PERSONNEL POLICY
No aspect of employment with the library will be influenced in any manner by race, color, religion gender, age, national origin, disability, veteran status or any other basis prohibited by law
Number of Paid Personnel:
The Effingham Public Library shall have no more than four [4] paid personnel. The Board of Trustees will be responsible for the hiring of the Library Director. The Library Director will be responsible for the hiring of no more than three [3] additional personnel.
Personnel appointment:
The Board of Trustees hires and fires the Director. The Director hires other employees and assigns their duties. The Director will also be responsible for firing other employees and volunteers.
Volunteers:
Volunteers are welcome to help at any time but must be approved by the Director.
Tenure:
The Board of Trustees will evaluate the Director’s job performance every June. The Director will evaluate other employees’ job performance every June.
Job Descriptions:
Library Director:
The Library Director will advise the staff of their job duties, hire and fire employees, fill out all required paperwork, keep the web page up to date, check library email and list services, and make the agenda for monthly Board meetings. He/she will also be responsible for making sure the Library newsletter is composed, edited, printed and distributed each month. He/she will buy all Library materials, as needed. He/she will also have the same responsibilities as the Circulation Desk Clerk when none is on duty. He/she will be responsible for keeping the Board apprised of the actions and/or events at the library, and will be expected to attend monthly Board meetings. He/She will be the only one responsible for determining when Library materials are overdue and setting the appropriate late fee. The Director will attend at least two [2] workshops per year and have a general knowledge of computers. He/she will be responsible for Story Hour and all other reading and/or craft programs in the library.
The Library Director will act as the Freedom of Information Officer with regard to information requests submitted under the Kansas Open Records Act.
This employee must have a high school diploma or GED. Part of this job may involve lifting heavy objects. This employee must be at least 18 years of age and have a general knowledge of different genres [categories or types].
The Library Director must be certified by the State Library of Kansas or the equivalent as specified by NEKLS. The Library Director will have three [3] years from the date of hiring to complete this certification requirement.
This position is classified as a full-time employee.
Circulation Desk Clerk: Paid or Volunteer
The Circulation Desk Clerk will usually work only one [1] to five [5] hours per week. They may be asked to work when other employees take vacation or sick leave and will be paid their regular hourly rate. This employee will help with the Summer Reading, and any additional special programs, when needed. He/she will keep track of the daybook, keep the library clean, watch over use of the computers, check library materials in and out of the library and other duties as assigned. He/she will attend at least two [2] NEKLS workshops per year.
This employee must have a general knowledge of computers. This employee must have a high school diploma or GED. Part of this job may involve lifting heavy objects. This employee must be at least 18 years of age and have a general knowledge of different general [categories or types] or be willing to learn.
Volunteers:
The Director will find an appropriate job for volunteers. This will be thought of as a job and volunteers are expected to show up on time when scheduled.
Full-time and Part-Time Classification:
For the purpose of this policy, full time will mean 20 hours or more a week. Part time will mean less than 20 hours. Weeks will be Sunday through Saturday.
LIBRARY PAY SCALE:
Library Director:
The Library Director will be paid a minimum starting salary of no less than $10.10 per hour and not more than $14.00 per hour. The Director will be paid an hourly rate for librarian and administrative time on a monthly basis. The Library Director will be paid hourly wages if working for another employee going to NEKLS workshops, and programs or special projects. He/she will be offered two [2] extra hours of pay each week from June 1st to August 15th for the Summer Reading program.
The Board will take into consideration schooling, degrees and continuing education [CE] credits when setting and raising the hourly rate for the Library Director. The Board will strive to pay the Library Director higher wages as they accumulate more training [e.g.APPLE, CE hours]. The Board will give the Library Director an official evaluation annually in June. The Board will give the Library Director a yearly cost of living raise in November based on the annual evaluation and will strive to meet the NEKLS pay scales, as the budget allows. The cost of living raise will become effective on January 1st of the next year.
The Library Director will be paid holiday pay when a holiday falls on their normal workday. If the Library Director determines to open the Library on a holiday, he/she will receive their regular hourly wage for hours worked plus holiday pay. The Library Director will also be offered a set mileage each month for Workshops and NEKLS trips. This amount may be raised as the Board sees fit.
ANNUAL AND SICK LEAVE:
For use in this policy, the Library will use a regular calendar year January 1 to December 31 of each year. For use in this policy, days eligible for pay will be days that the employee usually works.
Library Director:
After having been employed by the Library for at least one [1] full year the Library Director shall be entitled to annual paid vacation to the equivalent of one [1] week of his/her normal working and administrative days. After being employed for five [5] years, the Library Director shall be entitled to two [2] weeks. The Board Chair shall be informed when the Library Director will be on leave, training, or other Library business. All vacation time must be taken within the calendar year. The Library Director will receive a check for any unused vacation time on December 31st of the calendar year. Vacation time cannot be carried over from year to year, and accrued vacation time will not be paid upon resignation or termination.
After having been employed by the Library for at least one full year, the Library Director shall be entitled to paid sick days annually to the equivalent of three [3] normal working and administrative days. Sick leave days may be carried over from year to year. Accrued sick days will not be paid upon the Library Director’s resignation or termination.
Other Employees:
All other employees working at least 20 hours a week and have been employed by the Library for at least one full year shall be entitled to three [3] paid sick days. Sick leave days may be carried over from year to year, and accrued sick days will not be paid upon the employee’s resignation or termination.
