Webster Free Public Library Personnel Policy
QUALIFICATIONS: Employees of the Webster Free Public Library shall meet at least minimum
standards set by the State of New Hampshire for Associate Libraries. Selection of all staff
members shall be based solely upon merit, including personal and educational
qualifications, training, and aptitude for the position involved.
The Librarian will make recommendations for hiring and firing of employees whom
he/she supervises. The Board will make hiring and firing decisions.
JOB PERFORMANCE: Employees are expected to know and to follow the Library
Mission Statement and all policies of the Library.
CONFIDENTIALITY: As specified in RSA 201-D: 11, requires that the library’s
circulation records and other records identifying the names of the library users with
specific materials are confidential. The trustees, volunteers or staff shall not make these records
available to any agency of the state, federal or local government without consent of the Board or court order. This information shall not be communicated to others by casual conversation or careless treatment of records.
Please refer to The Webster Free Public Library Policy on Use and Confidentiality of Information for specifics.
STAFFING OF LIBRARY: The Board of Trustees will determine the hours that the
library will be open and determine the Librarian’s weekly schedule. This will include 3 hours of “flexible time” for the Librarian and the Librarian will be paid for closed or reduced hours due to inclement weather. PROBATIONARY PERIOD AND PERFORMANCE ASSESSMENT: A six month
probationary period will be worked by each new employee. The employee may be
discharged during the probationary period at any time if performance is unsatisfactory.
· Three to five months into the probationary period the employee will have a job
performance assessment completed by the Board.
· If the Board has reason to believe an employee’s job performance is no longer
effective or that violation of library policies is hindering the accomplishment of
the library goals, the Board will make an effort to work with the employee to
improve performance. If the effort fails the Chairman of the Trustees shall notify
the employee of the problem in writing. Additional notices may lead to dismissal.
WORKING CONDITIONS: If a problem arises with the working conditions in the
library, employees are urged to make a good faith effort to resolve the problem
informally and on a personal basis. If this is not possible, the employee will file a written grievance with the Board
VACATION POLICY: The employee is eligible for one weeks paid vacation during the
first year of employment and after six months of service. Following the first year of
employment two weeks paid vacation will be provided annually. The employee must give
no less than two weeks notice prior to the time vacation is requested. Vacation time must be used within the year.
SICK LEAVE: Employees will be allowed five paid days sick leave per year, accumulative,
and applying only to personal illness. The Librarian will notify the Chairman of the Trustees of the illness, and the Chairman will find a substitute. Other employees will notify the Librarian of
illness, and the Librarian will find a substitute. Employees will be allowed 5 paid sick leaves per year. This can be accrued for 3 years only.
HOLIDAYS: When one of the following holidays falls on a scheduled work day the
employee will be paid for hours scheduled: New Years Day, Martin Luther King Day,
Presidents Day, Memorial Day, July 4th, Labor Day, Veterans Day, Thanksgiving Day,
Christmas Day, Christmas Eve and New Years Eve after four o’clock.
MISCELLANEOUS:
· Paychecks will be paid by the Library and issued monthly by the Town
· Federal income tax deducted from each paycheck
· F.I.C.A. deducted from each paycheck
· Workers Compensation provided by the Town
· Unemployment provided by the Town
· Retirement is not available to part-time employees
· Health and Life insurance is not available to part-time employees
· Pension Plan is not available
CONFERENCES, TRAVEL, ETC: Employees will be reimbursed for time (not to
include travel time), mileage, and expenses incurred to attend relevant library
conferences with the approval of the Trustees. An estimate of expenses must be provided
before approval will be given. Receipts of incurred expenses must be provided before
reimbursement will be given. The Trustees will pay the Librarian’s dues to the New
Hampshire Library Association
COURSE REIMBURSEMENT: The Board of Trustees will reimburse 50% of the cost of
approved courses upon successful completion of the course.
Employees are required to apply for available scholarships prior to reimbursement.
Trustees will continue to pay 50% of the balance if a partial scholarship is received.
· If the Trustees require the employee take a course in order to continue
employment, the Trustees will reimburse fully (time and expenses) for successful
completion of the course.
JURY DUTY: If an employee is called for jury duty, he/she will be paid the difference
between his/her pay and jury pay.
RESIGNATION: Employees will provide thirty day written notice to Board of Trustees.
DISMISSAL: Procedure will follow RSA 220-A.17
DEATH IN THE FAMILY: Employees will have three consecutive days available for a
death in the immediate family. “Immediate family” will include spouse, children, parents,
siblings, grandparents, or grandchildren. Additional leave must be approved by the
Trustees. Employee will be paid for the day of the funeral if it falls on the employee’s
regular work day.
Approved by the Board of Trustees:
adopted December 18, 2007
Sandra Starkey, Chairperson
Sue Barnes
Marty Bender
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