This is a paste from the policy manual which is the final source. I can't get the color to disappear (sms, 1-25-07
Approved 10/24/07
1.When a nonexempt position is to be filled, thecounty librarian or supervisor will advertise it to all current staff and volunteers. The position may be advertised as needed.
2. The ACPL provides equal employment to all qualified applicants and employees. We adhere to a policy of making employment decisions without regard to race, color, religion, sex, sexual orientation, national origin, citizenship, age or disability.
3.When an exempt position is to be filled, it will be advertised to eligible staff and volunteers. Announcement of the position may also be sent to regional and national professional journals. Every effort should be made to interview several candidates before a choice is made.
4.The boardof directors has responsibility for hiring the county librarian.A hiring committee recommends a candidate for other positions to the supervisor.The county librarian has final approval
All staff members are on probation for a period of six months after their hire, rehire,transfer, or promotion. During that period, these employees may be released without notice or cause by the county librarian or return to their previous position and pay rate, if available.
A.A full‑time workweek is defined as 40 hours.
B.Employees may work more than the scheduled number of hours per week in special circumstances with supervisor and county librarian approvalas long as the total hours worked per pay perioddoes not exceed the budgeted line.
D. Employees will be paid for time worked. Supervisors are responsible for monitoring their employees’ time overages and taking appropriate measures to curtail any abuses.
A. The library shall be closed on the following days, with paid time off to the staff scheduled to work:
(adopted 11/27/07)
The library recognizes the need and value of continuing education for its employees. Although financial constraints limit the library's ability to pay for fees and travel, paid time will be given for such purposes, when approved by the county librarian beforehand. For formal ALA‑accredited library education, a leave of absence up to one year may be granted upon prior arrangement with the county librarian.
2. Retiring employees should follow the guidelines in C. Written Notice of Resignation.
Non-exempt employees shall submit a letter of resignation at leasttwo weeks before leaving. Exempt employees shall submit a letter of resignation at leastone month before leaving. Failure to submit adequate notice will become part of the employee’s personnel file.
Children of employees are subject to the “Library Behavior Policy” and the “Safe ChildGuidelines” already in place. While employees are on the job, their children are not to be in the immediate working area, except under unusual circumstances, with supervisor approval.
E. Temporary Employees
Employees working only on a temporary basis do not earn holiday, sick or vacation leave. They are not eligible to participate in the Wyoming Retirement System. Temporary employees who become probationary and then non-probationary employees begin accruing leave and are enrolled in the Wyoming Retirement System at the time they become probationary.
(adopted 11/27/07)
Schedules for each department shall be made by the supervisor of that department. Once a schedule has been established, it must be adhered to unless changes are approved by the supervisor.
(adopted 6/24/9, revised 7/2007)
(adopted 11/27/07
There are fourtwo, personnel records, medical records, harassment/discrimination complaints, and, and payroll/financial records.
1. Personnel records:
Personnel records may include resumes and other documents relating to the employee’s recruitment and appointment, job descriptions, performance evaluations, records of attendance at job related workshops or courses, letters of commendation, written grievances, or exit interviews. These records are strictly confidential, and access shall be limited to the county librarian, Administrative Services Manager,designee for county librarianor supervisor if warranted, and the individual employee. The responsibility for safeguarding them belongs to the Administrative Services Manager. Personnel files shall be kept in a secure place.
A.Each personnel file shall have attached to it a log sheet which will serve as a table of contents and a record of documents included and removed, including dates and initials.
B. Nothing may be placed in or removed from a personnel folder without the acknowledgment, indicated by initials and date on the log sheet, of both the employee and the Administrative Services Manager or county librarian. In case of an immediate termination, by death,firing, or employee walking off the job, both the Administrative Services Manager or county librarianand the immediate supervisor of said employee will initial the cause for termination. If the county librarianand immediate supervisor are the same person, the “supervisor in charge” or Administrative Services Manager shall be a witness.
C. Acknowledging the inclusion or removal of a document by initialing the log sheet does not indicate agreement with the contents of the document.
D. Employees shall have the right to place in their folders written rebuttals or explanations of documents in the folders.
E. Employees shall have all reasonable access to their folders, but in any case an employee should not have to wait more than three (3) working days after a request to view his/her folder.
F. If the absence of the county librarian and Administrative Services Manager prevents immediate access to an employee’s folder and the lack of access prevents the meeting of a deadline involved in the settling of a grievance, the deadline will be extended by agreement of both parties.
