(A)
Full-Time Employees. The following shall be the vacation benefits
for full-time employees:
Two weeks' vacation for employees for service of one year of
continuous work.
The remaining vacation schedule will run on a calendar year
(January through December).
Three weeks' vacation for employees with five or more years
of service.
Four weeks' vacation for employees with 10 or more years of
service.
Five weeks' vacation for employees with 15 or more years of
service.
Earned vacations must be taken during each calendar year. Unused
vacation days will be forfeited. Vacation time may be used in one-half-day
or full-day increments only.
[Amended 2-18-2014 by Ord. No. 14-02-01]
(B)
Part-Time Employees. The following shall be the vacation benefits
for part-time employees:
One week vacation for employees after one year of continuous
service.
The remaining vacation schedule will run on a calendar year
(January through December).
Two weeks' vacation for employees with five or more years of
service.
Three weeks' vacation for employees with 10 or more years of
service.
Earned vacations must be taken during each calendar year. Unused
vacation days will be forfeited. Vacation time may be used in one-half-day
or full-day increments only.
[Amended 2-18-2014 by Ord. No. 14-02-01]
(C)
Full-time employees returning to work for an emergency situation
while on vacation or while taking a personal day will cause the vacation
day or personal day to cease. Vacation day hours or personal day hours
remaining in that situation will be rescheduled.
[Added 4-16-2019 by Ord.
No. 19-04-02]
[Amended 3-21-2017 by Ord. No. 17-03-02; 2-21-2023 by Ord. No. 2023-02-01]
(A)
Each
employee will be allowed three days off with pay when a death occurs
to a member of their immediate family. These members include the employee's
spouse, mother, father, sister, brother, children, grandparents, half-sister,
half-brother, or mother-in-law, father-in-law, brother-in-law, sister-in-law,
stepfather, stepmother, stepchildren, stepbrother, or stepsister.
These days must be workdays and they end at the day of the funeral,
unless other arrangements are approved in advance. The paid leave
provisions of this section are separate and independent of any unpaid
leave requirements found in 820 ILCS 154/10.
(B)
Nothing
in this article shall impact an employee's rights pursuant to 820
ILCS 154/10, entitled "Bereavement Leave," and providing for up to
two weeks or 10 workdays of unpaid leave pursuant to that section,
and nothing in 820 ILCS 154/10 shall expand any obligation for paid
leave provided by the Village.
[Amended 3-20-2012 by Ord. No. 12-03-01; 12-20-2016 by Ord. No. 16-12-03; 4-16-2019 by Ord. No. 19-04-02]
(A)
Sick
Time Leave. Each employee will be allowed to take off three days each
calendar year for sick time days and the employee will be paid their
regular pay for these days. For unused sick days not used by the employee
during the calendar year in which they were earned, the employee can
be paid at the regular rate of compensation. At the employee's election,
the sick days may be accumulated and rolled over from one calendar
year to the next, in lieu of being compensated at the employee's regular
rate of pay, or used as accumulated time for retirement, up to 240
days. An employee may use personal sick leave benefits due to an illness,
injury or medical appointment of the employee, the employee's spouse/significant
other, the employee's child, stepchild, sibling, parent, mother-in-law,
father-in-law, grandchild, grandparent or stepparent.
(B)
Personal
Time Leave. Each employee will be allowed to take off two days each
calendar year for personal reasons. Personal days, if not used within
the calendar year, will be forfeited.
[Amended 4-16-2019 by Ord. No. 19-04-02]
An additional sick leave policy is available for full-time Village
employees who have been absent from work for seven regular work days,
exhausted all regular vacation, personal, and sick time and have a
doctor's excuse. This policy shall be as follows:
(A)
Schedule.
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Employment up to 5 years or less
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20 days of 1/2 pay
|
|
5 to 10 years employment
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40 days of 1/2 pay
|
|
10 to 20 years employment
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10 days of full pay; 50 days of 1/2 pay
|
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20 plus years employment
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20 days of full pay; 100 days of 1/2 pay
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(B)
Notification. The Village Board shall establish the notification
requirement for taking sick leave. The employee shall state the nature
of the illness or injury, location of confinement and the telephone
number where they may be reached. The employee must also state whether
the absence is claimed to be from a previous injury sustained while
on duty. Supervisors are to be kept informed daily, whenever possible,
of the employee's condition. Upon return to work, the employee will
inform their supervisor as to the cause of the illness or injury and
indicate whether a continuing impairment might have occurred.
