Hope Welty Public Library

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Personnel Policy













HOPE WELTY PUBLIC LIBRARY DISTRICT


PERSONNEL POLICIES

July 2009



































Conditions of Employment

    DISCLAIMER

This Personnel Policy for employees does not constitute an offer, assurance, or contract of employment with the Hope Welty Public Library District and the employee.  The sole purpose of the Personnel Policy is to provide general information regarding the personnel program, and the information provided may not apply in any particular case. In particular, unless otherwise indicated in a written contract between the employee and the library, all personnel are considered employees ‘at will’, and any or all language, which might be construed to the contrary is hereby specifically disclaimed. Nothing in this explanatory material shall be interpreted as an offer of employment or promise of continued employment. Continued employment is subject to the general discretion of the Board of Trustees with respect to all aspects of employment and benefits. It is the policy of the Hope Welty Public Library District that all employment is on an ‘at will’ basis which allows the employment to be terminated at any time by either the employee or the Library ‘at will’ with or without cause. Nothing in this manual shall be held to convey to any employee a promise or offer of any type of right to continued employment.  This is not an employment contract.  Any other form of employment must be in writing and approved by the board of Library Trustees.

    EMPLOYMENT POLICY
     
The Hope Welty Public Library District is an Equal Opportunity Employer. As such, the Hope Welty Public Library District ensures that applicants are employed and employees are treated during employment without regard to their race, color, religion, national origin, ancestry, sex, age, physical or mental handicap, marital status, status as a veteran,  sexual orientation, or political opinions and affiliations. Sexual orientation means actual or perceived heterosexuality, homosexuality, bisexuality, or gender related identity, whether or not traditionally associated with the person's designated sex at birth. Sexual orientation does not include a physical or sexual attraction to a minor by an adult.

    PREAMBLE
   
These rules are authorized by the Board of Trustees and are in effect until modified or abolished. The Library Director is the Administrative Officer of the Board of Trustees.

    EMPLOYMENT PROCESSES

It is the objective of the library to provide an equal opportunity for all qualified persons to obtain promotions based on competence, without discrimination with respect to compensation, privileges, terms or conditions of employment because of a person’s race, color, religion, national origin, ancestry, sex, age, physical or mental handicap, marital status, status as a veteran,  sexual orientation, or political opinions and affiliations.

Discrimination is a policy, practice, or procedure which causes an individual or group to be treated less favorably in the terms and conditions of their employment compared to other individuals or groups because of such factors as race, color, religion, national origin, ancestry, sex, age, disability, marital status, status as a veteran, or sexual orientation. Discrimination includes limiting, segregating, or classifying an employee or applicant for employment in any way which would deprive or tend to deprive the individual of any employment opportunity or otherwise adversely affect the status of the individual because of that individual’s race, color, religion, sex, national origin, age, physical or mental handicap, marital status, status as a veteran, or sexual orientation.    


PROHIBITED HARASSMENT, INCLUDING SEXUAL HARASSMENT

The Hope Welty Public Library District reaffirms the principle that its workplace will be free from harassment based on any status or characteristic that is protected by law. Such harassment, including sexual harassment, violates the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and/or the Illinois Human Rights Act as defined in 775 Illinois Compiled Statutes, Chapter 5. Illegal harassment will not be tolerated or condoned. When the authority and power inherent in supervisor/subordinate relationships, whether overtly, implicitly, or through misinterpretation, is abused in this way, there is potentially great damage to individual employees involved and to the employment climate of the Hope Welty Public Library District. It is the responsibility of each individual employee to refrain from harassment, including sexual harassment, and it is the right of each individual employee to work in an environment free from harassment. Sexual Harassment is defined as any unwelcome sexual advances, requests for sexual favors, or any conduct of a sexual nature when:

•     Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
•    Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
•    Such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

One such example is a case where a qualified individual is denied employment opportunities and benefits that are, instead, awarded to an individual who submits (voluntarily or under coercion) to sexual advances or sexual favors. Other conduct commonly considered to be sexual harassment includes:

•    Verbal: Sexual innuendos, suggestive comments, insults, humor and jokes about sex, anatomy, gender-specific traits, sexual propositions, threats, repeated requests for dates, or statements about other employees, even outside of their presence, of a sexual nature.
•    Non-Verbal: Suggestive or insulting sounds (whistling), leering, obscene gestures, sexually suggestive bodily gestures, “catcalls,” “smacking,” or “kissing” noises.
•    Visual: Posters, cartoons, signs, pin-ups, or slogans of a sexual nature. 
•    Physical: Touching, unwelcome hugging or kissing, pinching, brushing the body, coerced sexual intercourse, or actual assault.
•    Written: Letters, notes, e-mails of a sexual nature.

Sexual harassment may involve a man harassing a woman, a woman harassing a man, or harassment between members of the same sex or gender.
Other forms of illegal harassment can include:

•    Offensive or derogatory epithets, slurs, negative stereotyping, jokes;
•    Threatening, intimidating, or hostile acts that relate to race, color, religion, national origin, ancestry, sex, age, physical or mental handicap, marital status, status as a veteran, or sexual orientation;
•    Unwelcome comments about a person's religion or religious garments; or
•    Written or graphic material that denigrates or shows hostility toward an individual or group because of race, color, religion, national origin, ancestry, sex, age, physical or mental handicap, marital status, status as a veteran, or sexual orientation and that is circulated in the workplace, or placed anywhere on the workplace premises such as on an employee's desk or workspace or on workplace equipment (including a computer) or bulletin boards.

Any employee who feels that he/she has been harassed, or who knows of or suspects the occurrence of discrimination or prohibited harassment, or who desires counseling regarding potential discrimination or illegal harassment, is strongly urged and encouraged to contact his/her supervisor or the Business Manager. If the employee feels comfortable, the employee should deal with the incident(s) as directly and firmly as possible by clearly communicating to the harasser that the behavior is unwelcome and unacceptable. Each case will be thoroughly investigated to determine whether discrimination or prohibited harassment has occurred. All investigations will be conducted in a manner that protects the privacy of and minimizes suspicion toward all individuals involved. An employee may make a complaint even if the discrimination or illegal harassment is not directed at the person making the complaint. Supervisors must ensure that no retaliation will result against an employee making a discrimination or illegal harassment complaint.

