On the agenda: Fairview Heights meeting — LPR CAMERA (Jul 15)

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Committee Members:
Frank Menn
Anthony LeFlore
Barbara Brumfield
Pat Peck
Bill Poletti

AGENDA
ADMINISTRATION COMMITTEE
Wednesday, July 15, 2026 | 7:00 p.m.
Council Chambers, Fairview Heights City Hall
10025 Bunkum Road, Fairview Heights, IL 62208
Public participation (hybrid):
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1.

Roll Call

2.

Public Participation

3.

Approval of Minutes – Wednesday, June 10, 2026
PERSONNEL Alderperson Barb Brumfield

1.

Revised Personnel Code
FINANCE Alderperson Pat Peck

1.

Bill List

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ADMINISTRATION COMMITTEE MEETING MINUTES
Wednesday, June 10, 2026 7:09 p.m.
Council Chambers
Fairview Heights City Hall
Fairview Heights, Illinois
Committee Members in attendance – Alderpersons Frank Menn, Anthony LeFlore-telecon,
Barb Brumfield, Pat Peck and Bill Poletti
Committee Members absent: None
Other Alderpersons and Elected Officials in attendance – Alderpersons Brenda Wagner,
Jimmy Winkeler and Derrick King
Staff in attendance - City Attorney Andrew Hoerner, Human Resource Coordinator Heather
Hinson, IT Associate Director Chris Elliott – Telecon, Land Use and Development Director
Dallas Alley – telecon, Acting Police Chief CJ Beyersdorfer-telecon, Acting Police Captain
David Kitley, Public Works Director, John Harty
Recorder – Dena Wylder
Public Participation – None
Approval of Minutes – Wednesday, May 13, 2026
Motion and second to approve minutes were made by Alderpersons Menn/Poletti. Roll Call:
Menn – Yes; LeFlore – Yes; Brumfield – Yes; Peck– Yes; Poletti– Yes. Motion carried.
Personnel Committee: Mayor Mark Kupsky presented a request to increase the Management
Force Level by one position to create a Building Maintenance Supervisor. He explained that
the position has remained vacant since COVID and is needed to oversee maintenance of City
facilities, including City Hall, the Police Department, Library, Public Works garage, parks, and
other city buildings.
Mayor Kupsky stated that the increased workload, aging facilities, and staffing needs warrant
filling the position now rather than waiting until the six-month budget review. He noted that
hiring the supervisor at this time would also allow for training alongside two new laborers.
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Finance Director Gina Rader advised that the current budget can support the position. Public
Works Director John Harty added that the supervisor would improve departmental oversight
and allow him to focus on long-term planning and maintenance.
Alderman Frank Menn motioned to increase the Management Force Level 1 by creating one
(1) Building Maintenance Supervisor position. Alderman Bill Poletti seconded the motion.
Roll Call: Menn – Yes; LeFlore – Yes; Brumfield – Yes; Peck– Yes; Poletti– Yes. Motion carried.
Finance Committee
Alderperson Pat Peck, Acting Chairman
Bill List
Alderperson Pat Peck indicated the only item for consideration was the Bill List and there were
no changes, questions or concerns.
Alderperson Barb Brumfield moved to forward the Bill List to City Council with a
recommendation for approval in the amount of $2,226,315.58. Alderperson Frank Menn
seconded the motion.
Roll Call: Menn– Yes; LeFlore – Yes; Brumfield– Yes; Peck– Yes; Poletti– Yes. Motion carried.
Adjournment
A motion to adjourn the Administration Committee meeting was made by Alderperson Bill
Poletti and seconded by Alderperson Pat Peck. Motion carried. The meeting adjourned at
7:16 p.m.
Submitted by:
_______________________________
Recorder

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Personnel Code
rev. July 2026

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ABOUT THIS PERSONNEL CODE/DISCLAIMER
We prepared this handbook to help employees find the answers to many questions that they may have
regarding their employment with the City of Fairview Heights. Please take the necessary time to read
it.
We do not expect this handbook to answer all questions. Human Resources and Department
heads/supervisors also serve as a major source of information.
Neither this handbook nor any other verbal or written communication by a management representative
is, nor should it be considered to be, an agreement, contract of employment, express or implied, or a
promise of treatment in any particular manner in any given situation, nor does it confer any contractual
rights whatsoever. The City of Fairview Heights adheres to the policy of employment at will that permits
the City or the employee to end the employment relationship at any time, for any reason, with or without
cause or notice. No City representative other than the City Council may modify at-will status and/or
provide any special arrangement concerning terms or conditions of employment in an individual case
or generally and any such modification must be in a signed writing.
The Mayor or Designee will be charged with the primary responsibility for implementing and interpreting
these personnel rules. The City Council will be responsible for seeing to the implementation, and/or
interpretation of these policies that will be final and binding.
Many matters covered by this handbook, such as benefit plan descriptions, are also described in
separate City documents. These City documents are always controlling over any statement made in
this handbook or by any member of management. For example, employees employed as full-time
police officers are subject to rules and regulations established by the Board of Police Commissioners
and the Illinois Compiled Statutes, as amended. If any provisions of this handbook conflict with
applicable regulations or statutes, the regulations or statutes will control.
This handbook states only general City guidelines. The City may, at any time, in its sole discretion,
modify or vary from anything stated in this handbook, with or without notice, except for the rights of the
parties to end employment at will, which may only be modified by an express written agreement signed
by the employee and the City Council.
This handbook is subject to the terms of any applicable collective bargaining agreement.

This handbook supersedes all prior handbooks.

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TABLE OF CONTENTS
SECTION 1 - INTRODUCTION.......................................................................................................... 5
1-1 Welcome ............................................................................................................................. 5
1-2 About the City .................................................................................................................... 5
1-3 Management Rights ........................................................................................................... 5
1-4 Customer Service and Phone Etiquette ........................................................................... 6
1-5 Open Door and Grievance Procedure............................................................................... 6
SECTION 2 - GOVERNING PRINCIPLES OF EMPLOYMENT ......................................................... 9
2-1 Equal Employment Opportunity........................................................................................ 9
2-2 Reasonable Accommodations and Interactive Dialogue ................................................ 9
2-3 Pregnancy Accommodations .......................................................................................... 10
2-4 Lactation Accommodations ............................................................................................ 11
2-5 Discrimination and Non-Harassment.............................................................................. 12
2-6 Drug-Free and Alcohol-Free Workplace ......................................................................... 15
2-7 Drug Testing ..................................................................................................................... 16
2-8 Workplace Violence ......................................................................................................... 17
2-9 Whistleblower Protection ................................................................................................ 18
2-10 Captive Audience Meetings ........................................................................................... 18
2-11 Defense and Indemnification of Employees................................................................. 18
2-12 Personally Identifiable Information (PII) ....................................................................... 19
SECTION 3 - OPERATIONAL POLICIES ....................................................................................... 20
3-1 Employee Classifications ................................................................................................ 20
3-2 Introductory Period .......................................................................................................... 20
3-3 Your Employment Records ............................................................................................. 21
3-4 Working Hours and Schedule ......................................................................................... 21
3-5 Remote/Hybrid Work Arrangements ............................................................................... 21
3-6 Timekeeping Procedures................................................................................................. 23
3-7 Overtime ........................................................................................................................... 24
3-8 Shift Premium and Call Out Pay...................................................................................... 24
3-9 Travel Time for Non-Exempt Employees ........................................................................ 24
3-10 Safe Harbor Policy for Exempt Employees .................................................................. 26
3-11 Your Paycheck ............................................................................................................... 27
3-12 Direct Deposit ................................................................................................................. 27
3-13 Performance Evaluation ................................................................................................ 27
3-14 Job Postings .................................................................................................................. 28
3-15 Physical Exam ................................................................................................................ 28
3-16 Record Retention ........................................................................................................... 29
3-17 Business Expense Reimbursement .............................................................................. 29
3-18 Separation Payments ..................................................................................................... 31
SECTION 4 - BENEFITS ................................................................................................................. 33
4-1 Benefits Overview ............................................................................................................ 33
4-2 Credited Continuous Service .......................................................................................... 33
4-3 Paid Holidays ................................................................................................................... 33
4-4 Paid Vacations ................................................................................................................. 34
4-5 Paid Sick Days ................................................................................................................. 36
4-6 Paid Parental Leave ......................................................................................................... 37
4-7 Paid Bereavement Leave ................................................................................................. 38
4-8 Group Insurance Programs ............................................................................................. 39
4-9 Retirement Fund............................................................................................................... 39

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CITY OF FAIRVIEW HEIGHTS, ILLINOIS
4-10 Workers' Compensation ................................................................................................ 39
4-11 Jury Duty and Witness Service Leave .......................................................................... 39
4-12 Voting Leave................................................................................................................... 40
4-13 Educatonal Assistance Program .................................................................................. 40
4-14 Safety Incentive Program .............................................................................................. 41
SECTION 5 - LEAVES OF ABSENCE ............................................................................................ 42
5-1 Unpaid Personal Leave .................................................................................................... 42
5-2 Child Extended Bereavement Leave ............................................................................... 42
5-3 Family Bereavement Leave ............................................................................................. 43
5-4 Military Leave ................................................................................................................... 42
5-5 Family Military Leave Act ................................................................................................ 45
5-6 Family and Medical Leave ............................................................................................... 45
5-7 Leave for Domestic, Sexual, Gender or Other Crimes of Violence ............................... 52
5-8 School Visitation Leave ................................................................................................... 54
5-9 Voluntary Emergency Workers Leave ............................................................................ 54
SECTION 6 - GENERAL STANDARDS OF CONDUCT .................................................................. 55
6-1 Workplace Conduct ......................................................................................................... 55
6-2 Progressive Discipline ..................................................................................................... 56
6-3 Punctuality and Attendance ............................................................................................ 57
6-4 Employee Dress and Personal Appearance ................................................................... 57
6-5 Conflict of Interest and Business Ethics ........................................................................ 58
6-6 Confidential City Information .......................................................................................... 59
6-7 Use of Facilities, Equipment and Property ..................................................................... 59
6-8 Personal and City Provided Telephones ........................................................................ 59
6-9 Camera Phones/Recording Devices ............................................................................... 60
6-10 Use of Communications and Computer Systems ........................................................ 60
6-11 Use of Social Media ....................................................................................................... 61
6-12 Artificial Intelligence ...................................................................................................... 62
6-13 Inspections ..................................................................................................................... 63
6-14 Personal Visits and Telephone Calls ............................................................................ 63
6-15 Solicitation and Distribution.......................................................................................... 63
6-16 Bulletin Boards............................................................................................................... 63
6-17 Hiring Relatives/Employee Relationships .................................................................... 63
6-18 Publicity/Statements to the Media ................................................................................ 64
6-19 Health and Safety ........................................................................................................... 64
6-20 Smoking.......................................................................................................................... 65
6-21 Operation of Vehicles .................................................................................................... 65
6-22 References...................................................................................................................... 67
6-23 Employment Separation ................................................................................................ 67
6-24 A Few Closing Words .................................................................................................... 67
GENERAL HANDBOOK ACKNOWLEDGMENT ............................................................................ 69
RECEIPT OF NON-HARASSMENT POLICY .................................................................................. 70

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CITY OF FAIRVIEW HEIGHTS, ILLINOIS

SECTION 1 - INTRODUCTION
1-1 Welcome
For employees who are employed with City of Fairview Heights ("Fairview Heights" or "the City"), on
behalf of the City of Fairview Heights, we thank you for your service to the city and our community
For employees who have been with us, thanks for your past and continued service.

1-2 About the City
Fairview Heights is a growing community of over 50 years, Fairview Heights in St. Clair County, Illinois,
offers all the advantages of a St. Louis Metro location, yet retains small town hospitality and wellplanned travel routes. Fairview Heights is a regional center of retail trade and tourism for all of
Southwest Illinois, including St. Clair Square Mall, Metrolink access to downtown St. Louis and Lambert
International Airport, more than 75 restaurants, eight hotels and conference center golf courses and
Rec Center. The City also has great parks, a highly recognized police department and a wide variety
of housing to meet any family and lifestyle, as well as offering a great quality of life for its residents and
nearby Scott Airforce Base.
The City operates as a Aldermanic form of government, with ten Aldermen, Mayor, and City Clerk
Fairview Heights is a Home Rule community. Being a Home Rule community means city officials are
allowed to address issues as they arise in their community without needing approval of the Illinois State
legislature.
Ten main departments operate the business of the City. These departments employ over 200 people
to assist in satisfying the needs of approximately 17,000 residents over about 11.5 square miles.

1-3 Management Rights
The City of Fairview Heights has the statutory right and authority to administer the business of the City
and, in addition to other functions and responsibilities that are required by law, the City has the full
right and responsibility to direct the operation of City departments, to circulate rules and regulations,
and to otherwise exercise the prerogatives of management, which more particularly include but are not
limited to the following:
A. To manage and direct City employees, including the right to hire, classify, promote, demote,
assign, train, retrain, place on probation, evaluate, layoff, recall, enforce corrective actions,
suspend, remove, and maintain order among employees;
B. To manage and determine the location, type and number of physical facilities, equipment,
programs, and the work to be performed;
C. To determine each department's mission, goals, objectives, programs, and services and to
utilize personnel in a manner designed to effectively meet these purposes;
D. To determine the size and composition of the workforce and the organizational structure;
E. To determine the hours of work and work schedules for individual employees;
F. To determine the necessity to schedule overtime and the amount required;
G. To determine when a position vacancy exists, the duties to be performed by job classifications,
and the standards of quality and performance to be maintained;
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CITY OF FAIRVIEW HEIGHTS, ILLINOIS
H. To maintain the security of records and other important information;
I. To determine and implement necessary actions in emergency situations;
J. To establish and modify benefits and wages;
K. To set and amend budgets and to determine the utilization of technology, including the
introduction of new or improved methods or facilities, or the changing of existing methods or
facilities.

1-4 Customer Service and Phone Etiquette
Customers/citizens are among the City of Fairview Heights most valuable assets. Every employee
represents Fairview Heights to our customers and the public. The way we do our jobs presents an
image of our entire City. Citizens judge all of us by how they are treated with each employee contact.
Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing
is more important than being courteous, friendly, helpful, and prompt in the attention employees give
to customers.
Our personal contact with the public, our manners on the telephone, and the communications we send
to customers are a reflection not only of ourselves, but also of the professionalism of Fairview Heights.
Positive customer relations not only enhance the public's perception or image of the City, but also pay
off in greater customer loyalty and increased City resources to accomplish our goals.
All City employees will promote the culture of customer service excellence through the following seven
behavioral standards for customer service, and apply to both internal and external interactions:
1. Greeting, Welcome, and Appreciation. Take the time to connect with others. Be courteous
and invest your time in the other person, treating your customer like your guest to a party where
you are the host. Acknowledge the person’s presence and smile to show friendliness and
openness. When interactions do not occur in person (over the phone or by e-mail), a smile can
be heard even if it is not seen. All persons want to feel valued. Showing appreciation for what
each person contributes builds loyalty.
2. Professional Telephone Behavior. All incoming calls to stationery or cell phones will be
responded to in a professional and courteous manner at all times. If unable to personally assist
the caller, employees answering telephones will make an immediate attempt to determine
where the call should be forwarded, if applicable, then to transfer the call within a minimum
amount of time.
3. Confidentiality and Privacy. Always taking appropriate steps to ensure confidential and
private information maintains its confidentiality and privacy.
4. Communication. Because people cannot NOT communicate, make a great first impression
with both verbal and non-verbal communication. Most communication takes place nonverbally,
through gestures, facial expressions and our body posture. Verbal communication occurs in
what we say and how we say it. Problems can arise when what we say sends a different
message from what we show in our body language and tone of voice. Always look up, use
positive body language and be sincere.
5. Respect. Customers who are irate or display other signs of emotional distress should be
treated with the same level of courtesy and professionalism as all others. Employees
responding to such customers should stay calm, adhere to the factual aspects of the situation,
lower their voice to require the customer to focus more on listening, attempt to take control of
the conversation and avoid, in all cases, dismissing the customer (or hanging up) before the
end of the conversation.
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6. Responsiveness. All customers and callers should be greeted and assisted as quickly as
possible. Most phone calls should be answered by the third ring and voicemails should be
returned within four (4) business hours.
7. Environment. Customers expect a clean and professional place of business when they deal
with City matters. Employees who regularly interact with customers, or who have workstations
in plain view of the public, must keep eating at their workstations to a minimum.
All City employees will report violations of this policy or inappropriate employee conduct to their
department head/supervisor. If the situation is unresolved and any violations persist, employees will
be subject to disciplinary action.

1-5 Open Door and Grievance Procedure
All employees have the opportunity to express ideas and opinions to management. The City believes
that open communication is essential to a successful work environment, as well as to the City's
success. All employees may express ideas and opinions directly to City management. Employees who
would like to bring an idea or suggestion to the City's attention, or just simply wishes to discuss an
issue not covered by a separate reporting procedure, are always welcome to send an email or make
a call to Human Resources or the Personnel Committee.
Should any employee believe any provision of these handbook policies has been violated, or that they
have been treated unjustly in terms of discipline, they may submit in writing, to their department
head/supervisor, a grievance within five (5) working days of the first event giving rise to the grievance.
The department head/supervisor will respond in writing to the grievant within three (3) working days. If
within five (5) working days following the department head's/supervisor’s response, the grievant wishes
to pursue a further resolution of the grievance, the grievant may submit a written appeal, date stamped
and distributed by Human Resources, to the Personnel Committee.
The grievant must state in this letter of appeal that they request the Personnel Committee to schedule
a meeting to discuss the grievance. All such appeals will be submitted to Human Resources in a sealed
envelope marked "Grievance". Human Resources will date stamp this envelope and personally notify
the Chairman of the Personnel Committee and Mayor upon receipt of this envelope.
The Personnel Committee will schedule a meeting to hear the grievance/appeal within ten (10) working
days after the receipt of the appeal. In the event that the Chairman of the Personnel Committee is not
available to schedule this meeting, the other members of the Committee will be notified by the City
Clerk and schedule the meeting.
It will be the duty of the City Clerk to send written notice of the time, date and place of the meetings to
the Mayor, department head/supervisor and grievant at least three (3) working days in advance of the
meeting.
In the event that more than one complaint/grievance is received within the same ten (10) day working
period, the ten (10) working day requirement for the Personnel Committee may be waived to not more
than forty-five (45) working days.
Any employee who submits a grievance pursuant to this procedure has the right to be represented by
legal counsel and to call upon witnesses and other parties involved in the grievance.
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Within fifteen (15) working days following the appeal meeting/hearing, a decision by the Personnel
Committee will be submitted in writing to the grievant, the Mayor and department head/supervisor. The
decision of the Personnel Committee is final. All appeal hearings will be closed to the public and held
within the Municipal Complex.
The Personnel Committee may reinstate discharged employees to the status the employee held
immediately prior to the filing of the grievance.
Any contractual or statutory provisions applicable to any employees which are in conflict with this
procedure will supersede this procedure.

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SECTION 2 - GOVERNING PRINCIPLES OF EMPLOYMENT
2-1 Equal Employment Opportunity
The City of Fairview Heights is an Equal Opportunity Employer that does not discriminate on the basis
of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex
or gender (including pregnancy, childbirth, pregnancy-related conditions, and lactation), gender identity
or expression (including transgender status), sexual orientation, marital status, military service and
veteran status, physical or mental disability, genetic information, or any other characteristic protected
by applicable federal, state, or local laws and ordinances. City of Fairview Heights management team
is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training,
compensation, benefits, employee activities, access to facilities and programs, and general treatment
during employment.
Any employees with questions or concerns about equal employment opportunities in the workplace
are encouraged to bring these issues to the attention of Human Resources. Fairview Heights will not
allow any form of retaliation against employees who raise issues of equal employment opportunity. If
employees feel they have been subjected to any such retaliation, they should contact Human
Resources. To ensure the workplace is free of artificial barriers, violation of this policy including any
improper retaliatory conduct will lead to discipline, up to and including discharge. All employees must
cooperate with all investigations conducted pursuant to this policy.
Affirmative Action Plan. In an effort to create a positive atmosphere in the workplace and to
encourage employee productivity, prejudicial remarks, gestures and behavior based upon race, color,
religion, age, sex, national origin, disability or status as a Veteran directed toward any employee,
official or visitor will be prohibited and considered a violation of this policy. Prohibited remarks also
include general remarks of a prejudicial nature not necessarily directed at any specific individual or
individuals. Employees or officials who are witness to such remarks, gestures and behavior are
encouraged to report such incidents to the Mayor, their department head/supervisor, Affirmative Action
Officer or City Attorney. Discipline of employees violating this policy will be as outlined in this handbook
or the appropriate and applicable employee labor contract.

2-2 Reasonable Accommodations and Interactive Dialogue
The City of Fairview Heights is committed to complying with applicable federal, state, and local laws
governing reasonable accommodations of individuals, including, but not limited to, the Americans with
Disabilities Act (ADA). To that end, we will endeavor to make a reasonable accommodation to
applicants and employees who have requested an accommodation or for whom Fairview Heights has
notice may require such an accommodation, without regard to any protected classifications, related to
an individual's:
•
•
•
•
•

Disability, meaning any physical, medical, mental, or psychological impairment, or a history or
record of such impairment;
Sincerely held religious beliefs and practices;
Needs as a victim of domestic violence, sex offenses, or stalking;
Needs related to pregnancy, childbirth, or related medical conditions; and/or
Any other reason required by applicable law, unless the accommodation would impose an
undue hardship on the operation of our business.

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Any individual who would like to request an accommodation based on any of the reasons set forth
above should contact Human Resources. Accommodation requests can be made in writing using a
form which can be obtained from Human Resources. If an individual who has requested an
accommodation has not received an initial response within five (5) business days, the employee should
contact Human Resources.
After receiving a request for an accommodation or learning indirectly that the employee may require
such an accommodation, Fairview Heights will engage in an interactive dialogue with the employee.
Even if employee has not formally requested an accommodation, Fairview Heights may initiate an
interactive dialogue under certain circumstances, such as when Fairview Heights has knowledge that
employee's performance at work has been negatively affected and a reasonable basis to believe that
the issue is related to any of the protected classifications set forth above, in compliance with applicable
law. In the event Fairview Heights initiates an interactive dialogue with an employee, it should not be
construed as Fairview Heights belief an individual requires an accommodation, but will serve as an
invitation for the employee to share with Fairview Heights any information the employee desires to
share, or to request an accommodation.
The interactive dialogue may take place in person, by telephone, or by electronic means. As part of
the interactive dialogue, Fairview Heights will communicate openly and in good faith with the employee
in a timely manner in order to determine whether and how Fairview Heights may be able to provide a
reasonable accommodation. To the extent necessary and appropriate based on the request, Fairview
Heights will attempt to explore the existence and feasibility of alternative accommodations as well as
alternative positions for the employee. Fairview Heights is not required to provide the specific
accommodation sought by the employee, provided the alternatives are reasonable and either meet the
specific needs of the employee or specifically address the employee's limitations.
As part of the interactive dialogue, Fairview Heights reserves the right to request supporting
documentation to the maximum extent permitted by applicable law.
Fairview Heights will endeavor to keep confidential all communications regarding requests for
reasonable accommodations and all circumstances surrounding the employee's underlying reason for
needing an accommodation.
Fairview Heights will not allow any form of retaliation against employees who have requested an
accommodation, for whom Fairview Heights has notice may require such an accommodation, or who
otherwise engage in the interactive dialogue process.
Employees with questions regarding this policy should contact Human Resources.

2-3 Pregnancy Accommodations
In compliance with Illinois law, the City of Fairview Heights will not discriminate against employees
because of pregnancy; will engage in a timely, good faith, and meaningful exchange with employees
affected by pregnancy, childbirth, or related conditions; and will endeavor to provide a reasonable
accommodation unless doing so will impose an undue hardship on the ordinary operation of the City
business.

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Such accommodations include modifications or adjustments to the work environment or circumstances
under which the employee's position is customarily performed, including but not limited to more
frequent or longer bathroom, water intake, or rest breaks; private non-bathroom space for expressing
breast milk and breastfeeding; seating accommodations or acquisition or modification of equipment;
assistance with manual labor, light duty, or a temporary transfer to a less strenuous or non-hazardous
position; job restructuring or a part-time or modified work schedule; appropriate adjustment or
modifications of examinations or training materials; assignment to a vacant position; or providing leave
to recover from childbirth, or pregnancy.
Employees will not be required to accept an accommodation that they did not request or to which they
did not agree, nor will they be forced to take leave if another reasonable accommodation is available.
The employee may be required to provide certification from a health care provider concerning the need
for a reasonable accommodation to the same extent such a certification is required for other conditions
related to a disability. A certification should include:
•
•
•
•

Medical justification for the requested accommodation(s);
A description of the reasonable accommodation(s) medically advisable;
The date the accommodation(s) became advisable; and
The probable duration of the reasonable accommodation(s).

The City will not deny employment opportunities or take adverse employment action against
employees if such decision is based on the City's need to make a reasonable accommodation, and
the City will not retaliate against employees who request an accommodation or otherwise exercise
their rights under the Illinois Human Rights Act.
The Illinois Human Rights Act is enforced by the Illinois Department of Human Rights ("IDHR"). The
charge process for violations of the law can be initiated by contacting the IDHR at any of the offices
shown below or by completing the form at https://www2.illinois.gov/DHR/Pages/default.aspx.
Chicago Office
100 W. Randolph St.
10th Floor
Intake Unit
Chicago, IL 60601
(312) 814-6200

Springfield Office
535 West Jefferson
1st Floor
Intake Unit
Springfield, IL 62704
(217) 785-5100

Employees with questions or concerns regarding this policy or who would like to request an
accommodation should contact Human Resources.

2-4 Lactation Accommodations
City of Fairview Heights supports the legal right and necessity of employees who choose to express
milk in the workplace. This policy establishes guidelines for promoting a breastfeeding-friendly work
environment and supporting lactating employees for as long as they desire to express breast milk.

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CITY OF FAIRVIEW HEIGHTS, ILLINOIS
The City will provide a reasonable amount of break time for employees who wish to express breast
milk for their infant child each time the employee has a need to express milk, in accordance with
applicable local, state, and federal law. If possible, the break time must run concurrently with rest and
meal periods already provided. If break time cannot run concurrently with rest and meal periods, it will
be unpaid, to the extent permitted by applicable law.
The City will provide breastfeeding employees with space, in close proximity to their work area, that is
shielded from view and free from intrusion from co-workers and the public near the work area and
which includes access to an electrical outlet for employees to express milk. The room or location may
include the place where the employee normally works if it otherwise meets the requirements of the
lactation space. Restrooms are prohibited from being used for lactation purposes.
Employees who need lactation accommodation should submit a request for possible accommodation
to Human Resources. Upon receiving an accommodation request, Fairview Heights will respond to the
employee within five (5) business days. The City and the employee will engage in an interactive
process to determine the appropriate accommodations.
State law expressly prohibits discrimination or retaliation against lactating employees for exercising
their rights granted by the ordinance. This includes those who request time to express breast milk at
work and/or who lodge a complaint related to the right to lactation accommodations.
Employees have the right to file a complaint with the state Labor Commissioner for any violation of the
rights underlying this policy.
Employees can consult Human Resources with questions regarding this policy.

2-5 Discrimination and Non-Harassment
In compliance with the Illinois Human Rights Act (Act) and any other related federal or local
law/ordinance, all employees have the right to be free from unlawful discrimination or harassment
(including sexual harassment). This means that employers may not treat people differently based on
race, age, gender, pregnancy, disability, sexual orientation or any other protected class named in the
Act or any other related federal or local law/ordinance. This applies to all employer actions, including
hiring, promotion, discipline and discharge.
It is the City of Fairview Heights policy to prohibit intentional and unintentional discrimination or
harassment (including sexual harassment) of or against job applicants, contractors, interns, volunteers
or employees by another employee, department head/supervisor, vendor, customer or any third party
on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship
status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender
identity or expression (including transgender status), sexual orientation, marital status, military service
and veteran status, physical or mental disability, genetic information or any other characteristic
protected by applicable federal, state or local laws (referred to as "protected characteristics"). The City
also prohibits retaliation. All such conduct will not be tolerated by Fairview Heights.
The purpose of this policy is not to regulate our employees' personal morality, but to ensure that no
one engages in discrimination or harassment (including sexual harassment) of another individual in
the workplace, including while on City premises, while on City business (whether or not on City
premises) or while representing the City. In addition to being a violation of this policy, discrimination,
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harassment or retaliation based on any protected characteristic as defined by applicable federal, state
or local laws also is unlawful. For example, sexual harassment and retaliation against an individual
because the individual reported or filed a complaint of discrimination or harassment (including sexual
harassment) or because an individual aided, assisted or testified in an investigation or proceeding
involving a complaint of discrimination or harassment (including sexual harassment) as defined by
applicable federal, state or local laws or helped others exercise their right to complain about
discrimination or harassment (including sexual harassment) as defined by applicable federal, state or
local laws are unlawful.
Reasonable Accommodation.
Employees also have the right to reasonable workplace
accommodations based on pregnancy, disability, religious beliefs or any other reason required by
applicable federal, state or local laws. This means employees can ask for reasonable changes to their
job if needed because they are pregnant or disabled or because of their religious beliefs or any other
reason required by applicable federal, state or local laws.
Discrimination Defined. Discrimination under this policy generally means treating an individual
differently or denying or granting a benefit to an individual because of any actual or perceived protected
characteristic as defined under federal, state or local law/ordinance.
Harassment Defined. Harassment generally is defined in this policy as unwelcome verbal, visual or
physical conduct that denigrates or shows hostility or aversion towards an individual because of any
actual or perceived protected characteristic or has the purpose or effect of unreasonably interfering
with an individual's work performance or creating an intimidating, hostile or offensive working
environment.
Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual
(including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social
media posts or e-mails) or physical conduct (including physically threatening another, blocking
someone's way, etc.). Such conduct violates this policy, even if it does not rise to the level of a violation
of applicable federal, state or local laws. Because it is difficult to define unlawful harassment,
employees are expected to behave at all times in a manner consistent with the intended purpose of
this policy.
Sexual Harassment Defined. Sexual harassment can include all of the above actions, as well as
other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual
favors, conversations regarding sexual activities and other verbal, visual or physical conduct of a
sexual nature when:
•
•
•

submission to that conduct or those advances or requests is made either explicitly or implicitly
a term or condition of an individual's employment; or
submission to or rejection of the conduct or advances or requests by an individual is used as
the basis for employment decisions affecting the individual; or
the conduct or advances or requests have the purpose or effect of unreasonably interfering
with an individual's work performance or creating an intimidating, hostile or offensive working
environment.

