CHAPTER 12 

 

EMPLOYEE PERSONNEL CODE 

 

ARTICLE I – GENERAL PROVISIONS 

 

 

12-1-1 OVERALL OBJECTIVES. Policies and procedures outlined in this 
document represent official City personnel policies. These policies are delineated from 
the City Council and elected City Officials, the laws of the State of Illinois, the Laws of 
the United States of America, prior labor-management practices or understandings, and 
the tenets of generally accepted personnel-labor practices. 

It is the responsibility of all employees to review procedures outlined in this Code 
and to be able to respond accordingly. In situations where a policy seems to be unclear 
or void, clarification should be sought through the appropriate individual department 
office. 

The purpose and objective of this Code is to establish uniform rules and 
regulations governing personnel policies and practices of the City. The following 
regulations and rules were articulated and designed to be promulgated in fair, impartial, 
yet individually flexible manner to assure that the City employ qualified personnel and 
maintain high standards of employment conduct. This Code is not a contract, but is 
merely a statement of benefits and procedures the City is providing. 

 

 

 12-1-2 IMPLEMENTATION OF THE CODE. The Code provides City 
personnel with the policies approved by the City Council and the elected officials 
(hereafter City Officials). This Code replaces and supersedes all prior City personnel 
policies or announcements. Employees not adhering to these policies will be subject to 
reprimand up to and including discharge, although discharge is to be viewed as a last 
resort. 

 

 

 12-1-3 AMENDING PROCEDURE CONCERNING THE PERSONNEL 
CODE. Personnel policies and procedures may be altered or repealed by a two-thirds 
(2/3) majority vote of the City Council, upon recommendation of a majority of the 
Personnel Committee at any regular City Council meeting or any special meeting at 
which a quorum is present, providing at least five (5) days written notice is given City 
personnel of the Council’s intent to alter, amend, or repeal these personnel policies at 
such meeting. 

 

 

 12-1-4 CITY ADMINISTRATION. City Council, Mayor, City Clerk. 

 (A) Mayor. As defined by Chapter 65, Sections 5/3.1-15-5 and 
5/3.1-15-10, of the Illinois Compiled Statutes, as amended. 


 (B) City Clerk. As defined in Ordinance No. 342 and 345 of the 
City of Carrollton and in accordance with Chapter 65, Sections 5/3.1-15-5 and 
5/3.1-30-5 of the Illinois Compiled Statutes, as amended. 

 (C) City Council. As defined in accordance with Chapter 65, 
Sections 5/3-4-7 through 5/3-4-18 and Sections 5/3-11-9 through 5/3-11-
20 of the Illinois Compiled Statutes, as amended. 

 

 

 12-1-5 APPOINTED DEPARTMENT HEADS. Some City offices are 
administered by appointed officials. These officials derive their authority either directly 
from the Mayor or from the Mayor and the City Council according to Statutes. The 
appointed official is responsible for the management of their individual offices subject to the 
policy direction of the applicable governing board or City Council. The City has three (3) 
appointed offices consisting of Chief of Police, City Collector and Director of Public Works. 
All other department heads are employees and not officers of the City. 

 (A) Treasurer. As defined in accordance with Chapter 65, Section 
3.1-15-5 of the Illinois Compiled Statutes, as amended. 

 (B) City Collector. As defined in accordance with Chapter 65, Section 
5/3-11-25 of the Illinois Compiled Statutes, as amended. 

 (C) Director of Public Works. As defined in accordance with Division 
IV, Section 1-2-112 and 1-2-114 of this Revised Code. 

 (D) Chief of Police. 

 

 

 12-1-6 SPECIAL CONDITIONS. The City’s Departments and jobs are 
numerous and diverse. Although this Code attempts to establish a uniform guide for 
employees, please note that procedures and benefits may vary by department, due to 
specific statutory or regulatory restrictions, staffing patterns, or other special conditions. 

 Other offices may also impose special conditions beyond that expressed in this Code. 
Each employee should check with his/her supervisor or the appropriate department official 
on special conditions of employment. 