Any employee found to have violated these policies of discrimination or illegal harassment, or who is found to have retaliated against another employee who in good faith has complained of discrimination or illegal harassment, will be subject to disciplinary action up to and including termination of employment. An employee 
who has been discriminated against or illegally harassed while on the job may also have grounds to file a civil or criminal lawsuit.

Because of the seriousness of the consequences for the accused, a false and frivolous charge of discrimination or unlawful harassment is a severe offense that can itself result in disciplinary action. False and frivolous charges refer to cases where the complainant has filed a complaint based on false accusations for some gain other than to stop discrimination or illegal harassment.

Complaint Procedure for Filing Charges of Discrimination or Unlawful Harassment

Employees who observe acts of discrimination or are the subject of discrimination or unlawful harassment should take the following steps:
1. Documentation: The employee should record any incident (what was said or done, the date, the time, and the place). Documentation such as written records (letters, notes, memos, and telephone messages) should be included and will facilitate the investigation.

2. Direct Communication: If there is unlawful harassing behavior in the workplace, and if the harassed employee feels comfortable, the harassed employee should directly and clearly express his/her objection that the conduct is unwelcome and request that the offending behavior stop. The initial message may be verbal. If subsequent messages are required, such messages should be in writing.

3. Contact with Supervisory Personnel: At the same time direct communication is undertaken, or in the event the employee feels threatened or intimidated by the situation, the problem must be promptly reported to the immediate supervisor. If the harasser is the immediate supervisor, the problem should be reported to the next level of supervision, or the Business Manager.

4. Formal Written Complaint: An employee may also submit a formal written complaint regarding incidents of unlawful harassment within 30 days of such conduct. Such complaints should be forwarded to the complainant’s immediate supervisor. If the harasser is the immediate supervisor, the problem should be reported to the next level of supervision or the Business Manager. When appropriate, the supervisor or Business Manager will counsel the reporting employee and be available to assist with filing a formal complaint.

 
    5. Formal Investigation:      The supervisor or Business Manager, as appropriate, will fully investigate the complaint and submit a report to the Executive Director within 30 days. The report must contain information on the allegation, the date(s) and time(s) of the occurrences, a summary of the investigation (including any documentation), the recommended results of the investigation, and a recommended course of action. The Director must review and  approve any final recommendation and course of action. After the approval, the supervisor or the     will advise the complainant and the alleged harasser of the results of the investigation. Results of the investigation and any recommended course of action must be conveyed within 90 days of notification of the formal written complaint.
   
    6. If resolution is not satisfactory to the complaining employee, the employee may file a written complaint with the Hope Welty Public Library District Board President within fifteen (15) working days of the date of the Executive Director’s written response. The Executive Committee of the Hope Welty Public Library District Board shall meet with the employee within a reasonable time and shall thereafter issue a final decision.
   
    7. Resolution Outside Department: It is hoped that most discrimination or complaints of illegal harassment or incidents can be resolved within Hope Welty Public Library District. However, employees have the right to contact the Illinois Department of Human Rights (IDHR) or the Equal Employment Opportunity Commission (EEOC) about filing a formal complaint. An IDHR complaint must be filed within 180 days of the alleged incident(s) unless it is a continuing offense.     Complaints are filed in person or in writing by contacting:
   
    Illinois Department of Human Rights
    222 S. College Street Springfield, IL 62704
217-785-5125 800-662-3942
www.state.il.us/dhr

The complaint must be filed with the EEOC within 300 days from the date the employee first finds out about the decision. If an employee is unsure as to whether it is appropriate to file a charge with the EEOC, the EEOC can be contacted electronically. The online assessment can be completed at https://apps.eeoc.gov/eas/. An employee can also contact the local EEOC office by telephone, in writing, or in person. The contact information is:

Equal Employment Opportunity Commission
500 West Madison Street, Suite 200,
Chicago, Illinois 60661
Telephone #: 1-800-669-4000; Fax: 312-886-1168 TTY: 1 800 669-6820

Employees who are suddenly transferred to lower paying jobs or passed over for promotions, or feel they have been retaliated against after filing a complaint with IDHR or EEOC, may file a retaliation charge. A retaliation charge is also due within 180 days of the alleged retaliation if it is filed with the Illinois Department of Human Rights, or 300 days of the alleged retaliation if it is filed with the Equal Employment Opportunity Commission.

DRUG FREE WORK PLACE ACT

All employees of the Hope Welty Public Library District are notified that the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance, including cannabis, is prohibited in the work place. Any employee who violates this prohibition will be subject to discipline, which may be a reprimand, suspension or termination. As a condition of employment,
employees will abide by the terms of this statement and will notify the Hope Welty Public Library District of any criminal drug statute conviction for a violation occurring in the work place no later than five (5) day after such conviction.

 
SMOKE-FREE ILLINOIS
   
Medical research has documented that tobacco smoke is a harmful and dangerous carcinogen to human beings and a hazard to public health. Even second hand smoke is harmful.
The Hope Welty Public Library District will provide an environment for its employees and members that is smoke free. In accordance with State law, smoking is not permitted in the Hope Welty Public Library District building or within 15 feet of any building entrances, exits, windows that open, or ventilation intakes.
   
    GIFTS, LOANS, AND ENTERTAINMENT
   
Hope Welty Public Library District employees are to deal with suppliers, contractors, members, and others on the sole basis of what is in Hope Welty Public Library District’s best interest, accomplishes the Mission of Hope Welty Public Library District, and is in the best interest of its members. In compliance with the Illinois State Gift Ban Act (5 Illinois Compiled Statutes 425), employees may not accept any gifts, payments, loan, or excessive entertainment from any source or person doing or seeking to do business with Hope Welty Public Library District except as outlined in the above-described State Statute. This ban applies to and includes the spouse of and any immediate family member living with the employee. Exceptions to the gift ban are as follows:
    Opportunities, benefits, and services that are available under the same conditions as for the     general public.

