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HomeMy WebLinkAboutResolution #0796:. ~ ~ Y RESOLUTION N0. ~"( ~t A RESOLUTION APPROVING POLICY GUIDELINES FOR PERSONNEL ADMINISTRATION IN THE CITY OF CANTON, ILLINOIS. WHEREAS, the City Council of the City of Canton, Illinois has determined that it is necessary, desirable and to the best interests of the City of Canton to have Policy Guidelines for Personnel Adminis- tration in the City of Canton, Illinois; and WHEREAS, the City Council of the City of Canton, Illinois has re- viewed the proposed Policy Guidelines for Personnel Administration. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CANTON, ILLINOIS, AS FOLLOWS: 1. That the Policy Guidelines for Personnel Administration, said guidelines being set forth in Exhibit A which is attached hereto and made a part hereof by reference, are hereby approved, said guidelines to be effective as of May 1, 1979. 2. That this Resolution shall be in full force and effect upon its passage by the City Council of the City of Canton, Illinois and approval by the Mayor thereof. PASSED by the City Council of the City of Canton, Illinois and APPROVED by the Mayor thereof this ~~, day of ~-~ ~ ~ ~L. 1979. APPROVED: ~ MAYOR HARLAN E. CROUCH 7 ATTEST: , CITY CLERK N Y S. WHITES ,. POLICY GUIDELINES FOR PERSONNEL ADMINISTRATION CITY OF CANTON, ILLINOIS 1. PHILOSOPHY OF THE PLAN. 1. 1. Purpose and Intent. The purpose of this policy statement is to establish a uniform, comprehensive personnel policy applicable to all employees of the City and to define the guidelines aimed at ensuring the fair and consistent applica- tion of this policy. It is the intent of the City to treat all employees equitably. 1. 2. Elements. The plan consists of policy, procedures, job classifications, job descriptions, wage scale, a schedule of time to maximum salary attainment, a personnel evaluation system, personnel appraisal forms, a statement of intent and career path analysis. i 1. 3. Revision of the Plan. The plan may be revised or amended by majority action of the City Council to ensure that the plan ref lects the prevailing needs of the City, of City ordinances and State statutes. In the event a Department Head or any other employee of the City believes that some element of the plan results in the improper treatment of any employee or group of employees, the Department Head or other employee shall forward a Statement of Position to the Mayor who shall make any investigation necessary to explain differences in position and who shall take the appropriate action necessary to resolve such differences. 2. PAY PLAN AND SALARY ADMINISTRATION. 2, 1. The official pay plan for the City consists of a wage scale showing established annual salary ranges and the titles of job classifications or positions which are to be compensated within each salary range. The City Council determines the wage scale and salary plan in the form of an appropriation and may amend the plan by ordinance from time to time for the purpose of ensuring that the City's wage scale is consistent with prevailing trends within the labor market for municipalities equivalent in size to the City of Canton, Illinois. 2. 2. Where to Find Salary Plan and Wage Scale. The official salary plan and wage scale for the City may be found in the appendage of the current budget and/or in the Mayor's office and the City Clerk's office. 2. 3. Applicability of Salary Plan. The official schedule of salary ranges represents full-time compen- sation in each job classification or position.. A full-time employee shall (1) be a regularly scheduled employee who is assigned a work schedule consisting of a minimum of thirty-five (35) hours per week. Permanent part-time employees are those who have a regular work schedule of less than thirty-five (35) hours per week. They shall not accrue sick leave, holiday or seniority benefits, Vacation leave shall accrue at the following rate: Total hours worked in one year divided by fifty-two (52) weeks equal total hours vacation time at the prevailing hourly wage rate, except that employees with more than five (5) years service shall receive double the hours of vacation time. Years of Service Weeks of Vacation 0 - 1 0 1 - 5 1 5 and over 2 (One week for part-time employees is defined as total hours worked during the year divided by fifty-two (52) weeks.) The hourly rate of pay shall be equal to the minimum hnurly salary of a full-time employee working in the same classification. 2. 4. Temporary Full-Time Employees, Compensation for temporary hourly basis and will be determined by the Mayor in accordance with the Council. full-time employees will be on an by the Department Head and approved salary ranges approved by the City 2. 