 

 

 12-1-7 ELECTED OFFICIALS. Elected Officials have full authority and 
responsibility with few exceptions for the operation of their office. The City Council is 
responsible for the management of their individual offices and determines what persons will 
be hired by or discharged from the City. In addition to the implementation of this manual, 
the City Council will establish working policies, standards, criteria, assign responsibilities, 
and perform such other functions as necessary to carry out the objectives of their office. 

 

 

 12-1-8 STATEMENT OF PROFESSIONAL CONDUCT. All City employees 
are to conduct themselves in a professional manner. The following acts or omissions 
represent a serious breach of the City’s Code of Ethics for which disciplinary action will be 
initiated: 


 (A) Conviction of Class A misdemeanors or felonies if conviction of such 
crime was on City’s time or is related to the employee’s discharging of City business. 

 (B) Accepting or receiving a gift or favor of any nature which creates or 
may create the appearance of impropriety or a conflict of interest. 

 (C) Misuse of City property or funds. 

 (D) Gross insubordination. 

 (E) Knowingly misrepresenting an employee’s position or authority 
within the City for personal gain, or for the gain of another. 

 (F) Willfully and knowingly releasing City or client information of a 
confidential nature. 

 (G) Willfully and knowingly failing to report inappropriate or illegal 
activities of City personnel. 

 (H) Possessing or consuming alcoholic beverages, illicit drugs or 
substances on City property. 

 

 

 12-1-9 EMPLOYEE CONDUCT STATEMENT. Employees are expected to 
conduct themselves in a professional manner while at work, make maximum use of 
time, and to be courteous and helpful to people they encounter. Employees are also 
expected to avoid extremes in dress, appearance, and behavior, and to adhere to the 
rules of “Professional Conduct” delineated in this manual. 

 Disciplinary action may be taken for reasons such as, but not limited to, the 
following Rules of Personal Conduct: 

 (A) Violation of rules of this Employee Manual. 

 (B) Repeated and excessive tardiness or absenteeism. 

 (C) Discourteous treatment of public, co-workers, recipients, and 
applicants. 

 (D) Failure and/or refusal to follow reasonable instructions. 

 (E) Neglect in the performance of duties. 

 (F) Entering into an unauthorized leave status. 

 (G) Engaging in prohibited partisan political activities. 

 (H) Incompatible outside employment or business interest. 

 (I) Misuse or theft of City property, falsification of records or claims for 
reimbursement. 

 (J) Misappropriation of City funds. 

 (K) Attempted fraud or theft of City property. 

 (L) Sexual harassment. 

 (M) Carrying or possessing a firearm or deadly weapon during working 
hours or on the City premises without authorization. 

 (N) Failure to be suitably groomed and appropriately dressed for one’s 
respective assignment in the conduct of City business. 

 (O) Release of confidential agency records to unauthorized persons. 

 (P) Reporting for work or being on duty while under the influence of 
intoxicants. 


 12-1-10 OUTSIDE EMPLOYMENT STATEMENT. In the event a full-time 
employee considers outside employment or is currently employed in another position, 
the following policies are to be followed: 

 (A) All outside employment must be prior approved in writing by the 
appropriate department heads and approved by the City Council. 

 (B) Such employment shall not interfere with the efficient performance 
of the employee’s duties. 

 (C) Such employment shall not involve the performance of duties which 
the employee should perform as part of his/her City employment. 

 (D) Such employment shall not occur during the employee’s regular or 
assigned working hours, unless the employee, during the entire day on which said 
employment occurs, is on vacation, compensatory time, or leave without pay. 
Employees will not be allowed to leave work early or arrive late to accommodate their 
outside employment. 

 

 

 12-1-11 PRE-EMPLOYMENT INFORMATION CHECK. It is the policy of 
the City to verify information furnished by employees on original application for 
employment. A routine check may be made by the City officials to verify any or all 
information. The applicant is expected to accurately cooperate in this effort in a timely 
manner. Any person making false statements, reporting false information regarding 
education, experience, salary history, or criminal record is subject to immediate removal 
off the qualified applicant list or discharge. 

