A.
Each
employee receiving an appointment or a promotion to a position in
the Village service must serve a probationary period of eighty-nine
(89) days before his/her appointment or promotion shall be considered
permanent. During the employee's eighty-nine (89) day probationary
period, the employee's work habits, abilities, attitude, promptness
and other pertinent characteristics will be observed and evaluated
by his/her supervisor, department head and other appropriate Village
Officials. If the probationary employee fails to meet required standards
of performance, he/she is to be dismissed, or if he/she is a promoted
regular employee, he/she may be restored to the position from which
he/she was promoted or to a comparable position. During the probationary
period the employee is not eligible for sick leave or vacation, but
he/she will earn credit for these to be taken at a later date.
B.
If,
at any time during the probationary period the supervisor determines
that the services of the employee have been unsatisfactory, the employee
may be separated from his/her position by action of the Chairman upon
approval of the Board.
C.
At
the end of each employee's eighty-nine (89) day probationary period
the supervisor shall complete and file the probationary report and
then recommend to the Chairman in writing that either:
1.
The employee has successfully completed his/her probationary period
and is capable of performing the duties of the position satisfactorily
and is henceforth to be considered a regular employee with all rights
and privileges due him/her; or
2.
The employee has not demonstrated ability to perform satisfactorily
the duties of the position and is to be separated from Village employment
or, if promoted from another position, returned to the previous position
or a similar classification. The Chairman shall then notify the Board
of Trustees the action taken.
The minimum age for employment as a probationary employee shall
be eighteen (18) years of age. The minimum age for employment of seasonal
employees shall be sixteen (16) years of age.
Employees of the Village shall not be required to live within
the Village limits.
All employment by the Village of Airport Drive is on the basis
of merit and qualifications. The Village will avoid favoritism, prejudices,
and discrimination in all forms of the employment process. Politics,
religion, sex, race, union affiliation, age, creed, color, national
origin, or any physical or mental handicap which will not affect a
persons ability to perform the essential functions of a job in a satisfactory
manner will not be a factor in the consideration for employment, promotion,
demotion, transfer, rate of pay or dismissal.
A.
Village
employees shall not be appointed or retained on the basis of their
political activity. Village employees shall not be coerced to take
part in political campaigns, to solicit votes, to levy, contribute
or solicit funds for the purpose of supporting or opposing the appointment
or election of candidates for any municipal elections.
1.
No Village employee shall actively advocate or oppose the candidacy
of any individual for nomination or election to any municipal office,
but an employee may participate in political affairs at other levels
of government, provided such participation does not adversely affect
his/her performance as a Village employee. Employees are expected
to exercise their right to vote in municipal elections but shall not
engage in or participate in, any other way in any municipal elections.
2.
Failure to comply with these provisions is grounds for immediate
dismissal.
Applicants for all full-time positions must have a high school
diploma or a G.E.D. equivalent.
A.
Employment
requirements are as follows:
1.
All employees must be willing to meet all training requirements given
by the Village.
2.
All employees must be willing to attend all meetings required by
the Chairman.
3.
All employees must participate in any testing required by the Village.
4.
All employees must be willing to work assignments as needed.
5.
All employees must be willing to report to duty in case of an emergency.
6.
All employees must sign that they have read and understand and will
abide by these regulations.
A.
It
shall be the duty of each employee to maintain high standards of conduct,
cooperation, efficiency and economy in their work for the Village.
Whenever work habits, attitude, production or personal conduct of
any employee falls below a desirable standard, supervisors should
point out the deficiencies at the time they are observed. Corrections
and suggestions should be presented in a constructive and helpful
manner in an effort to elicit the cooperation and goodwill of the
employee. Whenever possible, oral and/or written warnings with sufficient
time for improvement shall precede formal discipline.
B.
All
employees should at all times conduct themselves and perform their
assigned duties in such a manner as to reflect favorably on the Village
and abide by the rules expressed in these personnel policies. All
new employees will receive an orientation at the time of employment
which will inform them of the behavior expected of them and the rule,
regulations, policies, procedures and practices.
1.
Gratuities. Employees of the Village are not allowed
to accept gratuities.
2.
Personal visitors. Non-Village business appointments
with salesmen or collectors during working hours are prohibited. Personal
visitors should be related courteously, but should not be permitted
to stay beyond a reasonable length of time.
3.
Personal phone calls. Personal telephone calls
are permitted, but should be kept to a minimum number and minimum
length of time. Any long distance personal phone calls must be paid
by the employee.
4.