(C)
Resumption of Work. In order to continue active work assignments
after an illness, injury or disability lasting seven consecutive work
days or more, the employee must provide the Village Clerk with a written
physician's statement releasing the employee to assume activities
within their position responsibility.
Any employee who is ill or injured on the job shall immediately
notify the Superintendent who may require the employee to be transported
to a hospital for examination by a physician or surgeon. For employees
on a seven-hour work schedule, if an employee becomes ill while at
work after the first two hours of work, the employee shall lose 1/2
day of accumulated sick time. For employees on a twelve-hour work
schedule, if an employee becomes ill at work after the first three
hours of work, the employee shall lose one-half day of accumulated
sick time.
Pregnancy shall be considered the same as any short-term disability, and request for pregnancy leave shall be made through the disability leave clause. Request for parental leave following childbirth shall be made through the Leave of Absence clause, § 12-6-8(G), Family and Medical Leave Act.
[Amended at time of adoption of Code (see Ch. 1, Administration,
Art. I, General Code Provisions, Div. I)]
No employee on leave of absence may earn vacation, or sick leave,
except when the leave was for the purpose of accepting a temporary
work assignment in another office. While the employee is on leave
of absence, the length of service still continues to accumulate except
for special leave situations under Subsection (A), Special Leave,
and for Subsection (G), Family and Medical Leave Act, situations.
Length of service is specifically prohibited from accumulating on
special leave cases and on Family and Medical Leave Act situations.
The prohibition on length of service accumulation is not contained
in any other type of leave of absence situation. Therefore, the code
should be construed to allow accumulation of length of services while
on leave of absence other than special leave and the Family and Medical
Leave Act. Employee shall be granted an excused leave of absence for
the following:
(A)
Special Leave. All full-time and salary exempt employees who have
completed one full year of continuous service may request a special
leave. Special leave will only be granted for personal reasons, and
must be approved by employee's Superintendent. Special leave shall
be granted without pay. The period for special leave shall not exceed
six months. An extension may be granted up to a maximum of six months
for a total of one year. In order to continue to receive medical and
insurance benefits during a special leave, the employee shall contribute
both the employee and the employer's share of IMRF and insurance costs.
Length of service or benefits shall not accrue or accumulate during
a special leave. A person either hired or promoted to fill the position
vacated by the person on leave shall be considered in that position
temporarily and shall relinquish it upon the employee's return.
(B)
Military. Any full-time or part-time employee who is a member of
a reserve component of the armed services, the Illinois National Guard
or the Illinois Naval Militia shall be allowed leave. Such leave will
be granted without loss of length of service or other accrued benefits.
[Amended 2-18-2014 by Ord. No. 14-02-01]
|
In case of an emergency call-up (or order to state active duty)
by the Governor, the leave shall be granted for the duration of said
emergency with pay and without loss of length of service or other
accrued benefits.
|
|
Military earnings during the military reserve obligation or
for the emergency call shall be submitted and assigned to the Village,
and the Village shall return it to the payroll fund from which the
employee's payroll check was drawn. If military pay exceeds the employee's
earning for the period, the Village Board shall return the difference
to the employee.
|
|
To be eligible for military reserve leave or emergency call
up pay, the employee shall provide the Village with a certificate
from the commanding officer of the employee's unit that the leave
taken was for either such purpose.
|
|
Full-time employees entering into military service as a result
of voluntary enlistment, induction into the service by draft, or conscription
will be afforded all of the privileges provided by the Illinois Compiled
Statutes, Chapter 330, § 60/1 et seq.
|
(C)
Jury Duty. An employee shall be excused from work for days in which
the employee serves on jury duty. The employee shall receive his regular
pay for jury service. The employee shall present proof of jury service
and the amount of pay received shall be turned over to the Village
Treasurer. The employee shall also turn over to the Village any expense
allowances paid by the court if the jury duty is located at the County
Courthouse. If an employee is given an early release from jury duty,
the employee shall then report to his or her regular work assignment.