 

 

 12-1-12 STATEMENT OF EMPLOYEE RECRUITMENT. The City Council and 
Personnel Committee will be responsible for the hiring of employees, including department 
heads. Employees, including department heads shall be hired as provided herein. 

 Employment and promotion will be based upon merit as determined by the 
individual candidate’s eligibility and qualifications. The policy of promotion “from within” 
shall be adhered to, when applicable. Vacancies will be announced through newspaper 
ads, bulletin boards, and other methods as necessary to insure the best selection of 
candidates when promotion from within is inappropriate. 

 All hiring and employment practices will conform with Federal and State Laws and 
generally accepted personnel rules and practices. 

 

 

 12-1-13 ELECTED OFFICIAL’S PERSONNEL ROLE. It is the responsibility 
of the City Council to create new employment positions in a given office or department, 
abolish an existing position, determine a vacant position, determine permanent separation 
of an employee from an assigned position, and lay off from a position, not inconsistent with 
applicable statutes. 

 Additional determinations of all hiring, firing, and evaluation of pay is the 
responsibility of the City Council for all offices and positions. 


ARTICLE II – EMPLOYMENT CRITERIA 

 

 

12-2-1 DEFINITIONS OF PERSONNEL TRANSACTIONS. 

“DEMOTION” is assignment of a City employee to a vacant position having a 
lower maximum permissible salary or rate than the position from which the demotion 
was made for reasons of inability to perform the work of the position from which the 
demotion was made. 

 “DETAILING” is the temporary assigning of an employee to meet production, 
work loads or work load needs. 

 “HIRING” refers to the selection of an applicant for time or part time 
employment. Hiring includes a ninety (90) day probation period. 

 “LAY-OFF” refers to a permanent or temporary separation from the City usually 
due to lack of funds for a specific program. Employees will be notified in written form 
within thirty (30) days if the layoff is a management re-organization due to 
realignment. Employees will be notified in written form within thirty (30) days if the 
layoff is due to reduction in funds or programmatic change or direction. The Personnel 
Committee will determine the layoff priority list and layoff rehire list in accordance with 
qualifications, record of performance, seniority, and employee conduct.** 

 “PROMOTION” is an advancement in rank or grade to a vacant position. 
Consideration will be given to the employee’s seniority, qualifications, record of 
performance, oral conduct, etc. Promotions require a ninety (90) day probation 
period. 

 “REINSTATEMENT” is the rehiring of a former employee who had been 
separated from the City. Reinstated employees will serve a ninety (90) day probation 
period. 

 “SEPARATION” is the permanent removal of an employee from the City 
payroll. Separation is either voluntary-resignation or involuntary-discharge. 

 “TRANSFER” refers to a lateral assignment from a specific work function or 
position to another vacant position of the same salary level and similar duty. Transfers 
may be voluntary with prior approval, or involuntary by order of the City Council. 

 

**All additional personnel transactions are the responsibility of the Personnel 
Committee with City Council approval where required. 

 

 

12-2-2 HIRING PROCESS. Vacant positions will be announced for the 
purpose of hiring by the City Council. Interested applicants will be given an application, 
statement of qualifications, salary schedule, and general job description. Job applicants 
may be interviewed, examined, tested, and evaluated by the Personnel Committee. 

The Personnel Committee shall determine the most qualified applicant and in 
accordance with the City’s guidelines select the most qualified persons for employment 
and make recommendations for hiring to the City Council. 


All new full time employees shall be subject to the condition that such 
prospective employee complete and pass a physical examination and provide evidence 
thereof to the City Clerk within thirty (30) days of hiring. All new full time and part 
time employees may be subject to drug screening and random drug testing. 

 

 

 12-2-3 STATEMENT OF PROBATIONARY PERIODS. In keeping with 
generally accepted personnel practices, employees in a new hiring, promotional, or 
reinstatement status will serve probationary periods. 

 (A) New employees will serve a one (1) year probationary period 
minimum. This probationary period will be utilized to evaluate the new employee’s 
conduct and work performance. If the probationary period is successful after one (1) 
year, the new employee will be formally placed in a full-time or part-time position. 

