A. GENERAL MISSION STATEMENT
B. WHO MAY USE THE LIBRARY?
C. COLLECTION DEVELOPMENT
D. LOAN POLICY FOR OTHER MATERIALS
E. USE OF COMPUTERS
F. PHYSICAL FACILITIES
G. PUBLIC RELATIONS
H. PERSONNEL POLICY
I. LIBRARY RULES/PATRON USE POLICY

A. GENERAL MISSION STATEMENT

1. To assemble, preserve, and administer, in organized collections, books, audios, videos, and electronic information in order to promote the communication of ideas, and enlightened citizenship and enriched personal lives.

2. To serve the community as a center of reliable information.

3. To promote a place where inquiring minds may encounter the original, sometimes unorthodox and critical ideas so necessary as correctives and stimulants in a society that depends for its survival on free competition of ideas.

4. To support educational, civic, and cultural activities of groups and organizations.

5. To provide opportunity and encouragement for children, young people, men and women to education themselves continuously.

6. To seek continually to identify community needs, to provide programs of service to meet such needs, and to cooperate with other organizations, agencies, and institutions which can provide programs or services to meet community needs.

7. To provide opportunity for recreation through the use of literature, audios, videos, and other art forms.

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B. WHO MAY USE THE LIBRARY?

1. The Library will serve all residents of each community. Service will not be denied or abridged because of religious, racial, social, economic, or political status. Persons residing outside of the geographical area but owning property or attending educational institution in the area shall be considered residents. Non-residents who wish to use the library may obtain a non-resident card for an annual fee of $25.00.

2. The use of the library or its services shall be limited when excessive demands of groups or individuals tend to curtail services to the general public. Such demands include, but not limited to, those made by students, puzzle contestants, and others whose demand for staff time, available materials, or space would prohibit attention and service to other individuals or groups.

3. There shall be no soliciting for money nor distribution of handbills, pamphlets, or other materials on county library property. Exceptions to this policy must be approved by the Library Board in advance.

4. The use of the library or its services may be denied for due cause. Such cause may be failure to return books or to pay penalties, destruction of library property, disturbance of other patrons, or any other objectionable conduct on library premises.

5. Library users at county seat libraries will be issued a library card at no charge. The card must be presented when books are checked out. Each patrom will be allowed to check out no more than 20 books unless extenuating circumstance are determined to exist. If the patron has books more than one month overdue, he will be required to return those books before borrowing more books. Any card that is lost must be reported and will be replace for a nominal fee.

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C. COLLECTION DEVELOPMENT

GOAL:
The purpose of this policy is to guide the librarian in the selection of materials of contemporary significance and of permanent value and to inform the public about the principles upon which selections are made. Its primary goal is to ensure that public money is spent wisely so that the library can provide the community with relevant materials in sufficient supply to make the library a dependable resource for most people most of the time.

OBJECTIVES:
1. Continually revise the materials selection policy to assure that it reflects the changing interests and needs of the community.
2. Communicate to the residents of the county the responsibility of a free public library to make available information on all sides of all questions to all patrons.
3. Assure that the materials within each unity of the county library reflect the needs and interests of that community. The county seat library will have a balanced, basic collection to meet the needs of the county.
4. Continue to develop, as available, a comprehensive collection of materials pertaining to the county and to Arkansas.

RESPONSIBILITY FOR SELECTION OF LIBRARY MATERIALS:
Ultimate responsibility for selection of materials rest with the library's Director, who operates within the framework of policies, goals, and objectives determined by the Board. It is the responsibility of each employee to record and communicate user requests and needs so that the they can be considered in selection.

USE OF THE LIBRARY'S COLLECTION:
The library recognizes that many books are controversial and that any given item may offend some patron. Selections will not be made on the basis on any assumed approval or disapproval, but solely on the merit of the work as it relates to the library's objectives and serves the expressed or anticipated needs and interests of the community. Library materials will not be marked or identified to show approval or disapproval of contents, and nothing will be sequestered except for the express purpose of protecting it from injury or theft. The use of rare and scholarly items of great value will be controlled to the extent required to preserve them from harm. Responsibility for the reading of minors rests with their parents or legal guardian. Selection of adult materials will not be limited by the possibility that books my come into the possession of minors. Under ordinary circumstances children under the age of 14 will be expected to use the juvenile collections.

Patrons not finding desired material in the library's collection may request that it be borrowed on interlibrary loan or that it be purchases. Patrons finding certain library materials objectionably to the community at large may request that it be reconsidered by using the "Request of Reconsideration" form.

GIFTS:
The library welcomes gifts of needed materials or funds for the purchase of such material. The library reserves the right to evaluate and to dispose of gifts in accordance with the criteria applied to purchased material. The library discourages the attachment of conditions to gifts, and no conditions may be imposed relating to any gift after its acceptance by the library.

Gifts which do not comply with the library's objectives and policies will be declined and, when possible, referred to a more appropriate recipient. Gifts more suitable for a museum than for a library will not be accepted except in rare circumstances when the Director decides that they meet a specific need of the collection.