Personal business. Supervisor will not request subordinates
to do personal business for other employees or elected officials.
5.
Village resources. Village resources will not be
used for personal business, misused or otherwise misappropriated.
6.
Attendance. Employees are expected to be punctual
and observe operational hours. Employee must request and be authorized
by supervisors, in advance, to be absent from work - either paid or
unpaid. Each employee must report to his/her supervisor any unavoidable
absences, tardiness or schedule changes as quickly as possible.
[Ord. No. 05-16 § 1, 4-28-2016]
A.
All positions within the Village of Airport Drive will be classified
as full-time, part-time or temporary.
Employees may not engage in any private business or activity
while on duty. No employee shall engage in or accept private employment
or render any service for private interest when such employment or
service is incompatible or creates a conflict of interest with his/her
official duties.
[Ord. No. 07-13 §1, 4-25-2013; Ord. No. 05-16 § 2, 4-28-2016]
A.
The standard workweek for full-time employees shall be forty (40)
hours per week, or as determined by the Board of Trustees of the Village
of Airport Drive. The work week for part-time employees shall be approved
by the Board of Trustees. No employee shall work more than forty (40)
hours per week without the express direction of the Chairman of the
Board of Trustees.
B.
The business hours of the Village Hall shall be Monday through Friday,
8:00 A.M. to 5:00 P.M., except for holidays provided herein. The administrative
staff is expected to work those hours that the Village Hall is opened
and required by ordinance and/or the Chairman and Board of Trustees.
Classification and pay administration are the responsibilities
of the Board of Trustees. All pay rates and classifications are established
at the first (1st) meeting in April following the election of the
Board, although salary adjustments and job adjustments may be made
by the Board at any time, depending upon budgetary restrictions or
exceptional circumstances.
Each employee shall keep track of his/her time upon a sheet
which will show the amount of time for which paid and shall be so
certified to the Chairman of the Board of Trustees. Payday shall be
Friday following the Village meeting each month, unless holidays alter
the same, in which case the Board may establish a different pay day.
The Village work period is from the fifteenth (15th) of the month
to the fifteenth (15th) of the next month. No employee shall work
more than forty (40) hours per week. On occasions where situations
require overtime, work hours in excess of the established work period
shall receive overtime or compensatory time off at one and one-half
(1½) times regular rate in accordance with the Fair Labor Standards
Act. All hours worked in excess of the established work period must
be authorized by the Chairman of the Board of Trustees. The Village
reserves the right to determine whether the employee may receive overtime
or compensatory time off.
A.
It
shall be the duty of all Village employees to comply with and to assist
in carrying into effect the provisions of the Village's personnel
rules and regulations. No employee shall be disciplined except for
violation of established rules and regulations and such discipline
shall be in accordance with procedures established by the following
personnel rules and regulations:
1.
Employee's and supervisor's responsibilities.
a.
It is the duty of every employee to attempt to correct any faults
in his/her performance when called to his/her attention and to make
any effort to avoid a conflict with the Village's rules and regulations.
b.
It is the duty of every supervisor to discuss and improve inadequate
performance with the employee in order to correct the deficiencies
and to avoid the need to exercise disciplinary action. Discipline
shall be, whenever possible, of an increasingly progressive nature.
The steps of progression are:
2.
Grounds for action. The following are declared to
be grounds for demotion, suspension or removal of any employee:
a.
Conviction of a felony or other crime involving moral turpitude.
b.
Acts of incompetency.
c.
Absence without leave.
d.
Acts of insubordination.
e.
Intentional failure or refusal to carry out instructions.
f.
Misappropriation, destruction, theft or conversion of Village property.
g.
Employee subsequently becomes physically or mentally unfit for the
performance of his/her duties.
h.
Acts of misconduct while on duty.
i.
Willful disregard of orders.
j.
Habitual tardiness and/or absenteeism.
k.
Falsification of any information required by the Village.
l.
Failure to properly report accidents or personal injuries.
m.
Neglect or carelessness resulting in damage to Village property or
to Village equipment.
n.
Repeated convictions during employment on misdemeanor and/or traffic
charges.
o.
Introduction, possession or use on Village property or in Village
equipment of intoxicating liquors and/or drugs or proceeding to or
from work under the influence of liquor or drugs.
3.
Employee notice of disciplinary action. Whenever
disciplinary action is deemed necessary, the Supervisor shall furnish
a written notice to the employee stating the reason (s) for such action
and the date such action is to take effect. This notice is to be signed
by the employee and then placed in the employee's permanent personnel
file.