 Under specific conditions, the City Council may extend the formal probationary 
period from three (3) months to six (6) months maximum. The extension of the 
probationary period would normally be due to, but not limited to the following 
conditions: 

(1) Absence due to illness of the employee or the immediate 
supervisor. 

(2) Change of the immediate supervisor during the probationary 
period. 

(3) A significant change or deviation in the probationary 
employee’s work function(s), load(s), or work object(s). 

(4) A determination is made that the performance of the 
employee is not sufficient for permanent placement or 
discharge, bur required further systematic evaluation for 
three (3) additional months. 

 (B) Promoted employees will serve a ninety (90) day probationary 
period in the position of promotion. If the promoted candidate successfully completes 
the promotional period, that employee will be placed in the advanced position. 
However, if the employee fails to successfully complete the probationary ninety (90) 
day period, that employee will be demoted into the position from which they were 
advanced. 

 (C) Employees reinstated after discharge or involuntary leave will serve 
another one (1) year probationary period, and for the probation purposes be treated as a 
new hiree. 

 

 

 12-2-4 PROMOTION GUIDELINES AND PURPOSES. Employee may be 
promoted into a vacant position due to changes in the staffing plan, budget allocations, 
program changes, position function, alterations due to more/additional responsibilities. All 
promotions are based on the availability of funds. 

 Promoted employees must serve a ninety (90) day probationary period as 
specified in Section 12-2-3(B) above. Employees who fail to satisfactorily complete 
their probationary period because of inability to perform duties of the new position will 


be returned to their former position and status from which they were first promoted. At 
any time during the first three (3) months after promotion, the employee may 
voluntarily return to their previous position. 

 

 

 12-2-5 LAYOFF OR STAFF REDUCTION SITUATIONS. During periods 
of an austere budget(s), programmatic changes, significant reduction of resources, or 
City organizational realignments, lay-offs are necessary. Employees are assured the 
following during staff reduction periods: 

 (A) All employees whose positions are eliminated due to a change in 
City goals or objectives or reasons delineated in Section 12-2-4, will receive thirty 
(30) calendar days notice from the City Council. 

 (B) All employees whose positions are eliminated specifically due to 
budget or fiscal funds reduction will receive thirty (30) calendar days notice from 
the appropriate City Official. 

 (C) Layoff/Staff reduction employees will be deemed to be in good 
standing although separated from the City. Good Standing implies that layoff/staff 
reduction employees will receive priority due consideration for any future or present job 
vacancies. 

 (D) The order of layoff from a specific position function will be from 
least to more seniority in that position by department, and by program funding. 

 (E) All layoffs will be based upon program budgeting, funding, and 
position description (function) funded within that budget program. 

 (F) Medical/Health and Life Insurance for all employees laid off will be 
paid for thirty (30) days after the layoff. 

 

 

 12-2-6 FREEDOM OF INFORMATION VS. CONFIDENTIALITY. As a 
public entity much of our documentation is public knowledge and thus available for 
inspection within the guidelines of the Freedom of Information Act. However, in other 
areas such as certain personnel information or client information the person involved has a 
right to confidentiality. Employees must ensure that the rights of the public and the rights 
of an individual’s confidentiality are not violated. When questions arise in this regard, the 
employee should contact their superior before releasing information. 

 

 

 12-2-7 PUBLIC INFORMATION INQUIRIES. When representatives of the 
news media request information on City programs, services, or action, employees are to 
contact appropriate City officials immediately. The elected officials or appointed office head 
will be responsible for contacting media and the public release of information. 

 

 

 12-2-8 PERSONNEL RECORDS. Personnel records will be maintained on 
all City employees; personnel records on all employees are confidential and are not 
available to any unauthorized person. Records pertaining to employees are available 


only to the employee’s office administrator, supervisor, the employee, or persons 
specifically authorized by the City Officials. Under no circumstances are any records 
that have been submitted to an employee’s file be removed from the City headquarters 
without written approval. Documents contained in personnel records may include but 
will not be limited to: 

 

 Federal Tax Forms 

 Employment application 

 Verification of prior salary 

 Copy of Insurance verification 

 Job description 

 Performance evaluation reports 

 Employment authorization form for payroll checkoffs 

 Any personnel change document (promotion, salary, etc.) 

