317 Wolf River Drive • Fremont, WI 54940 • (920) 446-2474
School Year Hours
Monday 9:00 - 6:00
Tuesday 9:00 - 6:00
Wednesday 9:00 - 6:00
Thursday 1:00 - 6:00
Friday 9:00 - 6:00
Saturday 9:00 - 12:00
Sunday Closed

ARTICLE VII - PERSONNEL POLICY FOR THE DIRECTOR

Adopted 6/1/93
Revised 10/3/99
Revised 2/14/00

Section 1.
The library Board shall elect, appoint and when necessary for valid reasons dismiss the librarian.

Section 2.
The person so appointed shall be in charge with the sole administration of the library.

  1. The Director shall be responsible to the Library Board in matters pertaining to and concerning the library. Be present at monthly meetings and prepare and present such reports as requested.
  2. The Director shall prepare a presentation of monthly bills in an efficient manner; prepare an annual budget to be presented to the Village Board by the President of the Library Board.
  3. The Director recruits, selects, hires, supervises, evaluates and terminates library staff in conformity with civil service regulations. Oversees the staff training program. Recommends improvements in staffing, organization, salaries and benefits to the library board.
  4. The Director shall have the responsibility for collection development for all materials in the library; this includes selection, ordering, processing, weeding, and inventory of the collections to the guidelines in the policy.

Section 3.
Benefits

All employees of the library are part-time and receive no benefits.

Section 4.
Salary

All employees shall receive an hourly wage for the time worked. Salaries will be reviewed annually at the time of budget.

Section 5.
Holidays

Anytime the Fremont Village Hall is closed for a holiday, if the library hours are on the same day, the library will be closed. The Director may choose to work "behind closed doors" (not open to the public) these hours lost because of a holiday. These hours will be noted on the time card 2 weeks prior to the current pay period and/or 2 weeks immediately following that pay period.

Section 6.
Workshops, Meetings and Conventions

Each year an amount will be budgeted for workshops, meetings and conventions. This will include the dues to WLA-Wisconsin Library Association.

The Director will draw against this amount, but cannot exceed it, unless authorized to do so by the Library Board. Any balance, may be carried over to the next year. Board approval is requested for any workshop attended with the exception of any OWLS workshops. Reimbursement will be received for workshop fees, mileage, lunch per diem and a maximum of 8 hour days, after submitting receipts to the Village Clerk.

The Library Board Trustees are also encouraged to attend and participate in continuing education activities.

Section 7.
Substitute Librarian

The salary of the substitute will be negotiated in accordance with their experience and responsibilities. Salary being not equal to, or more than the librarian’s hourly rate.

Section 8.
Jury Duty

Time off with pay will be granted to employees if required to perform jury duty during normally scheduled library hours. It is the Board’s intent for employees to avoid suffering a loss of pay on the day when the jury duty was performed. However, employees must turn over to the Board the per diem compensation (not including mileage) awarded by the County for jury duty performed on a day for which they are also paid by the Village. No employee shall receive compensation from both the county and the Village for any given day. However, the employee may decide which compensation he/she prefers, either the County or the Village.

Section 9.
Vacation Policy

  1. All employees are required to inform at least the Director of any time asked off for because of vacation plans at least two weeks in advance.
  2. No employees shall receive pay for vacation time because they are all part-time employees.
  3. However, the Director may chose to have her/his-self or another employee make-up time lost because of a vacation request. These hours will be noted on the time card 2 weeks prior to the current pay period and 2 weeks immediately following that pay period.

Section 10.
Leave of Absence

  1. No pay will be issued for any request of Leave of Absence because all employees are part-time..

Section 11.
Funeral Leave

  1. No pay will be issued for any request of Funeral Leave because all employees are part-time. (See Appendix H.)

Section 12.
Maternity Leave

No pay will be issued for any request of Maternity Leave because all employees are part-time.

Section 13.
Sick Leave

No sick leave pay will be awarded as all employees are part time.

Section 14.
Work Schedules

The Director is responsible for work schedules and making sure there is coverage for every open hour of the library. However in the case of an emergency if/when the Director is not available and the employee (who might be working alone) needs to leave for any reason, the employee needs to contact at least one Library Board Member.

Section 15.
Disciplinary Policy

Section 16.
Grievance Procedure

Section 17.
Resignation

Two weeks notice is required of all library personnel.

Section 18.
Sexual Harassment Statement

Adopted 2/6/96

The Neuschafer Community Library is committed to providing a work environment free of sexual harassment. The Library Trustees adopt and strongly support the following sexual harassment policy.

  1. It is against the policies of the Neuschafer Community Library for any employee, village official or library trustee to sexually harass an employee by (a) making sexual advances, requesting for sexual favors, or other verbal or physical conduct of a sexual nature, a condition of continued employment ; or (b) making submission to or rejections of such conduct the basis for employment decisions affecting the employee; or creating an intimidating, hostile, or offensive working environment by such conduct.
  2. Any employee who believes he/she is the subject of a sexual harassment incident should report the alleged act immediately to his/her supervisor. If, for any reason, you are reluctant to report the incident to your supervisor, you may contact the Library Board President, or any other library trustee.
  3. A confidential investigation of all complaints will be undertaken. Anyone found by the Library Board (or the Village Board should the harassment concern a Library Board Trustee) to have sexually harassed a library employee will be subject to sanctions up to and including termination or prosecution, depending on the circumstances.
  4. The question of whether a particular action or incident is a purely personal, social relationship without a discriminatory employment effect, requires a determination based on all facts in the matter. Given the nature of this type of conduct, we also recognize that false accusations of sexual harassment can have serious effects on innocent people. We hope and trust that the library will continue to remain a pleasant working environment free of harassment.

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