STEVENS COUNTY LIBRARY

PERSONNEL POLICY MANUAL

 

I.  GENERAL

 

A.  WELCOME

Welcome!  The Stevens County Library welcomes you to the staff.  Good employee relations require plans and policies. This manual contains information you will need to know to do your job to the best of your ability.  Please take the time to read it carefully.  Thank you.

 

B.  STATEMENT OF GENERAL POLICY

The Stevens County Library operates to provide efficient and effective library services to the community and area.  Providing quality service and access to information is a priority.  High standards of efficiency, effectiveness, and loyalty are required of the staff.  A work environment in which employees can contribute in the most effective manner is the responsibility of every person on the staff.  Employees are encouraged to express themselves concerning improvement of work methods and working conditions.  Common goals shared by all staff members must remain as priorities.  These goals are patron satisfaction, equal access of information to all, and the timely supply of appropriate information.  Achievement of these goals requires cooperation among staff members.

 

C.  MISSION STATEMENT

The mission of the Stevens County Library is to provide resources and services necessary to meet the evolving educational, recreational, technological, and informational needs and interests of the community.

 

D.  HISTORY

The Stevens County Library was formed in 1914 by the young people of Stevens County and the Hugoton Woman's Club.  It was housed in empty buildings, churches, courthouse and newspaper office before the first permanent facility was built as an N. Y. A. project in 1934.  The present building was completed in 1961, expanded in 1976, expanded again in 1985, and enlarged and remodeled in 2000. 

 

The Stevens County Library is affiliated with The Southwest Kansas Library Systems, which was established in 1965 by the Kansas Legislature to provide services to libraries in the twenty-one counties in the southwest corner of Kansas.  "The System" operates under the authority of the K. S. A. 75-2547 to 75-2552.

 

E.   AUTHORITY

The information contained in this personnel policy manual applies to all employees of the Stevens County Library.  Its contents are not to be interpreted as a contract between the Library and any of its employees.  This personnel policy is not intended to and does not constitute any sort of contract employment, either expressed or implied.  Although these policies do not constitute any type of employment contract, all employees are expected to be knowledgeable of such policies and abide by such policies.

The Board of Trustees of the Stevens County Library expressly reserves the right to change any of their policies without prior notice, including those covered here, at any time.  Employees will be notified of any changes by appropriate means.  Amendments or new policies will be effective on dates determined by the Board of Trustees.  Only the Board of Trustees in consultation with the Director have the authority to change any policy.  Final interpretation of policy resides with the Board of Trustees.  This policy supersedes all previous personnel policies.

 

The Board of Trustees of the Stevens County Library assigns the responsibility to direct the Library Director for supervision of the work force.  This supervision includes the responsibility to hire, lay off, and terminate personnel; to schedule the staff; to authorize procedures; and to carry out the customary functions of management.  The director will be responsible for carrying out the personnel policies of the Board of Trustees.

 

F.   POSTED NOTICES

Required notices relating to federal, state or local employment regulations will be posted in the business office.  It is the responsibility of each employee to read these notices.

 

G.  CONFIDENTIALITY OF PERSONNEL RECORDS

All requests for information about current or former library employees should be referred to the Director.  This includes requests for verification of employment, credit checks, government investigations and routine references.  Supervisors should not discuss current or former employees or answer questions concerning such, no matter how harmless these questions appear to be.  The institution will comply with the right to privacy provisions and Kansas open record statutes, which require that only hire date, term of employment, position and verification of salary within range need be disclosed.  Additional employee information disclosable in accordance with State and Federal law may be released at the discretion of the Director upon receipt of a proper request.  All requests for employment references must be referred to the Director and must be submitted on official letterhead of the requesting entity.

 

II.      POSITION INFORMATION

 

A.  JOB DESCRIPTIONS  

Job descriptions will be provided for all staff positions.  The job description for each position will be reviewed for changes or updates at least annually.

 

B.  JOB CLASSIFICATIONS

Each employee is classified in one of the following categories based on the conditions under which he or she is employed.

 

1.   FULL-TIME

      An individual who has satisfactorily completed a training period and works a full time 36 to 40-hour-per-week job. 

 

2.   PART-TIME

      An individual who has satisfactorily completed a training period and whose workload is less than 36 hours per week. 

 

3.   EMPLOYEE IN TRAINING

      An individual who is in a training period for six months.  Formal evaluations will be made at the end of three (3) months and again at the end of six (6) months.  If the employee’s service is acceptable, his or her status is changed to full- or part-time at the end of the six-month training period.  If the employee’s service is not acceptable, he or she may be subject to dismissal or an extension of the training period.  

 

4.   PROVISIONAL/TEMPORARY

      An individual who is hired under special circumstances at the discretion of the Director

 

      The employees job classification or a change in classification, in no way affects the employee’s status as an “at will employee.”  Consequently, any employee may be terminated, with or without cause or prior notice, at any time regardless of the employee’s job classification or job performance.

 

C.  RECRUITMENT AND APPLICATION PROCEDURE

Recruitment to fill open positions may be made through open application.  Available positions will normally be advertised in the local paper and an internal notice will be posted at the circulation desk.  Advertisement for full-time and professional positions may be advertised in professional journals and other recruitment publications and services, as needed.  The Director reserves the right in unusual situations to fill positions without posting or advertisement.

 

 

 

 

 

 

Persons interested in employment will fill out official library employment application forms that are available in the Director's office or at the circulation desk.  Such forms will include information regarding residence, training, experience, references, and other pertinent information.  Interviews and/or tests may be administered to measure the relative capacities of the person to perform the responsibilities of the position.

 

Applications will be held on file for at least sixty (60) days.

 

D.  EMPLOYMENT RECORDS

Upon acceptance of a position, an employee is required to complete the employment forms by contacting the Director. (See Appendix)

 

Employees shall notify the Director promptly of a change of name, address or telephone number.

 

Any change in number of dependents or change in marital status must be reported to the Director so that Federal Withholding Exemption Certificate files can be updated and maintained.

 

All employment records and personal information are the exclusive property of the library.  Employee review of such records or information may be granted at the sole discretion of the Director and under such terms and conditions as may be established by the Director.

 

 

III.    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 of Trustees 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 of Trustees 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 of Trustees 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 of Trustees 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 of Trustees), 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.

 

6. 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 of Trustees 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. 

IV.    COMPENSATION

 

It is the policy of the Stevens County Library to establish and maintain compensation programs that are equitable, personally motivating and effectively administered under federal and state law.  Salary levels are recommended by the Director and Board of Trustees and are approved in the budget document.  The Board of Trustees at its discretion may annually establish a determined percentage of the employee’s total salary to be given to full- and part-time employees who have completed one full year of service.  Library aides and employees with less than one year of service will be paid a flat amount to be determined by the Library Board of Trustees.  The salary classifications and compensation ranges are available from the Director upon request.

 

A.  FLSA OVERTIME REQUIREMENTS

      Under the federal Fair Labor Standards Act (FLSA), employers must pay overtime to employees who work in excess of 40 hours per week.  However, the law exempts certain kinds of jobs from overtime requirements if the employee is paid at least a prescribed minimum salary and the job meets special criteria established by the U. S. Department of Labor.  Administrative employees are among those classified as exempt from federal overtime requirements along with professionals, executives, and sales personnel.

 

1.   NON-EXEMPT EMPLOYEES

      Employees in non-exempt positions are expected to adjust weekly work schedules to avoid working more than forty (40) hours in one week.   Every effort should be made to adjust the weekly schedule at times that are least critical to public service.  Overtime may be authorized in writing by the Director, but only under extreme and unusual conditions. Overtime hours shall not be worked except as authorized in writing by the Director All full-time positions have been reviewed for Fair Labor Standards compliance.  Paid overtime for non-exempt positions working more than forty (40) hours per week shall be compensated at one and one half (1 1/2) times the employees’ regular hourly rate of pay. Accrual of compensatory time is discouraged and will only be allowed upon prior written approval of the Director. 

 

2.   EXEMPT EMPLOYEES

      Exempt personnel may be permitted to take flexible time when they can do so without affecting the organization and the performance of duties within the department.  Exempt personnel should view flexible time as a privilege rather than a right.  Employees should be aware that proper performance of their duty and the operations of the organization will take priority over the use of “flex-time." The following job classification has been exempted from overtime in accordance with the Fair Labor Standards Act:  Director, Assistant Director

 

Other positions may be determined by the institution to be exempt and will be treated as such.

 

B.  PAYROLL PROCEDURE

      Employees are required to maintain an accurate time card noting hours worked and all types of leave earned and taken.  Business office personnel will keep all official payroll records and may call for time cards at any time.  The first payroll period begins on the first working day of each calendar month and ends on the fifteenth day.  The second payroll period begins on the sixteenth day of each calendar month and ends on the last working day of the calendar month.  Employees are paid twice per month.

 

1.   MANDATORY DEDUCTIONS

      The following are mandatory deductions by state or federal law:

      a.   State and Federal Income Tax withholding

      b.   FICA (Social Security) and Medicare

      c.   Kansas Public Employment Retirement System (KPERS)

      This deduction applies after one (1) year of employment to all employees working more than 1000 hours annually.

      d.   Court ordered withholdings

           

2.   VOLUNTARY DEDUCTIONS

      The following are voluntary deductions from paychecks and must be authorized in writing by the employee:

a.       Health insurance for premiums not provided by the organization

b.      Charitable contributions

      c.   Others upon request and approval of the Director

 

C.  REIMBURSEMENT

      The Stevens County Library will attempt to budget funds for representation at state or regional meetings by employees charged with responsibility in specialized areas.  All such attendance must be approved in advance by the Director.  Travel costs, lodging, meals and compensatory time for travel will be granted for attendance at these meetings.  Time will be computed at one (1) hour for each hour of travel and actual time in attendance.  Meal receipts including appropriate tip will be reimbursed at an amount not to exceed $25.00 per day.  Mileage will be reimbursed at the current IRS rate.  The “per mile” compensation paid by the organization to an employee for the use of his/her personal vehicle in the interest of the organization is considered reimbursement for wear, tear, use, gas, depreciation, liability and physical damage insurance.  The organization will therefore not be responsible for any damage to an employee-owned vehicle while it is being used in the interest of the organization.