The library will not accept for deposit materials which are not outright gifts.

GUIDELINES OF COLLECTION:

Children's Collection:
The library's collections for children will emphasize the development of reading and learning skills and reading for enjoyment. They also will emphasize the stimulation of a lifetime interest in continuous learning by means of accurate and interesting factual materials.

Adult Collection:
The library's collection for adults will emphasize their need to be accurately informed in order to make personal choices, to take responsible positions on current issues, and to keep up with changing developments in their vocational or professional pursuits. Recognizing the different levels of interest and expertise based on age, experience, and educational or professional attainment, the library will select a wide range of materials in whatever media will best assist an individual or group to know and understand for themselves and the world in which they live.

All or some of the following general criteria will be considered when making selection decisions:
· Insight into human and social conditions;
· Suitability of subject, style and format for intended audience. Some information will need to be timely and may be available through computer access only.
· Computer access will be made available both within the library and by remote access. Other formats considered will include books, periodicals, audio, and videos. Relevance to present and potential informational, educational, and recreational needs;
· Importance as a document of the times;
· Reputation and/or significance of author;
· Attention of critics and reviewers;
· Relation to existing collection and other materials on the subject;
· Availability of material elsewhere in the area;
· Volume and nature of requests by the public.

COLLECTION DEVELOPMENT AND MAINTENANCE:

The library will evaluate its collection on a continuing basis in response to the changing nature and needs of the community. Of the materials in the collection, approximately 40% shall be adult non-fiction, 30% adult fiction, and 30% juvenile materials. The criteria used in the selection of material will be used in its withdrawal.

In order to maintain the collection in its most useful and attractive condition, the professional staff will consider for withdrawal material that is no longer in demand, that has been supersede by newer or more accurate resources, or that is in such poor physical condition it can no longer be used successfully. When appropriate, deteriorating items will be repaired or rebound. Replacement of a withdrawn item is not automatic; the decision to replace will be based on the selection policy. The annual withdrawal rate shall be approximately 5% of the total collection.

REVIEW AND REVISION OF SELECTION POLICY:

The materials selection policy will be reviewed continuously by the library staff to ensure that it meets community needs. It will be reviewed formally by the Board of Trustees every three years. It may be revised only with the formal approval of the Board.

COLLECTION DEVELOPMENT BY FORMAT AND SUBJECT AREA:

Large Print Materials: Large print and other special material for the handicapped are purchased in sufficient quantity to meet the needs of each community. Special consideration is given to large print materials in small, light-weight editions. They are judged by the same standards of content and format that apply to other material purchased by the library.

Talking books, tapes, and Braille material which are readily available from other agencies such as the Arkansas Library for the Blind and Handicapped are not purchased by the Library.

Paperbacks: The standards that are applied in considering hardback books for purchase are also applied in the selection of paperback materials.

Periodicals: Periodicals are a valuable resource for presenting current trends and ideologies and for providing material not available in books. Criteria used in selection are: accuracy and objectivity, availability or content through indexes, usefulness in reference work to supplement book collections, and subject matter of local interest. Titles not indexed are considered for addition if there is a community interest or if the title is new and seems likely to be of importance. Other factors in selection include: the periodical's reputation; adequacy of coverage in its subject area; public demand; format and price. Various groups and their interests are considered and a balance of viewpoints on controversial issues is sought.

Textbooks: No attempt is made to supply textbooks used in the schools and colleges of the area. Neither does the library try to provide books on supplementary reading lists designed for course of study. A book is not excludes simply because it is a textbook; textbooks are purchased when they provide the best coverage of a subject, are the best sources of information available, and are of use to the general public. Authority, accuracy, and up-to-dateness are all factors to be considered in the selection of these books.

Videocassettes: Selection of videocassettes will be determined by criteria considered in selecting all library materials. The focus of the collection will be on how to and informational videos as well as adaptations of children's books.

BY SUBJECT

000 Generalities
Current books on widely-used computer programs and systems will be routinely added to the collection. No attempt will be made to add technical manuals or programmers manuals. Material in the field of library science is selected primarily to assist in the professional development to the staff. Encyclopedias are selected on the basis of their accuracy, convenience of use, readability, price, and demand. When possible, the collection is updated by revised editions, rather than by yearbooks. Major works will be replaced every five year or as funds permit.

100 Philosophy
In the fields of psychology and philosophy, the library tries to select material representing all major areas of study. The library endeavors to purchase those works which are recommended by authoritative reviewers.

200 Religion
The library attempts to maintain an impartial recognition of conflicting points of view in the field of religion. As an educational institution emphasizing goodwill and understanding among different races and religions, the library has definite moral and social obligations to evaluate carefully sectarian propaganda materials which tend to foster hatred or intolerant attitudes toward racial groups, cults or religious leaders. Such materials are added if the title in question has convincing historical, research, or documentary values.

Inclusion or non-inclusion in the library's collection of any book or other item in the field of religion is based on the considerations described in this policy statement and not to personal religious conviction of any one staff member or group of staff members. The desire is to maintain a balanced collection which reflects all main points of view. Similarly, no book is removed from the collection solely because it is objected to by any religious or other group in the community, when it is in harmony with this policy statement.