 Any disciplinary correspondence 

 Person to notify in case of emergency (current phone/address) 

 Summary of employment and education 

 

 The City Official most directly responsible for the employee shall insure that the 
employee’s file is complete and that access to the file is properly restricted. 

 

 

 12-2-9 PAY PERIODS. Employees are paid every other Friday (26 pay 
periods per year). Pay periods are the working days from one pay period to the next. 
Deductions which are made from employee’s pay checks are: State and Federal income 
taxes (which vary with dependents, salary, and marital status), Social Security and 
I.M.R.F. contributions. Employees may, subject to availability, select optional payroll 
deductions such as U.S. Savings Bonds, Family Insurance coverage and credit union 
transactions. Employees are urged to inquire at the City Collector’s office on the 
availability of optional payroll deductions. 

 

 

 12-2-10 TRAVEL EXPENSES. Certain expenses incurred while traveling on 
the job are reimbursable. Employees will be paid at a uniform rate for all City programs 
as established by this manual, not to exceed the current maximum rate allowed by 
Federal and State Regulations for mileage incurred as a result of the performance of 
their City duties. All such payments must be a result of travel authorized and approved 
by the City Council. Miles traveled must be reported on the employees time sheet, 
giving the starting odometer reading and odometer reading upon reaching his/her 
destination (the same procedure being used on the return trip). It is essential that 
accurate odometer readings be kept by employees on travel status. 

 Other employees classified as having travel status will be eligible for mileage 
compensation. 


 Employees eligible for travel compensation must, per state law, have liability 
automobile insurance coverage. City employees who have received prior travel 
authorization from their supervisor or the appropriate City official will be reimbursed for 
necessary but not extravagant subsistence expenses. Receipts must be provided. 

 

 

 12-2-11 HOURS OF OPERATION. Municipal office hours begin at 8:00 
A.M. and end at 4:00 P.M. Monday through Friday. These hours apply to employees 
who are working in their assigned job duties at the City Hall. Office personnel, street 
and alley department and sewer plant employees are employed on a Monday through 
Friday work week. 

 Various functions within the City are subject to different workweeks and hours of 
operation. Police department and pump plant employees are employed on a Sunday 
through Saturday workweek. Employees are urged to contact the proper City officials for 
their specific work schedule. 

 If field work is completed prior to the end of the work day, employees are expected 
to return to their office. 

 

 

 12-2-12 PUNCTUALITY. Tardiness begins at the start of the scheduled work 
day and extends for sixty (60) minutes. Employees reporting to work during the 
tardiness period may be subject to pay reductions. Employees reporting for work after the 
tardiness period are considered absent without authorization and will have their pay 
reduced back to the start of the scheduled work day. Tardiness and unauthorized absences 
will be addressed by appropriate counseling and disciplinary action. 

 

 

 12-2-13 DISCIPLINARY ACTION. The City adheres to the principles of 
corrective and progressive discipline. When disciplinary action is necessary, consideration is 
given to seriousness of the action and the facts of the case. One of the following actions 
may be taken: 

 Oral reprimand. 

 Written reprimand. 

 Suspension without pay for more than thirty (30) days, or suspension up to thirty 
(30) days without pay. 

 Discharge. 

 An employee, regardless of classification, position level, profession, or work 
performed, may be reprimanded, warned, suspended, or dismissed whenever such action is 
in the best interest of the City. 

 (A) Oral Reprimand. Oral reprimand is the discussion between an 
employee and the supervisor concerning any unacceptable conduct on the part of the 
employee. Oral reprimand should be used for slight infractions of work rules or City 
policy/procedures with purpose of bringing it to the attention of the employee that his 
conduct is expected to improve. 

 An oral reprimand is utilized in any instance in which a supervisor verbally warns an 
employee about inadequate work, a rules violation, or failure to follow orders. 