•    Anything for which the employee pays the market value.
•     Educational materials and missions.
•    Travel expenses for a meeting to discuss Hope Welty Public Library District’s business.
•    A gift from a relative, meaning those people related to the employee such as father, mother, son, uncle, first cousin, nephew, niece, husband, wife, grandfather, grandmother, grandson, granddaughter, in-laws, step father, step parents or children, half brothers or sisters, parents and grandparents of the employee’s spouse or fiancée.
•    Anything provided by an individual on the basis of a personal friendship unless the employee has reason to believe that, under the circumstances, the gift was provided because of the position or employment of the employee and not because of the personal friendship.
•    Food or refreshments not exceeding $75 per person in value on a single calendar day, provided that the food or refreshments are consumed on the premises from which they were purchased or prepared, or catered for the purpose of this section.
•    Food, refreshments, lodging, transportation, and other benefits resulting from the outside business or employment activities (or outside activities that are not connected to the duties of the employee) of the employee and the employee’s spouse if the benefits have not been offered or enhanced because of the position or employment of the employee and are customarily provided to others in similar circumstances.
•    Gifts from other Hope Welty Public Library District employees or employees from other municipal, State, or Federal agencies and entities.
•    Bequests, inheritances, and other transfers at death.
•    Any item or items from any one prohibited source during any calendar year having a cumulative total value of less than $100.

An employee does not violate this section if the employee promptly takes reasonable action to return the prohibited gift to its source or gives the gift or an amount equal to its value to an appropriate charity that is exempt from income taxation under Section 501(c) (3) of the Internal Revenue Code of 1986, as now or hereafter amended, renumbered, or succeeded.

 
    POLITICAL ACTIVITIES
While we encourage employees to be involved in their communities and to take advantage of their legal rights to vote, Hope Welty Public Library District employees cannot participate in prohibited political activities during working hours. Employees can be involved in political activities during vacation, personal time, or compensatory time off. Also, Hope Welty Public Library District employees cannot use the facilities, equipment or supplies in connection with any election or candidate for an elective or appointed public office (see 5 Illinois Compiled Statues 430). Examples of prohibited activities during work time include:

•     Preparing for, organizing, or participating in any political meeting, political rally, political demonstration, or other political event;
•    Soliciting contributions, including but not limited to the purchase of, selling, distributing, or receiving payment for tickets for any political fundraiser, political meeting, or other political event;
•    Soliciting, planning for the solicitation of, or preparing any document or report regarding anything of value intended as a campaign contribution;
•    Planning, conducting, or participating in a public opinion poll in connection with a campaign for elective office or on behalf of a political organization for political purposes or for or against any referendum question;
•    Surveying or gathering information from potential or actual voters in an election to determine probable vote outcome in connection with a campaign for elective office or on behalf of a political organization for political purposes or for or against any referendum question;
•    Assisting at the polls on election day on behalf of any political organization or candidate for elective office or for or against any referendum question;
•    Soliciting votes on behalf of a candidate for elective office or a political organization for or against any referendum question or helping in an effort to get voters to the polls;
•    Initiating for circulation, preparing, circulating, reviewing, or filing any petition on behalf of a candidate for elective office or for or against any referendum question;
•    Making contributions on behalf of any candidate for elective office in that capacity or in connection with a campaign for elective office;
•    Preparing or reviewing responses to candidate questionnaires in connection with a campaign for elective office or on behalf of a political organization for political purposes;
•    Distributing, preparing for distribution, or mailing campaign literature, campaign signed, or other campaign material on behalf of any candidate for elective office or for or against any referendum question;
•    Campaigning for any elective office or for or against any referendum question;
•    Managing or working on a campaign for elective office or for or against any referendum question;
•    Serving as a delegate, alternate, or proxy to a political party convention; or
•    Participating in any recount or challenge to the outcome of any election


PERSONAL APPEARANCE AND HYGIENE

Individual personal appearance affects the perception of the professionalism at Hope Welty Public Library District.  All employees must dress appropriately and maintain a high standard of personal hygiene.   Clothing which is neat, clean, and presentable is acceptable.  Clothing should not be faded, stained, transparent, or contain holes, nor should it be tight or revealing.  Special occasions, such as cleaning, sorting old books, outdoor programs, etc., may require more casual attire.  If the director or their immediate supervisor feels they are not dressed properly, a note will be made and put into the employee file.

 
ACCEPTABLE                        

•    Dresses,  suits and jumpers
•    Pants and skirt separates   
•    Dress shorts                       
•    Sun dresses with jackets
•    Tee shirts with school or library logo and/or plain
•    Sandals – unless safety is an issue   
•    Clean, neat tennis shoes or Crocs           
•    Solid color hemmed denim attire (jeans, jumpers, skirts, bibs, capris) loose fitting       
•    Sweatshirts and tee shirts only if dressy, seasonal, or screen-print that does not promote or advertise          
•    Jewelry should be minimal, in good taste and does not prevent you from doing a job.          
•    Hair: color and style shall remain clean

UNACCEPTABLE

•    Tank, tube, halter, or midriff tops
•    Off the Shoulder tops or dresses
•    Cutoffs
•    Skirts, dresses, shorts, more than 5” above the bottom of the knee
•    Sweat pants, unless with approval from the director
•    Hats, caps, or headgear
•    tennis shoes with holes
•    stirrup pants         
•    see-through blouses, skirts, etc.   
•    excessive amounts of perfume or cologne   
•    strong cigarette odors on clothes or body odor offensive to patrons or co-workers             


    ANNOUNCEMENT OF POSITION

All position vacancies shall be first announced to all current employees of the library and applications shall be taken from such current employees as may desire to apply. If the position is not filled with a current employee, the vacancy shall be announced to the general public in accordance with state and federal rules for equal opportunity employment.

    WRITTEN APPLICATION

All applicants for new employment with the library shall complete and file with the library a written application for employment on forms provided by the library.