5. Progression Within the Salary Plan. The normal beginning rate for a new employee will be the appropriate rate in the established range for the class of positions. The beginning rate shall be dependent upon the employee's experience and training and the prevail- ing market price for labor for the employee's respective job classification or position. In general, the midpoint salary with each salary range shall rep- resent the average salary in the labor market for each specific job classifica- tion or position among municipalities equivalent in size to the City of Canton. The maximum salary within each range shall be fixed and cannot be altered except by action of the Mayor with the advise and consent of the Council in accordance with applicable procedures under the law. Merit increases shall be awarded annually on the basis of merit. The Department Head must review each employee's performance annually. This review shall consist of a written performance appraisal, which shall become a part of the employee's permanent personnel file, and a private discussion between the employee and the Department Head relative to the written performance appraisal report. Each Department Head shall submit the written performance appraisal report to the Mayor who shall in turn approve the Department Head's recommendation or return the recommendation to the Department Head for revision. All merit increses shall be subject to the consent of the Mayor within the salary ranges approved by the City Council. (2) 2. 6. Promotion Polic All salary increases resulting from a promotion shall be based on the r,~aximum merit percentage for the employee's previous rating (seven per cent (7%) for•Outstanding and three and one-half (3.5%) for Excellent), but in no case shall an employee be promoted unless his previous merit rating was Excellent or Outstanding without written permission to the Department Head from the Mayor. Such consent shall become a permanent part of the employee's permanent personnel file. It shall be the responsibility of the Department Head to recommend to the Mayor all promotions of all employees within the Department Head's administrative jurisdiction. All promotions are subject to the approval of the Mayor. 2. 7. Transfers. The Department Head shall make all transfers at the consent of the employee being transferred. However, where conditions of employment necessitate such a transfer, the Department Head shall direct such a transfer without consent of the employee. Where the employee prefers not to transfer, and conditions of employment necessitate such a transfer, the Department Head, with the consent of the Mayor, may order such a transfer. Refusal of the employee to consent to a transfer under these conditions may result in disciplinary action or discharge for insubordination. Employees may request transfers from the Department Head. In the event of a request for transfer, it shall be the responsibility of the Department Head to approve or disapprove such a request. Whenever and for whatever reason a transfer is effected, the salary of the employee shall be adjusted to correspond to the minimum salary for that position, should the employee's current salary be less than the minimum for the new position. Where the employee's current position is of a higher grade than the new position, the employee's salary will be adjusted to correspond to the appropriate salary range consistent with the employee's new status. The employee's new salary will be set by the Department Head and approved by the Mayor. However, all subsequent performance appraisals and merit increases shall be based on the employee's performance in the new position. 2. 8. Demotions. Any transfer from a higher grade to a lower grade shall be called a demotion. 2. 9. Accrual and Forfeiture of Seniority. All employees shall be given seniority beginning with the date of employment with the City. Months of lay-off, and off the job illness or injury resulting in disability,~do not count toward seniority. Temporary full-time employees shall be allowed credit for seniority for the continuous past months' service if hired on a permanent bases without a lapse in employ- ment. ~3) Seniority shall be forfeited for any of the following reasons: 1. Employee resigns. 2. Employee is discharged for just cause. 3. Unexcused absence for three (3) days. In the case of personnel on a 56 hour duty week, two (2) duty days or four (4) calendar days shall be the applicable standards. With respect to lay-offs, all lay-offs shall be made on the basis of seniority within each respective job classification, with the employee with the least seniority being the first to be laid off. Where two or more employees within the same job classification have the same seniority, lay-offs shall be made on the basis of past performance appraisals, but only with the advice and consent of the Mayor. 2. 10. Employment Rights After Military Service. Employees who are drafted into the armed services shall be granted the necessary leave of absence without loss of seniority and st3,a11 be entitl- ed to resume the previous position with the City provided the employee passes the necessary physical examination, and provided he has received an honorable discharge from the armed service, and provided that he reports to the Mayor within thirty (30) days after being released from active duty. 2. 11. Travel Expense. Provisions will be made for the reimbursement of City employees who incur expenses in travel necessary to the conduct of City business. 