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January 10, 2018
Minutes of the regular meeting of the Board of Trustees of the Skokie Public Library held
in the Skokie Public Library Board Room, Wednesday, January 10, 2018.
CALL TO ORDER
Mark Prosperi, President, called the meeting to order at 6:34 p.m.
Members present: Mark Prosperi, President; Diana Hunter, Vice President/President
Emerita; Mira Barbir; Susan Greer; Eugene F. Griffin; Jonathan H. Maks, M.D.; and
Richard Kong, Director.
Member absent: Karen Parrilli, Secretary.
Staff present: Laura McGrath, Deputy Director; Eileen Coloumbe, Customer Services
Manager; Audrey Williams, Administrative Assistant.
APPROVAL OF THE MINUTES OF THE REGULAR AND CLOSED MEETINGS OF
DECEMBER 13. 2017
Mrs. Hunter made a motion, seconded by Mr. Griffin, to approve the minutes of the
regular and closed meetings of December 13, 2017, subject to additions and/or
corrections. There being no additions or corrections, the minutes were approved
unanimously and placed on file. The vote was 6 ayes and 0 nays.
COMMENTS FROM OBSERVERS
No observers were present.
BILLS
Mr. Kong noted a change in the List of Bills. The charge for LIRA insurance was
incorrectly put under Health, Dental and Life and has been moved to the correct line of
General Insurance.
The Board noted the downloaded version of the Visa and American Express invoices and
wishes this format to be continued.
Mrs. Hunter asked if the circulation of books specific to a specific culture in the
community could be checked.
A motion was made by Mrs. Hunter, seconded by Mrs. Barbir:
MOTION:
THAT THE SKOKIE PUBLIC LIBRARY BOARD OF TRUSTEES
APPROVE THE BILLS, SUBJECT TO AUDIT.
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The roll call vote for approval was 6 ayes and 0 nays; the motion passed unanimously.
CONSENT AGENDA (Financial Statements; Circulation Report/Dashboard; Reports
from Department Heads; Gifts; Personnel)
Mr. Prosperi asked who created Bruce Brigell's retirement announcement. Mrs. McGrath
stated librarian Allyson Coan used an invitation website. Mrs. Hunter suggested
enlarging the invitation so the Board and staff could sign it.
Mrs. Hunter made a motion, seconded by Dr. Maks:
MOTION:
THAT THE SKOKIE PUBLIC LIBRARY BOARD OF TRUSTEES
APPROVE THE FINANCIAL STATEMENTS, SUBJECT TO AUDIT,
AND THAT THE FOLLOWING CONSENT AGENDA ITEMS BE
PLACED ON FILE:
1. CIRCULATION REPORT/DASHBOARD
2. REPORTS FROM DEPARTMENT HEADS
3. GIFTS: $30.00 FROM JENNY A. COOK FOR PUZZLES FOR
YOUTH SERVICES; $250.00 FROM JOSEPH B. PLAUCHE AND
MARY M. PALUCHE IN APPRECIATION
4. PERSONNEL: TERMINATION: ERIKA KALLMAN, FULL-TIME
DIGITAL LITERACY SUPERVISOR, LEARNING EXPERIENCES,
EFFECTIVE MARCH 2, 2017; HIRE: MAHEEN ANWAR, PARTTIME CUSTOMER SERVICES ASSISTANT, CUSTOMER
SERVICES, EFFECTIVE JANUARY 5, 2018.
The motion passed unanimously. There were 6 ayes and 0 nays.
DIRECTOR'S REPORT
Master Plan Update
Since the December meeting when the Board approved moving forward with the master
planning process with Andrew Berman, we have finalized the agreement and have had
some initial discussions with Berman about the first phase of the project. Conversations
with staff about the various spaces in the library will provide some initial raw data and a
launching point for Berman to use for his design work. Berman will also be present
during Staff Day on January 18, where he will provide a short presentation and engage
the staff in an activity to obtain insights about the library. Berman and his associates will
also spend the entire day on Friday, January 19 to talk to smaller groups of key staff.
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Berman will then return to the library in February to share initial designs with the Board
and staff.
Mr. Kong noted a possible special meeting to meet with Mr. Berman.
The Board would like the staff day agenda sent to them.
Village Tax Levy Presentation
The Village Board voted to approve the 2017 tax levy, including the library's levy,
during the December 18, 2017 meeting. There were no comments or questions from the
Board about the library's tax levy. On that same night, the Village Board voted to
approve the 8000 North project, and there were several mentions of the advantages of
having the project so close to the library. Mr. Kong will schedule a meeting with some of
the development team members to share more information about the library.
Mrs. Hunter requested an outline of the 8000 North project.
Coming Together in Skokie and Niles Township
This year's Coming Together in Skokie and Niles Township program series will focus on
building knowledge of and appreciation for the diversity of Muslim Americans. Through
a series of programs and through selected books, participants will learn about Muslim
American identities and cultures. The opening ceremony will be held on Sunday,
January 28 starting at noon in the Niles West auditorium. Author of Muslim Girl: A
Coming ofAge~ Amani Al-Khatahtbeh, will visit the library for a program on Monday,
March 19 at ?pm. More information about all of the programs and selected books can be
found at http://comingtogether.in/.
Staff Day
Staff Day will be held on Thursday, January 18 this year and the library will be closed for
this event as usual. Beck Tench, the visiting scholar from the summer focusing on
contemplative practices and mindfulness, will present a keynote, and Andrew Berman
and his team will be present for meetings with staff. We are exploring ways in which we
can invite all of the staff present on Staff Day to share their insights about our spaces.
Each department will also have time to meet, and we will have a variety of breakout
sessions and other team-building activities during the afternoon. Interested Board
members are encouraged to participate in the day.
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Voter Registration
The library will be offering voter registration, in collaboration with Niles Township and
League of Women Voters, beginning with MLK Weekend (Saturday, January 13 Monday, January 15) and ending Presidents' Weekend (Saturday, February 17 - Monday,
February 19). Library staff will also be registering voters on Sundays only for the weeks
in between those two 3-day events. Interpreters will be available for Armenian, Assyrian,
Korean, Mandarin, Spanish, and Urdu.
BOOMB ox
The next theme for the BOOMBox will focus on animals. This rotation will run from
January 2 -April 15, with each week focusing on a different group of animals. This will
provide patrons the opportunity to learn about animal biology, behavior, diet, and more.
Smartlocker
Due to frequent malfunctions, the Smartlocker (remote locker system for reserve pickup
and returning materials) was removed from the Weber Center. Library staff notified
Smartlocker users, and we will continue to explore alternatives for providing pickup and
drop-off options for patrons outside of the library.
Bookmobile Repair
Last year, the bookmobile staff reported an issue with the heating units emitting fumes
inside the vehicle. After some attempts earlier in the year to resolve the issue, we
continued to notice the problem so we are planning to replace the current diesel units
with electric heaters. Specialty vehicle consultant Michael Swendrowski inspected the
vehicle closely and he concurs with our proposed action.
Staff visit to Illinois Holocaust Museum and Education Center
A group of library staff visited the Illinois Holocaust Museum and Education Center
recently to view the Take a Stand exhibit, including the hologram technology that is used
to share the stories of Holocaust survivors. The museum provided entrance at no charge,
and we are planning to work with them to send another group of staff in the upcoming
months. We will continue to explore future partnership opportunities with IHMEC.
2018 ALA Midwinter Conference
Mr. Kong will be attending the 2018 ALA Midwinter Conference in Denver, CO in early
February. He will participate in the PLA Board meeting and the PLA EDI (equity,
diversity, inclusion) Task Force meeting and discussion group. Other staff attending
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include Amy Koester (ALSC Board), Mary Michell (Siebert Award Committee), and
Lorrie Hansen (Batchelder Award Committee).
APPROVAL OF BORROWING POLICY
Over the past several months staff have been working on revising and updating our
existing borrowing policies. Currently our borrowing procedures are governed by eleven
different policies and a number of additional procedures. All of these policies (listed
below with the date they were reviewed and approved) as well as any other borrowing
policies and practices will be superseded by the new comprehensive borrowing policy.
These policies will be superseded by the new policy:
•
SALS Cardholder policy (March 1, 1994)
•
Business Cards (October 21, 1994)
•
Circulating Equipment (June 1, 2016)
•
DVDsNideos (June 1, 2009)
•
Opening DVD collection to ILL (May 15, 2007)
•
(Extension of) Borrowing Privileges within RAILS (May 14, 2014)
•
Reciprocal Borrowing of DVDs and CDs (April 11, 2007)
•
Teen Card (April 2, 2015)
•
Current Fees & Rationale (September 9, 2009)
•
Rationale for Fees (September 9, 2009)
•
Lower Late fee on DML items and STEAM kits (June 1, 2015)
We hope that this revised borrowing policy addresses our core service value of pursuing
access and equity, while also bringing us closer to achieving some of our strategic goals
and objectives. Over the past year staff have worked on trying to increase the number_of
Skokie cardholders and also to decrease the number of patrons who have fines as well as
the number of patrons who are blocked from using our services because they have more
than $10 in fines on their card. This revised borrowing policy addresses these and other
issues. As we developed this revised policy we tried to incorporate patron feedback
which staff has received about our borrowing policies and also to think of ways that our
policy could be more aligned with our goals and objectives.
The following areas in the policy have been updated or revised and we have provided
some information about the rationale for these changes below.
Borrowing limits:
•
Change Most Wanted book limit from 2 per Skokie card to no limit per Skokie card
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o
This collection is large enough to support this change and patrons have
requested the ability to take more than 2 Most Wanted books at a time.
•
Increase Hot Pick DVD limit from 2 per Skokie card to 4 per Skokie card
o
•
The collection is now large enough to support this change.
Increase Reserve limit from 25 per Skokie card to 40 per Skokie card
o
Patrons appreciate the ability to place holds on both items that are on shelf
and on order. In the past we have kept the reserve limit lower due to concerns
about space and staff time. We have examined our procedures and available
data andfeel confident that we can handle an increase in the reserve limit.
This could also have a positive impact on circulation.
•
Cap overall checkout at 200 items per Skokie card
o
We have not had an overall checkout limit in the past but feel it would be
responsible to have a cap. Currently only a handful of power users have a
large number of items checked out. We don't want to limit their use but we do
want to have an overall cap to limit our liability.
•
Increase DVD limit from 10 per card to 30 per card
o
We have a very large DVD collection and circulation has been edging
downward in this area. Patrons, especially those interested in checking out
youth and family films, have asked to be able to take more than 10 at a time.
The collection can support this increase.
•
Increase borrowing limit for reciprocal cardholders from 10 per card to 30 per card
o
Reciprocal borrowing has been declining and currently accounts for only 8%
of total library circulation. In most cases other area libraries have no limit on
reciprocal borrowing. Those that do have limits set the number at 30.
Overdue Fines:
•
Reduce daily overdue fine for most items to $.10 per day.
o
We currently have four different fine levels ($.10, $.15, $.25, and $1). This can
be confusing for both patrons and staff. Rather than increase any category,
the new policy sets the overdue fine for most items at $.10 per day while
leaving the fine for late STEAM kits and tech items at $1.
Library Cards:
•
No minimum age to register for a Youth library card
o
The library promotes and encourages early literacy. Engaging the youngest
members of our community by allowing them to obtain a library card will
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support these efforts, while hopefully igniting in our youngest users a lifelong
love of reading and the library.