   
EMPLOYMENT EVALUATION

The evaluation of all applicants is the responsibility of the Library Director. Applicants for the position of Library Director shall be screened and evaluated by a committee of the Board of Trustees consisting of the Board President, two Board Members appointed by the President and such other persons as may be appointed by the President.

At least annually, an oral and/or written evaluative report will be given to each employee by the director. The original written copy will be retained in the employee’s personnel file.


   
 
OFFERS OF EMPLOYMENT

    The authority to hire employees is granted to the Board of Trustees.

    TRIAL PERIOD

All newly employed persons and all current employees promoted to a higher job classification shall serve a trial period of six months.

    DISCHARGE AND RETENTION OF NEW EMPLOYEES

A new employee may be discharged by the Board of Trustees without notice at any time during the six months trial period. The trial period can be extended to one full year.

    ESTABLISHMENT OF WAGE RATES       

    Wages shall be determined by the Board of Trustees.

    HOURS OF WORK

The Library Director shall work 32 hours a week. All work schedules, including breaks, are flexible with permission of the Library Director. The workweek in     certain departments will be altered somewhat depending on operating needs.

WORKWEEK AND SCHEDULES
 
Regular attendance and punctuality is critical to successfully providing needed services to our patrons. It is vitally important that each employee begins and ends work according to his/her scheduled hours. Excessive absenteeism or tardiness can result in disciplinary action up to and including dismissal. Occasionally, circumstances do occur which are beyond an employee’s control. When an employee finds that he/she is unable to report to work as scheduled, the employee must notify his/her supervisor as far in advance as possible. On occasion, employees may be required to provide written documentation explaining the cause of their absence or tardiness.

Work Schedules

•    The calendar week for Hope Welty Public Library District is Sunday through Saturday. Work schedules for employees may vary and are determined by the director. Any employee who is unable to report to work within one hour of the time scheduled should notify the office. Occasionally, employees are required to work in the building during non-business hours.
•    Employees are required to work some Saturday and Monday evenings during the month.  The rotation is determined voluntarily by a sign-up sheet and may be assigned by the director, if needed
•    Normal work hours are ½ hour before opening until closing time, except for Thursdays when there is a 9:30 – 5 shift and a 11-30 – 7 shift

Lunch Hours and Work Breaks

•    Each employee will be given an hour for lunch. 
•    Lunch periods and breaks should be coordinated with co-workers to ensure adequate circulation desk coverage.

Overtime/compensatory time (added 10/26/2010)

  • In keeping with the Fair Labor Standards Act, all hourly (non-exempt) employees are eligible for overtime compensation when required to work more than forty (40) hours a week.  All employees must receive written authorization from the Library Director to work any overtime.  Employees shall be paid for allowed time off at the rate of time one and one half (1 1/2) their regular rate of pay for all hours worked over forty (40) in a work week.  Time off without pay, vacation, personal time, sick time and holidays will not be considered hours worked for purposes of determining overtime calculations.
  • Salaried employees are allowed compensatory time as long as the time is taken within one week of the hours worked.

 
PAY PERIODS AND PAYDAYS

•    Pay periods run from the first of the month through the end of the month.  Timesheets must be turned into the director no later than the 3rd working day of the new month.
•    Employees will receive pay in the form of a check monthly immediately following the meeting of the Board of Trustees, normally on the second Friday of each month.
•    Salaries shall be determined at the beginning of each fiscal year by the Board of Trustees.
•    Anyone substituting for a regular Librarian shall be paid a salary to be determined at the beginning of each fiscal year by the Board of Trustees
•    Holiday pay for holidays that fall on Saturday or Monday will be determined by rotation.  All regular holidays falling on library days shall be granted with pay.

BENEFITS AND TIME OFF

•    The Hope Welty Public Library District will be closed and employees shall receive pay for all holidays authorized by the Board of Trustees of Hope Welty Public Library District. Those holidays are as follows:
1.    New Year's Day
2.    Martin Luther King's Birthday
3.    Lincoln's Birthday 
4.    Good Friday
5.    Memorial Day
6.    Fat Hill Fest Saturday
7.    Independence Day
8.    Garage Sale Saturday when approved by the Board of Trustees
9.    Labor Day
10.    Columbus Day
11.    Veteran's Day
12.    Thanksgiving Day and the following Friday
13.    Christmas Eve Day
14.    Christmas Day
15.    New Year's Eve Day 

Vacation

The purpose of vacation is to give employees time away from work, to have time for self and family, and to get re-energized. Employees are therefore encouraged to take their earned vacation throughout the year.

The Library Director and Librarians will be granted two weeks vacation with pay after one year’s employment. Vacation time may not be accumulated.  Unused vacation time will be forfeited.  Payment may be taken in lieu of time off.  Upon separation the employee is entitled to a prorated cash amount of earned vacation leave.

Vacation time must be scheduled with the Library Director, taking into account each employee’s preference, then arranging as equitable as possible.  If a conflict should arise, work record and length of employment with the library shall be the deciding factor.  The Director’s vacation must be scheduled with the Board.

Vacation base year begins on July 1 and ends of June 30 (fiscal year)

Termination of employment- an employee who terminates employment after one year of credited service shall be entitled to a cash payment for unused vacation days.
   
   

Medical and Personal Leave

Medical/personal leave of six (6) days each year will be allowed, accumulating to eighteen (18) days.

Funeral Leave

Annually, employees may take up to one-day leave with pay in case of a death in the immediate family. Immediate family includes grandparents,     parents, guardians, siblings, spouse or child. If another day is needed use a sick day or     trade day with another staff person. In the case of other family members (aunt, uncle, niece, and nephew) you may use a sick day.  
   
    Jury Duty

 Employees who are called to serve on jury duty may trade days with another employee.

Mileage

When an employee uses their personal vehicle to attend library related meetings or errands, the employee will be paid the Government Recommended Mileage Rate.

