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[1] for documentation purposes. Under normal circumstances, these steps are outlined in the following sections.
[1]
Editor's Note: Appendix C is included as an attachment to this chapter.
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.
(I) 
Taking or giving bribes.
(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.
(T) 
Sleeping on the job.
(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.