Examples of conduct that violate this policy include:

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1. unwelcome flirtations, leering, whistling, touching, pinching, assault or blocking normal
movement;
2. requests for sexual favors or demands for sexual favors in exchange for favorable treatment;
3. obscene or vulgar gestures, posters or comments;
4. sexual jokes or comments about a person's body, sexual prowess or sexual deficiencies;
5. propositions or suggestive or insulting comments of a sexual nature;
6. derogatory cartoons, posters and drawings;
7. sexually-explicit e-mails, text messages or voicemails;
8. uninvited touching of a sexual nature;
9. unwelcome sexually-related comments;
10. conversation about one's own or someone else's sex life;
11. conduct or comments consistently targeted at only one gender, even if the content is not sexual;
and
12. teasing or other conduct directed toward a person because of the person's gender.
City Reporting Procedures. If the employee has been subjected to or witnessed conduct which
violates this policy, the employee should immediately report the matter to their department
head/supervisor. If the employee is unable for any reason to contact this person, or if the employee
has not received an initial response within five (5) business days after reporting any incident of what
the employee perceives to be harassment, the employee should contact Human Resources. If the
person toward whom the complaint is directed is one of the individuals indicated above, the employee
should contact any higher-level manager in the reporting hierarchy.
Investigation Procedures. Every report of perceived harassment will be fully investigated, and
corrective action will be taken where appropriate. All complaints will be kept confidential to the extent
possible, but confidentiality cannot be guaranteed. Employees must cooperate with all investigations
conducted pursuant to this policy.
Retaliation Prohibited. In addition, the City will not allow any form of retaliation against individuals
who report unwelcome conduct to management or who cooperate in the investigations of such reports
in accordance with this policy. If the employee has been subjected to any such retaliation, the
employee should report it in the same manner in which the employee would report a claim of perceived
harassment under this policy.
Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to
and including termination.
Additional Reporting Procedures. Aside from the internal complaint process at the City described
above, employees may choose to file a charge/complaint of discrimination or harassment (including
sexual harassment) with the Illinois Department of Human Rights (IDHR).
The charge process for violations of the law can be initiated by completing the form at
www.illinois.gov/dhr or by contacting the IDHR at [email protected], or either of these offices:
Chicago Office
160 North LaSalle Street, Suite N-1000
Chicago, Illinois 60601
Tel: [312-814-6269 and/or tel:3128146269]

Springfield Office
300 West Jefferson Street, Suite 108
Springfield, Illinois 62702
Tel: [217-785-4350 and/or tel:2177854350]

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TDD: [866-832-2298 and/or tel:866-832-2298]
Fax: 312-814-6517

TDD: [866-832-2298 and/or tel:866-832-2298]
Fax: 217-524-4877

Employees also can contact the Illinois Sexual Harassment and Discrimination Helpline at 1-877-2367703.

2-6 Drug-Free and Alcohol-Free Workplace
To help ensure a safe, healthy and productive work environment for our employees and others, to
protect City property, and to ensure efficient operations, the City of Fairview Heights has adopted a
policy of maintaining a workplace free of drugs and alcohol. This policy applies to all employees and
other individuals who perform work for the City.
The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale, or
distribution of controlled substances (including medical marijuana), drug paraphernalia, or alcohol by
an individual anywhere on City premises, while on City business (whether or not on City premises) or
while representing the City, is strictly prohibited. Employees and other individuals who work for the City
also are prohibited from reporting to work or working while they are using or under the influence of
alcohol or any controlled substances that may impact the employee's ability to perform their job or
otherwise pose safety concerns, except when the use is pursuant to a licensed medical practitioner's
instructions and the licensed medical practitioner authorized the employee or individual to report to
work. However, this exception does not extend any right to report to work under the influence of lawful
recreational or medical marijuana or to use such as a defense to a positive drug test, to the extent the
employee is subject to any drug testing requirement, except as permitted by and in accordance with
applicable law.
Violation of this policy will result in disciplinary action, up to and including discharge.
Off-Premise Use. The City reserves the right to suspend any employee who has been arrested for
criminal offenses related to the manufacture, possession, sale, use, distribution, dispensation, receipt,
or transport of any illegal substance pending resolution of the charges to the City’s satisfaction.
Employees who are convicted of any substance related violation under state or federal law or who
plead guilty or nolo contend ere (i.e., no contest) to such charges must inform the City in writing within
five (5) days of the conviction or plea. Failure to do so will result in disciplinary action, up to and
including termination. In the event of an employee’s conviction or plea to charges relating to the
manufacture, possession, sale, use, distribution, dispensation, receipt, or transportation of any
substance, the facility will determine whether disciplinary action will be taken, including the
appropriateness of continued employment.
Reasonable Accommodation. The City maintains a policy of non-discrimination and will endeavor
to make reasonable accommodations to assist individuals recovering from substance and alcohol
dependencies, and those who have a medical history which reflects treatment for substance abuse
conditions. However, employees may not request an accommodation to avoid discipline for a policy
violation. We encourage employees to seek assistance before their substance abuse or alcohol misuse
renders them unable to perform the essential functions of their jobs, or jeopardizes the health and
safety of any City employee, including themselves.

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2-7 Drug Testing
The City of Fairview Heights may periodically conduct substance tests based on breath, saliva, urine,
blood, and/or hair samples under any of the circumstances noted below. Any employee subjected to
any substance test will be required to sign a Substance Test Consent Form. Refusal to sign the form
or leaving the work area prior to the substance test without permission of the supervisor, or refusal to
cooperate in any way with the testing process, will be grounds for immediate termination of
employment. In the event, an employee consents to a substance test but fails to sign a Substance Test
Consent Form, their failure will not invalidate the consent for the testing.
An employee, who appears to be under the influence of substance(s), is the sole discretion of the City,
will be removed from the work area and provided with transportation to the place of testing. The City
will arrange for transportation home following a positive test. At the discretion of the City, employees
suspected of violating this policy may be placed on administrative leave with pay pending test results.
If test results are negative; the employee will be reimbursed for any salary lost during administrative
leave.
Reasons for drug testing include:
1. Pre-Employment Testing. Individuals to whom an offer of employment are contingent upon
the results of a pre-employment substance test of breath, saliva, urine, blood, and/or hair in
accordance with this policy. Individuals who test positive on a drug screen (except with respect
to prescription drugs and over-the-counter medications), will be ineligible for employment and
offers of employment will be revoked. Such individuals will be charged for the cost of the drug
screening.
2. Post-Incident/Accident Testing. Employees who are involved in a work-related incident or
accident may be tested for drugs or alcohol to the extent there is a reasonable possibility that
drugs or alcohol could have caused or contributed to the accident. If an employee refuses to
take a drug/alcohol test at the time of the accident, the employee will be subject to disciplinary
actions up to termination of employment. All post-incident/accident tests must be administered
as soon as possible following the event. Employees will not be able to return to work until
favorable results are received.
3. Reasonable Suspicion. The City may require an employee to submit to a substance test if
the employee’s supervisor and another individual in a management position has a reasonable
belief that the employee is using, is under the influence of, or is in the possession of substance
or has otherwise violated this policy’s prohibition on the use of substances. Refusal to submit
to a substance test will be grounds for immediate termination of employment.
4. Random Selection Testing. All employees are subject to random testing for substances.
Where random testing is prohibited or restricted by applicable state or local statute or
regulation, or other legally-binding agreement, the City will conform to all applicable laws,
regulations, and agreements notwithstanding the provisions of this policy.
5. Fitness for Duty Testing. Employees suspected to be unfit for duty as a result of the use or
reasonably suspected use of substances will be subject to substance testing. Refusal to submit
to substance test will be grounds for immediate termination of employment.
Specimens reported by the testing laboratory as adulterated or substituted will be considered a refusal
to test, and therefore grounds for immediate termination of employment or ineligibility for hire.

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Testing samples will be collected by a qualified individual only, whether such individuals are employees
of an outside testing laboratory. Collection of samples will be performed under reasonable and sanitary
conditions. The chain of custody of the sample will be recorded, and this record should be retained.
Management may conduct searches of City property, including lockers, desks, vehicles, storage, and
an employee’s personal property such as a vehicle in cases where there is reasonable cause to
suspect a violation of this policy. Although no search will be conducted without an employee’s consent,
consent to a search is a condition of continued employment with the facility. An employee who refuses
to cooperate in the conducting of such searches will be subject to disciplinary action up to and including
termination of employment.

2-8 Workplace Violence
The City of Fairview Heights is strongly committed to providing a safe workplace. The purpose of this
policy is to minimize the risk of personal injury to employees and damage to City and personal property.
Fairview Heights does not expect employees to become experts in psychology or to physically subdue
a threatening or violent individual. Indeed, Fairview Heights specifically discourages employees from
engaging in any physical confrontation with a violent or potentially violent individual. However, Fairview
Heights does expect and encourage employees to exercise reasonable judgment in identifying
potentially dangerous situations.
Experts in the mental health profession state that prior to engaging in acts of violence, troubled
individuals often exhibit one or more of the following behaviors or signs: over-resentment, anger and
hostility; extreme agitation; making ominous threats such as bad things will happen to a particular
person, or a catastrophic event will occur; sudden and significant decline in work performance;
irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior; reacting to
questions with an antagonistic or overtly negative attitude; discussing weapons and their use, and/or
brandishing weapons in the workplace; overreacting or reacting harshly to changes in City policies and
procedures; personality conflicts with co-workers; obsession or preoccupation with a co-worker or
department head/supervisor; attempts to sabotage the work or equipment of a co-worker; blaming
others for mistakes and circumstances; or demonstrating a propensity to behave and react irrationally.
Prohibited Conduct. Threats, threatening language or any other acts of aggression or violence made
toward or by any City employee WILL NOT BE TOLERATED. For purposes of this policy, a threat
includes any verbal or physical harassment or abuse, any attempt at intimidating or instilling fear in
others, menacing gestures, flashing of weapons, stalking or any other hostile, aggressive, injurious or
destructive action undertaken for the purpose of domination or intimidation. To the extent permitted by
law, employees and visitors are prohibited from carrying weapons onto City premises.
Procedures for Reporting a Threat. All potentially dangerous situations, including threats by coworkers, should be reported immediately to any member of management with whom the employee
feels comfortable. Reports of threats may be maintained confidential to the extent maintaining
confidentiality does not impede City of Fairview Heights ability to investigate and respond to the
complaints. All threats will be promptly investigated. All employees must cooperate with all
investigations. No employee will be subjected to retaliation, intimidation or disciplinary action as a
result of reporting a threat in good faith under this policy.
If the City determines, after an appropriate good faith investigation, that someone has violated this
policy, the City will take swift and appropriate corrective action.
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If the employee is the recipient of a threat made by an outside party, that employee should follow the
steps detailed in this section. It is important for the City to be aware of any potential danger in its offices.
Indeed, the City wants to take effective measures to protect everyone from the threat of a violent act
by employees or by anyone else.
Illinois Concealed Carry Law. Although the Illinois Firearm Conceal Carry Act allows private citizens
to carry weapons (handguns) on their person and in their vehicles lawfully, there are prohibited areas
included in the law. Accordingly, city hall, the police department, parks department, city garage, the
library and all city parks are prohibited areas. Employees as well as the general public are not allowed
to carry a weapon in these places, except for duly sworn police officers.

2-9 Whistleblower Protection
In accordance with the Sarbanes-Oxley Act of 2002, the City of Fairview Heights has enacted these
methods for protection of Whistleblowers:
1. All employees are encouraged to report on any activity that the employee reasonably believes
to constitute fraudulent activity or is in violation of any governmental regulation to Human
Resources. All employees have the assurance that these reports will be considered completely
confidential, and the identity of the reporting employee will not be disclosed under any
circumstance.
2. The City will not tolerate any retaliation in any form, including harassment or discrimination,
against any employee who has raised concerns about possible fraudulent activity. Any reports
of retaliation will be thoroughly investigated, and offending employees will be dealt with
accordingly.

2-10 Captive Audience Meetings
To comply with Illinois state law, the City of Fairview Heights meetings convened to express the
employer’s views on unionization, religious or political matters in the workplace will follow these
guidelines:
1. reasonable notice that the City will express its views on unionization, religious or political
matters when that is its intent;
2. attendance is voluntary and not during work hours;
3. employees will not be subject to discipline, discharge, or other adverse consequences for
failing to attend the meeting or for leaving the meeting early; and,
4. the City will not keep any records of attendance.
Employees who believe they were unfairly retaliated against for not attending such meetings can report
violations to the Illinois Department of Labor.

2-11 Defense and Indemnification of Employees
In accordance with Section 2-302 of the Illinois Local Governmental and Governmental Employees
Tort Immunity Act (745 ILCS 10/2-302), the City of Fairview Heights will defend and indemnify a City
employee for any claim or action instituted against a City employee based on an injury allegedly arising
out of an act or omission occurring within the scope of their employment as a City employee only;

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provided, however, that, the City will not indemnify a City employee for any portion of a judgment
representing an award of punitive or exemplary damages.

2-12 Personally Identifiable Information (PII)
Every day the City of Fairview Heights will receive, use and store personally identifiable information
(PII) about our elected officials, employees, customers and vendors—our stakeholders. PII is any piece
of data that someone could use to distinguish or trace a person’s identity and use it for fraudulent
purposes. Some types of PII are obvious, such as name, Social Security number, or taxpayer
identification number, but others are more subtle, such as biometric data (retina or iris scan, fingerprint,
voiceprint, or scan of hand or face geometry)—and some data points only become PII when analyzed
in combination with one another (a birthdate and an address).
It is important that we follow good data protection practices and ensure information is handled lawfully
and respectfully. This policy, and any other documents referred to in it, sets out the basis on which we
will process any PII we collect or use.
Data Protection Principles. Anyone processing PII, should ensure that data is:
a. Processed fairly, lawfully, and in a transparent manner.
b. Collected for specified, explicit, and legitimate purposes, and any further processing is
completed for a compatible purpose.
c. Adequate, relevant and limited to what is necessary for the intended purposes.
d. Accurate, and where necessary, kept up to date.
e. Kept in a form that permits identification for no longer than necessary for the intended
purposes.
f. Processed in line with employee/customer rights and in a manner that ensures appropriate
security of the data, including protection against unauthorized or unlawful processing and
against accidental loss, destruction, or damage, using appropriate technical or organizational
measures.
g. Not transferred to people or organizations situated in countries without adequate protection
and without first having advised the employee.
Human Resources must authorize any release of PII to others.
Identity Theft Protection Program. City employees are also responsible for the Identity Theft
Protection Program, especially as it relates to our customers, and are required to follow the processes
detailed within this program and any other documents referred to in it. Specifically, employees are
required to take appropriate steps:
a. based on notification and warnings of red flags from credit reporting agencies, suspicious
documents, suspicious personal identifying information, suspicious account activity or unusual
use of account and alerts form others
b. to detect red flags in new and existing accounts
c. to prevent and mitigate risks posed by red flags
d. protect all City stakeholder (employee, customer, suppler, etc.) identifying information
Violators of this policy may be subject to disciplinary action, up to and including discharge.

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SECTION 3 - OPERATIONAL POLICIES
3-1 Employee Classifications
For purposes of this handbook, all the City of Fairview Heights employees fall within one of the
classifications below.
Regular Full-Time Employees - Employees who regularly work at least forty (40) hours per
week who were not hired on a short-term basis.
Regular Part-Time Employees - Employees who regularly work fewer than thirty (30) hours
per week who were not hired on a short-term basis.
Seasonal Employees - Employees who were hired for a specific short-term project, or on a
short-term freelance, per diem or seasonal basis, and whose employment is expected end in
no more than nine (9) months. Short-Term employees generally are not eligible for City
benefits, but are eligible to receive statutory benefits.
Emergency Employees – Employees who are authorized by the Mayor, their designee or City
Clerk, to meet a specific one-time, unusual, emergency need of the City, who are engaged for
a period of not more than twenty-two (22) days in any consecutive three- (3-) month period
during which a regular work week may or may not be worked. Emergency employees generally
are not eligible for City benefits, but are eligible to receive statutory benefits.
In addition to the above classifications, employees are categorized as either "exempt" or "nonexempt" for purposes of federal and state wage and hour laws. Employees classified as exempt do
not receive overtime pay; they generally receive the same weekly salary regardless of hours worked.
Such salary may be paid less frequently than weekly. The employee will be informed of these
classifications upon hire and informed of any subsequent changes to the classifications.

3-2 Introductory Period
The first nine (9) months of employees' employment is an introductory period, with the exception of
sworn Police Department personnel, who are governed elsewhere. All sworn Police personnel must
successfully complete an eighteen (18) month probationary period regardless of previous employment
with the City. This is an opportunity for the City of Fairview Heights to evaluate the employee's
performance. It also is an opportunity for employees to decide whether they are happy being employed
by the City. Completion of the introductory period does not alter the employee's at-will status.
Fairview Heights will conduct a formal performance review at the end of each three- (3-) month period,
as well as the introductory period. Introductory employees who fail to receive satisfactory evaluations
during the introductory period may be dismissed by only the department head/supervisor or Mayor,
except probationary police officers, who may be dismissed by the Chief of Police or the Board of Fire
and Police Commissioners.
The introductory period also applies to employees (except Sworn Police personnel) who are rehired
after previously terminating their employment with the City. All employees who are rehired by the City
are not eligible for benefits they may have earned during their previous employment with the City. All
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benefits (such as longevity, sick time, vacation) will be based on the employee's most recent date of
hire. This Section does not apply to employees who transfer from one department of City employment
to another, or from one position to another, providing they have previously successfully completed an
introductory period.

3-3 Your Employment Records
To obtain their position, employees have provided personal information, such as address and
telephone number. This information is contained in their personnel file. Protected health information is
stored separately in a secure manner.
Employees are to keep their personnel file up to date by informing Human Resources of any changes
within seventy-two (72) hours of the change. Employees also should inform Human Resources of any
specialized training or skills they acquire, as well as any changes to any required visas. Unreported
changes of address, marital status, etc. can affect withholding tax and benefit coverage. Further, an
"out of date" emergency contact or an inability to reach employees in a crisis could cause a severe
health or safety risk or other significant problem.
According to the Illinois Personnel Records Review Act, employees have a right to request a review of
their personnel records twice a year during their employment and up to one (1) year after their
employment is terminated. Employees are also entitled to obtain a copy of their personnel records.
Personnel records can include documents pertaining to employment, such as job applications,
performance evaluations, letters of recognition, disciplinary actions, training records, pay stubs, and
forms related to transfers and promotion. Employees must submit requests for access or copies in
writing to Human Resources.

3-4 Working Hours and Schedule
The City of Fairview Heights normally is open for business from 8:30 to 5:00, Monday through Friday.
Employees will be assigned a work schedule and will be expected to begin and end work according to
the schedule. To accommodate the needs of the business, at some point Fairview Heights may need
to change individual work schedules on either a short-term or long-term basis.
Employees will be provided meal and rest periods as required by law. A department head/supervisor
will provide further details.

3-5 Remote/Hybrid Work Arrangements
The City of Fairview Heights may allow employees to work remotely if their job duties and work
performance are determined to be eligible for remote work. Eligibility will be decided on a case-bycase basis by the City. Employees also may be required to work remotely during periods of public
health emergencies if government orders and mandates recommend such work.
This policy provides general information regarding remote/hybrid work arrangements. Employees who
are approved to work remotely should consult their individual agreement for specific details of their
remote/hybrid work arrangement, such as expected work hours, equipment provided, and other
important information.
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Any remote/hybrid work arrangement may be discontinued by the City at any time and at the discretion
of the City. Employees also may discontinue the arrangement but may not be guaranteed office space
at the City’s location.
At-Will Employment. This policy and any individual agreement addressing this work arrangement do
not create a contract of employment and are not intended to be considered or construed as a promise
of continued employment. Employment is at will and may be discontinued at any time by the City or
employee without notice, cause, or liability.
Hours of Work. Employees will work their full assigned schedule when working remotely. Scheduled
hours of work will be set by the employees’ department head/supervisor. Employees should maintain
regular contact with their department head/supervisor.
Nonexempt employees must accurately record all hours worked pursuant to the City’s timekeeping
system and take rest and meal breaks as if in the City’s workplace and as required by law. Nonexempt
employees may not work beyond scheduled working hours (including working more than forty (40)
hours in a workweek) without prior, written authorization from their manager or department
head/supervisor.
Location. Employees will provide, at their expense, a secure, dedicated work area. Employees are
responsible for maintaining the work area in a safe, secure, and nonhazardous condition at all times.
Employees will maintain security devices and procedures necessary to prevent use by unauthorized
persons, including by preventing the connection of any City-furnished computer system, network, or
database to any computer, network, or database other than a computer, network, or database to which
connections are provided or authorized by the City.
Duties. Employees are expected to follow all existing City policies and procedures. The duties,
obligations, responsibilities, and conditions of employment with the City remain unchanged.
Employees must stay engaged with work throughout the workday and be fully available during normal
business hours. If employees do not successfully perform their job duties remotely, this arrangement
will be revoked. Employees are expected to follow existing City policies with respect to scheduled and
unscheduled time off, including the obligation to speak with their manager or department
head/supervisor before the scheduled start time in the event of an unscheduled absence, tardy, or
early departure.
Accidents and Injuries. Employees agree to maintain safe conditions in the remote work space and
to practice the same safety habits and rules applied on City premises. If employees incur an injury
arising out of the course and scope of the assigned job duties while working in the remote work space,
the workers’ compensation provisions in place for Illinois will apply. Employees must notify their
department head/supervisor immediately and complete all necessary and/or requested documents
regarding the reported injury. The City assumes no responsibility for injuries occurring in the remote
work space outside normal working hours or for injuries that occur as a result of a reasonably
recognizable unsafe remote work space.
Equipment. Employees agree to use electronic equipment that has been encrypted and meets all of
the City’s security requirements. If the City provides equipment for home use, employees agree to
provide a secure location for City-owned equipment and will not use, or allow others to use, such
equipment for purposes other than City business. Employees have no expectation of ownership in
such equipment, linkages, property, or other items installed or provided by the City. The City will bear
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the expense of removal of any such equipment, linkages, and installations provided by the City upon
the termination of the remote/hybrid work arrangement but not modification of or repairs to the work
location. Employees hereby release the City from any damage or liability incurred in the installing or
removal of the equipment provided by the City.
Return of City Property. All equipment, records, and materials provided by the City will remain City
property. Employees agree to return City equipment, records, and materials upon request. All City
equipment will be returned by employees for inspection, repair, or replacement as needed or requested
or immediately upon termination of the remote/hybrid work arrangement. All equipment must be
returned within five (5) business days of written notice to the employees.
Expenses. Upon presentment of receipts and in accordance with the Business Expense
Reimbursement policy, the City will reimburse employees for certain preapproved expenses.
Regular household utility charges, such as electricity, water, phone, Internet service, auto,
homeowners’ insurance, etc., are not reimbursable unless state law requires reimbursement.
Confidentiality. Employees agree that they are subject to the City's policies prohibiting the
nonbusiness use or dissemination of the City's confidential business information. Employees will take
all appropriate steps to safeguard the City's confidential business information, including segregating it
from personal papers and documents, not allowing nonemployees to access such information, and
keeping such information in locked drawers or file cabinets when not in use. Employees will maintain
confidential information, including, but not limited to, information regarding the City’s products or
services, processing, marketing and sales, client lists, client e-mail addresses and mailing addresses,
client data, orders, memoranda, notes, records, technical data, sketches, designs, plans, drawings,
trade secrets, research and development data, experimental work, proposals, new product and/or
service developments, project reports, sources of supply and material, operating and cost data, and
corporate financial information.
If employees have any questions concerning this policy or would like to apply to work remotely, they
should contact Human Resources.

3-6 Timekeeping Procedures
Employees must record their actual time worked for payroll and benefit purposes.
Non-exempt employees must record the time work begins and ends, as well as the beginning and
ending time of any departure from work for any non-work-related reason, on forms as prescribed by
management. Non-exempt employees may not start work until their scheduled starting time.
Exempt employees are required to record their daily work attendance and report full days of absence
from work for reasons such as leaves of absence, sick leave or personal business.
All employees may be required to document tasks completed during their on-the-clock time.
Altering, falsifying or tampering with time records is prohibited and subjects the employee to discipline,
up to and including discharge.

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It is the employee's responsibility to sign time records to certify the accuracy of all time recorded. Any
errors in the time record should be reported immediately to a department head/supervisor, who will
attempt to correct legitimate errors.

3-7 Overtime
When the City of Fairview Heights experiences periods of extremely high activity, additional work may
be required. Department heads/supervisors are responsible for monitoring business activity and
requesting overtime work if it is necessary. Effort will be made to provide employees with adequate
advance notice in such situations. Employees may work overtime only with prior management
authorization. Any non-exempt employee who works overtime without authorization may be subject to
disciplinary action, up to and including termination.
Any non-exempt employee who works overtime will be compensated at the rate of one and one-half
times (1.5) their regular hourly wage for all time worked in excess of forty (40) hours each workweek,
unless otherwise required by applicable law. Overtime pay is calculated based on actual hours worked.
Paid time off, holidays, or any leave of absence will not be considered hours worked for purposes of
performing overtime calculations. For purposes of calculating overtime for non-exempt employees, the
workweek begins at Midnight on Sunday and ends at 11:59 p.m. on the following Saturday.
Travel Compensation and Overtime. No overtime or compensatory time will be authorized for travel
time to and from a Seminar or Convention. Also, no compensatory time or overtime will be paid for
Seminars conducted on weekends or Holidays.
Police Department. Hours worked at the Mayor's or department head's/supervisor’s request in
excess of the Police Department personnel’s' regularly scheduled work day, or in excess of the Police
Department personnel’s' regularly scheduled work week will be considered as overtime.
Compensatory Time. When a full-time non-exempt employee works overtime, the employee may
elect to take any equivalent of one and one-half (1.5) times the number of overtime hours worked
(excluding holidays) as time off with pay at the discretion of the employee's department
head/supervisor. After accrual of sixty (60) compensatory hours, (forty (40) regular hours), all other
overtime hours will be paid at the overtime rate. Sixty (60) compensatory hours is the maximum to be
accrued by any one employee. Compensatory time will be used for time off only at the discretion of the
department head/supervisor and will be paid in cash only at the time of termination or promotion to an
exempt position, paid within thirty (30) days.

3-8 Shift Premium and Call Out Pay
Shift premiums will be paid to all full-time employees (except those working twelve- (12-) hour shifts),
and part time dispatchers and part-time civilian police aides who are regularly scheduled to work
second shift, and for all employees regularly required to work third shift. The shift premium will be
announced routinely and be added to the employee's regular computed hourly rate when figuring
wages for hours worked during second and third shift periods.
Employees (except those working twelve- (12-) hour shifts) will be compensated for hours worked, at
the second shift premium if they are required to start their normal work schedule between the hours of
2:00 P.M. and 9:59 P.M. (for Police Telecommunicators only) or 3:00 P.M. and 11:00 P.M. and at the
third shift premium rate if they are required to start their normal schedule between the hours of 10:00
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P.M. and 5:59 A.M. (for Police Telecommunicators only) or 11:00 P.M. and 7:00 A.M. All other starting
times are interpreted as first shift for which no premium will be paid.
Shift premium are determined solely upon the required starting time of the employee. Employees
starting work in one shift and ending in another will be compensated at the shift rate for which they
started work.
Employees working twelve- (12-) hour shifts who are required to start their normal work schedule
between the hours of 4:00 A.M. and 4:00 P.M. will not receive a shift premium. Those required to start
their normal work schedule between the hours of 4:00 P.M. and 4:00 A.M. will receive the third shift
premium rate.
Employees called out to work in addition to their normal work day will be compensated at the overtime
or holiday rate, and the shift premium will NOT apply.
Minimum Call Out
A full-time, non-exempt level employee called out to work on employee's day off or after the completion
of the employee’s regular work day, will be compensated for a minimum of two (2) hours figured at the
overtime rate. This benefit does not apply to regularly scheduled overtime, but was meant to include
specific call outs. For example, breathalyzer test, female prisoner search and court time in the Police
Department, stray animal calls, health nuisances and street related problems in the Planning and
Public Works Departments. Those employees who are called out on an official holiday, will be
compensated at the holiday pay rate.
The part-time Animal Control/Code Enforcement Officer will receive a minimum two (2) hours at the
regular pay rate of emergency calls received after the completion of the employee's work schedule or
on employee's day off.

