Effective September 20, 2010
Effective September 20, 2010
Following the satisfactory completion of the probationary period, the employment of a full-time staff member — unless appointed on a temporary basis — carries with it all possible assurance of continuous employment as long as the staff member performs the duties assigned in accordance with the policies of the library. If the employer (Kingston Library) must fire and employee, a non-exempt employee will receive two weeks’ notice and an exempt employee will receive one month’s notice.
The employee is expected to give the Library the same notice, except in the case of illness or family emergency.
In the case of gross misconduct on the part of the employee, immediate termination will take place by decision of the Director. Civil Service law shall be followed notwithstanding any of the above policies.
B. Conditions of Work, Employee Benefits
C. Staff Development
The Kingston Library is committed to having a trained and educated workforce. An employee and his or her supervisor will develop an individualized training program based on the job requirements, experience, and educational needs of the particular position involved. Staff members are urged to become members of civic, educational, and professional organizations, and to improve their skills in librarianship, and, with the permission of the library director, to attend library conferences and other professional meetings.
The library will make every effort to arrange schedules to permit staff members wishing to take further study to continue working at the library. As time allows, staff members may be asked to attend continuing education workshops. For travel and personal expenses involved in attending such workshops, mileage reimbursements will be paid, and reimbursement for other expenses may be allowed. Mileage rates will be paid at the rate set annually by the Mid-Hudson Library System. Within the library, training or information programs for the staff may be initiated either by the library director or by interested staff members.
D. Employee Conduct
Termination of Employment
In the case of termination of services, on the part of the employer, a part-time employee will receive two weeks’ notice and a full-time employee will receive one month’s notice. An employee who resigns is expected to give the library the same notice, except in the case of illness or family emergency. Employees may be terminated for substandard work without notice during the probationary period. After the probation period, employees will receive oral and written counseling to improve substandard work before dismissal. Serious offenses, including but not limited to theft, use of drugs or alcohol while at work, physical assault, or a determination of sexual harassment on the part of an employee, may result in immediate dismissal without counseling. Employees who are terminated may file a grievance with the President of the Board of Trustees within five days of termination. A grievance must be made in writing.
If budget cuts necessitate a reduction in staffing levels, the library director will determine which positions can be cut to create the least negative effect on library services, and submit a plan to the library’s Board of Trustees for approval before implementation. Longevity will be a primary factor in retaining staff.
Employees who leave in good standing or who are laid off will be paid for unused vacation and compensatory time, as well as for sick days that have not been utilized per the library’s policy.