OTHER LEAVE:
Bereavement Leave:
An employee experiencing a death in the family will be granted days with pay as follows. Days eligible for pay will be days that the employee usually works, providing employee has been employed with the Library for at least one [1] full year.
If working at least 20 hours a week, an employee will be granted three [3] days leave with pay. If normally working less than 20 hours a week, employees will be allowed leave and not have it counted as an unexcused absence.
Bereavement leave applies to the death of spouse, significant other, child, parent, parent of spouse or significant other, grandparents, grandchildren, brothers, sisters, aunts, uncles, brothers and sisters of spouse or significant other, or other relative residing in the employee’s household.
Civil Leave:
An employee shall be paid necessary time off with pay for the following. Days when an employee usually works provided that the employee has been employed with the library for at least one [1] full year.
Jury duty:
Court appearances as a witness in answer to a subpoena or as an expert witness when acting in an official capacity in connection with the library.
Family Leave:
Any library employee who has a new child by birth or adoption will be allowed up to six [6] weeks off without pay, but with the guarantee of continued employment when done with said leave.
Paid Holidays:
In addition to established Federal holidays, the following days shall be paid holidays for employees that have been employed for at least one [1] full year and are working at least 20 hours a week, provided that the day is one they would normally work: Friday after Thanksgiving and Christmas Eve Day, and New Year’s Eve day. The Board has given the Library Director the option to be open on any holiday.
Employee Complaints:
Employees who wish to register complaints must do so with the Library Director. The Library Director will have final say in resolution of employee complaints.
If the Library Director has a complaint, he/she will register their complaint with the Board of Trustees.
Continuing Education:
Any Library employee who attends CE workshops will be paid some compensation for workshop attendance. Employees may be offered pay for travel time. Travel time will be counted from time of departure to workshop destination, and time of end of workshop to immediate return to Effingham. The Library Director will be paid for time and travel to CE workshops. Other Library staff will receive their normal hours of pay when attending CE workshops on their regular workday[s].
Other Workshops and Programs:
The Library Director will be paid for time and travel to all workshops or other Library related meetings.
Other library employees who attend library-oriented workshops or programs will be reimbursed the same as CE workshops, with the approval of the Library Board.
Tobacco, Alcohol & Drugs:
Public libraries in Kansas are legally designated as non-smoking institutions under K.S.A. 21-4009.
No employee or volunteer may use, possess, sell, transfer, purchase or be under the influence of alcohol, or controlled substances, unless prescribed by a licensed physician or nurse practitioner, while on library property or library business. Repeated violations of this policy shall lead to disciplinary action and possible termination.
Library Staff & Volunteer Service Recognition:
Library staff and volunteers will be acknowledged for their service every five [5] years. Acknowledgements will be based on Library’s budget.
Patron Privacy:
The Effingham Community Library believes in the patron’s right to privacy; we insure that patrons records are protected from “Search and Seizure” until such time as a court order is presented, as stated in K.S.A. 45-221 §23 of the Open Records Act.
Confidentiality Clause:
Librarians will give as much assistance as possible to patrons in library, while not ignoring other patrons or responsibilities. Library employees will NOT discuss patron’s information, questions, or anything to do with patrons with others.
Injury:
All injuries that occur on the job, however slight, should be promptly reported to the Director. If the Director is injured, she/he should inform the Board Chair.
Employee/Volunteer Fringe Benefits:
Employees and volunteers will be allowed a few fringe benefits provided by the library. Fringe benefits for employees and volunteers apply to employees and volunteers only. Employees and volunteers will be allowed to print, copy or fax at no cost. They will also be excused late fees.
Continuing Education Rewards:
Library staff and Board members will be acknowledged for certificates awarded for continuing education and certification by the State Library of Kansas. The acknowledgments will be based on the Library’s budget.
Emergency Procedures:
In the event of an emergency, please refer to the emergency procedures sheets. The emergency procedures sheets are located in the following places:
the Daybook on the front desk
the Employee’s handbooks
the Library Board Chair’s policy manual
Library Closings:
The Library may be closed at the discretion of the Library Director with notification to the current Board Chair. If due to weather, wages will be paid for the employee for hours on schedule.
Library Keys:
The library director and librarians who work by themselves shall have a key to the library. A key will be left if Director and/or Circulation Desk Clerk will be gone, but only for the time they are gone.
EXPECTATIONS OF EFFINGHAM COMMUNITY LIBRARY
EMPLOYEES AND VOLUNTEERS
Employees and volunteers will be courteous.
Employees and volunteers will keep track of the daybook.
Employees and volunteers will keep the library neat.
Employees and volunteers will check books in and out.
Employees and volunteers will put books on shelves in the right order and will straighten the shelves.
Employees and volunteers will keep an eye on patrons and provide assistance as needed.
If no one is in the Library, employees and volunteers will straighten shelves, put books away, clean library.
Do not let patrons have too much candy. The Library does have to pay for the candy. Children should receive only one piece of candy while in the library.
Patrons may watch videos on the television in the teen section as long as they are not being rowdy.
Keep others away from computer when someone is using it unless patron wants to share.
If an employee or volunteer does not know what to do, call Director.
Debbie Falk if she’s not home call current board chair .