Library Policies

III.    PATRON RESPONSIBILITES AND CONDUCT

It is a patron's responsibility to maintain necessary and proper standards of behavior in order protect his/her inciividual rights and the rights and privileges of other patrons.  If a patron creates a public nuisance, that patron may be restricted from the library and from the use of library facilities.  Those who are unwilling to leave, or do not leave within a resonable amount of time after being instructed to do so by staff, will be subject to the law.

Young children

The Swaledale Public Library encourages visits by young children.  It is our desire to make those visits both memorable and enjoyable.  Library staff however, is not expected to assume responsibility for the care of unsurpervised children in the library.

Disruptive children

Children of all ages are encouaged to use the library for homework, recreational reading, and program attendance.  The library staff realizes that the library will be noisier at busy times and that children by nature can cause more commotion.  We are not a  "shushing library." However, children (whether with parent/guardian or not) who are being continually disruptie will be given warning tha they must settle down or will be asked to leave the library.  If the child needs to contacat a parent, they may do so and then wait with a staff person until the parent arrives.

IV.  SERVICES OF THE LIBRARY

The library provides materials and resources for information, entertainment intellectual development, and cultural enrichment for the people of the community.  

The library should endeavor to:

1.   Select, organize and make available necessary books, online databases, and materials.

2.  Provide guidance and assistance to patrons.

3.  Sponsor and implement programs, exhibits, displays, book lists, etc. which would appeal to children and adults

4.  Cooperate with other community agencies and organizations

5.  Secure information beyond its own resources whtrn requested.  (Using Inter-library Loan and other resources from the State           Library of Iowa)

6.  Lend to other libraries

7.  Develop and provide service to patrons with special needs

8.  Maintain a balance in its services to various age groups

9.  Cooperate with but not perform the functions of, school or other institutional libraries

10. Provide service hours that best meet the needs of the community, including evening and weekend hours.

11.  Regularly review library services offered

12.  Use media and other public relations mevhanisms to promote the full range of available library services

V.    RESPONSIBILITIES AND AUTHORITY OF THE LIBRARY BOARD

Refer to the Library By-Laws and City of Swaledale Ordinane Title 1, Chapter 10

VI.   PERSONNEL POLICY

A.  Management Policy

The duly appointed library board shall have all management rihts and responsibilities as stated in the ordinances of the City of Swaledale Title 1, Chapter 10 in accordance with the state law.

     1.  The library board shall select, appoint, and when necessary for valid reasons, dismiss the director of the library.

      2.  The Board shall establish all other positions and all wage and benefit levels for all library staff.

      3.  The Board shall provide an effective orintationfor new diretos to assure that the director understands a) the policies and                 processes related to daily function of the library, b) reporting the budgeatary requirments that assure accountability and                   compliance ith the law, c) the expectations of the board in regard to administrative processes and protovol, partivularly as               they relate to conducting effective and efficient board meetings, and d) rules and requirments for state certification and any             assistance which isprovided by the library to acquire and maintain appropriate certification.

      4.   The library board shall conduct annual appraisals of the lib rary directors's performance, at whih time personal and                          managementt goals can be discussed and negotiatied.

B.  Administrative Policy

The person appointed as librarydirector shallbe charged with thesoleadministration of the library.

      1. The dirctor shall be responsible to the library bpoard in matters pertaining to and  concerning the library; be present at monthly board meetings, prepare and present suvh reports adn meeting documnents as requested.

      2.  The director shall maintain financial reports in an efficient manner;present periodic reports to the library board, and to the                city; prepare the draft of the annual budget to be presented tothelibrary board , and assis ttrustees with the presentation of              the adopted request for appropriation to the city.

      3. The director shall hold regular meetings with staff and/or volunteers for training and interpreting board policy.

      4.  The director shall be responsible for managing staff.

      5.  The director shall habe the responsibilityu for  collection development for all materials in thelibrary, including selection,                    ordering, processing, weeding, and inventory according to the guidelines in the Collection policy

       6.  The director will recommend vchanges in or additions to library policies as needed. 

       7.  The director will perforrm preparatory work to assist the board with regular library planning

C.   Salaries

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

D.  Vacation Policy

All vacation time by all staff will be taken without pay.  All employees wishing to take vactions shall give a minimun of (3) weeks written notice to the director.  Directors must submit written notice to the board requestion vacation tyime.

E.  Benefits

All employees of the library are part-time and receive no benefits, with the exception of particpation in the Iowa Public Employees Retirement System (IPERS).

F. Holiday Pay Policy

Recognized holidays for the library are Memorial Day, Independence Day, Labor Day, Thanksgiving, Christmas Eve, Christmas Day, New Year's Day, and Swaledale Big Days (when observed).  The librarymay close early on NewYear's Eve Day.  There are no paid holidays at the Swaledale Public Library.

G.  Sick Leave Policy

Employees taking sick leave do so without pay.

H.  Leave of Absence

Leave os Absence without pay may be granted tolibrary employees for maternit, adoption,illness,travel, or graduate level of certification training.  All leaves are considered on case-by-case basis and must be approved by the director.  A leave for the director miust be approved by the library board.

Requests for leave should be submitted in writing well in advamce of the timew when the leave would begin.  Written requests should indicate both a beginning and ending date for the leave.

I. Bereavement Leave

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

J. Military Leave

Library employees who are duly enrolled members of the National Guard, State Guard, or any other organized reserve component of the Armed Forces of the United States shall be allowed a military leave of absence which has been ordered.  The leave, under normal circumstances, will not exceed fourteen (14) days excluding Sundays and legal holidays.  A copy of the order requiring attendance at military training sites shall accompany all requests for a military leave.

