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WELD COUNTY LIBRARY
STATEMENT OF POLICIES
1972
I. General objectives:
The purpose of the Weld County Library is to attempt to meet the reading needs of
all people within its boundaries. Service to the
public
is its
ks main
nd objecther ive,
and this is done by providing and organizingnce significant
willeberthoseawhichlwillnted
d provide iforg the aindividual's cultural, in n their use. Thterials selected
by formational and
recreational needs.
It is not the purpose of the library to mto manyf serve as ban elementary,
material his gh schoay ol,
or
community college library, althoughcurriculum
used. It is the responsiblility of the school systems to supply
materials. The Weld County Library also recognizes the specialized resources of
the University of Northern Colorado Library and does not attempt to duplicate its
objectives.
The Weld County Library joins other public libraries in believing its largest and
most important field of emphasis is the adult field of informal education,
use
no other public institution exists which can perform this function adequately. In
order to better use public monies, the Weld County Library will cooperate with all
types of libraries and will participate in state-wide cooperative systems to provide
materials and services.
II. Book Selection:
The Weld County Library has adopted the American Library Association' s Bill of
Rights and attempts to follow ,its objectives. It will attempt to maintain a true
balance between its duty to make available an honest presentation of both sides of
every public question and its determination not to allow itself to be used as a
propaganda agency for any organization or group.
Within budget limitations the best books which will satisfy the clientele will be
selected according to the following established criteria: SAT FL`aC
COUNTY Of WELD
1. Permanent vela, riled with the Clark of the RM.
2, Accurate information of county comm!nise+a
3. Authoritativeness JUN �97�
4. Author's reputation and significance
5. Reputation and standing of publisher ,✓
6. Clear presentation and readability bbepira4taeunuaaaan
7 . Social significance Cy
Deputy
8. Price
9. Scarcity of material published on subject
10. Availability of material elsewhere: other libraries, inexpensive editions,
etc.
11. Elimination of the unimportant, the cheap and trivial, the deliberat
ety
distorted, sensational or offensive, particularly in the fields of religion,
sea, social prejudice, political ideologies, and fiction.
12 . Presentation of all sides of controversial issues: labor-management, racism,
population control, ecology, etc.
13. Balancing of special group interests with general demands.
14. Inclusion of books of doubtful value occasionally
health fads
onalfor
their timeliness, such
as campaign biographies, psychic phenomena,
720484
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III. Non-print Materials Selection:
The non-print materials purchased by the Library will include any type of this
material within its financial means. Those criteria for book selection which
apply to non-print materials will be used as guides.
IV. Loan Policies:
All legal residents of Weld County shall have free use of the materials of the
Weld County Library. There shall be no rental books and no fees for any
materials except an insurance charge for 16mm films. The first library card
issued to each individual shall be free, but a charge will be made for re-
placements for lost or destroyed cards.
A schedule of fines shall be established and charged for overdue materials, and
lost items shall be charged for at list price.
University of Northern Colorado and Aims College students and their families
shall have the privilege of free cards.
Non-residents shall be charged an annual fee of $3.00 for the use of either
print or non-print material. This privilege is for the use of individuals only,
and not for organizations such as schools or churches.
Some books may be restricted for minors too immature to see them in proper
perspective.
V. Gifts and special collections:
Gifts of money for the Library may be accepted by the Director or Trustees and
deposited in the Special Library Fund at the Weld County Treasurer's Office.
Gifts of books or other materials are to be accepted with the following provisions:
1. They shall not necessarily be housed in a special location.
2. They will be kept by the Weld County Library only if they can be of active
value to the collection.
3. If the Weld County Library cannot use the material, it will be offered to
other public libraries in Weld County and the High Plains Public Library
System before being cilisposed of.
4. It shall be understood that the Weld County Library is not a library for
in-depth research, and therefore has no place on its shelves for very
specialized material which would have very infrequent or no use.
VI. Displays and exhibits:
Displays and exhibits may be placed in the library at the discretion of the
Director and Board of Trustees. Any display which is accepted may be requested
to be removed at a later date at the request of the library because of space
requirements or lack of interest.