3. HOURS OF WORK. 3. 1. Work Week Defined. The hours of work comprising full-time City employment shall be a minimum of thirty-five (35) hours per week (except in the case of the Fire Department where it shall be one twenty-four (24) hour work shift on duty and two twenty-four (24) hour work shifts off duty for an average of fifty- six (56) hours per week). The work week shall consist of five (5) consecu- tive eight hour days except where conditions of employment require special scheduling (e.g. Fire Department and Sanitation workers). 3. 2. Work schedules showing the employee shifts, work days and hours shall be posted on all department bulletin boards at all times. 3. 3. Work Shift. Eight (8) consecutive hours of work shall constitute a normal work shift, except in the case of the Fire Department and Sanitation Department. The Fire Department's normal work shift will consist of twenty-four (24) consecutive hours of work. In the case of the Sanitation workers, the work shift shall be defined by conditions of employment, with the beginning of the work shift specified by the Department Head and the end of the work shift to be the time as each crew completes it duties. (4) ' 4. OVERTIME COMPENSATION. 4. 1. Overtime to be Avoided when Possible. It is the policy of the City to keep work in excess of established schedules at minimum and permit such work only when it is necessary to meet City operating requirements. When it is essential, overtime work will be rotated among all employees within the department so far as practical. It shall be the duty of the Department Head to schedule compensatory time off in order to av oid paying overtime in dollars. When compensatory time off is scheduled by the Department Head, the employee shall be advised of such before the close of his previous working day. Such compensatory time off, once sche- duled shall not be cancelled by the Department Head unless an emergency exists. Where overtime is necessary and the employee is to be awarded compensatory time off, compensatory time shall be granted at the rate of one and one half (l~) times the hours worked in excess of forty (40) hours in a single work week. When an employee is required to work on an authorized City holiday, compensa- tory time off shall be granted at the double time rate,. or sixteen (16) hours off for each eight (8) hours worked. 4. 2. Nature of Overtime Work. Overtime shall include only that work performed by the employee at the direction of a Department Head or his authorized representative.. 4. 3. Call Back to Work. If an employee is called back to work on one of his regular paid holi- days, the employee shall be granted compensatory time off at double the rate for each hour worked. If an employee is called back to work while the employee is on vacation or while taking compensatory time off, additional compensatory time off shall be granted at double the time for each hour worked. S. HOLIDAYS WITH PAY. 5. 1. Days Designated. The following holidays shall be observed: New Year's Day Independence Day Thanksgiving Day Memorial Day Labor Day Christmas Day Veteren's Day For purpose of this policy, the day which the City observes as a holiday shall be defined as the holiday itself. 5. 2. Holiday Falling on a Weekend or Regular Days Off. When a holiday occurs during a regualr work day of a regular full-time employee while he is on vacation, the employee will receive an extra day's vacation as credit for the holiday. The extra day's vacation may be added on to the employee's regularly scheduled vacation or the extra day in lieu of holi- day may be scheduled at some time in the future subject to the approval of the Department Head. It is recognized that some regular City employee work a schedule in which their regular work week includes Saturday and/or Sunday. In these cases, (5) their regular days off will be treated as Saturday and/or Sunday. It is the intent of these Policy Guidelines to grant each employee seven holidays, or the equivalent, per year. 6. LEAVE POLICIES. 6. 1. Vacation Leave. Each regular, full-time employee of the City shall accumulate vaca- tion leave with pay at the rate of two calendar weeks (not to exceed ten (10) working days) upon completion of a full year of service. The employee shall be entitled to schedule vacation time beginning on the day following his first anniversary date of service with the City, with the advice and consent of the Department Head. Employees, after the completion of three years continuous service, shall receive an additional calendar week of vacation (not to exceed five working days) per year. Employees shall earn additional vacation leave on their employment anniversary date when each of the following periods of service "with the City have been attained: Employees, after ten (10) years of continuous service with the City, shall receive an additional calendar week of vacation (not to exceed five (5) working days) per year. Employees, after fifteen (15) years of continous service, shall receive an additional calendar week of vacation (not to exceed five (5) working days) per year. policy: The following schedule is intended to recapitulate the above stated Years of Continuous Service Vacation Leave Granted 1 year but less than 3 years 2 weeks vacation 3 years but less than 10 years 3 weeks vacation 10 years but less than 15 years 4 weeks vacation 15 years and over 5 weeks vacation Vacations will be scheduled to meet the operating requirements of the City with preference given to employees with the greatest seniority within each respective job classification whenever possible. Vacation time may not be accumulated and must be used during the anniversary year in which it is earned. 