Dexter Free Library

Serving the Community Since 1924

PERSONNEL

Tenure of Service

A. Definition of Tenure of Service

  1. Tenure means that with the satisfactory completion of a probationary period, an employee is assured ofcontinuous and permanent employ as long as he/she performs his/her duties competently and in accordance with the policies of the Library.
  1. While the Library does not hold itself under obligation to continue the employ of any employee whose services are unsatisfactory, no employee under permanent appointment shall have his/her services terminated without cause, except in cases of unavoidable financial retrenchment.
  1. Unsatisfactory service will be determined by written evaluations.
  • Definition of employee status
    1. Permanent employees are those whose term of employment is indicated as definite and whose primary vocational interest is employment by this Library.
    2. A temporary employee applies to employees hired for a specific period of time or project
  • Tenure Guarantees:
    1. Intellectual freedom
    2. Appointment based solely on merit and not influenced by political, economic, religious or other groups.
    3. A sufficient degree of economic security to make employment in the Library attractive to persons of ability.
    4. The Library is an Equal Opportunity Employer.

Salaries and Hours

  1. Work Week
  • Normal hours of operation are : Tuesdays 10am to 6pm, Wednesdays 9am to 12pm and 1pm to 6pm, Thursdays 10am to 6pm, and Saturdays 9am to 12pm.
  • The Closing of the Library may be required by natural, mechanical, or other emergencies. The Library Director will be responsible for determining the necessity of closing.
  • Staff may make up hours lost due to such closings with the approval of the Director within two weeks.
  1. Salary Payment
  • All library employees are paid every two weeks on the 15th and the end of the month.
  • Salary may be withheld for the first two weeks of employment.
  1. Method of Payment
  • The employee records hours worked on a time sheet.
  • The Library Director will report hours worked to the treasurer for payment.
  • All employees have the following deductions withheld from each paycheck: social security and medicare.
  1. Overtime and Continuing Education for Staff
  • It is the policy of this Library not to allow overtime.
  • Staff hours are contracted to include workshops, seminars, and special programming.Staff members are compensated for time to attend continuing education programs and workshops.
  • Staff will also be reimbursed mileage for attending continuing education opportunities at the NYS reimbursement rate.
  • Schedules will be adjusted with the Library Director for coverage when staff need to attend workshops or other outside programs.
  1. Work Schedules
  • The Library Director and staff are expected to be on duty at the start of the scheduled work period.If for some reason a staff member will be late arrangements need to be made with the Director to ensure timely opening of the Library.
  • Habitual tardiness or unexplained absences may be cause for disciplinary action by the Board.
  1. Evaluation of employees(Refer to By-Laws #6 Director is responsible for the appointment and direction of staff)
  • New hires are subject to a 3 month probationary period; followed by an evaluation by the Director.
  • At the end of the 3 month period the Director will recommend, in the case of a satisfactory recommendation, that the Board offer a one year appointment to the employee.
  • Employees will be evaluated annually or more often if deemed appropriate by the Director.
  1. Leave Policy
  1. The Library will be closed on the following holidays if it occurs on a day that the Library is normally opened:New Year’s Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve Day, Christmas Day, and New Year’s Eve Day.
  1. Employees will not be paid for a holiday if it occurs on their regular work day.
  • Sick Leave
  1. In case of illness the employee must contact the Director.
  1. Library employees do not receive sick leave.
  • Annual Leaves
  1. Library employees do not receive annual leave.
  • Other Leave With Pay
  1. Library employees will be paid for regularly scheduled hours missed due toJury Duty.
  • Leave Without Pay
  1. Maternity Leave – Maternity leave up to three months before delivery and three months after delivery will be granted upon request.
  2. Educational Leave – If the Library Director returns to school fulltime to complete her education, leave without pay may be granted.
  1. Military Leave
  • Persons joining the Armed Forces of the United States will be granted leave without pay for the tenure of enlistment.
  • Persons on military leave retain the privilege of rejoining the Library at their former status immediately upon conclusion of the enlistment.
  1. Health Insurance
    • The Library does not provide insurance to its employees
  1. Disability Insurance
    • The Library carries disability insurance on all employees.
  1. Unemployment Insurance
    • The Library carries unemployment insurance on all employees.
  1. Retirement and Social Security
    • All Library employees are covered by Social Security.
  • The Library does not provide a private pension plan.

Termination of Employment

1.  The Library Director has the right and the authority to recommend to    the Board of Trustees dismissal of any employee whose attitude, professional ethic, conduct or performance of duties to warrant such action.

2.  In every case, the employee shall have the right to present his/her case to the Board of Trustees.

3.  An employee may be dismissed after three unsatisfactory or low ratings  on their evaluations.

4.  Conduct which may call for disciplinary action

  • Habitual tardiness or unexcused absenteeism
  • Failure to perform set tasks after repeated verbal remind
  • Misuse of funds
  • Inability to get along with patrons or other employees after three reminders and counseling.

5. Conduct for which an employee may be suspended pending a hearing                                        

                        for dismissal

                                                a. Incompetence.

                  b. Insubordination.

            c. Repeated and unexplained absenteeism.

            d. Unprofessional or unethical conduct.

Dismissal Procedure

a. Written notice of action must be given the   employee.

b. Employee must have at least eight days to reply in writing.

c. A hearing will be called by the Board of Trustees to hear the charges and allow the employee to refute the charges.

                      7. Grievance Procedure

  • All employees will receive a fair hearing for grievances.
  • It is preferable that a serious grievance be filed in writing.
  • The employee should consult with the Library Director.
  • The Library Director should consult with the President of the Board of Trustees.
  • If the problem cannot be resolved satisfactorily, the employee and/or the Library Director may request a hearing before the entire Board of Trustees.All hearing requests must be submitted to the Board of Trustees in writing.
  1. The Library Director must give four weeks notice.
  2. All other employees must give two weeks notice.
  • Separation for Financial Exigency or Discontinuance of an Activity
  1. In case of necessary financial retrenchment on the part of the Library, the employee with the least amount of service will be the first to be released.
  2. The Library Director has the obligation to notify the employee affected at the earliest opportunity and to furnish the employee with reference stating clearly that termination of employment was necessary solely because of lack of funds.
  • Selection Process for a Director
  1. The Board of Trustees will run an ad in the Watertown Daily Times for 3-5 days and post a sign in the library.   A deadline for applications will be determined.
  2. One week after the deadline, the Board will re view applications.
  3. The Board of Trustees will make the final selection with the recommendations from the committee.