A.
The City
expects each employee to assume diligent responsibility for attendance
and promptness. Recognizing, however, that illnesses and injuries
may occur, the City has established sick leave, salary continuation,
and long-term disability benefit plans to compensate an eligible employee
for certain time lost for legitimate medical reasons, including time
off to secure necessary treatment for a disability.
B.
Should
an employee be unable to work for medical reasons, the employee shall
notify the department head by 9:00 a.m. on each day of absence unless
otherwise granted an authorized leave. Failure to properly notify
the City will be deemed an unexcused absence.
C.
If an
employee is absent for more than three consecutive workdays, a statement
from a physician may be required before the employee will be permitted
to return to work. In such instances, the City also reserves the right
to require the employee to submit to an examination by a physician
designated by the City at its discretion.
D.
Absenteeism
or tardiness that is unexcused or excessive in the judgment of the
City is grounds for disciplinary action, up to and including dismissal.
Each employee shall provide their department head with a current
address and phone number.
An employee is expected to confine personal business to off-duty
hours. Exceptions permitted are bona fide emergencies. Visitors and
personal phone calls are discouraged. Personal long-distance phone
calls on City telephones will be charged to the employee placing the
call.
It is expected that an employee will be able to perform the
essential functions of the job for which employed. Reasonable accommodations,
as required by law, will be made.
A.
City employment shall have precedence over outside employment of
employees.
B.
An employee shall not engage in outside employment which is inconsistent
with their City employment or which is detrimental to the best interests
of the City. The City Council shall in each case determine whether
outside employment is inconsistent with City employment or detrimental
to the best interests of the City.
C.
An employee engaged in outside employment of more than 12 hours per
week shall provide the City Clerk and their department head with the
name of the employer, a work schedule, and a description of the work
performed.
D.
An employee may not engage in outside employment or non-City business
while on duty, nor may City property be used for such employment or
business.
E.
An employee injured while engaged in outside employment or non-City
business shall be ineligible for the accrual of vacation and sick
leave during the duration of any time absent from City employment.
No employee shall have a financial interest in any contract
or business with the City. Requests for waiver of this provision may
be made to the Personnel Committee.
An employee is expected to be timely in regard to any payments
or charges owed the City. Failure to be timely in regard to such charges
or payments may result in disciplinary action, up to and including
dismissal.
A.
Employees' organizational rights.
(1)
The City recognizes that employees have, and are protected in the
exercise of, the right of self-organization, and may form, join or
assist any labor organization, to bargain collectively through representatives
of their own choosing on questions of wages, hours and other conditions
of employment, as provided by the Illinois Public Labor Relations
Act,[1] and to engage in other concerted activities not otherwise
prohibited by law for the purpose of collective bargaining or other
mutual aid or protection, free from interference, restraint or coercion.
[1]
Editor's Note: See 5 ILCS 315/1 et seq.
(2)
The City also recognizes that employees have, and are protected in
the exercise of, the right to refrain from participating in any such
concerted activities.
B.
Administrative status in employee organizations. Elected City officials,
executive heads of departments, and other persons excluded as employees
under Section 3(N) of the Illinois Public Labor Relations Act[2] may maintain membership in employee organizations; however,
they are excluded from representation by those organizations, and
may not serve on an employee negotiating or grievance committee.
[2]
Editor's Note: See 5 ILCS 315/3(n).
C.
City's negotiating agent. The Mayor shall have the authority to negotiate
any collective bargaining agreements, subject to the approval of the
City Council.
D.
City Council approval required. Any change in salary schedules, fringe
benefits, or personnel rules and regulations must have approval of
the City Council.
E.
Collective bargaining. Any collective bargaining shall be conducted
in accordance with the Illinois Public Labor Relations Act.
F.
Management rights. The City reserves the right to control matters
of inherent managerial policy, including such areas of discretion
or policy as the functions of the City, standards of services, its
overall budget, its organizational structure, and selection of new
employees, examination techniques, and direction of employees.