•
Reduce minimum age to register for an adult library card from 16 to 14 and eliminate
the teen card option
o
Currently, when youth enter high school they can no longer use the computers
in the youth area. But they need an adult card to use the computers on the
second floor. So changing this policy ensures consistency with our other
procedures and services. The teen card option would be unnecessary if the
age is changed to 14. Despite our efforts over the past few years only a
handful of teens have taken advantage of the teen card option.
•
Sunset the SALS (Skokie Accessible Library Services) card
o
Patrons who need access to specialized collections and services will be able
to speak to Community Engagement staff and exceptions to our borrowing
policy may be made on a case by case basis.
•
Cards will no longer expire
o
Address verification will be run every 6 months to identify those who have
changed addresses. This address verification will negate the need for
expiration dates on cards.
Mrs. McGrath recommends that the Board approve the revised Borrowing Policy and that
the policy be reviewed by the Board on an annual basis going forward.
Mrs. Coulombe discussed each of the above points.
Mr. Griffin mentioned that Foods for Fines, School Supplies for Fines was not
mentioned. The Board suggested a statement be put in the borrowing policy "If you can't
pay your fines, please contact us" noting that the wording would have to be carefully
selected.
In regards to Reciprocal Borrowing, Mrs. Hunter questioned what Evanston Public
Library allows. Mrs. McGrath will check on this.
A motion was made by Mr. Griffin, seconded by Mrs. Greer:
MOTION:
THAT THE SKOKIE PUBLIC LIBRARY BOARD OF TRUSTEES
APPROVE THE BORROWING POLICY AS PRESENTED AND THAT
THE BORROWING POLICY BE REVIEWED YEARLY. THE POLICY
WOULD BE EFFECTIVE FEBRUARY 1, 2018 (COPY ATTACHED).
The motion passed unanimously. The vote was 6 ayes and 0 nays.
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Mrs. Coulombe left the meeting at 7: 12 p.m.
ADOPTION OF REVISED PERSONNEL CODE
Although the Board approved a revised Personnel Code just recently in October 2017,
recent state legislation regarding local governments' sexual harassment policies requires
us to make some slight modifications to our current Nondiscrimination, Anti-Harassment,
and Non-Retaliation Policy (Section 2.3).
A resolution was provided by Amanda Collman, our human resources attorney at
Robbins Schwartz, to amend our existing policy to conform to Public Act 100-554. The
re-worded policy itself, with the changes marked in blue and underlined was distributed.
Mr. Kong recommends Board approval of the resolution to amend Skokie Public
Library's Nondiscrimination, Anti-Harassment, and Non-Retaliation Policy to
incorporate such additional provisions as may be needed to establish and conform the
policy to the requirements of Public Act 100-554.
A motion was made by Mr. Griffin, seconded by Dr. Maks:
MOTION:
THAT THE SKOKIE PUBLIC LIBRARY BOARD OF TRUSTEES
APPROVE THE RESOLUTION TO AMEND SKOKIE PUBLIC
LIBRARY'S NONDISCRIMINATION, ANTI-HARASSMENT, AND
NON-RETALIATION POLICY TO INCORPORATE SUCH
ADDITIONAL PROVISIONS AS MAY BE NEEDED TO ESTABLISH
AND CONFORM THE POLICY TO THE REQUIREMENTS OF
PUBLIC ACT 100-554 AS PRESENTED (COPY ATTACHED).
The motion passed unanimously. The vote was 6 ayes and 0 nays.
APPROVAL OF AIR HANDLER EQUIPMENT UPGRADE
Components on the library's two air handlers (S-1 and S-2) located in the second floor
mechanical room require replacement due to normal wear and aging. According to our
capital asset plan completed earlier in 2017, the condensation drain pans of S-1 and S-2
are leaking and require replacement. In addition, the variable frequency drives (VFDs) of
S-1 and S-2 are obsolete and should be replaced, and the associated supply fans of S-1
and S-2 have exceeded expected useful life and should be replaced. The air handlers on
the second floor regulate and circulate air to the entire floor, so this repair is required in
order to keep our system running smoothly. The estimated remaining useful life of the
other air handlers in the building located in the basement and on the third floor is 34
years.
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We posted an RFP (request for proposals) for this upgrade and received three proposals.
Murphy & Miller Mechanical of Chicago, Illinois, submitted the lowest bid for all the
work specified in the RFP at a total price of $86,967. Atomatic Mechanical of Arlington
Heights, Illinois, submitted a bid at $93,280. First Point Mechanical of Rolling Meadows
submitted a bid at $128,843.
Maintenance and Security Manager Tim Murphy reviewed each of the bids and
recommends approval of the bid from Murphy & Miller Mechanical. They are the lowest
qualified bidder and provided all of the necessary paperwork for the RFP. According to
Tim Murphy, Murphy & Miller Mechanical is a well-respected HV AC contractor in the
Chicago area and would easily be able to handle a project such as this one.
The project would be scheduled immediately upon Board approval so it would be
completed before the warmer seasons.
Mr. Kong recommends Board approval of the bid from Murphy & Miller Mechanical to
complete the second floor air handler equipment upgrade at a total cost of $86,967.
Discussion followed. The Board would like Mr. Kong to ask architect Andrew Berman to
review the proposal for the air handler upgrades to see if there would be a potential
impact on the upcoming master plan.
A motion was made by Mr. Griffin, seconded by Dr. Maks.
MOTION:
THAT THE SKOKIE PUBLIC LIBRARY BOARD OF TRUSTEES
APPROVE THE BID FROM MURPHY & MILLER MECHANICAL TO
COMPLETE THE SECOND FLOOR AIR HANDLER EQUIPMENT
UPGRADE AT A TOTAL COST OF $86,967.00 BUT ONLY IF
ARCHITECT ANDREW BERMAN SEES NO POTENTIAL IMPACT
ON THE UPCOMING MASTER PLAN.
The roll call vote for approval was unanimous. There were 6 ayes and 0 nays.
OUARTERLY INVESTMENT UPDATE
The investment policy states that the director shall prepare a quarterly report on
investments and their returns.
The library's Reserve Fund for Sites and Buildings includes the following accounts, with
their respective balances at the end of the 4th Quarter 2017.
o
MB Financial Reserve Fund ($1,013,275)
o
IL Funds Reserve Account ($3,778,372)
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o
IMET Reserve Fund ($545)
o
North Shore Community Bank Max Safe 4 CDs ($1,023, 724)
o
First Bank & Trust CDs ($2,284,819)
The total balance of the Reserve Fund as of December 31, 2017 is $8,100,735. This is a
3.3% increase from the balance at the end of calendar year 2016. Interest earned in
calendar year 2017 totaled $59,330.77 and the end-of-year transfer from the operating
fund into the reserve fund in June 2017 was $200,000.
A spreadsheet providing more detail about the accounts that make up the Reserve Fund
and their returns was distributed.
The Board noted the Quarterly Investment Update. No action was taken.
PROJECTED FY 2018-2019 BUDGET
The Village Board approved a levy for 2017 of $12,205,561, exclusive of the debt
repayment that does not need to be re-levied each year. The amount of the debt levy is
$1,269,425 for a total levy of $13,474,986 as approved by the library Board in September
2017.
A preliminary draft budget for FY 2018-2019, including estimates for anticipated
revenues and expenditures was distributed. Please note that the order of the budget lines
has changed to group related accounts together, and some of the accounts have been
renamed to provide more clarity.
This is the first look at the projected budget, and Mr. Kong welcomes any comments or
questions. He will provide revised budget projections in February and March, and the
Board will be asked to vote to approve the budget in April.
At this point, Mr. Kong highlighted the following:
•
Mr. Kong has included $300,000 in projected revenues from corporate personal
property replacement taxes even though we received $383,947 in FY 2017. For FY
2018, the Illinois Department of Revenue estimates a decline of 23.84% from the FY
2017 replacement tax allocations. He is also being very conservative with the grants
revenues because we have not yet received the Per Capita Grant from the State for FY
2017.
•
The largest portion of our expenses is for the salary line currently projected at
$6,929, 100. Mr. Kong factored in a tentative increase of 3.6% to allow for both a cost
of labor increase and a merit increase upon Board approval. The Board typically
considers increases in March, so more information will be provided in the next couple
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of months, and the final salary projection may change by the time the Board votes on
the budget in April.
•
The IMRF employer's rate for 2018 is 11.19%, and Mr. Kong is factoring in a FICA
rate of 7 .65% of the wages.
•
Mr. Kong plans to increase the Programming budget significantly due to the
increased emphasis and demand on learning experiences provided at the library for
patrons of all ages. Some of the increase comes from a portion of the Media
Lab/MakerSpace budget that will be eliminated and folded into the Programming and
Technology lines, respectively.
•
The overall collection budget is expected to remain relatively flat, though Mr. Kong
expects to decrease the budget for physical content, learning platforms, and research
databases. The budget for leased content (i.e., eBooks and other digital content) will
be increased due to anticipated heavy use of Hoopla and the addition of Kanopy. The
budget for materials processing will also need to be increased due to anticipated
processing needs that may stem from renovated collection areas and shelving
arrangements.
•
The budget for Business Processing Fees (currently listed as Data Processing) will see
a significant increase because Mr. Kong would like to add previously unbudgeted
expenses for bank fees and credit card processing fees. This line will continue to
include payroll processing fees as well.
•
A line for the parking lease with St. Paul Church has been added to the budget.
•
Our general insurance costs will go down due to the decision to sign on with LIRA.
•
Lastly, the Capital line is expected to decrease. If other capital projects for the
immediate future become known as the master planning process progresses, Mr.
Kong plans to indicate the need for use of some of our Reserve Fund in the final
projected budget to be provided to the Board in April. Even without pulling from the
Reserve Fund, he anticipated having approximately $571,544 in our Capital line,
which exceeds the Board's goal of $550,000 each year based on our capital asset
plan.
Other adjustments were made to some of the other budget lines. These estimates may be
adjusted over the next couple of months as Mr. Kong continues to discuss the budget with
the Board and staff.
Approval of the budget is not required until April 2018, though Mr. Kong welcomes
questions and comments from the Board at this time.
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Discussion followed. Mr. Prosperi asked that during the discussion of increases in
salaries he would like to see what Federal, State, and other libraries are giving their
employees.
APPROVAL OF AND AUTHORIZATION FOR COUNSEL TO SIGN EXTENSION
TO TOLLING AGREEMENT WITH IMET
Last January, the Board approved an extension of the IMET (Illinois Metropolitan
Investment Fund) tolling agreement. This extension expires on January 31, 2018, IMET's
attorney has contacted our legal counsel Heidi Katz to offer another extension to the
tolling agreement. The proposal is to extend the tolling agreement for one year,
terminating on January 31, 2019.
Heidi Katz recommends that the Board approve this one-year extension of the tolling
agreement and authorize Robbins Schwartz to execute and return the tolling agreement
extension to IMET's attorney.
Both the original tolling agreement and the proposed text for the one-year extension were
distributed. Sofia Anastopoulos from IMET informed Mr. Kong that a settlement has
been reached with Pennant entities and there will be some kind of distribution of funds.
Mr. Kong will inform the Board when he obtains more information.
