Personnel Policy

Part I: Clerical and Professional Employees

EMPLOYEE DEFINITIONS

Certain library employees have permanent competitive appointment under Civil Service rules. These employees have defined rights conveyed by their Civil Service status. The library is bound by those rules as they pertain to such categories as job title and seniority. Permanent competitively-appointed employees may be full time, part-time or job share. The library also employs temporary workers on a part-time basis with hourly pay. Employees have certain rights and benefits based on their job status and whether they work full or part-time.

FULL-TIME EMPLOYEE

The basic work week for full time Professional and Clerical staff shall be 37½ hours, and shall run from Monday to Sunday.

Employees working 37½ hours a week are paid an annual salary and receive full benefits (holidays, vacation, sick leave, other leave, hospitalization, retirement and Social Security) per union contract, which supercedes this policy for employees working .8 FTE or above.

Employees, competitively appointed under Civil Service, may upon the Director's due consideration, work 20 hours a week. They are paid at an annual salary. They receive all benefits on a strictly proportional basis. Both vacation and sick time can accumulate to the full time maximum. This policy covers permanently appointed clerks and librarians who work half time (18 ¾ hours a week or .5 FTE) through 29 hours a week. Employees who work 30 hours, .8 FTE or more, are covered by the union contract.

PART-TIME EMPLOYEES (less than .5 FTE)

Depending upon the needs of the library and the availability of qualified employees, the Director may utilize part-time employees to provide staffing levels up to the authorized equivalent full-time employee total. With consideration of requirements for professional qualifications, job skills, department staffing levels, and scheduling availability, part-time employment will be voluntary.

Part-time employees who work less than 20 regularly scheduled hours a week will receive only benefits mandated by the State of New York or the United States Government. They are paid at an hourly rate. If a part-time employee becomes a full-time employee, benefits become effective from the date of change.

Unless otherwise indicated under specific benefits, part-time employees will receive all benefits prorated on the basis of actual work hours.

WORK SCHEDULES

Each staff member shall work according to daily and weekly schedules determined by the Director/Assistant Director who shall be responsible for assignment of schedules to ensure that personnel are adequately scheduled for full library service over public hours.

The regular work week is 37½ hours, with shifts as assigned by the Director. Generally shifts will be 9:00 to 5:00 or 1:00 to 9:00 unless assigned otherwise by the Director/Assistant Director with a half hour for lunch or dinner each day and two daily relief periods of 15 minutes each. Relief time shall not be cumulative. Weekend hours will be shared by professional staff and clerical staff at the request of the Director/Assistant Director.

MAINTENANCE OF SCHEDULES

The Director/Assistant Director is responsible for the maintenance of schedules in the library. When the Director is absent from his/her desk for an appreciable length of time during his/her scheduled hours, other staff members should be notified as to where he/she can be reached. The Town Hall switchboard operator should be notified if there is no one in the library to take incoming calls. Any library employee does not leave the library without permission, except when necessary in performing his/her routine duties. In such cases, he/she should leave word as to where he/she may be located.

When a member of the staff through illness or other reasons is unable to be on duty as scheduled, he/she should notify the Director/Assistant Director at the earliest opportunity.

OVERTIME

Salaried employees are not expected to work overtime except in emergencies and then only when requested to do so by the Director (or Assistant Director in the Director's absence). Salaried employees not eligible for overtime pay pursuant to law or contract shall receive compensatory time off for work in excess of their normal work week. Such time is called COMPENSATORY TIME and is taken in accordance with the requirements of the Federal Fair Labor Standards Act of 1985 (FLSA).

Under the FLSA, compensatory time under 40 hours is taken at straight time for hours worked in excess of the normal work week; hours worked over 40 hours are taken as time and one half.

Compensatory time is normally cumulative and must be taken during the year in which such time was earned. Any time off for compensatory time is subject to the prior approval of the Director/Assistant Director. Director/Assistant Director are considered executive positions and are eligible for straight compensatory time only.

HOLIDAYS

Seven regular paid holidays include New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve Day and Christmas Day will be paid on a prorated basis.

Employees working at least .5 FTE but less than .8 FTE will receive holiday pay on the prorated basis which existed before this policy was modified on 4/19/2000.