4.
Suspension. Any employee may be suspended for a
period not to exceed thirty (30) working days, reduced in pay or class,
for just and reasonable cause by the supervisor with prior signed
approval by the Chairman.
5.
Evidence of deterioration of conduct. Normally,
the deterioration of an employee's conduct is a progressive problem
and every effort should be made to reverse this trend as soon as it
is apparent. Therefore, evidence should be available in the normally,
sufficient employee's permanent personnel file to justify the action
taken.
6.
Employee right of appeal. All employees are granted
the right to appeal any form of disciplinary action taken against
them. Such appeal handled in the following manner shall be:
a.
Within ten (10) days after signing the notice of disciplinary action,
the employee must notify the Chairman, in writing, that he/she is
appealing the action and inform the Chairman, in writing, of his/her
reasons) for so doing.
b.
The Chairman shall, within ten (10) days after receiving the written
notice to appeal, thoroughly investigate the action and submit a written
statement of facts, findings and recommendations to the Board of Trustees.
c.
The Chairman shall, within ten (10) days after submitting such statement
to the Board of Trustees, convene a meeting, that may be closed, which
shall be held in an informal manner so as to avoid the appearance
of a trial in a court of law. The appellant shall have the right to
appear in person at the open meeting and for any portion of the closed
session the Board desires.
d.
The action of the Board of Trustees at this meeting shall be final
and conclusive.
A.
It
is the desire of the Village that the causes of grievances be adjusted
informally. As such, both supervisors and employees are expected to
make every effort to resolve problems as they arise. However, an employee
who attempts and fails to satisfactorily resolve a grievance with
his/her supervisor within a reasonable period of time may present
his/her grievance to the Chairman. The Chairman shall convene a meeting
to consider the grievance. The employee, the supervisor and any other
interested party shall have the right to be heard at such meeting.
The Chairman shall then take whatever action that he/she deems appropriate,
with any action taken subject to the approval of the Board of Trustees.
B.
No
employee shall be disciplined or discriminated against in any way
because of his/her proper use of grievance procedures.
[Ord. No. 12-10 § 1, 10-27-2010; Ord. No. 07-13 § 2, 4-25-2013; Ord. No. 05-16 § 3, 4-28-2016]
A.
All full-time employees of the Village shall receive normal compensation
for any Federal legal holiday and any other day or part of a day during
which the public offices of the Village shall be closed by special
proclamation of the Chairman with approval of the Board of Trustees.
Part-time employees shall receive compensation based upon their scheduled
work hours for such holiday.
B.
It shall be the policy of the Village to insure that all full-time
employees enjoy the same number of holidays each year.
C.
The standard shall be the number of holidays in a particular year
which will be celebrated by full-time employees working a forty (40)
hour week, Monday through Friday. For this group when a holiday falls
on Sunday, the following Monday shall be observed as the holiday.
When a holiday falls on Saturday, the preceding Friday shall be observed.
D.
For full-time employees whose workweek is other than Monday through
Friday, the supervisor shall designate the workday that shall be observed.
E.
Any employee absent without authorized leave on the preceding and/or
the day following a holiday shall not receive regular compensation
for the holiday.
F.
The Village recognizes the following holidays: New Year's Day,
Presidents' Day, Good Friday, Memorial Day, Independence Day,
Labor Day, Columbus Day, Veterans Day, Thanksgiving Day (and the immediately
following Friday), Christmas Day and Christmas Eve or the day immediately
following Christmas as determined by the Board of Trustees. The Village
offices will be closed, and holiday pay is eight (8) hours of regular
pay, for full-time employees. Holiday pay for part-time employees
is four (4) hours of regular pay.
[Ord. No. 07-13 § 3, 4-25-2013; Ord. No. 05-16 § 4, 4-28-2016]
A.
Paid vacation leave for full-time employees accrues at the rate of
eight (8) hours per month, eighty (80) hours annually, while part-time
employees accrue leave at the rate of four (4) hours per month, forty
(40) hours annually. Vacations must be scheduled in advance and approved
by the Board. Full-time Village employees are not allowed to accumulate
vacation time in an amount in excess of eighty (80) hours annually,
while part-time employees are not allowed to accumulate vacation time
in excess of forty (40) hours annually. If an employee leaves the
service of the Village with accrued vacation time, he/she shall be
paid for the same, not to exceed eighty (80) hours for full-time employees,
forty (40) hours for part-time employees.
[Ord. No. 08-17, 8-24-2017]
B.