6. 2. Sick/Personal Days. Computation of Sick/Personal Days for employees shall be computed with reference to the fiscal year of the City. After sixty (60) days of service, an employee shall earn one-half (~) day of personal leave and one- half (~) day of sick leave for each month worked during the current fiscal year. Personal Days may only be used when requested and approved by the Department Head. A maximum of ten (10) Sick/Personal Days may be accumulated (61 by each employee, of which five (5) may be used as Personal Days and five (5) as Sick Days. 6. 3. Illness of Employee. Use of sick leave shall only be used for injury off duty, illness or exposure to contagious disease. Employees shall be governed by the following requirements in order to be eligible for pay during such sick leave. Employee must: a) Report promptly to the Department Head the reason for absence. b) Keep the Department Head informed of employee's condition if the the absence is more than three (3) days. 6. 4. Disability Leave. If an employee becomes sick or injured off the job and`is tempor- arily disabled from performing his duty and if the disability persists for one (1) month or more, the regular, full-time employee may be eligible to receive disability benefits under the Illinois Municipal Retirement Fund or their respective Policy Peniion Fund or Firemen's Pension Fund. Such disability shall be considered disability leave and such employee shall have granted him a leave of absence from the service of the City which shall not exceed one hundred eighty-three (183) days. Where applicable, Loss of Time Insurance Policy shall fund such absence. 6. 5. Job-Related Disability. If an employee is injured while performing his assigned tasks, the employee shall be eligible for injury leave for the duration of this injury or accident. The employee shall be compensated by the City's Workmen's Compensation Carrier. If it appears upon verification of at least two competent medical authorities that the employee will be permanently disabled, the employee must apply for a disability pension upon the request of the Department Head, or the Mayor. All injuries must be reported immediately by the employee to the Department Head in order to be eligible for injury leave and also the Workmen's Compensation Benefits. The employee shall be responsible for causing periodic reports to be submitted by the attending physician ,to the City Clerk, on forms prescrib- ed by the latter, as may be required. 6. 6. Miscellaneous Leave Policies. Department Heads have the authority to approve vacation, jury and sick leave with pay. Such leaves of absence will be requested by the employ- ee, approved by the Department Head, and reported to the office of the Mayor. Leaves of absence for other purposes, with or without pay, are authorized by the Mayor on recommendation of the Department Head. Action by the Mayor shall be secured by the submission of an approved request by the .Department Head. ~~~ A regular, full-time City employee may be granted leave of absence with pay for jury duty. No employee may absent himself or herself from duty without. permission of the Department Head. 7. APPOINTMENTS. 7. 1. Nepotism Policy. Only one person from one family shall be employed in one department of the City at any one time. For this purpose, a member of a family is defined as a: spouse, children, mother, father, brother, sister, mother-in- law, and father-in-law. Where there is more than one member of a family employed by the City as of May 1, 1979, they shall not be effected by this policy. Also, for the purpose of this policy, a person employed by the I. Election Commission of the City of Canton shall not be considered to be an employee of the City. However, the Mayor and the Council members shall fall within the meaning of this policy. It is further the policy of the City ghat members of the family of elected officials, as family is defined above, shall not be newly hired or appointed during the tenure of those elected officials. 7. 2. Authority to Make Appointments. It is the policy of the City to fill vacancies on the'hasis of merit and fitness with secondary consideration given to seniority, and insofar as possible in the interests of the City, to promote City employees within each department and job classification to higher positions. The Mayor has, among other duties, that of recruiting qualified candidates for City employ- ment in accordance with the City's Affirmative Action Plan. Authority to make appointments of all Department Heads and other appointive positions in the City Service, is vested in the Mayor with the advice and consent of the City Council. 