SUNDAY/HOLIDAY BOOKS DROP PAY

Employees entrusted with a library master key who are willing to empty the library drive up window returns and the walkway return on days when the library is closed, if hourly, will be paid for a minimum of three hours. If salaried, the employee will receive three hours compensatory time.

VACATION

Vacation time is granted to full-time employees on the following schedule, and is to be accrued on a monthly basis, to a maximum of 40 days accumulation. For partial months, accrual is proportional to time worked. For less than full time employees, vacation leave is proportional to regularly scheduled hours worked.

For employees working 37½ hours a week:

Those employees working at least .5 FTE but less than .8 FTE before 4/19/2000 will receive vacation pay on the prorated basis which existed before this policy was modified on 4/19/2000.

Staff Monthly Accrual Total Annual Vacation
Professional Librarians 2 days with the 25th day 25working days
accrued on the employee's
anniversary date

Clerical 1¼ days 15 working days

Clerical (after 5
calendar years of service) 1 2/3 days 20 working days
Clerical (after 10 2 days with the 25th day 25 working days
calendar years of service) accrued on the employee's
anniversary date

For employees working at least.5 FTE but less than .8 FTE after 4/19/2000 on a prorated basis:

Generally earned vacation time may be taken after only the first six months of employment; exceptions can be made at the discretion of the Director/Assistant Director. A staff member who leaves before completion of six months of service shall forfeit vacation credits thus accrued. The Director/Assistant Director shall approve vacation schedules to ensure that personnel are adequately scheduled for full library service over public hours.

SICK LEAVE

For employees working 37 ½ hours a week:

Sick leave credits are allowed for full-time employees at the rate of one working day per month. These credits are cumulative up to one hundred ten (110) working days. Sick leave with full pay is not granted beyond accrued credits. For partial months, accrual is proportional to time worked. Sick leave with full pay is not granted beyond accrued credits. For less than fulltime employees, sick leave is proportional to regularly scheduled hours worked.

Those employees working at least .5 FTE but less than .8 FTE before 4/19/2000 will receive sick time to the maximum accrual (110 days) which existed before this policy was modified on 4/19/2000.

Employees working at least .5 FTE but less than .8 FTE after 4/19/2000 on a prorated basis:

Sick leave credits are accrued up to a total of sixty (60) days to be utilized in the event of a major illness.

When sick leaves extend three or more working days, the Director may request the employee to submit a medical certificate completed by the attending physician.

ALTERNATIVE HEALTH INSURANCE COVERAGE

In accordance with Town policy, permanent competitively-appointed employees who work 30 hours or more per week are entitled to health insurance. Permanent competitively-appointed employees who work less than 30 but 20 or more hours per week are entitled to one-half (½) of the employee health insurance benefit. (They may also once and only once per year revert back to their previous health coverage.)

Affected employees will be paid by voucher as determined by the Town's payroll officer in February of the year following their decision to drop health coverage for an amount equal to 50% of the health premiums that would have been paid by the library.

DISABILITY INSURANCE

Required for employees aged 18 and older. Covers employees 1 week after they have exhausted any sick leave credits. Employees should apply for benefits through the Town of Gates.

LEAVE DUE TO DEATH OR SERIOUS ILLNESS IN IMMEDIATE FAMILY OF EMPLOYEE

Four working days with pay may be granted to all employees because of death in the employee's immediate family. Immediate family means spouse, natural, foster or step-parent, child, brother or sister, father-in-law, mother-in-law, grandparent, grandchild or any relative residing in the household. An additional fourteen days may be charged to accrued sick leave or vacation for circumstances surrounding this death, for a total of 18 days. Paid or unpaid leave may be granted beyond the 18 days at the discretion of the Director or Assistant Director.

In the case of serious illness in the employee's immediate family, defined above, a full-time employee may be permitted to charge necessary absence to sick leave or vacation beginning with the first day of absence. The amount chargeable to sick leave may usually not exceed ten days.

When sick leave is used for three or more consecutive days because of illness in the immediate family, the Director may request a certificate by the attending physician covering the nature of the illness and need for the employee to be in attendance of the relative.

LEAVE WITHOUT PAY

Upon a rare occasion, leave without pay may be granted to an employee, beyond the probationary period, by the Director for leave not to exceed six months. Examples of a valid reason for leave without pay are: maternity beyond mandatory benefits, education, personal or family health problems or extended family travel. All accrued vacation days and personal days are to be used before a leave without pay will take effect. Accumulated sick time can be carried over until return.