Employees must take all vacation days in each year. Vacation requests
should be submitted to the department head at least one (1) month
prior to proposed leave. No vacation time will be carried from one
(1) year to the next. Vacation not taken will be forfeited and dropped
from the record.
C.
Absence on account of sickness, injury or disability in excess of
allowed sick leave shall be charged to vacation days or wages withheld,
at the discretion of the employee.
D.
The Village Clerk shall keep records of vacation leave allowance
and use. Supervisors shall have access to such records and shall schedule
vacation leaves with particular regard or priority to the seniority
of employees, in accord with operating requirements and insofar as
possible, with the request of the employee.
E.
When a regularly scheduled holiday occurs during the period of an
employee's vacation an additional day of vacation shall be granted.
F.
If an employee resigns or is dismissed he/she shall be compensated
for accumulated vacation credit at his/her regular pay rate.
[Ord. No. 07-13 § 4, 4-25-2013; Ord. No. 05-16 § 5, 4-28-2016]
A.
Paid sick leave will be calculated on a calendar year basis beginning
January 1 and ending December 31 each year. If an employee is hired
during the year, sick leave will be prorated for the remainder the
year. Full-time Village employees accumulate sick leave at the rate
of four (4) hours per month, for a total of forty-eight (48) hours
per year. Part-time employees accumulate sick leave at the rate of
two (2) hours per month, and may accumulate a total of twenty-four
(24) hours per year.
[Ord. No. 08-17, 8-24-2017]
C.
An employee who is unable to report for work because of the above
reasons shall report a reason for his/her absence to his/her supervisor
within two (2) hours before the time he/she is expected to report
to work. Sick leave with pay shall not be granted unless such report
has been timely made. Documentation may be required of the employee
before any sick leave will be granted or any payment made. In all
cases, sick leave with pay in excess of three (3) working days shall
be allowed only after presenting a written statement by a physician
certifying that the employee's condition prevented him/her from
appearing for work.
D.
An employee leaving their position in the Village shall not be allowed
the use of sick leave in the last two (2) weeks of their employment.
Unused sick leave will not be compensated for in any way at the time
of resignation or dismissal from the Village.
E.
Abuse of the sick leave privilege can result in dismissal.
A.
Employees
may receive a leave of absence, not to exceed ten (10) working days
annually, for participation in annual training for the National Guard
or Reserve Armed Forces. Request for such leave must be accompanied
by a copy of official orders requiring such training. Employees shall
not be compensated for such leave. Leave of absence may exceed ten
(10) days if the Guard or Reserve unit is activated.
B.
Any
employee who is drafted into the military service shall, upon termination
of his/her active service, be entitled to return to the Village service
at a level equivalent to the position held on his/her departure. This
leave of absence shall not exceed the period of time necessary to
complete the period of active duty that he/she has been involuntarily
ordered to perform.
Upon written orders of the Chairman an employee may be granted
maternity leave with pay for a period of two (2) weeks. An additional
unpaid leave in accordance with Federal law shall be granted as required.
A.
Upon
request of the employee, an absence may be granted by the department
head because of an emergency illness and/or death in the immediate
family. The length of the absence shall be determined between the
department and Chairman and the employee and shall generally be between
one (1) and three (3) days. The guidelines include, but are not limited
to:
An employee may be granted leave with pay when required to be
absent from work for jury duty or as trial witness. Compensation for
such leave shall be limited to the difference between pay received
for this service and normal Village pay.
A leave of absence without pay may be granted for the following
reasons: personal illness, non-occupational injury and pregnancy which
extend beyond the sick leave policy or other leave as approved by
the Board. There will be no accrual or payment for holiday, vacation
or sick leave while the employee is absent on extended leave without
pay.
[1]
Editor’s Note: Former Section 119.240, Health Insurance,
as adopted and amended by Ord. No. 07-12, 6-28-2012, was repealed
4-25-2013 by Ord. No. 07-13 §5.
A.
All
employees or Village representatives who use their own automobile
in performance of official duties shall be reimbursed on a per mile
basis if approved prior to use by the Board of Trustees.
B.
This
policy is intended only for long distance travel of Village employees
and/or representatives. All travel within the greater Springfield
or Airport Drive area shall be compensated only when prior approval
has been obtained from the Chairman and department head.
C.
All
Village employees are required to wear seat belts as set forth in
State Statutes.
No tobacco use is allowed in any Village vehicle.