G. The process of orienting a new employee will include logging in any documents relevant to his/her employment.
H. Once the employee checklist or termination form has been documented and signed properly and the employee has left the library, his/her personnel records will be handled according to state retention schedules..
I. An exit interview shall be conducted by the last day of the employee’s employment. The exit interview will include the employee, County Librarianor Administrative Services Officer and, at the discretion of the employee, the immediate supervisor. With the agreement of the department head, a library board member may attend the department head’s exit interview with the county librarian. For terminated employees, a note stating “no exit interview conducted” can be placed in the employee’s personnel file.
J. All forms will be placed in the personnel file...
2. Discrimination/harassment: Records relating to an employee's complaints of sexual harassment or other discrimination prohibited by law or library policy shall be kept in a separate file accessible only to the county librarian, Administrative Services Managerexcept in the narrow circumstances set forth below. Access to this separate file shall be permitted to persons other than the county librarian or Administrative Services Officer as necessary to investigate and/or prosecute harassment and/or discrimination complaints, or as otherwise necessary to promote the interests of the employee or the library.
3. Medical: Records revealing personal medical or disability information, other than sick leave records, shall be kept in a separate file accessible only to the county librarianor Administrative Services Managerexcept in the narrow circumstances set forth below. Disability and medical information may be revealed to others than thecounty librarianas is necessary to accommodate or to consider an accommodation of a disabled employee or an employee who claims to be disabled as defined by law.
4. Payroll/financial records: Payroll/financial records include such items as W-4's, health insurance and deferred compensation enrollments, state retirement records, time sheets, and salary histories. The maintenance of these records is the responsibility of the bookkeeper. )
(adopted 11/27/07)
Employees working fewer than twenty (20) hours per week may inquire about the availability of benefits, premiums to be paid entirely by the employee.
1. Dental Insurance: Dental insurance may be available to county employees who work a minimum of twenty (20) hours a week and their families. Eligibility shall be determined by the carrier. The entire premium is the responsibility of the employee and requires monthly deductions from the employee’s paycheck.
2. Medical Insurance: The library through AlbanyCounty provides group medical insurance to full or part‑time employees who are eligible and request it. Eligibility shall be determined by the carrier. The library pays the full premium for employees working thirty hours a week or more and half the premium for employees working from twenty to 29.999 hours a week. Employees pay the other half. Family coverage is available to eligible employees for an additional premium, paid by the employees. Retirees, that is people drawing benefits from the Wyoming Retirement System, may remain on the policy at their own expense.
Employees on leave without pay must bear the full cost of any and all premiums beginning when the next premium is due. The library will continue to pay the covered portion of employees’ health insurance while they are on FMLA. Employees continue to be responsible for their portion.
3. Vision Insurance: Vision insurance may be available to county employees who work a minimum of twenty (20) hours a week and their families. Eligibility shall be determined by the carrier. The entire premium is the responsibility of the employee, and requires monthly deductions from the employee’s paycheck. Eligibility shall be determined by the carrier.
4. Wyoming Deferred Compensation: All employees may participate in the Wyoming Deferred Compensation program at their own expense. Special permission is required for temporary employees.
5. Term Life Insurance: Term life insurance may be available to all employees at their own expense. Eligibility shall be determined by the carrier.
XIV. DEFINITIONS:
(adopted 11/27/07)
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Department head: An exempt employee in charge of a library division, such as children’s. May be also called a supervisor, though not all supervisors are department heads.
Eligible: An employee or volunteer meeting the guidelines of the external service provider or a vacant position.
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Exempt employee: A person in an administrative, executive, or professional position as defined by the Fair Labor Standards Act.
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Former: Any employee who has retired, resigned, or been terminated from library employment
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Full-time: A person who works 40 hours a week
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Nonexempt employee: An employee protected by the Fair Labor Standards Act. Receives an hourly wage and is subject to wage and hours laws, i.e . over-time pay, for working over forty (40) hours a week.
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Non-probationary: An employee who has completed probation in the current position.
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Part-time: An employee working less than forty hours a week.
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Probationary: An employee who has been in the current position for less than six months. This employee may be terminated or returned to past position and pay without cause.
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Prospective: A candidate for employment.
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Supervisor: A person who manages or is an assistant manager of alibrary division or staff.
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Temporary: An employee working on an as needed basis or being paid by funds provided by grants.Not eligible for holiday, retirement, sick or vacation benefits unless the grant funds these benefits.
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