 (B) Written Warning. A supervisor may determine that a particular 
act on the part of an employee is severe enough to warrant a written reprimand being 
sent to the employee. Written reprimands will also be used if oral reprimands have not 
succeeded in correcting the employee’s conduct. Written reprimands shall be in the 
form of a memorandum sent to the employee, clearly stating that the purpose of the 
memorandum is a reprimand. The memorandum should: 

(1) Outline the events leading to the reprimand, and if possible, 
list witnesses. 

(2) Explain the exact nature of the wrongdoing. 

(3) Refer specifically to work rules, policy/procedures, or 
department guidelines that were violated. 

(4) List prior oral reprimands, if any, for similar offenses. 

(5) Detail the consequences of continued or future actions of 
this type. 

(6) List positive action the employee should take to rectify the 
situation. 

 All written reprimands are to be approved in writing by the Mayor. 

 (C) Suspensions. A supervisor may determine that a particular act on 
the part of an employee is severe enough to warrant suspension. Supervisors may 
suspend an employee by giving oral or written notice thereof. Suspension should be 
followed within twenty-four (24) hours by a written statement to the employee 
regarding the reason(s) for suspension, the effective period of such suspension and 
whether the employee is suspended with or without pay. 

 Suspended employees shall be entitled to a hearing before the Personnel 
Committee to determine whether or not the employee’s action or omission constitutes 
such misconduct as to warrant suspension and the appropriateness of the supervisor’s 
discipline. The employee shall have forty-eight (48) hours from the time of receipt 
of the written statement of suspension/misconduct to request a hearing. Such request 
shall be made in writing to the City Clerk. The City Clerk shall act as an appeal’s body 
reviewing the evidence in light of specific objections, considering applicable policies and 
laws and affirming, reversing or modifying the determination of the Personnel 
Committee. 

 

 

 12-2-14 SALARY STRUCTURE. It is the policy of the City to pay all 
employees at a fair and reasonable rate. Employees will be compensated at or above the 
Federal/State minimum wage level. 

 

 

 12-2-15 SALARY DETERMINATION. Salary determinations are made by the 
City Council. Salary reimbursement shall be based upon functional responsibility, market 
supply and demand factors, similar or comparable position classification salary, 
reimbursement schedules adopted in the public or private sector for similar functional 
responsibility, and the employee’s experience and credentials and availability of municipal 
funds. 


 12-2-16 OVERTIME. Generally, hourly full-time employees who work over 
forth (40) hours in the work week are entitled to compensation at an overtime rate 
as prescribed by State Labor Standard Laws. Overtime must be prior approved by the 
departments supervisor. 

 Employees may be compensated in cash or in comp time. If an employee is 
called out on an assignment of work, which does not continuously proceed or follow an 
employee’s regularly scheduled work hours, he shall be compensated for a minimum of 
two (2) hours at the time and one-half overtime rate or, for the actual time worked, 
whichever is greater. 

 

 

 12-2-17 BONUSES. Employees who achieve college degrees as 
enumerated below shall receive bonus pay in the designated amount on May 1st of 
each year. After completing one (1) year of service an employee will be eligible to 
begin receiving bonus pay on the following May 1st. For example: If an employee’s 
hire date is October, 2003 they are eligible for the bonus on May 1st of 2005. 
Bonuses are not accumulative and will only be paid to employees who are active full 
time employees on each May 1st. 


ARTICLE III – FULL-TIME EMPLOYEES 

 

 

12-3-1 FULL-TIME EMPLOYEES DEFINED. Any employee hired as a 
full-time employee of the City and who works forty (40) hours per week shall be 
treated as a full-time employee. These employees perform full-time functions and shall 
be included in an entitled to the personnel procedures and benefits accorded to full-
time employees as defined herein. 

Full-time employees will serve a successful probationary period. Additionally, 
full-time employment will so be denoted on the employee’s application form or 
employee’s position classification. 

 The City provides specific benefits to full-time employees. (See Article IV) 

 

 

12-3-2 PART-TIME EMPLOYEES DEFINED. Part-time employees are 
employees who are hired to perform short term or terminal functions, or employed to 
perform full-time functions on an irregular basis. Part-time employees may be salaried 
or waged employees. Part-time employees are not entitled to paid benefits such as, 
health insurance, sick time, vacation, personal days, etc. Part-time employees may opt 
for various insurance, credit union and I.M.R.F. coverage upon qualification, through 
appropriate payroll deductions. 