V.      HOLIDAYS AND LEAVE

 

A.  GENERAL STATEMENT ON LEAVE

Personal leave is accrued at the end of the last pay period of the month.  Leave must be earned before it is taken and will be granted on a first-come first-served basis.  No more than 25% of the hourly staff may take holiday leave at the same time.  The use of all leave except sick leave must be approved by the Director on an official form available from the Director’s office or on the time clock table in the staff workroom.  Except for sick leave, it is the employee's responsibility to be sure assigned tasks are covered by substitute personnel on a pre-arranged schedule posted in the work area before approved leave is taken.  Approved leave will be noted on the calendar in the staff workroom.  Employees will consult that calendar before applying for leave to determine that their absence will not be a detriment to the organization. An Employee Substitution Slip will be filled out and signed by each person who must cover the time taken by the employee.  The use of any form of leave which establishes a pattern of absence over a period of time, which causes undue burden on other staff, or which deviates from the standard work schedule is discouraged and may result in disciplinary action.

 

Leave of less than two hours within one week may be handled as a schedule change if approved by the Director and does not require a signed leave form.  Appointments will be scheduled during non-working hours whenever possible.

 

Under this policy, when an employee earns a “working day” or “normal working day” of leave, the leave day earned is of the same duration as the employee’s normal workday.  Revised 9/11/2007

 

B.  ANNUAL LEAVE

The following leave is available to full-time employees:

 

1.   VACATION LEAVE

      Full time employees receive the total hours equivalent of one work week paid vacation after one (1) year; the total hours equivalent of two work weeks paid vacation after two (2) years; and the total hours equivalent of three work weeks paid vacation after ten (10) years; Vacation time in excess eighty (80) hours may not be taken concurrently. Vacation leave does not accrue.  Vacation leave will be figured on a calendar year basis.  Vacations are scheduled and taken with the approval of the director.

 

      Employees upon resignation will receive compensation for any accrued vacation time at the rate of $10.00 per day to the total hours’ equivalent of three work weeks. A person whose employment is not continued as a regular employee will not be reimbursed for accrued annual leave upon discharge.

 

2.   MEDICAL LEAVE

      Medical leave is granted to full-time employees at one working day per month. An employee will report all instances of illness requiring absence from work prior to his scheduled work time.  Medical leave is granted:

a.       In the case of actual sickness or disability of the employee

b.      For medical, dental, or eye examinations or treatment which cannot be scheduled outside working hours.

c.   When the employee is required to care for a sick or injured member of the employee’s immediate family (spouse, child, parent or dependant relative) 

 

Use of medical leave that appears to be unusual or follows a recognized pattern may be grounds for administrative review.  A medical certification signed by a physician may be required by the Director to substantiate a request for medical leave.

 

      Medical leave may accrue to the equivalent of thirty (30) working days.  Employees leaving employment in good standing will be reimbursed for accrued but unused medical leave days at the rate of $10.00 per day.  Terminated employees will not be reimbursed for accrued medical leave.

 

3.   FAMILY AND MEDICAL LEAVE ACT POLICY

      The Family and Medical Leave Act (FMLA) 29 U. S. C. 2601-2654 allows employees to take up to twelve weeks per twelve months of unpaid, job-protected leave to care for a new baby, an ailing family member, or the employee’s own illness.

 

      The maximum of 12 weeks of leave may be taken during any 12-month “rolling” period measured backward from the date the employee uses an FMLA leave.

 

      Employees are required to exhaust all paid leave before taking the remaining time as unpaid leave.  The entire leave period (both paid and unpaid) will be counted toward the employee’s 12-week FMLA leave entitlement.

 

a.       To be eligible for Family and Medical Leave an employee must have worked for the library a minimum of twelve (12) consecutive months immediately preceding the requested leave and must have worked at least 1,250 hours during the preceding twelve (12) month period.

b.      Eligible employees are entitled to request such leave for any of the following reasons:

1.      Birth of a child

2.      Adoption of a child

3.      Caring for a spouse, child or parent with a serious health condition

4.      The serious health condition of the employee

      A serious health condition is defined as inpatient care at a hospital, hospice, or residential medical care facility, or continuing care by a doctor of medicine or osteopathy.  The Director or Board of Trustees may require an employee to provide a doctor’s certification of the serious health condition.

c.       The Stevens County Library will continue the employee’s health benefits (if applicable) during the leave period at the same level and conditions as if the employee had continued to work.  Employees will be responsible for their contribution to such health care coverage, if any.  If the employee chooses not to return to work for any reason other than a continued serious health condition, the organization may recover from the employee those premiums that the organization paid for the employee’s health coverage during the leave period.

d.      “Spouse” will be defined as the employee’s husband or wife as defined by state law.  A common-law marriage spouse is included but domestic partners are not.

e.       While an employee is on unpaid family and medical leave, all other benefit accrual will be interrupted.

f.        An employee returning from family and medical leave will be entitled to return to his/her position or to a position with equivalent benefits, pay, and other terms and conditions of employment provided, however, that if the employee would not otherwise have been employed at the time reinstatement is requested, the organization is not obligated to reinstate the employee.

g.       The Director will communicate with employees during the leave to determine the employee’s intention to return to work, and they will be informed immediately if the medical condition changes or the employee’s status changes so that he or she will not be returning to work.

h.       Reduced or Intermittent Leave.  The employee and the library may work out an agreement by which leave may be taken intermittently or as a reduced work schedule.  This would not reduce the employee’s 12-week entitlement but would enable him or her to spread the leave over a longer period of time.  Employees who take Intermittent Leave may be transferred to another position that would better accommodate a part-time schedule.  They would receive equivalent pay and benefits during the transfer.

i.         The employee requesting leave must provide a minimum of 30 days advance notice for leaves that are foreseeable, and notice as soon as practicable for unforeseen or emergency leaves.

 

4.   MATERNITY LEAVE

      Maternity leaves of absence for up to 12 weeks will be granted automatically to any full-time employee who has completed at least one year of service to the organization according to FMLA standards.  Employees of less than one year will be considered on an individual basis.  Accrued sick and vacation time must be used during maternity leave.  Leave will not accrue during the employee’s absence.

 

      Pregnant employees are expected to continue working as close to the anticipated delivery date as deemed medically appropriate by their physician.  A written statement from their physician is required to be exempted from functions listed in the employee’s job description.

 

5.   PERSONAL LEAVE

      Employees are eligible for four (4) personal leave days per year.  Personal leave may not be taken to extend annual leave or any other specified leave except sick leave.  Personal leave will be taken when it will be least disruptive to the mission and operations of the library.  Personal leave does not accrue.

 

6.   BEREAVEMENT LEAVE

      Employees may be granted leave with pay upon the death of a close relative.  Such leave will be granted up to three (3) days leave with pay per calendar year.  To insure consistency regarding the use of bereavement leave, “close relative” will be defined as: spouse, children, parents, parents of spouse, grandparents, grandchildren, brothers, sisters, aunts, uncles, nieces, nephews, spouses of brothers and sisters of the employee and spouse and also any person whose regular residence is in the home of the staff member.

 

7.   CIVIL LEAVE

      It is the civic duty of every employee to serve on a jury if called.  While on jury duty or appearing as a legally required witness, the employee may retain court compensation or turn it in to the organization to receive his/her regular salary.  The Director may require a copy of the letter calling for jury duty to be filed with the time sheet for the affected pay period. Employees may be requested to come in before or after jury duty to direct operations or supervise a substitute's work.

 

8.   MILITARY LEAVE

      Employees called to military service in the Military Reserve or National Guard will receive a choice of the following pay options for up to thirty (30) days while on active duty:

a.       Present military pay to the library and receive full pay from the organization

b.      Use accumulated annual leave and retain military pay

c.       Take leave without pay and retain military pay

 

A schedule of duty time will be given to the Director with as much advance notice as possible.

 

Any employee who leaves the library service for active military duty will be placed on military leave without pay.  Such leave will extend through a date of thirty (30) days after release from active duty.  An employee returning from military leave will be entitled to reinstatement to the former position or a position of like pay and responsibility.  The employee must make application for reinstatement within thirty (30) days after release from active duty.  He or she must be physically and mentally capable of performing the duties of the position.

 

 

 

9.      SPECIAL LEAVE

      Special leave with or without pay may be granted in unusual circumstances and when it is to the mutual benefit of the organization and the employee.  Application for special leave must be made in writing to the Director and approved by the Director.  Insurance benefits may be continued upon written authorization of the Director.

 

10. LEAVE WITHOUT PAY

      Leave without pay may be requested in writing to the Director and will be granted only when other forms of leave are inappropriate.

 

11. EDUCATION LEAVE

      The Stevens County Library Board of Trustees supports the guidelines in the currently approved Measurement of Quality, Public Library Standards for Kansas.

 

      To encourage lifelong learning for professional development, the Stevens County Library Board of Trustees encourages staff to participate in LEEP (Library Employee Education Program) sponsored by the Kansas State Library, School of Library and Information Management of Emporia State University, and Southwest Kansas Library System.  Programs sponsored by these institutions plus college courses, professional conferences, community sponsored programs, and commercial training seminars that relate to professional concerns, professional skills, organizational skills, interpersonal skills or social issues of concern to libraries are eligible for LEEP credit.