(D)
Witness. An employee shall be excused from work when lawfully subpoenaed
to serve as a witness. The employee must present written proof of
the summons to testify to qualify for an excused absence. Notice to
employee's supervisor should be made in advance of appearing in court.
An employee's excused absence from work shall be on an unpaid basis,
unless the employee's witness activity is work related and the witness
activity is requested by the Village. The employee shall turn over
to the Village any witness fee when the employee's witness activity
is work related.
(E)
Village Disability Leave. To be eligible for Village disability leave,
the employee must submit to the Village Board a medical opinion that
the employee cannot work in his normal job position, and a medical
opinion that the employee may possibly be able to return to work within
the next six months. Employees are not eligible for disability benefits
until they have been employed at least one year. Employees may be
required to use their accrued sick or vacation time to continue regular
wages. Employees must submit a letter requesting disability leave
to their superintendent within a reasonable amount of time before
disability leave is taken. Upon return to work, employees must submit
a release statement from their physician to the superintendent. If
the superintendent has reason to believe that the employee is unable
to perform the normal duties or the employee is able to perform duties
and is still absent, they may seek and rely upon the decision of an
impartial physician. The Village Board will select a physician who
is not a Village employee to act as an impartial physician.
(F)
Educational Leave. The Village Board may grant an employee an educational
leave of absence for the purpose of engaging in a training course.
No educational leave may be granted unless in the judgment of the
Village Board the training course would benefit the Village by improving
the employee's qualifications to perform the duties of the employee's
position or by qualifying the employee for advancement in rank or
grade to another position in the Village service. Employee shall receive
his regular pay during an education leave of absence for training
courses when so authorized by the Village Board. Employees may request
an educational leave without pay to seek further professional training
in specialty fields. Such leave may be up to 10 months in duration
and requires the approval of the Village Board. An employee on education
leave without pay does not accrue vacation or sick leave credit for
the period of leave. When ready to return to work, the employee will
be offered the first available full-time position at the same job
level the employee held prior to departing on educational leave without
pay.
(G)
Family and Medical Leave Act. An employee is eligible for a leave
of absence through the Family and Medical Leave Act of 1993. In order
to be eligible for leave, an employee must have worked for the employer
at least 12 months and must have worked at least 1,250 hours over
the previous 12 months prior to the leave. Eligible female and male
employees are allowed up to, 12 weeks of leave per twelve-month period
following the birth of a child, the placement of a child for adoption
or foster care, or the serious health condition of the employee or
an immediate family member (defined for purposes of this Family and
Medical Leave Act situation as including the employee's child, spouse
or parent). The leave for birth or placement must take place within
12 months of the birth or placement of the child. The employee's leave
shall be unpaid. The employee may, upon approval of the Village Board,
use accumulated sick leave and/or vacation leave. During the leave,
the Village shall continue to provide coverage under its group health
plan. Following return upon leave, the employee shall be returned
to a position with equivalent pay, benefits and other terms and conditions
of employment. In order to utilize leave of absence pursuant to the
Family Medical Leave Act, the employee should give thirty-day notice.
For leave based upon serious health conditions, the employer may require
certification from the employee's health care provider for leave.
Employer reserves the right to require a second medical opinion at
the employee's own expense.
(H)
Expiration of Leave. When an employee returns from a leave of six
months or less, the superintendent shall return the employee to the
same or similar position in the same class in which the employee was
incumbent prior to commencement of such leave. An employee's same
or similar position will not be protected for reductions in force
or where the position has been eliminated. Employees are subject to
termination if they are absent from work for more than six months.
No employee may be absent without permission of the supervisor to
which assigned. In the absence of extenuating circumstances, an employee
who is absent from work for any reason and fails to notify his or
her supervisor within two working days will be considered to have
resigned. No employee on leave of absence may earn vacation or sick
leave.
[Amended 2-18-2014 by Ord. No. 14-02-01]