FAMILY AND MEDICAL LEAVE ACT OF 1993

Federal law requires covered employers of which Gates Public Library is one to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for the library for at least one year, and for 1,250 hours over the previous 12 months (or an average of 24 hours per week).

Reasons for taking leave - Unpaid leave must be granted for any 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 or daughter, or parent, who has a serious health condition for a serious health condition that makes the employee unable to perform the employee's job. At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave per other sections of this policy.

Advance notice and medical certification - The employee may be required to provide advance leave and medical leave certification. Taking of leave may be denied if requirements are not met: the employee ordinarily must provide 30 days advance notice when leave is 'foreseeable' an employer may require medical certification to support a request for leave because of serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work

Job benefits and protection for the duration of Family and Medical Leave, the employer must maintain the employee's health coverage under any 'group health plan' (applicable to salaried or job shared positions only) upon return from Family and Medical Leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms the use of Family and Medical Leave cannot result in the loss of any employment benefits that accrued prior to the start of an employee's leave (Note: accrued benefits such as sick or vacation leave do not continue to accrue for any unpaid leave for applicable employees.)

PERSONAL LEAVE

Prorated personal leave is available for other than full time employees, based on 15 hours annually for a full time employee. Such personal leave may be used for religious observances, funerals, extreme emergencies or for pressing personal obligations which cannot be handled outside of working hours. Prorated leave designated as: .7 FTE = 10½ hours; .6 FTE = 9 hours; .5 FTE = 7½ hours annually.

Except in cases of an emergency, requests should be submitted as far in advance as possible . For purposes of scheduling, requests are subject to the approval of the Library Director or Assistant Director.

Personal leave should not be used the day before or after a holiday or vacation day except in cases of emergency.

JURY LEAVE

As Gates Public Library has more than 10 employees, all hourly paid employees will be paid the usual juror per diem rate or their usual pay for that day (whichever is less) for the first three days when they would normally be scheduled to work. If an hourly employee will receive less than the standard per diem juror fee from the library, it is the employee’s responsibility to make the courts aware of the pay gap so the courts can pay the employee the difference.

All salaried employees will receive their salary and benefits for the full time required by the courts.

Any compensation received by salaried employees shall be returned to the Library. Any compensation received by either salaried or hourly employees for mileage or bus fare shall be retained by the employee. Any employee notified of jury duty should bring such notice to the attention of the Library Director as soon as possible. An employee may be required to produce jury duty time slips or other documentation as required by the Library.

OTHER LEAVE

The Director/Assistant Director will grant leaves of absence, with pay as follows:

a. leave to attend the annual conference of ALA and NYLA

b. leave for Civil Service and certification examinations

c. leave for quarantine

d. leave for military and naval duty not to exceed 15 days in one calendar year.

e. leave for Veterans Day for any honorable discharged members of the regular Armed Services. (Submit a copy of discharge papers to Director at start of employment to receive this paid leave.)

f. leave required by law

HIRING PRACTICES

The Director will consistently comply with the hiring and appointing requirements of Civil Service and will strive to fill all library positions with the best qualified candidates, whether or not other members of their family are also presently employed by the library. However, the Director is specifically prohibited from hiring members of his/her immediate family and immediate family members of the Library Board or the Town Board due to potential conflicts of interest. The Library complies with all Federal and State Regulations dealing with employment practices.

STAFF REDUCTIONS

Where staff reductions are necessary, the Director will, insofar as possible, make cuts in the following order as it impacts overall library service, professional qualifications, and job skills:
(1) through attrition from voluntary separation or retirement where this is compatible with service and business requirements of the library
(2) by seeking voluntary reductions in individual work hours
(3) by involuntary reduction in individual work hours by position title
(4) by position elimination
All reductions in work hours and position elimination will be administered according to Civil Service rules.

RESIGNATION OF EMPLOYMENT

Professional employees are to give at least 20 business days written notice and Clerical employees at least 10 business days written notice. Upon receipt of written notice, all previously approved vacation or leave requests for the employee involving three days or more within the required resignation time period are canceled. Accrued benefits may be transferred if the hiring library approves but Gates does not accept transfer of other libraries' accrued benefits.