7. 3. Residency Requirements. Any person appointed to a position with the City shall become a resident of the City of Canton, or establish a and maintain residence within ten (10) miles of the City within thirty (30) days after the expiration of the employee's probationary period if the employee is to be continued. in the service of the City. 7. 4. Physical Examination. Before being given permanent employment, each employee shall under- go a thorough medical examination by a physician(s) designated by the City, at the cost of the City, and no one shall be empoyed unless the examining physician(s) certifies that the prospective employee meets the minimum standards of physical fitness required, for the employee's respective position. 7. S. Miscellaneous Provisions Relative to Employment. All job openings will be posted prior to the filling of that position for the purpose of soliciting applications from employees currently in the service of the City. All employees working in temporary or seasonal jobs who are hired as regular, full-time employees will be credited with sick leave, vacation time, seniority benefits and probationary time retroactive to the date of the employee's original continuous employment with the City. For the purpose of this policy, "temporary or seasonal employees " shall include only employees ~aho work a full schedule, forty hours per week, but are employed for a job which does not have a definite tenure. (81 8> PROBATIONARY PERIOD. 8. 1. Definition of Period. The employment of any employee of the City shall be followed by a six (6) months probationary period. Such probationary period shall be con- sidered a period of test or trial for the employee in relationship to the employee's work and the employer, during which time, such employees may be discharged by the employer with or without cause. It shall be the responsibility of the Department Head to complete the employee performance appriasal report prior to the completion of the employee's probationary period. If the employee's perf ormance during the probationary period does not meet the standards of the City, the Department Head shall terminate the employee with the consent of the Mayor. 9. GRIEVANCES. 9. 1. Purpose. , Amicable settlement of grievances between employer and employee is recognized in principle and with the intention that the same shall be applied in practice to the fullest extent possible. 9. 2. Procedure. To this end, grievances shall first be referred to the Department Head within ten (10) days of the date on which grievance occurred. The Department Head shall respond to said grievance within fifteen (15) days of official notification. If the grievance thereafter subsists, the same shall be referred to the Mayor within seven (7) days after the response by the Department Head is due, The Mayor shall respond within twenty-one (21) days after receipt thereof. Should these steps fail to resolve the grievance, the same shall be referred to the City Council who shall respond within forty-five (45) days unless a later time is mutually agreed upon. 10. RESIGNATIONS. 10. 1. Notice Required. In order to .resign in good standing, a probationary or regular employee shall give at least two weeks' notice of his intention to resign. Department Heads shall give at least thirty (30) days notice. Failure to give the prescribed notice shall constitute a waiver of accumulated vacation pay and sick pay as recorded in the City's personnel records. 11. LAYOFFS. 11. 1. Notice to be Given. Any City employee may be laid off without reflection upon his stand- ing for lack of work or funds. At lease two weeks' notice of the effective date of a layoff shall be given each regular employee affected thereby. 11. 2. Order to be Followed When Laying Off. All permanent employees shall be laid off in line with seniority within each respective job classification with the person with the least seniority being laid off first. Employees with seniority who are qualified and willing to do the work of the employees to be displaced in the lower (9) jab classification may do so at the current rate for a job in the lower classification. Employees not willing to take a job in a lower classifica- tion shall be laid off. All employees who work a full iaork schedule, but are classed as temporary or seasonal employees within a job classification in which layoffs shall occur will be laid off first. 11. 3. Order to be Followed in Call-back. When there is an increase in the working forces after a layoff, the reverse of the above order of layoff shall be followed, with the employee with the highest seniority within a job classification being the first to be called back. Before any new employees are hired, the employees laid off less than twelve (12) months shall be offered the first employment in order'` of seniority if he is willing and able to do the work available at the pre- vailing rate for such work, and shall accept within five days after notice to his last address. If the employee called back does not reply to the notice of call-back within the prescribed five days, the employee's name shall be stricken from the eligibility list. , 12. CHECK-OFF SYSTEM. 