an employee becomes divorced or legally separated from his /her spouse; or 6. If an employee's dependent child no longer meets the definition of an eligible dependent under the plan. B. The employee or dependent is responsible for notifying the Village that one of the qualifying events has occurred and the employee or dependent may be responsible for paying up to 1020 of the premium as provided by law. C. Coverage may be continued for up to eighteen (18) months and the employee and dependent(s) have up to sixty (60) days from the date that coverage would end, due to the occurrence of one of the qualifying events, to inform the Village that they wish to continue any of the group health benefits. D. Continuation coverage may extend from 18 months to 29 months for an individual who is disabled (as defined by the Social Security Administration) at the time of termination or reduction of hours, provided that individual has given notice of the disability within 60 days of the Social Security determination and requested the extended continuation period before the end of the first 18 months. 36 BUFFALO GROVE PERSONNEL RULES' CHAPTER HEALTH AND LIFE INSURANCE AND RE EM N PL NS E. COBRA also provides that continuation coverage will end for any of the following: 1, the cost of continued coverage is not paid on or before the date it is due; or 2, the covered person becomes eligible for Medicare; or 3. the covered person becomes covered under another health care plan; or 4, the plan terminates for all employees. 15.04 - Continuation of Benefits Upon Retirement Under the terms and conditions of the Illinois Pension Code, eligible retired employees and their qualified dependents may continue to participate beyond the time limit as provided under COBRA, at their own expense, in the Village's health insurance program. Eligibility to participate in the health insurance plan shall continue unless the employee is eligible for insurance under a new employer or is eligible for Medicare coverage. 37 1� BUFFALO GROVE PERSONN L RULES • C^HAPTER 16.00 SEPARATION AND DISCIPLINARY ACTIONS A. The on duty use or illegal handling of alcoholic beverages or controlled substances. B. Adjudication of guilty of a crime involving moral turpitude or infamous or disgraceful conduct. C. Offensive attitude, conduct or language toward the public or toward Village officers or employees. D. Incompetence, negligence, inefficiency, failure or inability to perform the duties required. E. Intentional damage or negligence in the care and handling of Village property. F. Violation of any lawful and reasonable official regulation, departmental rule or a superior's directive amounting to an act of insubordination, resulting in loss or injury to the Village or to the public. G. Commission or omissions of acts unbecoming an incumbent of the particular office or position held. H. Willful violation of any of the provisions of the ordinances or any administrative regulation of the Village. I. Inducing or attempting to induce any officer or employee in the municipal service to commit an illegal act, to act in violation of any lawful and reasonable departmental or official regulation or order, or to participate therein. J. Solicitation, receipt or participation in any fee, gift, or other valuable thing that is given in the hope or expectation of receiving a favor or better treatment than that accorded other persons. K. Use or attempted use of political influence or bribery to secure advantage in an examination or promotion. L. Failure to pay just debts due or owing, including taxes, licenses, or fines due the Village, or failure to make reasonable provision for the future payment of such debts, thereby causing annoyance or embarrassment to the Village, the employee's supervisors or embarrassment to the service. M. Absence from duty without leave. N. Excessive use of Village telephones for the conduct of personal business during working hours, or for unauthorized long distance calls. O. Claiming sick leave under false pretenses. P. Failure to maintain a satisfactory attendance record. 39 BUFFALO GROVE PERSONNEL RULES* CHAPTER 16.00 SEPARATION AND DISCIPLINARY ACTIONS Q. Solicitation of unwelcome sexual advances, requests or sexual favors, any verbal or physical conduct of a sexual nature or where such behavior interferes with the work performance or environment of employees, Village officials or the public. R. Any other violation of these rules and regulations. 16.05 - Disciplinary Actions Disciplinary action may involve any of the following: A. Oral Reprimand. A verbal warning to the employee that if his actions continue, a written reprimand will be transmitted to the department head. B. Written Reprimand. A written reprimand shall be transmitted through the appropriate department head to the employee and the Village Manager and shall state the specific actions leading to the reprimand. C. Suspension. Suspension is the temporary removal from duty status without pay of an employee for cause, for a specified or indefinite period. Suspension shall be recommended by the department head and approved by the Village Manager. 