Board approval of the extension of the IMET tolling agreement and authorization for
Heidi Katz to execute and return the agreement to IMET's attorneys on the Board's
behalf is requested.
Mr. Prosperi gave an explanation of a tolling agreement.
A motion was made by Mrs. Hunter, seconded by Mrs. Greer:
MOTION:
THAT THE SKOKIE PUBLIC LIBRARY BOARD OF TRUSTEES
APPROVE THE EXTENSION OF THE IMET TOLLING
AGREEMENT AND AUTHORIZE HEIDI KATZ (LIBRARY LEGAL
COUNSEL) TO EXECUTE AND RETURN THE AGREEMENT T.O
IMET'S ATTORNEYS ON THE BOARD'S BEHALF.
The motion passed unanimously. The vote was 6 ayes and 0 nays.
APPROVAL OF DESIGNATION OF FOIA OFFICER
In January 2010, the Board adopted a policy in keeping with the Illinois Freedom of
Information Act as required by Illinois law. The FOIA law prescribes explicit steps for
responding to requests for public records and sets a deadline for response to requests at
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five business days with a potential five-day extension. These more stringent
requirements, together with stiffer penalties for compliance failure, make it advisable to
have a back-up FOIA Officer.
The Board designated Susan Dickens to serve as the library's primary Freedom of
Information Officer. Due to staffing changes, we do not currently have a backup FOIA
Officer.
Mr. Kong recommends that the Board approve Audrey Williams, the new Administrative
Assistant, as the library's back-up FOIA Officer.
A motion was made by Mrs. Hunter, seconded by Mrs. Greer:
MOTION:
THAT THE SKOKIE PUBLIC LIBRARY BOARD OF TRUSTEES
APPOINT AUDREY WILLIAMS AS THE LIBRARY'S BACK-UP
FOIA OFFICER.
The motion passed unanimously. There were 6 ayes and 0 nays.
REACHING ACROSS ILLINOIS LIBRARY SYSTEM (RAILS)
The RAILS Board of Directors did not meet in December 2017.
COMMENTS FROM TRUSTEES
Mrs. Barbir commented on the letter from Noreen Winningham who wrote in regard to
African American History Month being just one month-it should be ongoing. Mrs.
Barbir understands her concern especially with the library's commitment to social equity
and that we should provide programs throughout the year. Mr. Prosperi suggested setting
aside a fund to bring in speakers or a keynote for Martin Luther King, Jr Day so many
major universities are close by that have history professors. Mrs. Barbir also suggested
Family Action Network.
ADJOURNMENT
At 7:50 p.m. a motion was made by Mrs. Hunter, seconded by Mrs. Greer to adjourn the
regular meeting. The motion passed unanimous! y.
Karen Parrilli, Secretary
�SKOKIE
PUBLIC
LIBRARY
5215 Oakton Street I Skokie, IL 60077 I 847-673-7774 I www.skokielibrary.info
BORROWING POLICY
I. LIBRARY CARDS
Cards for Skokie Residents
Skokie Public Library ca rds are free of charge to all Skok ie residents living in the 60076,
60077, and 60203 ZIP codes. Proof of residency is required at the t ime of application.
A pa rent/guardian must sign the application for child ren 13 and under and provide proof
of residency on the ch ild's beha lf. Cards are valid as long as the ca rdholder remains a
Skokie resident.
Students residing in the dormitory at Fasman Yeshiva High School or Hebrew Theo logical
College are el igible for a Skokie Public Library card at no charge. A signed letter from the
school dean or registrar stating the student ha s full-time status and resides in the dormitory will
provide proof of residency. The card will be valid for one year from September through August.
Recip roca l Borrowing for Non-Skokie Residents
Cardho lders residin g with in the Reaching Across Illino is Lib rary System (RAILS) w it h a valid
library card from their home library can reg ister for privileges at Skokie Public Library.
Presentation of home library card and proof of home address is required.
Computer Use, Study Room Reservation , Event Registration Cards
Non-Skokie re sidents high school age or above are eli gib le for a limited use card for the
p urp oses of computer use, study room reservation, and event registration . This card is not va lid
for checkouts. Proof of home address is required.
Taxpayer Non-Resident Cards
Those who own p roperty in Skoki e, but do not reside in Skokie, are elig ible for a Skoki e Public
Library ca rd . The most recent property tax bi ll showing th e owner's name and property address
is requ ired at the time of application. Proof of home add ress is also required. Cards issued are
va lid for one year. The library card is good only at Skokie Publ ic Library and may not be used as
a reciproca l card at other libraries.
Business Cards
Businesses located in Skokie or who are members of the Skokie Chamber of Commerce are
el igible for a Business Library card. Proof of address such as a current utility b ill or p roperty tax
b il l is required at the time of application. Cards are valid for one year.
�I. LIBRARY CARDS (continued)
Fee Cards
Non-Skokie residents, including Chicago residents, may purchase a Skokie Public Library card
for the cost of taxpayer support. This card entitles the cardholder to all Skokie Pub lic Library
privileges. Immediate fami ly members resid ing in the same household may be added to the
card as authorized users. Proof of home address is required. Current rates are $175 for
6 months or $350 for 12 months payab le at the time of purchase. No refunds wi ll be issued
for non-use.
Linked Ca rds
Cardholders may have their cards linked to other fam ily members for purposes of picking up
reseNed items, paying fines, renewing items, or verifying items checked out.
II. ADDITIONAL POLICIES
Damaged Items
Cardholders are responsible for damage to items they borrow including cases, containers, or
additiona l contents. Damaged items are billed to the patron account at the replacement cost.
The damaged item will be offered to the patron to keep. Replacement copies are not accepted
in lieu of payment.
Lost Items
Items not returned afte r being overdue for six weeks will be considered lost. Cardholders are
responsible for lost items includ ing cases, containers, or additional contents. Lost items are
billed to the patron account at the replacement cost. The lost item may be returned to the
library in good condition within three months of payment for a refund minus any overdue fees.
Replacement copies are not accepted in lieu of payment.
Missing Items
An item containing multiple parts cannot be checked in unti l all parts are accounted for. If a
part is lost, the entire item wi ll be considered lost and t he replacement cost will be assessed.
Materials Recovery
After 60 days, accounts with over $30 in lost materials will be referred to Uniqu e Management
SeNices. A $10 non-refu ndable seNice fee wi ll be added to the account.
Fine Thresho ld
Cardholders may continue to check out items as long as there are no lost items on the account
and the overdue fine balance is below $30. However, if the account has already been referred
to Unique Management, the entire balance must be paid before checking out more items.
Maximum Checkouts
Skokie cardholders may check out up to 200 items on their ca rd .
�Ill. BORROWING TABLES
Loan Periods and Fines
Loan Period
Daily Fine
Max Fine
New print material
2 weeks
$.10
$5
Other print material, audiobooks, CDs, eReaders,
puppet, and Little Learner Sets
3 weeks
$.10
$5
DVDs, video games, magazines, comic books
1 week
$.10
$5
STEAM Kits, technology equipment
1 week
$1
$5
Material Type
Renewals
• Most items are renewable at least once if no one else is on the wa iting list.
• Hot Pick DVDs and Most Wanted books are not renewable.
Item limits per card*:
Periodicals
4 per title
Hot Pick DVDs*
4
Technology Equipment (Chromebooks - limit 1)*
4
Video Games
10
DVDs
30
Reserve Items*
40
Reciproca l Borrowe rs
30
* Hot Pick DVDs, Most Wanted books, and technology equipment are only
available to Skokie cardholders. Only Skokie cardholders may reserve items.
Adopted by the Skokie Public Library Board of Trustees, January 10, 2018
Effective February 1, 2018
�SKOKIE
PUBLIC
LIBRARY
5215 Oakton Street I Skokie, IL 600771847-673-7774 I www.skokielibrary.info
PERSONNEL CODE
TABLE OF CONTENTS
1.
INTRODUCTION .. ................................ ... ....... .. ... ..... ................. .............. 4
1.1. At Will Employment
1.2. Ethics Statement
1.3. Expectation of conduct
2.
EMPLOYMENT POLI CIES .................................................. ....................... 6
2.1. Equal Employment Opportunity Statement
2.2. Reasonable Accommodations
2.3. Nondiscrimination, Anti-Harassment, and Non-Retaliation Policy
2.3.1.
2.3.2.
2.3.3.
2.3.4.
2.3.5.
2.3.6.
2.3.7.
2.3.8.
2.3.9.
Discrimination
Harassment
Retaliation Prohibited
Reporting
Investigating
Corrective Measures
Appeals
Responsibility of Supervisors and Managers
Bad Faith Complaints
2.4. Safety in the Workplace
2.4.1 .
2.4.2.
2.4.3.
2.4.4.
Weapons Policy
Violence in the Workplace
Fleet Safety Policy
Identity Protection Policy
2.5. Drug and Alcohol-Free Workplace Policy
2.5.1.
2.5.2.
Drug and Alcohol Testing
Drug and Alcohol Testing of COL Employees
�3.
EMPLOYMENT AND COM PENSATI ON ..... ...... .................. ......... ............... 17
3.1. Classification of Employment
3.2. Recruitment, Selection, and Appointment
3.2.1. Recruitment
3.2.2. Job Openings
3.2.3. Selection and Appointment
3.2.4. Employment Eligibility
3.2.5. Employment of Relatives
3.2.6. Criminal History Records Check
3.3. Wage and Salary Guidelines
3.3.1 . Merit Increase
3.3.2. Cost-of-Labor Increase
3.4. Pay Procedures
3.4.1 .
3.4.2.
3.4.3.
Time Sheets
Paychecks
Deductions
3.5. Work Hours and Scheduling
3.5.1.
3.5.2.
3.5.3.
3.5.4.
3.6.
3.7.
3.8.
3.9.
3.10.
Work Hours
Work Scheduling
Overtime
Attendance and punctuality
Position Descriptions
Performance Reviews
Corrective Action
Employee Complaint Procedures
Termination from Employment
3.10.1.
3.10.2.
3.10.3.
3.10.4.
Discharge
Resignation
Retirement
Death
3.11. Personnel Records
4.
EMPLOYEE BENEFITS ................... ........ .......................... ...... .... ............. 27
4.1 . Group Health Insurance Plans
4.1.1. Health Insurance and Termination of Employment
4.2. Employee Assistance Program
4.3. Life Insurance
4.4. Illinois Municipal Retirement Fund (IMRF)
4.5. Vacations
4.6. Holidays
4.7. Personal Days
4.8. Worker's Compensation Insurance
2
�5.
LEAVES OF ABSENCE .... .......... ..................... .. .. ........... ....................... ...... 31
5.1.
5.2.
5.3.
5.4.
5.5.
5.6.
5.7.
5.8.
5.9.
5.10.
5.11.
5.12.
6.
Sick Leave
Disability Leave
Paid Parental Leave
Bereavement Leave
5.4.1 . Illinois Mandated Unpaid Child Bereavement Leave Act
Jury Duty
Family and Medical Leave (FMLA)
Military Leave and Military Reserve Duty Leave
Family Military Leave
Victims Economic Safety and Security Leave
School Visitation Leave
Voting Leave
Employee Blood Donation Leave
WORK ING CONDITIONS .. .......... .. ............ ....... .. ...... .. .............. .. ............. 39
6.1.
6.2.
6.3.
6.4.
