(A)
Regular employees of the City shall be eligible for up to six days
of sick leave at full pay in any single calendar year.
(B)
Sick leave shall be granted for the following reasons:
(1)
Personal illness or physical incapacity resulting from causes
beyond the control of the employee.
(2)
Enforced quarantine of the employee in accordance with health
regulations.
(3)
Personal care requiring the services of a legally qualified
medical doctor, dentist, optometrist, or other professional service
of this nature.
(C)
An employee requesting sick leave shall inform his immediate superior
of the fact and the reason therefor prior to the normal starting time
for his position, and failure to do so may be cause for denial of
sick leave pay for the period of absence.
(D)
Sick leave pay for three or more consecutive working days for reasons
of personal illness or physical incapacity shall be granted only after
presentation of a written statement by a licensed medical doctor or
other satisfactory evidence certifying that the employee's condition
prevented him from performing the duties of his position.
(E)
There shall be no accumulation of sick leave. Employees taking sick
leave may be required to furnish proof of illness to the department
head or Mayor.
[Amended 5-31-2005 by Ord. No. 4-2004]
(A)
Each regular employee shall be entitled to a vacation as follows:
|
Years of Continuous Employment
|
Weeks of Vacation
| |
|---|---|---|
|
1
|
1
| |
|
3
|
2
| |
|
10
|
3
| |
|
15
|
4
|
(B)
The period shall be counted from the day of first employment. Vacations
may not be accumulated and shall be taken in an employee's regular
employment year.
(C)
Employees are required to file a request for vacation leave with
their department head by the date stipulated in department orders.
The department head will grant vacation leave at his discretion so
as to not unduly disturb the activities of the City. In case of conflict,
seniority will prevail in allotting vacation dates.
[Amended 11-22-2005 by Ord. No. 8-2005]
(A)
Each regular employee shall be entitled to 12 holidays:
|
New Year's Day
|
Labor Day
| |
|
Martin Luther King, Jr. Day (state observance)
|
Columbus Day (state observance)
| |
|
Presidents' Day
|
Veterans' Day
| |
|
Good Friday
|
Thanksgiving Day
| |
|
Memorial Day
|
Day after Thanksgiving
| |
|
Independence Day
|
Christmas
|
(B)
Employees are to work a half day the day before the City's observance
of Christmas Day or New Year's Day. The half day shall be considered
a holiday for which half of the day shall be paid. In the event that
Christmas or New Year's falls on a Saturday, the City shall observe
that holiday on the Friday before with a half day on Thursday. In
the event that Christmas or New Year's falls on a Sunday, the City
shall observe that holiday on the Monday after with a half day on
the preceding Friday.
(A)
Any employee who has completed his probationary period and who leaves
the City service for compulsory military duty as required by act of
Congress of the United States shall be placed on military leave without
pay, such leave to extend through a date 30 days after his release
from the service.
(B)
Any employee who has completed his probationary period shall be granted
a leave of absence for the purpose of being inducted or otherwise
entering compulsory military service as required by act of Congress
of the United States; if not accepted for such duty the employee shall
be reinstated in his position without loss of seniority or status
or reduction in pay. During such period of induction the employee
for all purposes shall be considered to have rendered service and
shall be compensated therefor at his regular pay; such period, however,
shall not exceed three working days.
(C)
An employee returning from military leave shall be entitled to restoration
to his former position, provided he makes application within 10 days
after his release from duty, under conditions other than dishonorable
or bad conduct discharge, and is physically and mentally capable of
performing the duties of the position involved. In the event the position
vacated no longer exists at the time of qualification for return to
work, such person shall be entitled to reemployment in another position
of the same class; provided such reemployment does not necessitate
the laying off of another person with greater seniority. A regular
employee who leaves the City service directly for military leave without
pay may elect to be paid for any accrued vacation leave credits as
he may be entitled to as if he were actually separating from the City
service. If the employee elects not to be paid for such leave, the
accrued leave credits shall be reinstated upon return of the employee.
Employees returning to duty shall also have sick leave credits restored
to them.
(D)
An employee who has completed his probationary period and is a member
of any reserve or National Guard Unit of the United States Armed Forces
will be allowed leave of absence for required training for a period
not to exceed 15 working days during any one calendar year and for
any special or emergency duty; in the event that the time for such
training is optional, the time shall be decided upon by the department
head or the Mayor. Any employee on leave as designated in this subsection
will receive compensation from the City which, together with the compensation
received for the training or duty, will equal his salary at the time
his leave was initiated.[1]
Leave of absence without pay may be granted to department heads
by the Mayor with the approval of the City Council. Leave of absence
without pay may be granted to employees by the department head with
the approval of the Mayor. Leaves of absence may not exceed six months
and shall not count as continuous employment.