1. An employee may be suspended for an indefinite period when the department head determines such action is necessary and in the best interests of the Village in cases where an employee is charged and awaiting trial for a criminal offense involving matters prima facia prejudicial to the reputation of the Village. 2. When an employee has acted or is alleged to have acted in a manner which would be cause for dismissal, the employee may be suspended for a period not in excess of one (1 ) month while such charges are investigated. 3. Whenever an employee is suspended pending trial or investigative outcomes and is subsequently exonerated, the employee shall be reinstated without loss of pay or benefits. 4. An employee may be suspended for a period not to exceed five (5) working days for specific cause. Sworn fire personnel assigned to shift duty may be suspended not to exceed three (3) twenty -four (24) hour shifts for specific cause. D. Demotion. An employee may be moved to a position in a class with a lower maximum salary rate for serious misconduct. Demotion shall be recommended by the department head and approved by the Village Manager. E. Dismissal. Dismissal shall be recommended by the department head and approved by the Village Manager. 40 Draft Revisions 10/93 BUFFALO GROVE PERSONNEL RULES CHAPTER 16.00 SEPARATION AND DISCIPLINARY ACTIONS 16.06 - Reduction in Force - Layoff A department head may separate any employee without prejudice because of lack of funds or curtailment of work. However, no regular employee shall be laid off from any department while there are probationary, part -time, or temporary employees serving in the same or related classes of positions in that department. An appointing authority may, with the approval of the Village Manager, appoint an employee who is to be laid off to any existing vacancy in a lower class for which he is qualified. All other factors being equal, employees shall be laid off in reverse order of their total service with the Village. 16.07 - Retirement All regular employees are eligible for retirement benefits at age and length of service requirements specified by the retirement plan in which they are enrolled. Applicants for retirement shall follow the procedure as set forth in Section 16.01 and must also contact the payroll department to complete appropriate retirement plan procedures. 16.08 - Exit Interviews Exit interviews shall be conducted by the Village Manager prior to issuance of the final paycheck to employees who resign, retire, or are laid off. A report of the exit interview shall be placed in the employee's personnel file and will be reviewed with the department head. 41 BUFFALO GROVE PERSONNEL RULES ' CHAPTER 1 .00 EMPLOYEE SAFETY AND DEVELOPMENT Sections: 17.01 17.02 17.03 17.04 17.05 17.06 17.01 - Get Chapter 17.00 - Employee Safety and Development General On- the -job Safety Training and Development Uniform - Clothing Provisions Attitude and Appearance Service Recognition feral The Village Manager in cooperation with department and division heads along with the Executive Safety Committee shall be responsible for the development and administration of programs relating to employee safety and development. This shall include providing for the general health and safety of Village employees as well as other matters concerning employee relations. 17.02 - On- the -Job Safety A. The Village Manager shall make every effort to promote among employees and in the departments maximum standards for on- the -job safety. All employees shall be responsible for performing work assignments in the safest manner possible. Prime consideration shall always be given to safety in all work situations. B. Supervisors, division heads, and department heads shall: 1. Be responsible for the establishment and implementation of appropriate safety standards within their respective activity areas, for periodically reviewing accident frequencies to determine and correct causes, and for identifying and correcting safety hazards. 2. Ensure that all new employees, including seasonal, temporary, and /or part -time employees are thoroughly advised, instructed, and supervised in necessary safety policies, practices, and procedures. 3. Implement and actively support the Village's safety program as documented in the Village's "Safety Program Manual." 4. Arrange and conduct safety meetings, inspections and training sessions. 5. Provide and /or require equipment necessary to adequately protect the health and safety of employees. 6. Immediately investigate accidents, and prepare all necessary forms for documentation and future prevention of on- the -job injuries and hazardous conditions. C. All employees shall: 1. Be thoroughly familiar with safety requirements and practices applicable to their respective work assignments. 