12.PERSONAL APPEARANCE AND CONDUCT: 

It shall be the responsibility of all employees to represent the library to the public in a manner which shall be courteous, efficient, and helpful. They must arrive for work clean, well-groomed and appropriately dressed. Attitude: All employees should remember that the main function of the library is to provide service to the public.It is the duty of all employees to do this effectively and efficiently. Wholehearted cooperation with the public, your supervisor, your fellow employees, and Director is the best way to accomplish this task. 

13.DISCIPLINARY ACTION: 

a.The library will attempt at all times to operate its business in the most efficient, economical and orderly manner consistent with good management practices.All employees shall conduct themselves in a manner that will be consistent with established rules and regulations. Disciplinary action is not primarily intended to be punitive, but rather to maintain the efficiency of day-to-day operations in keeping with sound principles of human relations. 

b.Causes for disciplinary action: 

All appointed employees may be subjected to disciplinary action for cause, including but not limited to: 

1)Drinking intoxicating beverages, or the illegal use of drugs on the job, or arriving on job under the influence of intoxicating beverages or drugs. 

2)Violation of a duty. 

3)Insubordination. 

4)Breach of discipline. 

5)Being absent from work without first notifying and securing permission from the employee's supervisor.

6)Being habitually absent or tardy for any reason

7)Misconduct. 

8)Conviction of a felony or of a misdemeanor involving moral turpitude. 

9)Using religious, political or fraternal influence. 

10)Accepting fees, gifts or other valuable items in the performance of the employees official duties for the library.

11)Inability to perform the assigned job. 

c. Forms of procedures for disciplinary action: The degree of discipline administered must depend on the severity of the infraction and must be in accordance with any appropriate labor contracts.It is the responsibility of the Director to evaluate thoroughly the circumstances and facts as objectively as possible. The Director will then apply the most suitable form of discipline to the best of his/her knowledge and discretion. 

d.There are several types of disciplinary action which may be applied to discourage detrimental behavior or actions: 

1)Oral warning: 

aa. Talk to the employee in private. 

bb.This type of discipline should be applied for infractions of a relatively minor degree.Supervisors should at all times inform the employee that he or she is administering an oral warning and that the employee is being given an opportunity to correct the condition. If the condition is not corrected, the person will be subject to more severe disciplinary measures. 

cc.A notation that an oral warning was given should be made for the employee's personnel file.

2.)Written warning: 

aa.This notice will be issued by the Director or supervisor in the event the employee continues to disregard an oral warning, or if the infraction is severe enough to warrant a written record in the employee's personnel file. 

bb.The supervisor will set forth in the warning notice form the nature of the infraction in detail and will sign the notice. He or she will discuss the warning notice with the Director, then with the employee, to be certain that the employee understands the reasons for the disciplinary action. 

cc.A copy of the warning notice is to be handed to the employee at the time of the discussion of the discipline.The original copy is to be placed in the employee's personnel file.

3)Suspension: 

aa.This form of discipline is administered as a result of a severe infraction of rules, or standards, or for excessive violations after the employee has received a written warning and has made no effort to improve performance.This is the most severe form of discipline given by a supervisor short of termination.

bb.The Director shall set forth all facts leading to the reason for the disciplinary suspension and the duration of the suspension on a disciplinary action form.He shall then inform the employee of the disciplinary action, making certain that the employee is fully aware of the reasons for such action. The original copy of the disciplinary action form is to be placed in the employee's personnel file with a copy given to the employee. 

cc.When the employee returns from a period of disciplinary suspension, the Director should make certain that the employee gets back to the job with as little injury to his or her self-respect as possible.

4)Demotion: 

Demotion is to be used in rare instances when employees have been promoted to a position for which they are unable to perform the responsibilities of the position.It should be applied only after a thorough evaluation by the supervisor and only after adequate written warning. 

5)Discharge: 

Prior to a supervisor recommending action on the discharge of an employee, the supervisor must discuss his or her recommendation for discharge with the Director to be certain that all facts have been 

reviewed and that there is thorough justification for the discharge 

action.The supervisor must be certain of all facts influencing his or her decision to discharge an employee and should attempt at all times to be as objective as possible in the evaluation of the circumstances leading to the discharge. 

aa.If in the opinion of the Director, the infraction is so severe as to necessitate immediate termination, the Director should take action by placing the employee on suspension until circumstances are reviewed prior to final discharge action. 

bb.An employee may file a grievance with respect to a claim or dispute arising from the interpretation, meaning or application of the provisions of these rules and regulations. 

