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Personnel Policy Revisions

Page history last edited by PBworks 16 years, 1 month ago
Last month, the board approved a revised "Acceptable Use of Employee Time."  You did a reat job of commenting on it and helping create a policy that works.   The personnel policy review continues with this section. Please read and comment. I would like to hear back from you by Wednesday of next week.
A committee (Janet, Kathy, & Betsy) reviewed the current policy, and I then sent it to the library lawyer and reviewed it myself.
Our goals were:
1. Clarity and brevity.
2. Compliance with the law.
3. Compliance with VTC, our timesheet software.
4. Consistent language.  We’ve tried to use exempt or nonexempt to describe employees (that’s the language of the Fair Labor Standards Act).
This draft eliminates compensatory time, as the Timesheet committee recommended.   I am uneasy about this, but willing to give it a try.
Note:  this link has an unmarked up version: personnel revisions for Sept 07 review.
Please comment on the wiki or  talk with your supervisor and the staff liaison. 
sms, 8-16-07
Personnel Policies Section I
(amended 5/18/95, 6/15/95, 5/24/02, 4/27/04, 7/27/04)
Timesheet committee recommendations in blue.
Sstate and federal laws take precedence over library policies.
I. Appointments
1.       When a nonexempt nonprofessional position or hourlyposition is to be filled, thedirector county librarian or supervisor will invite advertise it to all possible present members of thestaff  current staff and volunteers who are eligible, qualified, and interested in the position to apply. The position may be advertised as needed.
2.       When an exempt  professional position is to be filled, eligible staff professionals and volunteers should be invited to apply for the position. Announcement of the position should may also be sent to regional and national professional journals. Every effort should be made to interview several candidates before a choice is made.
3.      The boardof directors has responsibility for hiring the county librarian.director; thecounty librariandirectorhires the rest of the staff. A and theA hiring committee recommends a successful candidate for  other  the remainder of thepositions to theSsupervisor.of the position to be hired subject to the approval of The county librarian may ha. Hiring committees will consist of the department head supervisor, staff liaison, and other staff members as invited.If the county librarian should veto the selection, the committee will reconsider the remaining candidates or begin a new search.ve s final approval. 
Selection of staff members is based solely upon merit. The Albany County Public Library is an equal opportunity employer. It is the policy of The ACPL to 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.
C. Probationary Period
All staff members are on probation for a period of six months after their hire, rehire,transfer, or promotion. During that period, these employees shall be reviewed and may be released without notice or cause by thedirectorcounty librarian or return to their previous position and pay rate, if available (amended 5/98, andamended 4/04 and effective immediately upon approval by the board).
A.      A full‑time workweek is defined as 40 hours (7/15/91).
B.    Persons working three-four or more consecutive hour periods shall be entitled to a coffee per three - four hour period. Supervisors are responsible for approving the timing of the break.Staff members working a six hour shift will have a lunch break.break of 15‑20 minutes Staff are entitled to breaks during a shift.  See guidance below for guidelines.
C.A.Compensatory time rather than overtime is the normal reimbursement for staff working extra time. It will be reimbursed at a one-to-one ratio for employees working 40 hours or less per week. Employees working over 40 hours a week earn 1-½ hours of comp time for each hour worked. Salaried employees will not be paid for any extra hours, but may receive compensatory time with the permission at the discretion of the county librariandirector in unusual circumstances. Compensatory time shall be used before vacation time or time without pay. If the compensatory time has not been used within the next pay period, employees shall be paid for that compensatory time. Employees shall be paid for their accumulated comp time when they leave the library's employ (amended 7/98). Comp time simply moves the shortage of personnel from one month to the next.
C.VARIABLE TIME: Employees may work more than the scheduledbudgeted number of hours per week in special circumstances with supervisor and county librarian  per approval as long as the total hours worked monthpay perioddoes not exceed the budgeted line.with supervisor approval.
Supervisors may approve variable weekly schedules including total hours worked. Average hours worked per pay period not to exceed total budgeted hours for the pay period.
D. Employees will be paid for time worked. Supervisors should be  are  responsible for monitoring their employees’ time overages and taking appropriate measures to curtail any abuses.Employees shall not work overtime without prior approval of their immediate supervisor except under extraordinary circumstances. Every attempt should be made to gain prior approvaleven when extraordinary circumstances are present.
A. The library shall be closed on the following days, with paid time off to the staff scheduled to work:

New Year's Day
M.L. King, Jr./Wyoming Equality Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Christmas Eve
Christmas Day
New Year's Eve

Proposed Break Schedule
2 to 3 hours                                                                   one 15 minute break
4 to 5 hours                                                                   one 20 minute break or two 10 minute breaks
6 to 7 hours                                                                   minimum 30 minute lunch (unpaid) and one 20 minute break or two 10 minute breaks
8 hours                                                                           minimum 30 minute lunch (unpaid) and two 15 minute breaks
More than 8 hours                                                        extra breaks as supervisor deems appropriate


Comments (11)

Anonymous said

at 6:05 pm on Aug 20, 2007

In part II, section C there is a typo(approvals, not approvalas). Also, this section has verbs missing.
In section D of part II it says that "supervisors should be responsible...". Would it be better to say that "supervisors are responsible..."

Anonymous said

at 6:08 pm on Aug 20, 2007

It's really a space missing, and verbs are not missing, a prepositional phrase is missing(in a given pay period...).

Anonymous said

at 11:20 am on Aug 22, 2007

Thanks, Chris. I hacve made those changes.

Anonymous said

at 11:41 am on Sep 5, 2007

Another clarification. Section II, part B says "three-four or more consecutive hours", couldn't it just say three or more?

Anonymous said

at 3:58 pm on Sep 5, 2007

Part I A 1 : Final line: This position may be advertised (add: outside the library).
Part II B: take out both references to three-four and leave it at three. Work six hours = lunch. Is it paid / unpaid? Is there a time restriction?

Anonymous said

at 2:31 pm on Sep 7, 2007

Does this say that someone who works 2-3 hours gets a 15 minute break? So they work from 8-9, take a 15 minute break then work from 9:15-10? If someone is working 2 hours they don't need a break - is this some kind of federal law? When I worked in union shops a break was earned after working a total of 4 hours, and then you were to take a 15 minute break at mid-point. Having a "guidance" see reference complicates things, when it could be directly stated in the text.

Anonymous said

at 2:51 pm on Sep 7, 2007

This is Brooke----I think that for every hour you work, you earn 5 minutes of break. I think that the breaks you earn should be used at your lesure and divided how you want.

Anonymous said

at 4:13 pm on Sep 8, 2007

I've never heard of breaks, either, for less than four hours worked. My understanding of the purpose of breaks is to get a break from consecutive hours worked, so it needs to be four consecutive hours to accrue a break.

Anonymous said

at 9:49 am on Sep 18, 2007

I saw Betsy's question about probationary period for temporary employees. It needs to be built into the job description. For Stories @ the Parks temporary employees it is clear in the job description that the positions lasted for "x weeks." Once hired, I gave a written description of responsibilities and expectations which spells out what actions could cause or lead to termination.

Anonymous said

at 11:41 am on Sep 19, 2007

I've been looking for comments in http://albystaff.pbwiki.com/Proposed-Personnel-Policy-for-and haven't seen any, so am thrilled to see these comments--however we have severals versions of ths floating around. Pehraps single page with links would be less confusing in the future?

Anonymous said

at 11:56 am on Sep 25, 2007

QUESTION? DO WE NEED A PROBATIONARY PERIOD FOR TEMPORARY EMPLOYEES? sms: No, because they don't work over six months--that's parto f the WRS deinfiton of temporary.

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