 

 

12-3-3 QUALIFICATIONS AND REQUIREMENTS. New full-time 
employees of the City must have a high school diploma or the equivalency of a GED. 

 They must pass a physical exam by a doctor chosen by the City and at the City’s 
expense. 

 All City employees must carry a valid driver’s license if needed for their job. 

All City employees driving City trucks must have a Class C Driver’s License. 

 All City employees must provide proof of their residence prior to the completion 
of their probation period. Provided, employees hired prior to passage of this Chapter 
shall be deemed to have met the City residency requirements. All City employees are 
encouraged to have a telephone in their home. 


ARTICLE IV – EMPLOYEE BENEFITS 

 

 

12-4-1 INSURANCE/COMPENSATION BENEFITS. 

 (A) Worker’s Compensation Accident Insurance will be provided as 
mandated by law. The Worker’s Compensation and Occupational Diseases Act provides 
benefits to employees (full and part-time) who are injured or become ill as a result of 
employment. These benefits may include payment for first aid, hospital, surgical, or 
medical costs associated with the injury or illness. Worker’s Compensation paid days shall 
not be in addition to any other accumulated benefit payment such as sick leave. 

 (B) Unemployment Compensation is available for those full and part-
time employees appropriately separated from the City as prescribed by law. If 
unemployed, a claim should be filed immediately at the local unemployment insurance 
office. 

 (C) Federal Social Security or FICA coverage is applicable for full-time 
and part-time employees. Therefore, the legally mandated FICA payroll deduction will 
occur through payroll checkoff. 

 (D) Medical-Health Insurance will be provided by the City to full-time 
employees only, at City expense. The City employee’s group insurance program is 
designed to provide protection for employees and their families. Qualified employees have 
the option of enrolling their families on the group plan at the employees expense. 

 (E) Life Insurance will be provided by the City to full-time employees 
through the medical health insurance as part of the employees health benefit package. 
Additional life insurance may be acquired by the employee at his/her expense. 

 (F) Dental Insurance will be provided by the City to full-time employees 
as part of the employees health benefit package, at City expense. 

 (G) Other benefits will be deducted through payroll deduction if offered 
by the City at the employee’s expense (i.e. if an employee hasw additional life insurance, 
family medical insurance, etc.) If an employee does not receive a paycheck due to leave of 
absence, the employee will submit the premium payment to the City Treasurer at least one 
(1) week before the premium payment is due. (Ord. No. 06-563; 01-10-06) 

 

 

 12-4-2 RETIREMENT. Full-time employees and part-time employees with more 
than six hundred (600) hours of service per year who have exercised their option therefor, 
shall be enrolled in the Illinois Municipal Retirement Fund. Such fund is composed of City and 
employee contributions as specified from time to time by the Fund. 

 

 

 12-4-3 CREDIT UNION. Employees may participate at their option in available 
checking, savings, loan, Christmas Club, and other benefits through Altonized Federal Savings 
and Loan Association or its successors by payroll deduction. 

 

 

 12-4-4 VACATION BENEFITS. Paid vacation benefits accrue only to full-time 
employees, therefore, qualified employees earn vacation in accordance with the following 
schedule: 


 YEARS OF SERVICE VACATION TIME 

 

Employees with completion of 1 year of service from hiring date 1 week/40 hours 

Employees with completion of 3 years but less than 10 years 

 service from hiring date 2 weeks/80 hours 

Employees with completion of 10 years but less than 15 years 

 service from hiring date 3 weeks/120 hours 

Employees with completion of 15 years service or more from 

 hiring date 4 weeks/160 hours 

 

 One week’s vacation equals five (5) working days (forty (40) hours). 
Holidays shall not be counted toward vacation time. In the event a holiday falls within 
a vacation week, then an additional vacation day may be taken the day before or after 
the designated vacation week. Vacation must be taken within the service year. Only 
one (1) week of vacation may be carried over into the next fiscal year with the 
approval of the supervisor. One (1) week (forty (40) hours) of vacation may be 
sold back per year. Other vacation days may not be traded for cash except upon 
honorable separation of the employee. 