 

      The organization attempts to see that funds are budgeted each year to assist employees in attending continuing education offerings.  Priority is given to attendance at Kansas Library Association, American Library Association, and Mountain Plains Library Association. Normally the organization will pay registration, travel costs and compensatory time for travel.  A meal allowance and pre-conference registration is considered when finances are available.

 

      If the institution pays registration, travel, lodging, and paid leave for the employee on a regularly scheduled day off, no additional day off will be granted.

 

      Leave will be compensated for the hours recorded on the LEEP form plus one (1) hour for each hour traveled.

 

 

 

 

 

 

 

 

12. ABSENCE WITHOUT LEAVE

      Any absence in which the employee has failed to secure prior approval or, in the case of illness or emergency, has failed to notify the Director will be construed to be an absence without leave.  An employee who is absent without leave and who fails to return to duty within twenty-four (24) hours after having received notice to do so, or who is absent without explanation for three (3) work days will be deemed to have abandoned his or her employment as of the first day of such absence.  Such abandonment shall be deemed to be a resignation with employment not in good standing.

 

13. ABSENCE DUE TO INCLEMENT WEATHER OR DISASTER

      If the library is closed due to weather conditions or for other reasons, employees will be notified.  The employee will be paid for the number of hours scheduled for that day.  Employees not appearing on the work schedule for that day will not be compensated.  Employees unable to attend work when the library is open will be charged for vacation leave.

 

C.  HOLIDAYS

The library will be closed for the following holidays:

January 1                                                          New Year's Day

Friday before Easter Sunday                             Good Friday    

Last Sunday/Monday in May                            Memorial Day

July 4                                                               Independence Day

First Monday in September                               Labor Day

Fourth Thursday in November              Thanksgiving

Friday Following Fourth Thursday                     Thanksgiving

December 25                                                   Christmas

Day before or after Christmas, depending on the day of the week on which Christmas falls.

 

All other building closings relating to holidays will be decided by resolution of the Stevens County Library Board of Trustees and announced as soon as possible.  Employees may adjust schedules during the week of the holiday to compensate for the early closing or take the time without pay. 

 

1.      Employees are paid for specified holidays; no compensatory time is given.  When a holiday falls on a scheduled day off an employee may not adjust the scheduled day off.  If the holiday occurs on a day when the employee is not scheduled to work, payment for the number of hours will be figured in the same manner as accrued annual leave.

 

VI.    EMPLOYEE BENEFITS

 

A.  HEALTH CARE PROGRAM

A group health insurance policy is available for employees.  If an employee declines the health insurance offered, a waiver will be signed by the employee.  (See Appendix)  For more information, contact the Director.

 

Upon separation from employment, group insurance coverage can be continued under specified circumstances.  Contact the Director.

 

B.  KANSAS PUBLIC EMPLOYEES RETIREMENT SYSTEM (KPERS)

Employees who work more than 1000 hours annually will be enrolled in KPERS after one year of employment.  New employees already enrolled in the KPERS system through another employer will be covered immediately.

 

C.  WORKERS COMPENSATION

Employees injured on the job are covered by the Kansas Workers Compensation Act.  This law provides specific statutory benefits, which are paid by the organization’s Workers Compensation Insurance carrier.  The cost of this insurance benefit is paid entirely by the employer.  To initiate a claim, please file with the Director.

 

Any injury, however slight, occurring on the job must be promptly reported to the Director.  This is for the employee's protection under Kansas Workers Compensation regulations and a requirement under the Occupational Safety and Health Act Regulations.

 

The employee, who is absent due to a work-related compensable injury, may use sick and/or annual leave before Workers Compensation benefits become effective but not while the employee is receiving temporary total benefit payments from the insurance carrier.  Personnel of the Stevens County Library are covered under the Stevens County Library Workers Compensation Insurance program.

 

D.  UNEMPLOYMENT COMPENSATION

All employees receive the benefits of the Kansas Employment Security (unemployment compensation) Act, in accordance with such law and guidelines.  The cost of this benefit is paid entirely by the employer.

VII.   STAFF ATTITUDE AND CONDUCT

 

The image of an organization is conveyed through the attitudes and working relationships of its staff.  Employees are expected to work in a courteous and cooperative manner with all individuals.  It is the responsibility of each employee to make every effort to solve the problems through open, positive communication.

 

In all dealings with the public, employees must remember that "the public" is the “employer” in a tax-supported organization. Any problems or complaints from the public should be brought to the attention of the Director as soon as possible.

 

Violations of Staff Attitude and Conduct Policy will result in disciplinary action or dismissal.

 

A.  PUNCTUALITY

      Employees, upon realizing that a delay in their arrival for work is unavoidable, will call the Director.  Late arrival should be made up during the day in which it occurred. Unexcused lateness may be penalized by deductions from vacation or personal leave or other disciplinary action, including dismissal.

 

B.  APPEARANCE AND GROOMING

The image of an organization is conveyed by each employee.  Employees are expected to take pride in their appearance and pay close attention to neatness, appropriate dress and personal hygiene.  Employees are expected to dress in a manner that will reflect professionalism and inspire respect in their ability to perform their job functions. 

 

1.      Examples of inappropriate garments include: Blue jeans; shorts; spandex or tight leggings; halter tops, crop tops, spaghetti straps, strapless tops, tank tops, or T-shirts with printed slogans; skirts or dresses that are too short; shirts, slacks or dresses that are too tight; sheer, see-through garments without appropriate undergarments; athletic clothing; rubber thongs or athletic shoes.

2.      The Director may authorize dress-down days as temporary exceptions because of special events, air conditioning failure or cleaning days.  On these days, blue jeans and library t-shirts may be worn.

3.   The Director has the responsibility and the right to send an employee home to change his/her clothing (without pay) if he/she is not creating an acceptable image for the organization due to inappropriate clothing.

4.   Violations of the dress code will be documented and placed in the employee’s file.

 

C.  GOSSIP

Employees will respect the privacy of fellow employees and the confidential nature of issues within the organization.  Gossip and complaints do not solve problems and will not be tolerated.  Conjecture or spreading rumors will be cause for disciplinary action, including dismissal.

 

D.  BREAKS

Employees working three (3) consecutive hours or more may take a scheduled fifteen- (15) minute break during such period.  Breaks may not be added to lunch or supper periods.  Breaks may not be used to leave work early or arrive late and may not be accumulated.  The library will not be held liable for any incident that occurs if an employee leaves the premises on his/her break time.

 

E.   NOTIFICATION

Employees who leave their work area for any reason during regularly scheduled work hours will notify the Director and the telephone receptionist how long they expect to be out of the area.

 

F.   FOOD AND EATING ON THE PREMISES

Snacks may be kept in desk drawers if wrapped or in sealed containers.  All food and drink must be handled responsibly near computers or office machine equipment.

 

G.  COMMUNICATIONS AND EQUIPMENT USE

The Stevens County Library equipment (computers, telephones, fax machine, typewriters, copiers, etc.) and supplies are the property of the library and are provided for the purpose of conducting and expediting library business.

 

1.   TELEPHONE

Employees will use the telephone as a tool for effectively transacting library business.  Personal calls will be kept as brief as possible and made during break or mealtime whenever possible.  A telephone for staff use is provided in the staff offices.  No personal long distance calls will be charged to the library phone.

 

2.   COMPUTERS

a.       All personal use of computers, including e-mail and Internet access, will be done on the employee's own time, taking care not to abuse the on-line time for which the organization is paying.

b.      Personal computer use will not interfere with any work-related activity.

c.       Computer games are not to be played on library computers.

d.      Employees will respect others’ right to privacy and not attempt to gain access to any private files or messages not addressed to them.

e.       No assumption will be made that information transmitted or stored electronically is confidential or private.

f.        Authorized personnel may find it necessary to access e-mail and related information stored on public library computers for reasons to do with business and for legal reasons.

g.       All employees waive any right to privacy in e-mail messages and computer files on hard drives and floppy disks owned by the organization, and consent to the access and disclosure of such files by authorized personnel.

h.       Computers may not be used in a way that is disruptive to the operation of the library or offensive to others.

i.         The use of e-mail for transmission of information disparaging to others based on race, origin, sex, sexual orientation, age, disability, religion or political beliefs is not allowed under any circumstances.

j.        Electronic mail may not be used to solicit or proselytize others for commercial ventures, religious or political causes, or personal gain.

k.      Staff will not load or post to library equipment any material that is illegal or proprietary, that causes harm to the activity of others, or that harasses or threatens.

l.         Violation of this policy can result in discipline up to and including termination.

 

3.      OTHER EQUIPMENT USAGE

All personal copies made for employees will be charged at patron copy rates.

 

H.  FEES AND HONORARIUMS

      An employee may not accept any payment or gift from any patron or outside agency for service performed as a representative of the library.  Reimbursement for transportation, lodging, or meals not paid for by the organization may be retained by the employee.

 

I.    ADDITIONAL EMPLOYMENT

Employees may engage in outside employment if:

1.   Notification is given to the Director and it is determined that such employment does not create a conflict of interest or the appearance of such a conflict.

2.   There is no conflict in working hours.

3.   The employee's efficiency is not impaired.

 

J.   CONFLICT OF INTEREST

Employees will avoid activities that create a conflict of interest or the appearance of a conflict of interest with their responsibilities to this organization and will observe the highest moral and ethical standards in any dealings in which they represent this organization.  Listed below are some, but not the only, conflicts that can trigger disciplinary action up to and including termination.

