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HomeMy WebLinkAboutRESOLUTION - 18-84 - 4/10/1984 - PERSONNEL RULES & REGS AMENDEDRESOLUTION NO. 18-84 A RESOLUTION AMENDING THE PERSONNEL RULES AND REGULATIONS SECTION 6.5, REDUCTIONS IN WORK FORCE, OF THE MUNICIPAL CODE OF THE VILLAGE OF ELK GROVE VILLAGE NOW, THEREFORE, BE IT RESOLVED by the President and Board of Trustees of the Village of Elk Grove Village, Counties of Cook and DuPage, State of Illinois: Section 1: That the President and Board of Trustees do hereby authorize the amendment to the Personnel Rules and Regulations of the Village of Elk Grove Village by amending Section 6.5 entitled, "Reduction in Work Force", a copy of which is attached hereto and made part hereof as if fully set forth. Section 2: That this Resolution shall be in full force and effect from and after its passage and approval according to law. PASSED this 10th day of April 1984. APPROVED this 10th day of April 1984. Charles J. Zettek Village President ATTEST: Patricia S. Smith Village Clerk REDUCTION OF WORKFORCE Should it become necessary to reduce the Village workforce, due to budgetary restrictions, changes in service requirements, changes in the methods of providing services, or general lack of work, the Village Manager shall prepare a report and recommend- ation for the Village President and Board of Trustees. The report shall identify the most effective manner to implement a general reduction in workforce. Included in the report shall be the ManageT's recommendation identifying which position classifica- tions would be affected by the reduction in workforce. This shall include the number of positions in each respective position classification that would be eliminated due to the reduction of workforce. Upon approval by the Village President and Board of Trustees, the Village Manager shall implement the reduction in the workforce program. Subsequently, each Department Head shall submit to the Village Manager a ranking by position classification of all departmental personnel for lay-off purposes. The ranking shall be prepared for all of the position classifications in the department according to the following guidelines: STEP I. All temporary or seasonal employees, who are employed in a position classification affected by the reduction in workforce, shall be separated from employment before any pro- bationary or permanent employee in the same position classification is affected by the reduction in workforce. STEP II All probationary employees who are employed in a position classification affected by the lay-off, shall be separated before full-time or part-time permanent employees in the same positionclassification. REDUCTION IN WORKFORCE STEP III If there is a need to further reduce the number of employees in specific position classifications after Steps I and II are completed, permanent full-time and permanent part-time employees in any position classifications shall be allowed to volunteer to be laid -off, or to accept reduced hours of work or reduced compen- sation. The Department Head shall review the requirements of the department if an employee's request to accept a volunteer lay-off, reduced time or reduced compensa- tions can be accepted without impairing the primary responsibilities of the department. The Department Head shall submit a recommend- ation to either accept or reject the employee's voluntary request to the Village Manager. The Village Manager shall either approve or deny the recommendation, based on operational requirements. STEP IV If, after fulfilling Steps I, II, and III (as defined above) there is a need to further reduce the number of employees in a specific classification, then, all part time employees, who are employed in a position classification affected by the lay-off, shall be separated before full time permanent employees in the same position classification. The order that the part time employees will be laid off shall be established by the Rank Value formula set forth in Step V of this procedure. - 2 - STEP V If, after fulfilling Steps I,II, III and IV, (as defined above) there is a need to further reduce the number of employees in a specific classification, the Department Head shall prepare a ranking of employees for lay-off purposes in accordance with the formula set forth below. Such ranking shall be pre- pared for each respective position classification for permanent full-time and part-time employees in that department. For position classifications that exist in more than one department, the Personnel Office will assist the Department Heads in the development of a ranking for such persons. The ranking shall be established by using the following formulae to determine Ran: Value: (Number of Years of continuous service X .1) + (the sum of the most recent 4 performance ratings divided by 4) EQUALS (RANK VALUE) Utilizing the above formula, the rank order shall be established for each position classification employed within the Village organization. The employee with the lowest rank value (within a specific position classification) as determined by the above formula, will be the first to be laid off. This process shall continue until the number of positions eliminated equals the reduction in workforce program approved by the Village President and Board of Trustees. Efforts shall be