6.5.
6.6.
Rest Breaks
Meals
No Smoking Policy
Dress Guidelines
Personal Property
Employee Use of Computing Resources and Communication Systems
6.6.1 .
6.6.2.
6.6.3.
6.6.4.
6.6.5.
6.6.6.
6.6.7.
6.6.8.
6.6.9.
6.7.
6.8.
6.9.
6.10.
7.
Computer and Device Use Policy
Library-Issued Devices
Internet Services Policy
Email Policy
Social Media Policy
Voice Mail Policy
Disclaimer
Security
Personal Communications, Personal Phone Calls, and Faxes
Use of Personal Devices
Solicitation Policy
Political Activity
Tape Recording Policy
T RAINING AND DEVELOPMENT ..... .... ................................................... 51
7.1.
7.2.
7.3.
7.4.
Tuition Reimbursement
Meetings and Training Sessions
Committee Assignments and Conference Attendance
Policy to Regulate Reimbursement of Travel , Meal, and
Lodging Expenses
3
�1.
INTRODUCTION
This Personnel Code is designed to provide employees basic information about the
working conditions, employee benefits, and some of the policies available at Skokie
Public Library (hereafter "the library") . The employee is responsible for reading,
understanding, and complying with all provisions of the Personnel Code.
The Personnel Code cannot anticipate every circumstance or question about policy. The
library reserves the right to change, amend, or discontinue prospectively or retroactively
any of the provisions of this code at any time at the library's discretion and without notice to
the employee.
Some of the subjects described here are covered in detail in official policy documents
(e.g., benefit plans). Employees should refer to these documents for specific information,
since the Personnel Code only summarizes the library's policies, procedures, and
benefits.
All policies herein adopted by the Board of Trustees supersede all prior directives, rules,
procedures, orders, and acts of either the library director or the Board of Trustees that are
inconsistent therewith.
Applicable federal , state or local laws or regulations shall supersede this code, until
corrections can be published, in the following instances:
• If any portion of this code is or comes into conflict with fed eral, state, or local laws or
regulations.
• If any omissions or inclusions cause conflict with federal, state, or local laws
or regulations.
• If typographical or printer error should cause conflict with any federal , state, or local
laws or regulations.
Should there be any questions as to the interpretation of the policies, procedures or
benefits listed in this code, the final explanation and resolution will be at the sole and
absolute discretion of the library, subject to applicable federal, state, and local laws. If you
have any questions about this code , please see the Human Resources Department.
1.1.
At Wi ll Employmen t
All employment and compensation with the library is "at will," which means that either
the employee or the library may terminate the employment relationship at any time, for
any reason or no reason, with or without cause or notice.
This code does not constitute a contract of employment with the library, and does not
change or modify any ag reements between the library and the employee. Nor shall it
or any of its provisions be construed as a term of any employment contract or be
interpreted to give the right to any employee to be retained in the service of the
library. No employee of the library can enter into an employment contract or make any
agreement contrary to this code without written approval from the director or Board of
Trustees.
4
�1.2.
Ethics Statement
The successful operation and reputation of Skokie Public Library are built upon the fair
dealing and ethical conduct of our employees. Our reputation for integrity and
excellence requires careful observance of the spirit and letter of all applicable laws
and regulations, as well as scrupulous regard for the highest standards of conduct and
personal integrity. Employees owe a duty to the Skokie community to act in a way that
will merit the continued trust and confidence of the public. All library employees are
expected to maintain high standards in their employment relationships and interactions
with library patrons and vendors, to demonstrate integrity and honesty, and to be
considerate and cooperative .
Skokie Public Library will comply with all applicable laws and regulations and expects
its trustees and employees to conduct business in accordance with the letter, spirit,
and intent of all relevant laws and to refrain from any illegal, dishonest, and unethical
conduct. Compliance with this policy of business ethics and conduct is the responsibility
of every Skokie Public Library employee whenever they are representing the library,
whether onsite or off. Disregarding or failing to comply with this standard of business
ethics and conduct could lead to disciplinary action, up to and including termination from
employment and/or criminal action.
See Ethics and Gift Ban Policy for specifics on requirements regarding campaign activity
and gift ban.
1.3.
Expectation of Conduct
Any employee who fails to comply with any policy, program, or procedure outlined in
this Personnel Code will face disciplinary action up to and including termination from
employment.
5
�2.
EMPLOYMENT POLICIES
2.1.
Equal Employment Opportunity Statement
Skokie Public Library is an Equal Employment Opportunity employer. We ensure that
equal opportunity is given to qualified individuals in our recruiting, hiring, training and
development, promotion, compensation practices, and all other employment
opportunities. We do not discriminate against anyone based on race , religion, color, sex,
sexual orientation, gender identity, national origin, age, genetic information, citizenship
status provided the individual is authorized to work in the United States, ancestry, marital
status, military status, military discharge status, parental status, pregnancy, childbirth, or
related medical conditions, family status, order of protection status, physical or mental
disability if otherwise able to perform the essential functions of the job with or without a
reasonable accommodation, or any other category protected by law.
Any individual requiring assistance or accommodation in any phase of the employment
process should contact the human resources manager.
2.2.
Reasonable Accommodation s
The library supports state and federal laws that provide reasonable accommodations
and will attempt to provide reasonable accommodations for pregnant individuals and
qualified individuals in the workplace unless such accommodations would present
a hardship for the library. The library may require employees to undergo a medical
examination to determine their ability to perform the essential functions of the job.
Consult with Human Resources regarding a need for accommodation.
If you are pregnant, recovering from childbirth, or have a medical or common condition
related to pregnancy, you have the right to:
• Ask the library for a reasonable accommodation for your pregnancy, such as more
frequent bathroom breaks, assistance with heavy work, a private space for
expressing milk, or time off to recover from your pregnancy.
• Reject an unsolicited accommodation offered by the library for you r pregnancy.
• Continue working during your pregnancy if a reasonable accommodation is available
which would allow you to continue performing your job.
Additionally, the library cannot discriminate agai nst you because of your pregnancy
or retaliate against you because you requested a reasonable accommodation.
Furthermore, it is illegal for the library to fire you , refuse to hire you, or refuse to
provide you with a reasonable accommodation because of your pregnancy. For more
information regarding your rights , download the Illinois Department of Human Rights'
fact sheet at www.illinois.gov/dhr.
6
�2.3.
Nondiscrimination , Anti-Harassment, and Non-Retaliation Policy
Skokie Public Library is committed to a work environment in which all individuals are
treated with respect and dignity. Each individual has the right to work in a professional
atmosphere that is free from discrimination, harassment, and retaliation. The library
will not tolerate sexual or any other type of harassment of or by any of its employees,
customers, vendors, officers, officials, board members, volunteers, or agents.
Discriminatory, harassing, or offensive actions, words, jokes, or comments based on an
individual's race, religion, color, sex, sexual orientation, or any other category protected
by law will not be tolerated.
Conduct prohibited by this policy is unacceptable in the workplace and in any work- related
setting outside the workplace, such as during business trips, professional confe rences ,
business meetings, and work-related social events. Employees who violate this policy will
face consequences up to and including termination.
While it is virtually impossible to define all discriminatory or harassing behaviors, we can
provide you with definitions and guidelines to help you identify and avoid improper
comments and actions.
2.3.1.
Discrimination
In general, discrimination means treating employees differently or based on a
characteristic protected by law. In other words, discrimination occurs when an employee
is treated differently or unequally because he or she is a member of a protected group.
2.3.2.
Harassment
Harassment is unwelcome conduct that is based on or relates to an individual's protected
status, as set forth in applicable law. The library will not tolerate harassing conduct that
(i) has the purpose of creating an intimidating, hostile, or offensive environment; (ii) has
the purpose or effect of unreasonably interfering with an individual's performance; or
(iii) otherwise adversely affects an individual's employment opportunities or tangible job
benefits.
The terms intimidating, hostile, or offensive include, but are not limited to, conduct that has
the effect of humiliation, embarrassment, or discomfort.
Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, or
any other verbal, physical, or visual conduct of a sexual nature when:
• Submission to such conduct is made either explicitly or implicitly a term or condition
of an individual's employment;
• Submission to or rejection of the conduct is used as the basis for an employment
decision affecting the harassed employee; or
• The conduct has the purpose or effect of substantially interfering with an employee's
work performance or creating an intimidating, hostile, or offensive working
environment. For purposes of this definition, the phrase "working environment" is not
limited to a physical location an employee is assigned to perform his or her duties.
Sexual harassment may include a range of subtle and not so subtle behaviors and
may involve individuals of the same or different gender. Even if two or more employees
are engaging in consensual conduct, such conduct could constitute harassment of
or discrimination against another employee who witnesses or overhears the
conduct. Sexual harassment will be evaluated in light of all the circumstances.
7
�2.3.3.
Reta liation P roh ibited
The library prohibits retaliation against any individual who reports discrimination or
harassment based on a reasonable belief, participates in an investigation of a report,
or engages in any other protected activity. As stated in Public Act 100-0554,
individuals reporting sexual harassment may receive the protections of the Illinois
Human Rights Act and whistleblowing protections under the Illinois State Officials and
Employees Ethics Act and the Illinois Whistleblowers Act.
Any employee who retaliates against any individual for reporting harassment or
discrimination, for participating in an investigation of a claim of harassment or
discrimination, or for engaging in any other form of protected activity, in violation of this
policy, will be subject to disciplinary action up to and including termination.
2.3.4.
Reporting
All library employees are responsible to help ensure that discrimination, harassment
and retaliation do not occur. If employees experience, observe , or become aware of a
perceived incident of harassment, discrimination, or retaliation , they should immediately
report it to one or more of the following individuals: department manager, supervisor,
director, deputy director, or human resources manager. Employees may make reports to
these individuals in a confidential manner and may also report claims of sexual harassment
to the Illinois Department of Human Rights by contacting that agency. If a manager or
supervisor receives a complaint directly from an employee or otherwise becomes aware
of such conduct, the complaint or conduct shall be immediately reported to the human
resources manager or the director. In all cases where such a report is made, the human
resources manager must be notified .
Early reporting and intervention have proven to be the most effective method of
resolving actual or perceived incidents of harassment or discrimination. While there
is no fixed reporting period, the library strongly encourages the prompt reporting of
complaints or concerns so that rapid and constructive action can be taken .
In addition to this reporting procedure, the library strongly encourages individuals who
believe they are being subjected to harassing, discriminatory, or retaliatory conduct
to promptly advise the offender that his/her behavior is unwelcome and should be
discontinued.
2.3.5.
Investigating
Upon notification of any reported incidents of discrimination or harassment, the library will
promptly conduct a full and fair investigation of the matter. Employees are to cooperate
with any investigation of an allegation of improper behavior.
2.3.6.
Correct ive Measures
Upon completion of an investigation pursuant to this policy, the library will take appropriate
action to resolve the situation. This may include termination, suspension, warning, transfer,
and/or other action as may be warranted . There will be no retaliation against an employee
who reports harassment or discrimination in good faith.
2.3.7. A ppeals
An employee may appeal to the director if he or she is dissatisfied with the results of the
investigation or the corrective measures taken . All appeals must be in writing.
8
�2.3.8.