 

1.   OUTSIDE EMPLOYMENT

No employee will accept simultaneous employment with another entity or engage in an occupation or work when that employment or work would create a conflict of interest or the appearance of such a conflict.  Such a conflict would be most likely if the other employment or occupation is similar or related in any manner to the materials offered by the organization.  A conflict might also arise if the hours or conditions of the other employment or occupation interfere with the employee’s performance for the organization.

2.   OUTSIDE BUSINESS INTERESTS

No employee will establish or maintain an outside business interest that would cause any type of conflict.  In addition, no employee may have any personal financial dealings or relationship with any individual or business organization, other than a regulated financial institution, that furnishes merchandise, supplies, equipment, property or services to the organization.

 

3.   ACCEPTING GIFTS AND ENTERTAINMENT

No employee will accept gifts from any individual or business that does business or seeks to do business with the organization or from any persons or entity for which the organization provides any services or materials.  Also, no employee will accept any travel, living or entertainment expenses from such persons or business organizations, either in kind or as an expense allowance.

 

4.   FAIR COMPETITION

All employees will conduct themselves in a fair and ethical manner when dealing with customers and suppliers of the organization.  Under no circumstances will employees enter into arrangements with competitors, customers or suppliers that affect price or marketing policies.

 

5.   LEGAL REQUIREMENTS

No employee will do anything in the conduct of business that violates any local, state or federal law or regulation or any policies, rules or regulations of the organization.

 

6.   SPECULATION

No employee will speculate in materials, equipment, supplies or services either provided or purchased by this organization.

 

7.   POLITICAL ACTIVITY

Employees are encouraged to support political candidates of their choice on the local, state or national level by active support as well as voting.  All such activity must be on the employee’s own time.  Employees will not pretend to act on behalf of or hold themselves out as representatives of the organization with regard to any political activities.

 

8.      RELIGIOUS PROSELYTIZING

Religious belief is an important individual right.  However, public expression of such an individual right in an effort to persuade others to the employee’s religious belief is inappropriate in a tax supported public organization such as the library.  In their individual religious expression outside the workplace, the employee shall not hold him/herself out as representatives of the views or position of the organization with regard to any religious activities.

VIII. DISCIPLINE

 

A.  AUTHORITY TO DISCIPLINE

The Director is responsible for the conduct and effective performance of all employees under his or her jurisdiction and will have the authority and the responsibility to discipline employees for violations of personnel policies, library guidelines or other inappropriate behavior. 

 

B.  DISCIPLINARY ACTION

The following types of disciplinary actions are officially recognized but are not required to be administered in a sequential fashion.

 

1.   VERBAL WARNING

A verbal warning is an oral reprimand given to an employee by his or her supervisor. A record of the warning will be placed in the employee’s file. 

 

2.   REPRIMAND

A reprimand is a written censure to an employee by the Director, a copy of which will be recorded in employee’s file.

 

3.   PROBATION

Probation is a period of a specific length of time during which an employee is required to fulfill a set of conditions, to improve work performance, or to improve on-the-job behavior.  Failure to meet the probationary requirements may result in additional disciplinary actions or dismissal.  Probation is not a required pre-condition for dismissal.

 

4.   SUSPENSION

A suspension is the removal of an employee from service for a specific period of time with or without pay.  An employee may be suspended when he or she has been charged with misconduct and an internal investigation is being conducted.  Following such investigation, the employee may or may not be reinstated at the discretion of the Director.

 

5.      Any other form of action deemed necessary by the director.

 

6.   Termination

 

 

IX.    GRIEVANCE PROCEDURE

 

A grievance is a complaint involving misuse or misinterpretation of a rule, practice or policy under the personnel rules or Board of Trustees policies.  A sincere attempt should be made by the director to resolve any grievance through explanation and counseling before it becomes necessary to file a written form.

           

If a grievance fails to be resolved through such counseling, the employee may, within ten working days of the occurrence which gives rise to the grievance, file a written appeal with the director.  A grievance committee of three comprised of the director (unless he/she is filing the complaint), a Board of Trustees member, and a fellow employee, volunteer or other Board of Trustees member selected by the filing party should meet to consider the situation.  The committee will prepare a written report to be presented to the Board of Trustees.  The Board of Trustees will make the final decision and a written report plus decision will be placed in the personnel files of all involved in the grievance.

 

The grievance procedure does not alter the status of employees as employees at will.

 

The grievance procedure is not available to former employees including employees who have been dismissed or terminated.  Current employees may exercise grievance rights as set forth above for other forms of disciplinary actions taken against the employee, but the written statement of grievance must be within ten (10) working days of imposition of the complained of disciplinary action.

 

 

X.      MISCELLANEOUS INFORMATION

 

A.  INCIDENT  NOTIFICATION

Employees observing an accident, incident, vagrancy or other behavior that could present concern for personnel on future shifts will fill out an incident report.  Name, description of person, time, date and a description of the incident need to be written and given to the Director.  Incident reports will be prepared immediately to insure retention of all known details. Staff will exercise every option to courteously but firmly diffuse the actions by the public that disturbs other library patrons.  Disruptive patrons may be asked to leave the library.  (See Behavior Policy)  The police should be called in the case of an accident or incident which warrants their intervention or when the safety of staff or patrons is involved.

 

B.  FAMILY OF STAFF IN NON-PUBLIC AREAS

Employees will make every effort to limit personal visitation by family or friends while on duty.  Family and guests of staff will avoid interrupting other staff from their work activities and will not enter nonpublic areas. Interruption or disturbance caused by family members or guests may be the basis for disciplinary action against the employee, including dismissal.  Under no circumstances should a library key be given to or duplicated for non-employees.  Evidence that a staff member has violated the trust shown by issuance of a key will be ground for disciplinary action.  Under no circumstances should family members or other guests be in non-public areas when the staff member is not present.  Under no circumstances should family members or guests be in the building before opening or after closing without the staff member present.

 

C.  PERSONAL PROPERTY

The Stevens County Library will not be held liable for loss or damage to employee’s personal items kept on library premises.

 

D.  SMOKING

Building policies specify that smoking is prohibited in all areas of the library facility.

 

E.   ALCOHOL AND CONTROLLED SUBSTANCES

The use, possession, sale, transfer, purchase, or being under the influence of alcoholic beverage, illegal drugs or illegal intoxicants or illegally obtained controlled substances by employees at any time on library premises or while on library business is prohibited.  The Stevens County Public Library will comply with the requirements of the Federal Drug-Free Workplace Act of 1988.

 

F.   KITCHEN DUTY

Each member of the staff is required to maintain the kitchen and staff lounge area.  Every employee is responsible for cleaning dishes and utensils used.

 

G.    COURTESY GUIDELINES

Hospital:                                                  Flowers for Board of Trustees/Staff; Cards for prolonged illness

Wedding, Graduation, Baby:                     Gift for Board of Trustees/Staff; Card for Board of Trustees/Staff family

                Bereavement:                                           Floral arrangement and/or memorial for Board of Trustees/Staff; Card for non-immediate family

Staff Milestone, Multiples of 5 years:       Luncheon and gift

Staff Retirement:                                     Gift

Board of Trustees Member (outgoing):     Gift at April meeting

Outside Speaker:                                       Responsibility of person in charge of program

 

Adopted 4/17/2007
STEVENS COUNTY LIBRARY

OPERATIONS POLICY

 

I.  HOURS OF OPERATION

 

A.     WEEK HOURS

      The Stevens County Library is open Monday through Friday from 8:00 a.m. to 8:00 p.m.

 

B.     WEEKEND HOURS

      The Stevens County Library is open Saturday from 9:00 a.m. to 5:00 p.m. 

 

C.     MEETING ROOM HOURS

      The library has a meeting room that is available upon request to groups or organizations of a civic, cultural or educational nature.  The meeting room can be reserved for meetings during library hours or for after-hour meetings.

 

 

II.      PROGRAMMING POLICY

 

Programming is an integral part of the service provided by the Stevens County Library and is instrumental to the achievement of the library’s mission.   The library upholds the principle of intellectual freedom and supports the rights of individuals to read, speak, view and exchange differing points of view on any subject. To accomplish this, the library may present controversial programs in order to ensure public access to all sides of an issue. Programs are developed to respond to emerging community interests as well as to sustain demonstrated interests and demand.

 

Programs complement other library services by providing an opportunity to highlight collections, promote services and share knowledge and expertise. They are a strong mechanism for outreach and promotion which allow the library to forge partnerships with a wide variety of groups and individuals and attract both regular and new users of all ages and backgrounds. Programs raise the library’s profile in the community and have a positive impact on library use.

 

A.  Benefits of Programming

      Library programs benefit the community by:

1.        Being responsive to current interests

2.        Serving as a forum for idea sharing, information gathering and education

3.        Promoting cultural awareness

4.        Developing information literacy

5.        Offering training and assistance with new technologies

6.        Fostering a love of reading and learning

7.        Providing early literacy experiences to young children

8.        Providing a safe, welcoming environment for meeting with others

9.        Community awareness / development

 

B.  Program Development

Programs are developed in accordance with the Stevens County Library Programming Policy which sets out the following framework.  Programs offered will:

1.        be clearly linked to service priorities, marketing objectives and will follow program policy

2.        consistently draw benchmarked numbers of target audiences 

3.        offer a balance between large scale and smaller group program formats

4.        will usually focus on one or several of the following areas:

a.        literature

b.       social awareness

c.        health and well-being

d.       information technology

e.        literacy

f.         high interest topics related to library collection

 

 

 

To determine community needs and interests, the library regularly evaluates community response to and suggestions for its programs. It also periodically reviews community profiles and uses various mechanisms to get community input to assist in setting programming priorities and plans.

