Personnel Committee Meeting — Agenda Packet

May 4, 2026 Personnel Committee Agenda 1 City of Lake Geneva, 626 Geneva St, Lake Geneva, WI 53147-262.248.3673-www.cityoflakgeneva.gov Personnel Committee Agenda Monday, May 4, 2026 - 4:30 PM Lake Geneva City Hall; Council Chambers Members: Chair: Janelle Powers Sherri Ames, Mary Jo Fesenmaier, Joel Hoiland and Cindy Yager 1. Call to Order 2. Roll Call 3. Approval of the minutes from January 5, 2026 4. Discussion/Action involving City of Lake Geneva Government Manual Policy 101, Section 101.10 grievances referred to and under authority of the Personnel Committee, specifically grievances: a. 26-01 (Hoiland) b. 26-02 (Ames) c. 26-03 (Yager) d. 26-04 (Krause) 5. Comments from the public limited to 5 minutes, limited to items on this agenda 6. Adjournment A quorum of the Council may be present; however, no official Council action will be taken. Requests from persons with disabilities who need assistance to participate in this meeting should be made to the City Clerk’s office in advance so that the appropriate accommodations can be made. Page 1 of 77 January 5, 2026 Personnel Committee Minutes 1 City Of Lake Geneva Personnel Committee Minutes Monday, January 5, 2026 - 4:00 PM Lake Geneva City Hall; Council Chambers Call to Order by Chairperson Hoiland at 4:00 pm. Roll Call Present: Joel Hoiland, JaNelle Powers (via zoom), Mary Jo Fesenmaier, Brian Smith and Cynthia Yager. Absent: None. Others present: City Administrator Dave De Angelis, City Clerk Lacey L. Reynolds, Finance Director Laura Pisarcik, City Attorney Dan Draper, Alderperson Sherri Ames and other interested persons. Comments from the public limited to 5 minutes, limited to items on this agenda Alderperson Sherri Ames spoke about items 8 and 9. Approval of the minutes from December 1, 2025 Motion by Yager to approve, second by Smith. Voice vote, approved, motion carried. City Administrator's Report Administrator De Angelis reported the City received 7 Short Term Rental/Code Enforcement applications and about 30 applications for the Assistant City Administrator position. De Angelis also reviewed the selection process and timeline. Discussion/Recommendation regarding Interim Performance Review Policy Framework and Form Chairperson Hoiland reviewed changes submitted by Alder Frame. Discussion took place regarding merit pay rating. Motion by Fesenmaier to amend and remove compensation adjustment based on rating under Part 5 employment implications from the form, second by Yager. Voice vote, approved, motion carried. Discussion continued regarding the form, wording of interim and annual, and how often reviews will be done. Other changes discussed and accepted by consensus were the removal of the word annual in the title, adding rationale and comment boxes for Part 5, adding the word plan to all areas with the word strategic and to carry over any changes into the Department Head form that are the same. One other change to the department head form is adding the word innovation to Part 2 item 4 in the grid. Motion by Yager to approve and send to Council with changes made today, second by Smith. Voice vote, approved, motion carried. Discussion/Recommendation regarding a Training & Development Policy Framework & Plan De Angelis reviewed the policy and noted it needs to be reviewed and reworked. Motion by Fesenmaier to refer back to staff and bring back in March, second by Yager. Voice vote, approved, motion carried. De Angelis informed the committee there are fees for some training sessions and the info may not be ready by March. Discussion/Recommendation regarding a City Services Pricing & Fee Equity Policy Framework and Fee Equity & Cost-of-Service Gap Analysis Chairperson Hoiland explained the policy he drafted. Discussion took place. Motion by Fesenmaier to refer to the City Administrator for revision, second by Smith. Voice vote, approved, motion carried. Discussion regarding Memo: Duties, Responsibilities, and Ethical Standards for Elected Officials Chairperson Hoiland explained his memo is a draft from the review of the municipal policy manual, and he is interested in referring to the City Attorney. This item was referred to the City Attorney for review. Adjournment Motion by Yager to adjourn, second by Smith. Voice vote, approved, motion carried. Adjourned at 5:09 pm. Lacey L. Reynolds City Clerk Page 2 of 77 Standards of Conduct for Elected Officials 101.1 PURPOSE AND SCOPE This policy establishes standards of conduct expected of all elected officials. The standards contained in this policy are not intended to be an exhaustive list of requirements and prohibitions, but they do identify many of the important matters concerning conduct. 