12. 1. Deduction of Union Dues. Union dues shall be deducted from the wages of employees who are members of a union in accordance with the terms of the prevailing contract between the City and the union of which the employee is a member. 13. RETIREMENT. 13. 1. Age Requirement. All employees shall be required to retire at that age which is manda- tory according to the law applicable at the time. It is the policy of the City of Canton that any employee may continue in the service of the City as long as that employee's performance meets the standard for performance in the employee's job classification. 14 . PAYMENT OF INSURANCE PRErIIUl`IS . The employer shall pay for and on behalf of its participating employees, including department heads and elected and appointed officers and employees, all applicable premiums under the group insurance program presently in force between the employer and the existing group insurer while such persons are employed by the employer. The employer shall also pay all applicable premiums under the group insurance program presently in force in amount and for participating employees and department heads who are or may become retired, as follows: (10) (A) In the case of such employees and department heads who have become and nova are retired and who are entitled to monthly benefits under a pension plan of the employer, and who have reached their respective ages of fifty five (55) years or more, the employer shall pay the applicable premium for and on behalf of such employee or department head in so far as the same does not exceed forty dollars ($40.00) per month. (B) In the case of such employees and department heads who have twenty five (25) years of service and who, regardless o:f age, have become entitled to a pension under the provisions of. the Police and Firemen's Pension Fund, the employer shall pay the entire amount of the applicable premium of such insurance. (C) In the case of such employees and department heads who have twenty (20) years of service and who have reached their respective age of fifty (50) years and who have become entitled to a pension under the provisions of the Police and Firemen's Pension Fund, the employer shall pay the entire amount of the applicable premium of such insurance. (D) In the case of such employees and department heads who he'beafter retire and are eligible to receive retirement benefits under the provisions of the Illinois Municipal Employees Retirement provisions, the employer shall pay the entire amount of the applicable premium of such insurance, provided, however, in the event of such employee or department head chooses to retire under such conditions that his retirement benefits are reduced on account of the early retirement provisions of the Illinois Municipal Employees Retire- ment program, then, and in that event,. the amount of insurance premium paid on his behalf by the employer shall be likewise proportionately reduced (and such employee or department head, if he chooses to continue such insurance, must then himself pay the difference in the premium amount, excepting however, the employer shall pay the entire amount of the applicable premium of such insurance on account of any employee or department head who has reached his age of fifty five (55) years, has twenty (20) years of service, and who retires eligible to receive retirement benefits under the provisions of the Illinois Municipal Employees Retirement provisions. The employer shall also pay a portion of the applicable insurance premium for the dependents of participating employees not covered by a collective bargaining agreement and department heads who are or may become retired, as follows: (A) In the case of such employees not covered by a collective bargaining agreement or department heads who have twenty (20) years of service with the City of Canton, the employer shall pay fifty percent (50%) of the applicable premium of such insurance. (B) In the case of such employees not covered by a collective bargaining agrement or department heads who have twenty one (21) years of service with the City of Canton, the employer shall pay fifty-five percent (55%) of the applicable premium of such insurance. (11) (C) In the case of such employees not covered by a collective bargaining agreement or department heads who have twenty-two (2~) years of service with the City of Canton, the employer shall pay sixty percent (60%) of the applicable premium of such insurance. - (D) In the case of such employees not agreement of department heads who have the City of Canton, the employer shall applicable premium of such insurance. covered by a collective bargaining twenty-three (23) years of service with pay sixty-five percent (65%) of the (E) In the case of such employees not covered by a collective bargaining agreement or department heads caho have twenty-four (24) years