    Family and Medical Leave
 
An employee must have completed at least one full year of service with Hope Welty Public Library District and have worked a minimum of 1,250 hours in the twelve-month period preceding the leave to be eligible to apply for leave under the Family and Medical Leave Act of 1993 (FMLA). Eligible employees may take up to a total of 12 weeks of leave during any 12-month period for any of the following reasons:
1. To care for the employee’s child after birth or adoption or placement with the employee for foster care,
2. To care for the employee’s spouse, child, or parent who has a serious health condition, or
3. For a serious health condition that makes the employee unable to perform the employee’s job. If the leave is planned in advance, the employee must provide Hope Welty Public Library District with at least thirty days' notice prior to the anticipated leave date If the leave is unexpected, the employee should notify his or her supervisor as far in advance of the anticipated leave date as is practicable. Normally, this should be within two business days of when the need for the leave becomes known to the employee.

Employees must file for FMLA when they are going to be off work on Workers’ Compensation. Except for employees on Workers’ Compensation, employees on FMLA must use all accrued medical leave, vacation, and personal days simultaneously with FMLA. If the leave is due to the employee’s own serious illness, the employee may be eligible for short-term disability benefits in accordance with applicable state law or IMRF. Once such benefits are exhausted, the balance of the leave will be without pay and all Hope Welty Public Library District benefits that operate on an accrual basis (e.g., vacation, and medical) will cease to accrue for the remainder of the leave period.

Employees may be required to provide medical certification to support a request for FMLA leave due to a serious health condition. The medical certification should attest to the seriousness of the health condition, the date the health condition began, and the probable length of time treatment will be required, medical certifications at regular intervals, and a fitness for duty report indicating that the employee can return to work.

Leave, taken to care for a child after birth, adoption, or placement in your home for foster care must be taken in consecutive workweeks unless the mother or the child has a serious health condition. Leave taken for the employee's or a covered family member's serious health condition may be taken consecutively, intermittently, or on a reduced work/leave schedule based on certified medical necessity. Employees needing intermittent leave or leave on a reduced work/leave schedule must attempt to schedule the leave so as not to disrupt the operations of the Hope Welty Public Library District. In such instances, Hope Welty Public Library District will follow applicable federal and state laws in reviewing and approving such leave requests. Before an employee will be permitted to return from medical leave, he/she will be required to present Hope Welty Public Library District with a note from his/her physician indicating that the employee is capable of returning to work and performing the essential functions of the employee’s position, with or without reasonable accommodation. Where required, the Hope Welty Public Library District will make reasonable accommodation for any disability an employee may have in accordance with applicable laws.
Eligible employees returning from FMLA leave are entitled to be reinstated to their former position or an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. Exceptions to this provision may apply if business circumstances have changed (e.g., if the employee's position is no longer available due to a job elimination) or the employee is medically required to perform light duty. Exceptions may also apply for certain highly compensated employees under certain conditions.

Unpaid Leave
 
Ill or injured employees who have less than one year of service and/or who have not worked a minimum of 1,250 hours during the twelve-month period prior to their leave are not eligible for leave under FMLA but may, at the discretion of the Director, be granted Unpaid Leave. An Unpaid Leave of Absence may also be granted for other reasons at the discretion of the Director. Requests for Unpaid Leave must be submitted at least thirty days in advance of the date the employee would like the leave to begin or, in emergency situations, with as much advance notice as is practicable. (Normally, this should be within two business days of when the need for the leave becomes known to the employee.) The employee must have used all accrued time off before requesting unpaid leave. Documentation to substantiate the need for the absence may be required. Reinstatement cannot be guaranteed to any employee requesting an Unpaid Leave. However, Hope Welty Public Library District will endeavor to place employees returning from leave in their former position or a position comparable in status and pay, subject to budgetary restrictions and Hope Welty Public Library District’s need to fill vacancies and its ability to find qualified temporary replacements. An employee on Unpaid Leave must submit a written notice of his/her intent to return to work. If this procedure is not followed or if an employee does not return to work as scheduled, he/she will be considered to have voluntarily resigned. All questions regarding leaves of absence should be directed to your supervisor.


LEAVE for VICTIMS of DOMESTIC or SEXUAL VIOLENCE

In accordance with Illinois Victims’ Economic Security and Safety Act, an employee who is a victim of domestic or sexual violence or has a family or household member who is a victim of domestic or sexual violence may take up to a total of 12 workweeks of leave from work during any 12-month period to address the domestic or sexual violence by:
•     Seeking medical attention for, or recovering from, physical or psychological injuries caused by domestic or sexual violence to the employee or the employee’s family or household member;
•    Obtaining the services from a victim services organization for the employee or the employee’s family or household member;
•    Obtaining psychological or other counseling for the employee or the employee’s family or household member;
•    Participating in safety planning, temporary or permanent relocation, or taking other actions to increase the safety of the employee or the employee’s family or household member from future domestic or sexual violence or ensure economic security; or
•     Seeking legal assistance or remedies to ensure the health and safety of the employee or the employee’s family or household member, including preparing for or participating in any civil or criminal legal proceeding related to or derived from the domestic or sexual violence.

The employee shall provide his/her supervisor with at least 48 hours advance notice of his/her intention to take the leave, unless providing such notice is not practical. Employees must provide certification to the Hope Welty Public Library District. Any and all information received will be retained in the strictest confidence unless written consent is received from the employee, is otherwise required by applicable federal or state law, or is necessary for employment and benefits.

Hope Welty Public Library District will not discharge or otherwise discriminate against an employee who is a victim of domestic or sexual violence, nor will the Hope Welty Public Library District discharge, discriminate, or retaliate against an employee taking leave from work as a result of domestic or sexual violence to seek medical attention, counseling for injuries or psychological trauma, obtaining victim services, relocating, seeking legal assistance, or participating in a related court proceeding.

Employees may take such leave without pay or may use available sick leave, vacation leave, or personal leave, as appropriate.

MILITARY LEAVE

Employees in the Military Reserve will continue to receive their salary, less the amount of their base pay for military service, during leave for basic training, and up to 60 days of special or advanced training. Any employee who is called to active military duty in the Armed Forces of the United States as a result of an order of the President of the United States will continue to receive their regular compensation and benefits, less the amount of their base pay for such military service. 