42 BUFFALO GROVE PERSONNEL RULES' CHAPTER 17.00 EMPLOYEE SAFETY AND DEVELOPMENT 2. Actively observe safety practices, and report unsafe or potentially dangerous conditions, work practices and accidents or injuries to their supervisor immediately. 3. Refrain from engaging in horseplay, wrestling, hazing of co- workers, and any other unsafe practice under penalty of disciplinary action up to and including dismissal. 4. Require all employees under their supervision to comply with all applicable safety rules and practices. 5. Use reasonable precautions in the performance of their duties and act in such a manner as to assure maximum safety to themselves, their fellow employees and the public. 6. Never remove or make ineffective any safeguard, safety device or safety appliance except for the purpose of replacement, repair or adjustment. 7. Keep their work areas clean, orderly and, to the extent possible, free from all recognized safety hazards. 8. Work in appropriate clothing, including footwear, suitable for the type of work being performed and shall wear or use appropriate safety devices or personal protective equipment as provided, or directed. 9. Wear properly fastened seat belts when driving or riding as a passenger in a Village -owned vehicle, or in a personal vehicle while on Village business. 10. Comply with all applicable local, State and Federal traffic laws when operating a Village vehicle or personal vehicle while on Village business. 17.03 - Training and Development A. The Village shall promote training of employees to the end that services rendered to the Village may be made more effective and that employees may become qualified for positions of higher responsibility. The following types of training are offered employees: 1. Recruit Training. Formal training programs which must be completed during the probationary period following original appointment as a prerequisite to continued employment. 2. In- Service Training. Training conducted during working hours on an individual or group basis to improve skill performance, introduce new techniques, and /or keep abreast of developments in the employee's field. 3. Specialized Training. Attendance of vocational, technical, or professional training programs directly related to municipal service functions. 43 BUFFALO GROVE PERSONNEL RULES' CHAPTER 17.00 EMPLOYEE SAFETY ` AND DEVELOPMENT 4. Academic Instruction. Completion, by correspondence or classroom attendance,. of course work provided by accredited educational institutions where such instruction will benefit the municipal service. B. Training shall be recommended by department heads and approved by the Village Manager prior to registration. No reimbursement for training expenses shall be made without such approval. C. All expenses for recruit, in- service, and specialized training including tuition, fees, supplies, and books will be reimbursed by the Village. Travel, lodging, and other related costs will be reimbursed as provided in Chapter 18.00. D. Employees pursuing approved academic instruction are eligible for reimbursement of tuition and fees only upon completion of course work and according to the following schedule: Grade Reimbursement A or B 100% C 500 D or less 0% E. When requests for training and reimbursement exceed funds specifically budgeted for that purpose, the department head may provide for partial reimbursement of expenses in order to extend training opportunities to as many employees as possible. 17.04 - Uniform - Clothing Provisions The Village will provide for the uniform and special clothing needs of its employees. These needs will be met by the purchase or lease of the appropriate uniforms and clothing. The employee will be responsible for proper care and use of clothing and uniforms and the laundering of same, if appropriate. Each department will develop a replacement schedule based upon normal wear and usage. 17.05 - Attitude and Appearance A friendly and courteous attitude by Village employees toward the public and co- workers is required at all times. Similarly, employees are expected to deliver prompt, thorough, and efficient service to the public to the best of their ability. All employees are required to maintain a neat and clean personal appearance including clothing, personal hygiene, and grooming appropriate for the position held. 44 BUFFALO GROVE PERSON L RULES. CHAPTER 17.00 EMPLOYEE SAFETY AND D V L P ENT 17.06 - Service Recognition Employees who uniquely distinguish themselves through performance or innovation will be honored and recognized by the Village. Upon recommendation of a department head and approval of the Village Manager, such recognition may consist of a plaque, Certificate of Appreciation, or Resolution presented to the employee by the Corporate Authorities. Length of service shall be recognized by the presentation of a service pin to employees who have completed five (5), ten (10), and fifteen (15) years of service to the Village. Employees who have completed twenty (20) years of service shall receive an appropriate gift selected by their Department Head and a gift certificate for dinner for two at an area restaurant; employees who have completed twenty -five (25) years of service shall receive a $500.00 U.S. Savings Bond. Presentation of gifts and recognition of 20 and 25 years of service should take place at a Village Board meeting. 