Since users of the library vary widely in educational background and ready ability, an effort is made to choose material to fit differing needs.

The library strives always to have copies of important editions of the Bible, and to include as many as possible of the other important sacred books of the world religions (such as the Koran and the Talmud).

The library adds gifts of religious material under the following conditions:

1. The library is not obligated to accept or add to its collection any unsolicited gift.

2. Gifts or subscriptions to periodicals are accepted if they meet one of the following provisions:
a. That the periodical is indexed in the Reader's Guide or other indexes in the collection;
b. That the periodical represents a denomination or faith which has organized groups in this community.

3. The library accepts as a gift only one periodical representing a religious faith, preferably a magazine which covers the broad aspects or program of a particular denomination.

300 Social Sciences
The social sciences include sociology, statistics, political science, economics, law, public administrations, social pathology, education, commerce, and customs and folklore. The library attempts to provide balance in each social science, representing as many viewpoints as possible on controversial and non-controversial subjects.

400 Language
The 400s include general works on language and linguistics. Language and language study is divided into the following areas:

1. English Language--books are included that provide a comprehensive coverage of the history, study, and use of the English language in the following areas:
a. English languages dictionaries--a selection of up-to-date dictionaries is provided for circulation to the public. Unabridged dictionaries are provided only as reference material.
b. Histories of the English languages--both popular and scholarly works on the history of English are included.

2. Foreign languages--the library has a limited collection of books in foreign languages. Material in or concerning a foreign language are limited to the following areas:
a. "English to foreign language" and "foreign language to English" dictionaries in as many modern languages as possible
b. Grammars for modern foreign languages including the introductory, review, and teach-yourself types.

500 Pure Sciences
The library recognizes the need to acquire current and authoritative materials in the area of the pure sciences. The levels of difficulty of selected materials and the types of patrons which the library hopes to serve are preschoolers through secondary school students and non-specialists.

600 Applied Sciences
The applied sciences include the medical science, engineering, agriculture, home economics, business, chemical technology, manufacturing and building. Materials useful to the lay citizen are sought on such subjects as drugs, diseases, diet, preventative medicine and sex. In this whole area, controversial and doubtful material is avoided, and an effort is made to have the most up-to-date material available. Basic texts and handbooks are provided in each field of engineering. Books on automotive repair are purchased in large quantities to meet the demand. The library selects numerous books on farming and gardening, homemaking skills, animal husbandry and pet care. The library recognizes its responsibility to provide the best and most up-to-date works on all business subjects, such as advertising and salesmanship. The purchase of works dealing with chemical technology and manufacturing is limited to purchases heavily in the field of building skills, which include remodeling, carpentry, house paining, cabinetmaking, and masonry. Do-it-yourself books are especially in demand.

700 The Arts
For materials selection purposes, the arts include antiques, interior decoration, handicrafts, sports and other recreations as well as fine arts. An effort is made to acquire representative examples of major and minor artists in all fields, with special consideration of the arts and artists in the local area. The library feels a responsibility to select for the interests of the community and to introduce new and unfamiliar ideas in the arts. Sheet music is not acquired by the library except that included in songbooks or books of commentary.

800 Literature
Essays, poetry, drama, short stories, and selected works of criticism of all these forms are included in the collection, but the library does not maintain an exhaustive or extensive fund of literary criticism on any author. Works on techniques of communication such as professional writing or public speaking are also included. Precedence is given to British and American literatures; however, representative works of world literature are included as well. Due to the large quantities of modern drama and poetry published each year, the library purchases only titles considered the best, and those of local interest.

900 History
This section embraces general works on geography, history, travel, genealogy, heraldry, biography and autobiography. It includes maps and atlases, travel guides and local history. The library selects books covering all phases of human history from the beginnings of civilization to the present, with emphasis on American and local history. Because of the great increase in world travel in recent years, the library acquires standard, up-to-date travel guides for all parts of the world. Books by well-known travelers, personal reminiscences, and narratives by early explorers are included. Biography includes autobiography, collective biography, journals, diaries, and letters. Special attention is given to biographies of local people and the pioneers of this area. When a substandard biography is the only one available, it is purchased as needed. Books about local places and events are usually acquired by the library.

Fiction
In selecting fiction, the existence of a variety of types of novels and the need to satisfy readers of differing tastes, interests, purposes and reading abilities are recognized. The library's collection, therefore, includes representative novels of the past and present, notable for literary quality and cultural value; history and regional novels; novels related to the fields of art, industry, science, social problems, and the professions, satire, fantasy, and humor; mystery and suspense, science fiction, westerns and other adventure stories; romances; and short stories. The library recognizes the importance of the novel in providing insight into the human situation, contributing to education, and affecting individual attitudes. A number of novels of serious purpose are purchased. Attention is paid to maintaining a basic collection in attractive editions of standard novels, the classics, and the semiclassics of world literature. Since each novel is ordinarily judged on its individual merits, there is, as a rule, no attempt at completeness in the library's holding of authors' works.

