A. Donations:
Donations of books, magazines and other library materials are encouraged.Subscriptions and gift books can be significant additions to the informational resources of the library. Materials added to the Whitman County collection will be of unique interest to our community.
B.Bequests:
Bequests and memorials are very appropriate. When the library receives a cash gift for the purpose of purchasing materials, the selection will be made jointly by the donor and the Director.
C. Gifts:
1.The headquarters library and its branches accept gifts with the understanding that they will not necessarily be added to the collection.
2.All gifts given to branch libraries must be sent to the headquarters library for evaluation.
3.The donated materials will be judged by the same standards of selection as those applied to the purchase of new materials.
4.If the donated materials are not suitable because of condition, out-dated information or other factors, they will be discarded or will be sold at the library's yearly book sale.
5.The library cannot appraise gifts.
6.When the library receives a sum of money for the purchase of a book or books in memory of a family member, friend or co-worker, library selection standards will apply.A memorial plate is placed in these books.The library does not set aside a special section or set of shelves for gift or memorial books.Memorial gifts may be sent initially to a specific branch, but may eventually return to headquarters for the use within the entire system.
7.Gifts to the community library are encouraged with the understanding that after a reasonable time in the donor's own community they may be used at any other outlet.
D. Personal Property:
Personal property, art objects, portraits, antiques and other museum objects are accepted at the discretion of the Director and/or board of trustees.
XVI.PERSONNEL POLICY:STAFF, BOARD AND DIRECTOR RELATIONSHIP
A.Director
The Director serves as the channel of communication between the Library Board, the library staff and the public.Under these policies, adopted by the Board of Trustees, the Director administers the library and directs the staff.
B.Staff
1. The library staff has responsibility for public relations in contact with the public both inside and outside the library.
2.Members of the staff are be encouraged to make suggestions to the Director on any phase of library service which they feel can be improved.These suggestions are channeled through departments to the Director.
3.Staff members will participate in appropriate and on-going programs of staff development and continuing education policies, in-house or at workshops, seminars and meetings within the limitations imposed by budget and current staffing levels.
C.Drug Free Workplace
In compliance with Whitman County personnel regulations, Whitman County Rural Library shall be a drug free workplace. See Appendix D.
D.Board of Trustees
1.The Board of Trustees serves as the liaison between the library and the public and between the library and government officials.
2.Its members advise the Director of needs in the community and explain the library and its services in lay terms to the public.
3.The Board works with the Director in adopting a budget.
4.Members of the Board will not discuss policy matters with members of the staff without knowledge of the Director.
5.If circumstances require by-passing the normal administrative channels, the matter should be acted upon by the Board as a whole prior to any such discussion.
A. The Board of Trustees adopts and periodically reviews salary schedules, job classifications and other personnel matters.
B.The Board of Trustees employs as a Director a person who is certified by the Washington State Certification Board and who meets the qualifications set forth by the Board for proper job performance or has approval of Washington State Library.
C.Staff and branch manager position vacancies will be advertised and filled in accordance with accepted affirmative action procedures.Employment will not be denied on the grounds of race, color, national origin, age, sex, or handicap.
D.A one year evaluation period will be considered an extension of the hiring process for all employees, part-time or full-time. Since the evaluation period is considered to be an extension of the hiring process, employees on evaluation cannot appeal terminationwithin the one year period.
E.The Director makes appointments as approved by the interview committee.The committee will include at least one staff member, the Director, and a Board member, should the Board decide to participate.The Director has full charge of the staff of the libraryunder these adopted policies.The Board will select the interview committee for the Director's position.
F.The Director has the authority to recommend to the Board the dismissal of any library employee whose attitude,professional ethics and conduct or performance of duties makesuch action advisable.In every case the employee has the right to present his or her case both to the Director and the Board.
1.SALARIED FULL-TIMEEMPLOYEES:
The Whitman County Rural Library work week begins on Tuesday of each week and runs through the following Monday.Shifts will be set by the Director.All employees are required to take breaks as required by law.These employees will receive full benefits, sick leave, vacation, and holidays. Payroll is computed on a yearly salary basis.
2.SALARIED PART-TIME EMPLOYEES:
Salariedpart-time employees work19 hours per week or more, (but less than 40 hours per week) and have passed the 6 month evaluationperiod. Eligible for prorated sick leave, prorated vacation and holidays (if scheduled to work on those days).If working 70 hours per month or more, must be a member of the retirement system. Medical insurance benefits and life insurance benefits to be paid only if those employeesare regularly scheduled to work 20 hours per week or more.Payroll is computed on a yearly salary basis.