3-9 Travel Time for Non-Exempt Employees
Overnight, Out-of-Town Trips. Non-exempt employees will be compensated for time spent traveling
(except for meal periods) during their normal working hours, on days they are scheduled to work and
on unscheduled work days (such as weekends). Non-exempt employees also will be paid for any time
spent performing job duties during otherwise non-compensable travel time; however, such work should
be limited absent advance management authorization.
Out-of-Town Trips for One Day. Non-exempt employees who travel out of town for a one-day
assignment will be paid for all travel time, except for, among other things: time spent traveling between
the employee's home and the local railroad, bus or plane terminal; and meal periods.
Local Travel. Non-exempt employees will be compensated for time spent traveling from one job site
to another job site during a workday. The trip home, however, is non-compensable when the employee
goes directly home from the final job site, unless it is much longer than the regular commute home
from the regular worksite. In such case, the portion of the trip home in excess of the regular commute
is compensable.
Commuting Time. Travel from home to work and from work to home is generally non-compensable.
However, if a non-exempt employee regularly reports to a worksite near their home, but is required to
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report to a worksite farther away than the regular worksite, the additional time spent traveling is
compensable. If compensable travel time results in more than forty (40) hours worked by a non-exempt
employee, the employee will be compensated at an overtime rate of one and one-half (1-1/2) times the
regular rate.
To the extent that applicable state law provides greater benefits, state law applies.

3-10 Safe Harbor Policy for Exempt Employees
It is the City of Fairview Heights policy and practice to accurately compensate employees and to do so
in compliance with all applicable state and federal laws. To ensure proper payment and that no
improper deductions are made, employees must review pay stubs promptly to identify and report all
errors.
Those classified as exempt salaried employees will receive a salary which is intended to compensate
them for all hours they may work for Fairview Heights. This salary will be established at the time of hire
or classification as an exempt employee. Although it may be subject to review and modification from
time to time, such as during salary review times, the salary will be a predetermined amount that will
not be subject to deductions for variations in the quantity or quality of the work performed.
Under federal and state law, salary is subject to certain deductions. For example, unless state law
requires otherwise, salary can be reduced for the following reasons:
•
•

•
•
•
•
•

full-day absences for personal reasons;
full-day absences for sickness or disability if the deduction is made in accordance with a bona
fide plan, policy or practice of providing wage replacement benefits for such absences
(deductions also may be made for the exempt employee's full-day absences due to sickness
or disability before the employee has qualified for the plan, policy or practice or after the
employee has exhausted the leave allowance under the plan);
full-day disciplinary suspensions for infractions of our written policies and procedures;
Family and Medical Leave Act absences (either full- or partial-day absences);
to offset amounts received as payment from the court for jury and witness fees or from the
military as military pay;
the first or last week of employment in the event the employee works less than a full week; and
any full work week in which the employee does not perform any work.

Salary may also be reduced for certain types of deductions such as a portion of health, dental or life
insurance premiums; state, federal or local taxes; social security; or voluntary contributions to a 401(k)
or pension plan.
In any work week in which the employee performed any work, salary will not be reduced for any of the
following reasons:
•
•
•
•

partial day absences for personal reasons, sickness or disability;
an absence because the City has decided to close a facility on a scheduled work day;
absences for jury duty, attendance as a witness, or military leave in any week in which the
employee performed any work (subject to any offsets as set forth above); and
any other deductions prohibited by state or federal law.

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However, unless state law provides otherwise, deductions may be made to accrued leave for full- or
partial-day absences for personal reasons, sickness or disability.
If employees believe they have been subject to any improper deductions, they should immediately
report the matter to a department head/supervisor. If the department head/supervisor is unavailable or
if the employee believes it would be inappropriate to contact that person (or if the employee has not
received a prompt and fully acceptable reply), they should immediately contact Human Resources or
any other department head/supervisor in Fairview Heights with whom the employee feels comfortable.

3-11 Your Paycheck
Employees will be paid bi-weekly for all the time worked during the past pay period.
Payroll stubs itemize hours worked, pay rates, overtime and deductions made from gross earnings. By
law, the City of Fairview Heights is required to make deductions for Social Security, federal income tax
and any other appropriate taxes. These required deductions also may include any court-ordered
garnishments. Payroll stubs also will differentiate between regular pay received and overtime pay
received.
If there is an error in any employee's pay, the employee should bring the matter to the attention of the
Finance Department immediately so the City can resolve the matter quickly and amicably.
Paycheck stubs will be given only to the employee, unless the employee requests that they be mailed
or authorized in writing that another person may accept the paycheck stub.

3-12 Direct Deposit
The City of Fairview Heights strongly encourages employees to use direct deposit. Authorization forms
are available from the Finance Department.

3-13 Performance Evaluation
A written performance evaluation provides the employer with an effective mechanism to measure and
communicate levels of job performance to employees. It provides the employee with documented,
constructive feedback concerning their current job performance. Documented performance evaluation
serves as a basis for management decisions regarding training needs, job assignments, promotion,
and retention of employees. The work performance of employees will be evaluated in accordance with
established procedures.
However, a positive performance evaluation does not guarantee an increase in salary, a promotion or
continued employment. Compensation increases and the terms and conditions of employment,
including job assignments, transfers, promotions, and demotions, are determined by and at the
discretion of management.
Employees will be evaluated both at the midpoint of their introductory period and immediately prior to
its completion if still employed at these time points. All other City employees will be evaluated annually.
Special evaluations may be conducted if deemed appropriate by the department head/supervisor.

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Department heads/supervisors or their designee who review or conduct an evaluation will be
responsible for its quality, consistency, equity, and timeliness.
Each employee will be provided a copy of their performance evaluation. The supervisor will discuss
the evaluation with the employee and counsel the employee regarding any improvement in
performance that appears desirable or necessary, and discuss career goals.
In addition to these formal performance evaluations, the City encourages employees and department
heads/supervisors to discuss job performance on a frequent and ongoing basis.

3-14 Job Postings
The City of Fairview Heights is dedicated to assisting employees in managing their careers and
reaching their professional goals through promotion and transfer opportunities. This policy outlines the
online job posting program which is in place for all employees. To be eligible to apply for an open
position, the employees must meet the following requirements:
•
•
•
•
•
•

Be a current, permanent, full-time or part-time employee;
Must be off probation to apply for opening;
Maintain a performance rating of satisfactory or above;
Not be on conduct/performance-related probation or warning;
Meet the job qualifications listed on the job posting; and
Provide their current manager with notice prior to accepting the position.

If employees find a position of interest on the job posting website and they meet the eligibility
requirements, an online job posting application or paper application must be completed in order to be
considered for the position. The City reserves the right to seek applicants solely from outside sources
or to post positions internally and externally simultaneously.
It is the policy of the City to request permission from prospective employees to conduct background
checks if the position will expose these individuals to sensitive information.
The United States Citizenship and Immigration Services (USCIS) requires employees to provide
identification and proof of their authorization to work in the United States via the Form I-9. The City will
comply with all regulations that govern the completion, filing, retention, and disposal of the City Form
I-9 for all new hires, current and past employees.
For more specific information, please contact Human Resources.

3-15 Physical Exam
A physical examination will be required for any employee hired to work for the City. All employees who
work more than thirty (30) consecutive days, will be required to undergo the physical examination. The
extent of the exam will be to assess the employee's capability to perform the essential functions of the
position hired for, with or without accommodation. The City will supply the physical examination form
to be completed, designate the examining physician and pay for the cost of the physical.

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Employees giving any false information to the examining physician will be subject to disciplinary action
or dismissal from employment.

3-16 Record Retention
The City of Fairview Heights acknowledges its responsibility to preserve information relating to
litigation, audits and investigations. Failure on the part of employees to follow this policy can result in
possible civil and criminal sanctions against the City and its employees and possible disciplinary action
against responsible individuals (up to and including discharge of the employee). Each employee has
an obligation to contact the Human Resources to inform them of potential or actual litigation, external
audit, investigation or similar proceeding involving the City that may have an impact on record retention
protocols.

3-17 Business Expense Reimbursement
This policy establishes the procedures all employees must follow when they are required to incur
business-related expenses on behalf of the City of Fairview Heights.
Employees are expected to use good judgment regarding all expenses incurred while conducting
business for Fairview Heights. Expenses must be reasonable in the circumstances, necessary and
incidental to the performance of the business involved and for the primary benefit of Fairview Heights
rather than the employee.
Travel. The City, to advance the training and professionalism of its employees, may authorize
attendance at appropriate training sessions and conferences. Employee must use city issued credit
card for authorized expenses incurred in travel on City business. This policy is not applicable to an
employee’s voluntary attendance in a course of formal education instruction, or instruction that may
generally lead to improved or upgraded job skills.
Any official overnight travel requires prior approval from the employee’s department head/supervisor
or City Administrator. A “Travel Authorization/Expense Reimbursement Form” is required for approval
prior to the trip, and for expense reporting following the trip. A guest may accompany an employee on
an official trip, if it will not interfere with the purpose of the trip. However, no expenses attributable to a
guest/spouse will be paid and/or reimbursed by the City.
It is intended that all reasonable costs incurred as a result of authorized travel will be reimbursed in
accordance with the following guidelines:
1. Transportation and Parking
a. Driving. The least expensive, but most direct mode of transportation will be used when
traveling out of the area for official business. City staff cars will be used whenever
possible. Reimbursement for use of a personal vehicle, when authorized, while on
authorized business outside of the City, will be at the most current rate per mile as
established by the standard federal mileage rate as published by the Internal Revenue
Service (IRS). Such payment is considered to be total reimbursement for all vehiclerelated expenses (i.e., gas, oil, depreciation, etc.). Charges incurred for parking at the
destination and other highway tolls are reimbursable at the actual amount (receipt
required). No reimbursement will be granted for damage, repairs, or towing of personal
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2.

3.

4.
5.
6.
7.
8.

9.

vehicles used for City business. Auto rentals and/or the use of taxi cabs are permitted
if alternate modes of local transportation are not available (receipts must be obtained).
b. Other Modes. The City will pay the actual costs of “coach” or “economy” fares for
transportation by air, train, or bus. Travel arrangements should be made as far in
advance as possible to take advantage of the most economical rate. Every effort should
be made to take advantage of the excursion fares. If there are penalties associated with
changing reservations, the City will pay for these, provided the City required the change
or the change was beyond the control of the employee. Penalties or cancellation
charges incurred for any other reason will be the responsibility of the employee.
Meals. Expenses incurred for meals will be reimbursed at an amount not to exceed the IRS
per diem rate. Reimbursement will extend through a normal meal period. Charges incurred for
meals are reimbursed at the actual amount. Itemized receipts are required. Expenses for
alcoholic beverages are not reimbursable. Banquets and/or other meals that are included within
the official program or agenda are fully reimbursable.
Lodging. Expenses covering the cost of a motel or hotel room will be reimbursed when travel
requires an overnight stay(s). (Receipts are required.) Overnight lodging will be reimbursed
only when the required travel extends beyond sixty (60) miles from the City of Fairview Heights.
Employees must make every effort to get the discounted conference or convention rate, when
applicable. If not applicable, the employee must stay at the government discount rate.
Registration Fees. Expenses incurred for authorized employees to attend conferences,
meetings, and/or seminars that can be directly or indirectly beneficial to the City of Fairview
Heights are reimbursable.
Other Expenses. Reasonable expenses incurred for taxi services, baggage storage, internet
connection, telephone calls, rental of equipment, recording fees, and copying fees may be
reimbursed upon presentation of a receipt.
Travel and Expense Claim. Any reimbursement due to an employee must be requested on a
travel and expense claim form.
Periodic Review. The City Administration will periodically review and adjust travel
reimbursement amounts throughout the calendar year.
Non-Reimbursable Expenses. The following travel expenses will not be reimbursed:
a. Costs incurred by a spouse or other guest accompanying an employee.
b. Personal expenditures such as valet service, unless no other form of parking is made
available at the lodging facility, laundry and cleaning, entertainment, unless it is included
with the conference registration, or side trips.
c. Purchase of alcoholic beverages.
Exceptions to the Policy. In a situation where extraordinary travel expenses are to be
incurred, or where this policy does not cover a particular situation or places a particular hardship
on an employee, if strictly enforced, the Mayor may authorize exceptions.

City-Owned Credit Cards. Expenses must be paid with a City credit card and be evidenced by
appropriate itemized receipts. Furthermore, expenses paid by City credit card will be subject to all the
rules provided in this policy. Misuse of a City-owned credit card for personal expenses will be
considered theft and will be prosecuted to the fullest extent of the law. Unauthorized use of a City credit
card is grounds for corrective action up to and including termination of employment.
Credit Card Expense Reporting. Employees must properly substantiate all business expenses
submitted for reimbursement in accordance with this policy.
Employees are responsible for properly substantiating all charges incurred on behalf of the City. All
expense reports should be submitted in a timely manner, no later than thirty (30) calendar days from
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the date the expense was incurred. Expenses submitted more than thirty (30) calendar days after being
incurred may be denied for reimbursement, at the City’s discretion.
Employees are expected to submit original receipts or other supporting documentation for all business
expenses incurred on behalf of the City in accordance with this policy. However, if a receipt or other
supporting documentation is missing, lost or nonexistent, employees should contact their department
head/supervisor to discuss whether reimbursement may still be available.
Reimbursement. There are limits on the types and amounts of expenses that will be reimbursed, as
follows:
1. the City will not reimburse employees for any of the following types of expenses: alcohol, stretch
limousines, traffic tickets incurred while traveling on business and parking tickets incurred while
traveling on business.
2. the City will not reimburse employees for any single expense of more than $100.00. The City
also will not reimburse employees for expenses that attempt to evade this maximum amount,
for example, where employees artificially split a single expense into two (2) transactions so that
both are under the limit.
3. the City will not reimburse employees for any expenses that are not required or that primarily
benefit employees, rather than the City. This includes, but is not limited to, expenses employees
incur by purchasing smartphones or other electronic devices that the employees own, voice or
data plans on such devices, Internet service at employees’ residence, other home-office
equipment or furniture, and like expenses. Even if items or services such as these are used for
business purposes at times, employees are generally not required to purchase them to perform
their job duties, and they are primarily for the employee’s benefit rather than for the City’s.
Accordingly, expenses for items or services of this nature will not be reimbursed by the City.
4. any other expenses that, in the City’s discretion, are unreasonable, extravagant, or not
business-related, will not be reimbursed by the City.
Expenses that violate any of the guidelines above will not be reimbursed unless the employee received
approval from their department head/supervisor, in writing, prior to incurring the expense. The City
assumes no responsibility to reimburse employees for expenses that are not in compliance with this
policy.

3-18 Separation Payments
Employee Debt. An employee who owes any money to the City at the time of their separation will
have their final pay applied against the debt and be given a receipt for the money credited. The amount
deducted from the employee’s final pay will not exceed fifteen percent (15%) of their net pay, and the
City will provide the employee with an opportunity to dispute the debt prior to deduction. Partial
settlement of a debt by application of final pay will not release an employee from any balance remaining
due, and the City will take appropriate action, up to and including legal action, if necessary to recover
the remaining balance of this debt.
Severance Pay. A full-time employee, who is dismissed or not reappointed, may be given two- (2-)
weeks’ severance pay. In the event of unusual circumstances, the Mayor may authorize, with Council
approval, up to one (1) month severance pay.

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Salary Continuation for Non-Reappointed Officials. If a Director or City Administrator (“appointed
official”), is not reappointed, or the position is eliminated or is removed from the position other than for
a conviction of a disqualifying crime, then the appointed official will receive one (1) month of Salary
Continuation Benefit (salary and benefits including health, life, vision and dental coverage) for an
employment term of less than thirty-six (36) months of employment for the City of Fairview Heights;
and the Appointed Official will receive two (2) months of Salary Continuation Benefit (salary and
benefits including health, life, vision and dental coverage) for an employment term of more than thirtysix (36) months for the City of Fairview Heights. Contemporaneously with the delivery of the severance
pay, the Appointed Official/Employee will execute and deliver a release to the City of all claims that
Appointed Official/Employee may have against the City up to and including the date of separation from
the City of Fairview Heights. The entitlement to Salary Continuation benefit is conditioned upon
Appointed Official’s execution of the release.
Employee Death. In case of death of an employee, their estate will be paid for accrued vacation,
compensatory time and regular pay then accrued.

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SECTION 4 - BENEFITS
4-1 Benefits Overview
In addition to good working conditions and competitive pay, it is the City of Fairview Heights policy to
provide a combination of supplemental benefits to all eligible employees. In keeping with this goal,
each benefit program has been carefully devised. These benefits include time-off benefits, such as
vacations and holidays, and insurance and other plan benefits. We are constantly studying and
evaluating our benefits programs and policies to better meet present and future requirements. These
policies have been developed over the years and continue to be refined to keep up with changing times
and needs.
The next few pages contain a brief outline of the benefits programs Fairview Heights provides
employees and their families. Of course, the information presented here is intended to serve only as
guidelines.
The descriptions of the insurance and other plan benefits merely highlight certain aspects of the
applicable plans for general information only. The details of those plans are spelled out in the official
plan documents that are available for review upon request from Human Resources. Additionally, the
provisions of the plans, including eligibility and benefits provisions, are summarized in the summary
plan descriptions ("SPDs") for the plans (which may be revised from time to time). In the determination
of benefits and all other matters under each plan, the terms of the official plan documents will govern
over the language of any descriptions of the plans, including the SPDs and this handbook.
Further, the City of Fairview Heights (including the officers and administrators who are responsible for
administering the plans) retains full discretionary authority to interpret the terms of the plans, as well
as full discretionary authority with regard to administrative matters arising in connection with the plans
and all issues concerning benefit terms, eligibility and entitlement.
Although the City intends to maintain these employee benefits, it reserves the absolute right to modify,
amend or terminate these benefits at any time and for any reason.
If employees have any questions regarding benefits, they should contact Human Resources.

4-2 Credited Continuous Service
Employee benefits under many of the City plans are based on length of time the employee had been
employed as a regular full-time employee. An employee’s service begins on the date the employee is
hired. During each successive calendar month in which the employee has earnings, the employee is
credited with one (1) month of service, and the total of such service is defined as credited continuous
service.
Twelve (12) months of continuous service constitute one (1) year of credited continuous service. The
following does not affect the employee’s continuity of service:
1. Absence because of an injury, covered under workers’ compensation.
2. Authorized leave of absence.
3. Approved leave, as defined in the handbook (such as vacation, bereavement, etc.).
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If an employee is separated from employment with the City, either voluntarily or involuntarily, the
employee’s service is broken. However, if an employee is laid off and subsequently reemployed within
twelve (12) months following the separation, the employee’s past service will be reinstated; but the
time the previously laid off employee was absent from work on the layoff will not be added to the
employee’s length of service.

4-3 Paid Holidays
Full-time employees will be paid for the following holidays:
New Year’s Day

Martin Luther King Day

President’s Day

Good Friday

Memorial Day

Independence Day

Labor Day

Veteran’s Day

Thanksgiving Day

Juneteenth

Thanksgiving Friday

Christmas Day

Except for employees regularly scheduled to work on a shift basis, if a holiday falls on Sunday, it will
be observed on the following Monday; if it falls on Saturday, it will be observed on the preceding Friday.
In observance of each authorized holiday, full-time employees will normally be granted the day off from
work. Full-time employees will receive straight time pay for each holiday. Part-time hourly employees,
and short-term employees are not eligible for holiday compensation. However, part-time police
emergency dispatchers who work on a holiday will be compensated at one and one-half (1.5) times
their base rate for hours actually worked.
Full-time employees who are required to perform work or to render services on one of the holidays
listed above will be compensated at one and one half (1.5) times their regular rate of pay for all time
worked on the holiday.
To receive holiday pay an employee must work their full scheduled workday on the day immediately
preceding the holiday and the full scheduled workday on the day immediately following the holiday,
unless they are absent from work on approved leave.
If a holiday falls within an eligible employee's approved vacation period, the eligible employee will be
paid for the holiday (at the regular straight-time rate) rather than be charged a vacation day.
Employees on approved leave of absence for any reason at the time of the holiday (including, but not
limited to, unpaid personal leave of absence, workers’ compensation leave, family medical leave) are
not eligible for holiday pay.

4-4 Paid Vacations
The City of Fairview Heights appreciates how hard employees work and recognizes the importance of
providing time for rest and relaxation. Fairview Heights fully encourages employees to get this rest by
taking vacation time. Full-time employees are awarded paid vacation time as follows:
New Employees. Vacation for new employees is awarded as follows:

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•
•

After six (6) months of continuous service
After one (1) year of continuous service

five (5) vacation days (40 hours)
five (5) vacation days (40 hours)

This vacation time must be used at any time between the employee’s vacation award date and
December 31 after the employee’s first anniversary date subject to the employee’s right of carryover
in accordance with the following eligibility guidelines.
Thereafter, calculations of vacation time will be based on a calendar year as follows:
Years of Continuous Service

Vacation Awarded on January 1

1 – 4 Years

10 Days (80 Hours)

5 – 11 Years

15 Days (120 Hours)

12 – 19 Years

20 Days (160 Hours)

20 Years

25 Days (200 Hours) *

* provided at least one (1) week of vacation is taken during the months of January,
February, March, April, November, or December
Employees hired prior to May 1, 2017, will receive paid vacation to be used in the calendar year, and
employees hired on or after May 1, 2017, will receive paid vacation to be used in the following
calendar year, both subject to the employee’s right of carryover.
Directors will receive two (2) weeks of vacation upon completion of one (1) year of service. Thereafter
they will receive four (4) weeks of vacation after completion of two (2) years of service and each
January 1 thereafter. Following twenty (20) years of service, they will receive five (5) weeks of vacation.
Vacation Carryover. Vacation leave must be taken during the year following its accumulation.
However, an employee may carryover up to five (5) vacation days into the following year. Directors
may request in writing to the Mayor and/or designee who will approve or disapprove a request to carryover any amount of vacation into the following year.
Vacation Scheduling. Vacation requests are approved on a “first come, first serve” basis. The
decision to approve or deny a vacation request is made by the department head/supervisor and based
upon operational concerns and considerations. The department head/supervisor will coordinate
vacation schedules with employees. If a scheduling conflict exists, the employee with the longest length
of continuous service will have preference.
Use of Vacation Pay to Cover Other Leaves. Absence due to sickness, injury, or disability in excess
of leave benefits may, at the request of the employee and within the discretion of the department
head/supervisor be charged against the employee’s accrued vacation leave. If the employee is out on
leave under the Family and Medical Leave Act, they will be required to utilize all available paid leave
at the beginning of the FMLA leave before continuing the FMLA leave on an unpaid basis.
Separation. When an employee’s service with the City is terminated, they will be paid for the balance
of unused accrued vacation leave remaining at the time of separation.
Regular Part-Time Employees. Regular part-time employees must have worked a minimum of seven
hundred (700) hours annually before being eligible for prorated vacation leave (computed from
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anniversary date to anniversary date). Part-time employee vacation must be taken within twelve (12)
months of the date it was accrued. In the event a part-time employee is hired full-time, vacation leave
will be computed based on part-time hours worked before full-time employment began. This prorated
vacation leave will be paid out at the hourly rate that it was accrued. The employee’s existing vacation
balance must be used during the calendar year following their promotion to full-time.

4-5 Paid Sick Leave
The City provides paid sick leave benefits to all regular full-time employees for periods of temporary
absence due to illnesses or injuries.
Eligible full-time employees will accrue sick leave benefits at the rate of ten (10) hours for each
completed month of service beginning with the first month of service. Employees will accumulate sick
leave benefits while off work on paid leave as well as while on unpaid leaves of absence of ten (10)
days or less in one (1) calendar year.
Employees can request use of paid sick leave after completing a waiting period of six (6) months from
the date they become eligible to accrue sick leave benefits. Paid sick leave can be used in minimum
increments of one-half (0.50) hour. An eligible employee may use sick leave benefits for an absence
due to their own illness, injury, or medical appointment, or due to an illness, injury or medical
appointment of a child, parent, spouse, sibling, mother-in-law, father-in-law, grandchild, grandparent,
or stepparent of the employee. Such use of sick leave benefit for eligible family members is limited to
six (6) months of the employee’s current rate of entitlement in a calendar year.
Employees who are unable to report to work due to illness or injury should notify their direct supervisor
before the scheduled start of their workday if possible. The direct supervisor must also be contacted
on each additional day of absence. If an employee is absent for three (3) or more consecutive days
due to illness or injury, a physician's statement must be provided specifying the illness or injury’s
expected duration. Such verification may be requested for other sick leave absences as well and may
be required as a condition to receiving sick leave benefits and must be provided at the employee’s
expense. Before returning to work from a sick leave absence of three (3) calendar days or more, an
employee may be required to provide a physician's verification that they may safely return to work with
any limitations clearly noted.
As an additional condition of eligibility for sick leave benefits, an employee on an extended absence
must apply for any other available compensation and benefits, such as workers' compensation. Sick
leave benefits will be used to supplement any payments that an employee is eligible to receive from
state disability insurance, workers' compensation or City-provided disability insurance programs. The
combination of any such disability payments and sick leave benefits cannot exceed the employee's
normal weekly earnings.
Unused sick leave benefits will be allowed to accumulate until the employee has accrued a total of 180
calendar days (or 1,440 hours) worth of sick leave benefits. If the employee's benefits reach this
maximum, further accrual of sick leave benefits can only accrue for the purposes of IMRF service
credit, otherwise will be suspended until the employee has reduced the balance below the limit.
Upon retirement with twenty (20) years of service or more, all Sworn Police personnel not eligible for
(IMRF) benefits, will be reimbursed for accrued sick leave over one thousand (1,000) hours up to the
top of one thousand four hundred forty (1,440) hours. The hours will be compensated at fifty percent
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(50%) of the final rate of pay. At the City’s option, payment for reimbursement may be made in one (1)
payment upon retirement, or in two (2) equal installments on July 1 and January 1 immediately
following the date of retirement.
Donation of Accrued Sick Leave. Any regular full-time employee may voluntarily donate a portion
of their earned and accumulated sick leave to another sick leave eligible employee, who has expended
all of their own accrued and earned sick leave. For more information about this program, please see
Human Resources.

4-6 Paid Parental Leave
The City of Fairview Heights provides partial wage replacement benefits to eligible employees who are
on an approved leave of absence to bond with a new child through birth, adoption or foster care
placement. Eligible employees may utilize the Paid Parental Leave benefit only one (1) time in any 12month period. Where applicable, this policy will run concurrently with any City Short-term Disability
Plan and any similar city, state, or federal leave entitlements.
Eligible Employees. To be eligible to receive benefits under this policy, employees must meet all of
the following criteria:
1. be absent from work due to an approved leave of absence for the purpose of bonding with a
new child during the first year after birth of the child or placement of the child under the age of
18, or under the age of 23 if the child is mentally or physically disabled, with the employee
through foster care or adoption;
2. completed within twelve (12) months of the birth or placement of the child; however, employees
may use parental leave before the placement of an adopted or foster child to consult with
attorneys, appear in court, attend counseling sessions, etc.;
3. have worked at least six (6) months for the City before beginning any parental leave; and,
4. comply with the procedures for requesting Paid Parental Leave benefits described below.
Parental Leave Benefit. The weekly Parental Leave Benefit is calculated based on the employee's
wages. Unless otherwise provided by law, the employee's weekly benefit will be based on the
employee’s average weekly pay for the previous six (6) months excluding any bonus or commission
pay. All eligible employees can receive up to two (2) weeks of paid parental leave benefits.
Employees who have physical limitations from pregnancy, childbirth, or a related medical condition will
be granted an additional four (4) weeks for a maximum total of six (6) weeks.
Procedure for Receiving Paid Parental Leave Benefits. To receive paid Parental Leave benefits,
employees must send a written request to Human Resources stating the need for Paid Parental Leave
with at least four (4) weeks’ notice.
Employees may be required to reimburse the City of Fairview Heights for any paid parental leave
benefits provided under this policy if they do not return to work from a leave of absence during for
which they received the benefits.
Coordination with Other Policies. Paid parental leave taken under this policy will run concurrently
with any similar city, state, or federal leave requirements.

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When short-term disability is available for the birth of a child, paid parental leave will be the difference
between the employee’s weekly rate and the amount of the short-term disability payment until such
time as the short-term disability coverage ceases. Then paid parental leave will be paid at one-hundred
percent (100%) of the employee’s weekly rate for the balance of the remaining eligible weeks of paid
leave.
When short-term disability is not available (or applicable) for the birth of a child, full-time employees
will receive paid parental leave based on their straight time rate according to their regular schedule.
Exempt employees will be paid their weekly salary. Part-time employees will receive paid parental
leave at their straight-time rate based on the average number of hours worked per week over the six(6-) month period prior to the beginning of the leave.
After the paid parental leave (and any short-term disability leave for employees giving birth) is
exhausted, an employee’s accrued and earned PTO must be used if the employee desires to extend
the leave. Upon exhaustion of accrued paid time off benefits, any remaining leave will be unpaid leave.
If a City holiday occurs while the employee is on paid parental leave, it will be paid as holiday pay;
however, it will not extend the total paid parental leave entitlement.
Upon termination of the individual’s employment at the City, they will not be paid for any unused paid
parental leave for which they were eligible.
Further Information. As is the case with all Fairview Heights policies, the City reserves the right to
interpret this policy, or to modify it as business needs dictate. The City may request evidence of
eligibility at its discretion.
Employees with questions regarding this benefit can contact Human Resources.

4-7 Paid Bereavement Leave
The death of a family member is a time when employees wish to be with their families. If the employee
is full-time and loses an immediate relative, the employee will be allowed paid time off of up to five (5)
workdays (or 40 hours) to assist in attending to obligations and commitments within 2 weeks of losing
the immediate family member. For the purposes of this policy, an immediate relative includes a spouse,
domestic/civil union partner, child, parent, or any other relation required by applicable law.
If the employee is full-time and loses a close relative, the employee will be allowed paid time off of up
to three (3) workdays (or 24 hours) to assist in attending to obligations and commitments within 2
weeks of losing a close relative. For the purposes of this policy, a close relative includes a stepparent,
sibling, stepsibling, parents-in-law, sibling-in-law, grandparents, grandparents-in-law, grandchild or
step-grandchild.
If the employee requires additional time off due to the death of any family member or if the employee
requires time off due to the death of a family member that does not qualify for bereavement leave, they
may request use of Sick Leave in accordance with this policy (not to exceed three (3) additional days).
Employees must inform their department head/supervisor prior to beginning bereavement leave. In
administering this policy, the City of Fairview Heights may require verification of death.
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4-8 Group Insurance Programs
Full-time employees may participate in the City of Fairview Heights group insurance programs. Under
these plans, eligible employees will receive comprehensive health and other insurance coverage for
themselves and their families, as well as other benefits. Premium costs not covered by the City will be
handled through employee payroll deductions.
Upon becoming eligible to participate in these plans, employees will receive summary plan descriptions
(SPDs) describing the benefits in greater detail. Please refer to the SPDs for detailed plan information.
Continuation of Benefits. Upon leaving employment with the City, for any reason, coverage ends at
the end of the month the employee is terminated. However, eligible employees may be able to continue
insurance under the Illinois Continuation (mini-COBRA) Law for a period of up to twelve (12) months
at their own expense if the employee was covered under the plan for a minimum of three (3) months.
If employees choose to decline continued insurance coverage, their policy terminates on the last day
of the month in which the employee ends employment with the City.
Please contact Human Resources with any further questions.