6)Grievance Procedures: 

aa.An employee may file a grievance with respect to a claim or dispute arising from the interpretation, meaning, or application of this personnel policy. 

bb.If an employee believes he has a justified complaint or problem he must first discuss the problem with the Director within 10 working days following the incident. 

cc.If, within 3 working days after the discussion, the employee feels that his problem has not been resolved, the employee shall submit a written report outlining the complaint and the circumstances surrounding it to the Director.The Director shall respond within 5 working days. 

dd.If the employee believes that his complaint is not fairly resolved by the Director, he may then submit a written complaint to the library board, with a copy to the Director, within 5 working days.

ee.The library board, the Director and the employee will meet as soon as possible to discuss the grievance. 

ff.The board secretary will issue a report setting forth the decision reached, with copies for the Director and the employee.

J.ABSENCES:

1.Payments may be made to employees for absence during their assigned hours only for the purpose and to the extent provided in sections which deal with paid holidays, annual leave, sick leave, administrative leave, civil leave, and compensatory time. 

2.Full-time employees and employees who work 80 hours or more per month shall be eligible for annual leave with pay after six months of continuous service.Hourly employees with benefits working fewer than 80 hours per month will be eligible for annual leave and sick leave after 1 year of continuous employment.Part-time employees hired after August 1, 2000 will not accrue annual leave or sick leave.

3.Annual and sick leave will be credited monthly at the end of each month and shall not be available for use until earned. 

4.All types of leave shall be subject to approval by the Director. 

5.Compensatory time shall be accrued only with the permission of the Director. Employees may not accrue more than 40 hours.

6.Paid Holidays: 

All branches of Whitman County Library, will be closed for the following holidays (any time the holiday falls on a Saturday or Monday, the library will close on the adjacent Sunday:

New Year's Day - January 1 

Martin Luther King's Birthday - 3rd Monday of Jan. 

President's Day - 3rd Monday in February

Easter - Sunday

Memorial Day - Last Monday in May (3 day weekend) 

Independence Day - July 4 

Labor Day -First Monday in September (3 day weekend) 

Veteran's Day - Nov. 11

Thanksgiving - Fourth Thursday in November 

Friday after Thanksgiving

Christmas Eve - December 24

Christmas - December 25 

New Year's Eve - after 3 p.m. Dec. 31

7.Free day:

One free day of leave is allowed each FTE per year and MUST BE TAKEN BEFORE NOVEMBER 1 of each year. Employees working 80 or more hours each month are allowed a 4 (four) hour "Free Day". Hourly employees working less than 80 hours per month and branch managers are not eligible for this day of leave.

8.Annual Leave:

Anniversaries will be the beginning of the month nearest the employee's date of employment.

a.Salaried full-time employees will receive basic annual leave of 12 days per year.Basic annual leave will be 15 days per year for the Director.All full-time employees, including the Director, may carry-over only 12 basic days leave into the next calendar year. Additional days not taken by December 31 will be lost. 

b.Salaried full-time employees will be credited with additional vacation days for longevity of service according to the following schedule:

2 full years of service on Jan. 11 day

3 or 4 full years of service 2 days

5 to 10 years of service3 days

11 or more years of service4 days

The additional vacation days will be added on Jan. 1 of each calendar year.

c.Salaried part-time employees working 80 hours a month will receive annual leave, additional vacation days for longevity of service, and a "Free Day" in proportion to the hours they work in each year.

d.Branch managers may have a paid vacation SUBSTITUTE for the number of hours their library is open in two weeks. These hours must be used each calendar year or will be lost.

e.Hourly employees , after meeting eligibility requirements, will accrue annual leave at the rate of 1 hour for each 20 hours worked, to be computed and credited at the end of each pay period.

f.All employees eligible for vacationbenefits who resign or are terminated for whatever reasonwill receive vacation hours prorated for the time worked during that calendar year.