Employees who are required to serve in the Armed Forces must give advance written or verbal notice for military duty, unless giving notice is impossible, unreasonable, or is precluded by military necessity.

Employees who perform and return from service in the Armed Forces, the Military Reserves, or the National Guard shall have and retain such rights with respect to reinstatement, seniority, vacation, layoffs, and compensation as provided by applicable federal and state laws. Such employees must apply for reinstatement or report back to work after military service beginning the next regularly scheduled work period on the first full day after release from service if the service was for less than 31 days. Application for reinstatement must be made within 14 days of release if the service was for 30 to 181 days. Employees have 90 days to request reinstatement if the service was for more than 180 days. A copy of the official orders must be submitted when requesting reinstatement.


    Social Security and Medicare
   
All employees are covered under Social Security and Medicare. Contributions toward Social Security and Medicare are made by Hope Welty Public Library District and each employee according to the guidelines established by the federal Social Security Administration.

Workers' Compensation and Unemployment Insurance

All employees are covered by Workers’ Compensation Insurance and Unemployment Insurance in accordance with State statutes. The total cost for these insurances is paid by Hope Welty Public Library District. An employee who is injured from a cause arising from or in the course of employment with Hope Welty Public Library District may be eligible for benefits under Workers’ Compensation. An employee who is injured at work should report the injury to his/her supervisor within 24 hours. Employees who are going to be off from work due to a job related injury and therefore qualify for Workers’ Compensation must also request Family and Medical Leave Act (FMLA) simultaneously.

Staff Development

The Hope Welty Public Library District recognizes that the quality of services provided to its patrons is directly related to the skills and abilities of each of its employees. Employee job satisfaction is also important to Hope Welty Public Library District. Continuous skill development can help achieve both of these goals. For these reasons, Hope Welty Public Library District encourages each employee to continue to develop and expand his/her relevant skills and knowledge. Several programs are available to support this effort through the Rolling Prairie Library System

    In-service Training
   
Periodically, time may be set aside for staff development. All employees may be required to attend. The intent of setting aside this time is to encourage open communication, foster good relations among staff, and offer educational experiences. Pre-determined topics that are of interest will be presented. The Director may choose the topics and makes all the arrangements for the day. Some of the discussion topics may be the result of staff suggestions. The Director must approve topics and all other arrangements.

CONFIDENTIALITY

Adoption of Confidentiality Act PA83-179

Patron Request:
A patron must present either their barcode number or their patron ID number, either in person or on the telephone, before any information will be given concerning:    
1. Items charged out.
        2. Items overdue.
        3. Fine information.
        4. Hold information (either items on hold or those awaiting collection).

When speaking to a family member and not to the patron, information about the material should be restricted as to information that does not reveal the content. Example:
1. A video borrowed is overdue and should be returned.
              2. A book that has been reserved is now in and can be picked up.

If information is requested by a person other than the patron, the staff should state that they are only permitted to discuss specific information with the patron.

Patron Information

Address, phone numbers, or any other personal information from a patron’s record may NOT be given out without direct consent of the Library Director.

 
LIBRARY DIRECTOR

Job Description


    A.   The responsibilities of the Library Director fall into the following general categories:
1.    The Library Director should be capable of and is expected to perform Assistant   Librarian duties when necessary.
2.    Materials selection.
3.    Ordering library materials (books, audio, pamphlets, periodicals, videos, etc).
4.    Cataloging.
5.    Reference.
6.    Maintenance of basic collection.
7.    Programming.
8.    Administration.
9.    Budgeting (helps Board of Trustees)
10.    Personnel management.
11.    Supervision of maintenance of physical plant.
12.    Displays.
13.    Public relations.

    B.    Selects library materials
1.    by reviewing professional library publications,
2.    by patron requests,
3.    by book reviews in news sources
4.    by publisher’s brochures, lists, and catalogs,
5.    by checking gaps in basic collection

    C.    Orders library materials,
1.    by preparing order forms,
2.    by forwarding order to wholesaler or dealer,
3.    files and records orders,
4.    maintaining records,
5.    receive, unpack, and record materials,
6.    maintain records to balance with bills received

    D.    Catalog and Classify Materials,
1.    by Dewey Decimal schedules,
2.    by maintaining consistency with basic collection

E.    Supervises processing of materials,
1.    Books, Audiobooks, DVDs, Magazines
2.    typing book pockets
3.    spine labels
4.    covering book jackets   
5.    entering property stamp

F.    Reference
1.    locates basic reference materials,
2.    maintains reference collection,
3.    utilizes Interlibrary Loan and bulk borrowing privileges.

    G.    Maintains Basic Collections by,
1.    purchasing new materials,
2.    weeding of outdated materials,
3.    doing an inventory of shelved materials to determine losses and damages       
    H.    Personnel Management,
1.    recruits, trains, and supervises volunteer programs,
2.    hiring of new employee,
3.    training of employees,
4.    develops new procedures,
5.    maintains procedures manual,
6.    supervises employees,
7.    maintains employee’s overtime records,
8.    scheduling of employees.

I.    Administration,
1.    answers telephones,
2.    supervises overdue materials and their collections,
3.    types correspondence, reports,
4.    keep statistics on library operations,
5.    prepares monthly statistical reports and state annual reports,
6.    maintains communications with Rolling Prairie Library System,
7.    plans, organizes, and directs all activities vital to the library,
8.    attends Board and Committee meetings, prepares reports and offers    advice to the Board concerning library policies, personnel, and expansion of facilities and programs,
9.    represents library at various professional conferences and meetings,
10.    supervises reserves, interlibrary loan and notification of patrons,
11.    respond to the needs and interests of patrons in reader’s guidance,
12.    formulates goals and evaluates effectiveness of specific program components and operations,
13.    measures library’s growth against standards and state and national norms
   
J.    Budgeting and accounting
1.    Assists the Board in preparation of Budget.
                                                   
    K.    Supervision of Maintenance of Physical Plant,
1.    notes need of repair,
2.    schedule and supervise repairs and regular maintenance
3.    requests replacement of worn or outdated equipment,
4.    purchases new equipment and maintains file of warranties
       