Responsibi lity of Supervisors and Managers
Any supervisor or manager who becomes aware of any possible sexual or other
harassment, discrimination, or retaliation of or by an employee shall immediately advise
the human resources manager and/or the director, who will investigate the conduct and
resolve the matter as soon as possible.
2.3.9. Bad Faith Comp lai nts
Given the possibility of serious consequences for an individual accused of harassment,
complaints made in bad faith or otherwise knowingly false and frivolous are considered
severe misconduct and may result in disciplinary action, up to and including termination .
2.4.
Safety in the Workplace
We are committed to providing a safe and hazard-free work environment. To help fulfill this
commitment, we have established policies that address the issue of workplace safety.
To prevent injury to our employees and ensure compliance with applicable workplace
standards, employees must comply with all safety programs or procedures related to
work duties as directed by their manager.
Any employee who fails to comply with any specific safety program or procedures
related to work duties will face disciplinary action up to and including termination from
employment. Employees will be notified when there are specific workplace safety
programs that apply to their work duties. If an employee observes or believes there
is a workplace safety issue that is not being appropriately addressed, the employee
is encouraged to share that concern with their manager and/or the maintenance and
security manager.
2.4.1 Weapons Policy
The library strictly prohibits and absolutely does not tolerate weapons in the library, on
library property, including the library parking lot, in the bookmobile, in any personal motor
vehicle brought to the premises, or at any library sponsored event.
Weapons include visible and concealed weapons, including those for which the owner
has the required permits. The library will confiscate any weapons discovered on its
premises. Employees who violate this policy may be subject to disciplinary action up to
and including termination.
If an employee learns that another employee possesses a weapon on the library's
premises, the employee should report the presence of the weapon , or any concerns or
questions immediately, to any department manager, human resources manager, librarianin-charge, security, deputy director, or director.
9
�2.4.2.
Violence in the Workplace
We are committed to the goal of providing a safe work environment that is free of
violence . We do not tolerate acts or threats of violence , or abusive or threatening
behavior, including verbal, written , or other nonverbal threats, or physical attacks.
Workplace violence includes any act against an individual or group that injures someone
or creates a reasonable fear of injury. This prohibition applies to behavior at librarysponsored events. Employees shall not encourage, initiate, or engage in workplace
violence. This expectation also applies to behaviors with patrons, volunteers, vendors/
suppliers, and contractors. We desire to stop potentially violent, abusive, or threatening
situations before they start or escalate. Employees who violate this policy may be subject
to disciplinary action up to and including termination. Violators also may be subject to civil
or criminal penalties.
Employees should report any instance of violence or suggestion of violence to a
department manager, human resources manager, or director. All complaints will be
investigated. The library will respond promptly to any incident or suggestion of violence.
Employees are to cooperate fully in any investigations or assessments of alleged
workplace violence.
10
�2.4.3
Fleet Safety Policy
Our fleet safety policy emphasizes our commitment to the safety of our owned vehicle
operators, non-owned vehicle operators, and the general public. By maintaining a safe
and efficient fleet of vehicles, accidents-which create suffering to employees, employee
families, the general public, and costs to the library-will be minimized.
It is the responsibility of all employees to operate vehicles in accordance with this policy
and the responsibility of each supervisor to ensure that all employees under their
supervision who drive company vehicles, or their own vehicles for library business,
adhere to the requirements of the program.
Employee Responsibilities:
• Safety belts must be used in all library vehicles and employees' personal
vehicles while used for library business.
• All library employees must have a valid driver's license when operating library
vehicles or personal vehicles on library business.
• Library employees will be required to remove vehicle keys and lock the vehicle
whenever it is left unattended.
• The Illinois Vehicle Code, and all motor vehicle laws, statutes, and or ordinances
must be adhered to at all times. This includes complying with the prohibition on use
of drugs or strong medication that may cause drowsiness, before or while ope rating
a vehicle as such may affect your ability to judge distances, speed, and driving
conditions.
• It further includes complying with the prohibition on consuming intoxicating
substances while operating library vehicles or personal vehicles on library
business.
• All vehicle accidents must be reported immediately to the employee's immediate
supervisor.
• Library employees must notify their supervisors of any suspension or revocation of
their driver's license and suspension and or reduction of their insurance limits.
• Cell phones or other similar portable electronic devices shall not be used while
driving.
• Library employees must obtain permission from their supervisor before operating
a library vehicle or their personal vehicle for library business. The library vehicle is
available for use for library business by staff. W hile it may not always be
available, staff are encouraged to request the vehicle. Veh icle usage request
forms are available on the library intranet or by emailing the administrative
assistant to the director.
Insurance Coverage on Personal Cars Used for Library Business
Employees using personal vehicles on approved library business must provide
certificates of insurance or copies of their insurance policies indicating personal auto
liability limits of at least $300,000; the employee must notify the library of policy
cancellations or reduction of limits.
Maintenance and Repairs
A written maintenance and repair manual will be kept in the administrative office or in
the library vehicle. The manual includes:
Names of authorized maintenance and repair facilities.
Authorization procedures for any service.
Required schedule for maintenance.
11
�2.4.3.
Fleet Safety Po licy (co ntinued)
Driver Selection
A motor vehicle record check (MVR) will be conducted on all staff who use a library
vehicle in connection with their position responsibilities. Subject staff will be asked to sign
a permission form, allowing the library to request information about their driving record
from the Illinois Department of Motor Vehicles. When "an Illinois Driver's license in good
standing" is noted as a requirement on an employee's position description or an
employee is otherwise notified in writing by the library that a valid Illinois driver's license
is required for performance of their job duties, it is the responsibility of the employee to
notify library administration if their driver's license is suspended or revoked.
The library may conduct periodic MVRs to ensure that an employee's license is in good
standing. Continued employment may be subject to receipt of an MVR that meets library
standards. To meet the library's standards, the MVR must show:
No convictions for:
• Driving under the influence of alcohol or drugs, and/or refusal to take a blood
alcohol content test
• Any felony involving the use of a vehicle
• Vehicular homicide
• Fleeing or attempting to elude police; failure to stop and report an accident in which
the driver was involved
• Reckless driving/racing
• A violation, arising in connection with a fatal accident, of state or local law relating to
motor vehicle traffic control
• Driving under a suspended or revoked license
No
•
•
•
•
•
•
more than two moving violations in a three-year period:
Speeding violations
Improper or excessive lane changes
Following the vehicle ahead too closely
At fault accidents
Running a red light or stop sign
Failure to yield
12
�2.4.4.
Identity Protection Policy
The purpose of this policy is to protect Social Security numbers from unauthorized
disclosure, in accordance with provisions of the Identity Protection Act (5 ILCS 179/1 et
seq.).
Requirements:
• All Skokie Public Library employees who have access to Social Security numbers in
the cou rse of performing their duties will be trained to protect the confidentiality of
Social Security numbers. Training will include instructions on the proper handling of
information that contains Social Security numbers from the time of collection until
destruction of the information.
• Only employees who are required to use or handle information or documents that
contain Social Security numbers will have access to such information or
documents.
• Social Security numbers requested from an individual will be placed in a manner that
makes it easy to redact the numbers if the record that contains them is required to be
released as part of a public records request.
• When collecting a Social Security number, or upon request by the individual
involved, the library will provide a statement of the purpose or purposes for wh ich
the Social Security number is being collected and used.
No library employee may do any of the following:
• Publicly post or display an individual's Social Security number in any manner
intended to intentionally communicate or otherwise intentionally make the Social
Security number available to the general public.
• Print an individual's Social Security number on any card that the individual is required
to use in order to access products or services.
• Encode or embed an individual's Social Security number in or on any cards or
documents, including, but not limited to, a bar code, chip, magnetic stripe, RFID
technology, or other technology.
• Require an individual to transmit his or her Social Security number over the internet,
unless the connection is secure or the Social Security number is encrypted.
• Print an individual's Social Security number on any materials that are mailed to the
individual, through the U.S. Postal Service, any private mail service, electronic mail,
or any similar method of delivery, unless state or federal law requires the Social
Security number to be on the document to be mailed. However, Social Security
numbers may be included in applications and forms sent by mail, including, but not
limited to, any material mailed in connection with the administration of the
Unemployment Insurance Act, any material mailed in connection with any tax
administered by the Internal Revenue Service or Illinois Department of Revenue ,
and documents sent as part of an application or enrollment process or to establish,
amend, or terminate an account, contract, or policy or to confirm the accuracy of the
Social Security number. A Social Security number that may permissibly be mailed
under this Section will not be printed, in whole or in part, on a postcard or to a mailer
that does not require an envelope, nor shall the Social Security number be visible on
an envelope unless the envelope has been opened.
13
�2.4.4.
•
Identity Protection Policy (continued)
Collect, use, or disclose a Social Security number from an individual, unless:
Required to do so under state or federal law, rules, or regulations, or unless
collecting , using, or disclosing the Social Security number is otherwise
necessary for the agency to perform its duties and responsibilities
The need and purpose for the Social Security number is documented before
the Social Security number is collected
The Social Security number collected is relevant to the documented need or
purpose
Require an individual to use his or her Social Security number to access
a website.
Use the Social Security number for any purpose other than the purpose for
which it was collected.
The prohibitions listed immediately above do not apply in the following circumstances:
• The Social Security numbers are disclosed to agents, employees, contractors,
subcontractors, another governmental entity, or another governmental entity's
agents, employees, contractors, or subcontractors, and disclosure is necessary
in order for the entity to perform its duties and responsibilities . If disclosing to a
contractor or subcontractor under these circumstances, disclosure is permissible only
if prior to such disclosure, the library receives from the contractor or subcontractor
a copy of the contractor's or subcontractor's policy that sets forth how the
requirements imposed under the Illinois Protection Act will be achieved.
• The Social Security numbers are disclosed pursuant to a court order, warrant, or
subpoena.
• The Social Security numbers are collected, used, or disclosed in order to ensure the
safety of other employees.
• The Social Security numbers are collected, used, or disclosed for internal verification
or administrative purposes.
• The Social Security numbers are disclosed for the collection of delinquent child
support or of any state debt or to a governmental agency to assist with an
investigation or the prevention of fraud.
• The Social Security numbers are collected or used to investigate or prevent fraud,
to conduct background checks, to collect a debt, to obtain a credit report from a
consumer reporting agency under the federal Fair Credit Reporting Act, to undertake
any permissible purpose that is enumerated under the federal Gramm Leach Bliley
Act, or to locate a missing person, a lost relative, or a person who is due a benefit,
such as a pension benefit or an unclaimed property benefit.
Public Inspection or Copying of Documents
All employees must comply with the provisions of any other state law allowing public
inspection or copying of information or documents that contain all or part of an individual's
Social Security number, including requests for records under the Illinois Freedom of
Information Act. Employees must redact Social Security numbers from the records before
allowing public inspection or copying of the information or documents.
Public Availability
A copy of this policy shall be made available to any member of the public
upon request.
Applicability
This policy does not apply to the collection, use, or disclosure of Social
Security numbers as required by state or federal law, rule, or regulation.
14
�2.5.