101.1.1 DEFINITIONS Definitions related to this policy include: Conflict of interest - Any actual, perceived, or potential conflict in which it reasonably appears that an elected official’s action, inaction, or decisions are or may be influenced by a personal or business relationship. It includes conflicts defined and prohibited by state law. 101.2 POLICY Elected officials of the City are expected to conduct themselves with the utmost professional integrity and objectivity. The service of every elected official of the City shall be based on conduct that reasonably conforms to the guidelines in this policy. All newly elected and returning City officials are provided with an orientation packet which includes information generated by the League of Wisconsin Municipalities as well as a Council Member Orientation publication created and distributed by the Lake Geneva City Clerk's Office. These materials are provided to assist elected officials in carrying out their responsibilities in a professional, efficient and legal manner. To further ensure the conduct of the elected officials are in line with City, State, and Federal law, the attached policies will serve to preserve and protect the appropriate relationship between the City's elected officials and City staff. Elected officials have an obligation to be educated and familiar in their roles/responsibilities when serving the City of Lake Geneva. This includes participation in "Local Government 101" training provided by the League of Wisconsin Municipalities, within one month of assuming office. It shall also be the responsibility of elected officials to review and comprehend the expectations of an elected official, as outlined in the City of Lake Geneva Council Orientation Binder. 101.3 UNLAWFUL DIRECTIVES Elected officials should not knowingly direct action or inaction that, if carried out, would result in a violation of any law or city policy. 101.4 GENERAL STANDARDS Elected officials should conduct themselves in accordance with the federal and state constitutions and all applicable laws, ordinances, and rules. 101.5 ETHICS Elected officials should avoid engaging in the following conduct: Page 3 of 77 Using one’s status as an elected official of the City in any way that could reasonably be perceived as an attempt to gain influence or authority for non-city business or activity. The wrong or unlawful exercise of authority for malicious purpose, personal gain, willful deceit, or any other improper purpose. Acceptance of fees, gifts, money, tangible or intangible personal property, or any service, gratuity, favor, entertainment, hospitality, loan, promise, or any other thing of value from any person, business, or organization that is doing business with, or seeking to do business with, the City, or contrary to the rules of this city and/or laws of the state. Offer or acceptance of a bribe or gratuity. Misappropriation or misuse of public funds, property, personnel, or services. Any other failure to abide by the standards of ethical conduct. 101.6 DISCRIMINATION, OPPRESSION, OR FAVORITISM Elected officials should not discriminate against, oppress, or provide favoritism to any person based on a classification or status protected by law. 101.7 UNAUTHORIZED ACCESS, DISCLOSURE, OR USE Elected officials should not: Release of confidential or protected information, materials, data, forms, or reports obtained as a result of the elected official's position with this city. Use any information, photograph, video, or other recording obtained or accessed as a result of the elected official's position with this city for personal or financial gain. Using city resources in association with any portion of an independent civil action. These resources include but are not limited to personnel, vehicles, equipment, and non-subpoenaed records. Loan, sell, or allow unauthorized use, give away, or appropriate any city badge, uniform, identification card, or property for personal use, personal gain, or any other improper or unauthorized use or purpose. Use city resources for campaign or other political purposes. 101.8 CONFLICTS OF INTEREST Elected officials shall follow all laws regarding actual and perceived conflicts of interest and should avoid the appearance of actual or perceived conflicts of interest. Page 4 of 77 Elected officials should recuse themselves from participating and avoid in decisions regarding promotions, performance evaluations, or other personnel decisions affecting an employee who is a relative or with whom they are involved in a personal or business relationship. 101.9 ETHICAL COMPLIANCE DOCUMENTATION Elected officials have a legal and moral obligation to report any potential ethical violations in a timely manner along with required documentationor any other matter related to conduct are timely completed and submitted to the appropriate authorities. 