Novels widely advertised or in continuing demand because of the popularity of the author's other works, their conversion into film, appearance on television, or the timeliness of these are purchased if they are useful in answering the requests of readers, of if they will further efforts to serve a larger segment of the reading public. Although no rigid standard of literary quality is adhered to, it may be said that the library's policy is to acquire fiction whether serious or amusing, realistic or imaginative, even though the writing may be sentimental, sensational, or erotic. Serious works which present an honest aspect of life are not necessarily excluded for frankness of expression.

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D. LOAN POLICY FOR OTHER MATERIALS

Up to four (4) children's videos and two (2) computer software programs per family may be checked out at one time. Patrons checking out videos or computer software must have a library card in good standing. Patrons checking out videocassettes or computer software should be 16 years of age. Replacement costs for damaged or lost videocassettes or computer software is the responsibility of the patron. Reference and Arkansas history books will not circulate. All materials will be checked out for two weeks and may be renewed one time. They may be rechecked one additional time if there is no demand for those materials.

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E. USE OF COMPUTERS

Libraries in Augusta and Wynne will offer public access to computers. These computers may be used for Internet access, word processing, database searching and children's applications. Time restrictions may be placed on computer use to allow greater patron access. Patrons may be charged for printing while doing computer research. Patrons may be restricted to one person at a computer at a time and only one time on the computer each day.

Library computers offering Internet access shall be used for research within the time and usage guidelines as determined to give greatest, affordable public access. The library does not provide access to chat rooms, or new or discussion groups. The Library Board has not control over sources available on the Internet and does not guarantee their authenticity.

It is expressly prohibited to use library equipment to access material that is obscene, child pornography, or "harmful to minors". Viewing visually obscene materials is considered inappropriate for the public library. Patrons whose behavior becomes inappropriate when using the public computers will be treated as cited in "Library Policies, B. Who may use the Library 4. The use of the library or its services may be denied for due cause".

As with other areas of the public library collection, the responsibility for minors when accessing the Internet rests with their parents or legal guardia

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F. PHYSICAL FACILITIES

1. To achieve the goal of good library service the Board of Trustees accepts the responsibility to see that public library building facilities are provided which will adequately meet the physical requirements of modern, aggressive library service. Such facilities will offer to the community a compelling invitation to enter, read, look, listen, and learn. Each building will fit an expanding program of library service

2. The Board of Trustees will acquire sites and/or new buildings only after a service program has been adopted ant eh library or consulting librarian has written an outline of the community's library building needs.

3. The Board of Trustees accepts the responsibility to secure the funds for needed facilities.

4. The librarian, the architect, and the Board of Trustees as a planning team, with the assistance of consultants, will endeavor to plan facilities to meet recognized standards and the needs of the community.

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G. PUBLIC RELATIONS

1. A primary public relations goal of the library is the understanding of the library's objectives and services by governing officials, by civic leader, and by the general public.

2. The Board recognizes that public relations involve every person who has any connection with the library. The Board urges its own members and every staff member to realize that he or she represents the library in every public contact. Good service supports good public relations.

3. The Director and professional staff will be expected to make talks and to participate in community activities. A reasonable amount of library time will be allowed staff members for preparation and speaking. Materials to be used by press, radio, or television will be approved by the Director.

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H. PERSONNEL POLICY

EQUAL EMPLOYMENT OPPORTUNITY

All references to employees in these policies designate both sexes; and wherever the male gender is used, it shall be construed to included male and female employees.

It is the policy of the library to consider each application for employment on the basis of the applicant's qualifications for the job without regard to race, color, creed, sex, age, military or veteran status, disability, national origin or any other protected status. All employees will be given equal consideration with the opportunity to progress within the service without regard to race, creed, color, age, military or veteran status, disability, national origin or any other protected status.

SPECIFIC CONDUCT AND RESPONSIBILITY

Employees shall be courteous, considerate and prompt in dealing with and serving the public and shall conduct themselves in a matter that will not bring discredit or embarrassment to themselves and to the library. Employees shall observe the applicable laws and regulations governing participation in political activities and conflict of interest, and shall not discriminate upon the basis of race, color, religion, national origin, age, disability or sex. Employees shall economically utilize, protect and conserve the property of the library entrusted to them. Employees shall conduct all their official activities in a matter which is above reproach and free from any indiscretions. Employees shall not engage in outside or other employment or other outside activities which are not compatible with the full and proper discharge of library duties and responsibilities in an acceptable manner.

HARASSMENT POLICY

The library will not tolerate any type of harassment of employees, applicants for employment, or library clients. The term harassment includes slurs, jokes, and other inappropriate verbal or physical conduct relating to a person’s gender, race, color, creed, religion, national origin, age, disability, military or veteran status or any other protected classification that unreasonably interferes with a person’s work performance or creates an intimidating, hostile environment.

