(70 ILCS 3605/28)
(from Ch. 111 2/3, par. 328)
The Board shall classify all the offices, positions and grades of
regular and exempt employment required, excepting that of the Chairman of
the Executive Director, Secretary, Treasurer, General Counsel, and Chief
Engineer, with reference to the duties, job title, job schedule number, and the
therefor, and adopt rules governing appointments to any of such offices or
positions on the basis of merit and efficiency.
The job title shall be generally descriptive of the duties performed in that
job, and the job schedule number shall be used to identify a job title and to
further classify positions within a job title.
No discrimination shall be
made in any appointment or promotion to any office, position, or grade of
regular employment because of race, creed, color, sex,
national origin, physical or mental disability unrelated to ability, or
political or religious affiliations. No officer or employee in regular
employment shall be
discharged or demoted except for cause which is detrimental to the service.
Any officer or employee in regular employment who is discharged or demoted
may file a complaint
in writing with the Board within ten days after notice of his or her discharge
or demotion. If an employee is a member of a labor organization the complaint
may be filed by such organization for and in behalf of such employee. The
Board shall grant a hearing on such complaint within thirty (30) days after
it is filed. The time and place of the hearing shall be fixed by the Board
and due notice thereof given to the complainant, the labor organization by
or through which the complaint was filed and the Executive Director. The
hearing shall be conducted by the Board, or any member thereof or any
officers' committee or employees' committee appointed by the Board. The
complainant may be represented by counsel. If the Board finds, or approves
a finding of the member or committee appointed by the Board, that the
complainant has been unjustly discharged or demoted, he or she shall be
restored to his or her office or position with back pay. The decision of
the Board shall be final and not subject to review.
The Board may designate such offices, positions, and grades of employment as
exempt as it deems necessary for the efficient operation of the business of
the Authority. The total number of employees occupying exempt offices,
positions, or grades of employment may not exceed 3% of the total employment of
Authority. All exempt offices, positions, and grades of employment shall be at
will. No discrimination shall be made in any appointment or promotion
to any office, position, or grade of exempt employment because of race, creed,
color, sex, national origin, physical or mental disability unrelated to
ability, or religious or political affiliation.
The Board may abolish any vacant or occupied office or position.
Additionally, the Board may reduce the force of employees
for lack of work or lack of funds as determined by the Board.
When the number of positions or employees holding positions of regular
employment within a particular
job title and job schedule number are reduced, those employees with the least
company seniority in that job title and job schedule number shall be first
released from regular employment service. For a period of one year, an
employee released from
service shall be eligible for reinstatement to the job title and job schedule
number from which he or she was released, in order of company seniority, if
additional force of employees is required. "Company seniority" as used in this
Section means the overall employment service credited to an employee by the
Authority since the employee's most recent date of hire irrespective of job
titles held. If 2 or more employees have the same company seniority date, time
in the affected job title and job schedule
number shall be used to break the company seniority tie. For purposes of this
Section, company seniority shall be considered a working condition. When
employees are represented by a labor organization that has a labor agreement
with the Authority, the wages, hours, and working conditions (including, but
not limited to, seniority rights) shall be governed by the terms of
Exempt employment shall not include any employees who are represented by a
labor organization that has a labor agreement with the Authority.
No employee, officer, or agent of the Chicago Transit Board may receive a bonus that exceeds 10% of his or her annual salary unless that bonus has been reviewed for a period of 14 days by the Regional Transportation Authority Board. After 14 days, the bonus shall be considered reviewed. This Section does not apply to usual and customary salary adjustments.
(Source: P.A. 98-1027, eff. 1-1-15; 99-143, eff. 7-27-15.)