It is the policy of the Village to provide equal opportunity
employment to all persons employed or seeking employment with the
Village and therefore to cooperate fully with the guidelines established
by the 1964 Civil Rights Act, the 1972 Equal Employment Opportunity
Act and the 1973 Rehabilitation Act is a Village-wide Affirmative
Action Program. Discrimination is prohibited because of race, color,
religion, sex, national origin, political affiliation, disability,
marital status and age in all aspects of personnel policies, programs,
practices and operations.
A.
It
is the policy of the Village of Airport Drive that the unlawful manufacture,
distribution, dispensation, possession or uses of controlled substances
is prohibited in the workplace. Controlled substances include alcohol
and alcohol containing beverages and other non-prescription substances.
B.
Any
employee that violates the above stated policy is subject to disciplinary
action which may include, but is not limited to, termination of employment.
All employees are required to follow the requirements of the policy.
Any employee that is convicted of violating any State or Federal criminal
drug law is required to notify the Chairman of the Village within
five (5) days of the conviction.
C.
The
Village will work to develop a drug-free awareness program for all
employees. The purpose of this program is to inform the employees
of the following:
D.
Drug/alcohol
tests shall be required for employees whenever there is a pattern
of on-duty accidents, an accident resulting in property damage or
any on-the-job injury.
E.
The
Village will continue efforts to preserve a drug-free workplace and
may enforce the Federal guidelines including NIDA (National Institute
of Drug Abuse).
It is a condition of employment for all employees that have an accident during work requiring them to seek medical attention, that they submit to a blood and/or urine test at the time they receive medical attention. Said test shall be administered per Section 342.040 of the Village Code.
A.
The
Equal Employment opportunity commission (EEOC) issued guidelines affirming
its position that sex-related harassment in the workplace is sex discrimination
and, as such, is prohibited by Title VII of the 1964 Civil Rights
Act.
B.
It
has long been the Village's policy that all employees have a right
to work in an environment free from any type of discrimination, including
freedom from sexual harassment.
C.
It
is the policy of the Village that all employees should enjoy a working
environment free from all forms of discrimination, including sexual
harassment. No employee, either male or female, should be subjected
to unsolicited and unwelcome sexual overtures or conduct, either verbal
or physical.
D.
Sexual
harassment lowers morale and is damaging to the work environment;
it is also illegal. Therefore, the Village will treat sexual harassment
like any other form of employee misconduct - it will not be tolerated.
E.
Specifically,
it is illegal and against the policies of the Village for any employee,
male or female, to sexually harass another employee by:
1.
Making acceptance of unwelcome sexual advances or request for sexual
favors or other verbal or physical conduct of sexual nature a condition
of an employee's continued employment;
2.
Making submission to or rejections of such conduct the basis for
employment decisions affecting the employee; or
3.
Creating an intimidating, hostile or offensive working environment
by such conduct.
F.
The
Village will enforce disciplinary action against any person who threatens
or insinuates, either explicitly, that an employee's refusal to submit
to sexual advances will adversely affect the employee's employment,
evaluation, wages, advancement, assigned duties, shifts or any condition
of employment or career development. This discipline can include termination.
G.
The
Village recognizes that the question of whether a particular action
or incident is a purely personal, social relationship without a discriminatory
employment effect requires a factual determination based on all facts
in each case.
H.
Therefore,
the Village will act positively to investigate alleged sexual harassment
claims and to effectively remedy them when an allegation is determined
to be valid. Given the nature of the type of discrimination, the Village
also recognizes that false accusations of harassment can have serious
effects on innocent men and women. Therefore, false accusations will
result in the same severe disciplinary action applicable to one (1)
found guilty of sexual harassment.
I.
Employees
subject to acts of sexual harassment should consider requesting the
persons involved to cease from such harassment and shall immediately
report such conduct to the Chairman, Board President, the appropriate
supervisor or department head.
Employee evaluations, disciplinary reports, reprimands and all
other personnel records are deemed by the Village to be confidential
records and are not to be copied or otherwise disseminated without
express written authorization of the Chairman. Employees may review
their own personnel records upon request to the Chairman. Department
heads and supervisors shall have access to personnel records of employees
under their supervision. No person shall make copies of, obtain or
use the personnel records of any other employee for their personal
use or for any purpose other than in connection with their responsibilities
as a Village employee.
[Ord. No. 07-13 §6, 4-25-2013; Ord. No. 05-16 § 6, 4-28-2016]
The Village may participate in a deferred compensation plan
for its employees, and may match employee contributions up to five
percent (5%) of an employee's normal salary and/or wage, and
shall participate in LAGERS retirement system for full-time employees.