Sexually harassing behavior includes unwelcome conduct such as sexual advances, requests for sexual favors, offensive touching, or other verbal or physical conduct of a sexual nature.  Such conduct may constitute sexual harassment when it:

•           is made an explicit or implicit condition of employment

•           is used as the basis for employment decisions

•           unreasonably interferes with an individual’s work performance, or

•           creates an intimidating, hostile or offensive working environment.

The types of conduct covered by this policy include:

•            repeated sexual flirtations, advances or propositions

•            continued and repeated verbal abuse of a sexual nature, sexually related comments and joking, graphic or degrading comments about an employee’s appearance or displaying sexually suggestive objects or pictures including cartoons and vulgar e-mail messages, and

•            any uninvited physical contact or touching, such as patting, pinching or repeated brushing against a person’s body.

The library will also endeavor to protect employees, to the extent possible, from harassment by non-employees, including library clients, vendors and suppliers.

Any employee who wishes to report a possible incident of harassment should immediately report the matter to his or her immediate supervisor.  The failure to make a timely report of harassment may be a factor used in determining the merits of the allegation.  If the employee’s immediate supervisor is not available, or if the employee believes it would be inappropriate to contact that person for any reason, the employee should contact the Director.

The library will conduct a prompt investigation as confidentially as possible under the circumstances.  Employees who raise concerns and make reports in good faith can do so without fear of reprisal; at the same time, employees have an obligation to cooperate with the library in enforcing this policy and investigating and remedying complaints. 

The library will not tolerate retaliation against any employee who, in good faith, makes a harassment complaint or cooperates in the investigation of a complaint. 

Any employee found to have engaged in any wrongful behavior under this policy, including retaliatory behavior, will be subject to appropriate discipline, up to and including termination.

Computer Usage, Internet Usage and e-Mail Privileges

Computers and access to the internet and e-mail are considered resources of the library, and are intended to be used for library purposes only.  Employees should have no expectation of privacy when using these resources for library-related or personal reasons, and should not use the library’s computer systems to transmit any messages or to access any information that they would not want a third party to hear or see.

All data that may exist at any time on the library’s computer system is considered the exclusive property of the library.  The library may, from time to time and without notice, inspect the library’s computers to determine if this policy or any other policies of the library have been violated. 

TYPES OF APPOINTMENT Extra Help: Extra Help Employees are those employees who work fewer than 15 hours per week and work on a seasonal or flexible schedule. Such employees will be enrolled for Social Security and Medicare only and are not entitled to vacation, holiday or sick leave.

All employees are non-exempt employees and are paid on an hourly basis.

KEY

Each permanent employee is issued a key to the library. The key is to be used only to enter the facility for work.  Employees are to safeguard the key and the premises and ensure that when they are the last person to exit the building that all doors are locked. The employee should report a missing key as soon as possible to the Director or their supervisor. Upon resignation or termination, employees are required to turn in their key.

CONTINUING EDUCATION FOR STAFF

TheCross County Library encourages all staff to continually add to their personal knowledge and job proficiency through ongoing education.

The following educational endeavors are supported:

If the training requires travel, staff shall be reimbursed at the current “IRS Standard Mileage Rate” if a personal vehicle is used. If there is meal costs associated with attending required training, the employee shall be reimbursed for meals. Receipts are required for travel and meal reimbursements. Expenses are not to exceed the current federally published “Domestic Per Diem Rates”.

uition Standards are met.

 The Director must recommend tuition reimbursement to the Board of Trustees for approval.

 Master of Library Science degree - The library supports the Arkansas State Library Education Program which pays for Master of Library Science graduate level tuition after the first 12 hours of coursework from an American Library Association accredited school is completed. The Cross County Library will pay for the first twelve hours of tuition that is not covered by the State program if the Tuition Standards are met. 

Tuition Standards

• The Sponsorship and payment of continuing education for staff is dependent on available funds. Educational endeavors must be approved by the Director. 

EMPLOYEE ADVANCEMENT AND PERFORMANCE

Employees will be evaluated yearly. All salary increases and promotions will be dependent upon availability of funds in the library's budget. New positions will be approved by Library Board.

PROBATION PERIOD

An employee filling a vacancy will serve a probationary period. NO appointment may be considered as full-time until the probationary period is completed. The probationary period shall be utilized for the most effective adjustment of the new employee and for the elimination of any employee whose performance does not, in the judgment of the Director, meet the required standard of performance.

Duration: A new employee hired to fill a vacancy will be on probation for a period of twelve (12) months worked from the date of hire during which time the employee may be terminated for any reason. The Director shall evaluate probationary employees within the last thirty (30) days of the probationary period. The Director shall communicate to the employee as to whether or not the employee will be placed on full-time status, part-time status, or terminated. Should the recommendation be termination, a written report must include the reason for such action and must be signed by the Director and a copy thereof delivered to the employee either personally or by certified mail.

An employee awarded a vacancy by promotion, transfer, or other action shall be on probation in the new assignment for a period of ninety (90) days worked. Within that time the employee may be reassigned by the Director if the employee does not meet the requirements of the position.  In such a case, the employee shall be returned to his former position or a similar position.

 SEPARATION, TERMINATION, AND DISCIPLINARY POLICIES

General Provisions: Employees are hired on an at-will basis.