made to transfer employees to other position classifications within the organization to avoid lay-offs. Affected permanent employees will be provided with the ability to request, in writing, the ability to accept a demotion and bump an employee in a lower rank and/or position classification, provided that the lower rank and/or position classification - 3 - is within the same job group, as defined by the Official Schematic Outline of Occupational Titles. In addition, the affected employee must possess the minimum qualifications for the lower rank and/ or position classification, as defined by the Official Job Description. Affected employees shall be allowed five (5) calendar days from the date they are notified of their pending lay-off to submit a written request asking for consideration to be demoted to a lower and/or lesser position classification. The bumping process shall be allowed for only permanent employees. It shall continue within each specific job group, as defined by the Official Schematic Outline of Occupational Titles. An affected employee's ability to bump another employee in a lower rank and/or position classification will,be permitted when his/her Rank Vaule is greater than the Rank Value of an employee in the lower rank and/or position classification. All employees who are laid -off as a result of implementing the reduction in force, shall be entitled to payment for accrued and unused vacation and holidays. Further, each employee shall receive such assistance as is within the capacity of the Village for locating other employment opportunities. At a minimum, such assistance shall consist of letters of reference letters of referral, and counseling with respect to accumulated benefits available through the Village and other public institutions. Employees who are currently participating in the Village Health and Life Insurance program, and are laid -off, shall have those benefits extended at Village's cost for thirty (30) days after the effective date of the lay-off, and shall have the right to continue to participate in the Village health and life insurance program, at their own expense for a maximum of two (2) years from the date of the lay-off. An employee, who - 4 - REDUCTION IN WORK FORCE is laid -off will be allowed to continue participating in the Village health and life insurance until he/she is employed by another employer who offers insurance coverage,but in no case for longer than two yrs. followinkhgay-off from the Village. No form of compensation or other benefits will be provided to an employee who has been laid off, nor shall the employee be eligible to accrue benefits or seniority credits during the period of lay-off. When the Village determines that the conditions which led to the reduction in force have sufficiently abated to warrant recall of personnel, employees affected by the lay-off will be recalled to Village service in the reverse order of their separation. Notice of recall shall be sent by certified mail to the last address on file with the Village. Employees so recalled shall have ten (10) days from the date of the notice to advise the Village of their interest in being re- instated to a Village position. Failure to respond within the ten (10) day period shall cause the person to forfeit any right to reinstatement in any job in the Village government. A physical examination to determine current fitness to perform the work may be required. If such a physical examination is required, the employee must successfully pass the employment physical before being reinstated to work with the Village. Probationary employees shall, at the option of the Department Head, be eligible for reinstatement without application of the normal procedures for employment for a period of twelve (12) months from the date of the lay-off, only after all permanent employees have been given notice of their right to return to the position and shall have either forfeited, waived or claimed that right. Permanent employees shall have a right to recall for a period of not to exceed twenty-four (24) months from the date of lay-off. - 5 - REDUCTION IN WORKFORCE Employees who return to work for the Village, after being laid -off, shall have the sick leave that they had accrued prior to their lay-off restored in full. In addition, the returning employees shall have their seniority restored which was earned prior to their lay-off, for purpose of determining eligibility of benefits. Restoration of the re- turning employee's pension benefits shall be governed by the pension plan in which the employee participates, as defined and provided for by State Statute. Nothing in this section shall be construed as limiting the Village's ability to reduce the compensation received by all Village employees or a specific position classification of employees. Compensation shall include wages and salaries, as well as, fringe benefits paid for by the Village. The Village also retains the ability to reduce the average number of work hours for all position classifications or any specific position classification based on operational requirements and fiscal capabilities. Prior to the implementation of a reduction in workforce, as well as, during the period of the reduction in workforce, the Vi7_la^e shall retain its abilit^ to contract work out and to hire temporary employees.