    L.    Escorts Groups on Tour of Library

    M.    Arranges for displays in the Library

    N.    Develops continual Media Coverage

    O.    Prepares and Promotes Publicity relating to Library Activities and Events

    P.    Supervises Preparation and Programming of Library Activities and Events


   

 

EVALUATION OF LIBRARY DIRECTOR

    A.    Personal Qualities,
        1.    Decision maker

            □  needs improvement     □   meets expectations      □  exceeds expectations

2.    Shows enthusiasm for work

□  needs improvement     □   meets expectations      □  exceeds expectations

3.    Shows leadership

            □  needs improvement     □   meets expectations      □  exceeds expectations

4.     Personality: confident, courteous, poised, sense of humor

            □  needs improvement     □   meets expectations      □  exceeds expectations

5.    Emotionally stable

            □  needs improvement     □   meets expectations      □  exceeds expectations

6.    Shows courage of own convictions

□  needs improvement     □   meets expectations      □  exceeds expectations



B.    Relations with Staff,
1.   Shows ability to train and motivate staff; keeps individuals working
            together as a team

            □  needs improvement     □   meets expectations      □  exceeds expectations

2.   Objective in criticism and commendation

□  needs improvement     □   meets expectations      □  exceeds expectations

3.   Communicates effectively

□  needs improvement     □   meets expectations      □  exceeds expectations

4.    Sets professional example

□  needs improvement     □   meets expectations      □  exceeds expectations

5.    Encourages innovative ideas and suggestions from staff

□  needs improvement     □   meets expectations      □  exceeds expectations
   
        6.    Maintains good interpersonal relationships and creates a harmonious                       atmosphere.

□  needs improvement     □   meets expectations      □  exceeds expectations
    C.    Job Knowledge,
        1.    of library science skills and theories

□  needs improvement     □   meets expectations      □  exceeds expectations

2.    of/and understanding of financial records, official reports, etc

□  needs improvement     □   meets expectations      □  exceeds expectations

3.    of current publishing and professional reviews
 
□  needs improvement     □   meets expectations      □  exceeds expectations

4.    of policies of libraries in general

□  needs improvement     □   meets expectations      □  exceeds expectations

5.    of current developments and future possibilities of library related                            technologies

□  needs improvement     □   meets expectations      □  exceeds expectations

6.    of local community and its’ changing conditions

            □  needs improvement     □   meets expectations      □  exceeds expectations


    D.    Job Performance,
        1.    Proficient in making timely and sound decisions

□  needs improvement     □   meets expectations      □  exceeds expectations

2.     Interacts and communicates effectively with public

□  needs improvement     □   meets expectations      □  exceeds expectations

        3.    Formulates and implements public relations program, including
            displays, press releases, use of radio, TV, handouts, etc.

□  needs improvement     □   meets expectations      □  exceeds expectations

4.    Concerned with the maintenance and general appearance of the library               
□  needs improvement     □   meets expectations      □  exceeds expectations

5.     Effective in directing both adult and children’s services
 
□  needs improvement     □   meets expectations      □  exceeds expectations

6.     Prudent in the utilization of personnel, money, materials, and time

□  needs improvement     □   meets expectations      □  exceeds expectations

        7.    Strives to produce a library that is an integral part of the local community
            .
□  needs improvement     □   meets expectations      □  exceeds expectations

8.    Diligent and prompt in executing tasks and achieving goals
 
□  needs improvement     □   meets expectations      □  exceeds expectations


    E.    Administration:
        1.    Effective in delegating authority and responsibility

□  needs improvement     □   meets expectations      □  exceeds expectations

        2.    Review present programs, services, and problems and is willing to revise
            them with creative solutions

□  needs improvement     □   meets expectations      □  exceeds expectations

3.    Has definite objectives and goals for the local library
 
□  needs improvement     □   meets expectations      □  exceeds expectations


    F.    Relationship with the Board:
        1.    Communicates orally and in writing

□  needs improvement     □   meets expectations      □  exceeds expectations

        2.    In matters requiring board action, options, and recommendations are
            brought before the Board

□  needs improvement     □   meets expectations      □  exceeds expectations

        3.    Works with the Board and various committees in formulating budgets,
            policies, and procedures

□  needs improvement     □   meets expectations      □  exceeds expectations

4.     Effective in explaining and defending programs or courses of action

□  needs improvement     □   meets expectations      □  exceeds expectations













 
BOOKKEEPER

    Job Description


            1.  Works under the supervision of the Board Treasurer

            2.  Keep all financial records up to date
a.    balances checkbook,
b.    enters all transactions into the computer
           
            3.  Prepares a financial report for the Board each month listing receipts
            and balances
 
            4.  Prepares other reports for the Treasurer and the Board as requested

            5.  Prepares a list of expenses for the Board each month
a.    writes the checks

            6.  Makes out W-2 forms and other necessary government forms at the
            close of the calendar year

           7.   Immediately following the close of the fiscal (June 30) prepare a financial statement
            and gathers all records together for the auditor (list enclosed)
                           

       
        NOTE:    Disbursements may be figured after June bills are paid.
                Receipts must include June income. 
               










 
LIBRARIAN I

CIRCULATION LIBRARIAN

Job Description


•    Collect materials for the pull list
•    Print notices; phone patrons with first overdue materials notice, mails subsequent notices
•    Help with opening and closing procedures
•    Empty book returns, ours and Rolling Prairie’s
•    Shelve materials
•    Phone patrons when book requests are filled
•    Process FirstSearch requests for materials not in Rolling Prairie Library System
•    Check FirstSearch/OCLC requests for and from other libraries
•    Straighten shelves
•    Issue new patron cards (after proper requirements are met and check for cards from other libraries)
•    Check library materials in and out
•    Assist patrons in finding materials here at our library, and order from another library if we do not have what the patron needs.
•    Make copies for patrons
•    Send faxes for patrons
•    Meeting room schedules kept up
•    Answer telephone in a professional manner
•    Attend Rolling Prairie Library System’s workshops as required
•    Enter new materials in the Database (must have RPLS certification)
•    Cover books when needed
•    Repair books when needed
•    Monitor patrons using public computers; verify signed agreement and no fines
•    Help with Summer Reading as needed
•    Help with book talks at local middle/high school as needed
•    Fill in during Director’s absence (collect mail, process new books, supervise volunteers, etc.)
•    Other things that need to be done like watering plants, dusting shelves, general cleaning of desk area, etc.