For those employees entitled to paid benefits, accrued compensatory time (up to a maximum of 37½ hours) and vacation time due and not yet taken are to be paid to the employee in a lump sum upon completion of the resignation notice period. All questions concerning the amount of vacation due are to be decided jointly by the Library Board and the Director.

Upon termination of employment, an exit interview is required of the library by the Town Government.

RETIRED EMPLOYEES

Retired library employees are eligible for the same benefits under the same terms as the Town extends to its own employees except that accrued sick time will be paid to the present Town maximum for retirees.

PERSONNEL REFERENCE PRACTICES

All references will be handled by the Director only. All reference comments will adhere strictly to the contents of the employee's personnel file, which are individually reviewed with each departing employee. Wherever an annual performance evaluation is available, the reference will be drawn from the latest evaluation. Where an employee has not worked long enough to have had a performance evaluation, the reference provided will be limited to confirmation of dates worked, rate of pay, job title, and reason for leaving as specified by departing employee in his/her resignation letter.

RESIDENCY

Clerical and professional personnel are not required to be residents of the Town of Gates prior to their appointment to a Gates Public Library position but preference may be given to Gates residents.

POLITICAL ACTIVITIES

The library must project a non-partisan image to the public. Each staff member must be conscious that while he or she is on duty, his or her actions are judged as representative of the library.

Accordingly, while a library employee is on duty, he or she may not wear partisan political buttons or other garb. Nor may he or she participate in a partisan political discussion with either fellow employees or library patrons while on duty in public areas of the library.

CODE OF ETHICS

All clerical and professional employees are expected to adhere to the Code of Ethics for the Town of Gates.

DRUG FREE WORK PLACE

Gates Public Library affirms its intent to maintain a drug free work place. Library employees are prohibited from unlawful use, distribution or possession of controlled substances, including alcohol, while on duty. Library employees are also prohibited from working while their abilities are impaired due to the use of alcohol or drugs.

Violations of this policy will be subject to appropriate discipline and/or legal action.

DISCIPLINARY ACTION

Each library employee is expected to comply with written library work rules, Board-established policies, and administrative guidelines and procedures as covered in their initial training. Failure to comply may be grounds for disciplinary action.

Disciplinary action may include written reprimands entered into the employees personnel file; or ultimately, dismissal from employment.

Civil Service procedures for dismissal will be adhered to for those employees entitled to Section 75 protection:
1) Permanent competitive employees (clerks and librarians) beyond their probationary period. Probationary period: one (1) year for new hires; six (6) months for promotional or transfers.

2) Library (desk) aides or data entry operators (non competitive employees) who have five (5) or more years of consecutive service in that title.
Library administration will use progressive written discipline and any disciplinary action will be reasonable to the offense(s).
While employees in the labor class (library pages, cleaner) or employees in their probationary time period can be released from employment at any time, the Director shall follow these guidelines for disciplinary action to the greatest extent possible for these employees also.

Failure to report for assigned shifts without notice to the employer can be deemed abandonment of position and such employees can be terminated.

PERSONNEL FILES

Access to an employee’s personnel file shall be limited to the employee, Library Director, President and Vice President of the Library Board. Exceptions to this provision require employee authorization or court order.

QUESTIONS ON LIBRARY PERSONNEL POLICY

Questions concerning interpretation of the above policy are to be decided jointly by the Library Board and the Director.

Revised by Library Board Approval:
May 14, 1986
November 19, 1986
October 18, 1989
December 18, 1991
February 17, 1993
April 21, 1993
February 15, 1995
December 13, 1995
April 30, 1997
November 19, 1997
February 18, 1998
June 16, 1999
September 20, 2000
August 20, 2003

Personnel Policy
Part II - Page/Aide Employees

Pages are defined by Civil Service rules to be permanent labor class employees and Aides as permanent non-competitive class and will be considered so by the Library Board. They work irregularly scheduled hours year-round as determined by the Library Director. They are paid an hourly rate and work at least nine hours but less than 37½ hours a week or 75 hours in any two-week pay period. Part-time Pages/Aides (less than 37½ regularly scheduled hours per week) receive only benefits mandated by the State of New York and the United States Government. Full-time Pages/Aides (who work 37½ regularly scheduled hours per week) are entitled to the same benefits, sick time, vacation accrual, etc. granted full-time clerks as outlined in the Personnel Policy for Professionals and Clerks, in addition to benefits for part-time Pages and Aides.