4-9 Retirement Fund
Employees who are under the age of sixty (60) and are hired for positions normally requiring 1,000 or
more hours per year are required to participate in the Illinois Municipal Retirement Fund. The Illinois
Municipal Retirement Fund is created by Illinois Law under Article 7 of the Illinois Pension Code (Illinois
Compiled Statutes, 40 ILCS 5/1- 101). Payroll deductions for retirement and Social Security are made
in accordance with the provisions of this act.
Upon becoming eligible to participate in this fund, employees will receive an SPD describing the plan
in greater detail. Please refer to the SPD for detailed plan information. Of course, feel free to speak to
Human Resources or Finance Department if there are any further questions.

4-10 Workers' Compensation
On-the-job injuries are covered by the City of Fairview Heights Workers' Compensation Insurance
Policy that is provided at no cost to employees. If employees are injured on the job, no matter how
slightly, they should report the incident immediately to their department head/supervisor. Failure to
follow City procedures may affect the ability of employees to receive Workers Compensation benefits.
This is solely a monetary benefit and not a leave of absence entitlement. Employees who need to miss
work due to a workplace injury must also request a formal leave of absence. See the Leave of Absence
sections of this handbook for more information.

4-11 Jury Duty and Witness Service Leave
The City of Fairview Heights realizes that it is the obligation of all U.S. citizens to serve on a jury or as
a witness in a judicial proceeding when summoned or called to do so. All employees will be allowed
time off to perform such civic service as required by law. Employees are expected, however, to provide

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proper notice of any request to perform jury duty or witness service as noted below and provide
verification of their service, including fees received for jury duty service.
Employees also are expected to keep management informed of the expected length of jury duty or
witness service and to report to work for the major portion of the day if excused by the court. If the
required absence presents a serious conflict for management, employees may be asked to try to
postpone jury duty.
The City is not obligated to compensate employees for time taken off for jury duty. However, employees
will be paid their full salary less jury duty fees for any week in which they performed work for the City
and missed work due to jury service. Employees will not be compensated for time away from work to
participate in their own court case, but may use available vacation time to cover the period of absence.
Employees attending judicial proceedings in response to a subpoena will not be disciplined for their
absence.
Employees summoned for jury duty must deliver a copy of the summons to the City within ten (10)
days of the date of issuance of the summons to the employee.

4-12 Voting Leave
In the event employees do not have sufficient time outside of working hours to vote in a statewide
election, the employee may take off enough working time to vote without fear of retribution. This time
should be taken at the beginning or end of the regular work schedule. Where possible, supervisors
should be notified at least two (2) days prior to the voting day.
Employees who are eligible to vote in an election may request up to two (2) hours with pay to vote
while polls are open. Employees must notify the City of their intention to vote at least one (1) week
prior to Election Day.

4-13 Educational Assistance Program
The City of Fairview Heights provides tuition reimbursement and payroll incentives to employees who
further their education.
Tuition Reimbursement. The City will reimburse full-time employees for fees and tuition expenses
incurred while attending College up to a total of Twenty Thousand Dollars ($20,000) throughout the
employee’s tenure as a full-time employee with the City of Fairview Heights.
To be eligible for such reimbursement, employees must be enrolled in an accredited Bachelor or
Associates Program, in a field directly related to the work performed for the City. All required and
elective subjects will be eligible for reimbursement, provided a grade "C" or better is attained.
Reimbursement will be made for credit and non-credit undergraduate courses, with the approval of the
department head/supervisor, if directly job related to employee's work in the City. Employees choosing
to attend a private college or university will receive reimbursement in an amount not to exceed the per
hour tuition rate at Southern Illinois University, Edwardsville.

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The City reserves the right to demand from the employee repayment for fees and tuition expenses
paid by the City for previous twelve (12) months if the employee voluntarily resigns their employment
with the City within one (1) year after reimbursement.
Payroll Incentives. Full-time, non-exempt employees will be awarded:
A. A five percent (5%) payroll increase, above base pay, for successfully completing one of the
following:
1. An Associate Degree in the field directly related or connected to the job currently being
performed in the City.
2. Police Officers must successfully complete one (1) of the following:
a. An Associate Degree in Arts or General Studies in Law Enforcement
b. Police Science or Police Administration with a minimum grade average of “C” in sixty
(60) semester hours or equivalent work
c. An Associate Degree in Arts or in General Studies in any field but with a minimum of
twelve (12) semester hours in Law Enforcement subjects with a minimum grade of “C.”
B. A ten percent (10%) payroll increase, above base pay, for successfully completing one of the
following:
1. A Bachelor Degree in any field with at least twelve (12) hours in a field directly connected
or related to the job currently being performed in the City.
2. Police Officers must successfully complete one of the following:
a. A Degree of Bachelor of Arts, Science, Laws or in any other area of study with a
minimum of twelve (12) semester hours in Law Enforcement with a minimum grade of
"C."
In no instance will education advancement exceed ten percent (10%). An employee receiving five
percent (5%) for an Associate’s Degree, will, upon receipt of a Bachelor's Degree be entitled to only
an additional five percent (5%). When the employee is awarded the education increase, it does not
affect the current grade or step of the employee.

4-14 Safety Incentive Program
To encourage a safer workplace, all management level, regular full-time, and regular part-time City
employees, building inspector, electrical inspector, plumbing inspector, and property maintenance
inspector, with one (1) year of continuous service in an eligible position listed, who record no loss-time
accidents between January 1 and December 31, will be entitled to a $50.00 safety incentive gift card.
Seasonal and emergency employees are not eligible for the safety incentive program.
The gift card will be awarded to the eligible employee in January of the following year.
The definition of loss-time accident is an injury that leaves an employee unable to report to work and
perform their duties. An injury that requires medical care and enables the employee to return to work
will not be considered a loss-time accident.

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SECTION 5 - LEAVES OF ABSENCE
5-1 Unpaid Personal Leave
If employees who have been employed for at least one (1) year and are in good standing are ineligible
for any other City leave of absence, the City of Fairview Heights, under certain circumstances, may
grant a personal leave of absence without pay. A written request for a personal leave should be
presented to management at least two (2) weeks before the anticipated start of the leave. If the leave
is requested for medical reasons and employees are not eligible for leave under the federal Family
and Medical Leave Act (FMLA) or any state leave law, medical certification also must be submitted.
The request will be considered on the basis of staffing requirements and the reasons for the requested
leave, as well as performance and attendance records.
A leave of absence will be granted for a period of up to six (6) months. During the leave, employees
will not earn vacation, personal days, or sick days. Fairview Heights will continue health insurance
coverage during the leave if employees submit their share of the monthly premium payments to the
City in a timely manner, subject to the terms of the plan documents.
When the employees anticipate returning to work, they should notify management of the expected
return date. This notification should be made at least one (1) week before the end of the leave.
Upon completion of the personal leave of absence, the City will attempt to return employees to their
original job or a similar position, subject to prevailing business considerations. Reinstatement,
however, is not guaranteed.
Failure to advise management of availability to return to work, failure to return to work when notified or
a continued absence from work beyond the time approved by the City will be considered a voluntary
resignation of employment.
Personal leave runs concurrently with any City-provided Short-Term Disability Leave of Absence.

5-2 Child Extended Bereavement Leave
A full-time employee who has been employed for at least two (2) weeks is entitled to use a maximum
of six (6) weeks of unpaid leave if the employee experiences the loss of a child by suicide or homicide.
"Child" includes the employee's biological, adopted, or foster child, a stepchild, a legal ward, or a child
of a person standing in loco parentis.
Child extended bereavement leave may be taken in a single continuous period or intermittently in
increments of no less than four (4) hours, but leave must be completed within one (1) year after the
employee notifies the City of the loss.
The City may require reasonable advance notice of the employee's intention to take leave, unless
providing such notice is not reasonable and practicable. The City also may require reasonable
documentation. Documentation may include a death certificate, a published obituary, or written
verification of death, burial, or memorial services from a mortuary, funeral home, burial society,

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crematorium, religious institution, or government agency. The City may require that the documentation
include the cause of death.
Employees may elect to substitute any available paid time off while taking unpaid leave provided under
the Child Extended Bereavement Leave Act, but this substitution does not extend the length of the
leave.
The Child Extended Bereavement Leave Act does not extend the maximum period of leave to which
employees are entitled under the federal Family and Medical Leave Act or under any other paid or
unpaid leave provided under federal, state, or local law, a collective bargaining agreement, or an
employment benefits program or plan.
Employees who take child extended bereavement leave will, on return from such leave, be restored to
the position of employment held by the employee when the leave commenced or an equivalent position
with equivalent employment benefits, pay, and other terms and conditions of employment. The taking
of leave will not result in the loss of any employment benefit accrued prior to the date on which the
leave commenced.
Employees who use leave under the Child Extended Bereavement Leave Act because of the death of
a child may not take leave under the Family Bereavement Leave Act because of the death of the same
child.
Employees will not be subject to adverse action for exercising rights or attempting to exercise rights
under this policy, opposing practices that they believe to be in violation of this policy, or supporting the
exercise of rights of another under this policy. If employees have questions about this policy, they
should contact Human Resources.

5-3 Family Bereavement Leave
An employee who is eligible for leave under the federal Family and Medical Leave Act (FMLA) may
take up to two (2) weeks (10 workdays) of unpaid bereavement leave for any or all of the following
purposes:
1.
2.
3.
4.

To attend the funeral or alternative to a funeral of the employee's family member;
To make arrangements necessitated by the death of the employee's family member;
To grieve the death of the employee's family member; or
To be absent from work due to:
a. A miscarriage,
b. An unsuccessful round of intrauterine insemination or of an assisted reproductive
technology procedure,
c. A failed adoption match or an adoption that is not finalized because it is contested by
another party,
d. A failed surrogacy agreement,
e. A diagnosis that negatively impacts pregnancy or fertility, or
f. A stillbirth.

For purposes of this policy, "family member" means an employee's child, stepchild, spouse, domestic
partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent. "Child"
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includes an employee's biological, adopted, or foster child, a stepchild, a legal ward, or a child of a
person standing in loco parentis.
Leave under this policy is available only to employees who have not exhausted their FMLA leave
entitlement at the time bereavement leave is requested. In the event of the death of more than one (1)
covered family member in a 12-month period, an employee may take up to a total of six (6) weeks of
bereavement leave during the 12-month period.
An employee who uses leave under the Child Extended Bereavement Leave Act because of the death
of a child may not take leave under the Family Bereavement Leave Act because of the death of the
same child.
Bereavement leave must be completed within sixty (60) days of the date on which the employee
received notice of the death of the employee's family member or the occurrence of an event listed in
reason number four (4) above.
An employee requesting leave under this policy generally must provide the City with at least forty-eight
(48) hours' advance notice of the intention to take bereavement leave, unless providing such notice is
not reasonable and practicable under the circumstances.
Employees may substitute available paid time off while taking unpaid leave under this policy, but this
substitution does not extend the length of the leave.
The City may require reasonable documentation in connection with leave taken under this policy.
Documentation may include a death certificate, a published obituary, or written verification of death,
burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious
institution, or government agency. For leave resulting from an event listed under reason four (4) above,
reasonable documentation will include a form, to be provided by the Illinois Department of Labor, to be
filled out by a health care practitioner who has treated the employee or the employee's spouse or
domestic partner, or surrogate, for an event listed under reason four (4), or documentation from the
adoption or surrogacy organization that the employee worked with related to an event listed under
reason four (4), certifying that the employee or employee's spouse or domestic partner has
experienced an event listed under reason four (4). The City will not require that the employee identify
which category of event the leave pertains to as a condition of exercising rights under this policy.
Employees will not be subject to adverse action for exercising rights or attempting to exercise rights
under this policy, opposing practices that they believe to be in violation of this policy, or supporting the
exercise of rights of another under this policy.

5-4 Military Leave
If employees are called into active military service or enlist in the uniformed services, they will be
eligible to receive an unpaid military leave of absence. To be eligible for military leave, employees
must provide management with advance notice of service obligations unless they are prevented from
providing such notice by military necessity or it is otherwise impossible or unreasonable to provide
such notice. Provided the absence does not exceed applicable statutory limitations, employees will
retain reemployment rights and accrue seniority and benefits in accordance with applicable federal
and state laws. Employees should ask management for further information about eligibility for Military
Leave.
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If employees are required to attend yearly Reserves or National Guard duty, they can apply for an
unpaid temporary military leave of absence not to exceed the number of days allowed by law (including
travel). They should give management as much advance notice of their need for military leave as
possible so that the City of Fairview Heights can maintain proper coverage while employees are away.

5-5 Family Military Leave
The City of Fairview Heights will grant eligible employees up to thirty (30) days of unpaid family military
leave if their spouse or child is called to military service with the State or the United States for more
than thirty (30) days. Family military leave must be taken during the time federal or state deployment
orders are in effect.
To be eligible, the employee must have been employed for at least twelve (12) months and have
worked at least 1,250 hours during the 12-month period immediately preceding the request for family
military leave. Employees may take family military leave only if they have exhausted all accrued
vacation, personal, compensatory and other leave, except sick and disability leave.
The request for leave must be made at least fourteen (14) days in advance if the leave will consist of
five (5) or more consecutive work days. If the leave will consist of less than five (5) days, the request
must be made with as much advance notice as is practicable.
Employees that take family military leave may elect to continue benefits at their own expense during
the leave.
Employees that take family military leave will be reinstated to the position they held before commencing
leave, or to a position with equivalent seniority, status, employee benefits, pay and other terms and
conditions of employment.
Employees must provide certification from the proper military authority to verify their eligibility for the
family military leave requested.

5-6 Family and Medical Leave
Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA).
This policy provides employees information concerning FMLA entitlements and obligations employees
may have during such leaves. If employees have any questions concerning FMLA leave, they should
contact Human Resources.
I. Eligibility
FMLA leave is available to "eligible employees." To be an "eligible employee," the employee must: 1)
have been employed by the City for at least twelve (12) months (which need not be consecutive); 2)
have been employed by the City for at least 1,250 hours of service during the 12-month period
immediately preceding the commencement of the leave; and 3) be employed at a worksite where fifty
(50) or more employees are located within seventy-five (75) miles of the worksite.
II. Entitlements

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As described below, the FMLA provides eligible employees with a right to leave, health insurance
benefits and, with some limited exceptions, job restoration.
A. Basic FMLA Leave Entitlement
The FMLA provides eligible employees up to twelve (12) workweeks of unpaid leave for certain family
and medical reasons during a 12-month period. The 12-month period is determined based on a rolling
12-month period measured backward from the date the employee uses their family and medical leave.
Leave may be taken for any one (1), or for a combination, of the following reasons:
•
•
•
•

To care for the employee's child after birth or placement for adoption or foster care;
To care for the employee's spouse, son, daughter or parent (but not in-law) who has a serious
health condition;
For the employee's own serious health condition (including any period of incapacity due to
pregnancy, prenatal medical care or childbirth) that makes the employee unable to perform one
(1) or more of the essential functions of the employee's job; and/or
Because of any qualifying exigency arising out of the fact that the employee's spouse, son,
daughter or parent is a military member on covered active duty or called to covered active-duty
status (or has been notified of an impending call or order to covered active duty) in the Reserves
component of the Armed Forces for deployment to a foreign country in support of contingency
operation or Regular Armed Forces for deployment to a foreign country.

A serious health condition is an illness, injury, impairment or physical or mental condition that
involves either an overnight stay in a medical care facility, or continuing treatment by a health care
provider for a condition that either prevents employees from performing the functions of their job, or
prevents the qualified family member from participating in school or other daily activities. Subject to
certain conditions, the continuing treatment requirement may be met by a period of incapacity of more
than three (3) consecutive calendar days combined with at least two (2) visits to a health care provider
or one (1) visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity
due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Qualifying exigencies may include attending certain military events, arranging for alternative
childcare, addressing certain financial and legal arrangements, attending certain counseling sessions,
caring for the parents of the military member on covered active duty and attending post-deployment
reintegration briefings.
B. Additional Military Family Leave Entitlement (Injured Servicemember Leave)
In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the
spouse, son, daughter, parent or next of kin of a covered servicemember is entitled to take up to 26
weeks of leave during a single 12-month period to care for the servicemember with a serious injury or
illness. Leave to care for a servicemember will be available only during a single-12-month period and,
when combined with other FMLA-qualifying leave, may not exceed twenty-six (26) weeks during the
single 12-month period. The single 12-month period begins on the first day an eligible employee takes
leave to care for the injured servicemember.
A "covered servicemember" is a current member of the Armed Forces, including a member of the
National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is
otherwise in outpatient status or is on the temporary retired list, for a serious injury or illness. These
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individuals are referred to in this policy as "current members of the Armed Forces." Covered
servicemembers also include a veteran who is discharged or released from military services under
condition other than dishonorable at any time during the five (5) years preceding the date the eligible
employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment,
recuperation, or therapy for a serious injury or illness. These individuals are referred to in this policy
as "covered veterans."
The FMLA definitions of a "serious injury or illness" for current Armed Forces members and covered
veterans are distinct from the FMLA definition of "serious health condition" applicable to FMLA leave
to care for a covered family member.
C. Intermittent Leave and Reduced Leave Schedules
FMLA leave usually will be taken for a period of consecutive days, weeks, or months. However,
employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule when
medically necessary due to a serious health condition of the employee or covered family member or
the serious injury or illness of a covered servicemember. Qualifying exigency leave also may be taken
on an intermittent basis.
D. No Work While on Leave
The taking of another job while on family/medical leave or any other authorized leave of absence is
grounds for immediate discharge, to the extent permitted by law.
E. Protection of Group Health Insurance Benefits
During FMLA leave, eligible employees are entitled to receive group health plan coverage on the same
terms and conditions as if they had continued to work.
F. Restoration of Employment and Benefits
At the end of FMLA leave, subject to some exceptions including situations where job restoration of
"key employees" will cause the City substantial and grievous economic injury, employees generally
have a right to return to the same or equivalent positions with equivalent pay, benefits and other
employment terms. The City will notify employees if they qualify as "key employees," if it intends to
deny reinstatement, and of their rights in such instances. Use of FMLA leave will not result in the loss
of any employment benefit that accrued prior to the start of an eligible employee's FMLA leave.
G. Notice of Eligibility for, and Designation of, FMLA Leave
Employees requesting FMLA leave are entitled to receive written notice from the City telling them
whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible.
When eligible for FMLA leave, employees are entitled to receive written notice of: 1) their rights and
responsibilities in connection with such leave; 2) City's designation of leave as FMLA-qualifying or nonqualifying, and if not FMLA-qualifying, the reasons why; and 3) the amount of leave, if known, that will
be counted against the employee's leave entitlement.
The City may retroactively designate leave as FMLA leave with appropriate written notice to employees
provided the City's failure to designate leave as FMLA-qualifying at an earlier date did not cause harm
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or injury to the employee. In all cases where leaves qualify for FMLA protection, the City and employee
can mutually agree that leave be retroactively designated as FMLA leave.
III. Employee FMLA Leave Obligations
A. Provide Notice of the Need for Leave
Employees who take FMLA leave must timely notify the City of their need for FMLA leave. The following
describes the content and timing of such employee notices.
1. Content of Employee Notice
To trigger FMLA leave protections, employees must inform department head/supervisor of the need
for FMLA-qualifying leave and the anticipated timing and duration of the leave, if known. Employees
may do this by either requesting FMLA leave specifically, or explaining the reasons for leave so as to
allow the City to determine that the leave is FMLA-qualifying. For example, employees might explain
that:
•
•
•
•
•

a medical condition renders them unable to perform the functions of their job;
they are pregnant or have been hospitalized overnight;
they or a covered family member are under the continuing care of a health care provider;
the leave is due to a qualifying exigency caused by a military member being on covered active
duty or called to covered active-duty status to a foreign country; or
if the leave is for a family member, that the condition renders the family member unable to
perform daily activities or that the family member is a covered servicemember with a serious
injury or illness.

Calling in "sick," without providing the reasons for the needed leave, will not be considered sufficient
notice for FMLA leave under this policy. Employees must respond to the City's questions to determine
if absences are potentially FMLA-qualifying.
If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees
seek leave due to FMLA-qualifying reasons for which the City has previously provided FMLA-protected
leave, they must specifically reference the qualifying reason for the leave or the need for FMLA leave.
2. Timing of Employee Notice
Employees must provide thirty (30) days' advance notice of the need to take FMLA leave when the
need is foreseeable. When thirty (30) days' notice is not possible, or the approximate timing of the
need for leave is not foreseeable, employees must provide the City notice of the need for leave as
soon as practicable under the facts and circumstances of the particular case. Employees who fail to
give thirty (30 days' notice for foreseeable leave without a reasonable excuse for the delay, or
otherwise fail to satisfy FMLA notice obligations, may have FMLA leave delayed or denied.
B. Cooperate in the Scheduling of Planned Medical Treatment (Including Accepting Transfers
to Alternative Positions) and Intermittent Leave or Reduced Leave Schedules
When planning medical treatment, employees must consult with the City and make a reasonable effort
to schedule treatment so as not to unduly disrupt the City's operations, subject to the approval of the
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employee's health care provider. Employees must consult with the City prior to the scheduling of
treatment to work out a treatment schedule that best suits the needs of both the City and the
employees, subject to the approval of the employee's health care provider. If employees providing
notice of the need to take FMLA leave on an intermittent basis for planned medical treatment neglect
to fulfill this obligation, the City may require employees to attempt to make such arrangements, subject
to the approval of the employee's health care provider.
When employees take intermittent or reduced work schedule leave for foreseeable planned medical
treatment for the employee or a family member, including during a period of recovery from a serious
health condition or to care for a covered servicemember, the City may temporarily transfer employees,
during the period that the intermittent or reduced leave schedules are required, to alternative positions
with equivalent pay and benefits for which the employees are qualified and which better accommodate
recurring periods of leave.
When employees seek intermittent leave or a reduced leave schedule for reasons unrelated to the
planning of medical treatment, upon request, employees must advise the City of the reason why such
leave is medically necessary. In such instances, the City and employee will attempt to work out a leave
schedule that meets the employee's needs without unduly disrupting the City's operations, subject to
the approval of the employee's health care provider.
C. Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to Requests for
Military Family Leave)
Depending on the nature of FMLA leave sought, employees may be required to submit medical
certifications supporting their need for FMLA-qualifying leave. As described below, there generally are
three (3) types of FMLA medical certifications: an initial certification, a recertification and a return
to work/fitness for duty certification.
It is the employee's responsibility to provide the City with timely, complete and sufficient medical
certifications. Whenever the City requests employees to provide FMLA medical certifications,
employees must provide the requested certifications within 15 calendar days after the City's request,
unless it is not practicable to do so despite the employee's diligent, good faith efforts. The City will
inform employees if submitted medical certifications are incomplete or insufficient and provide
employees at least seven (7) calendar days to cure deficiencies. The City will deny FMLA leave to
employees who fail to timely cure deficiencies or otherwise fail to timely submit requested medical
certifications.
With the employee's permission, the City (through individuals other than the employee's direct
department head/supervisor) may contact the employee's health care provider to authenticate or clarify
completed and sufficient medical certifications. If employees choose not to provide the City with
authorization allowing it to clarify or authenticate certifications with health care providers, the City may
deny FMLA leave if certifications are unclear.
Whenever the City deems it appropriate to do so, it may waive its right to receive timely, complete
and/or sufficient FMLA medical certifications.
1. Initial Medical Certifications

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Employees requesting leave because of their own, or a covered relation's, serious health condition, or
to care for a covered servicemember, must supply medical certification supporting the need for such
leave from their health care provider or, if applicable, the health care provider of their covered family
or service member. If employees provide at least thirty (30) days' notice of medical leave, they should
submit the medical certification before leave begins. A new initial medical certification will be required
on an annual basis for serious medical conditions lasting beyond a single leave year.
If the City has reason to doubt initial medical certifications, it may require employees to obtain a second
opinion at the City's expense. If the opinions of the initial and second health care providers differ, the
City may, at its expense, require employees to obtain a third, final and binding certification from a
health care provider designated or approved jointly by the City and the employee.
2. Medical Recertifications
Depending on the circumstances and duration of FMLA leave, the City may require employees to
provide recertification of medical conditions giving rise to the need for leave. The City will notify
employees if recertification is required and will give employees at least fifteen (15) calendar days to
provide medical recertification.
3. Return to Work/Fitness for Duty Medical Certifications
Unless notified that providing such certifications is not necessary, employees returning to work from
FMLA leaves that were taken because of their own serious health conditions that made them unable
to perform their jobs must provide the City with medical certification confirming they are able to return
to work and the employees' ability to perform the essential functions of the employees' position, with
or without reasonable accommodation. The City may delay and/or deny job restoration until employees
provide return to work/fitness for duty certifications.
D. Submit Certifications Supporting Need for Military Family Leave
Upon request, the first time employees seek leave due to qualifying exigencies arising out of the
covered active duty or call to covered active duty status of a military member, the City may require
employees to provide: 1) a copy of the military member's active duty orders or other documentation
issued by the military indicating the military member is on covered active duty or call to covered active
duty status and the dates of the military member's covered active duty service; and 2) a certification
from the employee setting forth information concerning the nature of the qualifying exigency for which
leave is requested. Employees must provide a copy of new active-duty orders or other documentation
issued by the military for leaves arising out of qualifying exigencies arising out of a different covered
active duty or call to covered active-duty status of the same or a different military member.
When leave is taken to care for a covered servicemember with a serious injury or illness, the City may
require employees to obtain certifications completed by an authorized health care provider of the
covered servicemember. In addition, and in accordance with the FMLA regulations, the City may
request that the certification submitted by employees set forth additional information provided by the
employee and/or the covered servicemember confirming entitlement to such leave.
E. Substitute Paid Leave for Unpaid FMLA Leave
Employees must use any accrued paid time while taking unpaid FMLA leave.
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The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leave
and the paid time will run concurrently with the employee's FMLA entitlement.
Leaves of absence taken in connection with a disability leave plan or workers' compensation
injury/illness will run concurrently with any FMLA leave entitlement. Upon written request, the City will
allow employees to use accrued paid time to supplement any paid disability benefits.
F. Pay Employee's Share of Health Insurance Premiums
During FMLA leave, employees are entitled to continued group health plan coverage under the same
conditions as if they had continued to work. Unless the City notifies employees of other arrangements,
whenever employees are receiving pay from the City during FMLA leave, the City will deduct the
employee portion of the group health plan premium from the employee's paycheck in the same manner
as if the employee was actively working.
If FMLA leave is unpaid, employees must pay their portion of the group health premium through a
method determined by the City upon leave.
The City's obligation to maintain health care coverage ceases if the employee's premium payment is
more than thirty (30) days late. If the employee's payment is more than fifteen (15) days late, the City
will send a letter notifying the employees that coverage will be dropped on a specified date unless the
co-payment is received before that date. If employees do not return to work within thirty (30) calendar
days at the end of the leave period (unless employees cannot return to work because of a serious
health condition or other circumstances beyond their control), they will be required to reimburse the
City for the cost of the premiums the City paid for maintaining coverage during their unpaid FMLA
leave.
IV. Questions and/or Complaints about FMLA Leave
If you have questions regarding this FMLA policy, please contact Human Resources. The City is
committed to complying with the FMLA and, whenever necessary, will interpret and apply this policy in
a manner consistent with the FMLA.
The FMLA makes it unlawful for employers to: 1) interfere with, restrain, or deny the exercise of any
right provided under FMLA; or 2) discharge or discriminate against any person for opposing any
practice made unlawful by FMLA or involvement in any proceeding under or relating to FMLA. If
employees believe their FMLA rights have been violated, they should contact Human Resources
immediately. The City will investigate any FMLA complaints and take prompt and appropriate remedial
action to address and/or remedy any FMLA violation. Employees also may file FMLA complaints with
the United States Department of Labor or may bring private lawsuits alleging FMLA violations.
V. Coordination of FMLA Leave with Other Leave Policies
The FMLA does not affect any federal, state, or local law prohibiting discrimination, or supersede any
State or local law or collective bargaining agreement that provides greater family or medical leave
rights. For additional information concerning leave entitlements and obligations that might arise when
FMLA leave is either not available or exhausted, please consult the City's other leave policies in this
handbook or contact Human Resources.