of service with the City of Canton, the employer shall pay seventy percent (70%) of the applicable premium of such insurance. (F) In the case of such employees not covered by a collective bargaining agreement or department heads who have twenty-five (25) years bf service with the City of Canton, the employer shall pay seventy-five percent (75%) of the applicalbe premium of such insurance. (G) In the case of such employees not covered by a collective bargaining agreement or department heads who have twenty-six (26) years of service with the City of Canton, the employer shall pay eighty percent (80%) of the applicable premium of such insurance. (H) In the case of such employees not covered by a collective bargaining agreement or department heads who have twenty-seven (27) years of service with the City of Canton, the employer shall pay eighty-five percent (85%) of the applicable premium of such insurance. (I) In the case :of such employees not covered by a collective bargaining agreement or department heads who have twenty-eight (28) years of service with the Gity of Canton, the employer shall pay ninety percent (90%) of the applicable premium of such insurance. (J) In the case of such employees not covered by a collective bargaining agreement or department heads who have twenty-nine (29) years of service with the City of Canton, the employer shall pay ninety-five percent (95%) of the applicable premium of such insurance. (K) In the case of such employees not covered by a collective bargaining agreement or department heads who have thirty (30) years of service with the City of Canton, the employer shall pay one hundred percent (100%} of the applicable premium of such insurance. The employer shall not pay any portion of the applicable premium for the dependents of participating employees r.ot covered by a collective bargaining agreement and department heads who are or may become retired if such employees or department heads have less than twenty (20) years of service with the City of Canton. (12) 3 15. PIISCELLANEOUS REGULATIONS GOVERNING CITY EM,PLQYEES, 15. 1. Discipline and Discharge. It is recognized that if an employee's conduct falls below a desirable standard, the employee may be subject to disciplinary action or discharge. 15. 2. Grounds for Immediate Discharge. The following shall be grounds for the immediate discharge of an employee: a. Drinking on the job or arriving on the job under the influence of liquor. b. Fighting while on duty. c. Refusal to follow the orders of one's Department Head or immediate supervisor (direct insubordination. d. Commission of a felony. ~ It is further recognized that the above list is not inclusive, but is indicative of the type of conduct which will lead to disciplinary action or discharge. 15. 3. Grounds of Disciplinary Action. The follo~~ing shall be grounds for disciplinary action: a. Absence from work without permission. b. Habitual tardiness. c. Habitual absenteeism. d. Failure to perform work in an efficient manner. e. Being wasteful of material, property and/or equipment of the City and of working time. f. Failure or refusal to cooperate with fellow employees in such a way that such .failure or refusal results in hinderance or obstruction of other employee's performance on the job. g. Failure to pay just debts to the best of one's ability. h. Conduct which reflects upon the reputation of the City as employer in a slanderous, libelous or abusive manner. (13) s .~• It is further recognized that the above list of conduct which may lead to disciplinary action is not complete. Continued conduct of the above nature shall lead to discharge from the service of the City. 15. 4. Discharge Policy and Recourse Procec(ure. The employer shall not discharge any non-probationary employee without just cause. If, however, the employer is convinced that there is just cause for the discharge, the employee will be advised of the grounds for discharge, and as soon thereafter as is practicable will be asked to vacate the premises. Employees shall have the right to file a formal grievance in accordance with procedures related to grievances as outlined in paragraph 9 of this state- ment of policy in the event the employee elects to dispute the grounds for discharge. Any employee found to be unjustly discharged shall be reinstated at the recommendation of the riayor with full restoration of employee benefits and seniority and other conditions of employment in accordance with the provisions in Paragraph 9.2 of this policy. 15. 