Drug and Alcohol-Free Workplace Policy
The library is committed to maintaining a drug and alcohol-free workplace. All
employees are prohibited from engaging in any of the following activities while
performing any work for the library:
• Unlawful possession, use, dispensing, distribution, or manufacture of any illegal or
controlled substance
• Being under the influence of alcohol, illegal drugs or controlled substance
• Possessing or consuming alcohol or working when alcohol consumption is detectable
regardless of when and/or where the use occurred
Any employee convicted of an offense under any criminal drug statute for a violation
occurring on library premises or while performing work for the library must notify the
human resources manager, in writing, within five calendar days of the conviction. This
policy does not prohibit employees from the lawful use (in accordance with both federal
and state law) and possession of prescription and over-the-counter medications, when
taken in standard dosages and/or according to prescriptions from the employee's
licensed health care provider, provided that an employee's work performance is not
impaired.
An employee who violates this policy or who refuses to cooperate in required tests may
be subject to disciplinary action, including termination. Alternatively, upon violation
of this policy, the library, at its discretion, may require the employee to satisfactorily
participate in a substance-abuse assistance or rehabilitation program designated by the
library.
The library maintains a drug awareness program to inform employees about the library's
policy of maintaining a drug and alcohol-free workplace, any available drug counseling
rehabilitation and employee assistance programs, and the penalties that may be
imposed on an employee for substance abuse violations.
For purposes of this policy, a controlled substance means a substance that is:
1. Not legally obtainable
2. Being used in a manner different than prescribed
3. Legally obtainable, but has not been legally obtained
4. Referenced in federal or state controlled substance acts
2.5.1 .
Drug and Alcohol T esting
The library will conduct drug and/or alcohol testing under one or another of the
following circumstances:
• Reasonable Suspension Testing: The library may ask an employee to subm it to a
drug or alcohol test at any time a supervisor reasonably suspects that the employee
may be under the influence of drugs or alcohol while they are working.
• Return to Duty and Follow-Up Testing: Employees who have tested positive or
violated this Policy and who were not terminated or are reinstated are subject to
testing prior to being returned to duty. Follow-up testing at times and frequencies
determined by the library may also be required for up to three (3) years.
Th e above types of testing wi ll be conducted in accordance with DOT rules and
regulations, where applicable.
15
�2.5.2.
Drug and Alcohol Testing of COL Employees
The library follows applicable state and federal law related to drug and alcohol testing
of employees whose job duties require a commercial driver's license (the "COL
employees"), including pre-employment, post-accident, random , and reasonable
suspicion testing.
Additional information is available from the human resources manager.
16
�3.
EMPLOYMENT AND COMPENSATION
3.1.
Classification of Employment
•
•
•
•
3.2.
Full-time FLSA exempt employee:
Regularly scheduled to work 37.5 or more hours in the normal workweek.
Eligible for full employee benefits. FLSA exempt level status typically
includes pay grades 8 to 13.
Full-time FLSA nonexempt employee:
Regularly scheduled to work 37.5 or more hours in the normal workweek.
Eligible for full employee benefits. FLSA nonexempt level status includes
pay grades 1 to 7.
Part-time benefit-eligible employee:
Regularly scheduled to work 20 or more hours in the normal workweek.
Eligible for certain employee benefits , such as prorated dental and vision
insurance, IMRF, and vacation and sick leave. May be FLSA exempt or
nonexempt.
Part-time non-benefit-eligible employee:
Regularly scheduled to work less than 20 hours in the normal workweek, or
temporary and seasonal employees. May be FLSA exempt or nonexempt.
Recruitment , Selectio n , and Appointment
3.2.1.
Recruitment
The library recruits consistent with its Equal Employment Opportunity Statement.
3.2.2.
Job Openings
It is the policy of the library to fill job openings and advance qualified individuals from
within , whenever possible. However, the library reserves the right to consider and select
candidates from outside the library when filling job openings.
Available positions (other than materials pages) will be posted internally for at least five
workdays on the staff room bulletin board and may also be advertised externally at the
discretion of the director. Job posting notices will contain the job title, grade level, pay
range, department where the opening exists, a brief description of the job, and
requirements to qualify for the job.
Employees may be considered for any available job openings for which they meet the
minimum qualifications and experience. Any employee interested in a posted position
must follow the designated application process.
The manager/supervisor of th e posted position will interview the most qualified
candidates. All candidates selected for interviews will be interviewed by at least two
employees.
3.2.3.
Se lecti on and Appointment
The top candidate for the job will be selected taking into consideration the job
requirements, the competencies and qualifications of the candidate(s} ,
interview(s), and work experience.
If an internal candidate is selected for a job opening, the employee will
17
receive a formal job offer. Library employees not selected for the position will
be notified. All appointments must be approved by the director.
�3.2.4.
Employment Elig ibility
The Immigration Reform and Control Act makes employe rs responsible for ensu ring that
unauthorized individuals are not employed. Because of the law, all new and rehired
employees must have their employment status verified. An Employment Eligibility
Verification Form 1-9 must be completed and appropriate documents provided before a
new employee can be placed on the payroll.
3.2.5.
Employment of Relat ives
Immediate relatives will not be assigned to a position in which a current related
employee would directly or indirectly report to him/ her, nor be placed in a position in
which he or she would directly or indirectly report to the current related employee.
However, immediate relatives may be considered for employment in other capacities
within the library.
Immediate relatives are defined as child , parent, parent-in-law, sibling , sibling-in-law,
grandparent, child-in-law, grandchild, spouse, domestic partner, or other persons living
together.
The library reserves the right to realign positions and to rearrange, transfer, or terminate
related employees who are either currently in a reporting relationship or subsequently
become so (due to marriage, for example) where it deems such action necessary.
3.2.6.
Criminal H istory Records Check
Applicants for all library positions except individuals younger than 18 years must agree
to allow to execute a criminal history records check as a condition of employment.
In addition, any individual who was younger than 18 years when employed, who is
transferred or promoted to any other library position after turning 18 must sign a criminal
history records check authorization form as a condition of employment for the new position.
Any offer of employment or continued employment is contingent upon the library's receipt
and review of the criminal background records results. An offer of employment may be
withdrawn and employment may be terminated, if the background check discloses any
conviction , the nature of which, in the sole judgment of the library, is related to
qualifications for and responsibilities of the position. An answer of "yes" to an employment
application question regarding criminal convictions will not automatically disqualify the
applicant from consideration, but will be considered in relation to specific job
requirements and responsibilities.
Falsification of application materials is grounds for termination of employment or
nonselection of an applicant.
Individuals who have begun their employment with the library and are convicted of a
criminal violation must notify the human resources manager within five days of the
conviction. Failure to report a conviction is grounds for discipline up to and including
termination of employment.
18
�3.3.
Wage and Salary Guidelines
The library has established wage and salary guidelines to be used in determining
competitive and equitable salaries for all of its employees. The program is based on a
sound competitive salary structure and has the flexibility needed to keep pace with
variable market conditions such as supply and demand, external economic factors, and
the value of getting a job done. Salary ranges are reviewed each fiscal year by the Board
of Library Trustees.
The objectives of the library's salary program are to:
• Attract and retain competent personnel
• Establish salaries paid commensurate with the duties and responsibilities of
each position, and provide for recognition of differences in individual ability and
performance
• Maintain a program of performance appraisal that identifies opportunities for
employee development and places compensation on an objective basis
• Ensure the development and improvement of promotional opportunities and
equitable salary administration for all employees
Merit Increase
A merit increase is dependent upon the availability of funds as determined by the Board
of Library Trustees, and the supervisor's recommendation based on the employee's
satisfactory performance during the review period. No merit increase will raise an
employee's compensation beyond the top of the pay scale for that employee's pay grade.
3.3.1.
3.3.2.
Cost-of-Labor Increase
Each fiscal year, the Board of Library Trustees may adopt a cost-of-labor increase. The
cost-of-labor increase may be received by all employees, provided that the adjustment
will not put the employee's compensation beyond the top of the pay scale for that
employee's pay grade.
19
�3.4.
Pay Procedures
3.4.1.
Time Sheets
Time sheets provide a record of hours worked, including, but not limited to, sick leave,
holidays, personal days, and vacation time. They should be completed daily by the
employee, either by using the Paylocity kiosks, mobile app, or logging into the online
system, and approved by the supervisor at the end of the pay period. Employees must
complete these sheets accurately.
3.4.2.
Paychecks
Paychecks are issued every two weeks. A new salaried employee beginning work other
than on the first day of a pay period, or a salaried employee leaving other than at the end
of a pay period, will receive pay only for the actual number of hours worked during that
period.
3.4.2. Deductions
Automatic payroll deductions are made for employees for federal and state income tax
purposes, health insurance, Social Security taxes, and other items required by applicable
law or ordered by an appropriate court. Voluntary deductions may be made for elective
programs such as health insurance, life insurance, or dental insurance. Except as required
by law or court order, deductions will not be made without written authorization from
the employee. Deductions required by law include Social Security, Medicare, federal and
state income taxes, and Illinois Municipal Retirement Fund. Other involuntary deductions
may be made as required by law or court order, such as child support payments or wage
garnishments.
3.5.
Work Hours and Scheduling
3.5.1.
Work Hours
A regular full-time workweek is generally defined as 37.5 hours of work each week,
exclusive of nonpaid meal periods. The regular workweek begins at 12:01 a.m. Monday
and ends 12:00 midnight the following Sunday.
A regular full-time workday is 7.5 consecutive hours of work, exclusive of nonpaid meal
periods. Split shifts are not scheduled unless an emergency requires it, or a supervisor
approves it.
Non-exempt employees whose total work hours for a week exceed 20 hours shall be
given at least 24 consecutive hours of rest every week .
20
�3.5.2.
Work Schedu ling
Work schedules are arranged by the supervisor to meet department workload
requirements and to provide for the smooth functioning of the library.
Work schedules will be prepared and posted as far in advance as is practicable. An
employee will be provided as much advance notice as possible of any work schedu le
adjustments. Employees should provide as much notice for schedule changes as
possible.
Work schedules may be changed to meet the demands and business hours of the library.
The library reserves the right to assign overtime work to any employee available when
the operational needs of the library require it.
3.5.3.
Overt ime
Currently, positions classified as pay grade 8 (except those that do not make the
minimum weekly salary under FLSA regulations or meet the FLSA duties test) and above
are considered exempt from overtime pay. All positions in pay grades 1 through 7 are
classified as nonexempt.
Exempt employees are not entitled to overtime pay and are excluded from specific
provisions of federal and state wage and hour laws.
Full-time, nonexempt employees are generally scheduled to work 37.5 hours each week.
At various times and for various reasons, an employee may be asked to work additional
hours beyond those normally scheduled. The first 2.5 additional hours beyond an
employee's regularly scheduled 37.5 hours are compensated at the employee's regular
hourly rate and are not considered overtime. Work performed in excess of 40 hours by a
nonexempt employee in a workweek is considered overtime. Overtime is paid at 1-1/2
times the employee's hourly rate for hours worked in excess of 40 hours in a regular
workweek. For purposes of overtime calculation, "hours worked" shall not include holiday,
vacation, or sick time, or any other form of leave or non-working time, whether paid or
unpaid. Exempt employees are not eligible for overtime pay.
For all non-exempt employees, prior approval of the employee's supervisor or director is
required before any non-exempt employee works overtime. Employees working
overtime without approval may be subject to disciplinary action.
21
�3.5.4.
Attendance and Punct uality
Attendance is an essential function of every job in the library. Each employee has a
significant job that is essential to the library's successful operation. It is the responsibility
of every employee to notify his or her supervisor of any absence, whether for an
unexpected occurrence or due to illness. Failure to notify the supervisor in a timely
manner is considered an unexcused absence and will be grounds for disciplinary action.