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5-7 Leave for Domestic, Sexual, Gender or Other Crimes of Violence
In accordance with the Illinois Victims' Economic Security and Safety Act (VESSA), employees who
are the victims of domestic violence, sexual violence, gender violence, or any other crime of violence
or who have family or household members who are the victims of domestic violence, sexual violence,
gender violence, or any other crime of violence whose interests are not adverse to the employee as it
relates to the domestic violence, sexual violence, gender violence, or any other crime of violence, may
be eligible for up to twelve (12) weeks of unpaid leave within any 12-month period, except a employee
may be eligible for up to a cumulative total of not more than two (2) weeks (10 work days) of unpaid
leave for the purposes described in reasons F, G, or H below which must be completed within 60 days
after the date on which the employee receives notice of the death of the victim.
If the employee is also entitled to take unpaid bereavement leave under the Family Bereavement Leave
Act (FBLA) as a result of the death of the victim, VESSA does not create a right for the employee to
take unpaid bereavement leave that exceeds, or is in addition to, the unpaid bereavement leave the
employee is entitled to take under the FBLA. If the employee is also entitled to take unpaid
bereavement leave under the FBLA as a result of the death of the victim, leave taken under VESSA
for the purposes described in reasons F, G, or H in the list below or leave taken under the FBLA will
be in addition to, and will not diminish, the total amount of leave time of up to twelve (12) weeks of
unpaid leave within any 12-month period.
If the employee is not entitled to unpaid bereavement leave under the FBLA as a result of the death of
the victim, leave taken for the purposes described in reasons F, G, or H in the list below will be
deducted from, and is not in addition to, the total amount of leave time of up to twelve (12) weeks of
unpaid leave within any 12-month period.
Leave under this policy also runs concurrently with Family and Medical Leave when the reason for the
leave qualifies for Family and Medical Leave, such as for a serious health condition. In these situations,
the leave does not extend any unpaid time available to the employee under Family and Medical Leave.
Employees may elect to substitute any or all annual or vacation leave, personal leave and sick leave
during the otherwise unpaid leave. This substitution of paid leave does not extend the total allowed
leave period but runs concurrently with it.
Reasons for Leave. Eligible employees may take leave under this policy so that they or a member of
their family or household may take part in one or more of the following actions:
A. Seek medical attention for or recover from physical or psychological injuries caused by
domestic violence, sexual violence, gender violence, or any other crime of violence;
B. Obtain services from a victim's services organization;
C. Obtain psychological or other counseling;
D. Participate in safety planning, including temporary or permanent relocation, or other actions
to increase their physical safety or economic security;
E. Seek legal assistance or remedies to ensure their health and safety, including preparing for
or participating in any civil or criminal legal proceeding related to or derived from domestic
violence, sexual violence, gender violence, or any other crime of violence;
F. Attend the funeral or alternative to a funeral or wake of a family or household member who is
killed in a crime of violence;

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G. Make arrangements necessitated by the death of a family or household member who is killed
in a crime of violence; or
H. Grieve the death of a family or household member who is killed in a crime of violence.
For purposes of this policy, "family or household member" means a spouse or party to a civil union,
parent, grandparent, child, grandchild, sibling, or any other person related by blood or by present or
prior marriage or civil union, other person who shares a relationship through a child, or any other
individual whose close association with the employee is the equivalent of a family relationship as
determined by the employee and persons jointly residing in the same household.
Notice of Need for Leave. Eligible employees must provide Human Resources with at least 48 hours
advance notice of the need for leave, unless such notice is not practicable.
Certification of the Need for Leave. To request leave, the employee must supply Human Resources
with a sworn statement from the employee that the employee or a family or household member is a
victim of domestic violence, sexual violence, gender violence, or any other crime of violence and that
leave is necessary for one of the reasons described above.
The employee seeking leave also must provide supporting documentation from one of the following
sources if the employee has possession of such document:
•

•
•
•

An employee, agent, or volunteer of a victim's services organization, an attorney, a member of
the clergy, or a medical or other professional from which the employee or family or household
member has sought assistance in addressing domestic violence, sexual violence, gender
violence, or any other crime of violence and the effects of the violence;
A police, court, or military record;
A death certificate, published obituary, or written verification of death, burial, or memorial
services from a mortuary, funeral home, burial society, crematorium, religious institution, or
government agency, documenting that a victim was killed in a crime of violence; or
Other corroborating evidence.

Employee Benefits. During an approved leave, the City will maintain the employee's health benefits
as if the employee continued to be actively employed.
If paid time off is substituted for unpaid leave, the City will deduct the employee's portion of the any
applicable health plan premium as a regular payroll deduction.
If the employee's leave is unpaid, the employee must make arrangements with Human Resources
prior to taking leave to pay their portion of any applicable health insurance premiums each month.
If the employee elects not to return to work at the end of the leave period, the employee will be required
to reimburse the City for the cost of the health benefit premiums paid by the City for maintaining
coverage during the unpaid leave period, unless the employee cannot return to work because of
continuation, recurrence or onset of domestic violence, sexual violence, or gender violence or other
circumstances beyond the employee's control.
Intermittent and Reduced Schedule Leave. Unpaid leave may be taken consecutively, intermittently
(in separate blocks of time), or on a reduced leave schedule (reducing the usual number of hours the
employee works per work week or work day).
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Periodic Reports. During a leave, the employee must provide periodic reports (at least every 30
days) regarding the employee's status and any change in the employee's plans on returning to work.
Returning From Leave. Upon returning from leave, employees will be restored to the same or an
equivalent position.
Enforcement and Retaliation. Employees will not be subject to discharge, harassment, or
discrimination for exercising rights or attempting to exercise rights under this policy, opposing practices
that they believe to be in violation of this policy, or supporting the exercise of rights of another under
this policy.
If employees have any questions regarding this policy, they should contact Human Resources.

5-8 School Visitation Leave
Parents and guardians having custody of schoolchildren from kindergarten through Grade 12 are
provided up to eight (8) hours per year of unpaid time off (not to exceed four (4) hours in any single
day) to attend school conferences or classroom activities related to the child if the conference or
classroom activities cannot be scheduled during nonwork hours.
The City of Fairview Heights may require proof that the employee attended school conferences or
classroom activities related to the child. Employees must substitute available paid time off (other than
sick or disability leave) during unpaid leave taken under this policy. However, employees will be given
the opportunity to make up any lost work time.
Seven (7) days' written notice (except in emergency situations when twenty-four- (24-) hours' notice is
sufficient) must be given to the department head/supervisor or manager before taking any time off for
school children. Employees must consult with the City to schedule their leave so as not to unduly
disrupt operations.

5-9 Voluntary Emergency Workers Leave
The City of Fairview Heights will not discharge employees who serve as volunteer emergency workers
and are absent from or late to work due to their participation in an emergency situation. Employees will
be permitted unpaid time off from work to perform emergency duty as a volunteer emergency work.
Volunteer emergency workers include volunteer firefighters, emergency medical technicians,
ambulance drivers or attendants, first responders, members of county municipal emergency services
and disaster agencies, and auxiliary policemen or deputies. Employees must make a reasonable effort
to notify the City that they may be absent from or late to work.

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SECTION 6 - GENERAL STANDARDS OF CONDUCT
6-1 Workplace Conduct
The City of Fairview Heights endeavors to maintain a positive work environment. Each employee plays
a role in fostering this environment. Accordingly, we all must abide by certain rules of conduct, based
on honesty, common sense, and fair play.
Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt
and enforce rules all can follow. Unacceptable conduct may subject the offender to disciplinary action,
up to and including discharge, in the City's sole discretion. The following are examples of some, but
not all, conduct which can be considered unacceptable:
1. Obtaining employment on the basis of false or misleading information.
2. Stealing, removing, or defacing City of Fairview Heights property or a co-worker's property,
and/or disclosure of confidential information.
3. Completing another employee's time records.
4. Violation of safety rules and policies.
5. Violation of City of Fairview Heights Drug and Alcohol-Free Workplace Policy.
6. Fighting, threatening, or disrupting the work of others or other violations of City of Fairview
Heights Workplace Violence Policy.
7. Failure to follow lawful instructions of a department head/supervisor.
8. Failure to perform assigned job duties.
9. Violation of the Punctuality and Attendance Policy, including but not limited to irregular
attendance, habitual lateness, or unexcused absences.
10. Gambling on City property.
11. Willful or careless destruction or damage to City assets or to the equipment or possessions of
another employee.
12. Wasting work materials.
13. Performing work of a personal nature during working time.
14. Violation of the Solicitation and Distribution Policy.
15. Violation of City of Fairview Heights Harassment or Equal Employment Opportunity Policies.
16. Violation of the Communication and Computer Systems Policy.
17. Unsatisfactory job performance.
18. Any other violation of City of Fairview Heights policy.
Obviously, not every type of misconduct can be listed. Note that all employees are employed at-will,
and the City of Fairview Heights reserves the right to impose whatever discipline it chooses, or none
at all, in a particular instance. The City will deal with each situation individually and nothing in this
handbook should be construed as a promise of specific treatment in a given situation. However,
Fairview Heights will endeavor to utilize progressive discipline but reserves the right in its sole
discretion to terminate the employee at any time for any reason.
The observance of these rules will help to ensure that our workplace remains a safe and desirable
place to work.

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6-2 Progressive Discipline
Every employee has the duty and the responsibility to be aware of and abide by existing rules and
policies and to comply with applicable federal, state, local or administrative law and/or regulations.
Each employee has the responsibility to perform their duties to the best of their ability and to the
standards as set forth in their job description or as otherwise established.
The City of Fairview Heights supports the use of progressive discipline to address issues such as poor
work performance or misconduct. The progressive discipline policy is designed to provide a corrective
action process to improve and prevent a recurrence of undesirable behavior and/or performance
issues. Our progressive discipline policy has been designed consistent with our organizational values,
human resources best practices and employment laws.
Outlined below are the steps of our progressive discipline policy and procedure. The City reserves the
right to combine or skip steps in this process depending on the facts of each situation and the nature
of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be
considered are whether the offense is repeated despite coaching, counseling and/or training; the
employee’s work record; and the impact the conduct and performance issues have on our organization.
Conduct that is illegal or grievous at management discretion will result in immediate termination.
The following outlines the City’s progressive discipline process:
1. Verbal Warning. A department head/supervisor verbally counsels an employee about an
issue of concern (usually a minor first offense), and a written record of the discussion is placed
in the employee’s personnel file.
2. Written Warning. Written warnings are used for behavior or violations that a department
head/supervisor considers serious or in situations when a verbal warning has not helped
change unacceptable behavior. Written warnings are placed in the employee’s personnel file.
Employees should recognize the grave nature of the written warning.
3. Final Warning or Performance Improvement Plan. Whenever an employee has been
involved in a disciplinary situation that has not been readily resolved or when they have
demonstrated an inability to perform assigned work responsibilities efficiently, the employee
may be given a final warning or placed on a performance improvement plan (PIP). PIP status
will last for a predetermined amount of time not to exceed ninety (90) days. Within this time
period, the employee must demonstrate a willingness and ability to meet and maintain the
conduct and/or work requirements as specified by the manager and the organization. On or
before the end of the performance improvement period, the performance improvement plan
may be closed or, if established goals are not met, dismissal may occur. Final warnings and
Performance Improvement Plans are placed in the employee’s personnel file.
4. Disciplinary Suspension without Pay. If the City determines that an employee has
committed a violation of policies or procedures, a standard of professional conduct, or safety
practice, or engaged in other unacceptable behavior that, under normal circumstances, could
warrant termination of employment, the City may choose to suspend the employee without pay
for a period of time of based on the employee’s violation and/or behavior. Documentation is
placed in the employee’s personnel file.

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Engaging in any unlawful conduct on City property, while engaged in City business, or engaging
in any unlawful conduct at any time that negatively impacts or negatively reflects on the City or
which affects the employee’s relationship to their job or coworkers. Employees who are charged
with criminal conduct will be placed on a non-paid leave of absence pending the final resolution
of the charge(s) and will retain their employment only if and when they are fully exonerated.
5. Termination.
Employees who are not otherwise subject to alternative remedies as stated in bargaining unit contracts
may appeal any disciplinary action through the provisions of the Grievance Procedure as found
elsewhere in this handbook.

6-3 Punctuality and Attendance
Employees are hired to perform important functions at the City of Fairview Heights. As with any group
effort, operating effectively takes cooperation and commitment from everyone. Therefore, attendance
and punctuality are very important. Unnecessary absences and lateness are expensive, disruptive and
place an unfair burden on fellow employees and department heads/supervisors. We expect excellent
attendance from all employees.
Excessive absenteeism or tardiness will result in disciplinary action up to and including discharge.
We do recognize, however, there are times when absences and tardiness cannot be avoided. In such
cases, employees are expected to notify department heads/supervisors as early as possible, but no
later than the start of the work day. Asking another employee, friend or relative to give this notice is
improper and constitutes grounds for disciplinary action. Employees should call, stating the nature of
the illness and its expected duration, for every day of absenteeism.
Unreported absences of three (3) consecutive work days generally will be considered a voluntary
resignation of employment with the City.

6-4 Employee Dress and Personal Appearance
Employees are expected to report to work well-groomed, clean, and dressed according to the
requirements of their position. Most employees are required to dress in “business casual” attire,
Monday through Thursday. This means a style of clothing that blends traditional business wear with a
more relaxed and comfortable approach while still maintaining a professional appearance. Jeans can
be worn on Fridays.
The following is considered appropriate:
•
•
•
•
•
•

Slacks or business dress pants, khakis, chinos, knee-length skirts, dark jeans without holes
Button-down shirts, sweaters, blouses, henleys or polo shirts
Knee-length or maxi dresses/skirts (no more than two (2) inches above the knee)
Optional cardigans, blazers or sport coats (especially for the colder months)
Dress shoes/sandals such as loafers, Oxfords, boots, pumps or flats
Simple, professional accessories such as scarves, belts or jewelry

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Some clothing is inappropriate, including:
•
•
•
•
•
•

Distressed pants/jeans
Hoodies, sweatpants, sweatshirts, or other fleece fabric clothing
Spandex or Lycra (leggings, unless covered to mid-thigh with an over-blouse)
Excessively wrinkled, too tight or revealing clothing
Controversial images or language
Flip-flops, thong sandals, sneakers and running shoes

Some employees may be required to wear uniforms or safety equipment/clothing. Employees should
contact their department head/supervisor for specific information regarding acceptable attire for their
position. If employees report to work dressed or groomed inappropriately, they may be prevented from
working until they return to work well-groomed and wearing the proper attire.

6-5 Conflict of Interest and Business Ethics
It is the City of Fairview Heights policy that all employees avoid any conflict between their personal
interests and those of the City. The purpose of this policy is to ensure that the City's honesty and
integrity, and therefore its reputation, are not compromised. The fundamental principle guiding this
policy is that no employee should have, or appear to have, personal interests or relationships that
actually or potentially conflict with the best interests of the City. Furthermore, all City employees are
expected to perform their duties within the laws of the State of Illinois.
It is not possible to give an exhaustive list of situations that might involve violations of this policy.
However, the situations that would constitute a conflict in most cases include but are not limited to:
1. Holding an interest in or accepting free or discounted goods from any organization that does,
or is seeking to do, business with the City, by any employee who is in a position to directly or
indirectly influence either the City's decision to do business, or the terms upon which business
would be done with such organization;
2. Holding any interest in an organization that competes with the City;
3. Being employed by (including as a consultant) or serving on the board of any organization
which does, or is seeking to do, business with the City or which competes with the City; and/or
4. Profiting personally, e.g., through commissions, loans, expense reimbursements, or other
payments, from any organization seeking to do business with the City.
5. Acceptance of any gift during any calendar year, in the form of service, loan, item, or promise
from any person, firm, or organization having an accumulated total in excess of $100.00, except
where given for the use and benefit of the City, which may tend to influence a City employee in
the proper discharge of official City duties to which any purchase order or contract might be
awarded; acceptance of any food or refreshments in excess of $75.00 per person in one setting.
One-time seasonal gifts delivered unsolicited to the City Offices for mutual use by the City Staff
are permissible.
6. Failure to impartially perform one's duties, enforce the law, or to provide service to the public.
A conflict of interest would also exist when a member of the employee's immediate family is involved
in situations such as those above.

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This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted
as part of the usual business amenities, for example, occasional business-related meals or promotional
items of nominal or minor value.
It is the employee's responsibility to report any actual or potential conflict that may exist between the
employee (and the employee's immediate family) and the City.

6-6 Confidential City Information
During the course of work, employees may become aware of confidential information about the City of
Fairview Heights business, including but not limited to information regarding City finances, pricing,
products, and new product development, software, and computer programs, marketing strategies,
vendors, and customers and potential customers. Employees also may become aware of similar
confidential information belonging to the City's clients. It is extremely important that all such information
remain confidential, and particularly not be disclosed to the City’s competitors. Any employee who
improperly copies, removes (whether physically or electronically), uses, or discloses confidential
information to anyone outside of the City may be subject to disciplinary action up to and including
termination.

6-7 Use of Facilities, Equipment and Property
Equipment essential in accomplishing job duties is often expensive and may be difficult to replace.
When using property, employees are expected to exercise care, perform required maintenance, and
follow all operating instructions, safety standards and guidelines.
Employees should notify their department head/supervisor if any equipment, machines, or tools appear
to be damaged, defective or in need of repair. Prompt reporting of loss, damages, defects and the
need for repairs could prevent deterioration of equipment and possible injury to employees or others.
Department heads/supervisors can answer any questions about the employees' responsibility for
maintenance and care of equipment used on the job.
Employees also are prohibited from any unauthorized use of the City's intellectual property, such as
audio and video tapes, print materials and software.
Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in
discipline, up to and including discharge.
Further, the City is not responsible for any damage to employees' personal belongings unless the
employee's department head/supervisor provided advance approval for the employee to bring the
personal property to work.

6-8 Personal and City-Provided Telephones
The City of Fairview Heights-provided telephones, fax machines and portable communication devices
(PCDs), including cell phones and personal digital assistants, should be used primarily for business
purposes. Employees have no reasonable expectation of privacy in regard to the use of such devices,
and all use is subject to monitoring, to the maximum extent permitted by applicable law. This includes,
as permitted, the right to monitor personal communications as necessary.
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For the purpose of this section, employees means any regular part-time, regular full-time, emergency,
seasonal or relief employees and elected officials of the City of Fairview Heights. Police Department
employees are excluded from this policy and covered by Police Department policy.
Some employees may be authorized to use their own PCD for business purposes. These employees
should work with Information Technology to configure their PCD for business use. Communications
sent via a personal PCD also may subject to monitoring if sent through the City's networks, and the
PCD must be provided for inspection and review upon request.
All conversations, text messages, and e-mails must be professional. When sending a text message or
using a telephone for business purposes, whether it is a City-provided or personal device, employees
must comply with applicable City guidelines, including policies on sexual harassment, discrimination,
conduct, and confidentiality. Using a City-issued PCD to send or receive personal text messages is
prohibited at all times and personal use during working hours should be limited to emergency
situations.
If employees who use a personal PCD for business resign or are discharged, they may be required to
submit the device to Information Technology for resetting on or before their last day of work. At that
time, the IT department will reset and remove all information from the device, including but not limited
to, City information and personal data (such as contacts, e-mails, and photographs). Information
Technology will make efforts to provide employees with the personal data in another form (e.g., on a
disk) to the extent practicable; however, the employee may lose some or all personal data saved on
the device.
Employees may not use their personal PCD for business unless they agree to submit the device to
Information Technology on or before their last day of work for resetting and removal of City information.
This is the only way currently possible to ensure that all City information is removed from the device at
the time of termination. The removal of City information is crucial to ensure compliance with the City's
confidentiality and proprietary information policies and objectives.
Please note that whether employees use their personal PCD or a City-issued device, the City's
electronic communications policies, including but not limited to, proper use of communications and
computer systems, remain in effect.

6-9 Camera Phones/Recording Devices
Due to the potential for issues such as invasion of privacy, sexual harassment, and loss of productivity,
as well as inappropriate disclosure of confidential information, the use of any type of phone or video
recording device, including but not limited to smart devices (phone, watches, glasses), anywhere on
City property or while performing work for the City, including to record conversations or activities of
other employees or management, is strictly prohibited, unless the device was provided by the City and
is used solely for legitimate authorized business purposes.

6-10 Use of Communications and Computer Systems
The City of Fairview Heights communication and computer systems are intended primarily for business
purposes; however limited personal usage is permitted if it does not hinder performance of job duties,
hinder the system’s performance, involve the installation/download of software not purchased by the
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City or violate any other City policy. This includes the voicemail, e-mail and Internet systems. Users
have no legitimate expectation of privacy in regard to their use of the Fairview Heights systems.
Fairview Heights may access the voicemail and e-mail systems and obtain the communications within
the systems, including past voicemail and e-mail messages, without notice to users of the system, in
the ordinary course of business when the City deems it appropriate to do so. The reasons for which
the City may obtain such access include, but are not limited to: maintaining the system; preventing or
investigating allegations of system abuse or misuse; assuring compliance with software copyright laws;
complying with legal and regulatory requests for information; and ensuring that City operations
continue appropriately during the employee's absence.
Further, Fairview Heights may review Internet usage to ensure that such use with City property, or
communications sent via the Internet with City property, are appropriate. The reasons for which the
City may review employees' use of the Internet with City property include, but are not limited to:
maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring
compliance with software copyright laws; complying with legal and regulatory requests for information;
and ensuring that City operations continue appropriately during the employee's absence.
The City may store electronic communications for a period of time after the communication is created.
From time to time, copies of communications may be deleted.
The City's policies prohibiting harassment, in their entirety, apply to the use of City's communication
and computer systems. No one may use any communication or computer system in a manner that
may be construed by others as harassing or offensive based on race, national origin, sex, sexual
orientation, age, disability, religious beliefs or any other characteristic protected by federal, state or
local law.
The City prohibits the use of the system in a way that disrupts its use by others. This includes excessive
usage, sending or receiving many large files and "spamming" (sending e-mail messages to thousands
of users unnecessarily).
Further, because the City's communication and computer systems are intended for business use, all
employees, upon request, must inform management of any private access codes or passwords.
Unauthorized duplication of copyrighted computer software violates the law and is strictly prohibited.
No employee may access, or attempt to obtain access to, another employee's computer systems
without appropriate authorization.
Violators of this policy may be subject to disciplinary action, up to and including discharge.

6-11 Use of Social Media
The City of Fairview Heights respects the right of any employee to maintain a blog or web page or to
participate in a social networking, X/Twitter, or similar site, including but not limited to Facebook and
LinkedIn. However, to protect City interests and ensure employees focus on their job duties, employees
must adhere to the following rules:

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Employees may not post on a blog or web page or participate on a social networking platform, such
as X/Twitter or similar site, during work time or at any time with City equipment or property.
All rules regarding confidential and proprietary business information apply in full to blogs, web pages,
and social networking platforms, such as X/Twitter, Facebook, LinkedIn, or similar sites. Any
information that cannot be disclosed through a conversation, a note, or an e-mail also cannot be
disclosed in a blog, web page, or social networking site.
Whether the employees are posting something on their own blog, web page, social networking,
X/Twitter, or similar site or on someone else's, if the employee mentions the City and also expresses
either a political opinion or an opinion regarding the City's actions that could pose an actual or potential
conflict of interest with the City, the poster must include a disclaimer. The poster should specifically
state that the opinion expressed is a personal opinion and not the City's position. This is necessary to
preserve the City's good will in the marketplace.
Any conduct that is impermissible under the law if expressed in any other form or forum is
impermissible if expressed through a blog, web page, social networking, X/Twitter, or similar site. For
example, posted material that is discriminatory, obscene, defamatory, libelous, or violent is forbidden.
City policies apply equally to employee social media usage.
The City of Fairview Heights encourages all employees to keep in mind the speed and manner in which
information posted on a blog, web page, and/or social networking site is received and often
misunderstood by readers. Employees must use their best judgment. Employees with any questions
should review the guidelines above and/or consult with their manager. Failure to follow these guidelines
may result in discipline, up to and including discharge.

6-12 Artificial Intelligence
The City of Fairview Heights recognizes that the use of artificial intelligence (AI) tools can potentially
assist employees with the performance of job duties. However, there are many risks. To ensure the
protection of confidential information and the integrity of our operations, as set forth below, all
employees who wish to use AI tools must receive management approval and, if granted, comply with
the below best practices.
Evaluation of AI Tools. Employees must evaluate the utility and security of any AI tool before using
it. This includes reviewing the tool's security features, terms of service, and privacy policy. Employees
should also review the reputation of the tool developer and any third-party services used by the tool.
But most importantly, employees must receive management approval prior to using any AI tool after
explaining the manner in which it will be used and the benefits to the business.
Protection of Confidential Data. In using any AI tool, employees must not upload or share any
confidential, proprietary, or protected data without prior written approval from Information Technology.
This includes data related to customers, employees, or partners. Similarly, employees must ensure
any AI tool does not utilize confidential or copyrighted information of a third party.
Access Control. Employees must not give access to any AI tools approved for business use to
anyone outside the company without prior approval from Information Technology and implementation
of processes as required to meet security compliance requirements. This includes sharing login
credentials or other sensitive information with third parties.
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Compliance with Security Policies. Employees must apply the same security best practices we use
for all company and customer data. This includes using strong passwords, keeping software up-todate, and following the City's data retention and disposal policies.

6-13 Inspections
To the maximum extent permitted by applicable law, the City of Fairview Heights reserves the right to
require employees while on City property, or on client property, to agree to the inspection of their
persons, personal possessions and property, personal vehicles parked on City or client property, and
work areas. This includes lockers, vehicles, desks, cabinets, work stations, packages, handbags,
briefcases and other personal possessions or places of concealment, as well as personal mail sent to
the City or to its clients. Employees are expected to cooperate in the conduct of any search or
inspection.

6-14 Personal Visits and Telephone Calls
Disruptions during work time can lead to errors and delays. Therefore, personal telephone calls and
text messaging must be kept to a minimum, and only be made or received after working time, or during
lunch or break time.
For safety and security reasons, employees are prohibited from having personal guests visit or
accompanying them anywhere in the City of Fairview Heights facilities other than the reception areas.

6-15 Solicitation and Distribution
To avoid distractions, solicitation by the employee of another employee is prohibited while either
employee is on work time. "Work time" is defined as the time the employee is engaged, or should be
engaged, in performing their work tasks for the City of Fairview Heights. Solicitation of any kind by
non-employees on City premises is prohibited at all times.
Distribution of advertising material, handbills, printed or written literature of any kind in working areas
of the City is prohibited at all times. Distribution of literature by non-employees on City premises is
prohibited at all times.

6-16 Bulletin Boards
Important notices and items of general interest are continually posted on the City of Fairview Heights
bulletin boards. Employees should make it a practice to review bulletin boards frequently. This will
assist employees in keeping up with what is current at Fairview Heights. To avoid confusion,
employees should not post or remove any material from the bulletin board.

6-17 Hiring Relatives/Employee Relationships
A familial relationship among employees can create an actual or at least a potential conflict of interest
in the employment setting, especially where one relative supervises another relative. To avoid this
problem, the City of Fairview Heights may refuse to hire or place a relative in a position where the
potential for favoritism or conflict exists.
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In other cases, such as personal relationships where a conflict or the potential for conflict arises, even
if there is no supervisory relationship involved, the parties may be separated by reassignment or
discharged from employment, at the discretion of the City. Accordingly, all parties to any type of
intimate personal relationship must inform management.
If two employees marry, become related, or enter into an intimate relationship, they may not remain in
a reporting relationship or in positions where one individual may affect the compensation or other terms
or conditions of employment of the other individual. The City generally will attempt to identify other
available positions, but if no alternate position is available, the City retains the right to decide which
employee will remain with the City.
For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose
relationship with the employee is similar to that of persons who are related by blood or marriage.

6-18 Publicity/Statements to the Media
All media inquiries regarding the position of the City as to any issues must be referred to Public
Relations. Only Public Relations is authorized to make or approve public statements on behalf of the
City. No employees, unless specifically designated by Public Relations, are authorized to make those
statements on behalf of City. Any employee wishing to write and/or publish an article, paper, or other
publication on behalf of the City must first obtain approval from Public Relations.

6-19 Health and Safety
The health and safety of employees and others on City property are of critical concern to the City of
Fairview Heights. The City intends to comply with all health and safety laws applicable to our business.
To this end, the City must rely upon employees to ensure that work areas are kept safe and free of
hazardous conditions. Employees are required to be conscientious about workplace safety, including
proper operating methods, and recognize dangerous conditions or hazards. Any unsafe conditions or
potential hazards should be reported to management immediately, even if the problem appears to be
corrected. Any suspicion of a concealed danger on the City's premises, or in a product, facility, piece
of equipment, process, or business practice for which the City is responsible should be brought to the
attention of management immediately.
Periodically, the City may issue rules and guidelines governing workplace safety and health. The City
may also issue rules and guidelines regarding the handling and disposal of hazardous substances and
waste. All employees should familiarize themselves with these rules and guidelines as strict
compliance will be expected.
Any workplace injury, accident, or illness must be reported to the employee's department
head/supervisor as soon as possible, regardless of the severity of the injury or accident.
Safety Equipment (PPE). Safety equipment, commonly known as personal protective equipment
(PPE), is one tool the City uses in its effort to eliminate on the job injuries and illnesses. Our standards
require that PPE be used by employees whenever workplace hazards are discovered that could
damage any part of the body. In addition, the City requires all employees to wear PPE, such as but not
limited to, safety glasses, safety shoes, etc. as required by their job duties. PPE is to be used as a tool
to eliminate and/or reduce the hazards employees face in their daily job duties. PPE is not to be used
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and will not be used as a substitute for safe work practices, machine guards, or other controls designed
by equipment manufacturers or other engineering sources.
Employees working in positions needing safety equipment to perform their jobs will be issued the
following PPE that will be replaced by the Company due to normal wear and tear; however,
replacement due to loss or misuse will be replaced at the employee’s expense through a deduction
from their pay:
•
•

Prescription Safety Glasses.
Steel Toe Boots. Reimbursed $250.00 annually

6-20 Smoking
In keeping with the City’s intent to provide a safe and healthful work environment, smoking and the
use of tobacco products are prohibited throughout the workplace and in all City vehicles. This policy
applies equally to all employees, customers, and visitors.
Smoking includes any form of use of tobacco products (e.g., pipes, cigars, cigarettes) or “vaping” with
e-cigarettes, and smokeless tobacco products (e.g., snuff, chewing tobacco).
Smoking is only permitted during break times in designated outdoor areas. Employees using these
areas are expected to dispose of any smoking debris safely and properly.