While working for the City, an employee will be covered by worker's
compensation laws and insurance. The cost of this insurance is borne
by the City. All injuries on the job must be reported immediately
to the supervisor. No one can tell when an apparently minor injury
may have serious after-effects.
Eligible employees will be entitled to retirement benefits of
the Illinois Municipal Retirement Fund as provided by state law.
Each regular employee shall be entitled to up to three days
of funeral leave for a death in his or his spouse's immediate family.
"Immediate family" is herein defined as a legal spouse, natural or
adopted children, parents, brothers and sisters and their natural
or adopted children. Leave shall not extend beyond the date of the
funeral. The employee shall be paid only for work days counted as
funeral leave.
(A)
To the extent required by the Family and Medical Leave Act of 1993
("FMLA"), employees are hereby entitled to the benefits thereof. Nothing
herein shall be construed to expand the benefits granted under the
FMLA. The City reserves the right to require that any employee on
FMLA leave exhaust his or her sick days, accrued or otherwise, while
on said leave.
(C)
An eligible employee is entitled to receive up to a total of 12 work
weeks of leave during each fiscal year for one or more of the following
reasons:
(1)
Birth
of the employee's child;
(2)
Care
for the employee's newborn child;
(3)
Placement
of a child with the employee for adoption;
(4)
Placement
of a child with the employee for foster care;
(5)
Care
of a child, spouse or parent who has a serious health condition; and
(6)
A
serious health condition of the employee.
(D)
FMLA leave may be taken intermittently whenever medically necessary
to care for a seriously ill family member, or because the employee
is seriously ill or unable to work. FMLA leave may not be taken intermittently
for birth, placement for adoption or placement in foster care of a
child.
(1)
A
"serious health condition" means an illness, injury, impairment, or
physical or mental condition that involves:
(a)
An overnight stay for treatment in a hospital, hospice, or residential
medical care facility;
(b)
Any period of incapacity requiring absence from work or other daily
activities of more than three calendar days which also involves continuing
treatment by a health care provider; or
(c)
Continuing treatment by a health care provider for a chronic or long-term
health condition that is incurable or so serious that if not treated
would likely result in a period of incapacity of more than three calendar
days and for prenatal care.
(2)
When
FMLA leave is requested to care for an immediate family member or
the employee's planned medical treatment, the employee must try to
schedule treatment so as to not unduly disrupt work operations.
(E)
All FMLA leave shall be unpaid except if the employee has earned
or accrued vacation, sick leave, or compensatory time, in which event
such days must be taken and used prior to using any unpaid FMLA leave.
In all cases, paid leave for existing accrued benefits shall be substituted
for unpaid FMLA leave.
(F)
In any case where the necessity of the FMLA leave is foreseeable,
the employee shall provide at least 30 days' notice, except if the
leave is to begin in less than 30 days, notice shall be given as soon
as practicable. Medical certifications supporting the need for leave
due to a serious health condition affecting the employee or an immediate
family member must be provided when requesting the FMLA leave and
periodically on the first day of every month during such FMLA leave.
(G)
While on FMLA leave, the employee's coverage under a group health
plan shall be provided on the same basis as when the employee was
working and as for present employees. Any share of group health plan
premiums paid by the employee must be paid by the same time as it
would be made if by payroll deduction. Group health benefits will
cease when the employee fails to return to work from the FMLA leave,
terminates employment, or gives notice of not returning from the leave.
Group health plan benefits will cease if an employee's premium payment
is more than 30 days late. No other benefits will be paid, accrued,
or earned by an employee while on unpaid FMLA leave. FMLA leave will
be treated as continued service with respect to municipal pension
plans.
(H)
Upon return from FMLA leave, an employee (except a key employee)
is entitled to return to the same position as when leave commenced,
or to an equivalent position with equivalent benefits, pay, and other
terms and conditions of employment. A key employee is an employee
among the highest-paid 10% of all employees. Restoration to a key
employee position upon completion of FMLA leave may be denied if it
is determined that restoration of the employee will cause substantial
and grievous economic injury to the employer's operations. A key employee
will be notified of the potential consequences with respect to reinstatement
upon requesting FMLA leave.
[Added 10-14-2008 by Ord.
No. 12-2008]
The City shall reimburse regular employees hereinafter certified
for 80% of the cost of the employee's health insurance premiums.