9.Sick Leave: 

Is granted to employees in order that they need not work when ill nor suffer loss of pay due to illness. It is not to be used as annual leave or for any other purposes than those listed below:

-illness of the employee

-illness in the employee's immediate family(spouse, children, dependent relatives and fosterchildren

-death in the immediate family(maximum 5 days)

-other funeral attendance at the discretion of the Director

-medical/dental appointments (time recorded byhours taken (appointments taking less than one hour will not be counted)

-vacation days will not be used for illness unlessallsick leave is exhausted.

a.Salaried full time employees accumulate sick leave at the rate of 1 day per month to a maximum of 60 WORKING DAYS(480 hours) and will be carried forward into the next year.The sick leave hours of employees who have earned over 480 hours will be converted to vacation hours at a 50% rate.

b.Salariedand hourly part-time employees with benefitsshall accumulate sick leave benefits not to exceed a maximum of 200 hours forwarded into the next year.

c. Branch managers are eligible for sick leave each year for the number of hours a branch library is open in two weeks.Branch vacation time will NOT be carried forward from year to year, but branch sick leave may be carried over into the next year to a maximum of 80 hours.

d.Non-benefitpositions,(ie. Shelvers, substitutes, other) will not accrue vacation or sick leave.

e.Sick leave shall be reported at the beginning of any period of sick leave to the Director by the employee or a person designated to act for him prior to the beginning work hour.The employee or a delegate shall continue to notify the Director at reasonable intervals. 

f.Extended illness (more than 3 days) may require a doctor's certificate UPON REQUEST from the Director. 

g.Sick leave may be extended under special circumstances by Board permission.With Board permission, after sick leave is exhausted, employees may take leave without pay.At the employee's option, annual leave may be used as sick leave, but sick leave may not be used as annual leave. 

h.When an employee resigns or is terminated, all remaining sick leave is lost.Accumulated sick leave may be restored if an employee returns to the Library after taking a leave of absence without pay. 

i.In a case where an employee is forced to take an extended sick leave which exhausts all of their accumulated sick and vacation leave, fellow employees may donate their accumulated vacation leave towards this employee's sick leave on a day-for-day basis.All donations are voluntary and confidential and must be approved by the Director and properly reported to the business manager. (Added Nov. 18, 1996)

10.Branch Managers - Leave: 

a.Branch substitutes will be paid by WCL bookkeeping department for work during the branch manager's vacation or sick leave.It is the responsibility of the branch manager to send a form indicating the substitute's hours to the WCL bookkeeping department immediately after the work has been done.

b.If the branch manager requires additional time off after sick leave and vacation hours have been exhausted he/she must contact the headquarters branch coordinator or the Director.These hours will be deducted from her payroll check and the substitute will be paid by the WCL bookkeeping department.

c.Branch managers may apply for leave without pay as specified in section I, 12. 

11.Administrative Leave: 

Administrative leave may be given to attend meetings as authorized by the Director and the Board. Such time will be counted as regular work time. 

12.Leave Without Pay: 

a.Leave without pay may be granted on a case-by-case basis with permission of the Board and the Director. Unless for educational purposes, leave without pay shall not exceed six months. 

b.No vacation or sick leave benefits or any other benefits shall accrue while the employee is on leave of absence without pay, and the employee's anniversary date will be adjusted accordingly. 

c.Requests for leave without pay shall be made in writing to the Director and reviewed by the Board. 

13.Civil Leave: 

Any employee who is called to jury duty or is subpoenaed to appear as a witness before any court or other public body, in any proceeding in which the employee is not a party of interest in the litigation, shall receive from the Whitman County Library his/her normal rate of pay for the time actually required to be absent from work because of such obligation.However, if such employee shall receive compensation for jury duty or as a witness, such compensation received, excluding mileage reimbursement, shall be deposited into the appropriate general county fund.Any such absence from duty shall not be considered sick or annual leave.If an employee is called to jury duty or subpoenaed as a witness in Whitman County and is dismissed prior to the end of the work shift, the employee shall report to work for the remainder of the work shift.

14.Compensatory Time: 

a. Any employee who works more than 40 hours during a regular Tuesday-Monday work week, shall receive “comp. time” in the amount of one and one half hours for each hour worked over 40 hours.

b. "Comp. time" hours will be noted on the individual's time sheet, by the quarter-hour.

c. Before an employee works any hours over his/her regular work week, or uses his/her comp. time, an agreement must be made with the Director.

d. Staff may only accrue a maximum of 40 hours "Comp. time".

e.When an employee resigns or is terminated for any reason all "Comp." hours are lost.