6-21 Operation of Vehicles
All employees authorized to drive City-owned or leased vehicles or personal vehicles in conducting
City business must be eighteen (18) years and older and possess a current, valid driver's license and
an acceptable driving record, except that City employees must be at least twenty-one (21) years of
age and properly licensed to drive City vehicles larger than pickup trucks and vans. Any change in
license status or driving record must be reported to management immediately.
Employees must have a valid driver's license in their possession while operating a vehicle off or on
City property. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety,
and parking laws or regulations. Drivers must demonstrate safe driving habits at all times.
City Vehicle Assignment
City-owned or leased vehicles may be used only as authorized by management.
The Mayor will appoint employees designated to drive City vehicles to their homes overnight and will
designate which vehicles may be used in this manner. Such use of vehicles will be approved only in
cases where the employee will be needing the vehicle to conduct City business of some sort before
returning to the City Hall to report for work.
Personal use of an assigned vehicle is prohibited, except for going to lunch within the city limits when
during the course of other work duties. Personal use of a previously assigned vehicle is always
prohibited.

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Daily Logs. When it is determined by the City or department head/supervisor that it is necessary for
an employee to use a vehicle to facilitate the completion of their assigned duties, the employee must
maintain a log on the vehicle indicating their name, the date (s) the vehicle was used and the mileage
used during said use the assignment. Failure to maintain the daily log may result in disciplinary action,
up to and including termination.
Use for Travel. In the event that an employee attends a seminar, school, meeting, convention or other
event at a location which would require overnight lodging, a City vehicle may be used to provide
transportation to that location provided that:
1. It is within 300 miles or less of the City; or
2. The employee, with department head/supervisor approval, has determined and provided
documentation to show it would be less expensive to use a City vehicle than to travel by other
means; and
3. The employee will be using the City vehicle solely for City business with the exception of
stopping for meals, comfort breaks, lodging and gasoline;
4. The employee fulfills the requirements in the Business Expense Reimbursement policy.
Annual Report. Each department head/supervisor will prepare a report on each of the vehicles
assigned to the department's inventory. The report will specify the dates the vehicle was taken to an
employee's home and the name of the employee. Vehicles not taken home by an employee through
the course of the year will be included in this report with "NO PERSONAL USE" recorded next to the
vehicle identification. This report will be submitted to the Finance Department no later than January 10
each year.
Portable Communication Device Use While Driving
Employees who drive on City business must abide by all state or local laws prohibiting or limiting
portable communication device (PCD) use, including cell phones or personal digital assistants, while
driving. Further, even if use is permitted, employees may choose to refrain from using any PCD while
driving. "Use" includes, but is not limited to, talking or listening to another person or sending an
electronic or text message via the PCD.
Regardless of the circumstances, including slow or stopped traffic, if any use is permitted while driving,
employees should proceed to a safe location off the road and safely stop the vehicle before placing or
accepting a call. If acceptance of a call is absolutely necessary while the employees are driving, and
permitted by law, they must use a hands-free option and advise the caller that they are unable to speak
at that time and will return the call shortly.
Under no circumstances should employees feel that they need to place themselves at risk to fulfill
business needs.
Because this policy does not require any employee to use a PCD while driving, employees who are
charged with traffic violations resulting from the use of their PCDs while driving will be solely
responsible for all liabilities that result from such actions.
Texting and e-mailing while driving are prohibited in all circumstances.

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6-22 References
The City of Fairview Heights will respond to reference requests through Human Resources. The City
will provide general information concerning the employee such as date of hire, date of discharge, and
positions held. Requests for reference information must be in writing, and responses will be in writing.
Please refer all requests for references to Human Resources.
Only Human Resources may provide references.

6-23 Employment Separation
Should any employees decide to leave the City, we ask that they provide a department head/supervisor
with at least two (2) weeks advance notice of departure. Thoughtfulness will be appreciated. All City,
property including, but not limited to, keys, security cards, credit cards, parking passes, laptop
computers, fax machines, mobile phones, uniforms, etc., must be returned at separation. Employees
also must return all of the City's Confidential Information upon separation. To the extent permitted by
law, employees will be required to repay the City (through payroll deduction, if lawful) for any lost or
damaged City property. As noted previously, all employees are employed at-will and nothing in this
handbook changes that status.
Retirement. All full-time employees are eligible for retirement benefits at the age and length of service
requirements specified by the retirement plan in which they are enrolled. Notice of retirement will be in
the same manner as for resignations.
Resignation. A full-time employee who accepts other employment will be considered to have
voluntarily resigned their employment with the City if the other employment prevents or prohibits them
from performing any and all assigned duties or responsibilities associated with their employment with
the City of Fairview Heights.
Absence for three (3) consecutive days without notice will be considered as a voluntary resignation
from the City service.
Failure to provide proper notification may result in ineligibility for re-employment.
Termination. An employee may be discharged for the good of City service or other reason. However,
termination of an employee covered by a collective bargaining agreement will not be final until terms
of the CBA are satisfied.
Employees who resign are requested to participate in an exit interview with Human Resources, if
possible.

6-24 A Few Closing Words
This handbook is intended to give employees a broad summary of things they should know about City
of Fairview Heights. The information in this handbook is general in nature and, should questions arise,
any member of management should be consulted for complete details. Although we intend to continue
the policies, rules and benefits described in this handbook, the City of Fairview Heights, in its sole
discretion, may always amend, add to, delete from or modify the provisions of this handbook and/or
67 | P e r s o n n e l C o d e – r e v . J u l y 2 0 2 6

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CITY OF FAIRVIEW HEIGHTS, ILLINOIS
change its interpretation of any provision set forth in this handbook. Employees should not hesitate to
speak to management if they have any questions about the City or its personnel policies and practices.

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CITY OF FAIRVIEW HEIGHTS, ILLINOIS

GENERAL HANDBOOK ACKNOWLEDGMENT
This Employee Handbook is an important document intended to help employees become acquainted
with the City of Fairview Heights. This document is intended to provide guidelines and general
descriptions only; it is not the final word in all cases. Individual circumstances may call for individual
attention.
Because the City's operations may change, the contents of this Handbook may be changed at any
time, with or without notice, in an individual case or generally, at the sole discretion of management.
Please read the following statements and sign below to indicate your receipt and acknowledgment of
this Handbook.
I have received and read a copy of the City of Fairview Heights Employee Handbook. I
understand that the policies, rules and benefits described in it are subject to change at
the sole discretion of the City at any time.
I further understand that my employment is terminable at will, either by myself or the
City, with or without cause or notice, regardless of the length of my employment or the
granting of benefits of any kind.
I understand that no representative of the City of Fairview Heights other than the City
Council may alter "at will" status and any such modification must be in a signed writing.
I understand that my signature below indicates that I have read and understand the
above statements and that I have received a copy of the City's Employee Handbook.
Employee's Printed Name: ___________________________________
Employee's Signature: ______________________________________
Position: __________________________________
Date: ___________________
The signed original copy of this acknowledgment should be given to Human Resources - it will be filed
in your personnel file.

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CITY OF FAIRVIEW HEIGHTS, ILLINOIS

RECEIPT OF NON-HARASSMENT POLICY
In compliance with the Illinois Human Rights Act (Act) and any other related federal or local
law/ordinance, all employees have the right to be free from unlawful discrimination or harassment
(including sexual harassment). This means that employers may not treat people differently based on
race, age, gender, pregnancy, disability, sexual orientation or any other protected class named in the
Act or any other related federal or local law/ordinance. This applies to all employer actions, including
hiring, promotion, discipline and discharge.
It is the City of Fairview Heights policy to prohibit intentional and unintentional discrimination or
harassment (including sexual harassment) of or against job applicants, contractors, interns, volunteers
or employees by another employee, department head/supervisor, vendor, customer or any third party
on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship
status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender
identity or expression (including transgender status), sexual orientation, marital status, military service
and veteran status, physical or mental disability, genetic information or any other characteristic
protected by applicable federal, state or local laws (referred to as "protected characteristics"). The City
also prohibits retaliation. All such conduct will not be tolerated by Fairview Heights.
The purpose of this policy is not to regulate our employees' personal morality, but to ensure that no
one engages in discrimination or harassment (including sexual harassment) of another individual in
the workplace, including while on City premises, while on City business (whether or not on City
premises) or while representing the City. In addition to being a violation of this policy, discrimination,
harassment or retaliation based on any protected characteristic as defined by applicable federal, state
or local laws also is unlawful. For example, sexual harassment and retaliation against an individual
because the individual reported or filed a complaint of discrimination or harassment (including sexual
harassment) or because an individual aided, assisted or testified in an investigation or proceeding
involving a complaint of discrimination or harassment (including sexual harassment) as defined by
applicable federal, state or local laws or helped others exercise their right to complain about
discrimination or harassment (including sexual harassment) as defined by applicable federal, state or
local laws are unlawful.
Reasonable Accommodation.
Employees also have the right to reasonable workplace
accommodations based on pregnancy, disability, religious beliefs or any other reason required by
applicable federal, state or local laws. This means employees can ask for reasonable changes to their
job if needed because they are pregnant or disabled or because of their religious beliefs or any other
reason required by applicable federal, state or local laws.
Discrimination Defined. Discrimination under this policy generally means treating an individual
differently or denying or granting a benefit to an individual because of any actual or perceived protected
characteristic as defined under federal, state or local law/ordinance.
Harassment Defined. Harassment generally is defined in this policy as unwelcome verbal, visual or
physical conduct that denigrates or shows hostility or aversion towards an individual because of any
actual or perceived protected characteristic or has the purpose or effect of unreasonably interfering
with an individual's work performance or creating an intimidating, hostile or offensive working
environment.

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CITY OF FAIRVIEW HEIGHTS, ILLINOIS
Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual
(including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social
media posts or e-mails) or physical conduct (including physically threatening another, blocking
someone's way, etc.). Such conduct violates this policy, even if it does not rise to the level of a violation
of applicable federal, state or local laws. Because it is difficult to define unlawful harassment,
employees are expected to behave at all times in a manner consistent with the intended purpose of
this policy.
Sexual Harassment Defined. Sexual harassment can include all of the above actions, as well as
other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual
favors, conversations regarding sexual activities and other verbal, visual or physical conduct of a
sexual nature when:
•
•
•

submission to that conduct or those advances or requests is made either explicitly or implicitly
a term or condition of an individual's employment; or
submission to or rejection of the conduct or advances or requests by an individual is used as
the basis for employment decisions affecting the individual; or
the conduct or advances or requests have the purpose or effect of unreasonably interfering
with an individual's work performance or creating an intimidating, hostile or offensive working
environment.

Examples of conduct that violate this policy include:
13. unwelcome flirtations, leering, whistling, touching, pinching, assault or blocking normal
movement;
14. requests for sexual favors or demands for sexual favors in exchange for favorable treatment;
15. obscene or vulgar gestures, posters or comments;
16. sexual jokes or comments about a person's body, sexual prowess or sexual deficiencies;
17. propositions or suggestive or insulting comments of a sexual nature;
18. derogatory cartoons, posters and drawings;
19. sexually-explicit e-mails, text messages or voicemails;
20. uninvited touching of a sexual nature;
21. unwelcome sexually-related comments;
22. conversation about one's own or someone else's sex life;
23. conduct or comments consistently targeted at only one gender, even if the content is not sexual;
and
24. teasing or other conduct directed toward a person because of the person's gender.
City Reporting Procedures. If the employee has been subjected to or witnessed conduct which
violates this policy, the employee should immediately report the matter to their department
head/supervisor. If the employee is unable for any reason to contact this person, or if the employee
has not received an initial response within five (5) business days after reporting any incident of what
the employee perceives to be harassment, the employee should contact Human Resources. If the
person toward whom the complaint is directed is one of the individuals indicated above, the employee
should contact any higher-level manager in the reporting hierarchy.
Investigation Procedures. Every report of perceived harassment will be fully investigated, and
corrective action will be taken where appropriate. All complaints will be kept confidential to the extent

71 | P e r s o n n e l C o d e – r e v . J u l y 2 0 2 6

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CITY OF FAIRVIEW HEIGHTS, ILLINOIS
possible, but confidentiality cannot be guaranteed. Employees must cooperate with all investigations
conducted pursuant to this policy.
Retaliation Prohibited. In addition, the City will not allow any form of retaliation against individuals
who report unwelcome conduct to management or who cooperate in the investigations of such reports
in accordance with this policy. If the employee has been subjected to any such retaliation, the
employee should report it in the same manner in which the employee would report a claim of perceived
harassment under this policy.
Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to
and including termination.
Additional Reporting Procedures. Aside from the internal complaint process at the City described
above, employees may choose to file a charge/complaint of discrimination or harassment (including
sexual harassment) with the Illinois Department of Human Rights (IDHR).
The charge process for violations of the law can be initiated by completing the form at
www.illinois.gov/dhr or by contacting the IDHR at [email protected], or either of these offices:
Chicago Office
160 North LaSalle Street, Suite N-1000
Chicago, Illinois 60601
Tel: [312-814-6269 and/or tel:3128146269]
TDD: [866-832-2298 and/or tel:866-832-2298]
Fax: 312-814-6517

Springfield Office
300 West Jefferson Street, Suite 108
Springfield, Illinois 62702
Tel: [217-785-4350 and/or tel:2177854350]
TDD: [866-832-2298 and/or tel:866-832-2298]
Fax: 217-524-4877

Employees also can contact the Illinois Sexual Harassment and Discrimination Helpline at 1-877-2367703.

I have read and I understand City of Fairview Heights Non-Harassment Policy.
Employee's Printed Name: ___________________________________
Employee's Signature: ______________________________________
Position: __________________________________
Date: ___________________
The signed original copy of this receipt should be given to Human Resources - it will be filed in your
personnel file.

72 | P e r s o n n e l C o d e – r e v . J u l y 2 0 2 6

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JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

GENERAL FUND
001-000-4-308-00 OCCUPANCY PERMIT
LAWRENCE SHANYLA
001-000-4-317-00 MLTI FAM RES OCCUPANCY PERMIT
HOMES BY JANELL
001-000-4-379-00 ELECTRONIC CITATION
PROVIDENCE BANK
CDW GOVERNMENT
001-000-4-396-00 LIENS
ST CLAIR COUNTY
ST CLAIR COUNTY
ST CLAIR COUNTY
ST CLAIR COUNTY
ST CLAIR COUNTY
TOTAL :
EXECUTIVE DEPARTMENT
001-100-5-112-00 HEALTH & LIFE INS
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-100-5-480-00 SUPPLIES
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
TOTAL EXECUTIVE DEPARTMENT:
MAYOR & CITY COUNCIL
001-102-5-205-00 LEGAL FEES
BECKER HOERNER & YSURSA PC
BECKER HOERNER & YSURSA PC
LOWENBAUM PARTNERSHIP
001-102-5-207-00 TRAVEL & MEETING EXP
SW IL COUNCIL OF MAYORS
PROVIDENCE BANK
PROVIDENCE BANK
TOTAL MAYOR & CITY COUNCIL:

AMAZON
AMAZON
AMAZON
AMAZON
AMAZON
OFFICE DEPOT
OFFICE DEPOT
OFFICE DEPOT

BANK OF SPRINGFIELD
DOUBLE TREE INN

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

OCCUPANCY PERMIT - REFUND

46184

6/11/2026 $

30.00

INSPECTION - REFUND

46190

6/17/2026 $

25.00

CITATION AND ACCIDENT PAPER

6/26 001

6/26/2026 $

1,015.80

LIEN RELEASE FEE
LIEN RELEASE FEE
LIEN RELEASE FEE
LIEN FILING FEE X5
LIEN FILING FEE X14

221 NORTH BEND
204 PAMONA
46178
306 E LEXINGTON
12 HERMITAHE

6/23/2026 $
6/23/2026 $
6/5/2026 $
6/23/2026 $
6/23/2026 $
$

33.00
33.00
165.00
165.00
462.00
1,928.80

CLERK - JUNE
CLERK - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

30.24
2,399.54

STAPLERS CHAIR MATS STICKY NOTES
ENVELOPES FOR REC
STAMPERS AND RACK
CARD STOCK FOR THE REC
MANILA FILE FOLDERS
PAPER
BINDERS AND TAPE DISPENSER
20 CASES OF PAPER

6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$

98.01
18.69
33.98
17.84
114.42
979.80
68.48
979.80
4,740.80

LEGAL SERVICES
RETAINER STATEMENT - JUNE 1-30, 2026
GENERAL LEGAL FEES

112
310
10189

6/12/2026 $
6/11/2026 $
6/3/2026 $

778.05
14,500.00
4,400.00

SWICOM MEETING
IML - PARKING - KUPSKY
IML SPRING MEETING - KUPSKY

46181
6/26 001
6/26 001

6/8/2026 $
6/26/2026 $
6/26/2026 $
$

50.00
14.00
342.04
20,084.09

FINANCE DEPARTMENT

Page 1

RETURN TO AGENDA
JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

FINANCE - JUNE
FINANCE - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

174.84
10,124.50

HR MODULE - SET UP AND TRAINING
CLOUD MOVE AND SEMI ANNUAL PAYMENT
HR CLOUD HOSTING/ SUPPORT FEES
2 ADDITIONAL LICENSES

19179
19179
19179
19179

6/14/2026 $
6/14/2026 $
6/14/2026 $
6/14/2026 $
$

840.00
19,540.33
891.72
200.00
31,771.39

POLICE - JUNE
POLICE - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

1,496.51
155,242.89

POLYGRAPH TRUTH
POLYGRAPH TRUTH

PSYCH EVAL - WATTS
2 POLYGRAPHS - ACCIDENTALLY BILLED TWICE
2 PRE-EMP POLYGRAPHS

3086
6/26 001
6/26 001

5/29/2026 $
6/26/2026 $
6/26/2026 $

450.00
600.00
600.00

FBI NATIONAL ACADEMY

EDUCATION REIMBURSEMENT
CPR CERTIFICATION FOR THREE
POLICE ACADEMY - BEASTON AND PALACIO
FBI RAILSPLITTER TRAINING FOR CHIEF

46196
1026179
26031361-060426
6/26 001

6/23/2026 $
6/16/2026 $
6/4/2026 $
6/26/2026 $

834.00
67.70
14,814.20
20.00

BANDANAS BBQ
BREWSKIS PUB
CHICK FIL A
CHICK FIL A
CROWNE PLAZA
CROWNE PLAZA
CROWNE PLAZA
CROWNE PLAZA
STAR 66 CAFE

TRAINING REIMB- SRO SCHOOL
TRAINING REIMB- SRO SCHOOL
LUNCH WITH POLICE OFFICER CANDIDATE AND COMMAND STAFF
MEALS AT ILLINOIS CHIEF'S CONFERENCE
LUNCH WITH AN SRO PROGRAM
CHIEF'S BREAKFAST MEETING
LODGING FOR LT KITLEY AT ILACP CONFERENCE
LODGING FOR CHIEF AT ILACP CONFERENCE
WATER AND GATORADE AT IL CHIEFS CONFERENCE
MEALS AT ILLINOIS CHIEF'S CONFERENCE
MEALS AT ILLINOIS CHIEF'S CONFERENCE

46196
46196
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/23/2026 $
6/23/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

50.00
170.25
106.25
17.91
68.27
251.56
296.40
444.60
7.00
22.66
20.37

AMAZON
AMAZON
GATEWAY ARCH CALL
GIFTS FOR INDIVIDUALS

CPR CERTIFICATION FOR YOUTH ACADEMY
THUMB DRIVES FOR YOUTH ACADEMY
YOUTH ACADEMY SUPPLIES
YOUTH ACADEMY OUTING
PERPETUAL PLAQUE ENGRAVING

1026160
6/26 001
6/26 001
6/26 001
6/26 001

6/11/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

487.25
84.97
26.99
450.00
10.00

001-104-5-112-00 HEALTH & LIFE INS
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-104-5-320-00 TECH & OUTSIDE SVCS
CASELLE LLC
CASELLE LLC
CASELLE LLC
CASELLE LLC
TOTAL FINANCE DEPARTMENT:
POLICE DEPARTMENT
001-110-5-112-00 HEALTH & LIFE INS
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-110-5-201-00 BOARDS & COMMITTEES
JEWELL PSYCHOLOGICAL SERVICES LLC
PROVIDENCE BANK
PROVIDENCE BANK
001-110-5-204-00 EDUCATIONAL EXPENSE
CONNOR MAEDGE
CONTEMPORARY LIFE SAVING
SOUTHWESTERN ILLINOIS POLICE ACADEMY
PROVIDENCE BANK
001-110-5-207-00 TRAVEL & MEETING EXP
RYAN J. STITT
ZYWICKI BRIAN
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
001-110-5-302-00 PUBLIC RELATIONS
CONTEMPORARY LIFE SAVING
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK

Page 2

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
001-110-5-304-00 EQUIPMENT RENTAL
CINTAS FIRST AID & SAFETY
CINTAS FIRST AID & SAFETY
DASH MEDICAL GLOVES LLC
REJIS COMMISSION
TECHNOLOGY MANAGEMENT REV FUND
001-110-5-320-00 TECH & OUTSIDE SVCS
HSHS MEDICAL GROUP
SDDSTL
SDDSTL
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
001-110-5-326-00 UNIFORM CLEANING
PROVIDENCE BANK
001-110-5-425-00 UNIFORM PURCHASE
J.G. UNIFORMS LLC
LEON UNIFORM CO INC
LEON UNIFORM CO INC
LEON UNIFORM CO INC
LEON UNIFORM CO INC
LEON UNIFORM CO INC
LEON UNIFORM CO INC
LEON UNIFORM CO INC
LEON UNIFORM CO INC
LEON UNIFORM CO INC
TACTICALGEAR.COM
TACTICALGEAR.COM
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
001-110-5-450-00 MAINTENANCE TO EQUIP

GIFTS FOR INDIVIDUALS
RULER FOODS
SAM'S
TAQUERIAS
TAQUERIAS

SHADOW BOX AND COIN ENGRAVED (REIMBURSED)
COOKOUT SUPPLIES FOR POLICE WEEK LUNCH
HOT DOGS AND SUPPLIES FOR COMMUNITY EVENT
LUNCH FOR CIU AND SWORN - POLICE WEEK
LUNCH FOR PATROL - POLICE WEEK

6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

189.13
32.51
126.17
169.90
79.38

FIRST AID CABINET REFILLS
FIRST AID CABINET REFILLS
4 CASES OF GLOVES
SUBSCRIPTION FEE X2, VPN
LEADS

5336890707
5340193806
135939
577703
T2620703

5/19/2026 $
6/5/2026 $
5/20/2026 $
6/5/2026 $
5/18/2026 $

100.03
126.29
264.00
512.50
316.70

CANVA
CLEAN UNIFORM CO
CLEAN UNIFORM CO
ECO FIT EQUIPMENT
TLO TRANSUNION
TMOBILELAW RELATION

NEW HIRE TESTING AND HEP B SHOT
SHREDDING SERVICE
SHREDDING SERVICE
DESIGN PROGRAM
JAIL LAUNDRY AND RUG SERVICE
RUG SERVICE AND JAIL LAUNDRY
REPAIRS AND MAINTENANCE TO GYM EQUIP
INVESTIGATIONS TOOL
SEARCH WARRANT FEE

71575
63888
63379
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/1/2026 $
6/19/2026 $
5/20/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

266.00
40.00
40.00
12.99
89.63
89.63
282.40
182.55
50.00

APPLE CLEANERS

UNIFORM CLEANING

6/26 001

6/26/2026 $

630.42

CURTIS WEB
GS-JJ.COM
ZERO9 SOLUTIONS
ZERO9 SOLUTIONS

OUTER VEST CARRIER
HANDCUFFS, CASE AND PANTS FOR CPA GEBKE
VEST FOR NEW HIRE - WEBER
CPA UNIFORMS - WATTS
PATROL BELT
BADGE
UNIFORMS FOR NEW HIRE OFFICER - BEASTON
CPA UNIFORMS - WATTS
VEST FOR NEW HIRE - PALACIO
PATROL LIGHT HOLDER
PATROL BOOTS
PATROL BOOTS AND PANTS
TACTICAL BELT- CLOTHING ALLOWANCE
UNIFORM BADGE VELCRO
CPA BELT
VEST POUCHES FOR PATROL

162778
677883
674592-02
678159
667272-02
675881
674588-02
678159-01
674577-03
674592-03
35083972
35257090
6/26 001
6/26 001
6/26 001
6/26 001

6/4/2026 $
6/2/2026 $
6/2/2026 $
6/5/2026 $
6/4/2026 $
6/15/2026 $
6/2/2026 $
6/15/2026 $
6/2/2026 $
6/15/2026 $
5/18/2026 $
6/4/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

255.49
190.98
848.75
208.49
106.50
165.00
860.25
128.00
858.75
11.50
135.00
182.00
176.25
46.75
59.99
133.98

Page 3

RETURN TO AGENDA
JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME
DATATRONICS INC
WALTERS AUTO BODY
PROVIDENCE BANK
001-110-5-470-00 MINOR EQUIPMENT
PROVIDENCE BANK
001-110-5-480-00 SUPPLIES
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
TOTAL POLICE DEPARTMENT:
ADMINISTRATION
001-115-5-112-00 HEALTH & LIFE INS
ANEW PERSPECTIVE INC.
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-115-5-207-00 TRAVEL & MEETING EXP
PROVIDENCE BANK
001-115-5-220-00 BONDS, NOTARY FEES
PROVIDENCE BANK
001-115-5-225-00 MEMBERSHIP DUES
PROVIDENCE BANK
PROVIDENCE BANK
001-115-5-304-00 EQUIPMENT RENTAL
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC

MERCHANT
NAME

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

CHRYSLER DODGE

REPAIRS TO SQUAD CAR ANTENNA AND CABLES
PAINT SQUAD CAR
REPAIRS TO DURANGO TO GET IT RUNNING AGAIN

45061
C8DF5DED
6/26 001

6/27/2026 $
6/22/2026 $
6/26/2026 $

298.84
1,334.00
1,079.88

AMAZON

DEAD LIFT BAR

6/26 001

6/26/2026 $

137.19

AMAZON
AMAZON
AMAZON
AMAZON
BOB BARKER COMPANY
COST LESS
HARBOR FREIGHT TOOLS
SAM'S
SIRCHIE

BATTERY TRICKLE CHARGERS
BATTERIES
PATROL NOTEBOOKS
PACKING TAPE AND ZIPLOC BAGS FOR EVIDENCE
JAIL MATTRESS
100 COPIES OF THE ANNUAL REPORT
EXTENSION CORD FOR POWER TO TRAILER
JAIL FOOD AND DRINKS
EVIDENCE TAPE AND DRUG TEST KITS

6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$

57.46
56.49
30.99
44.04
225.20
189.00
26.98
226.38
107.77
188,421.91

PD COPAYS
ADMIN - JUNE
ADMIN - JUNE

46191
46174
46174

6/18/2026 $
6/1/2026 $
6/1/2026 $

20.00
195.96
16,245.33

DARKNESS TO LIGHT

TRAINING PREVIEW FOR SUMMER CAMP COUNSELORS

6/26 001

6/26/2026 $

26.00

AMAZON

NOTARY STAMP

6/26 001

6/26/2026 $

17.14

6/26 001
6/26 001

6/26/2026 $
6/26/2026 $

120.00
299.00

627313
627132
626250
624487
627128
626832
626764
626234
622749
623520
627130

6/26/2026 $
6/26/2026 $
6/22/2026 $
6/9/2026 $
6/26/2026 $
6/24/2026 $
6/24/2026 $
6/22/2026 $
6/1/2026 $
6/3/2026 $
6/26/2026 $

91.65
596.85
12.43
81.87
75.00
5,785.53
417.00
59.00
77.00
640.00
417.00

SAM'S
SAM'S MEMBERSHIP RENEWAL
SOCIETYFORHUMANRESOURC
SHRM HR MEMBERSHIP
COPIER RENTAL #627131
COPIER RENTAL #627132
COPIER RENTAL #626506
COPIER RENTAL #624487
COPIER RENTAL #627128
COPIER RENTAL #626832
COPIER RENTAL #626764
COPIER RENTAL #626234
COPIER RENTAL #622749
COPIER RENTAL #623520
COPIER RENTAL #627130

Page 4

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
AMERICOM IMAGING SYSTEMS INC
001-115-5-306-00 TELEPHONE UTILITY
BLUEBIRD NETWORK
PROVIDENCE BANK
AIVOOV
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
AT& T
PROVIDENCE BANK
CCSI EFAX
PROVIDENCE BANK
FLOWROUTE
PROVIDENCE BANK
FLOWROUTE
PROVIDENCE BANK
TELNYX LLC
PROVIDENCE BANK
VERIZON
001-115-5-320-00 TECH & OUTSIDE SVCS
BLUEBIRD NETWORK
HSHS MEDICAL GROUP
PROVIDENCE BANK
CLEARWAVE FIBER
PROVIDENCE BANK
SPECTRUM
PROVIDENCE BANK
SPECTRUM
PROVIDENCE BANK
STERICYCLE
PROVIDENCE BANK
STERICYCLE INC
001-115-5-402-00 OFFICE FURNITURE & EQUIP
PROVIDENCE BANK
AMAZON
001-115-5-438-00 COMPUTERS
PROVIDENCE BANK
AMAZON
001-115-5-438-25 IT SECURITY
WORLD WIDE TECHNOLOGY INC
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
KEEPERSECURITY
PROVIDENCE BANK
NUMBERVERIFIER.COM
001-115-5-438-50 IT HARDWARE
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
AMAZON

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

COPIER RENTAL #627134
COPIER RENTAL #626766
COPIER RENTAL #627133
COPIER RENTAL #626767
COPIER RENTAL #622948
COPIER RENTAL #626765
COPIER RENTAL #622576
COPIER RENTAL #622575
COPIER RENTAL #627129