Employees may terminate his/her employment at anytime, for any reason. 

Layoffs: The Library Board may lay off an employee whenever it is necessary by reason of shortage of funds or work, or by reason of a bona fide abolishment of/or change duties of a position, or when the department is reorganized and the need for the position is eliminated.

When a layoff is deemed necessary by the Director, the Director will establish the order or preference of layoff for as many employees as are to be separated. No full-time employee with regular (non-probationary) status is to be separated by layoff while there is extra help or probationary employees serving in the department in the same or equal or lower level position for which such full-time, regular status employee or employees are qualified and available for reassignment.

In determining the order of layoff of employees with permanent status, the Director may consider on a consistent and equitable basis such factors as qualifications, performance, appraisals, work record, conduct, and seniority.

PAYMENT

All employees are required to keep an accurate accounting of their time worked and any sick, holiday, or vacation time used.  Working “off-the-clock” is prohibited. 

Employees will be paid 26 times per year using a bi-weekly payroll schedule. Biweekly time sheets are due to the employee’s supervisor or the Director no later than noon on Monday after the end of the pay period. Employees will be paid within the week that the time sheets are turned in.

HOURS OF WORK

Lunch Period and Rest Breaks: Unless otherwise stated and wherever possible, an unpaid lunch period of one (1) hour will be scheduled during each work day and a paid rest period of fifteen (15) minutes will be granted during each four (4) hour work period. The time of each break will be determined by the Director or Supervisor and will be, as nearly as practical, near the middle of the work period.

Overtime: No employee shall work overtime for which compensation is to be paid unless previously approved by the Director.

ADDITIONAL BENEFITS

Retirement: All Full Time employees are enrolled in the Arkansas Public Employees Retirement System (APERS). APERS is a multi-employer defined benefit plan. To receive benefits, employees and employers must contribute funds. 

Health Insurance: The Cross County Library provides health insurance for Full Time employees until the time the employee is eligible for Medicare.

Upon retirement or termination, employees are eligible to continue health insurance coverage per the guidelines of COBRA and are responsible for paying the health insurance premiums.

The library reserves the right to change or amend the levels of insurance coverage provided in order to reduce or control the cost of premiums.

Holidays: The following are scheduled holidays in which the libraries are closed. Full Time and Part Time employees will be paid at their regular rate for holidays.

1. New Year's Day
2. Martin Luther King, Jr. Day
3. President's Day
4. Good Friday
5. Memorial Day
6. Independence Day
7. Labor Day
8. Thanksgiving Day
9. Christmas Day
10. Employee’s birthday (to be taken anytime on of after their birthday)
11. Three (3) other days as designated by the Director

If any of the paid holidays should fall on a Saturday, it will be observed on the preceding Friday, and if any should fall on a Sunday, it will be observed on the following Monday. 

Employees Full Time and Part Time employees must work the last regularly scheduled day before and the first regularly scheduled day after the holiday unless otherwise excused by the Director.  If on vacation at the time of the holiday, the day shall not be charged against vacation time

Leaves of Absence in General: Anytime an employee needs to take a leave of absence, for any reason, the employee should notify his or her supervisor as soon as practicable for scheduling purposes, unless otherwise noted in the specific leave policy.   The failure to given appropriate notice may result in the delay or denial of approved leave. 

Annual Leave or Vacation:

Annual leave or vacation for Full Time Employees is calculated as follows.

Full Time employees shall earn vacation time for each month employed but shall not be entitled to take any vacation leave until after the completion of six (6) months of continuous employment. No employee shall be authorized to take any unearned leave.

No employee shall be given annual leave in excess of their accumulated amount. No annual leave with pay may be accumulated from year to year unless the accumulation is for special circumstances that are approved by the Director.

Vacation leave will be scheduled at times which will not interfere with the work requirements of the library. In case of conflicts in scheduling, employee's seniority shall prevail. An employee having once made the choice, may change the date of his annual leave only if convenient to the Director and the employee is able to arrange an exchange with another employee.

 Administrative Leave: This leave is granted at the discretion of the Library Board.

Sick Leave: All full-time and part-time employees shall be eligible to take sick leave after one-month of continuous service. Extra Help employees are not eligible.  Sick leave with pay is authorized at the rate of one (1) day per month. Employees who are absent from work on sick leave shall notify the Director of the reason for the absence not later than one (1) hour after the designated reporting time for work. Absences chargeable as sick leave in excess of a three (3) day period shall be supported by written medical verification. When sick leave is used four or more times per month inconsecutively, medical verification may be required.

An employee whose medical leave use is extensive may be required to provide certification for all absences. Abusive (fraudulent) use of sick leave could be cause for discipline up to and including discharge. Abusive use of sick leave includes using sick leave when the employee or family member is not in fact sick, failing to follow the proper procedures for requesting sick leave, and failing to provide medical verification when required.