 

C.  Program Selection Criteria

The following criteria are considered when selecting programs, although a program need not meet all criteria to be acceptable:

1.      Provides opportunity to widen horizons, stimulate imagination and reflection, and enlarge experiences

2.      Meets the needs and interests of the community

3.      Meets popular demand, both existing and anticipated

4.      Presents many sides of controversial issues, where possible

5.      Balances special group interests with general demand

6.      Does not promote a specific commercial enterprise

7.      Does not conflict or compete with programming provided by local and area agencies

8.      Represents challenging, though extreme or minority, points of view in order to provide insight into human and social conditions

9.      Relates to a library collection

10.  Within operational and budgetary limitations

 

D.  Program Delivery

Programs will be presented by either staff trained in the programming topic or by experts from the community including:

1.      Authors

2.      Performers

3.      Staff experts from a community partnership

4.      Volunteer presenters with recognized credentials relating to the programming topic

 

All programs are designed with measurable outcomes and are evaluated regularly based on these outcomes.

 

E.  Suggestions for Programs

Patrons are encouraged to suggest topics for future programming. These suggestions will be considered in light of the programming criteria and library resources. Not all suggestions will be used.

 

      Program Suggestion Forms are available at the Stevens County Library or on the library website. Completed forms maybe mailed or left at the library’s circulation desk.

 

 

 

 

 

 

 

 

6. Remuneration

      Program providers will be selected with budgetary limitations in mind.  Professional program presenters will be paid according to fees in terms of performance cost, mileage, and hotel and meal charges. 

 

      Local and area presenters that provide programs at no cost to the library will be paid an honorarium of $50.00 and mileage fees.

 

Adopted 10/8/2007

III.    MEETING ROOM POLICY

 

The following is a set of guidelines adopted by the Stevens County Library Board of Trustees for the use of the library’s public facilities.  Please read the guidelines carefully.  After you have read the guidelines, please sign and return this form to the Stevens County Library.  Your signature on the letter signifies that you have read, understand and accept the guidelines for facility use.  YOU ARE RESPONSIBLE AND WILL BE BILLED FOR ANY DAMAGES OR EXCESSIVE CLEANING NEEDED AFTER YOUR USE OF FACILITIES OF THE STEVENS COUNTY LIBRARY.

 

A.  AVAILABILITY

The Stevens County Library welcomes the use of its multi-purpose area and/or computer lab for activities of a civic or educational nature and for the discussion of current public questions.  The meeting room is available to nonprofit organizations regardless of the beliefs or affiliations of their members.  Duly constituted continuing political groups may use the room, but temporary committees for the advancement of an individual’s success in a political campaign shall be denied such use.  The activities and programs of Stevens County Library will have first priority on a scheduled basis for the use of library facilities.  It is understood that all meetings held will be open to the public should anyone wish to attend.  Profit-making organizations are not eligible to schedule the meeting room.  Contact the library staff to schedule meeting times.

 

B.  CHARGES

Four-hour Reservation:  Fifty dollars ($50.00) cash will be required prior to the use of the room or when keys are obtained. 

 

Eight-hour Reservation:  Seventy-five dollars ($75.00) cash will be required prior to the use of the room or when keys are obtained.

 

Twenty-five dollars ($25.00) will be returned to the individual or group following the completion of the meeting if the meeting has not exceeded the reserved time, the meeting room does not require excessive cleaning or repair after use and all equipment and furnishings are left in a clean and operational condition.  Damages to the facility, leaving it in poor condition, or failure to return the key within twenty-four (24) hours of the reservation will result in forfeit of the entire amount of the security deposit and billing for any additional repairs or accrued costs.

     

An additional twenty-five dollars ($25.00) for a four-hour meeting and fifty dollars ($50.00) for an eight-hour meeting will be required if the computer lab is to be used. 

 

The Stevens County Library reserves the right to prohibit use of the facilities by those who have, in the past, damaged, created disturbances, or in any way failed to properly use or maintain the facility.  Failure to pay the use fee will also eliminate future use of the facilities by that person or organization.

 

C.  PATRON RESPONSIBILITIES

1.      Scheduling of the meeting room during hours when the library is not open is based upon having library staff available for evaluation.  Arrangements for late use of the room(s) must be made at least two weeks in advance.  Use of the room(s) must cease by 10:30 p.m.  It is the responsibility of a representative of the group to secure any exterior doors group members use to enter the building.  The room will not be available when the library is to be closed for an extended period (i.e. holidays.)

2.      The organization will be responsible for setting up the room according to its own needs.  The organization using the room must restore the furniture and room to the order in which it was found.  Organizations requiring audiovisual equipment will make their own arrangements; the Stevens County Library will provide equipment if possible.  (See registration form) 

3.      No admission fee may be charged, nor a collection be taken during the meeting.  No product may be sold, except in payment for materials required for educational or group discussion use. 

4.      All publicity must carry the name of the organization sponsoring the meeting.  The Stevens County Library may not be identified as a sponsor.  Any printed materials or displays used by the organization must be approved by the Library Director.  Neither name nor address of the Stevens County Library may be used as the official address or headquarters of the organization.  No program from the Stevens County Library may be broadcast or televised without the permission of the Director.

5.      Parking on the west side of the library is reserved for library patrons during business hours.  Violators will be asked to move offending vehicles. 

6.      There shall be no smoking on the premises.  No alcoholic beverages may be served at any time.  Noise and volume of audio presentation must be kept at a moderate level. 

7.      Youth organizations using the multi-purpose area must have an adult supervisor (over 21) in attendance at all times to accept the responsibility for the conduct of the group using the facility and the care of the facility and/or equipment.

8.      Each group using the library meeting facility must assume full responsibility for injury.  The library provides no insurance to cover medical and dental expenses, hospitalization and disability of individuals using the facility.  The library assumes no responsibility for lost or stolen articles or damage that may arise through use of the facility.

9.      Each group using the facility shall be responsible for providing any qualified interpreters or auxiliary aids requested by a disabled individual.  Publicity by the group about the meeting should indicate that the group would arrange for assistance if a request were made in advance of the meeting.  No group or organization using the multi-purpose area will discriminate based on race, color, national origin, gender, religion, age, or handicapped status in the provision of service.

 

10.  The person signing the contract will be responsible for returning the key within 24 hours of the end of the meeting or deposit will be forfeited and additional charges will be assessed.  The key can be returned immediately after the meeting in the book drop at the front of the building.

11.  If a meeting is cancelled, the Director should be notified as soon as possible.

12.  Exceptions to these policies are possible only by permission of the Stevens County Library Board of Trustees.

 

D.  CLEANUP

1.   Wipe chairs and tables; put chairs and tables away after use.

2.   Clean kitchen facilities

3.   Vacuum carpet

4.   Check and straighten restrooms

5.   Remove trash

6.   Secure windows and exterior doors

 

 

 

IV.    EXHIBITS AND DISPLAYS

 

The Stevens County Library has several areas available for exhibits and displays.  Individuals are encouraged to share their personal exhibits and displays.  Exhibits are scheduled in advance.  Contact the Director for information.

 

 

V.      DISCLOSURE OF INFORMATION 

 

A.  PATRON RECORDS

All records, formal and informal, in the Stevens County Library relating to patron registration and the subsequent circulation by patrons of materials provided by the library are considered confidential in nature in accordance with right to privacy provisions and Kansas open records statutes (K. S. A. 45-201 et. Seq., Exception 23).  This includes, but is not limited to, registration, circulation, and computer use records.

     

B.  RELEASE OF OPEN RECORDS

The Library Director shall serve as the Stevens County Library’s custodian of records and Freedom of Information Officer in regard to duties outlined in the Kansas Open Record’s Act (KSA 45-215 through 45-223).  Under the Kansas Open Records Act, citizens have the following rights:

1.      To inspect and obtain copies of public records which are not exempted from disclosure by a specific law.

2.      To obtain a copy of the library’s policies and procedures for access to records and to request assistance from the library’s Freedom of Information Officer.

3.      To bring a private law suit or to file a complaint with the Library Board of Trustees of directors if records have been wrongfully denied.

4.      To receive a written response from the library within three (3) business days of written request.

 

The library’s response may inform the citizen that additional time will be required to produce requested records.

 

The library’s response may legally deny a citizen’s request, in whole or in part.  If the request is denied, the library will identify generally the records to be denied and the specific legal authority for the denial.

 

A citizen has the responsibility for requesting a record or records, whether they are written, graphic, or electronic.  The Kansas Open Records Act (KORA) does not require the library to answer questions about the record or prepare reports.  The library requires that a citizen request a record in writing and provide proof of identity.  As with other personal photocopy services from the library, copies will be made according the copy prices posted, and charges will be assessed for staff time. 

 

C.              RELEASE OF PATRON RECORDS

The contents of registration and circulation records shall not be made available to anyone except under the written order of the Library Director, such order having been issued pursuant to a proper legal process, order, or subpoena under the law. K.S.A. 45-221(a) (23)

     

Upon receipt of any process, order, or subpoena, the person named and/or served shall immediately report to and consult with the Library Director and the legal counsel of Stevens County to determine if such process, order, or subpoena is proper and in full compliance with proper legal authority.  In the event the legal process fails to sufficiently identify or name in specific terms or specifications the records on file in respect to an identified library patron, the request is considered to be defective and not binding upon the library and its personnel, except under further due process of law.

 

Any problems or conditions relating to the privacy of a patron through the records of Stevens County Library that are not provided for in the policy statement shall be referred to the Library Director, who after study and consultation with the Library Board of Trustees and/or legal counsel, shall issue a written decision as to whether to heed the request for information.

 

C.  RETENTION OF PATRON RECORDS

All patron records on file or in the computer, public or confidential will be deleted and/or destroyed after the first of each month.