15. Maternity Leave: 

a.Disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery there-from, are, for all job related purposes, to be considered temporary disabilities, and, as such, will follow regular sick leave policy.

b.For the purposes of this policy, a three to four week period of recovery after childbirth or related circumstances shall be considered reasonable.Sick leave and/or annual leave may be used for this recovery period. 

c.To be eligible for sick leave because of childbirth or related circumstances, an employee shall give her employer 2 weeks notice (if possible) of her anticipated date of departure and intention to return. 

d.Male employees shall receive up to 5 working days maternity leave. 

e.Women employees cannot categorically be denied the opportunity to work during the entire period of pregnancy, but may continue to work as long as her physician concurs in her ability to work and demands of the job are met.All points listed under "Maternity" shall apply equally to married and unmarried women. 

16.State Industrial Compensation: 

Any employee who is eligible for State Industrial Compensation for time off because of an "ON THE JOB" injury shall be paid sick leave in the amount of the difference between his regular pay and that paid by State Industrial after the first three days off the job. Full amount of sick leave shall be paid for the first three days.Should an employee later be paid by State Industrial for the first three days, it shall be credited to the library from money due the employee in the next payroll period. 

KSalaries and Related Benefits: 

1.The base salary for any position will be established prior to hiring new personnel by the Director, with approval from the Board. 

2.Salary increases for full-time salaried employees will be called "step increases".This amount is set by the Director and the Board based on merit and performance of duties.

3.These increments do not include cost of living raises, which are negotiated on a yearly basis with the Board. 

4.Rates forhourly employees working less than 80 hours per month and salaries of branch personnel will be reviewed on a yearly basis by the Board. 

5.A review of staff salaries in comparison to salaries for library employees in the State of Washington should be done on a regular basis.The Board may choose to adjust certain salaries to assure that we maintain quality personnel. 

6.Each employee of Whitman County Library will have money deducted from his/her paycheck for the following benefits: Social Security, Washington State Industrial Insurance, and, if applicable, retirement benefits through Washington Public Employee Retirement System (PERS).PERS requirements for eligibility may exclude some employees.Each person working80hours per month must receive medical coverage through one of the county's currently approved medical plans. Spouse or dependent coverage is paid for by the employee if the employee desires their coverage.

L. Travel

1.Mileage will be paid at a rate approved by the Board for staff and Board members in the course of doing library business.Director and/or Board approval is needed PRIOR TO MAKING THE TRIP. 

2.In addition to the paid mileage, when traveling on library business, or for additional training, each employee isallowed up toa $25 per diem for food reimbursement.Lodging costs are also paid when an overnight stay is required.

3.The Director is responsible for the quality and morale of the library staff, and is expected to provide a continuous program of in-service training and regular staff meetings for all staff members. 

4.Exceptions to the above mentioned policies may be negotiated with the Director and/or the Board of Trustees upon written request. 

M.Bereavement:

If any staff member or their immediate family passes away, the library will provide a memorial plate in a book of the family's choosing.This will be in lieu of a traditional floral arrangement or other memorial.The library will also provide a sympathy card signed by all available staff members.

N. Library Closure

1. It may be necessary in cases of severe weather, natural disaster or unforeseen events, to close the library.Under such circumstances, the Director in consultation with, and with the consent of, at least one Library Board member will make the decision to close the library.It is the Director’s responsibility to initiate this process and every attempt should be made to consult the Chair of the Board of Trustees.In the event the Director cannot contact the Chair the Director should then make contact with another Board member.The criteria for closure should be extreme circumstances that could result in potential physical danger to employees or a serious threat to library property.In cases where the library is closed under this policy, employees will be compensated as if the library were open, without counting against the employees’ sick leave or annual leave.

2. In the event a branch library is unable to staff with a sub or other library staff, they may, with approval, close for the day.

DISCRIMINATORY WORKPLACE HARASSMENT POLICY

The purpose of this Policy is to clearly establish Whitman County Library’s (WCL) commitment to provide a work environment free from harassment, to define discriminatory harassment, and to set forth the procedure for investigating and resolving internal complaints of harassment. Because of the tremendous importance of a workplace free from any form of harassment, each supervisor or manager shall review this policy annually. Additionally, upon hire, this policy shall be fully discussed with each employee, to ensure that it's contents are known by the employee. 