Sick Leave is authorized for the following purposes and no other:

1. Illness of an employee to a degree sufficient to prevent his normal duties on the job.
2. Medical treatment, hospitalization, or convalescence.
3. Medical, dental, or optical examinations.
4. Other medical reasons recommended in writing by the attending physician.
5. Required care of a member of an employee's immediate family.
6. To prevent the spreading of a contagious disease or illness to other employees and/or the public.

Parental Leave: A permanent employee who becomes a new parent through birth of a biological child, or adoption of a child shall receive Parental Leave.

An employee who is pregnant shall receive four weeks of paid leave including prior to or after delivery, and her position shall be available to her upon her return up to six months within the first year of the child’s birth.  Should the employee have sick leave available, she may choose to use it prior to delivery or during her recovery period, provided her physician has ascertained she should not return to work.  Further, an employee whose spouse delivers a baby shall receive four weeks of paid leave and is also entitled to six months of leave without pay, during the first year after birth, and his position shall be available upon his return. 

Adoptive parents shall receive four weeks of paid leave and are allowed six months leave without pay, during the year following adoption, and their position shall be available upon their return. 

Should any employee, for any reason, require additional time off beyond six months, theCross County Library does not guarantee they will be able to return to their previous position.  Further, any time beyond six months must be approved by the Director.

Funeral Leave: Prior approval must be secured from the Director before leave of absence will be granted for funeral services, arrangements, or obligations.

Five (5) day paid leave may be granted in the case of death in the immediate family of the employee or the employee's spouse. Immediate family is the employee’s parent, stepparent, spouse, child, stepchild, sibling by birth or adoption, mother-in-law, father-in-law, grandparent, grandparent-in-law or grandchild or spouse’s parent or grandparent.  Additional necessary leave may be counted as sick leave or vacation, or a leave of absence may be granted.

Up to one (1) day funeral leave may be granted to an employee serving as pallbearer or attending a funeral of a close friend. Such determination shall be made by the Director.

Jury Duty: An employee who is required to report for jury duty shall be granted a leave of absence with pay for each scheduled day in which the employee serves on jury duty. An employee released from jury duty at a time which leaves one-half of the working day or more remaining must report for work as soon as possible after being released.

TERMINATION OF EMPLOYEES: All employees have job descriptions and are expected to perform the duties of their position.

A full-time employee, upon termination, shall be furnished with a written notice of termination that has been signed by the Chairman of the Library Board and a copy be filed with the employee's personnel file in the Director's office. Such notice shall set forth the cause for termination in sufficient detail to indicate whether the employee was terminated for misconduct, incompetence or other causes relating to the employee personally.

Any wages due to any employee at the time of separation from the library shall be paid at his current rate. Terminated employees will not receive payment for unused vacation or sick hours.

The Director may terminate any employee for any of the following reasons in this non-exhaustive list:

a. Fraud in securing appointment
b. Incompetence or poor performance
c. Inefficiency
d. Improper attitude
e. Neglect of duty
f. Insubordination
g. Dishonesty, fraud or theft
h. Drunkenness while on duty or being impaired while on duty due to the misuse or abuse of illegal or prescription drugs
i Conviction of a felony or misdemeanor punishable by imprisonment
j. Discourteous treatment of the public
k. Willful disobedience
l. Political activity while working
m. Misuse of government or library property
n.  Misuse of sick leave benefits, including an employee using sick leave for a reason other than those stated.  Failure to regularly attend work, or failure to notify the Director of an upcoming absence.
p.  Any other violation of the policies in this handbook

Nothing in this policy changes the at-will nature of employment. 

Termination During Probationary Period. An employee may be terminated with or without cause at any time during the probationary period.

Resignation. Any employee shall have the right of resignation without prejudice provided the employee gives two (2) weeks notice prior to effective date of resignation. The penalty not to do so will result in forfeiture of employee's accrued vacation and sick pay.

A permanent employee who gives two weeks notice will be entitled to compensation for accumulated sick leave of seventy-five percent of the first one hundred twenty days and fifty percent of the remaining days.  

 DISCIPLINARY ACTION

1. General Provisions: It is the right of the Library Board to establish reasonable policies and procedures regarding working practices and personal conduct of employees while in duty is recognized.

Apart from specific policies and procedures, the obligation of each employee to conduct himself in relation to his employment, to his fellow employees and the public in a manner which represents the persons and properties of others is recognized. If an employee engages in misconduct, he may be disciplined by oral reprimand, written warning, disciplinary layoff without pay (which shall be accompanied by a written warning), or termination of his employment. The severity of the discipline may be determined by the Director taking into consideration the circumstances in the case, the seriousness of the offense, and the past record of the employee. It is recognized that repeated minor misconduct will, after warning, become a reason for termination. If any written record of an employee misconduct is placed in an employee's personnel file, the employee will be given a copy. The employee will acknowledge receipt of the copy if so requested.

2. Written Warning or Reprimands. Written warnings or reprimands given to an employee shall remain in the employee's personnel file. In the event the warning or reprimand is placed in an employee's file, and is determined through the grievance procedure, to not be justified by the facts, the warning will be removed from the employee's file.