STEVENS COUNTY LIBRARY SERVICE POLICY

 

 

I.       LIBRARY CARD POLICY

 

A portion of the mission of the Stevens County Library is to provide resources to meet the needs of the community.  The library does this by maintaining a database of registered patrons and giving patrons in good standing access to the collections of the Stevens County Library.  By providing borrowing privileges, the library promotes use of materials, ensures the rights of borrowers, and protects the interests of the taxpayers.

 

A.  LIBRARY CARDS FOR ADULTS

1.      Any resident of Stevens County or the adjacent area over the age of eighteen may apply for an adult library card. 

2.      Cards are issued on an individual basis; spouses, children, grandchildren, etc. may not borrow items using a family members’ card unless that patron is present.  

3.      Applicants must register in person for a card and must furnish a photo ID, and have a mailing address and telephone number

a.                               Photo ID includes driver’s license, school identification card, alien registration card, or any other format with a recognizable photo.

b.                              If the registrant has no home or cellular telephone number, a work telephone number must be included on the application form.  

4.      Upon registration, library card applicants will be provided with a copy of this library policy, a Stevens County Library brochure, and any library-related publications pertinent to his/her application. 

5.      Adult library cards will be mailed to the new patron.  All circulating library materials are available for checkout using this card after the patron receives it and presents it at the time of checkout.

6.      A limit of two items can be checked out for a period of two months following issuance of a new adult patron card.  The two-month restricted checkout will be extended if the new patron violates checkout policy.

7.      Children under the age of five may check out materials using a parent or guardian’s library card. The responsible adult must be present at the time of checkout.

8.      Library card applications for current patrons will remain on file at the library and will be maintained by library staff.

9.      Patrons who move are responsible for providing a change of address to the library.  Updated cards will be sent to the patron at the new address.

10.  Lost cards will be replaced the first time at no charge to the patron.  A charge of $2.00 will be assessed for subsequent replacement cards. 

B.  LIBRARY CARDS FOR MINORS

1.      Minors between the ages of five and eighteen are encouraged to apply for their own library card. 

2.      A parent or guardian must fill out and sign the registration form for a minor under the age of eighteen unless that minor has obtained emancipation from parent or guardian. 

3.      Adults applying for a card for a minor must register in person (see exception e.) and must furnish a photo ID, and have a mailing address and telephone number.

a.       Photo ID includes driver’s license, school identification card, alien registration card, or any other format with a recognizable photo.

b.      If the registrant has no home or cellular telephone number, a work telephone number must be included on the application form. 

c.       When an individual other than parent or guardian (i.e. teacher, day care provider, etc.) wishes to register a minor, a parental signature and accompanying verification is required.

4.      If the parent or guardian registering the minor is a patron in good standing, a card will be immediately issued and materials may be checked out at that time. 

5.      Upon registration, library card applicants will be provided with a copy of this library policy, a Stevens County Library brochure, and any library-related publications pertinent to his/her application. 

6.      If the parent or guardian is registering for a library card at the time the minor child is being registered, all library cards will be mailed to the new patrons and materials will be available for checkout after the patrons receive and present the cards at the time of checkout.

7.      A limit of two items can be checked out for a period of two months following issuance of a new adult patron card.  The two-month restricted checkout will be extended if the new patron violates checkout policy.

8.      Those who have been issued a youth card may check out materials without an adult present. 

9.      All library materials are available for checkout using a library card for minors with the exception of video cassettes and DVDs.

10.  Library card applications for current patrons will remain on file at the library and will be maintained by library staff.

11.  Patrons who move are responsible for providing a change of address to the library.  Updated cards will be sent to the patron at the new address.

12.  Lost cards will be replaced the first time at no charge to the patron.  A charge of $2.00 will be assessed for subsequent replacement cards. 

 

Rev. 05/10/2005
II.  STEVENS COUNTY LIBRARY CHECK-OUT POLICY

 

A.  MATERIALS

1.   BOOKS

Books are to be checked out for a period not to exceed two weeks.  There is a maximum of twenty-five books per patron per checkout period for established library patrons in good standing.

 

2.   REFERENCE

Reference materials cannot be checked out.

 

3.   VIDEO CASSETTES AND DVDS

a.   Video cassettes and DVDs are to be checked out to adults 18 years of age and older or to minor children with written permission of a parent or guardian on file.  No video cassettes and DVDs with a restricted rating will be checked out to minors.

b.   Video cassettes and DVDs are to be checked out for a period not to exceed one (1) week.

c.   Video cassettes and DVDs will not be renewed after the normal checkout period.

d.   Video cassettes and DVDs are limited to three per household at one time.

 

4.   AUDIO CASSETTES AND CDS

Audio cassettes and CDs are to be checked out for a period not to exceed two weeks and may be renewed.

 

5.   CHECKABLE EQUIPMENT

Checkable equipment may be checked out for a period not to exceed one week and cannot be renewed.

 

6.   PAINTINGS

Paintings are to be checked out a period not to exceed two months.

      Paintings will not be renewed after the normal checkout period.

 

7.   MAGAZINES

Magazines are to be checked out for a period not to exceed two weeks.  Current issues of magazines cannot be checked out.

 

B.  EXTENDED CHECKOUT

Longer checkout periods may be available by patron request in special circumstances and with director approval. 

 

C.  RENEWALS

Renewals where applicable can be made in person or by phone.  Renewable materials may be rechecked only once.

 

D.  PATRON RESPONSIBILITY

The library patron has full responsibility for materials checked out on his/her card and/or for materials checked out by minor children. The patron accepts responsibility for payment of fines on overdue materials and to pay replacement charges for lost or damaged materials.

 

E.   RETURN OF LIBRARY MATERIALS

Library materials may be returned to the circulation desk during regular library hours.  After regular hours, all library materials may be returned to the book drop located near the front entrance of the library.  Please return equipment to the circulation desk inside the library to prevent damage.

 

F.   FINES

1.   BOOKS

Books kept past the due date will be charged at a rate of five (.05) cents per article per day.

 

2.   AUDIO CASSETTES AND CDS

      Audio cassettes and CDs kept past the due date will be charged at a rate of five cents (.05) per title per day.  All Audio cassettes and CDs are to be rewound before returning to the library.  They must be returned in the box or package in which they were checked out.  After one warning, there will be a $1.00 fine levied for failing to rewind cassettes.

 

3.   VIDEO CASSETTES AND DVDSS

Video cassettes and DVDs kept past the due date will be charged at a rate of one dollar ($1.00) per cassette per day.  All video cassettes are to be rewound before returning to the library.  Video cassettes and DVDs must be returned in the box or package in which they were checked out.  After one warning, there will be a $1.00 fine levied for failing to rewind cassettes.

 

 

4.   PAINTINGS

Paintings kept past the due date will be charged at a rate of twenty-five cents (.25) per article per day.

 

G.  OVERDUE NOTIFICATION

As time permits, library personnel will contact patrons with overdue materials.  Contact does not constitute renewal of overdue materials, although patrons may request renewal on applicable materials when contacted a statement for the cost of replacing the material will be sent if the item is not returned after three attempts to contact the patron.  If a price of a lost book can be located, the patron will be charged the actual book price plus a $5.00 re-processing fee in order that the library may replace the book.  If a price cannot be located because the book is temporarily or permanently out of print, there will now be a set fee of $25.00 for a hard cover book and $10.00 for a softcover or paperback book.  The set fee for other items is: magazines $5.00; video cassettes and DVDs $25.00; and Audio cassettes and CDs $10.00 per tape.

 

H.  REVOCATION OF BORROWING PRIVILEGES (1/1/1997)

Patrons will not be allowed additional checkouts if they have overdue materials or if they owe fines or fees in excess of $1.00 for overdue or lost materials. 

 

Probationary borrowing privileges, consisting of a limit of two items for a period of two months, will be granted, after materials are returned and fines and fees are paid in full, to patrons who have accrued fines in excess of $10.00.  The two-month restricted checkout will be extended if probationary privileges are violated further.

 

Violation of any portion of the Code of Conduct for Public Library Behavior will result in revocation of library privileges. 

 

III.  MATERIAL COMPLAINT PROCEDURE

 

A.  REPORTING COMPLAINTS

All complaints to staff members shall be reported to the Director, whether received by telephone, letter or in personal conversation.

 

B.  RESOLUTION OF COMPLAINTS

1.   INFORMAL

If the librarian is unable to satisfy the patron, the Director shall contact the complainant and attempt to resolve it informally.

 

2.   RECONSIDERATION PROCEDURE

a.    If the complaint is not resolved informally, the complainant shall be supplied with a standard printed form "Citizen's Request For Reconsideration of a Book or Other Library Material," (See Appendix for form) as well as copies of the "Library Bill of Rights" (See Appendix) and "The Right to Read." (See Appendix)  The reconsideration form is to be completed prior to further consideration of a complaint.

b.      If the formal request for reconsideration has not been received by the Director within two weeks of the initial complaint, the circumstance shall be considered closed.  If the request is returned, the reasons for selection of the specific work shall be re-examined by the appropriate staff. 

c.       Upon receipt of a completed reconsideration form, the Director will call together a committee of five to consider the complaint.  The committee may consist of patrons, community members, and or staff.  The Director shall design a committee appropriate to the material under reconsideration.

d.      The committee shall meet to discuss the material, and shall prepare a report on the material containing their recommendations on disposition of the matter. 

e.       The Director shall notify complainant of the decision and send a formal report and recommendation to the Library Board of Trustees.  If the committee decides to keep the work that caused the complaint, the complainant shall be given an explanation.  The Director will acknowledge the decision and make changes, if recommended.

f.        If the complainant is still not satisfied, he/she may ask the Director to present an appeal to the Library Board of Trustees, which shall make a final determination of the issue.