 
EVALUATION OF CIRCULATION LIBRARIAN

        Personal Qualities
•    Shows enthusiasm for work

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Personality:
o    confident

□  needs improvement     □   meets expectations      □  exceeds expectations

o    courteous

□  needs improvement     □   meets expectations      □  exceeds expectations

o    poised

□  needs improvement     □   meets expectations      □  exceeds expectations

o    sense of humor

□  needs improvement     □   meets expectations      □  exceeds expectations


•    Follows dress guidelines

□  needs improvement     □   meets expectations      □  exceeds expectations



    Relations with director, other staff and patrons
•    Communicates effectively

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Sets professional example

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Has innovative ideas and suggestions

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Maintains good interpersonal relationship and creates a harmonious atmosphere

□  needs improvement     □   meets expectations      □  exceeds expectations


 
Job Knowledge
•    Teen Services

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Horizon

□  needs improvement     □   meets expectations      □  exceeds expectations

•    OCLC/FirstSearch

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Connexion

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Patron materials search

□  needs improvement     □   meets expectations      □  exceeds expectations

•    HIP

□  needs improvement     □   meets expectations      □  exceeds expectations

•    General computer knowledge

□  needs improvement     □   meets expectations      □  exceeds expectations



        Job Performance,
•    Greet patrons as they enter the building

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Collect pull list

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Checking patrons in/out

□  needs improvement     □   meets expectations      □  exceeds expectations

•    New patron cards

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Process notices, including making phone calls/mailings

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Keeping shelves straightened up

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Telephone etiquette

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Keeps materials shelved   

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Process new materials

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Book Repair

□  needs improvement     □   meets expectations      □  exceeds expectations

•    TAG and TnT supervision

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Assist director when necessary

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Attends RPLS training as needed

□  needs improvement     □   meets expectations      □  exceeds expectations

      

    

   
   
 
LIBRARIAN II

CHILDREN’S LIBRARIAN

Job Description


•    Collect materials for the pull list
•    Print notices; phone patrons with first overdue materials notice, mails subsequent notices
•    Help with opening and closing procedures
•    Empty book returns, ours and Rolling Prairie’s
•    Shelve materials
•    Phone patrons when book requests are filled
•    Straighten shelves
•    Check library materials in and out
•    Assist patrons in finding materials here at our library, and order from another library if we do not have what the patron needs.
•    Process FirstSearch requests for requests not in Rolling Prairie Library System
•    Issue new patron cards (after proper requirements are met and check for cards from other libraries)
•    Make copies for patrons
•    Send faxes for patrons
•    Repair books when needed
•    Meeting room schedules kept up
•    Answer telephone in a professional manner
•    Attend Rolling Prairie Library System’s workshops as required
•    Monitor patrons using public computers; verify signed agreement and no fines
•    Plan all children’s programs and follows through
•    Inform news media of children’s events
•    Plan Family Reading Night activities
•    Liaison between library and local pre-school/grade school
•    Do the bulletin board for children’s programs
•    Other things that need to be done like watering plants, dusting shelves, general cleaning of desk area, etc.


 
EVALUATION OF CHILDRENS LIBRARIAN

        Personal Qualities
•    Shows enthusiasm for work

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Personality:
o    confident

□  needs improvement     □   meets expectations      □  exceeds expectations

o    courteous

□  needs improvement     □   meets expectations      □  exceeds expectations

o    poised

□  needs improvement     □   meets expectations      □  exceeds expectations

o    sense of humor

□  needs improvement     □   meets expectations      □  exceeds expectations


•    Follows dress guidelines

□  needs improvement     □   meets expectations      □  exceeds expectations



    Relations with director, other staff and patrons
•    Communicates effectively

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Sets professional example

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Has innovative ideas and suggestions

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Maintains good interpersonal relationship and creates a harmonious atmosphere

□  needs improvement     □   meets expectations      □  exceeds expectations


 
Job Knowledge
•    Children’s programming

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Horizon

□  needs improvement     □   meets expectations      □  exceeds expectations

•    OCLC/FirstSearch

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Connexion

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Patron materials search

□  needs improvement     □   meets expectations      □  exceeds expectations

•    HIP

□  needs improvement     □   meets expectations      □  exceeds expectations

•    General computer knowledge

□  needs improvement     □   meets expectations      □  exceeds expectations



        Job Performance,
•    Greet patrons as they enter the building

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Collect pull list

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Checking patrons in/out

□  needs improvement     □   meets expectations      □  exceeds expectations

•    New patron cards

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Process notices, including making phone calls/mailings

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Keeping shelves straightened up

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Telephone etiquette

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Keeps materials shelved   

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Process new materials

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Book Repair

□  needs improvement     □   meets expectations      □  exceeds expectations

•    TAG and TnT supervision

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Assist director when necessary

□  needs improvement     □   meets expectations      □  exceeds expectations

•    School laison

□  needs improvement     □   meets expectations      □  exceeds expectations

•           Keep media informed of children’s programming events

□  needs improvement     □   meets expectations      □  exceeds expectations

•    Attends RPLS training as needed

□  needs improvement     □   meets expectations      □  exceeds expectations



    




 
The Personnel Policy Section describes important information about the Hope Welty Public Library District and I understand that I shall consult my supervisor or the Director regarding any questions not answered therein. I have entered into my employment relationship with the Library voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or the Library can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law.
   
Since the information, policies, and benefits described there are necessarily subject to change, I acknowledge that revisions to the policies may occur. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Furthermore I acknowledge that this policy is neither a contract of employment no intended to create contractual obligations. I have received a copy of this policy and understand that it is my responsibility to read and comply with this policy and any revisions made to it.

Date: _________________       ________________________________ (signed)