627134
626766
627133
626767
622948
626765
622576
622575
627129

6/26/2026 $
6/24/2026 $
6/26/2026 $
6/24/2026 $
6/2/2026 $
6/24/2026 $
6/1/2026 $
6/1/2026 $
6/26/2026 $

89.00
567.00
477.00
77.00
76.00
567.00
89.00
75.00
117.85

PHONE SERVICES
PHONE AUTO-ATTENDANT RECORDING
OTTER BOX PHONE CASE
SCREEN PROTECTORS
RAYCON BT HEADSET
PHONE SERVICE
FAX MAINTANCE
PHONE MINUTES
PHONE SERVICE
BACKUP PROVIDER PHONE MINUTES
PHONE SERVICE APR 2- MAY 1

90096
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/1/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

1,366.06
160.92
44.54
8.86
139.99
3,304.82
18.99
420.25
453.83
100.13
2,975.78

INTERNET
PRE-EMPLOYMENT MEDICAL TESTING
CITY INTERNET/CABLE
CITY INTERNET/CABLE
CITY INTERNET/CABLE
SHREDING SERVICES
SHREDING SERVICES

90096
71417
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/1/2026 $
6/15/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

9,326.66
339.00
3,318.66
2,574.99
1,248.98
465.59
362.79

OFFICE CHAIR

6/26 001

6/26/2026 $

159.99

TONER

6/26 001

6/26/2026 $

96.29

FORTINET CO-TERMED LICENSE RENEWALS
CELLULAR ANTHENNA FOR ROUTER
PASSWORD MANAGEMENT
PHONE NUMBER INTEGRITY SOLUTION

12088027
6/26 001
6/26 001
6/26 001

6/13/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

19,503.26
313.85
9,542.40
706.25

USB CABLES
POWER BACK FOR LDU

6/26 001
6/26 001

6/26/2026 $
6/26/2026 $

28.51
125.98

Page 5

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
001-115-5-438-75 IT SOFTWARE
BLUEBIRD NETWORK
DELL MARKETING L.P.
DELL MARKETING L.P.
RECORDER OF DEEDS
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
001-115-5-480-00 SUPPLIES
PROVIDENCE BANK
PROVIDENCE BANK
TOTAL ADMINISTRATION:

AMAZON
AMAZON
AMAZON
AMAZON
AMAZON
AMAZON
BEST BUY
BEST BUY
L-TRON CORPORATION

EPSON SCANNERS
TIMER - COUNCIL CHAMBERS
ERGONOMIC MOUSE PADS
5X25' HDMI CABLES
APPLE PENCIL
BADGE PRINTER CLEANING KIT
RAM
UPS BATTERY BACK UP
LICENSE SCANNER USB CABLES

6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

719.38
39.43
24.21
64.75
69.00
55.24
469.99
249.99
66.50

BUSINESS.APPLE.COM
CBIMACRIUM
CBIMACRIUM
CHECKFRONT
CONTIGO
DROPBOX
GRAMARLY
IN GE SOFTWARE INC
JAMF SOFTWARE
WASABI TECHNOLOGIES

DATACENTER DR RENTAL SPACE
MICROSOFT LICENSING
MICROSOFT LICENSING
LAREDO SOFTWARE-INV. #5679
IOS MDM SOFTWARE
TAX REFUND
SOFTWARE ANNUAL RENEWAL
REC CLIP AND CLIMB RESERVATION SOFTWARE
CONTOGO FORMS
ANNUAL RENEWAL
12 MONTHS SUBSCRIPTION
ANNUAL RENEWAL
JAMS NOW SUBSCRIPTION
CLOUD STORAGE

87420
10878341731
10878432566
5679
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/1/2026 $
6/10/2026 $
6/10/2026 $
6/1/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

879.00
27,953.64
18,518.24
76.13
39.22
(6.66)
71.66
2,539.80
129.00
3,420.00
144.00
1,680.00
72.00
6,437.33

AMAZON
AMAZON

BANKERS BOXES
PHONE CASE

6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
$

36.99
8.54
148,176.36

PW ENG - JUNE
PW ENG - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

420.71
32,066.26

CONCRETE BUGGY

6/26 001

6/26/2026 $

110.00

ENGINEER SERVICES
ENGINEER SERVICES
ENGINEER SERVICES
ENGINEER SERVICES
ENGINEER SERVICES

27733
26152
26433
26779
27100

5/20/2026 $
12/30/2025 $
1/28/2026 $
2/24/2026 $
3/27/2026 $

3,692.50
5,077.50
12,295.00
802.50
1,012.50

PW ENGINEERING
001-120-5-112-00 HEALTH & LIFE INS
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-120-5-304-00 EQUIPMENT RENTAL
PROVIDENCE BANK
001-120-5-320-00 TECH & OUTSIDE SVCS
GONZALEZ COMPANIES LLC
GONZALEZ COMPANIES LLC
GONZALEZ COMPANIES LLC
GONZALEZ COMPANIES LLC
GONZALEZ COMPANIES LLC

GRAND RENTAL STATION

Page 6

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME
ILLINOIS EPA
ROOTS PROFESSIONAL STUMP GRINDING INC
ROOTS PROFESSIONAL STUMP GRINDING INC
PROVIDENCE BANK
001-120-5-425-00 UNIFORM PURCHASE
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
001-120-5-480-00 SUPPLIES
WARNING LITES OF SOUTHERN ILLI LLC
WHITE CAP LP
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
TOTAL PW ENGINEERING:

MERCHANT
NAME

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

SAFLITE AUTOGLASS

ANNUAL NPDES FEE, 07/01/26 - 06/30/27
L&M, STUMP GRINDING, 222 LIBERTY RD
TREE REMOVAL, 9618 MARK TRAIL
WINDSHIELD REPLACEMENT

46197
4381
4320
6/26 001

6/24/2026 $
6/4/2026 $
5/27/2026 $
6/26/2026 $

1,000.00
230.00
1,380.00
543.16

RURAL KING
RURAL KING
RURAL KING
RULER FOODS

STEEL TOE BOOTS O MAY SEASONAL
STEEL TOE BOOTS K TISDALL SEASONAL
STEE TOE BOOTS K KIMBROW SEASONAL
STEEL TOE BOOTS S WERNER SEASONAL

6/26 001
6/26 001
6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

134.95
179.95
134.95
134.95

HARBOR FREIGHT TOOLS
LOWE'S
LOWE'S

NO PARKING SIGNS
LATHE STAKES, PROCHALK
ZIP TIES
WASP SPRAY
COUPLINGS LUMBER

42980
50037564373
6/26 001
6/26 001
6/26 001

5/28/2026 $
6/12/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$

85.52
222.16
15.52
15.76
27.59
59,581.48

VEHICLE MAINT - JUNE
VEHICLE MAINT - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

120.42
10,019.33

SERVICE EYEWASH STATION
REPLENISH MEDICINE CABINET
TRUCK SAFETY INSPECTION, F-7
TRUCK SAFETY INSPECTIONS, F-18, F-11, F-6, F-1, 17, E-45, F-12
GLASS REPAIR, F-37 PD
ANNUAL INSPECTION FOR LIFT, GRG

9374869518
5342378108
24516
24500
8151125
12983

5/31/2026 $
6/17/2026 $
6/3/2026 $
6/1/2026 $
6/10/2026 $
6/8/2026 $

133.00
35.36
41.00
327.00
93.00
659.83

UNIFORMS, VM
UNIFORMS, VM
UNIFORMS, VM
UNIFORMS, VM

4271638949
427387949
4273884002
4273182482

6/5/2026 $
6/12/2026 $
6/26/2026 $
6/19/2026 $

63.61
63.61
63.61
63.61

5913 GAL UNLEADED GAS @ $3.30/GAL
369 GAL HIWAY DIESEL @ $4.56/GAL
295 GAL OFF RD DIESEL @ $3.98/GAL
176 GAL HIWAY DIESEL @ $4.18/GAL
282 GAL OFF RD DIESEL @ $3.61/GAL

1428816
44952
44953
45031
45030

6/18/2026 $
6/15/2026 $
6/15/2026 $
6/30/2026 $
6/30/2026 $

19,532.76
1,682.53
1,176.96
736.31
1,019.01

REPAIR DAMAGE, 2013 FORD F-150 TRUCK

AC8217D6

6/11/2026 $

500.00

PW VEHICLE MAINTENANCE
001-130-5-112-00 HEALTH & LIFE INS
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-130-5-320-00 TECH & OUTSIDE SVCS
CINTAS FIRST AID & SAFETY
CINTAS FIRST AID & SAFETY
CJ GOODALL TIRE COMPANY
CJ GOODALL TIRE COMPANY
GLASS AMERICA
TRI STATE EQUIPMENT CO
001-130-5-327-00 UNIFORM RENTAL
CINTAS THE UNIFORM PEOPLE
CINTAS THE UNIFORM PEOPLE
CINTAS THE UNIFORM PEOPLE
CINTAS THE UNIFORM PEOPLE
001-130-5-410-00 VEHICLE OP COSTS
HERITAGE PETROLEUM LLC
ST CLAIR SERVICE CO
ST CLAIR SERVICE CO
ST CLAIR SERVICE CO
ST CLAIR SERVICE CO
001-130-5-452-00 MAINTENANCE TO ROLLING STOCK
WALTERS AUTO BODY

Page 7

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME
WALTERS AUTO BODY
001-130-5-480-00 SUPPLIES
AL S AUTOMOTIVE SUPPLY INC
AL S AUTOMOTIVE SUPPLY INC
AL S AUTOMOTIVE SUPPLY INC
AL S AUTOMOTIVE SUPPLY INC
CASSENS & SONS INC
CJ GOODALL TIRE COMPANY
DOBBS AUTO CENTERS INC
DOBBS AUTO CENTERS INC
ERB EQUIPMENT
ERB EQUIPMENT
ERB EQUIPMENT
ERB EQUIPMENT
ERB EQUIPMENT
HARTMANN FARM SUPPLY OF MILLSTADT INC
JOHN FABICK TRACTOR CO
JOHN FABICK TRACTOR CO
MCKAY AUTO PARTS INC
MCKAY AUTO PARTS INC
MCKAY AUTO PARTS INC
MCKAY AUTO PARTS INC
MCKAY AUTO PARTS INC
MCKAY AUTO PARTS INC
MCKAY AUTO PARTS INC
MCKAY AUTO PARTS INC
MCKAY AUTO PARTS INC
MCKAY AUTO PARTS INC
MRO SYSTEMS LLC
SIGNS 'N' SUCH
WARNING LITES OF SOUTHERN ILLI LLC
WEBER GRANITE CITY FORD
WEBER GRANITE CITY FORD
WOODY'S MUNICIPAL SUPPLY
TOTAL PW VEHICLE MAINTENANCE:
PARKS DEPARTMENT
001-140-5-112-00 HEALTH & LIFE INS
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-140-5-230-00 SAFETY PROGRAM

MERCHANT
NAME

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

PAINT DOORS, F-15 PW

58DF7F632

6/29/2026 $

1,334.00

1234 REFRIGERANT - SHOP
HUB ASSEMBLY F-18 PD
R134A FREON - SHOP
EVAPORATOR, F-6 PKS
OIL FILTER BASE & GASKETS, F-6 PKS
STEEL, SHOP & PW V-BOX
TIRES, F-13 PD, A-11 LAND USE
TIRES, F-30 PD, F-15 PD
SWITCH, E-43 PW
BELTS, E-41 PW
TIRES, E-47 PW
BOLT & WASHER, E-41 PW
HYRO PARTS, E-37 PW
PTO SWITCH, E-57 PW
SEAL & GASKET, E-34 PW
INJECTOR, E-34 PW
CAN TAP - SHOP
SHOP TOWELS - SHOP
FILTER, F-6 PKS
PARTS
CAMSHAFT SENSOR, F-14 PW
TUFF STUFF CAR WASH
FILTER, E-34 PW
BEAM BLADE, LICENSE KIT, ENGINE OIL FILTER
GREASE - SHOP
PARTS
HOSE CLAMPS, LUBRICANT
NEW TRACK NUMBERS
SAFETY GLASSES - CLEAR AND SMOKE - SHOP
PANEL, A-6 LAND USE
GLASS, A-3 LAND USE
V BOX BEARINGS, PW

05EV8544
05ET6095
05EV8571
05ER6399
90925
2703
I0209606
I0226989
01-144353
01-143426
01-143326
01-144290
01-144518
9276
FEC191568
FEC191568A
543325
541198
541199
541200
541201
541202
541203
541204
541205
541206
541207
541208
541209
541210
541211
01-46062

6/30/2026 $
6/12/2026 $
6/30/2026 $
5/29/2026 $
6/11/2026 $
6/4/2026 $
6/10/2026 $
6/17/2026 $
6/29/2026 $
6/11/2026 $
6/9/2026 $
6/26/2026 $
6/30/2026 $
6/26/2026 $
6/16/2026 $
6/12/2026 $
6/30/2026 $
6/4/2026 $
5/28/2026 $
6/9/2026 $
6/18/2026 $
6/17/2026 $
6/11/2026 $
6/2/2026 $
6/4/2026 $
6/16/2026 $
5/31/2026 $
5/26/2026 $
6/15/2026 $
6/12/2026 $
6/30/2026 $
6/24/2026 $
$

199.80
225.98
155.28
590.68
324.75
1,910.82
971.24
1,300.00
58.87
198.04
700.00
67.50
711.84
29.48
6.61
489.24
7.56
33.36
22.21
104.50
126.05
63.48
59.10
286.10
233.70
79.73
340.11
60.00
91.44
611.40
83.30
60.30
47,867.42

PARKS & REC - JUNE
PARKS & REC - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

451.44
40,092.27

Page 8

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME
MIDWEST INDUSTRIAL SUPPLY
PROVIDENCE BANK
001-140-5-307-00 SEWER UTILITY
CASEYVILLE TOWNSHIP SEWER
CASEYVILLE TOWNSHIP SEWER
001-140-5-308-00 WATER UTILITY
O'FALLON WATER & SEWER DEPT
O'FALLON WATER & SEWER DEPT
001-140-5-309-00 SANITATION SERVICE
PROVIDENCE BANK
001-140-5-320-00 TECH & OUTSIDE SVCS
R.I. BOLTON JR
R.I. BOLTON JR
001-140-5-425-00 UNIFORM PURCHASE
ALL-PRO TEES INC
PROVIDENCE BANK
PROVIDENCE BANK
001-140-5-480-00 SUPPLIES
ST LOUIS COMPOSTING INC
ST LOUIS COMPOSTING INC
THE FOURCE GROUP
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK

MERCHANT
NAME

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

FORESTRY SUPPLIERS

COR TOUCH GLOVES
SAFETY SUPPLIES

25498
6/26 001

5/20/2026 $
6/26/2026 $

41.92
261.51

MOODY PARK SEWER 5/1-6/1, 2026
MIR LEAG SEWER 6/1-6/31, 2026

401132000.2
200231500.2

6/1/2026 $
6/1/2026 $

264.00
48.00

MP WATER 4/15/26- 5/15/26
OLT WATER 4/15/26-5/15/26

8699-001 6/26
7859-014 6/26

6/1/2026 $
6/1/2026 $

590.68
23.22

SANITATION SERVICE

6/26 001

6/26/2026 $

199.00

MAY 26 GOOSE REMOVAL
GOOSE HAZING APRIL 2026

3064
3043

5/30/2026 $
4/8/2026 $

495.00
495.00

APT 16998 T-SHIRTS AND POLOS UNIFORMS
SHOES FOR WILLIS AND JOSH S.
SHOES FOR PHIL AND NATHAN

APT16998
6/26 001
6/26 001

5/5/2026 $
6/26/2026 $
6/26/2026 $

556.00
174.96
174.96

497232
497217
10492
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/11/2026 $
6/11/2026 $
6/8/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

2,352.00
1,449.00
1,800.00
189.99
73.37
19.98
601.89
28.15
1,218.16
24.87
90.00
30.00
1,505.00
51.76
126.94
72.00
73.08
16.88
58.52
8.28
7.38
60.00
457.80

IN TRUMED LLC

SHOE CARNIVAL
SHOE CARNIVAL

PLAYGROUND MULCH
LANDSCAPE MULCH
SIGNAGE FOR 50/LINCOLN TR
AMAZON
HAND CART FOR HAULING PAPER TO THE REC
AMAZON
MULTIMETER FOR ELECTRICAL TEST
RURAL KING
SPRAYER TIPS
DOG WASTE DEPOT
DOG WASTE SUPPLIES
DUTCH HOLLOW SUPPLY
BIOHAZARD CAN LINERS
DUTCH HOLLOW SUPPLY
BATH TISSUE HAND SOAP TOILET CLEANER PAPER TOWELS
EFFINGER GARDEN CENTER FLOWERS
ERB TURF EQUIP
2 CYCLE OIL
ERB TURF EQUIP
2 CYCLE OIL FOR EQUIPMENT
GREENS PRO
LAKE CHEMICALS
LOWE'S
BATHROOM SUPPLIES FOR MOODY PARK
LOWE'S
PLANTS
LOWE'S
FLOWERS
LOWE'S
CRACK REPAIR FOR WALKING TRAIL
LOWE'S
VOLLEYBALL NET HARDWARE
LOWE'S
POTTING SOIL AND NETTING FOR PLANTS
LOWE'S
BOLTS FOR DISPLAYS
LOWE'S
ROPE FOR BANNER
METRO GLASS
KEYS FOR PARKS
PLUMBERS SUPPLY
AUTOMATIC FAUCET FOR PARK BATHROOM

Page 9

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

PROVIDENCE BANK
PROVIDENCE BANK
TOTAL PARKS DEPARTMENT:

SITEONE LANDSCAPE
THE HOME DEPOT

IRRIGATION REPAIR AND FERTILIZER
FLOWERS

6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
$

341.23
23.88
54,548.12

MUC - JUNE
MUC - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

116.79
5,029.82

ACCT NO 13831-63066
ACCT NO 1378210112
ACCT NO 0134169013
ACCT NO 4978210116
ACCT NO 1851053001
ACCT NO 0253074006
ACCT NO 11370-4504
ACCT NO 4075309006
ACCT NO 0378210113
ACCT NO 3435085003
ACCT NO 1968219111
ACCT NO 0968219112
ACCYT NO 4395301113
ACCT NO 2378210111
ACCT NO 1858729616
ACCT NO 3572510115
ACCT NO 11370-45042
ACCT NO 3536502110
ACCT NO 1858729616
ACCT NO 0134169013
ACCT NO 1353154006

13831-63066 6/26
1378210112
134169013.2
4978210116
1851053001
253074006.2
11370-45042 6/26
4075309006
378210113.2
3435085003
1968219111
968219112.2
4395301113
2378210111
1858729616
3572510115
11370-45042 6/2026
3536502110
1858729616
134169013.2
1353154006

5/28/2026 $
5/29/2026 $
5/28/2026 $
5/29/2026 $
6/8/2026 $
6/10/2026 $
5/22/2026 $
6/3/2026 $
5/29/2026 $
6/8/2026 $
5/29/2026 $
5/29/2026 $
6/3/2026 $
5/29/2026 $
6/22/2026 $
6/10/2026 $
6/24/2026 $
6/9/2026 $
6/25/2026 $
6/29/2026 $
6/23/2026 $

4,722.83
51.64
50.32
502.65
70.89
49.79
524.66
30.06
600.84
50.88
108.31
867.77
57.46
211.40
49.77
61.11
590.85
46.77
35.12
51.23
10,208.93

ACCT NO 0401014000
ACCT NO 0401135000
ACCT NO 0201015126
ACCT NO 0401015000

401014000.2
401135000.2
201015100.2
401015000.2

6/1/2026 $
6/1/2026 $
6/1/2026 $
6/1/2026 $

96.00
144.00
48.00
152.00

ACCT NO 20510-001
ACCT NO 8695-001
ACCT NO 20527-004
ACCT NO 21488-002
ACCT NO 14301-001

20510-001 6/26
8695-001 6/26
02527-004 6/26
21488-002 6/26
14301-001 6/26

6/1/2026 $
6/1/2026 $
6/1/2026 $
6/1/2026 $
6/1/2026 $

590.68
251.09
63.93
898.30
1,176.18

PW MUNICIPAL COMPLEX
001-150-5-112-00 HEALTH & LIFE INS
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-150-5-305-00 ELECTRIC UTILITY
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
001-150-5-307-00 SEWER UTILITY
CASEYVILLE TOWNSHIP SEWER
CASEYVILLE TOWNSHIP SEWER
CASEYVILLE TOWNSHIP SEWER
CASEYVILLE TOWNSHIP SEWER
001-150-5-308-00 WATER UTILITY
O'FALLON WATER & SEWER DEPT
O'FALLON WATER & SEWER DEPT
O'FALLON WATER & SEWER DEPT
O'FALLON WATER & SEWER DEPT
O'FALLON WATER & SEWER DEPT

Page 10

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

O'FALLON WATER & SEWER DEPT
001-150-5-310-00 GAS UTILITY
AMEREN ILLINOIS
AMEREN ILLINOIS
001-150-5-320-00 TECH & OUTSIDE SVCS
CINTAS FIRST AID & SAFETY
CLEAN THE UNIFORM CO HIGHLAND
ELECTRONIC TECHNICIANS SECURITY AND FIRE
ELECTRONIC TECHNICIANS SECURITY AND FIRE
ELECTRONIC TECHNICIANS SECURITY AND FIRE
ELECTRONIC TECHNICIANS SECURITY AND FIRE
KONE INC
001-150-5-480-00 SUPPLIES
CRESCENT PARTS & EQUIP
UNITED REFRIGERATION INC
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
BATTERIES PLUS
PROVIDENCE BANK
LOWE'S
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
THE HOME DEPOT
PROVIDENCE BANK
VACUUM CLEANER
TOTAL PW MUNICIPAL COMPLEX:
LAND USE & DEVELOPMENT
001-160-5-112-00 HEALTH & LIFE INS
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-160-5-207-00 TRAVEL & MEETING EXP
ALLEY, DALLAS
JAMES, SAM
PROVIDENCE BANK
PROVIDENCE BANK

SAHARA CHICKIES
AMAZON

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

ACCT NO 14834-001

14834-001 6/26

6/1/2026 $

590.68

ACCT NO 01146-99050
ACCT NO 1472964013

01146-99050 6/26
1472964013

6/1/2026 $
6/18/2026 $

1,172.60
149.50

REPLENISH MEDICINE CABINET
MOP & TOWEL SERVICE - 06/10/26
FIRE ALARM MONITORING, PD, CH, LIB, 1ST QTR 2026
FIRE ALARM MONITORING, PD, CH, LIB, 4TH QTR 2025
FIRE ALARM MONITORING, PD, CH, LIB
FIRE ALARM MONITORING, PD, CH, LIB, 3RD QTR 2025
FAID TESTING, ELEVATOR, CH

5340193805
32441328
32806
32642
33042
32401
921824318

6/5/2026 $
6/10/2026 $
3/5/2026 $
12/5/2025 $
6/1/2026 $
9/1/2025 $
6/8/2026 $

47.63
255.69
450.00
450.00
450.00
450.00
1,074.00

FILTERS
SERVICE CHARGES, JAN & FEB
SUPPLIES FOR 2ND FLOOR WATER FOUNTAIN
BATTERIES FOR PD FIRE ALARM PANEL
SUPPLIES FOR 2ND FLOOR WATER FOUNTAIN
SUPPLIES FOR 2ND FLOOR WATER FOUNTAIN
SUPPLIES FOR 2ND FLOOR WATER FOUNTAIN
GLASS CLEANER
SUPPLIES FOR 2ND FLOOR WATER FOUNTAIN
SUPPLIES FOR 2ND FLOOR WATER FOUNTAIN
THERMOSTAT WIRE
COUPLING 2ND FLOOR WATER FOUNTAIN
CREDIT FOR RETURN
WASP SPRAY
SUPPLIES FOR 2ND FLOOR WATER FOUNTAIN
SUPPLIES FOR 2ND FLOOR WATER FOUNTAIN
VACUUM CLEANER FOR HOUSEKEEPING

33370425-00
46181
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/3/2026 $
6/8/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$

758.16
8.48
26.28
64.38
20.71
120.19
61.60
54.44
25.16
11.43
76.65
17.96
(8.28)
79.70
16.52
13.56
381.97
34,329.08

LAND USE - JUNE
LAND USE - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

232.92
13,489.65

LAS VEGAS CONF- REIMB
IEAI - TRAINING
FOOD FOR ICSC TRIP
BUSINESS CARD HOLDERS FOR ICSC

46198
46195
6/26 001
6/26 001

6/25/2026 $
6/22/2026 $
6/26/2026 $
6/26/2026 $

1,460.67
30.00
35.11
24.32

Page 11

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

PROVIDENCE BANK
CITYOFSTLOUIS
PROVIDENCE BANK
MCDONALDS
PROVIDENCE BANK
MCDONALDS
PROVIDENCE BANK
MONORAIL STATION
PROVIDENCE BANK
MOTOROLA SOLUTIONS
PROVIDENCE BANK
SAHARA CHICKIES
PROVIDENCE BANK
SAHARA CHICKIES
PROVIDENCE BANK
SAHARA CHICKIES
PROVIDENCE BANK
SAM'S
PROVIDENCE BANK
SUBWAY
PROVIDENCE BANK
SUBWAY
PROVIDENCE BANK
TST JOES OF LV
PROVIDENCE BANK
TST JOES OF LV
PROVIDENCE BANK
TST8182 GROUP
PROVIDENCE BANK
TST8182 GROUP
001-160-5-225-00 MEMBERSHIP DUES
PROVIDENCE BANK
IAEI
001-160-5-301-00 ADVERTISING & PUBLIC NOTICES
HERALD PUBLICATIONS
001-160-5-320-00 TECH & OUTSIDE SVCS
MYGOV LLC
001-160-5-345-00 DEMOLITION SERVICE
ENVIRONMENTAL OPERATIONS INC
001-160-5-480-00 SUPPLIES
HUEOSITY
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
DOLLAR GENERAL
PROVIDENCE BANK
VISATPRINT
TOTAL LAND USE & DEVELOPMENT:
LIBRARY DEPARTMENT
001-170-5-112-00 HEALTH & LIFE INS
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
001-170-5-305-00 ELECTRIC UTILITY
AMEREN ILLINOIS
001-170-5-307-00 SEWER UTILITY
CASEYVILLE TOWNSHIP SEWER
001-170-5-308-00 WATER UTLITY
O'FALLON WATER & SEWER DEPT

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

AIRPORT PARKING FOR ICSC
FOOD FOR ICSC TRIP
FOOD FOR ICSC TRIP
MONORAIL TRAVEL FOR ICSC
MONORAIL TRAVEL FOR ICSC
FOOD FOR ICSC TRIP
FOOD FOR ICSC TRIP
FOOD FOR ICSC TRIP
FOOD FOR CEOSI MEETING
FOOD FOR ICSC TRIP
FOOD FOR ICSC TRIP
FOOD FOR ICSC TRIP
FOOD FOR ICSC TRIP
FOOD FOR ICSC TRIP
FOOD FOR ICSC TRIP

6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

44.00
12.56
11.04
32.00
32.00
31.01
31.01
35.26
147.13
8.27
6.43
123.12
106.11
15.40
19.90

ANNUAL SUBSCRIPTION RENEWAL

6/26 001

6/26/2026 $

250.00

PRELIM PLAT (PC 05-26) AND SUP (PC04-26) TAKE 5 OIL CHANGE CENTER
1073699

5/28/2026 $

71.20

$ 5.00 MONTHLY MAINTENANCE FEE- JUNE 2026

46184

6/11/2026 $

5.82

DRUM SAMPLING

46292

2/3/2026 $

2,079.60

CONFERENCE BOOKLET AND RENDERING PRINTS MOUNTED TO FOAM28465
CORE
CLIPBOARD STORAGE BOX FOR BOBBY
6/26 001
CARD STOCK SHEETS
6/26 001
TAPE AND CLIPBOARD SUPPLIES
6/26 001
BUSINESS CARDS- BOND AND MARTINEZ
6/26 001

5/22/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$

870.00
25.32
14.56
2.71
90.99
19,338.11

LIBRARY - JUNE
LIBRARY - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

119.88
7,341.43

ACCT NO 4000007116

40000007116

6/23/2026 $

4,101.29

ACCT NO 0201014800

201014800.2

6/1/2026 $

48.00

ACCT NO 7208-001

7208-001 6/26

6/1/2026 $

590.68

Page 12

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

INVOICE
NUMBER

DESCRIPTION

TOTAL LIBRARY DEPARTMENT:
ESDA DEPARTMENT
001-181-5-306-00 TELEPHONE UTILITY
PROVIDENCE BANK
001-181-5-320-00 TECH & OUTSIDE SVCS
FAIRVIEW CASEYVILLE TOWNSHIP
TOTAL ESDA DEPARTMENT:
TOTAL GENERAL FUND:
MOTOR FUEL TAX FUND
PW ENGINEERING
002-120-5-305-00 ELECTRIC UTILITY
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
AMEREN ILLINOIS
002-120-5-480-00 SUPPLIES
CONCRETE SUPPLY OF ILLINOIS
CONCRETE SUPPLY OF ILLINOIS
ST CLAIR SERVICE CO
WHITE CAP LP
TOTAL PW ENGINEERING:

AT& T

INVOICE
DATE

INVOICE
AMOUNT
$

12,201.28

ESDA PHONE SERVICE

6/26 001

6/26/2026 $

247.63

NEW ID PRINTER - ESDA

#3 6/8/26

6/8/2026 $
$
$

4,376.57
4,624.20
627,613.04

ACCT NO 0073006047
ACCT NO 9836501119
ACCT NO 1113055059
ACCT NO 0013091003
ACCT NO 6047103118
ACCT NO 3388416111
ACCT NO 4383107017
ACCT NO 9372517117
ACCT NO 1362510113
ACCT NO 8536502115
ACCT NO 1053158017,
ACCT NO 2973100032
ACCT NO 6847101113
ACCT O 6005089132
ACCT NO 6994268979
ACCT NO 8641005516
ACCT NO 2883111209
ACCT NO 7641005429
ACCT NO 23430-58101
ACCT NO 4871711117
ACCT NO 2695302117
ACCT O 0582008090