All jobs with the WCL are extremely important to the members of our community .It is critical that all employees treat all other employees with dignity and respect. It is the responsibility of each and every employee, supervisor and manager to make sure that there is no inappropriate behavior occurring in the workplace. Inappropriate behavior will not be tolerated. WCL has committed itself to eliminating harassment of any kind. Zero Tolerance is our rule, and all employees are expected to conform to this policy of Zero Tolerance.

This Policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, disciplinary action, layoff, reinstatement, transfer, leave of absence, compensation and training.

I. POLICY

Employees, supervisors or managers found to be participating in any form of job based harassment or retaliating against any other employee shall be subject to disciplinary action up to and including termination from WCL.

A. RESPONSIBILITIES

Management: It is the responsibility of the Director and the Board of Trustees to develop this policy, keep it up to date, and to ensure that any violation of this policy brought to their attention is dealt with fairly, quickly, and impartially. The Director and the Board of Trustees also have the responsibility of setting the proper example.

Supervision: It is the responsibility of supervision to enforce the policy, to make a review with each new employee to ensure they know the policy and to regularly check the workplace and environs to make ensure the policy is being followed. When a deviation from this policy is noted or reported, supervisors shall bring this information to management immediately. All supervisors also have the responsibility of setting the proper example.

Workers: It is the responsibility of each and every employee to know the policy and to follow the policy. It is imperative that every employee treats every other employee with dignity and respect.

II. DEFINITIONS

1. Verbal Harassment -Epithets, derogatory comments, slurs, propositioning, or otherwise offensive words or comments on the basis of race, religious creed, color, national origin, ancestry disability, medical condition, marital status, pregnancy, sexual orientation, gender or age, whether made in general, directed to an individual, or to a group of people regardless of whether the behavior was intended to harass. This includes but is not limited to inappropriate sexually oriented comments on appearance, including dress or physical features, sexual rumors, code words, and race oriented stories.

2. Physical Harassment -Assault, impeding or blocking movement, leering, or the physical interference with normal work, privacy or movement when directed at an individual on the basis of race, religious creed, color, national origin, ancestry, disability, medical condition, marital status, pregnancy, sexual orientation, gender or age. This includes pinching, patting, grabbing, inappropriate behavior in or near bathrooms, sleeping facilities and eating areas, or making explicit or implied threats or promises in return for submission to physical acts.

3. Visual Forms of Harassment -Derogatory, prejudicial, stereotypical or otherwise offensive posters, photographs, cartoons, notes, bulletins, drawings or pictures on the basis of race, religious creed, color, national origin, ancestry, disability, medical condition, marital status, pregnancy, sexual orientation, gender or age. This applies to both posted material or material maintained in or on WCL equipment or personal property in the workplace.

4. Sexual Harassment -Any act which is sexual in nature and is made explicitly or implicitly a term or condition of employment, is used as the basis of an employment decision, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment. The First Amendment allows anyone to associate with anyone else they desire. It is natural for people who meet in the workplace to sometimes become romantically or financially involved, and it is not the Department's intent to interfere with any dating or business relationship. Any involvement between employees must be voluntary and desired by both parties. However, many problems have developed in government organizations because of dating and business relationships, and they can interfere with our goal of having a sound professional work environment.

With respect to dating, it is not inappropriate for a person to ask out a co-worker.

However, if you do not want to go out with another employee, it is imperative that your response to the request is firm and definite. After this firm, definite response has been made; it is inappropriate for the requesting party to make any further attempt to initiate a dating relationship. Repeated requests for a dating relationship constitute Sexual Harassment. It is also inappropriate for any relationship to interfere with normal work operations in any manner. Personnel who desire to become involved with someone in the workplace must be aware of the following guidelines.

1.There shall be no dating or business activities on company time or company property.

2.There shall be no use of company property to arrange dating or business activities.

3.All behavior between employees shall be behavior conducive to a sound professional work environment at all times when on company property or on company time. Hand holding, kissing, hugging, sexual comments and other behavior generally associated with a dating relationship are inappropriate while on company time or company property.

4.Any relationship, whether dating or business, involving personnel at different levels on the chain of command (or where one party has functional supervision over another) shall be reported by the person of higher rank to the Director immediately. Failure to report this relationship is a violation of this policy. The Director shall make recommendations to ensure that this relationship will not detract from a sound professional work environment. Such recommendations may include the transfer of the higher-ranking person to another position.