If it is not feasible to make arrangements in advance for an absence, you are then
required to contact your supervisor through the "sick line" on the first day of the absence
at least 30 minutes before your normal starting time. Be prepared to explain the reason for
the absence and give an expected date of return to work. The library may require that
additional documentation substantiating the reason for the absence be furnished. You
must contact the library on a daily basis during all absences, except those arranged in
advance with the library.
In instances of absence due to your health, the library reserves the right to require you to
obtain a doctor's report explaining the condition and the doctor's restriction that you not
work . Ordinarily any absence due to illness over three consecutive days requires a report
from the attending doctor. Where deemed appropriate, the library may delay its decision as
to your physical fitness to return to work until a doctor's report is submitted.
In addition, an employee's failure to report to work on three (3) consecutive working
days without proper notification to the library will be considered abandonment by the
employee of his or her position and a voluntary resignation.
Each employee is expected to be at the assigned desk, office, or service point at the
beginning of every time scheduled and to remain until the end of the scheduled
workday/work period. Punctuality is also to be observed when leaving and returning
from all rest breaks.
3.6.
Position Descriptions
A position description outlines the range and variety of work performed. It establishes
those features that separate the position from other positions as to type and level of work.
Position descriptions are reviewed regularly. They are the foundation of the library's salary
program and are used in the formation of grade levels and salary ranges.
22
�3.7.
Performance Reviews
The purpose of the employee performance evaluation at the library is to serve as an
assessment of the employee's performance; to review and update the current position
description; to set goals for the year including areas for future development; to provide
better communication between supervisors and employees; to serve as a guide for
personnel actions; and as a factor to determine whether the employee is eligible for a pay
increase.
Performance reviews are completed by the department supervisor at the end of the sixth
month and at the end of one year of employment. Thereafter, performance reviews are
completed annually. Pay increases may only occur in response to annual reviews, not in
response to the sixth-month review.
All performance reviews are discussed with the employee in confidence and reviewed by
the department manager, human resources manager, deputy director, and director.
An employee may request a conference with the human resources manager if issues
arise that are not satisfactorily resolved at the performance review meeting. If the
employee feels that the issues still have not been resolved satisfactorily after that
meeting, he or she may request a conference with the director. Space is allotted on the
performance review form for the employee to comment, and the employee may also
prepare a written statement for placement in his or her personnel file that the employee
disagrees with something in the performance review. The statement will be reviewed by
the supervisor, department manager, human resources manager, and director.
All performance review forms must be signed by the employee and will be maintained in
the employee's personnel file. Signing is acknowledgement that the employee has read
the review form and does not indicate agreement with its contents.
3.8.
Corrective Action
Supervisors/department managers may, but are not required to, advise employees of
any performance-related deficiencies or conduct issues th rough an informal discussion,
specifying what corrective action is desired and within what time frame (the "corrective
action" period). If sufficient improvement does not occur within that time frame, the
supervisor/department manager may, at his or her discretion, place the individual
on an improvement plan or issue a written final warning noting the consequences of
future infractions or failure to improve. Future infractions or failure to improve may resu lt
in discipline, including termination. At the library's discretion, employees may be
discharged without being given an opportunity to correct any performance deficiencies
or conduct issues, or at any time during the corrective action period.
23
�3.9.
Employee Complaint Procedures
The library makes a consistent effort to see that all employees are treated with
consideration and fairness. All employees and supervisors are encouraged to develop
strong open channels of communication for solving problems. If an employee has a
complaint, problem, or situation that needs to be addressed, the following procedure
should be used:
• The employee should discuss the matter with his or her immediate supervisor, as
soon as possible. Usually this will settle most problems as the supervisor wants
to help and has the authority to settle things promptly. If the complaint is with an
immediate supervisor, the employee should discuss the issue with the department
manager or human resources manager. The employee should give the supervisor or
manager an opportunity to investigate and follow-up with the employee.
• If there is failure to reach a satisfactory resolution, the employee or the supervisor
should then discuss the issue with the department manager.
• If the problem still remains unresolved, the situation can then be presented in writing
to the human resources manager, who shall take appropriate action. The human
resources manager shall be provided an opportunity to investigate and respond .
• The situation can then be presented in writing to the director, if the problem cannot
be resolved by the human resources manager.
All decisions made by the director are final unless related to issues of harassment and/ or
discrimination. For those, please refer to the Nondiscrimination, Anti-Harassment, and
Non-Retaliation Policies.
3.10. Term ination from Employment
Either the library or the employee may terminate the employment relationship at any
time, at the will and option of either party. No promises or guarantees of continuous
employment or employment for a specific period of time can be made without the
written approval from the director or Board of Trustees.
In the event of termination of employment, the employee will receive a final check,
including payment for the final pay period plus any accrued, unused vacation time as of
the time of termination.
24
�3.10.1. Discharge
Discharge is an employee's involuntary termination from em ployment. The library
reserves the right to discharge an employee when the director or Board of Library
Trustees determines discharge to be in the best interest of the library.
An employee may be discharged either with or without notice or cause.
•
•
•
•
•
•
•
•
•
•
•
•
Discharge may occur as the result of performance- related deficiencies or problems or
as the result of a violation of conduct such as but not limited to:
Job abandonment
Misconduct
Refusal to obey instructions
Performance deficiencies
Negligence to or recklessness with library property
Stealing
Falsification of application, timesheets, or other documents
Intoxication or use of alcoholic beverages or illegal drugs during working hours
Unlawful manufacture, distribution, dispensation, possession or use of a drug or
controlled substance in the workplace
Disorderly, offensive, or inappropriate conduct on the premises
Reduction in workforce
3.10.2. Resignation
All library employees are employed at-will. As such, employees may resig n from thei r
positions with the library at any time, with or without notice or cause. Nonetheless, the
library requests that employees give their department managers sufficient notice of the
intention to resign to enable the library to minimize departmental hardship and make
proper provisions for filling the position. Sufficient notice ordinarily is four weeks for FLSA
exempt employees and two weeks for all other employees. The library requests that
employees give written notice to the director and human resources manager of the
intention to resign .
3.10.3. Retirement
Approximately two months prior to retirement, the employee should notify the human
resources manager and ask for information and forms regarding IMRF and the deferred
compensation plans, if applicable. Completed application forms for IMRF benefits
may be filed with the human resources manager so that they may be transmitted to
the appropriate Skokie governmental agency. Members may also complete forms
electronically on the IMRF website (https://www.imrf.org/) .
3.10.4. Death
In case of death of an employee, the human resources manager will notify IMRF, the
IMRF supplemental life insurance provider, LIMRiCC, and MetLife of the death,
and the 457 Plan provider, if applicable.
25
�3.11. Personnel Records
All personnel files are confidential. It is extremely important that personnel records be
accurate and up-to-date. Any changes in address, phone number, name, marital status,
emergency contact, number of dependents, or any other change that may affect an
employee's benefits must be reported to the human resources manager immediately.
Personnel records are available for review by an employee upon request to the human
resources manager in accordance with Illinois law. An employee may not remove items
from his or her personnel records but may add written statements pertaining to the
information on file. Requests for copies of the items in an employee's personnel file may
be made in writing to the human resources manager. Copies will be made available
within five business days.
26
�4.
EMPLOYEE BENEFITS
4.1.
Group Health Insurance Plans
Skokie Public Library participates in a consortium with other libraries in the Library
Insurance Management and Risk Control Combination (LI MRiCC). There are two types
of medical plans, a preferred provider organization (PPO) and a health maintenance
organization (HMO). The library also offers a health savings account (HSA) option in
conjunction with one of the high-deductible PPO plans. Both PPO plans are self-insured
and administered through Blue Cross Blue Shield of Illinois. The HMO is a fully insured
plan through Blue Cross Blue Shield of Illinois. Dental coverage is provided through
Delta Dental. Delta Dental has two dental plans, an HMO (referred to as DHMO) and a
PPO. The vision plan provider is VSP.
Library employees working at least 30 hours per week are eligible to participate in the
library's health, dental, and vision plans. Employees working at least 20 hours per week
are eligible for dental and vision. Payment of premiums is handled through pretax or
after-tax payroll deductions.
Health, dental, and vision insurance coverage starts the f irst of the month after date of
hire or eligibility, unless hired or eligible on the first of the month. Enrollment is allowed
only at the time of eligibility, unless a special enrollment is necessary.
Additional benefit information and forms are available from the human resources
manager or may be located on the intranet.
4 .1.1. Health Insurance and Term ination of Employment
All benefits end the last day of the month following an employee's termination date.
The continuation of medical or dental coverage for those eligible will be mailed to the
employee's last known mailing address.
4.2.
Employee Assistance Program
An Employee Assistance Program (EAP) is a confidential service provided by the library
to help employees and their family members with personal or professional difficulties
before they become a crisis situation. They can help you with counseling, legal or
financial advice, and locating resources in your community to address life's challenges.
Employees are encouraged to use this resource.
4.3.
Life Insurance
All eligible employees working at least 30 hours per week receive life insurance
coverage, which is free to the employee, with the prem ium paid by the library. Th is
coverage begins the first of the month after date of hire or eligibility. This group term life
insurance coverage is the employee's annual salary up to a maximum of $50,000. Life
insurance is provided through Unicare (flat $20,000) and the remainder through MetLife.
Additional life insurance through the Illinois Municipal Retirement Fund or
Unicare is available at the employee's expense.
Life insurance plans may be converted to individual life insurance plans after
27
termination of employment.
�4.4.
Illinois Municipal Retirement Fund (IMRF)
All employees working more than 1000 hours per year are required to participate,
through payroll deductions, in IMRF. The library makes a contribution for each
participating employee.
IMRF provides retirement, disability, and death benefits to eligible participants. These
benefits are in addition to those provided by Social Security. Please see the human
resources manager for complete details regarding IMRF benefits.
4.5.
Vacations
Full-time and part-time employees who are reg ularly scheduled to work at least 20
hours per week are eligible for paid vacation. Benefit-eligible employees accrue paid
vacation each month on a prorated basis of 1/ 12th of the annual vacation allowance
for which the employee is eligible. The employee's annual allowance is based on th e
number of continuous years of service, employment status, and regularly scheduled
hours. A reduction of the annual vacation allowance may occur as a result of a change in
employment status or leave of absence. In the first year of employment, vacation begins
accruing on the first of the month following the employee's start date.
After the initial year of employment, employees can borrow and use vacation time that
would otherwise accrue during that current year of service. Under no circumstances can
employees borrow against vacation days that would accrue during their next year of
service. For example, a full-time FLSA exempt employee commencing her second year
of service could, at the time of her anniversary date, borrow and use up to four weeks of
vacation during her second yea r of employment.
Annual vacation allowance:
• Full-tim e FLSA exempt employees receive:
• Four weeks annually
• Full-time FLSA nonexempt employees receive:
Two weeks annually in the first year of service
•
•
Three weeks annually after completing five years of service
•
Four weeks an nually after completing 1O years of service
• Part-time FLSA exempt employees receive:
•
Two weeks annually
• Part-time FLSA nonexempt benefit-eligible employees receive:
•
One week an nually in the first year of service
•
Two weeks annually after completi ng 1O years of service
In all cases, the term "week" applies to the regu lar workweek schedule for which the
employee was hired to work.