 Employees may schedule their vacation time upon reasonable notice to their 
supervisors. No two employees from the same department will be allowed to take 
vacation at the same time. In the event of a conflict, the employee with the greatest 
seniority shall be given first preference. The Mayor, in consultation with the 
department head shall retain authority to allow or reject an employee’s request for 
vacation time based upon production or operation needs and work loads. Employees 
may schedule vacation days one at a time or in any multiple thereof with their 
supervisor’s approval, such approval not to be reasonably withheld. 

 

 

 12-4-5 SICK DAYS. Full-time employees are granted nine (9) days 
(seventy-two (72) hours) per year sick leave. Sick days are not to be used as 
personal days. Employees may use sick leave for: 

 (A) Illness of the employee or immediate family. 

 (B) Disability or injury of the employee. 

 (C) Dental Care 

 (D) Funerals 

 (E) Pregnancy 

 Employees must notify their supervisor of the reasons for absence within two 
(2) hours of the beginning of their shift. 

 An employee missing more than two (2) days may be required to submit a 
physician’s Certification to Return to Work at the discretion of the department head or 
the Mayors and at the expense of the employee. In addition to a Physician’s 
Certification may be requested for an employee using a partial or full sick day for a 
doctor’s appointment. 

 Sick time may be taken in fifteen (15) minute increments. 


 Unused sick time may be carried over from year to year of continuous service. 
Because sick days are not vested, separating employees will not be paid for any unused 
sick days. However, employees who qualify for IMRF retirement may convert unused 
sick days toward service credit hours for retirement benefits. Retirees may also be 
compensated a total not to exceed thirty-five (35) sick days upon retirement. The 
same sick days cannot be used for IMRF retirement and compensation payback. 

 Sick leave is a privilege and is not considered an earned leave. Abuse of this 
privilege will be noted and may disqualify employees for pay increase or lead, in the 
event of serious violation, to their discharge or other disciplinary action. 

 

 

 12-4-6 PERSONAL DAYS. Full-time employees are granted three (3) 
personal days per year with pay, and may not carry over to the next year. Personal 
time may be used in increments of fifteen (15) minutes. 

 

 

 12-4-7 BEREAVEMENT LEAVES. Full-time employees are granted three 
(3) days off per year, with pay, in the event of a death of a member of the employee’s 
immediate family. Immediate family shall include, parent (including step), spouse, child 
(including step), siblings (including half, step or in-law), grandparents, spouse’s parent, 
child’s spouse, or sibling’s spouse. 

 Employees shall be allowed leave without loss of pay, not to exceed one (1) 
day for uncle, aunt, niece, nephew. 


SCHEDULE “A” 

 

EMPLOYEES BENEFITS 

 

 

Sick Day 9 per year (72 hours) 

 

Holidays New Year’s Day, Memorial Day, July 4th, Labor Day, 
Veteran’s Day, Thanksgiving and the day after, Christmas, 
Martin Luther King, Lincoln’s Birthday, Washington’s 
Birthday, Good Friday, Columbus Day 

 

Personal Days 3 per year – non-accumulative 

 

Vacation 1 week (40 hours) after 1 year of service 

 2 weeks (80 hours) after 3 years of service 

 3 weeks (120 hours) after 10 years of service 

 4 weeks (160 hours) after 15 years of service 

 

Bereavement 3 days for immediate family members – (parents, spouse, 
child, siblings, grandparents, spouse’s parents, child’s spouse 
or sibling’s spouse) 

 Sick days may be used for other members 

 

Insurances Health/Life – City pays employee only 

 Dental – City pays employee only 

 Cancer – Employee paid by payroll deduction 

 Life – Employee paid by payroll deduction 

 Credit Union – Employee payroll deduction 

 

Retirement Employee’s share – 4.5% 

 City pays 9.19% 

 

Social Security Employee’s share – 6.2% 

 City pays 6.2% 

 

Uniforms All City employees that are required by job descriptions.