===== PDF PAGE 1 ===== AGENDA Committee of the Whole Meeting of the West Chicago Board of Park Commissioners in the Park District ARC Center Meeting Room 201 W National Street, West Chicago, IL 60185. Monday, November 2, 2026 6:00 p.m. Any individual with a disability requiring a reasonable accommodation to participate in this meeting should contact Gina Radun within a reasonable time at the West Chicago Park District Administrative offices, 201 W National Street, West Chicago, IL 60185, or call (630) 231-9474 ext. 103, Monday through Friday 8:30am to 5:00pm. Requests for a qualified interpreter require a five working day notice. I. Call to Order and Roll Call II. Pledge of Allegiance III. Public Comment Visitors are welcome to address the Board of Park Commissioners. You are asked to sign in and wait to be recognized by the Board President. When recognized, please state your name, address, and the item you wish to discuss. It is requested that one spokesperson for a group be appointed to present the views of the entire group. There will be a 3-minute time limit per speaker. The Board will listen and take comments but typically not engage in dialog or provide immediate answers during public comment. If necessary, a response from a Park District staff member or Board member will be provided within 48 hours. IV. President’s Comments V. Approve Meeting Agenda VI. Finance Department & Human Resources • Presentation: Proposed 2026 Levy, Finance & Human Resources reports • Policy updates o Section3 ▪ FTEM 3.5 Bereavement Leave ▪ FTEM 3.6 Jury Duty o Section 4 ▪ FTEM 4.4 Deferred Compensation Plan ▪ FTEM 4.5 Social Security & Medicare ▪ FTEM 4.6 Unemployment Compensation VII. Misc. VIII. Adjourn Open Meeting ===== PDF PAGE 2 ===== Section 3: Time Off Benefits West Chicago Park District Employee Policy Manual 3.5–1 Section 3: Time Off Benefits WEST CHICAGO PARK DISTRICT Section 3: Time Off Benefits 3.5 Bereavement Leave Introduction…...…………………………………..1 Definition of Family Member……………………..2 Introduction The West Chicago Park District recognizes that the death of a family member or loved one is a difficult and challenging time for employees. Bereavement leave is provided to eligible employees to allow them reasonable time away from work to attend funeral or memorial services, make necessary arrangements, grieve, and attend to matters associated with the loss of a loved one. All full-time and Classification I and II part-time employees are allowed up to three (3) working days with pay per calendar year to attend the funeral of a family member, or up to five (5) days if travel of more than three hundred (300) miles one way is necessary, with the approval of the employee’s immediate supervisor or department head. In turn, the employee’s immediate supervisor or department head should notify Human Resources of the reason and length of the employee’s absence. Pay is based on the number of hours that the employee was regularly scheduled to work on those days. These days are to be taken consecutively within a reasonable time of the day of the death or day of the funeral, and may not be split or postponed. Definition of Family Member For purposes of this policy, "family member" is defined as the employee's spouse, civil union partner, child, stepchild, foster child, parent, grandparent, sibling, grandchild, parent-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, or relative living in the same household as the employee at the time of death. 2 ===== PDF PAGE 3 ===== Section 3: Time Off Benefits 3.5–2 West Chicago Park District Employee Policy Manual Section 3: Time Off Benefits Leave will be granted with pay for funerals of other relatives, but shall be limited to one day. The use of personal days or other accumulated leave may be used in order to allow employees to travel to funerals or attend to other funeral arrangements. Upon returning to work, the employee must record their absence as a Bereavement Leave on their attendance record. Proof of death and relationship to the deceased may be required. All employees eligible for leave under the federal Family and Medical Leave Act of 1993 (the “FMLA”) shall be eligible for bereavement leave in accordance with the Illinois Child Bereavement Leave Act (the “Act”) which provides up to a maximum of two (2) weeks ten (10 work days) of unpaid bereavement leave to: one (1) attend the funeral or alternative to a funeral of a child; two (2) make arrangements necessitated by the death of the child; or three (3) greive the death of a child. The Act defines “child” as an employee’s son or daughter who is a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis. Eligible employees may elect to substitute accrued and unused paid leave for unpaid leave for bereavement leave under the Act. 3 ===== PDF PAGE 4 =====  3.6–1 West Chicago Park District Employee Policy Manual Section 3: Time Off Benefits Section 3: Time Off Benefits WEST CHICAGO PARK DISTRICT Section 3: Time Off Benefits 1 3.6 Jury Duty Introduction…………..………………………….1 Full-Time Jury Duty .................................. 