Promotions, demotions, transfers, retention in or termination
of employment with the Village shall be made on the basis of merit
and efficiency as determined by such factors as intelligence, ability,
skill, training and experience.
[Amended at time of adoption of Code (see Ch. 1, General
Provisions, Art. I)]
Promotions, demotions, transfers, retention in, or termination
of employment of an individual by the Village shall be made without
regard to race, color, religion, sex, national origin, ancestry, age,
order of protection status, marital status, physical or mental disability,
military status, sexual orientation, pregnancy, or unfavorable discharge
from military service.
If an employee is doing his assigned or designated work to the
best of his ability, but is found by the department supervisor, Mayor
or applicable committee to be unsuited for the job he is assigned
to perform, an honest effort shall be made to place him in a different
job classification before termination of employment so long as an
opening exists in some other job classification.
It shall be the responsibility of the department supervisor,
with the Village Clerk, to keep and maintain adequate and current
personnel records so that reference can be made to such records for
the purpose of appraising an employee's merit and efficiency for possible
merit pay increases, promotion, demotion, transfer, retention in,
or termination of employment by the Village.
The department supervisor, after approval of the Mayor and confirmation
by the Board, may dismiss or suspend an employee under his or her
supervision. Similarly, the Village Board, after written notification
to the department supervisor of the employee, may dismiss or suspend
that employee.
In dismissing or suspending an employee, the Village Board shall
state, in writing to the employee, the cause or causes for dismissal
or suspension. Such notice shall be given to the suspended or dismissed
employee within 24 hours.
Dismissal or suspension shall cause the employee to be separated
from his pay status. Suspension of an employee shall not exceed 30
working days.
The following provisions, though not all-inclusive, shall constitute
cause for dismissal or suspension:
A. Failure to report to work or refusal to work after reporting to work.
B. Reporting to work under the influence of alcohol or drugs not prescribed
to the employee, or drinking or illegal drug use on the job.
[Amended at time of adoption of Code (see Ch. 1, General
Provisions, Art. I)]
C. Repeated tardiness, or unauthorized absences.
D. Incompetency, inefficiency, dishonesty, or disobedience.
E. Unauthorized use of or appropriation to individual use of Village
equipment, property, materials, or inventories.
F. Failure to pay undisputed debts in a timely manner.
G. Misconduct, including off-duty hours when such misconduct brings
discredit to the Village.
H. Inability or incapacity to perform duties.
I. Failure to observe local, state and federal laws or regulations and
Village policies.
K. Claiming sick leave when physically fit to work.