Introductory Period

Each new employee shall serve a six (6) month introductory period.  Employees may be dismissed with or without cause at any time during the introductory period or at any time thereafter.  

Employment at Will

Employment is on an “at will” basis.  “Employment at will” refers to the traditional relationship between employer and employee, specifying that the employment relationship may be terminated by either party unilaterally.  Thus, this document is not an expressed or implied contract of employment, but rather an overview of working rules and benefits.  No employment contract is offered at this or any other time.

Employee Classifications

Employee Relations

An employee's antagonisms and personal differences have no place in the Library. Private problems, moods or anxieties not related to Library operation should be put aside as far as possible during working hours. Self-control against emotional outbursts should be observed. Private problems that affect performance should be discussed with an immediate supervisor if you think that the Library can assist with a solution.

Each member of the staff should exhibit loyalty to the Library and an active interest in its improvement since the betterment of the Library as an institution directly affects its employees. Loyalty should prevent staff members from voicing critical comments regarding the Library, its other employees or its patrons in public places. Progressive ideas and constructive criticism, however, are of great value if expressed in a proper manner. Such suggestions should be received with courteous consideration by supervising personnel.

Just as employees should show loyalty to the Library and those supervising their work, the Library and its supervisors should show equal consideration towards those they employ and supervise.  It is the policy of the Library that Library supervisors and professionals be receptive to the problems, questions and concerns of employees and Library managers should make a sincere effort to assist employees who encounter difficulties.

While it is the responsibility of supervisors to orient new employees, friendly help can be offered by other staff members when the supervisor is unavailable. Assistance of a friendly nature is an integral part of welcoming new employees. Reprimands are to be delivered only by the appropriate supervising personnel, in private, and only after a thorough investigation of the circumstances. Such reprimands should be given and received impersonally and without rancor, with the improvement of employee performance and Library service as the sole objectives.

Staff conflicts should be discussed between the staff members involved. If no solution can be achieved, the immediate supervisor should be informed of the problem, and an attempt to settle the differences should again be made. Conflicts still unresolved can then be discussed with the Director in the presence of the supervisor and the involved employees. Staff members owe courtesy, good teamwork, and a willingness to share disagreeable assignments with their co-workers. They should maintain a sense of fairness and tolerance toward the point of view of others. The apparent mistakes of others should not be made obvious to Library users, but discussed as quietly as possible or explained as a matter of

misunderstanding.

Generally, the Library will operate smoothly and best satisfy the needs of the public if all staff members treat other staff members and Library patrons with respect, equality and courtesy.  

SEE ALSO DISCIPLINE AND DUE PROCESS

SEE ALSO GRIEVANCE

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