The formal disciplinary process is a five-step procedure, but
dismissal may occur at any step in the process. Superintendents may
use the discipline form attached as Appendix C for documentation purposes. Under normal circumstances,
these steps are outlined in the following sections.
A verbal reprimand informs an employee of unsatisfactory conduct,
attitude or performance, and acknowledges that continued such actions
will result in more severe disciplinary actions. The reprimand should
be done in private, and should be documented with the date and nature
of the problem and placed in the employee's personnel file.
A written reprimand informs an employee of unsatisfactory conduct,
attitude or performance. Written reprimand is more severe than a verbal
reprimand, but serves the same purpose to acknowledge further unsatisfactory
conduct, attitude, or performance will result in more severe disciplinary
action. A copy of the written reprimand will be sent to the employee,
the superintendent, Mayor and employee's personnel file.
Employee may be placed on probation by the superintendent and/or
the Mayor if the employee's performance is substandard and/or the
employee's conduct and behavior are inappropriate and not condoned
by management. Employee may be placed on probation not to exceed six
months. At the end of three months, an informal evaluation of the
employee's performance will be conducted. At the end of the probationary
period, the employee's performance will be formally evaluated. Evaluations
will determine if the employee should be retained. If the employee
violates the conditions of the probation, the employee may be subject
to termination. Removal from probationary status is based upon satisfactory
completion of the probationary period, recommendation from the employee's
immediate superintendent, and approval of the Mayor.
Suspension of an employee would be at the discretion of the
superintendent. The suspension will result in a loss of salary for
the period of the suspension. Upon return to work the suspended employee
will be placed on probationary status for a period not to exceed six
months. If the employee violates the conditions of the probation,
the employee may be subject to termination. Removal from probationary
status is based upon satisfactory completion of a probationary period,
a recommendation from the employee's immediate superintendent, and
the approval the Mayor and Village Board. The period of suspension
may be up to but not exceeding 30 days off without pay in one calendar
year. The suspension may include demotion, and is within the discretion
of the superintendent.
Dismissal should be used as a disciplinary action of last resort
at the discretion of the Mayor and the Village Board. All employees
are subject to discharge by the Mayor with the advice and consent
of the Village Board during any of the disciplinary steps.
Disciplinary action may be brought against an employee for the
following, including but not limited to:
(A) Violating any provisions of this Personnel Code.
(B) Knowingly falsifying a report.
(C) Being insubordinate to or showing disrespect towards superiors.
(D) Neglecting to perform the job or performing the job inefficiently.
(E) Engaging in any conduct unbecoming of a Village employee or that
discredits the Village.
(F) Leaving the assigned job without permission.
(G) Absence from work without leave or permission.
(H) Willfully destroying or damaging any property of the Village.
(J) Being under the influence of intoxicating beverages while at work.
(K) Using, manufacturing, distributing, dispensing, or possessing any
statutorily defined illegal drugs, narcotics, or controlled substances,
or failing to report to the employee's superintendent any arrest or
conviction for using, manufacturing, distributing, dispensing, or
possessing any statutorily defined illegal drugs, narcotics, or controlled
substance.
(L) Failure of any employee to notify their superintendent within five
days after an arrest or conviction of a violation of any local, state,
or federal criminal drug statute.
(M) Using a Village vehicle without the knowledge of the immediate supervisor.
(N) Improperly operating a Village vehicle or permitting an unauthorized
person to operate a Village vehicle.
(O) Excessive unexcused absence from work or tardiness.
(P) Possession of explosives, firearms or other dangerous weapons on
Village premises, unless otherwise permitted.
(Q) Use of overtime for other than work purposes.
(R) Failure to follow any safety rules, regulations, or manuals.
(S) Gambling during working hours around Village premises.
(U) Being discourteous to the public.
(V) Engaging in or instigating or causing an interruption or impeding
work.
(W) Substantial misrepresentation of facts in obtaining employment with
the Village.
(X) The use or consumption of Village property for personal or private
purposes, or the use of Village employees during working hours for
such purposes.
(Y) Disorderly conduct during working time or on Village premises, including
fighting, interfering with work of another, or threatening or abusing
any person by word or act.
(Z) Unauthorized use of Village property such as Village owned vehicles,
equipment and materials.
(AA)
Abuse of sick leave by misrepresentation of the leave request.
(BB)
Violation of a written order of a superintendent.
(CC)
Failure to pay legitimate debts, thus exposing the Village to
harassment by creditors.
(DD)
Using profanity on the job.
(EE)
Releasing confidential information.
(FF)
Using or attempting to use an official position to secure special
privileges, exemptions, or personal gain except as may be otherwise
provided by law.
(GG)
Engaging in disreputable acts and not conducting themselves
with "good moral character."
(HH)
Abuse of telephone usage.
(II)
Theft of any Village or employee property.
(JJ)
Discriminating against any person, individual, entity, co-employee,
on the basis of race, color, religion, sex, national origin, age,
handicap or disability, ancestry, marital status, sex harassment or
any other prohibited form of discrimination under federal or state
law or government contract or grantee regulations.
No form of discipline can occur because of any employee's political
activity or political beliefs. This prohibition on discipline does
not apply to individuals in policy making or confidential positions
or where an overriding interest or vital importance exists which requires
that an employee's political beliefs and activities conform to those
of the superintendent or the corporate authorities. The Village also
recognizes that false accusations can have serious affects on innocent
men and women. We trust that all employees will continue to act in
a responsible and professional manner to establish a pleasant working
environment free of discrimination.