WORK SCHEDULES

Each Page/Aide shall work according to daily and weekly schedules determined by the Director or designated supervisor who shall be responsible for assignment of schedules to assure that personnel are adequately scheduled for full library service over public hours.

Pages/Aides should expect to be called in for additional work as the need arises, and to substitute whenever possible for any other Page/Aide who calls on them. Pages/Aides are not permitted to work more than 7½ hours per day.

MAINTENANCE OF SCHEDULES

The Director or the designated supervisor for pages/aides is responsible for maintenance of schedules in the library, but Pages/Aides are responsible for the hours assigned them. When a Page/Aide through illness or other reasons is unable to be on duty as scheduled, he/she should arrange for another Page/Aide to substitute for him/her, and inform the Library Director or designated supervisor as to who will be the substitute.

When a Page/Aide is absent for three or more consecutive days because if illness, the Library Director or designated supervisor may request a certificate signed by the attending physician.

Pages/Aides may not leave the library without permission.

VACATIONS

Although part-time Pages/Aides are not entitled to paid vacation time, their requests for vacation are of concern because of scheduling requirements. Therefore, the Library Director or designated supervisor shall approve vacation requests to ensure that part-time Pages/Aides are adequately scheduled to provide full library service over public hours. Requests for vacation lave must be submitted to the Director in writing, in advance, and will be honored in chronological order provided that adequate substitutes are arranged.

PAID LEAVE

a. Jury Leave - As Gates Public Library has more than 10 employees, all hourly employees will be paid the usual juror per diem rate or their usual pay for that day (whichever is less) for the first three days of jury for days when they would normally be scheduled to work. If an hourly employee will receive less than the standard per diem juror fee from the library, it is the employee’s responsibility to make the courts aware of the pay gap so the courts can pay the employee the difference.

b. Leave for Veterans Day for any honorable discharged members of the regular Armed Services. (Submit a copy of discharge papers to Director at start of employment to receive this paid leave.)

EXTENDED LEAVE

Pages/Aides are expected to be available for work. Because of the need for Pages/Aides to keep informed of current procedures, and because of the difficulty of arranging for long-term use of substitutes, extended leave is not generally granted.

Requests for such leave, submitted in writing, may be considered at the Director's discretion.

FAMILY AND MEDICAL LEAVE ACT OF 1993

Federal law requires covered employers of which Gates Public Library is one to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for the library for at least one year, and for 1,250 hours over the previous 12 months (or an average of 24 hours per week).

Reasons for taking leave - Unpaid leave must be granted for any 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 or daughter, or parent, who has a serious health condition for a serious health condition that makes the employee unable to perform the employee's job.

At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave per other sections of this policy.

Advance notice and medical certification - The employee may be required to provide advance leave and medical leave certification. Taking of leave may be denied if requirements are not met: the employee ordinarily must provide 30 days advance notice when leave is 'foreseeable' an employer may require medical certification to support a request for leave because of serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work.

Job benefits and protection for the duration of Family and Medical Leave, the employer must maintain the employee's health coverage under any 'group health plan' (applicable to salaried or job shared positions only) upon return from Family and Medical Leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms the use of Family and Medical Leave cannot result in the loss of any employment benefits that accrued prior to the start of an employee's leave (Note: accrued benefits such as sick or vacation leave do not continue to accrue for any unpaid leave for applicable employees. Anniversary dates for step increment are also adjusted for applicable employees.)

DISABILITY INSURANCE

Required for employees aged 18 and older. Covers employees 1 week after they have exhausted any sick leave credits. Employees should apply for benefits through the Town of Gates.

STAFF REDUCTIONS

Where staff reductions are necessary, the Director will, insofar as possible, make cuts in the following order as it impacts overall library service, professional qualifications, and job skills:
(1) through attrition from voluntary separation or retirement where this is compatible with service and business requirements of the library
(2) by seeking voluntary reductions in individual work hours
(3) by involuntary reduction in individual work hours by position title
(4) by position elimination
All reductions in work hours and position elimination will be administered according to Civil Service rules. Note: Library Aides are entitled to section 75 protection after five (5) years of continuous service.

