A.
Business hours. The City Council shall, with the advice of the Personnel
Committee, set the business hours of all City departments.
B.
Personnel forms. The City Clerk shall prescribe forms to be used
and properly maintained by all City departments. All personnel forms
shall be reviewed by and kept on file with the City Clerk or the Clerk's
designate.
D.
Official roster. The City Clerk shall maintain a roster of all employees,
showing name, current address, date of hire, title of position, salary
rate, changes in status, and other data as directed by the City Council.
Each employee, upon completion of their orientation period,
will have their performance reviewed, and thereafter their performance
shall be reviewed on an annual basis. This review will be completed
in writing by the employee's department head in writing. It will be
discussed with the employee and signed by the department head and
the employee. A copy of all reviews will be maintained in the employee's
personnel file.
An employee, upon written request, may examine his or her own
personnel file during normal working hours twice in a calendar year.
[Amended at time of adoption of Code (see Ch. 1, General
Provisions, Art. I)]
A.
When additional employees are to be hired, the selection process
shall include publication of the open position(s) in newspapers and
on the City's website.
B.
An application for employment must be filled out by all persons seeking
employment. Applications may be obtained at the City Clerk's office.
Interviews may be conducted by a department head, the Mayor, and/or
the Personnel Committee.
C.
An applicant for the position of law enforcement officer shall meet
the requirements of and shall be selected by the Board of Police Commissioners.
A.
Full-time employees shall be eligible for all benefits provided to
City employees under the provisions of this code.
B.
Part-time employees hired to work 1,000 hours per year or more shall
be eligible for vacation and sick leave on a pro-rata basis, but shall
not be eligible for any other benefits.
[Amended at time of adoption of Code (see Ch. 1, General
Provisions, Art. I)]
C.
Part-time or temporary employees hired to work fewer than 1,000 hours
per year shall not be eligible for vacation, sick leave or any other
benefits.
A.
As part of the City's employment procedures, an applicant is required
to undergo a post-offer, preemployment medical examination and an
alcohol and drug screening that are conducted by a physician designated
by the City. Any offer of employment that an applicant receives from
the City is contingent upon, among other things, satisfactory completion
of this examination and screening and a determination by the City
and its examining physicians that the applicant is capable of performing
the essential duties of the position that has been offered, with or
without a reasonable accommodation.
B.
As a condition of continued employment, an employee may also be required
to undergo periodic medical examinations and/or alcohol and drug screenings,
at times specified by the City. In connection with these examinations,
an employee is required to provide the City with access to their medical
records, if requested. Further, it should be understood that the City
receives a full medical report from its examining physicians regarding
the applicant's or employee's state of health. All City-required medical
examinations and alcohol and drug screenings are paid for by the City.
[Amended at time of adoption of Code (see Ch. 1, General
Provisions, Art. I)]
The Mayor, with the approval of the City Council, shall appoint
a Director of Public Works, Police Chief, Deputy Police Chief, Executive
Secretary to the Mayor, City Attorney, City Auditor, City Collector,
and any other appointed City officers for whom a City office is created
by ordinance enacted by two-thirds vote of the City Council (in accordance
with 65 ILCS 5/3.1-30-5, as amended). The City Clerk shall appoint
a Deputy City Clerk (in accordance with 65 ILCS 5/3.1-30-10, as amended).
Appointment shall be for a one-year term, unless terminated sooner
by the Mayor as provided by state law, or until their successor is
appointed and has qualified.
[Amended 6-1-2015 by Ord.
No. 3187]
The City permits the employment of qualified family members
of an employee as long as such employment does not, in the opinion
of the City, create actual or perceived conflicts of interest. For
purposes of this policy, "family member" is defined as a spouse, child,
parent, sibling, grandparent, grandchild, aunt, uncle, first cousin
or corresponding in-law or "step" relation. The City will exercise
sound business judgment in the placement of family members of employees
in accordance with the following guidelines:
A.
Individuals who are family members of employees are permitted to
work for the City, provided no direct reporting or supervisory/management
relationship exists. That is, no employee is permitted to work within
the chain of command of a family member such that one family member's
work responsibilities, salary or career progress could be influenced
by the other family member.
B.
No family members are permitted to work in the same department or
in any other positions in which the City believes an inherent conflict
of interest may exist.
A.
Duration. A newly hired employee shall be subject to an orientation
period of 90 calendar days.
B.
Purpose. The orientation period is to afford the employee an opportunity
to become familiar with, and to perform, the requirements of the position
and to allow the City to observe the employee's performance.
C.
Dismissal and completion. An employee may be dismissed at any time
during the orientation period. Completion of the orientation period
is not to be construed as creating a contract of employment, guaranteeing
employment for any specific duration, or as establishing a "just cause"
standard for termination.
D.
Benefits. A new employee shall be entitled to fringe benefits, as
provided herein, upon the completion of a ninety-day orientation period,
except that a new employee shall be eligible for group medical insurance
after 30 days.
E.
Vacation and sick leave. During the orientation period, an eligible
employee will accrue vacation; however, vacation time shall not be
taken during the first year of employment.
F.
Upon the successful completion of the orientation period, an eligible
employee will be credited with sick leave from the date of hire. A
new employee shall not be paid sick leave during the orientation period.