101.10 CONDUCT AND BEHAVIOR It is absolutely inappropriate for Elected Officials to call, mail or otherwise contact City Staff via use of employee's private phone, personal email address or home mailing address. Emergency contact with City staff will only be undertaken via the Lake Geneva Police Dispatch who will, in turn contact the employee. It is inappropriate for elected officials to leave "anonymous" messages (written or verbal) for any City employee. It is inappropriate for elected officials to have possession of original documents which are the property of the City. Elected Officials shall NOT have significant, direct contact with City staff without clearing such contact with the appropriate Department Head, or the City Administrator. Such behavior is a violation of Section 103 (Organizational Chain of Command) of the City of Lake Geneva Employee Handbook. Elected officials have no authority to direct City staff to undertake anything without the expressed motion and approval of the Common Council or its related committees. Any such violations (or similar inappropriate behavior) will be reported to the City Administrator, who will forward any grievance received to the City's Personnel Committee for review/possible action. The Personnel Committee or designees will investigate grievances and, if deemed appropriate; issue a written public or private censure which will be placed in a personnel file created for the person who has violated the "norms and protocols" for elected officials. Depending on the circumstances, such violations may be cause for removing an elected official from office and prohibited from seeking elected office within the City of Lake Geneva government in the future. Any attempt at contacting a staff member who has filed a grievance (to discuss the matter) will be considered retaliation under Federal law concerning the protection of organizational whistleblower and will be reported to the US Department of Labor. Page 5 of 77 A Council member shall maintain decorum and set an example for appropriate conduct when the Council member represents the City, including at City meetings. Council members shall conduct themselves so as not to bring embarrassment upon the City; refraining from rude, critical or otherwise disrespectful verbal or written comments, facial expressions or gestures directed at fellow Alderpersons, City Staff, City Commission and Committee members or members of the public. Standards of Conduct for All Employees 102.1 PURPOSE AND SCOPE This policy establishes standards of conduct that are consistent with the values and mission of the City and are expected of all employees. The standards contained in this policy are not intended to be an exhaustive list of requirements and prohibitions, but they do identify many of the important matters concerning conduct. In addition to the provisions of this policy, employees are subject to all other provisions contained in this manual, as well as any additional guidance on conduct that may be disseminated by this city or an employee’s supervisor. 102.1.1 DEFINITIONS Definitions related to this policy include: Conflict of interest - Any actual, perceived, or potential conflict in which it reasonably appears that an employee’s action, inaction, or decisions are or may be influenced by a personal or business relationship. It includes conflicts defined and prohibited by state law. 102.2 POLICY The continued employment or appointment of every employee of the City shall be based on conduct that reasonably conforms to the guidelines set forth herein. Failure to meet the guidelines set forth in this policy, whether during work hours or non-work hours, may be cause for disciplinary action. 102.3 GENERAL STANDARDS Employees shall conduct themselves in accordance with the federal and state constitutions and all applicable laws, ordinances, and rules enacted or established pursuant to legal authority. Employees shall familiarize themselves with policies and procedures and are responsible for compliance with each. Employees should seek clarification and guidance from supervisors in the event of any perceived ambiguity or uncertainty. Discipline may be initiated for any good cause. It is not mandatory that a specific policy or rule violation be cited to sustain discipline. This policy is not intended to cover every possible type of misconduct. 102.4 CAUSES FOR DISCIPLINE The following are illustrative of causes for disciplinary action. This list is not intended to cover every possible type of misconduct and does not preclude the recommendation of disciplinary action for violation of other rules, standards, or ethics, and specific action or inaction that is detrimental to the city’s ability to effectively serve the public. Page 6 of 77 102.4.1 LAWS, RULES, AND ORDERS Violation of, or ordering or instructing a subordinate to violate, any policy, procedure, rule, order, directive, or requirement, or failure to follow instructions contained in city manuals. Disobedience of any lawful direction or order. Violation of federal, state, local, or administrative laws, rules, or regulations. 