GRIEVANCE PROCEDURES

The Library Board has established a grievance procedure through which employees may obtain consideration of grievances or problems in matters of which the Library Board has complete or partial jurisdiction and for which remedy is not provided elsewhere in these policies and procedures. The purpose of the grievance procedure is to afford employees a written and systematic means of obtaining further consideration of grievances after every reasonable effort has failed to resolve them through informal discussions initiated with their immediate supervisor. A grievance is defined as a dispute or disagreement about the meaning or the application of, or compliance with these employment policies and procedures.

Process: Any grievance which arises during the enforcement of these employment policies and procedures shall be processed through the following steps:

Step 1. Within two (2) working days after facts giving rise to the grievance occur and are known to the grievant, or reasonably should have been known, the matter should be discussed between the aggrieved employee and the Director.

Step 2. If the difference is not resolved or accepted, the grievance may be reduced to writing, stating briefly the facts which are claimed to give rise to the grievance. The grievance must be signed by the aggrieved employee, and filed with the Chairman of the Library Board within five (5) working days after the occurrence which gives rise to the grievance. At the next regularly scheduled board meeting after such an appeal is filed, the Director will discuss the grievance. The final answer will be written within ten (10) working days after the meeting the employee who filed the grievance shall receive a copy of the answer.  

This grievance procedure does not alter the at-will nature of employment at the Library.

I. PERSONNEL POLICY

LIBRARY RULES /PATRON USE POLICY

Approved by the Board of Trustees on February 22, 2011

To ensure that regional libraries operate in accordance with the region’s mission, value, and vision, the East Central Arkansas Regional Library System Board of Trustees has established certain rules to maintain an atmosphere that promotes library services, protects library resources and fosters safety for all patrons and library staff.

The use of the library and/or its services must be appropriate. Library visitors may be denied use of library services for due cause such as overdue material and behavior violations. Violations could also result in the restriction and/or termination of Library privileges, including the use of Library computers and other equipment.

Individuals who may violate the rights of the staff or library users, or who create disorder in the library in any of the following situations are not demonstrating appropriate use of the library and  could result in removal from the premises and expulsion from the Library for a period of one day to one year, or in arrest or prosecution.

Example of violations include:

• Any situation in which the actions of a person present an imminent danger to the life or safety of others in the library.
• Any situation in which a person is observed in an attempt to steal library property or that of another library user, or to destroy library property.
• Any situation in which a person willfully and purposefully disturbs the staff or other library users or whose behavior is in any way disruptive to the legitimate use of library facilities by others.
• Any situation in which a person’s behavior is inappropriate to the use of the library building and property for the purposes for which it is legally constituted.

The following actions are examples of conduct not allowed on Library property:

• Engaging in any activity in violation of Federal, State, local or other applicable law, or Library policy.
• Carrying firearms and dangerous weapons of any type (except by law enforcement officers).

• Being under the influence of alcohol/illegal drugs and selling, using, or possessing alcohol/illegal drugs.
• Verbally or physically threatening or harassing other patrons, volunteers, or staff, including stalking, staring, lurking, offensive touching, and obscene acts such as sex acts and indecent exposure.
• Soliciting or conducting surveys not authorized by the Library.
• Stealing, damaging, altering, or inappropriate use of Library property in Library facilities or on Library grounds, including computer hardware and software, printers, copiers, phones, and other equipment.
• Trespassing in nonpublic areas, being in the Library without permission of an authorized Library employee before or after Library operating hours, or camping on Library grounds.
• Fighting or challenging to fight, running, pushing, shoving, or throwing things.
• Creating disruptive noises such as loud talking, screaming, or banging on computer keyboards.
• Using offensive language in the library.
• Gambling and group activities which are disruptive to the Library environment.
• Using audible devices without headphones or with headphones set at a volume that disturbs others. Using cell phones, pagers, and other communication devices in a manner that disturbs others.
• Using restrooms for bathing or shampooing, doing laundry, or changing clothes.
• Littering.
• Smoking, chewing, and other tobacco use in Library facilities.
• Entering the Library barefooted, without a shirt, with offensive body odor or personal hygiene, or being otherwise attired so as to be disruptive to the Library environment.
• Bringing in garbage, articles with a foul odor, or articles which, alone or in their aggregate, impede the use of the library by other users.
• Using wheeled devices in Library property or on Library grounds, except in designated areas, including skateboarding, roller-skating, bicycling, scooters, and shopping carts (exceptions i.e. wheelchairs, walkers, and strollers, and handicapped equipment).
• Lying down or sleeping in the restrooms or on any floor, couch, table, or seat in the Library, and by blocking aisles, exits, or entrances by sitting or lying down in them.
• Neglecting to provide proper supervision of children.
• Registered sex offenders must follow all state laws regarding distance from the library and other behavior.
• Bringing pets or animals, other than service animals necessary for disabilities, into the Library, except as authorized by the Regional Library Director.

Enforcement of these rules will be conducted in a fair and reasonable manner. Library staff and/or security staff will intervene to stop prohibited activities and behaviors. Expulsion for more than one week may be appealed in writing to the Director.