45 BUFFALO GROVE PERSONNEL RULES CHAPTER 1'x:00 TRAVEL EXPENSES Chapter 18.00 - Travel Expenses Sections: 18.01 Policy 18.02 Travel Advances 18.03 Reimbursable Expenses 18.04 Per Diem Allowance 18.05 Non - Reimbursable Expenses 18.06 Use of Village Vehicles 18.07 Vacation Combined with Official Travel 18.08 Travel Reimbursement or Repayment of Advance to Village 18.01 - Policy Regular employees shall be reimbursed for official travel and related expenses while carrying out official duties, or attending approved professional conferences and training courses. Employees are expected to exercise good judgement and proper regard for economy when incurring travel expenses. 18.02 - Travel Advances A travel advance may be issued an employee if approved by the department head and Village Manager. Requests must be submitted in the form of an approved Advance Check Request and Travel and Training Expense Report and forwarded to the Finance Director for processing. Departments should allow ample time for processing of travel advance requests. 18.03 - Reimbursable Expenses The following expenses for approved travel shall be reimbursed according to established allowances or actual cost. A. Air travel at coach or economy fares. B. Ground transportation including bus, train, and taxi fares. C. Direct travel by personal vehicle at the rate of twenty -five (25) cents per mile or at an amount equal to round trip air fare, whichever is less. D. Parking fees and tolls. E. Overnight lodging. F. Conference fees. 18.04 - Per Diem Allowance A per diem allowance to cover meals, activities, and all other miscellaneous expenses will be provided at actual cost or $35.00 per day, whichever is less. The per diem allowance will be prorated for time spent in travel status of less than a full day. 18.05 - Non - Reimbursable Expenses The following travel expenses shall not be reimbursable: A. Costs incurred by a person not employed by the Village accompanying an employee. 46 BUFFALO GROVE PERSONN L RULES CHAPTER 18.00 TRAVEL EXPENSES B. Personal expenditures such as valet service, laundry and cleaning, entertainment, or side trips. 18.06 - Use of Village Vehicles Village automobiles may be used to travel to destinations up to 200 miles from Buffalo Grove, if approved by the department head. Trips beyond 200 miles may be approved by the Village Manager. Gasoline purchases are reimbursable when accompanied by a valid receipt. 18.07 - Vacation Combined with Official Travel Employees wishing to combine a vacation by private vehicle with a business or convention trip, must have their department head's approval. The employee shall be reimbursed for travel to and from the destination as provided by Section 18.03 (C). 18.08 - Travel Reimbursement or Repayment of Advance to Village A Travel and Training Expense Report must be completed within five (5) days after returning from a trip whether it is for an amount due the employee or for payment of the unused balance of travel advance due the Village. All Travel and Training Expense Reports must be approved by the department head and Village Manager before the Finance Director will authorize processing for payment. 47 BUFFALO GROVE PERSONNEL RULES CHAPTER 19.00 RECORDS AND REPORTS Chapter 19.00 - Records and Reports Sections: 19.01 Personnel Records 19.02 Service Register 19.03 Reports 19.04 Confidentiality 19.01 - Personnel Records The Department of Finance and General Services is hereby designated as the central repository for all, personnel files and records of the Village. 19.02 - Service Register The Village Manager shall cause to be maintained a service register of all employees in the municipal service identifying for each the class title, the departmental assignment, salary rate, dates of employment, employment history and such other data as he deems appropriate. 19.03 - Reports Every appointment, transfer, promotion, demotion, termination, sick leave, vacation leave, and other temporary or permanent changes in the status of employees in the municipal service shall be reported in writing. The Village Manager is authorized to prescribe the time, manner, form, and method of making any written report as may be stipulated in any of these rules. 