102.4.2 ETHICS Using or disclosing one’s status as an employee of the City in any way that could reasonably be perceived as an attempt to gain influence or authority for non-city business or activity. The wrongful or unlawful exercise of authority on the part of any employee for malicious purpose, personal gain, willful deceit, or any other improper purpose. The receipt or acceptance of a reward, fee, or gift from any person for service incident to the performance of the employee's work with the City. Acceptance of fees, gifts, or money contrary to the rules of this city and/or laws of the state. Offer or acceptance of a bribe or gratuity. Any other failure to abide by the standards of ethical conduct. 102.4.3 DISCRIMINATION, OPPRESSION, OR FAVORITISM (INCLUDING NEPOTISM) Unless required by law or policy, discriminating against, oppressing, or providing favoritism (Including nepotism) to any person because of actual or perceived characteristics such as race, ethnicity, national origin, religion, sex, sexual orientation, gender identity or expression, age, disability, economic status, cultural group, veteran status, marital status, and any other classification or status protected by law, or intentionally denying or impeding another in the exercise or enjoyment of any right, privilege, power, or immunity, knowing the conduct is unlawful. Page 7 of 77 102.4.4 RELATIONSHIPS Unwelcome solicitation of a personal or sexual relationship during work hours or through the use of one’s official capacity. Engaging in sexual activity during work hours, including but not limited to sexual intercourse, excessive displays of public affection, or other sexual contact. Establishing or maintaining an inappropriate personal or financial relationship as a direct result of any official business. Associating with or joining a criminal gang, organized crime, and/or criminal syndicate when the employee knows or reasonably should know of the criminal nature of the organization. 102.4.5 ATTENDANCE Leaving the job to which the employee is assigned during work hours without reasonable excuse and proper permission and approval. Unexcused or unauthorized absence or tardiness. Excessive absenteeism or abuse of leave privileges. Failure to report to work or to the place of assignment at the time specified and fully prepared to work without reasonable excuse. 102.4.6 UNAUTHORIZED ACCESS, DISCLOSURE, OR USE Unauthorized and inappropriate intentional release of confidential or protected information, materials, data, forms, or reports obtained as a result of the employee’s position with this city. The use of any information, photograph, video, or other recording obtained or accessed as a result of employment or appointment to this city for personal or financial gain or without the express authorization of the City Administrator or the authorized designee. Page 8 of 77 Loaning, selling, allowing unauthorized use, giving away, or appropriating any city badge, uniform, identification card, or property for personal use, personal gain, or any other improper or unauthorized use or purpose. Using city resources in association with any portion of an independent civil action. These resources include but are not limited to personnel, vehicles, equipment, and non- subpoenaed records. 102.4.7 EFFICIENCY Unsatisfactory work performance, including but not limited to failure, incompetence, inefficiency, or delay in performing and/or carrying out proper orders, work assignments, or the instructions of supervisors without a reasonable and bona fide excuse. Concealing, attempting to conceal, removing, or destroying defective or incompetent work. Unauthorized sleeping during work hours or assignments. Failure to notify the City within five (5) business days of any change in residence address or contact numbers. Failure to notify a supervisor of changes in relevant personal information (e.g., information associated with benefits determination) within five (5) business days. 102.4.8 PERFORMANCE Failure to disclose or misrepresenting material facts or making any false or misleading statement on any application, examination form, or other official document, report, or form, or during the course of any work-related investigation. The falsification of any work-related records, making misleading entries or statements with the intent to deceive, or the willful and unauthorized removal, alteration, destruction, and/or mutilation of any city record, public record, book, paper, or document. Failure to participate in investigations, or giving false or misleading statements, or misrepresenting or omitting material information to a supervisor or other person in a Page 9 of 77 position of authority, in connection with any investigation or in the reporting of any city- related business. (d) Being untruthful or knowingly making false, misleading, or malicious statements that are reasonably calculated to harm the reputation, authority, or official standing of this city or its employees. (e) Disparaging remarks or conduct concerning duly constituted