1 Introduction The West Chicago Park District recognizes jury service as an important civic responsibility and encourages all employees to fulfill their obligations when called to serve. The District supports employees who are selected for jury duty by providing eligible employees with time away from work to fulfill their legal obligation without adversely affecting their employment status. This policy establishes the District's procedures for jury duty leave, including eligibility, compensation, notification, documentation, and return-to-work requirements. Employees are expected to provide timely notice to their supervisor and cooperate with the District's requirements for documenting their jury service. Full-Time Jury Duty Full-time employees selected for jury duty will be granted time off, with full pay, for the duration of their jury service. All other employees will receive jury duty leave without pay from the Park District. All employees must provide written notice, supported with appropriate documentation of jury duty (e.g., the jury duty summons), to their immediate supervisor as promptly as possible, before reporting for jury duty. During jury duty, and as promptly as possible, employees must inform their immediate supervisor as to the expected duration of the jury duty. Following jury duty, all employees must provide the Park District with 4 ===== PDF PAGE 5 =====  3.6–1 West Chicago Park District Employee Policy Manual Section 3: Time Off Benefits Section 3: Time Off Benefits appropriate documentation evidencing the length of their jury duty. Jury compensation may be kept by the employee to offset the incidental costs associated with serving on a jury. 5 ===== PDF PAGE 6 ===== Section 4: Employee Benefits West Chicago Park District Employee Policy Manual 4.4–1 Section 4: Employee Benefits WEST CHICAGO PARK DISTRICT Section 4: Employee Benefits 4.4 Deferred Compensation Plan Introduction………………………………….1 Compensation Plan..…………..………...…1 Introduction The West Chicago West Chicago Park District recognizes the importance of helping employees prepare for their long-erm financial security and retirement. To support employees in their retirement planning goals, the District offers a voluntary deferred compensation plan under Section 457 (b) of the Internal Revenue Code. Compensation Plan The West Chicago Park District has established a voluntary deferred compensation plan Section (457) (b) in accordance with state and federal guidelines in order to aid employees with their long-term financial planning. This plan allows employees to put money aside for retirement on a tax-deferred basis through payroll deductions. The Park District offers the plan as a voluntary service; employees should consider their financial needs to determine if the plan is in their best interest. Please contact the Human Resources for details on the plan. 6 ===== PDF PAGE 7 ===== Section 4: Employee Benefits West Chicago Park District Employee Policy Manual 4.5–1 Section 4: Employee Benefits WEST CHICAGO PARK DISTRICT Section 4: Employee Benefits 4.5 Social Security & Medicare Introduction………………………………….1 Social Security……………….….....………...…1 Introduction The West Chicago West Chicago Park District participates in the federal Social Security program as required by applicable law. Social Security provides benefits that may include retirement, disability, and survivor benefits to eligible individuals and their families. Social Security As required by law, a fixed percentage of an employee’s covered earnings is deducted from each paycheck and remitted to the Social Security Administration. Tthe Park District also contributes the required employer portion to the Social Security Administration to help fund Social Security benefit programs. Employees are encouraged to periodically review their Social Security earnings records and benefits information to ensure that their personal information and reported earnings are accurate. Information regarding individual benefits, eligibility requiremenstsing, earnings history, and account status is available through the Social Security Administration. 7 ===== PDF PAGE 8 ===== Section 4: Employee Benefits West Chicago Park District Employee Policy Manual 4.6–1 Section 4: Employee Benefits WEST CHICAGO PARK DISTRICT Section 4: Employee Benefits 4.6 Unemployment Compensation Introduction………………………………….1 IDES………….……………….….....………...…1 Introduction The West Chicago West Chicago Park District provides Unemployment Compensation coverage to eligible employees in accordance with applicable Illinois law. This coverage is provided at no cost to employees and is intended to provide temporary financial assistance to eligible individuals who become unemployed through circumstances covered by the state’s unemployment insurance program. The West Chicago Park District providesd Unemployment Compensation coverage to eligible employees in accordance with applicable Illinois law. This coverage is provided at no cost to employees and is intended to provide temporary financial assistance to eligible individuals who become unemployed through circumstances covered by the state’s , unemployment insurance program IDES Eligibility for unemployment benefits is determined by Illinois Department of Employment Security (IDES) based on applicable state law and the individual’s circumstances, including the reason for separation for employment, wages earned, and other eligibility requirements. Employees who become unemployed may apply for unemployment benefits through Illinois Department of Employment Security (IDES). Employees are encouraged to contact IDES directly for current information regarding eligibility requirements, benefits amounts, filing procedures, and other unemployment insurance matters. 8 ===== PDF PAGE 9 ===== Section 4: Employee Benefits 4.6–2  West Chicago Park District Employee Policy Manual Section 4: Employee Benefits The West Chicago Park District does not determine an employee’s eligibility for unemployment benefits or the amount or duration of benefits. These determinations are made by the appropriate state agency in accordance with applicable Illinois law. 9