19.04 - Confidentiali Personnel records shall be confidential. An employee shall be allowed to review his personnel file twice a calendar year during business hours or more frequently if approved by his department head. Personnel records shall not be released to a third party unless authorized by the employee or as otherwise required by law. 48 BUFFALO GROVE PERSJN RULES-. CHAPTER 20.00 PROHIBITIONS AND PFNAI TIES Sections: 20.01 20.02 20.03 20.04 20.05 20.06 20.07 Chapter 20.00 - Prohibitions and Penalties Participation in Political Activities Discrimination Employment of Relatives Release of Information Media Relations Gifts and Gratuities Sexual Harassment 20.01 - Participation in Political Activities Employees are prohibited from bringing their political affiliations to bear on their official duties. Specifically, the following political activities of employees are prohibited with respect to participation in federal, state, or municipal elections. A. Campaigning, fund raising, or other partisan political activities on Village premises while in the performance of duties and responsibilities as an employee of the Village. B. Use of official working time or unauthorized use of Village resources for political activity. C. Promising any employment, position, work, compensation, or other benefits as consideration, favor or reward for political activity. D. Performing political activities at the direction of a supervisor, department head, or other Village official. E. Using status or position as a Village employee in an endorsement or solicitation of votes in an election. 20.02 - Discrimination No persons in the municipal service, or seeking admission thereto, shall be appointed, employed, promoted, demoted, removed, or advanced on any basis or for any reason other than qualification and merit for the service or lack thereof. 20.03 - Employment of Relatives Employees related by blood shall not be employed in the same department of the municipal service. Exceptions may be approved by the Village Manager. 20.04 - Release of Information All employees are expected to exercise good customer relation practices and be ambassadors of the Village and, to the extent possible, answer general questions about the policies and practices of the Village. Requests for specific printed information, unpublished reports, written or verbal reports about meetings not subject to the Open Meetings Act, plans -in- progress, matters of internal business affairs or matters related to the personal affairs of Village employees or officers shall be referred to the department head or Village Manager and shall not be released by an employee unless specifically directed to do so by the department head or Village Manager. 49 BUFFALO GROVE PERSONNEL RULES CHAPTER 20.00 PROHIBITIONS AND PENALTIES 20.05 - Media Relations The Corporate Authorities shall be the primary spokesmen for the Village. When they are unavailable," the Village Manager shall be the primary spokesman for the Village. Village department heads may confer with representatives of the news media on matters related to their departments. 20.06 - Gifts and Gratuities Employees shall not solicit, accept or agree to accept gifts of a market value in excess of $100.00, or services with a market value of $500.00 from any person or business entity doing business with the Village of Buffalo Grove. Violation of this Section shall be cause for dismissal. 20.07 - Sexual Harassment It is the policy of the Village of Buffalo Grove to protect all employees from sexual harassment on the job. Sexual harassment consists of unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature when: A. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment. B. Submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such individuals; or C. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment may include explicitly sexual propositions, sexual innuendo, suggestive comments, sexually oriented "kidding" or "teasing" or "practical jokes" or jokes about gender- specific traits, foul or obscene language or gestures, displays of foul, pornographic, sexually explicit or obscene printed or visual materials, and physical contact, such as patting, pinching, or brushing against another's body. Sexually harassing conduct that affects tangible job benefits, that interferes unreasonably with an individual's work performance, or that creates an intimidating, hostile, or offensive working environment is not only unacceptable, it is illegal. Any employee who experiences sexual harassment shall in a timely fashion, directly notify the Department Head or Assistant Village Manager, if said person is not involved in the harassment charge. The Department Head or Assistant Village Manager shall investigate all such complaints thoroughly and promptly. To the fullest extent practicable, the complaints, and their terms and resolution, shall be kept confidential. If an investigation confirms that harassment has occurred, the offending employee will be subject to disciplinary action up to and including termination. 