 

IV.    INTERLIBRARY LOAN

 

A.  PRINCIPLES

Interlibrary loan is a primary service that supports the mission of the Stevens County Library by providing enhanced access to library materials and information. The purpose of interlibrary loan is to obtain materials not available in the library and to provide material from the collection to other libraries.

The Stevens County Library affirms that interlibrary loan is an adjunct to, not a substitute for, the library's collection. In meeting patron needs, the library will exhaust local resources first, including its own collection and those of system libraries where possible, before requesting items from other locations on interlibrary loan. Items in frequent or recurring demand will be considered for purchase.

 

B.  DEFINITION

Interlibrary loan is a transaction in which the Stevens County Library borrows materials directly from another library on behalf of a patron, or another library borrows materials from the Stevens County Library on behalf of its patron.

 

C.  CONDITIONS OF SERVICE

The Stevens County Library endorses the principles relating to interlibrary loan included in the Kansas Public Library Standards, the ALA Interlibrary Loan Code, the U.S. Copyright Law and federal and state laws governing confidentiality of records.

 

D.  INTERLIBRARY LOAN BORROWING

1.   USERS

This service is offered to all patrons of the Stevens County Library in good standing. The interlibrary loan borrowing privileges of delinquent patrons are suspended until any overdue materials have been returned by them AND payment of overdue and/or damage charges are made. The interlibrary loan borrowing privileges of patrons who accumulate overdue fines are suspended until payment is made. Failure to return interlibrary loan items on time or to pick up items ordered may result in the suspension of interlibrary loan services for the delinquent patron.

 

2.   TYPES OF MATERIALS BORROWED

Interlibrary loan is an integral element in collection development. The interlibrary loan staff will request materials not owned by the library or missing from the library's collection, or materials owned by the library that are in the process of being repaired and are temporarily unavailable. Materials that will not be requested include items owned by the library and temporarily in use or on reserve in the library, and electronic full-text information available to the library via the Kansas State Library and KanEd Databases, the Internet, or other means. (To support book clubs, however, the library staff may request multiple copies of a book club selection, even if the library already owns a copy.)

3.   HOW TO SUBMIT A REQUEST

A patron may place a request at the circulation desk, via email, or over the telephone. Forms are available for placing a request. A library staff member will transfer the appropriate information to a standard interlibrary loan form. Requests for photocopies must include indication of compliance with the U.S. Copyright Law.

 

4.   TURNAROUND TIME

Service will be provided as quickly as possible. Turnaround time varies depending upon the lending library and the materials requested. Patrons will be notified by telephone or by mail if the patron does not have a telephone available.

 

5.   CONDITIONS OF USE

The library will strictly observe any conditions for use of loaned materials that are imposed by a lending library.

 

6.   CHARGES

The library will not charge its patrons a fee for borrowing via interlibrary loan. If the lending library specifies that it requires costs for photocopies or mailing a particular requested material, patrons will be consulted about their willingness to pay before materials are borrowed.

 

7.   RESPONSIBILITY

The library will endeavor to collect any charges for overdue materials, loss, or damage from the patron who received the materials. The library will be responsible for materials borrowed on behalf of its patrons, from the time the material leaves the lending library until it is returned there. The library agrees to pay for overdue charges, damage, or loss of materials borrowed on interlibrary loan.

 

8.   STATISTICS

The library will maintain records of transactions in order to inform patrons of the status of their requests and will annually report activity as required to the Kansas State Library.

 

E.   INTERLIBRARY LENDING

1.   USERS

This service is offered to other libraries that abide by the conditions set forth in section III of this policy.

 

2.   MATERIALS AVAILABLE

The library endeavors to make available the broadest range of materials for interlibrary loan, with the following exceptions:

a.       Materials limited by licensing agreements

b.      Materials designated as non-circulating (reference)

c.       Equipment, including but not limited to, folding chairs, typewriters, computers, VCRs, and projectors

The library also reserves the right to refuse to lend other materials or to ask a borrowing library to restrict use of materials lent.

 

3.   FORMAT FOR REQUEST

Requests to borrow materials from the library are accepted via fax, email, telephone, or mail. Rush requests are accommodated as time and staffing permit.

 

4.   TURNAROUND

The library will provide speedy turnaround on most requests, usually responding within one (1) business day.

 

5.   CIRCULATION PERIOD

The circulation period for items lent on interlibrary loan will be the same as that for regular circulation. Items are due at the borrowing library on that date and will not be considered overdue at this library for one (1) week after the due date. One (1) renewal will be granted unless the material is needed by another patron of the library.

 

6.   CHARGES

The library will not charge for lending materials. The library will charge the borrowing library for materials that are damaged, or lost on interlibrary loan.

 

Adopted 09/11/2007
V.      PATRON EQUIPMENT USE

 

A.  PHOTOCOPYING

See current price schedule at copy machine.

Students will be charged half the current rate for all school-related materials.

 

 

B.  FAX

The library has a facsimile machine that is available for patron use.  Fees will be charged for both sending and receiving of fax copies in order to cover the cost of telephone calls, paper usage, and equipment maintenance.  See current price schedule at fax machine.

 

FAX Reception of information received through Interlibrary Loan will not be charged.

 

C.  LAMINATOR

Laminating will be done by the staff.  Lamination will be charged at a rate of ten cents ($.10) per inch.  There will be a minimum charge of one dollar ($1.00) for laminating services.

 

7. TYPEWRITER

A typewriter is available for patron use upon request.  A typewriter will be moved from the staff work area to a table in the public area of the library.  The patron will provide typing paper.

 

8. VIDEOCASETTE AND CD/CD-ROM/DVD MAINTENANCE

A fee of one dollar ($1.00) will be charged for patrons wishing to have personal items checked by these machines. 

 

 

VI.  COMPUTER USE AND INTERNET SAFETY POLICY

 

The Internet is a global electronic network that provides access to ideas, information and commentary. The Stevens County Library is concerned for the safety and security of patrons who access online information. The library has no control over the content of the Internet and cannot be held responsible for what the patron sees when connected to the Internet. When one uses the Internet, one "leaves” the library. The safety and security of patrons accessing the Internet require those persons to be cautious, thoughtful, protective of personal information, and respectful of library policy and state and federal laws. The library does not expressly or in an implied manner warrant the quality, accuracy, veracity, completeness or authenticity of any material or information accessed through the Internet computers.  It is the responsibility of the patron to read all disclaimer statements on the Internet and those associated with this policy. The restriction of a minor's access to the Internet beyond that required by this policy is the responsibility of the parent or legal guardian.

 

The Stevens County Library complies with federal and state laws with a particular awareness of federal laws on the Children's Internet Protection Act (CIPA) and the Neighborhood Children's Internet Protection Act (NCIPA), copyright (U.S. Code, Title 17), and Kansas laws relating to obscenity (K.S.A. 21-4301; 21-4301a, and 21-4301c). The library and library patrons must comply with these laws. Furthermore, Internet patrons are not to use the equipment in any unauthorized or unlawful manner or for any illegal purpose, as described in the Kansas Criminal Code (see K.S. A. 21-3755). Library patrons must respect the legal protection provided by copyright license to software, books, articles, and other electronic files.

 

Specifically, as required by the Children’s Internet Protection Act (CIPA), blocking shall be applied to visual depictions of material deemed obscene or child pornography, or to any material deemed harmful to minors. To provide the definition required by CIPA and NCIPA, the phrase "matter...inappropriate for minors...." used in the federal law is regarded as synonymous with the definition of obscenity in K.S.A. 21-4301; 21-4301a, and 21-4301c. CIPA and NCIPA are laws adopted by Congress to protect children and others as they use the Internet from a computer located in a public library or public school. The laws require an age-related limitation of information access for, in the Kansas law, "...a child under the age of 18 years" and in CIPA and NCIPA, "...an individual who has not attained the age of 17." This limitation is applied to information that is obscene as defined in K.S.A. 21-4301; 21-4301a, and 21-4301c. In compliance with state law, the Stevens County Library will apply this limitation to patrons under the age of 18.

 

The Stevens County Library will comply with CIPA and NCIPA regarding the requirement to use a Technology Protection Measure (filtering). All library Internet computers will use a TPM. However, this technology is not reliable and the library cannot be held responsible for prohibited information that might be displayed or for useful information that may be blocked. Library staff members are not responsible for monitoring use of and content accessed by patrons of any age. Parents or guardians, not library staff, are responsible for the information selected or accessed by their children or wards.  Therefore, parents and guardians are advised to supervise children's Internet use.

U.S. Code Title 17 contains the laws that protect the rights of authors to their publications and other intellectual property.

 

The computers and software provided by the Stevens County Library shall be used in accordance with all pertinent International, U.S., Kansas, or local laws including those prohibiting libel, plagiarism, obscenity, slander, or any other illegal activity. Downloading and/or installing software is prohibited. Accessing inappropriate materials and leaving them on the screen or in the printer for others is prohibited and may be grounds for prosecution. 

 

A.  COMPUTER RESERVATION

Anyone wishing to use the computers in the computer lab must reserve a time during regular library hours on a first-come, first-served basis.   Individual use of the computer stations will be limited to a period of sixty (60) minutes per day. Those using the computer must fill out a computer use disclaimer each time they access library computers, and must have their library card or picture ID at the time of registration. No one will be allowed access to computers in the lab without presentation of a library card or picture ID.

 

Minors wishing to use the library computers must have written parental permission on file and will be issued a special library card.  No minor may use library computers with access to the Internet without written permission.

 

B.  RESERVATION EXTENTION

Computer patrons must be completely finished with the computer and the printer by the end of the reserved time.  Extensions to the 60-minute time period may be granted for educational purposes only if arrangements are made at the time of the initial reservation. 