* The classification of salaried part-time employees was discontinued 2000.Beginning August 1, 2000 all new part-time hires will fall under the classification hourly part-time employees.Employees hired under the salaried part-time employees classification will continue in this classification until their employment is terminated.
3.HOURLY PART-TIME EMPLOYEES:
Hourly part-timeemployees workless than 19 hours per weekand are paid on an hourly basis.BeginningJan. 1, 1996 they will accrue vacation and sick leave at the rate of 1 hour each of vacation and sick leave for each 20 hours worked.They are not eligible for additional benefits.Beginning August 1, 2000 employees hired will not receive benefits (vacation and sick leave).
4.SALARIED PART-TIME:
a. Branch Managers:are eligible for as many hours paid vacation as their branch is open in two weeks. He/she is not eligible for any benefits (medical, life insurance, retirement).Sick leave will be the same number of hours as vacation time. The employee may accumulate up to 80 hours of sick leave.Branch Managers areeligible for paid holidays when headquarters library is closed.
b. Branch Substitutes:persons who replace the branch manager during sick leave and vacation periods.Not eligible for sick leave, vacation, holidays or benefits.
5.TEMPORARY EMPLOYEES:
Employees hired for temporary positions lasting for less than six months, unless specified by the board or terms of a grant.Temporary employees are not eligible for paid sick leave, retirement, vacation, or holidays for the duration of the temporary position including periods extended beyond six months.
Employees must give the Director or the Board four (4) weeks prior notice when resigning. ?
I.GENERAL PERSONNEL GUIDELINES:
a. The Director shall maintain a personnel record for each employee.
b. The employee records shall be considered confidential and shall be accessible only to the employee, the Director, or the Director's appointee.
2.TEMPORARY APPOINTMENTS SHALL BE ALLOWED ONLY AS FOLLOWS:
a. As a substitution for a regular employee who has taken leave of absence.
b. When it is necessary to fill a short term appointment which has been authorized by the Board.
c. When the library has been awarded a grant which includes funds for additional, temporary personnel.
d. Temporary employees shall serve at the discretion of the Director.
e. No temporary appointment shall exceed six months unless a longer period is stipulated by the board or under conditions of a grant.
f. Not eligible for benefits unless a longer period is stipulated under conditions of a grant or by the library board.
a. Employees shall be evaluated yearly.
b. New employees shall be evaluated at three month and six month intervals.
c. If an employee is subject to disciplinary action, or has a poor yearly evaluation, evaluations will be set up on a monthly schedule until the employee is off probation and an employee will receive written notice of this action, with a notice to be placed in their personnel file.
Employees shall be eligible for retirement at age 65 or after their PERS pension plan is vested.
a. The Director may lay off permanent employees for lack of work, budgetary restrictions, or other changes that take place.
b. The employee is to be given 30 days notice.
c. No permanent employee shall be laid off so a temporary employee in the same classification may be employed in a position for which the permanent employee is qualified.
d. In determining which employee in a classification is to be laid off, consideration will be given to individual performance, and then to seniority in the affected position.
e.If the employee being laid off possesses a good service record, his or her name shall be placed on a re-employment list according to his/her job performance and seniority.The list shall be maintained for one year.
a. Vacancies in positions shall be filled insofar as consistent with the best interests of the library from employees holding permanent positions.Permanent employees interested in the vacancy will be required to apply for the position and go through the hiring process as any applicant would.
b. Employees who are promoted must pass a one year evaluation period.Those who fail the evaluation period shall reassume any permanent position held prior to promotion if the position is still open.
The Director (or designee) shall conduct exit interviews with employees leaving library employment.
No employee shall be demoted to a position for which he or she does not possess the minimum qualifications.An employee being demoted shall be notified two weeks prior to demotion.
An employee may be demoted:
a. When his or her standard performance falls below that established for his or her particular class.
b. When the employee becomes physically or mentally incapable of performing the duties of his or her position.
c. In lieu of layoff.
d. For disciplinary purposes no advance notice is required.
e.A demotion may be authorized by the Director for any employee who requests it or to prevent a layoff. Any demotion to prevent layoffs may be reversed when the employee's previous position is re-opened.
An employee who has been demoted, suspended or dismissed may appeal to the Board as per policy. If the appeal is successful the employee shall be entitled to full compensation for all lost time and with full restoration of all other rights and conditions of employment.