50 N� BUFFALO GROVE PERSONNEL RULES- CHAPTER 20.00 PROHIBITIONS AND Employees involved in sexual harassment complaints may also contact the Illinois Department of Human Rights to obtain additional information: Chicago Office - 312 - 814 -6200 Springfield Office - 217- 785 -5100 Retaliation against any employee reporting harassment is illegal and will not be tolerated. 51 BUFFALO GROVE PERSONNEL RULES J CHAPTER 21.00 APPEALS AND GRIEVANCES Sections: 21.01 21.02 21.03 21.04 21.05 21.06 Chapter 21.00 - Appeals and Grievances Grievance Policy Grievance Procedure Classification Grievances Compensation Grievances Retroactive Adjustment Fire and Police Departments 21.01 - Grievance Policy It shall be the policy of the Village of Buffalo Grove to give individual employees an opportunity to discuss their grievances with their supervisors in order to find mutually satisfactory solutions as rapidly as possible. In the preparation of grievances at any supervisory level, employees are assured of freedom from restraint, interference, discrimination, or reprisal. Appeals of disciplinary actions shall begin with a written grievance report as set forth in Section 21.02(B) below. 21.02 - Grievance Procedure The grievance procedure shall follow the sequence below. An employee may be accompanied by any person of his own choosing as his representative in the presentation of his grievance. A. Oral Report. An employee who has a grievance shall first present his grievance to his immediate supervisor within five (5) days of the action or incident in question. B. Written Report. If the oral grievance presentation fails to settle the grievance, the employee may submit a written grievance report within seven (7) days after the oral report was made. In the case of a grievance resulting from a disciplinary action, the employee shall submit a written grievance report within seven (7) days from the effective date of disciplinary action. Within seven (7) days after receiving a written grievance report, the supervisor shall furnish the employee with a written reply. C. Appeal to Department Head. If the written reply to the grievance is not satisfactory to the employee, he may, within seven (7) days after receiving the reply, submit an appeal in writing to. his department head. The department head shall confer with the aggrieved employee and /or his authorized representative before rendering a decision. Such decision shall be produced in writing and shall be delivered to the employee within seven (7) days of the date on which the appeal was received by the department head. D. Appeal to Village Manager. If the appeal to the department head fails to resolve the grievance the employee may submit an appeal in writing to the Village Manager no later than seven (7) days from the date a reply was received from the department head. Within fourteen (14) days of the receipt of an appeal, the Village Manager shall hear matters 52 Nad BUFFALO GROVE PERSONN RULES'- CHAPTER 21.00 APPEALS AND GRIEVANCE pertinent to the grievance. The decision of the Village Manager shall be final. The Village Manager shall forward one copy of the course of action he intends to follow to the employee concerned and to the department head. 21.03 - Classification Grievances All grievances pertaining to the classification of an employee shall be made in writing to the Village Manager. The decision of the Village Manager shall be final in all matters of classification. 21.04 - Compensation Grievances The pay range established for a given class of work shall not be a subject of the grievance procedure. 21.05 - Retroactive Adjustment All adjustments of grievances processed under this Chapter shall be retroactive to the time the grievance is first presented to his supervisor. 21.06 - Fire and Police Departments The grievance procedure for sworn_ personnel of the fire and police departments shall follow the process set forth by their respective departmental rules and regulations. Appeals of disciplinary actions shall follow the process prescribed by the rules and regulations of the Board of Fire and Police Commissioners. 53 BUFFALO GROVE PERSONNEL RULES" CHAPTER 2 .00 MANAGEMENT RIGHTS Chapter 22.00 - Management Rights Sections: 22.01 Management Rights 22.01 - Management Rights The Village shall retain the sole right and authority to establish and administer all matters of inherent managerial policy, including but not limited to the functions of the Village government and its departments, standards of service, budgeting, organizational structure, the selection of new employees, and the direction of employees. 54 BUFFALO GROVE PERSONNEL RULES CHAPTER 23.00 SAVINGS CLAUSE AND AMENDMENT Chapter 23.00 Savings Clause and Amendment Sections: 23.01 Savings Clause 23.02 Amendment 23.01 - Savings Clause Invalidation of any Chapter, Section, or part of these personnel rules shall not affect the validity of the other Chapters and Sections. 23.02 - Amendment Amendment of these rules shall be approved by a majority vote of the Corporate Authorities. 55