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Lindenhurst updates pay plan, adopts neonatal intensive care leave
Summary
Trustees approved changes to the village's compensation and classification system and updated the employee handbook to comply with the Family Neonatal Intensive Care Leave Act, adding up to 10 unpaid workdays for employees with a child in a NICU effective June 1, 2026.
The Lindenhurst Village Board on Feb. 23 adopted Resolution 2026-2-2333R to amend the employee handbook with pay-plan updates and to ensure compliance with the Family Neonatal Intensive Care Leave Act.
Trustee Patty Chybowski summarized recommendations from the village’s compensation and classification study, which the board discussed in December 2025. The key elements adopted include maintaining the village’s open merit-pay approach; aiming to position pay around the 60th percentile of peer communities; and consolidating employees into a single classification system that eliminates separate Operator and Management scales in favor of banded grades (Grades 1–6: support and operational personnel; Grades 7–9: senior support and operational personnel; Grades 10–11: assistant directors and directors).
Trustees also supported a new employee recognition program discussed by staff. In addition, the resolution adds provisions required by the Family Neonatal Intensive Care Leave Act, set to take effect June 1, 2026, granting eligible employees up to 10 unpaid workdays when they have a child receiving care in a neonatal intensive care unit; the minutes state this leave is in addition to FMLA entitlements.
Trustee Chybowski moved adoption of the resolution and Trustee Ron Grace seconded; the board approved the changes on a 5–0 roll-call vote.
The amendments update compensation structure and add a statutory leave entitlement. The minutes do not include granular implementation timelines (for example, when new grade placements will become effective) beyond the statutory effective date for the NICU leave.