K.  Jury Duty

In the event that a library employee is called for jury duty, the libray will release them and assure no loss of wages.  If fees and expenses paid to jurors do not equal or exceed wages normally paid by the library, these fees can be turned in to the library board and the employee will be paid their wages as usual.

L.  Work Schedule Policy

Major changes in the director's schedule or other circumstances may not be made without approval of the library board.  Requests for such shall be made in writing to the library board.    Reqests for changes in the work schedule of other staff or volunteers shall be made in writing to the library director.

M.  Meetings, Conventions, and Workshops

The director, staff, and trustees attending coninuing education opportunities to aid the linbrary shall be allowed expenses at the discretion of the library board according to the amount appropriated in the budget for such.  The director, staff, and trustees are encouraged to attend and participate in continuing education activities (and indeed are required to do so periodically to maintain library accreditation).

N. Disciplinary Policy

An employee of the SwaledalePublic Library may be dismissed for any action or behaiour that causes the library's image or operation to be diminished.  This includes but is not limited to : incompetence, misconduct,inattentionto assigned duties, or unapproved absences from work.  

Normally, termination would be a final step, which would follow:

     1.   A substandard performance appraisal

     2.  Verbal and written warnings

     3.  Suspension and/.or 

     4.  Extended probation

It is important that cvomplete and clear records be maintained of all disciplinary processes for the protection of the employee and the library.

The library wants each employee to be successful i their job and will work with employees to eliminae deficiencies.

While notice of intent to terminate can be expected, the Swaledale Public Library reserves the right to dismiss any employee without notice in cases involving theft, drug or alcohol abuse, criminal activity, or instances of significant misconduct.    

O.  Resignation and Retirement Policy

Retirement Policy A library employee wishing to resign or retire from employment must notify the diretor or the library board as soon as it is feasible.  The library requests a minimum notice of two (2) weeks.  For the library director a notice of at least one month is preferred.

P.  Grievance Procedure

     It is the intent of the Swaledale Public Library that every employee shall have the opportunity to express concerns relating to the physical surroundings in whih they work, procedures and condition of the specific position, relationships with fellow workers or supervisors, and libnrary rules as they apply to staff.  A concern or grievance must follow the procedure below.

         1.  If possible discuss the problem with the director.  In the case of the director having a concern, this should be discussed                  with the board president.

          2.  If the director is part of the problem, or if the board president is part of the director's problem, the concern/grievance                       should be submitted in writing to the library board and be delivered to the director, who will deliver the statement to the                   board president.  The board president will, in turn, present the concern during xlosed session, to the full board at the                       next or special board meeting.

         3.  The boards's representative will respond to the employee within five (5) days of the board meeting at which the issue is                  discussed, either providig a determination, solution or a stategy for how the board will address the issue over time.

Q.  Equal Opportunity Employment Policy

         Swaledale Public Library provides equal employment opportunity to all qualified persons.  Equal employment opportunity shall be according to the provisions of State and Federal laws and regulations.

R.  Drug-Free Workplace

In compliance with the Drug-Free Workplace Act of 1988, the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in prohibited while performing work for the Swaledale Public Library, whether that work is carried out inside or outside of the library building or not.  All employees shall abide, as a condition of employment, with the terms of this notice and shall ntify the library director or board within five (5) days of any criminal drug statute conviction for a violation occurring in the workplace.

Failure to comply with the above requirements shall bew grounds for  appropriate personnel action against said employee up to and including termination, or said employee may be required to satisfactorily participate in a drug abuse assistance or rehabilitation program.

 S.  Sexual Harrassment Policy

Harassment on the basis of sex is a violation of Title VII (Federal Law) and Iowa Code Section 216.9  Sexual harassment, either verbal or physical, is an unlawful employment practice and will not be tolerated by the Swaledale Public Library.

The Swaledale Pulbic Library accepts all definitions outliined in the law as sexual harassment, and adheres to all procedures outlined in the law regarding sexual harassment.  Any employee who engages in sexual harassment will be subject to disciplinary action up to and including termination of employment.

T.  Sex Offenders Against Minors Policy

  1.  Inaccordance with Chapter 692A of Subtitle 1 of Title 16 of the Code of Iowa, the Board of Trustees prohibits the presence of         sex offenders convicted of sexoffences against minors upon or within 300 feet of the library prperty without written                           permisssion of the library director. 

  2.  The library director may only give written permission as the result of a vote at a meeting of the board of trustees at which a             quorum is present.   

  3.  Persons barred from library property under the law remain entitled to librarty service.  It is the responsibilit of the patron to               arrange for a courier to select, check out, and return materials to the library through possession of the patron's card.     

  4.  Persons barred from library service under the law will not be served by the library's homebound delivery service.               

  5.  Thissuance of a library card to individuals who have been convicted of a sex offense involvling a moinor does not grant those          individual permission to enter the library or to be present on library property.  Individuals convicted of a sex offense against a          minor must follow proper library procedures and policies to obtain written permission to be on library property, regardless of            whether or not they possess a valid library card.         

  6.  Suspicious persons or persons who appear to be loitering will be reported to the police to be investigated.

  7.  Background checks will be performed using the National Sex Offenders Registry on all employees, potential employees, and         volunteers who are or will be working on library property.     

8.  Violations of this policy will be immediately reported to law enforcement.

VII.  COLLECTION DEVELOPMENT POLICY

A.  Objectives

The purpoose fo the Swaledale Public Library is to provide all indviduals in the community with carefully selecyted books and other materials to aid the individual in the pursuit of education, information, research, andthe creative use of leisure time.