RESIGNATION OF EMPLOYMENT

Two weeks written notice of resignation is requested by the Director. Upon termination of employment, an exit interview is required of the Library by the Town Government.

PERSONNEL REFERENCE PRACTICES

All references will be handled by the Director or Assistant Director only. All reference comments will adhere strictly to the contents of the employees' personnel file, which are individually reviewed with each departing employee. Whenever an annual performance evaluation is available, the reference will be drawn from the latest evaluation. Where an employee has not worked long enough to had a performance evaluation, the reference provided will be limited to confirmation of dates worked, rate of pay, job title, and reason for leaving as specified by the departing employee in his/her resignation letter.

RESIDENCY

Pages and Aides are not required to be residents of the Town of Gates but preference in hiring and promoting is given to Town residents.

POLITICAL ACTIVITIES

The library must project a non-partisan image to the public. Each staff member must be conscious that while he/she is on duty, his/her actions are judged as representative of the library.

Accordingly, while a library employee is on duty, she/she may not wear partisan political buttons or other garb. Nor may he/she participate in a partisan political discussion with either fellow employees or library patrons while on duty in public areas of the library.

WAGE SCALE

The wage scale is determined by the Library Board of Trustees (Educ. Law 266[7]) and not subject to either Federal or State minimum wage laws. (Dept. of Labor ruling re governmental employees). All Library Page or Aide employment is contingent upon maintaining a satisfactory performance level. Satisfactory performance shall be defined during Page/Aide training and documented individually for each Page/Aide in the initial 6 month evaluation and thereafter by the annual performance evaluation.

To ensure due process, when performance problems arise, the Director or designated supervisor shall notify the Page/Aide with a verbal warning; continued problems shall be documented in writing with a copy to the employees' personnel file. In all cases, problems are to be specifically defined with appropriate remedial action indicated and a defined time period for improvement and administrative review. Continued poor performance may result in termination of employment.

Each employee has the right of appeal to the Library Board.

SUNDAY/HOLIDAY BOOK DROP PAY

Employees entrusted with a library master key who are willing to empty the library drive up window returns and the walkway return on days when the library is closed, if hourly, will be paid for a minimum of three hours. If salaried, the employee will receive three hours compensatory time.

DRUG FREE WORK PLACE

Gates Public Library affirms its intent to maintain a drug free work place. Library employees are prohibited from unlawful use, distribution or possession of controlled substances, including alcohol, while on duty. Library employees are also prohibited from working while their abilities are impaired due to the use of alcohol or drugs.

Violations of this policy will be subject to appropriate discipline and/or legal action.

DISCIPLINARY ACTION

Each library employee is expected to comply with written library work rules, Board-established policies, and administrative guidelines and procedures as covered in their initial training. Failure to comply may be grounds for disciplinary action.

Disciplinary action may include written reprimands entered into the employees personnel file; or withholding of step increments for major or repeated infractions; or ultimately, dismissal from employment.

Civil Service procedures for dismissal will be adhered to for those employees entitled to Section 75 protection:
1) Permanent competitive employees (clerks and librarians) beyond their probationary period. Probationary period: one (1) year for new hires; six (6) months for promotional or transfers.

2) Library (desk) aides or data entry operators (non competitive employees) who have five (5) or more years of consecutive service in that title.

Library administration will use progressive written discipline and any disciplinary action will be reasonable to the offense(s).

While employees in the labor class (library pages, cleaner) or employees in their probationary time period can be released from employment at any time, the Director shall follow these guidelines for disciplinary action to the greatest extent possible for these employees also.

Failure to report for assigned shifts without notice to the employer can be deemed abandonment of position and such employees can be terminated.

PERSONNEL FILES

Access to an employee’s personnel file shall be limited to the employee, Library Director, President and Vice President of the Library Board. Exceptions to this provision require employee authorization or court order.

QUESTIONS ON LIBRARY PAGE/AIDE POLICY

Questions concerning the interpretation of the above policy are to be decided jointly by the Library Board and the Library Director.

Adopted April 12, 1978 by the Library Board
Revised November 15, 1978
November 19, 1986
September 21, 1988
October 19, 1988
February 17, 1993
February 15, 1995
December 13, 1995
April 30, 1997
November 19, 1997
June 16, 1999
August 20, 2003