 

C.  FOOD

      Food and drink must not be in the vicinity of the workstations.  Please leave all food and beverage containers at the front desk.

 

D.  E-MAIL

Patrons are allowed to access personal e-mail using any free web sources.

 

E.   SAVING OF FILES

Files from local programs may be saved to a floppy disk. New diskettes may be purchased at the Circulation Desk for $1.00.  Patrons should ask a librarian for assistance before saving files. 

 

F.   DATA LOSS

The Stevens County Library is not responsible for loss of data that may occur while using the library's computer or for any loss of data, damage or liability that may occur to a patron's computer resulting from patron use of the library's computers.

 

 

 

G.  PRINT CHARGES

Please be conservative using the library printers and print only essential materials. The charge for use of the printer is at the rate posted for copies.  There will be NO discount for any copy made by the computer printers.

 

H.  EQUIPMENT PROBLEMS

Any equipment problems are to be reported immediately to the library staff.  Patrons should not attempt to fix the problem themselves.

 

I.    STAFF ACCESS

Internet access is provided primarily to support research.  To that end, the highest priority will be given to Library patrons and Library staff conducting research for patrons to support their research.  Library staff reserves the right to access to computers to facilitate research.

 

J.   TRAINING

Library staff cannot provide in-depth training concerning specific computer programs or Internet access.  The staff may, however, be able to offer suggestions and answer questions.  Due to library scheduling, computer-trained staff may not always be available.  Library staff will assist patrons with Internet use and computer applications as time permits.

 

K.  PRIVACY RIGHTS

Patrons are prohibited from invading the privacy of the computer patron.  Invasion of privacy shall include asking permission to observe, or “hovering” or lingering near the workstation in such a manner as to disturb the patron at the workstation.  No individual may use proximity to any computer in the library as a method of intimidation or to gain access to the computer.  The patron using the computer may request library staff to ask a “hovering” patron to leave the area so as not to have visual contact with the screen or keyboard of the computer in use.  Patrons who do not comply with staff requests to leave the vicinity of the computer fall into the category of “Disruptive Behavior” (see Section 10, p. 46).

 

L.   UNACCEPTABLE USE

A patron will not misuse a library computer to

1.      Access the computer without a reservation and completed form

2.      Access the computer using a false identification number and/or name

3.      Access or display information that is “obscene” or “harmful to minors” as defined by Kansas laws

4.      Participate in email, that uses information that is obscene as defined by Kansas law

5.      Compromise or threaten the safety and security of minors when using electronic mail

6.      Disclose, use, and/or disseminate personal information that could threaten or create a vulnerability for a minor, for any other person, or for the library

7.      Attempt to gain unauthorized access to any data, computer, or network

 

 

 

M. CONSEQUENCES

When a member of the library staff observes a patron using the workstation in violation of library policy, the patron will be deemed to be using the workstation in an unacceptable manner, resulting in any or all of the following consequences:

1.      Immediate termination of the computer session

2.      Suspension of computer use or other library use privileges

3.      Expulsion from the library

4.      Recovery of damage costs

5.      Notification of parents and/or appropriate law enforcement officials

6.      Prosecution under the law

 

 

 

Revised 10/18/2005

VII.  CODE OF CONDUCT FOR PUBLIC LIBRARY BEHAVIOR

 

The Stevens County Library has an obligation to its patrons to maintain an atmosphere conducive to reading, study, research, and the pursuit of life-long learning opportunities.  Library patrons are expected to use the library, including its facilities, grounds, resources and materials, in a responsible, appropriate, and courteous manner.

 

Kansas Statute 12-1227 states:  “Every library…shall be free to the use of the inhabitants of the municipality in which located, subject always to such reasonable rules and regulations as the Library Board of Trustees may adopt, and said Board of Trustees may exclude from the use of said library any and all persons who shall willfully violate such rules.” 

 

A.  UNACCEPTABLE BEHAVIOR

1.      The possession of alcoholic beverages, illegal drugs, firearms or other weapons (except for an on-duty law enforcement official) on library property.

2.      Smoking in the library or within a 15-foot perimeter of library entrances.

3.      Food and drink in areas other than the library meeting room during scheduled meetings and in the staff-only areas of the library.  Special permission may be obtained from the director as an exception to this code.

4.      Disorderly, drunken, dangerous, disruptive, or threatening behavior, abusive and/or obscene language.

5.      Children under the age of five (5) years in the computer lab.

6.      Playing audio and/or computer equipment so that others can hear.  Ringing cell phones and/or phone conversation in the library.

7.      Rollerblades in the library; bicycles parked in areas other than the bicycle rack on the south side of the building.

8.      Loitering within the library building or on library property.

9.      Violation of established library policies and procedures.

 

2. Rules

These rules are for the comfort and protection of all.  Library staff will courteously and firmly enforces them. 

1.      If a library staff member is aware that a patron is not observing the Code of Conduct for Library Behavior, the patron will be requested to comply with the policy.  The library staff member will state the rule that has been violated and allow the patron to choose to comply with the policy or leave library property.

2.      If the library patron does not choose to comply with library policy in response to the first request, the library staff member will ask the patron to leave library property.

3.      The police department will be notified if a library patron refuses to leave library property following library staff request. 

4.      The staff member handling any violation of the code of conduct for public behavior will file an incident report with the director within two (2) working days of the date the incident occurred. 

5.      If police department involvement becomes necessary, the incident will be brought to the attention of the Stevens County Library Board of Trustees for review. 

 

C.  RESOLUTION OF COMPLAINTS

A patron that feels wrongly accused of violating the Stevens County Library’s Code of Conduct for Public Library Behavior may ask to have the incident reviewed by the Director.

1.      If the complaint cannot be resolved informally, the complainant will be supplied with a standard printed form.  The complaint form is to be completed prior to further consideration of a complaint.

2.      If the Director has not received the formal complaint within two weeks of the initial complaint, the circumstances will be considered closed.  If the complaint is returned, the incident will be re-examined.

3.      Upon receipt of a completed complaint form, the Director will call together all staff members involved in the incident. 

4.      The group will meet to discuss the incident, and will prepare a report on the incident containing their recommendations on disposition of the matter. 

5.      The Director will notify complainant of the decision and send a formal report and recommendation to the Library Board of Trustees. 

6.      If the complainant is still not satisfied, he/she may ask the Director to present an appeal to the Library Board of Trustees, which shall make a final determination of the issue.   Library Board of Trustees decisions are final.

 

Rev. 06/21/2005
VIII.  UNATTENDED CHILDREN POLICY

 

In order to prevent undue disruption of normal library activities, to accommodate the general welfare of all persons using the library, and to provide for the general safety of children using Stevens County Library, the Policy for Unattended Children has been established. 

 

The definition of an unattended child in the Stevens County Library is any unsupervised minor under five (5) years of age or one with special needs relating to physical and mental ability.  The library assumes no responsibility for children left unattended on library premises, including prior to or following scheduled events. 

A.      Parents, guardians, and caregivers are responsible for the care, safety, behavior, and supervision of their children at all times in the Library and on Library property.

B.     Parents attending meetings on library property, whether sponsored by an outside group or the library must

1.      Leave children at home

2.      Keep children with them in the meeting

3.      Provide adequate supervision

C.     Parents using the computer lab must

1.      Leave children at home

2.      Provide adequate supervision         

4. Children, like all library users, are required to comply with the Code of Conduct for Public Library Behavior.
5. All children five (5) years of age or younger will, at all times, be attended and adequately supervised by a responsible adult or mature adolescent thirteen (13) years of age or older.
6. Children six (6) years of age may use the library unattended providing proper behavior is maintained.
7. Children must have the telephone numbers of their parent, guardian, or other designated adult so that a responsible person may be contacted to come and pick up the child in case of a health emergency, or other special circumstance.
8. If a library staff member is aware that an unattended child is on library property, or if an unattended child cannot find the parent or adult that brought them to the library, the staff member will endeavor to locate the parent immediately.  If no adult can be reached will then contact the police department for assistance.
9. If a child is left unattended at the close of the library day, staff will attempt to contact a parent or guardian.  If no adult can be reached will then contact the police department for assistance.  Staff will not transport children home or to any other destination under any circumstances.
10. If an unattended child is causing a disturbance or harming library property or materials, staff will attempt to contact a parent or guardian.  If no adult can be reached will then contact the police department for assistance.  Unattended children will not be asked to leave the building, but will be moved to a place of security until assistance arrives.
11. Any incident of an unattended child requires that an incident report be filed with the director within two (2) working days of the date the incident occurred. 

 

GROUP VISITS

The Stevens County Library welcomes visits from groups, such as schools, daycare centers, and home-schooling groups. 

1. Groups of children must be accompanied by an adult.
2. Groups of eight (8) or more children must be accompanied by at least two adults.
3.  Teachers or group leaders are responsible for group discipline and must remain with the group the entire visit.
4. The behavior of the group should not disturb other Library patrons.

 

Rev. 06/21/2005

MATERIAL SELECTION POLICY

 

 

I.  ESTABLISHMENT OF POLICIES

 

A.   LIBRARY BOARD OF TRUSTEES RESPONSIBILITY

The Board of Trustees of the Stevens County Library establishes the policy that materials will be selected and purchased to serve the purposes, interest and needs of the entire area which it serves.  This policy will provide books and other library materials of both current interest and permanent value, for all ages, from preschool through maturity, which will meet their intellectual, educational, informational, cultural and recreational needs.

 

There should be the fullest practicable provisions of materials presenting all points of view concerning the problems and issues of our time, international, national, and local; and books or other materials of sound factual authority should not be proscribed or removed from library shelves because of ideological, partisan or doctrinal disapproval.