Employment     

A.  EQUAL OPPORTUNITY POLICY

The Stevens County Library maintains a policy of nondiscrimination with employees and applicants for employment.  No aspect of employment with the organization will be influenced in any manner by race, color, religion, gender, age, national origin, disability, veteran status, or any other basis prohibited by applicable law.

Nothing in the previous paragraph is meant to limit or expand the library’s obligation beyond that required by state, local and federal laws, rules and regulations in all phases of employment including but not limited to, recruitment, hiring, training, promotion, compensation, benefits, transfer and dismissals.

B.  NEPOTISM

It is the policy of the Stevens County Library that two or more employees who are related as immediate family will not be employed within the organization unless the Board has reviewed and approved the proposed employment of such relative. “Immediate family” will be defined as: spouse, child/stepchild, mother/father, sister/brother, foster parent, mother-in-law/father-in-law, sister-in-law/brother-in-law, daughter-in-law/son-in-law, grandparent, grandchild, foster child, or any person residing in the employee’s household, regardless of legal relationship.

In the event an “immediate family” relationship develops between employees after employment, the Director is authorized to take whatever action appears to be in the best interest of the organization including but not limited to transfer or reassignment of either or both employees or dismissal of either or both.  Direct supervision of an immediate family member by another family member will not be allowed except under unusual and exceptional circumstances.

Employment of a member of the immediate family of a Board member of the organization, although not prohibited by the above policy, will be carefully reviewed by the Board of Trustees and is subject to said Board approval.

C.  EMPLOYMENT RELATIONSHIP

Employees of the Stevens County Library are "employees at will." An employer of the Stevens County Library may terminate the employment relationship at any time and for any reason.  This includes termination with or without cause and also with or without advance notice.  Likewise, the employee may terminate the employment relationship at any time with or without reason or advanced notice.

D.  NON-HARASSMENT POLICY

Harassment is contrary to basic standards of conduct between individuals and is prohibited by federal and state law. It will therefore constitute a violation of library policy for any employee to engage in any form of harassment based upon race, color, religion, gender, age, national origin, or disability.  Any act, whether physical, verbal or visual that has the effect of unreasonably interfering with a person's work performance or creates an intimidating, hostile or offensive work atmosphere is prohibited. 

The Stevens County Library will not tolerate sexual harassment in any form.  No employee will threaten or imply that an employee's refusal to submit to sexual advances will adversely affect an employee's employment, evaluation, pay promotion, job assignment, or any other aspect or condition of employment.  Any employee who violates this policy will be subject to disciplinary action up to and including dismissal.

Personnel will report immediately any harassing behavior or incident to the Director (or Board member should the Director be involved) in writing with the date, location, and name(s) of individuals involved.  If, after the investigation by the Director (or Board), the issue is not resolved the matter may be presented in writing to higher authority (Board of Trustees, Human Relations Commission, etc.).  An employee may ask the city or county human relations resource person, another employee, or Supervisor to be present at a complaint discussion with any level of management.  In its effort to prevent discrimination or harassment of any kind, the Stevens County Library will maintain an open-door policy.  All complaints will be investigated as promptly and confidentially as possible under the circumstances. 

E.   CHANGES IN POSITION

Each employee is urged to develop skills in his or her present position and to learn as much as possible about the operations of the library and their policies to be better qualified for promotion when opportunity presents itself.

The library reserves the right to transfer or reassign any employee at any time when such action is determined by the Director to be in the best interest of the institution.

F.  PERFORMANCE APPRAISAL

Formal evaluations of each employee's performance of his or her duties and responsibilities will be made by the Director. In the case of the Director the evaluation will be made by the Board of Trustees. The formal evaluation will be in writing on forms authorized by the Director.  The Director will complete at least one formal annual evaluation during the month of the anniversary date of the employee's initial hire.  Other formal evaluations may be conducted at any time.  Employee evaluations will be considered in determining salary, promotions, disciplinary actions and continuation of employment.

G.  LAYOFFS

Whenever a layoff of personnel is determined by the Board or Director to be necessary, those employees affected will be given as much advance notification as possible under the circumstances.  The institution reserves the right to reduce hours or reassign job tasks as deemed necessary by the Director.

H.  RESIGNATION

An employee of the Stevens County Library who desires to terminate his or her service with the library is required to submit a written resignation to the Director.  The library would appreciate, but does not require, at least two- (2) week’s notice of the employee’s resignation.

I.    RETIREMENT

1.   NOTICE

Employees planning to retire are requested to give thirty (30) days notice to insure that retirement forms are submitted in a timely manner.  This will allow prompt payment of benefits.

2.   BENEFITS

Under current regulations employees covered by KPERS may receive full retirement benefits through KPERS at age 62 with 10 years of service credit or when age plus years of service equals 85 points or in the event of permanent disability.  Reduced benefits may be received at age 55 with 10 years service.

3.   EMPLOYMENT PAST TRADITIONAL AGE OF ELIGIBILITY

Employees who are mentally and physically able to adequately perform their job responsibilities and wish to continue employment may do so past the traditional age of eligibility for KPERS retirement.

J.   RETURN OF LIBRARY PROPERTY

An employee who is leaving employment, whether through resignation, retirement or dismissal, is responsible for returning any institution property which is in the employee’s possession at the time of termination.  Such property may include but is not limited to keys, institution owned equipment, etc.