[Amended 8-16-2016 by Ord. No. 2016-08-05]
The purpose of a grievance procedure is to establish and maintain harmonious and cooperative working relationships between the Village and its employees, to assure equitable treatment of employees, and to provide expeditious means of resolving employee dissatisfaction over circumstances or conditions of employment. Strict adherence to the grievance procedures and time limits is mandatory, except that the time limits may be extended for good cause. A grievance is defined as a dispute, disagreement, complaint, or any matter concerning any terms or conditions of employment, or concerning the application of any departmental policy, or concerning any employee relationship, or work related issue. As used in this article, the term "days" shall mean working days of the employee filing the grievance. At any step, if a written response is not provided to the grieving employee within the ten-day time frame, the grievance will be considered denied at that step, and the employee may proceed to the next step. If any superintendent is disciplined and/or discharged by the Mayor with the advice and consent of the Village Board, the discipline and/or discharge shall constitute the final resolution of the matter and there shall be no access in this instance to the various steps of the grievance procedure. The failure of a reappointment of a superintendent by the Mayor shall not be interpreted to constitute discipline and/or discharge of an ongoing employment relationship with the Village. Steps:
(A) 
A grieving employee shall, within five days after he learns of the circumstances or conditions which prompted the grievance, submit the grievance to the employee's superintendent, in writing, informing such superintendent of the grievance and the particulars concerning the same. The superintendent shall provide a written response to the grieving employee within 10 days after receiving the grievance.
(B) 
If the grievance is not resolved to the employee's satisfaction, the employee may submit the grievance to the Mayor by summarizing the grievance in writing. The grievance must be submitted to the Mayor within five days of the decision of the superintendent or within five days of the expiration of the ten-day response period if the superintendent has not provided a written response. For all other employees, the grievance shall be before the Mayor. The grievance procedure hereinabove set forth is not available to a probationary employee probationary employees are at-will employees until the probationary period is completed.
[Amended at time of adoption of Code (see Ch. 1, Administration, Art. I, General Code Provisions, Div. I)]
In the event it becomes necessary to layoff employees for any reason, employees will be laid off based on the following criteria: employee's knowledge, skills, and abilities in relation to positions available, lack of work, lack of funds, the employee's length of service, the employee's work record including commendations as well as disciplinary action, the employee's attitude and relations with other employee's as well as other agencies and change in duties of the department. The employee shall receive two weeks' notice.
Sick leave, vacation, and retirement fund benefits cease at 12:00 midnight on the date of termination. Life and health insurance will cease at the end of the month of the termination. Employees may elect to continue participation in the plan on a self-pay basis as provided by federal statutes. The employee will be paid for each day of accrued and unused vacation time. Monies accumulated in the employee's retirement account may be refundable, according to IMRF rules. Forms required to request this refund are available from the Village Clerk's office.