Confrontation

If any person feels they are the victims of any form of harassment, they should inform the person(s) participating in this behavior that he/she finds it offensive. This one on one confrontation has been demonstrated to be an effective way to end harassing behaviors. If the inappropriate behaviors do not stop, the offended employee can initiate either an informal or formal complaint as described below. Because confrontation is difficult for some people and because of the complex nature of harassment, employees are not required to confront an offending party prior to initiating this complaint procedure.

Informal Complaint

Any employee, contractor, customer or job applicant who believes he or she is a victim of discriminatory workplace harassment should make a complaint orally or in writing with any of the following:

1. A supervisor.

2. The Director.

Any supervisor, who observes inappropriate behavior or receives a harassment complaint, shall notify the Director immediately.

An informal resolution will be attempted whenever appropriate. If the informal resolution process is unsuccessful, the complainant may direct a formal complaint to the Library Director.

Preliminary Complaint

Filing of a Preliminary Complaint:

Any employee, customer, contractor or applicant who alleges to be a victim of discriminatory workplace harassment should, within 30 calendar days of the alleged

incident:

1. Contact his/her supervisor OR

2. Contact the Director.

This preliminary complaint can be a verbal or written.

Time Extension:

The supervisor or the Director may extend the time requirements set forth in this procedure when he/she determines it is in the best interests of fairness and justice to the parties involved.

Review of Preliminary Complaint:

Upon notification of a harassment complaint, the supervisor and/or the Director shall conduct an initial investigation to make a preliminary determination as to whether there is any merit to the complaint. If no merit is found, the supervisor and/or the Director may still meet with the parties involved to attempt to conciliate the complaint or conflict between the parties.

Formal Complaint:

If after an initial investigation is conducted, there is no resolution and/or no conciliation of the preliminary complaint, a formal written complaint can be filed by the complainant. A written statement of charges shall be completed, signed and given to the Director within five (5) days of failed resolution.

Upon receipt of the formal written complaint, the Director will contact the alleged harasser(s) who will be informed of the basis of the complaint, will be given a copy of the statement of charges, and will be provided an opportunity to respond. The response shall be in writing, addressed to the Director, and received by the Director within ten (10) calendar days after being notified of the complaint. Concurrently, a formal investigation of the complaint may be commenced.

Review of Response and Findings:

Upon receipt of the response, the Director may further investigate the formal complaint. Such investigation may include interviews with the complainant, the accused harasser(s), and any other persons determined to possibly have relevant knowledge concerning the complaint. This may include victims of similar conduct.

Factual information gathered through the investigation will be reviewed to determine whether the alleged conduct constitutes harassment, giving consideration to all factual information, the totality of the circumstances including the nature of the verbal, physical visual or sexual conduct and the context in which the alleged incident(s) occurred.

The results of the investigation and the determination as to whether harassment occurred shall be final and binding and will be reported to appropriate persons including the complainant, the alleged harasser(s), and the supervisor within twenty (20) calendar days from the receipt of the response.

If harassment is determined to have occurred, the Director shall take and/or recommend to the Board of Trustees prompt and effective remedial action against the harasser. The action will be commensurate with the severity of the offense, up to and including termination from employment. If discipline is imposed, the nature and extent of the discipline will not divulged to the complainant.

Retaliation in any manner against a person for filing a harassment charge or initiating a harassment complaint, testifying in an investigation, providing information or assisting in an investigation, is expressly prohibited and subject to disciplinary action up to and including removal. The Director will take reasonable steps to protect the victim and other potential victims from further harassment, and to protect the victim from any retaliation as a result of communicating the complaint.

Confidentiality will be maintained to the fullest extent possible in accordance with applicable Federal, State and local law.

Any Complaint made by an employee of WCL regarding Job Based Harassment which is conclusively proven to be false, shall result in discipline. This discipline may include dismissal from employment. This section is not intended to discourage employees from making complaints regarding Job Based Harassment. However, false complaints adversely impact the workplace and the career of the accused, even when disproved, and will not be tolerated.

The use of this procedure is limited to complaints related to discriminatory workplace harassment on the basis of race, religion, color, national origin, ancestry, disability, medical condition, marital status, pregnancy, sexual orientation, gender or age. All other complaints shall be handled through the Employee Grievance Procedure as established by the Employee Policy Manual.

This policy shall be available to all employees, supervisors and managers and Trustees of Whitman County Library. Any questions, concerns or comments related to this policy should be directed to the Director.