authority to the extent that such conduct disrupts the efficiency of this city or subverts the good order, efficiency, and discipline of this city or that would tend to discredit any of its employees. (f) Unlawful gambling or unlawful betting at any time or any place. Legal gambling or betting under any of the following conditions: While on city premises. At any work site, during work hours, or while using any city equipment or system. (g) Improper political activity, including: Unauthorized attendance during work hours at official legislative or political sessions. Solicitations, speeches, or distribution of campaign literature for or against any political candidate or position during work hours or on city property except as expressly authorized by city policy, an employment agreement or contract, or the City Administrator or the authorized designee. (h) Engaging in political activities during work hours except as expressly authorized by city policy, any employment agreement or contract, or the City Administrator or the authorized designee. (i) Unauthorized solicitation of employees or distribution to employees on the premises, to include, but not limited to soliciting funds or signatures; conducting membership drives; distributing literature or gifts; offering to sell merchandise or services (except by representatives of vendors or potential vendors as authorized by the City); or any other similar activity. (j) Any act that brings discredit to this city. Page 10 of 77 102.4.9 CONDUCT Failure to promptly and fully report activities on the employee's part or the part of any other employee where such activities resulted in contact with any law enforcement agency or that may result in criminal prosecution or discipline under this policy. Unauthorized or unlawful fighting, or threatening or attempting to inflict unlawful bodily harm on another. Engaging in horseplay that reasonably could result in injury or property damage. Discourteous, disrespectful, or discriminatory treatment of any member of the public or any employee of the City. Use of obscene, indecent, profane, or derogatory language during work hours or in uniform. Criminal, dishonest, or disgraceful conduct that adversely affects the employee's relationship with the City. Unauthorized possession of, loss of, or damage to city property or the property of others or endangering it through carelessness or maliciousness. Attempted or actual theft of city property; misappropriation or misuse of public funds, property, personnel, or the services or property of others; unauthorized removal or possession of city property or the property of another person. Activity that is incompatible with an employee's conditions of employment or appointment as established by law or that violates a provision of any employment agreement or contract, including fraud in securing the appointment or hire. Initiating any civil action for recovery of any damages or injuries incurred in the course and scope of employment or appointment without first notifying the City Administrator or the authorized designee of such action. Any other conduct that any employee knows or reasonably should know is unbecoming an employee of this city, is contrary to good order, efficiency, or morale, or tends to reflect unfavorably upon the City or its employees. Circumventing the chain of command. Page 11 of 77 Undermining the authority of a supervisor. 102.4.10 SAFETY Failure to observe or violating city safety standards or safe working practices. Failure to maintain current licenses or certifications required for the assignment or position (e.g., driver's license, first aid). Failure to maintain good physical condition sufficient to adequately and safely perform the work assigned, if applicable. Unsafe firearm or other weapon handling, including loading or unloading firearms in an unsafe manner. Carrying, while on the premises of the work site, any firearm or other weapon that is not authorized by law or the member's appointing authority. Unsafe or improper driving habits or actions in the course of employment or appointment. Any personal action contributing to a preventable accident. Concealing or knowingly failing to report any on-the-job or work-related accident or injury as soon as practicable but within 24 hours. 102.4.11 INTOXICANTS Reporting for work or being at work while intoxicated or when the employee's ability to work is impaired due to the use of alcohol, medication, or drugs, whether legal, prescribed, or illegal. Possession or use of alcohol during work hours or within four (4) hours of reporting for duty. Unauthorized possession, use of, or attempting to bring a controlled substance, illegal drug, or non-prescribed medication to work. Performing safety-sensitive functions for 24 hours following an alcohol test result indicating an alcohol concentration of 0.02 but less than 0.04. 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