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VII. Personnel Policies:
1. Authority for hiring:
The Board of Trustees is responsible for hiring and discharging the library
director. All permanent staff members are appointed by the Director with the
approval of the Board. Applications for employment are accepted at any time
with no resident requirements. All applicants are interviewed by the Director,
and, if possible, by the Associate Director.
2. Selection of staff members:
Selection of staff members is based solely on merit, with due attention given
to educational and technical qualifications, personality, temperament, native
endowment, suitability, and aptitude for the position involved. Purely personal
considerations do not enter into the selection of staff members, nor is there
discrimination or favoritism because of race, creed, age, sex, marital status,
opinions, beliefs, or political alignment.
Final negotiations concerning appointments are accompanied by a copy of this
manual.
Notice of appointment, serving in lieu of a legal contract, is made in writing
and states the position to which the person is appointed, classification grade,
salary, hours of service, sick leave, and vacation allowance, Acceptance of
employment is also made in writing. Such acceptance on the part of the employee
carries with it a moral obligation to abide by the terms specified in the letter.
The first six months of service constitute a probationary period, during which
the individual is trained and evaluated for effective performance of the job.
Unless notified in writing that the second six months' service is also pro-
bationary, an employee has continuous employment following the first six months'
service. Details on separations from the library staff are found in section 4,
3. Working conditions and employee benefits:
a. Work week:
The regular work week for salaried employees shall be forty hours including some evening and Saturday hours when so scheduled by the Director. Overtime -
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work done in addition to the regular hours of duty -- is done only to meet
an emergency and only at the request of the Director or Associate Director.
Compensation in equivalent time should be taken as soon as possible by
arrangement with the Associate Director. In no instance shall cash
remuneration be made to any employee or employees for overtime actually worked.
A portion of the employee's own time will be allowed each day for lunch.
Under unusual circumstances and with the approval of the Director or Associate
Director, the lunch period may be shortened to compensate for reporting late
to work or leaving early. Time gained from shortened lunch hours may not
accumulate.
Full-time employees are allowed two fifteen minute work breaks each day.
Part-time employees are allowed one fifteen minute break for each continuous
four-hour period. The purpose of a work break is to provide a short rest
period enabling employees to perform their work more efficiently. No
compensatory time will be given when work breaks are missed.
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VII (cont.)
b. Vacation:
Requests for vacation should be made at least two weeks prior to the time
desired and all requests must be approved by the Associate Director, Full
time staff (40 hours, 12 months) shall receive 15 working days vacation
each year. No vacation may be taken before six months of employment, and
vacation time may accumulate to a total of 30 days.
Regular salaried staff on one-half time or more shall receive 10 equivalent
part-time days per year. Twenty days may be accumulated.
Official holidays occurring during a vacation period may be added to the
employee's vacation,
Hourly help shall receive no vacation with pay, but they may take ten days
in a year with no pay.
c. Holidays:
Holidays for the library shall be those established by the county for
Lincoln's Birthday, Washington's Birthday, Memorial, Day, Independence Day,
Labor Day, Veteran's Day, and New Year's Day, Thanksgiving Day, December
24 and Christmas Day.
d, Sick leave:
Sick leave is a privilege given by the county to the employee to provide him
with a feeling of financial security and to prevent his endangering his health
or the health of his fellow employees. Sick leave shall not be considered as
a privilege which may be used at his discretion, but shall be allowed only in
cases of actual illness, medical, dental or optical examination and treatment.
When an employee is required to care for a spouse or child who is ill the use
of sick leave is limited to five working days for any one illness or injury.
Staff members working 30 to 40 hours weekly shall be allowed one day per
month for sick leave. This may accumulate to a total of 60 days sick leave.
Regular salaried staff on less than 30 hours shall have one working day per
month with a possible accumulation of 15 days .
Any sick leave of more than a week must be verified by a competent physician.
Hourly staff shall be allowed no pay for sick leave.
An employee may be granted sick leave because of personal illness or physical
incapacity resulting from causes beyond the employee's control when not other-
wise caused by being gainfully employed by persons or fims other than the
library.
e. Injury leave:
An employee injured on the job while working within the, scope of employment
shall be given leave according to the County policies.