5. Physical Fitness. It shall be the responsibility of each employee to maintain the standards of physical fitness required for performing his job. Whenever a Department Head suspects the physical condition. of an employee is endangering his own health or the safety of his fellow workers, he may request the employee to submit to a medical examination by a physician without expense to the employee. The purpose of this medical examination shall only be for thn purpose of deter- mining the employee's physical ability to continue working in the job classif- ication to which the employee has been assigned. Should the medical examination conclude that the employee's physical condition is unsuitable to the nature of the work to which the employee has historically been assigned, it shall be the responsibility of the employee, wherever medically feasible, to take the necessary action to ensure that the employee's medical condition is made suitable to the position to which the employee has been historically assigned. Should the medical examination conclude that the employee's physical condition is unsuitable to the nature of the work to which the employee has historically been assigned, and the further conclusion of the medical examina- tion is that the employee's physical condition cannot be improved by actions of the employee, it shall be the policy of the City to make every effort to find an assignment within the City which will be suitable to the physical condition of the employee. However, and in any case, the City is not obligated, nor does the City guarantee, employment to any employee who is physically unsuit- able to conditions of employment within the City or who is physically incapa- citated. 15. 6. Political Activity. While working for the City, all employees shall refrain from seeking or accepting nonination or election to any public office. Employees shall not work at the polls, circulate petitions or campaign literature for elective City officials or be in any way concerned with soliciting or receiving any subscrip- tion contribution, or political service from any person for any political purpose pertaining to the government of the City. Employees who wish to engage (14) ~ ~!• in such activity shall resign from service, Nothing in this section, hocaever, shall be construed to prevent employees ,from becomong or continuing to be members o.f any political organization, from attending political meet- ings, from expressing their views on political matters, or from Voting with complete freed am in any election. 15. 7. Conflicts of Interest. No employee shall engage in any commercial, professional or artistic activity, or becom e involved in any endeavor of a remunerative nature, which may result in the employee profiting directly from that activity ox endeavor as a consequence of employment with the City. Where any employee chooses to engage in some manner of employment or any other remunerative endeavor, it shall be the policy of the City that employment with the City shall always take precedence over that secondary endeavor. It is further the policy of the City that should this secondary endeavor result in a deterioration of the employee's performance 3.n his service with the City or by its nature be, or in the judgement of the Department Head lead to, a conflict of interest, the employee shall be requested to ter- minate this secondary activity. Should the employee refuse to terminate. this secondary activity, the Department Head shall, with the advice and consent of the Mayor, discharge the. employee who so refuses on the grounds of direct insubordination (i.tem c, paragraph 15.2.). 15. 8. Personal Use of City Property. Personal use of City property by a City employee. is prohibited. ... 15. 9. Outside Employment of a Kind T•'hich Reflects :Negatively Upon-the Reputation of the City. Full-time City employees are prohibited from secondary employment or any endeavors of a remunerative nature, or any avocations which. may cast dis- credit upon or create embarrassment to the City government, 16. APPOINTED PERSONNEL AND DEFINITIO\ OF ADMINISTRATIVE. RESPONSIBILITIES. 16. 1. Appointed Personnel. Initial appointments shall be made by the Mayor with the advice and consent of the City Council. Appointees subject to annual re-appointment by the Mayor at the consent of the City Council cannot be refused re-appointment without just cause. 16. 2. Salary Administration. Appointed personnel whose salaries are reviewed annually by the Mayor and the City Council shall be granted salary increases or refused salary increases on the basis of the appointee's performance evaluation. (15) li ~ 16. 3. Personnel Administration. The personnel policy and procedures shall be enforced by, and technical questions on this policy .and its corollary peocedures shall be referred to the Mayor who may delegate the responsibilities aimed at establish- ing and ensuring the maintenance of effective personnel administration on behalf of the City. 16. 4. Functional, Administrative, and Operational Ass~nments and/or Re-Assignments. All functional, administrative, and operational assignments and/or re-assignments among existent staff of the City shall be made by the Mayor in the fulfillment of his or her duties as Chief. Executive Officer. 16. 5. The City Council's Responsibility with Respect to this Policy. In accordance with Illinois Statutes, the City Council is a legisla- tive and policy making body and as such is the entity having the authority to make policy or change policy. It shall be the City Council's responsibility to review and update this and related policies from time to time as may be necessary in order to meet the needs of the City. (16)