§ 2.28.050. Changes in employment status.

A. Promotion. Village employees are encouraged to take advantage of promotional opportunities and apply for higher paying positions for which they qualify. (See Section 2.28.090.)

B.

Demotion. An employee may be demoted to a vacant position for which the employee is qualified when the employee would otherwise be terminated because the employee's position is being abolished due to a lack of funds, lack of work or reorganization and there are no appropriate vacancies at the same level or; when the employee does not possess the necessary ability or licensure to render satisfactory performance in the position presently held; or when the employee voluntarily requests such a demotion. Demoted employees shall receive a reduction in pay. Only a classified employee involuntarily demoted due to an inability to render satisfactory performance in their present position can grieve the demotion. (See Section 2.28.090.)

C.

Transfer. Employees may be moved from one position to another either voluntarily or involuntarily. An employee may be transferred if it is in the best interest of the village as determined by the village administrator. (See Section 2.28.090.)

D.

Resignation. An employee voluntarily resigning shall submit, in writing, a two-week notice of resignation. Failure to provide written two-week notice of resignation may be grounds for refusal of future employment with the village. Unauthorized absence from work for three regularly scheduled working days shall be considered a voluntary resignation.

E.

Re-employment. Village employees who resign after at least three years of satisfactory performance and who are rehired within three months of resignation, will have as their anniversary date the original date the employee started employment for the purpose of computing sick and annual leave.

F.

Reduction-in-force. If it is necessary for the village to reduce the number of village employees because of reorganization, lack of funds or lack of work, the department head shall recommend necessary lay-offs, to the village administrator who will submit the recommendations for approval by the village council. The reduction shall occur in the following manner:

1.

Temporary, casual, limited-term, and probationary employees shall be laid off before full- or part-time classified employees unless they are filling positions which require specific skills and knowledge as determined by the village administrator.

2.

Lay-off recommendations of classified employees shall be made by the department head based on the employee's suitability for the jobs remaining, ability to perform available work, and past job performance. If all other criteria are equal, length of service with the village shall be considered as determined by the village administrator.

3.

Employees scheduled for lay-off shall be given as much notice as possible. Employees to be laid off may be notified at any time during a pay period and may be allowed to work through the end of that regular pay period or receive pay to the end of that period.

4.

Accrued annual leave shall be paid through the final day of employment.

5.

All employees laid off in good standing shall be eligible for rehire.

6.

A laid-off employee returning to village employment within six months of the date of lay-off shall not serve a probationary period, if hired to the former position.

7.

A laid-off employee, if rehired, within six months of the lay-off shall retain the original date of hire for the purposes of computing sick and annual leave.

G.

Dismissal. The department head has the authority to recommend the dismissal of classified employees for just cause, which includes, but is not limited to, unsatisfactory performance, illegal activity, unacceptable conduct, insubordination, or any other reason referenced in Section 2.28.070 of this chapter. All dismissals must be approved by the village administrator and discussed with the village attorney, before any action is taken.

H.

Return of Village Property. At the time that an employee is voluntarily or involuntarily terminated, the employee must return all village property to the appropriate department head, including, but not limited to: keys, vehicles, supplies, equipment, and uniforms that may be in the employee's possession. Failure to return all village property shall result in a deduction from the employee's final paycheck. The department head must notify the payroll office in writing that the employee returned all equipment before a final check shall be issued.

(Ord. 343 (part), 2007)