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VII (cont.)
f. Emergency leave:
An employee shall be permitted a leave with pay at the death of a member of
the employee' s immediate family, including the husband or wife, son or
daughter, father, mother, brothers, sisters, father-in-law, mother-in-law,
brother-in-law or sister-in-law, but not to exceed three days which shall
not be deducted from the accrued sick leave or vacation leave.
A leave of absence for any emergency shall be decided by the Director and
the Board as the occasion arises,
g. Civil leave:
A library employee who is called for jury duty or as a witness for the
Federal or State government or a subdivision thereof, shall be entitled to
leave with pay for such duty during the required absence,
h. Leave without pay:
Upon review by the Director, leave without pay may be arranged if no
disruption of service is caused. If possible, such leave should be applied
for well in advance of the time requested. When leave without pay for an
extended period of time is requested, a resignation may be required. Re-
employment will be dependent upon available staff openings at the time return
to work is desired ,
i. Insurance:
All employees are covered by Social Security benefits .
All employees are covered by Workmen's Compensation Act..
All permanent employees working 30 hours or more weekly are included in a
pension plan. Regular deductions are taken from the employee's salary with.
the library making a contribution for participating members. Employees'
contributions are refundable when employment is terminated before retirement.
All permanent employees working 30 or more hours weekly are given a life
insurance policy with an option for increasing the amount at the employee's
expense.
All permanent employees working 30 or more hours weekly are given medical
coverage under the Colorado Foundation for Medical Care plan. Coverage for
family members may be secured for additional premiums.
4. Separations:
a. Retirement:
Every library employee reaching his or her sixty-fifth birthday will be
notified in writing of his or her employment status regarding this policy, and
his or her employment shall be terminated within thirty days of such notification
b. Resignations:
Resignations are submitted to the Director. One month's notice is requested
for professional positions and two weeks' notice for nonprofessional positions .
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VII (cont.)
c. Dismissals:
Dismissals are made by the Director with the approval of the Board of
Trustees.
d. Terminal pay:
Terminal pay shall include accumulated vacation time up to two weeks, provided
the employee has worked one year. Accumulated sick leave is not included.
5. Education and membership policy:
a. Encouragement of further education:
The library is willing to arrange leaves of absence, adejustment of time, or
special assignments in order that permanent employees may take advantage of
opportunities for special study when the primary purpose of the training is
to increase the knowledge or skills of the employee in relation to the position
he now holds.
b. Professional growth:
All staff, especially those dealing with the public, will be expected to keep
themselves informed by reading professional ,journals and reviews. Ibis reading
may be done during work time as the sc.heduie permits .
c. Activities and affiliations:
Staff members are urged to become members of civic, educational, and pro-
fessional organizations and to participate in the work of such organizations
to as great an extent as library duties will permit. With approval of the
Director, a reasonable amount of time is allowed for such activities when the
library' s regular work will not suffer as a result .
Time with pay is allowed staff members to attend library conferences and
other professional meetings. As fax as possible, the privilege of attendance
at such meetings is rotated among members of the staff belonging to the
associations.
The library budget should include sufficient funds to pay institutional
memberships in the library associations. It should also include money for
trustee memberships in the state library association and for at least one in
the American Association of Library Trustees. Funds should also be provided
for representative staff and trustee attendance at state, regional and
national meetings.
6. Staff relationships:
In a public institution the ultimate employer is, of course, the people of
the community. The Board of Trustees and the people of the county desire a
library service they can be proud of. The duty of the staff is to provide
that service by da voting full energies and talents to his or her job each. day.
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VII (cont.)
Each member of the staff must keep uppermost in his mind that service is
the very reason for his position with the library. This service comes
before time schedules, personal convenience, or personal opinions.
Any staff member having a complaint or personal grievance should feel
free to bring it to the attention of the Director. It is better
to discuss a grievance than to nurse a grudge. We criticize each other
constructively within the library. We do not criticize the library in public.
It is important that each employee completely understands the policies
and service programs of the library. Toward this end, staff meetings are
held periodically during working hours. The purpose of these meetings
is to inform staff members of actions taken by the Board of Trustees; to
present and explain matters of policy; to discuss professional problems,
new trends, procedures and materials; and to consider matters involving the
staff and its interests.
All staff members are urged to take part in the discussion of common
problems and to offer suggestions for changes in policy or prec.edures.
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