73006047.2307692
9836501119.23077
1113055059.23077
13091003.2307692
607103118.230769
3388416111.23077
4383107017.23077
9372517117.23077
136510113.230769
8536502115.23077
1053158017.23077
2973100032.23077
6847101113.23077
6005089132.23077
6994268979.23077
8641005516.23077
2883111209.23077
7641005429.23077
23430-58101 6/26
487171117.230769
2695302117.23077
582008090.230769

6/10/2026 $
6/9/2026 $
6/22/2026 $
6/25/2026 $
6/23/2026 $
6/8/2026 $
6/10/2026 $
6/10/2026 $
6/10/2026 $
6/9/2026 $
6/12/2026 $
6/22/2026 $
6/23/2026 $
6/17/2026 $
6/25/2026 $
6/4/2026 $
6/22/2026 $
6/4/2026 $
5/28/2026 $
6/17/2026 $
6/1/2026 $
6/1/2026 $

552.97
75.69
52.70
114.37
85.92
78.62
73.26
72.33
66.49
76.90
206.95
20.72
82.47
73.62
2,635.58
2,513.00
125.89
4,296.43
7,197.03
75.80
63.72
76.63

4.5 CY CONC @ $150.00/CY, ROAD REPAIR
21 CY CONC @ $150.00/CY, ROAD REPAIR, 218 MCNIGHT
1 GAL CROSSROAD @ $47.50/GAL,
3.5 GAL TRI-POXY COATED STEEL CONC SPRAYER

313120
312609
350043786
50037529580

6/25/2026 $
6/18/2026 $
6/9/2026 $
6/11/2026 $
$

675.00
3,150.00
239.00
208.08
22,889.17

Page 13

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

INVOICE
NUMBER

DESCRIPTION

TOTAL MOTOR FUEL TAX FUND:
HOTEL/MOTEL TAX FUND
004-115-5-301-00 ADVERTISING & PUBLIC NOTICES
THE FOURCE GROUP
004-115-5-302-00 PUBLIC RELATIONS
ECON-O-JOHNS
FANFARE
FANTASY DRONE SHOWS LLC
GRAINGER
GRAND RENTAL STATION
JACKSON, HARRISON
MIDWEST SALUTE TO THE ARTS
PEARL PRO AUDIO
THE PHOTO BUS STL LLC
004-115-5-320-00 TECH & OUTSIDE SVCS
THE FOURCE GROUP
THE FOURCE GROUP
THE FOURCE GROUP
TOTAL :
PARKS DEPARTMENT
004-140-5-302-00 PUBLIC RELATIONS
PYRAMID ELECTRIC INC
TOTAL PARKS DEPARTMENT:
LAND USE & DEVELOPMENT
004-160-5-302-00 PUBLIC RELATIONS
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
TOTAL LAND USE & DEVELOPMENT:
TOTAL HOTEL/MOTEL TAX FUND:

4IMPRINT
AMAZON
AMAZON
AMAZON
AMAZON
AMAZON
DOLLAR GENERAL
SQ TBGENTERTAINMENT L
STICKER MULE

INVOICE
DATE

INVOICE
AMOUNT
$

22,889.17

PROMOTIONAL MATERIAL FOR AMERICA 250

10485

6/1/2026 $

2,294.00

PORTABLE TOILET SERVICE FOR AMERICA 250
REMAINING BALANCE FOR AMERICA 250 CONTRACT
REMAINING BALANCE FOR AMERICA 250 CONTRACT
BRONZE CONNECTOR, 250 EVENT
26' SCISSOR LIFT RENTAL, 250 EVENT
REMAINING BALANCE FOR AMERICA 250 EVENT
SPONSORSHIP FOR 2026- 38TH MIDWEST SALUTE TO THE ARTS
REMAINING BALANCE FOR AMERICA 250 CONTRACT
PHOTO BOOTH FOR AMERICA 250 EVENT

49998
46195
2618/2
9951802355
180405
46195
46184
46195
20260627004

6/26/2026 $
6/22/2026 $
2/12/2026 $
6/15/2026 $
6/23/2026 $
6/22/2026 $
6/11/2026 $
6/22/2026 $
6/18/2026 $

715.00
400.00
22,500.00
52.47
150.00
600.00
48,000.00
2,000.00
1,500.00

CREATIVE DEVELOPMENT - SUMMER CAMPAIGN APRIL AND MAY
MEDIA PLANNER, SOCIAL CHANNEL MARKETING
ENCONOMIC DEVELOPMENT + PLANNING (JUNE) 2026

10424
10425
10297

5/1/2026 $
6/1/2026 $
6/1/2026 $
$

23,500.00
24,850.00
1,690.00
128,251.47

ELECTRICAL POLES@ MP ALONG LONGACRE DRIVE

S813

4/21/2026 $
$

3,619.76
3,619.76

DRINK COOLIES FOR AMERICA 250
GOODIE BAG FILLERS FOR AMERICA 250
PARKING SIGNS FOR AMERICA 250
GOODIE BAG FILLER FOR AMERICA 250
GAMES FOR AMERICA 250
ACRYLIC SIGNS FOR AMERICA 250 TABLES
GAMES FOR AMERICA 250
BALLOON ARTIST FOR AMERICA 250
STICKER DECALS

6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$
$

201.37
35.68
56.33
71.50
28.64
39.00
37.65
212.50
91.01
773.68
132,644.91

HOME RULE TAX FUND

Page 14

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

POLICE DEPARTMENT
005-110-5-320-00 TECH & OUTSIDE SVCS
UTILITRA
005-110-5-502-00 EQUIPMENT & ROLLING STOCK
PROVIDENCE BANK
AXON
PROVIDENCE BANK
AXON
PROVIDENCE BANK
SPIAMERENIL
TOTAL POLICE DEPARTMENT:
PW ENGINEERING
005-120-5-502-00 EQUIPMENT & ROLLING STOCK
HUNTINGTON NATIONAL BANK
005-120-5-503-00 SURVEY / ENGINEERING - CAPITAL
GONZALEZ COMPANIES LLC
THOUVENOT WADE & MOERCHEN
TOTAL PW ENGINEERING:
PARKS DEPARTMENT
005-140-5-504-01 BLD & STRUCTURES - EXPANSION
HOLLAND CONSTRUCTION
HOLLAND CONSTRUCTION
LANDSCAPE STRUCTURES INC
THE FOURCE GROUP
UES PROFESSIONAL SOLUTIONS 25 LLC
UES PROFESSIONAL SOLUTIONS 25 LLC
ULTRA PLAY SYSTEMS
UTILITRA
UTILITRA
PROVIDENCE BANK
4IMPRINT
PROVIDENCE BANK
AMAZON
TOTAL PARKS DEPARTMENT:
PW MUNICIPAL COMPLEX
005-150-5-503-00 SURVEY / ENGINEERING - CAPITAL
WOOLPERT
TOTAL PW MUNICIPAL COMPLEX:
TOTAL HOME RULE TAX FUND:

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

LPR CAMERA CONNECTION

17205

6/15/2026 $

1,155.20

TASER HOLSTER
BELT CLIP FOR BODY CAMERA
POWER TO LPR CAMERA

6/26 001
6/26 001
6/26 001

6/26/2026 $
6/26/2026 $
6/26/2026 $
$

88.58
170.00
247.31
1,661.09

SWEEPER RENTAL

2732456

6/11/2026 $

80,913.61

ENGINEERING SERVICES
ENGINEERING SERVICES

28095
98142

6/25/2026 $
5/21/2026 $
$

29,537.50
22,646.98
133,098.09

REC EXPANSION PROJECT
REC EXPANSION PROJECT
PLEAS RIDGE PLAYGROUND STRUCTURE AND ACCESSORIES
FIELD HOUSE MARKETING PROJECT
CONCRETE TESTING FOR EXPANSION PROJECT
CONCRETE TESTING
HR PARK TABLES, RACKS, BENCHES, GRILLS, ETC
50% DEP PR CAMERAS
REC STORED MATERIALS DOWNPAYMENT
PROMO ITEMS FOR FIELD HOUSE
TV REFUND

PYMT #4
46203
147787
10422
252603688
252604580
SO-00318885
8533
17248
6/26 001
6/26 001

6/5/2026 $
6/30/2026 $
6/22/2026 $
6/1/2026 $
5/22/2026 $
6/17/2026 $
5/8/2026 $
6/11/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$

510,075.54
851,631.36
500,672.56
2,650.00
7,249.25
3,275.00
92,854.30
3,025.17
24,000.00
833.42
(1,977.99)
1,964,363.61

BOARD ROOM RENOVATION

PTIN0055553

6/9/2026 $
$
$

4,502.50
4,502.50
2,133,550.29

FEDERAL POLICE ESCROW FUND
POLICE DEPARTMENT
008-110-5-480-00 SUPPLIES

Page 15

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
TOTAL POLICE DEPARTMENT:
TOTAL FEDERAL POLICE ESCROW FUND:

CHEVYS
K9 FOOD FOR GOOSE
CHEVYS
FOOD FOR K9 COPPO
RAY ALLEN MANUFACTURIN K9 BITE SLEEVE AND TRAINING BOXES

LIBRARY FUND
LIBRARY
009-170-5-302-00 PUBLIC RELATIONS
ASSOCIATED BANK
M.O.W. PRINTING INC.
009-170-5-306-00 TELEPHONE UTILITY
ASSOCIATED BANK
CLEARWAVE COMMUNICATIONS
009-170-5-320-00 TECH & OUTSIDE SVCS
ILLINOIS HEARTLAND LIBRARY SYS
LAZERWARE INC
009-170-5-426-00 SUBSCRIPTIONS-BOOKS
ASSOCIATED BANK
BELLEVILLE NEWS DEMOCRAT
CENTER POINT INC
GALE
GALE
GALE
GALE
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

6/26 008
6/26 008
6/26 008

6/26/2026 $
6/26/2026 $
6/26/2026 $
$
$

93.98
89.28
393.13
576.39
576.39

PROGRAM SUPPLIES
LIBRARY WELCOME PACKAGE

46191
95020

6/18/2026 $
6/18/2026 $

32.96
491.25

HOTSPOTS
FIBER OPTIC LINE

46191
10029297671

6/18/2026 $
6/1/2026 $

256.80
115.18

DOMAIN NAME
IT CONTRACT

2026-1281
9011312

6/25/2026 $
6/2/2026 $

39.98
939.11

STREAMING SERVICES
NEWSPAPER
LARGE PRINT
LARGE PRINT BOOKS
LARGE PRINT BOOKS
LARGE PRINT BOOKS
LARGE PRINT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
JUVENILE BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS

46191
46199
2250410
9.99103E+11
9.99103E+11
9.99103E+11
9.99103E+11
97356847
97313688
97356847
97313688
97313688
97313688
97313688
97313688
97356847
97528845
97514500
97313688
97514500
97356847
97313688
97313688

6/18/2026 $
6/26/2026 $
6/1/2026 $
6/27/2026 $
6/27/2026 $
6/27/2026 $
6/27/2026 $
6/17/2026 $
6/16/2026 $
6/17/2026 $
6/16/2026 $
6/16/2026 $
6/16/2026 $
6/16/2026 $
6/16/2026 $
6/17/2026 $
6/26/2026 $
6/26/2026 $
6/16/2026 $
6/26/2026 $
6/17/2026 $
6/16/2026 $
6/16/2026 $

222.52
1,110.54
152.22
52.50
83.25
59.25
90.00
139.45
296.87
42.90
234.68
123.26
70.80
33.29
270.20
88.32
765.94
40.85
175.42
36.33
49.20
116.11
251.25

DESCRIPTION

Page 16

RETURN TO AGENDA
JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
MIDWEST TAPE LLC
ST LOUIS POST-DISPATCH
009-170-5-450-00 MAINTENANCE TO EQUIP
SUMMERONE
009-170-5-480-00 SUPPLIES
DEMCO INC
DEMCO INC
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
INGRAM
TOTAL LIBRARY:
TOTAL LIBRARY FUND:
TIF #2 - SHOPPES @ ST CLAIR
LAND USE & DEVELOPMENT
012-160-5-503-00 SURVEY / ENGINEERING - CAPITAL
THOUVENOT WADE & MOERCHEN
TOTAL LAND USE & DEVELOPMENT:
TOTAL TIF #2 - SHOPPES @ ST CLAIR:

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
JUVENILE BOOKS
ADULT BOOKS
ADULT BOOKS
ADULT BOOKS
DVD'S
NEWSPAPER

97356847
97514500
97313688
97528845
97356847
97356847
97356847
509058248
46191

6/17/2026 $
6/26/2026 $
6/16/2026 $
6/26/2026 $
6/17/2026 $
6/17/2026 $
6/17/2026 $
6/26/2026 $
6/18/2026 $

143.38
180.03
38.02
53.10
33.60
18.82
45.16
25.49
1,166.99

COPIER CONTRACT

4648233

6/29/2026 $

168.46

PROCESSING
PROCESSING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING
PROCCESING

7819565
7822928
97313689
97313689
97539604
97539604
97539604
97313689
97539604
97313689
97539604
97313689
97313689
97313689
97539604
97539604
97313689

6/12/2026 $
6/25/2026 $
6/16/2026 $
6/16/2026 $
6/28/2026 $
6/28/2026 $
6/28/2026 $
6/16/2026 $
6/28/2026 $
6/16/2026 $
6/28/2026 $
6/16/2026 $
6/16/2026 $
6/16/2026 $
6/28/2026 $
6/28/2026 $
6/16/2026 $
$
$

186.82
127.66
9.60
1.20
2.40
1.20
3.60
8.40
12.00
7.20
1.20
7.20
15.60
4.80
36.00
8.40
14.40
8,701.16
8,701.16

SHOPPES AT ST CLAIR - CONSULTING SERVICES

98381

5/27/2026 $
$
$

5,065.25
5,065.25
5,065.25

TIF #3 - LINCOLN TRAIL
LAND USE & DEVELOPMENT

Page 17

RETURN TO AGENDA
JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

013-160-5-503-00 SURVEY / ENGINEERING - CAPITAL
CONFLUENCE INC
THOUVENOT WADE & MOERCHEN
TOTAL LAND USE & DEVELOPMENT:
TOTAL TIF #3 - LINCOLN TRAIL:

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

LINCOLN TRAIL STREETSCAPE CONCEPTS
CONSULTING SERVICES

34855
98147

6/11/2026 $
5/22/2026 $
$
$

1,363.20
3,624.50
4,987.70
4,987.70

46174
46174

6/1/2026 $
6/1/2026 $

29.70
1,246.86

6/26 017
6/26 017
6/26 017
6/26 017

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

66.78
71.78
168.00
210.00

6627016015

5/26/2026 $

3,852.82

401011000.2

6/1/2026 $

496.00

4016584300
4016584200
4016584100

6/1/2026 $
6/1/2026 $
6/1/2026 $

147.54
25.00
1,253.73

46203
10420
10421
6/26 017
6/26 017

6/30/2026 $
5/1/2026 $
6/1/2026 $
6/26/2026 $
6/26/2026 $

11.15
8,000.00
8,000.00
200.00
65.60

6/26 017

6/26/2026 $

817.64

5340193804
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017

6/5/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$

27.11
75.82
143.64
38.08
354.28
29.85
25,331.38

RECREATION CENTER
017-200-5-112-00 HEALTH & LIFE INSURANCE
GUARDIAN LIFE INSURANCE CO
REC - COMPLEX - JUNE
UNITED HEALTHCARE INS CO
REC COMPLEX - JUNE
017-200-5-204-00 EDUCATIONAL EXPENSE
PROVIDENCE BANK
JOES PASTA AND PIZZA
LUNCH FOR EMPLOYEE TRAINING
PROVIDENCE BANK
JOES PASTA AND PIZZA
LUNCH FOR CPR TRAINING CLASS
PROVIDENCE BANK
RED CROSS
CPR CLASS
PROVIDENCE BANK
RED CROSS
CPR TRAINING
017-200-5-305-00 ELECTRIC UTILITY
AMEREN ILLINOIS
ACCT6015 THE REC 4/20-5/19,2026
017-200-5-307-00 SEWER UTILITY
CASEYVILLE TOWNSHIP SEWER
REC SEWER 5/1-6/1, 2026
017-200-5-308-00 WATER UTLITY
CASEYVILLE WATER DEPT
WATER #65843 4/12/26-5/12/26
CASEYVILLE WATER DEPT
WATER #65842 4/12/26-5/12/26
CASEYVILLE WATER DEPT
WATER #65841 4/12/26-5/12/26
017-200-5-320-00 TECH & OUTSIDE SVCS
ASCAP
ANNAUAL BALANCE
THE FOURCE GROUP
NV 10420 JUNE MARKETING
THE FOURCE GROUP
INV 10421 JUNE MARKETING SERVICES
PROVIDENCE BANK
IN V1 PORTABLE SANITA
PORT A POTTY FOR REC TRACK
PROVIDENCE BANK
SOUNDTRACK YOUR BRAND MUSIC STREAMING SERVICE
017-200-5-425-00 UNIFORM PURCHASE
PROVIDENCE BANK
ALL PRO TEES
STAFF NAVY POLO SHIRTS
017-200-5-480-00 SUPPLIES
CINTAS FIRST AID & SAFETY
480A 5340193804 FIRST AID SUPPLIES
PROVIDENCE BANK
COSTCO
GIANT KERPLUNK FOR LOBBY AND EVENTS
PROVIDENCE BANK
SP US LOCK SUPPLY
KEYS FOR FACILITY
PROVIDENCE BANK
WALMART
CREAMER FOR COFFEE BAR
PROVIDENCE BANK
WALMART
WALMART POOL TOYS FOR PARTIES
PROVIDENCE BANK
WALMART
POOL TOYS FOR PARTIES
TOTAL :

Page 18

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

017-210-5-112-00 HEALTH & LIFE INSURANCE
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
017-210-5-320-00 TECH & OUTSIDE SVCS
THE FOURCE GROUP
PROVIDENCE BANK
SAM'S
017-210-5-480-00 MEMBERSHIP - SUPPLIES
PROVIDENCE BANK
GFS MARKETPLACE
PROVIDENCE BANK
WEBSTAURANT STORE
PROVIDENCE BANK
WALMART
PROVIDENCE BANK
WALMART
PROVIDENCE BANK
WALMART
TOTAL :
017-220-5-112-00 HEALTH & LIFE INSURANCE
GUARDIAN LIFE INSURANCE CO
UNITED HEALTHCARE INS CO
017-220-5-320-00 TECH & OUTSIDE SVCS
BUG OUT
JEN MECHANICAL INC
TECH ELECTRONICS
TECH ELECTRONICS
TECH ELECTRONICS
TECH ELECTRONICS
017-220-5-480-00 SUPPLIES
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
AMAZON
PROVIDENCE BANK
DUTCH HOLLOW SUPPLY
PROVIDENCE BANK
DUTCH HOLLOW SUPPLY
PROVIDENCE BANK
DUTCH HOLLOW SUPPLY
TOTAL :
017-230-5-204-00 EDUCATIONAL EXPENSE
PROVIDENCE BANK
PROVIDENCE BANK
017-230-5-320-00 TECH & OUTSIDE SVCS
BRIDGES, KATRINA
BUCHANAN JASMINE LATRICE

LES MILLS UNITED STATE
NETGYM

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

REC -MEMBERSHIP - JUNE
REC - MEMBERSHIP - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

59.94
4,847.71

320C BUSINESS CARD PRINTING
ANNUAL SAM'S CLUB MEMBERSHIP

10493
6/26 017

6/9/2026 $
6/26/2026 $

390.00
120.00

CANDY FOR GRIZZLIES EVENT
SUPPLIES FOR PARTIES
SODA FOR BDAY PARTIES
SODA FOR BIRTHDAY PARTIES
SODA FOR BDAY PARTIES

6/26 017
6/26 017
6/26 017
6/26 017
6/26 017

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$

23.98
792.38
10.00
20.00
15.84
6,279.85

REC - OPERATIONS - JUNE
REC OPERATIONS - JUNE

46174
46174

6/1/2026 $
6/1/2026 $

30.24
3,600.85

PEST CONTROL FOR REC
BOILDER REPAIR
REMOTE SERVICE FOR DOOR LOCK SYSTEM
FIRE ALARM MONITORING
ANNUAL FIRE ALARM INSPECTION
CENTRAL SECURITY ALARM MONITORING

702392C
1800-FHRC-07
188003
192421
193521
192455

6/30/2026 $
5/29/2026 $
5/29/2026 $
6/23/2026 $
6/29/2026 $
6/23/2026 $

188.64
863.00
223.00
900.00
760.00
420.00

LG MICROFIBER MOP HEADS 6 PACK
SLOAN TOUCHFREE FAUCET
REPLACEMENT TUB TILE SCRUBBER BRUSH HEAD
BLACK NITRILE GLOVES
AIR WICK AUTOMATIC AIR FRESHENER REFILLS
CAN LINERS FOAM CLEANER BATH TISSUE PAPER TOWELS
DETERGENT SHOWER SOAP PAPER TOWELS
VACUUM FILTER BAGS

6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$

53.99
687.50
29.90
138.98
29.95
1,025.86
929.05
111.61
9,992.57

INSTRUCTOR MEDIA
PRO VERSION MONTHLY SUBSCRIPTION

6/26 017
6/26 017

6/26/2026 $
6/26/2026 $

599.00
89.00

320C FIT INST 5/1-5/31, 2026
320C FIT INST 4/7, 5/26, 5/28 2026

46190
46178

6/17/2026 $
6/5/2026 $

250.00
75.00

Page 19

RETURN TO AGENDA

JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME
COX, SARA
CUMMINS, AVEGAIL
ECO FIT EQUIPMENT LLC
ECO FIT EQUIPMENT LLC
EVERLASTING, BRANICIA
EVERLASTING, BRANICIA
FISHBEIN, EMILY JEAN
FISHBEIN, EMILY JEAN
GILBERT, JUDITH A
GILBERT, JUDITH A
HAYES, LISA CATHERINE
HUGHES, JESSICA
HUGHES, JESSICA
KORTE, CASSIE U
LUTTRELL-ANDREWS, SABRINA RJ
LUTTRELL-ANDREWS, SABRINA RJ
LUTTRELL-ANDREWS, SABRINA RJ
MARCHWINSKI, ERIKA
MEEKER, GWEN
MUSSULMAN, DONNA D
QUIROS, MICHAEL JOSEPH
QUIROS, MICHAEL JOSEPH
RENNER, AUTUMN LEE
ROBINSON SAMERRIA M
SIMMONS, VICTORIA JUNE
SIMMONS, VICTORIA JUNE
TREE, HEIDI
WORKOUTWITHYO
WORKOUTWITHYO
017-230-5-480-00 SUPPLIES
PROVIDENCE BANK
TOTAL :
017-240-5-320-00 TECH & OUTSIDE SVCS
PROVIDENCE BANK
TOTAL :
017-250-5-480-00 SUPPLIES
CAPRI POOLS LLC
CAPRI POOLS LLC
PROVIDENCE BANK

MERCHANT
NAME

DESCRIPTION

INVOICE
NUMBER

INVOICE
DATE

INVOICE
AMOUNT

320C FIT INST 5/1-5/31, 2026
320C FIT INST 5/1-5/31, 2026
320A INV 22662FIT EQUIPMENT REPAIRS
320A #22492 FITNESS EQUIP REPAIR
320C FIT INSTR 5/16-5/31, 2026
320C FIT INST 6/1-6/15, 2026
320C FIT INST 5/18 & 5/24, 2026
320C FIT INST 6/1-6/15, 2026
320C FIT INST 5/16-5/31, 2026
320C FIT INST 6/1-6/15, 2026
320C FIT INST 5/1-5/31, 2026
320C FIT INST 5/27/2026
320C FIT INST 6/1-6/15, 2026
320C FIT INST 5/27-6/15, 2026
320C FIT INST 6/1-6/15, 2026
320B PERS TRNR 6/1-6/15, 2026
320C FIT INST 5/16-5/31, 2026
320C FIT INST 5/13 & 5/20 2026
320C FIT INST 5/1-6/15, 2026
320C FIT INST 5/26/26
320B PERS TRNR 5/16-5/31, 2026
320B PERS TRNR 6/1-6/15, 2026
320C FIT INST 5/15-5/31, 2026
320C FIT INST 2/10, 4/15, 5/12, 5/19, 2026
320C FIT INST 5/16-5/31, 2026
320C FIT INST 6/1-6/15, 2026
320B PERS TRNR 4/1-5/31, 2026
320B PERS TRNR 5/16-5/31, 2026
320C PERS TRNR 6/1-6/15, 2026

46178
46178
22662
22492
46178
46190
46178
46190
46178
46189
46178
46178
46190
46190
46190
46189
46178
46178
46190
46178
46178
46189
46190
46178
46178
46190
46178
46178
46190

6/5/2026 $
6/5/2026 $
6/15/2026 $
5/28/2026 $
6/5/2026 $
6/17/2026 $
6/5/2026 $
6/17/2026 $
6/5/2026 $
6/16/2026 $
6/5/2026 $
6/5/2026 $
6/17/2026 $
6/17/2026 $
6/17/2026 $
6/16/2026 $
6/5/2026 $
6/5/2026 $
6/17/2026 $
6/5/2026 $
6/5/2026 $
6/16/2026 $
6/17/2026 $
6/5/2026 $
6/5/2026 $
6/17/2026 $
6/5/2026 $
6/5/2026 $
6/17/2026 $

120.00
366.00
1,525.00
488.61
44.00
88.00
54.00
108.00
75.00
105.00
138.00
25.00
50.00
154.00
110.00
56.00
66.00
44.00
270.00
18.00
267.00
392.75
54.00
80.00
75.00
100.00
180.00
75.00
75.00

WWW.FLEXMVT.COM

PILATES FLEX BANDS

6/26 017

6/26/2026 $
$

279.60
6,495.96

PAYFLOW

PAYMENT SERVICES

6/26 017

6/26/2026 $
$

30.00
30.00

AMAZON

POOL FILTER FOR DEFENDER
POOL CHEMS MURIATIC ACID SODIUM BICARBONATE
SILCOCK KEY SET FOR POOL AREA

7158
7129
6/26 017

5/31/2026 $
5/31/2026 $
6/26/2026 $

292.00
1,492.50
21.33

Page 20

RETURN TO AGENDA
JUNE PAYEMENT APPROVAL REPORT
6/1/2026 - 6/30/2026
VENDOR
NAME

MERCHANT
NAME

INVOICE
NUMBER

DESCRIPTION

TOTAL :
017-260-5-320-00 TECH & OUTSIDE SVCS
TWO G CERAMICS
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
017-260-5-425-00 UNIFORM PURCHASE
PROVIDENCE BANK
017-260-5-480-00 SUPPLIES
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
PROVIDENCE BANK
TOTAL :
TOTAL RECREATION CENTER:

INVOICE
DATE

INVOICE
AMOUNT
$

1,805.83

JOES PASTA AND PIZZA
VANDAILIA BUS LINES
VANDAILIA BUS LINES
VANDAILIA BUS LINES
VANDAILIA BUS LINES
VANDAILIA BUS LINES

CERAMIC COOKIE JAR CLASS
PIZZAS FOR PUZZLE NIGHT
BUS TRANSPORTATION FOR SENIOR TRIP
BUS TRANSPORTATION FOR SENIOR TRIP
BUS FEE FOR SENIOR TRIP
BUS TRANSPORTATION FOR SENIOR TRIP
BUS TRANSPORTATION FOR SENIOR TRIP

512489
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $

320.00
105.21
271.03
202.37
402.68
753.11
298.60

ALL PRO TEES

NAVY POLOS FOR STAFF SHIRTS

6/26 017

6/26/2026 $

1,121.04

AMAZON
AMAZON
COSTCO
DICKS SPORTING GOODS
GFS MARKETPLACE
GFS MARKETPLACE
GRANTS FARM
HIGHWAY 61 ROADHOUSE
HOBBY-LOBBY
METRO GLASS
OTC BRANDS
SAM'S

PUZZLES FOR PUZZLE NIGHT
SAND AND BOTTLES FOR CAMP CRAFT
SUPERSIZED KERPLUNK GAME FOR CAMP
PRO VERSION MONTHLY SUBSCRIPTION
TORTILLAS CHEESE LETTUCE ICE CREAM FOR SENIOR LUNCHEON
TACO MEAT FOR SENIOR LUNCHEON
GRANTS FARM SENIOR TRIP
FIELD TRIP LUNCH
DAY CAMP JEWELRY MAKING SUPPLIES FOR CRAFTS
PARK KEYS FOR CAMP COUNSELORS
CRAFTS FOR DAY CAMP
SNACKS FOR VENDORS AT SENIOR HEALTH FAIR

6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017
6/26 017

6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
6/26/2026 $
$
$

64.00
50.52
75.82
100.00
189.56
37.98
49.37
88.37
22.11
78.01
102.16
115.47
4,447.41
54,383.00

RETIREMENT CONT - JUNE

46174

6/1/2026 $
$

10,571.02
10,571.02

OPEB FUND
OPEB CONTRIBUTIONS
030-000-4-601-00 INSURANCE CONT - EMPLOYEE/RET
UNITED HEALTHCARE INS CO
TOTAL OPEB CONTRIBUTIONS:

TOTAL OPEB FUND:

$

10,571.02

GRAND TOTALS:

$

3,000,981.93

JUNE ACOUNTS PAYABLE
JUNE PAYROLL

$3,000,981.93
$1,120,668.05

GRAND TOTAL

$4,121,649.98

Page 21