Employees hired to work less than 20 hou rs per week are not eligible for paid vacation;
however, unpaid vacation time may be granted by the supervisor.
The vacation period extends from the employee's anniversary date of employment (or
anniversary date of the com mencement of benefit eligibility status) to the day before the
anniversary date in the following year. Vacation time is not cu mulative
(i. e., unused vacation time does not accumu late from vacation period to
vacation period). Vacation time not taken by the end of the vacation period
28
is lost; vacation time cannot be carried ove r into the next vacation period.
�4.5.
Vacations (continued)
All vacation requests, except in the case of an emergency, must be submitted at least
one week in advance online via the timecard system and approved by the supervisor.
To ensure effective operations, the library reserves the right to limit the number of
employees on vacation at any one time, to decide vacation periods, and if necessary to
change scheduled vacations. Full-time employees with the greatest length of service in
each department will be given preference in scheduling vacation time.
Employees will not accrue vacation time during unpaid leaves of absence, except for
approved FMLA or ADA leaves of absence.
Payment for accrued but unused vacation will be made to employees who terminate
employment from the library.
In addition to paid vacation time , up to two weeks unpaid vacation may be taken with
the approval of the supervisor as long as it does not affect the operations of the library.
If an employee has vacation time available, it must be used before time off without pay
may be requested.
4.6.
Holidays
The library observes the following holidays, and full-time staff members are entitled to
them with pay:
New Year's Day
January 1
Memorial Day
Last Monday in May
Independence Day
July 4
Labor Day
First Monday in September
Thanksgiving Day
Fourth Thursday in November
Christmas Eve
December 24
Christmas Day
December 25
The library is open 9am to 5pm on December 31.
The library is closed Easter Sunday. This is not a paid holiday. Part-time employees
scheduled to work each Sunday can arrange with the supervisor to make up the time.
Full-time employees scheduled to work each Sunday can arrange to work another day in
the same week or use vacation or a personal day to receive pay.
If a full-time employee is not scheduled to work on a holiday, the library will assign the
employee another excused day off in the same pay period , or another pay period as
specified by the human resources manager, with pay. Full-time non-exempt employees
will be paid for the hours he or she would normally be scheduled to work (up to
a maximum of 7.5 hours). Part-time benefit-eligible employees who are regularly
scheduled to work on a holiday will receive the paid holiday.
29
�4.7.
Personal Days
After six months of employment, or on the six-month anniversary of the commencement
of full-time status, full-time employees are granted half a personal day each month for use
within the remainder of that calendar year. All personal days must be used within the
calendar year that they are granted.
Paid personal days should be used for matters that cannot be dealt with or scheduled
during nonworking hours.
All personal day requests, except in the case of an emergency, must be submitted
at least one week in advance online via the timecard system and approved by the
supervisor. To ensure effective operations, the library reserves the right to refuse a
personal day request.
Personal days are not cumulative from year to year. No more than two pe rsonal days may
be taken consecutively.
There will be no payment for unused personal days upon termination of the employee.
Personal days will not be granted during an unpaid leave of absence except approved
FMLA or ADA leaves of absence.
4.8.
Worker's Compensation Insurance
Library employees are protected by Worker's Compensation for injuries sustained in the
performance of their duties. The library provides for immediate and follow-up treatment
for all employees injured while engaged in library business.
All accidents in which employees are injured, regardless of whose fault the accident is,
must be reported immediately to the supervisor, human resources manager, deputy
director, or director.
The library's incident report form must be completed and submitted to the human
resources manager and the director. Forms may be obtained on the intranet, in each
department, or Administration.
30
�5.
LEAVES OF ABSEN CE
5. 1.
Sick Leave
Sick leave pay is intended to provide pay to an eligible employee for days lost because of
a personal illness, mental health day, or a doctor's appointment. Employees eligible for
paid sick leave may also take such leave of absences due to the illness, injury, or medical
appointment of a child, spouse, domestic partner, sibling , parent, mother-in-law, father-inlaw, grandchild, grandparent, or stepparent. A child is defined as an employee's son or
daughter who is a biological, adopted, or foster child, a stepchild, legal ward , or a child of
a person standing in loco parentis.
Any illness that occurs during an employee's scheduled vacation or on a designated
holiday is considered holiday or vacation time and not sick leave.
Benefit-eligible employees accrue sick pay credits from the first day of the month
following the date of employment or change to benefit-eligible status. All rehired benefiteligible employees will begin to accrue sick pay credits from the first day of the month
following the rehire date.
Sick leave may not be used during the first month of employment. No sick leave pay
will be paid before it has been accrued.
Full-time employees earn monthly sick pay credit at the rate of one day (7.5 hours) a
month. The maximum accumulation of sick pay credits for full-time employees is 180
working days or 1350 hours. An additional 60 working days or 450 hours of sick leave
may be accumulated for service credit at retirement.
Part-time benefit-eligible employees earn sick pay credit at 50% of the rate for full-time
employees, or 3.75 hours per month. The maximum accumulation of sick pay credits for
part-time benefit-eligible employees is 90 working days or 675 hours. An additional 30
working days or 225 hours of sick leave may be accumulated for service credit at
retirement.
The library may require an employee to provide medical verification in the form of a
doctor's note or report upon the employee's request for sick leave benefits or return from
sick leave. The library may also require an employee returning from sick leave to undergo
a medical examination to determine his or her ability to perform the essential functions of
his or her position.
Any employee receiving compensation under the Worker's Compensation Law is not
eligible for sick pay benefits for the same incident or absence.
There will be no payment for unused sick pay credits upon termination of the employee.
Sick leave credits do not accrue during non-FMLA or non-ADA leaves of absence.
31
�5.2.
Disability Leave
IMRF provides retirement, disability, and death benefits to eligible participants. Contact
IMRF for information.
5.3.
Paid Parental Leave
Parents of newborns or newly adopted children may be eligible for paid leave of up to
eight weeks. For those employees who are eligible for FMLA leave, this paid parental
leave will run concurrently with their FMLA leave and cannot be used to extend the
FMLA leave. Paid parental leave must be taken within the first 12 months of the birth or
adoption of the child(ren). The amount of paid parental leave does not increase with
multiple births or adopted children.
Eligibility
Full-time and part-time benefit-eligible employees who have worked for the library for at
least 12 consecutive months are eligible for paid parental leave at 100 percent of the
employee's regular, straight-time weekly pay. In all cases, the term "week" applies to the
regular workweek schedule. Employees will be paid on a biweekly basis on regularly
scheduled pay dates.
The leave may begin no earlier than the birth or placement of the child(ren) and must
begin and end within 12 months immediately following the birth or adoption. With prior
approval from the library, paid parental leave may be taken intermittently but must be
taken in full week increments by prior arrangement with the supervisor and in
consideration of the needs of the library. Unused paid parental leave may not be
carried over to a time period following the 12 months after the birth or placement of
the child(ren), and there is no payment of unused parental leave upon termination of
employment.
Benefits
During an approved paid parental leave, the library will maintain the employee's health
benefits as if the employee continued to remain actively employed.
Requesting the Leave
If the need for leave is foreseeable, the employee must submit written leave request to
the supervisor and human resources manager at least 30 days prior to the start of the
leave in the form of a proposed schedule of leave to be taken.
Where the need for leave is not foreseeable , the employee must submit a written leave
request to the supervisor and human resources manager as soon as practicable in the
form of a proposed schedule of leave to be taken.
When Both Parents are Eligible Employees
Paid parental leave may be taken concurrently, consecutively, or intermittently within 12
months of the birth or placement of the child(ren). Each eligible parent is entitled to
eight weeks of paid parental leave.
32
�5.4.
Bereavement Leave
Paid bereavement leave is granted to full-time and part-time benefit-eligible employees.
Part-time benefit-eligible employees are allowed 50 percent of the benefits outlined
below.
In the event of a death of the employee's immediate fami ly member, paid leave of up to
five days is allowed. "Immediate family" is defined as father, father-in-law, mother,
mother-in-law, sibling , spouse/partner, child, grandparent, grandchild, domestic partner,
or member of the household for whose care the employee is financially responsible.
One day's paid leave is allowed to attend the funeral of a close relative not in the
immediate family. A maximum of four hours' time with pay is allowed for attend ing
funeral services of friends.
If additional time is needed, please contact your manager to discuss other forms of paid
leave (vacation or personal days) or the use of unpaid leave if you do not have paid leave
available.
5.4.1 . Illinois Mandated Unpaid Child Bereavement Leave Act
Employees who suffered the loss of a child may be granted up to two weeks (1 O work
days) of unpaid leave under the Child Bereavement Leave Act. Employees otherwise
eligible to take leave under the federal Family and Medical Leave Act (FMLA) are eligible
to take leave under the act.
The act provides that it does not create a right for an employee to take unpaid leave that
exceeds the unpaid leave time available under the FMLA. Therefore, an employee who
has used all of his or her allotted 12 weeks of FMLA leave may not take an add itional 10
days of leave under the act for reasons related to the death of a child.
Permitted Uses
Leave provided under the act must be used within 60 days after the employee receives
notice of the death of his or her child.
Employees may use unpaid bereavement leave:
• To attend the funeral , or an alternative to a funeral, of a child
• To make arrangements necessitated by the death of the child
• To grieve the death of the child
If an employee suffers the death of more than one child in any 12-month period, the
employee is entitled to take up to six weeks of unpaid bereavement leave in the 12month period.
The act defines "child" broadly to include an employee's child who is a biological , adopted,
or foster child , a stepchild, legal ward, or a child of a person standing in loco parentis.
33
�5.4.1 . Illinois Mandated Unpaid Ch ild Bereavement Leave Act (continu ed)
Employee Obligations
Employees must provide the library with at least 48 hours' advance notice of the
intention to take leave under the act, unless it is not reasonable or practicable.
Additionally, the library may require eligible employees to provide reasonable
documentation of the need for leave under the act. Such documentation may include a
death certificate , published obituary, or written documentation of death, burial , or
memorial services from a mortuary, funeral home, burial society, crematorium , religious
institution, or government agency.
Employee Option to Substitute Paid Leave
Instead of using unpaid child bereavement leave under the Act, employees may
elect to substitute paid leave for an equivalent period of child bereavement leave .
However, employees are not required to substitute available paid leave for unpaid child
bereavement leave.
Prohibition Against Retaliation
Employees will not be retaliated against and no other adverse action will be taken
against employees who:
• Exercise their rights or attempt to exercise their rights under the act
• Oppose practices the employee believes constitute violations of the act
• Support the exercise of the rights of others under the act
5.5.
Jury Duty
An employee must notify his or her supervisor immediately upon receipt of the jury
summons. A photocopy will be kept in the employee's personnel file.
The library will pay the employee his or her regular straight time daily earnings.
Employees are further required upon completion of jury duty to provide the human
resources manager with the court clerk's confirmation of days served.
34
�5.6.
Family and Medical Leave (FMLA)
The U.S. Department of Labor's rules (federal rules) implementing the Family and
Medical Leave Act (FMLA), as they may be amended from time to time, control FMLA
leave. This policy summarizes important aspects of the rules.
The FMLA entitles eligible employees to take up to 12 workweeks of unpaid, jobprotected leave during any rolling 12-month period measured backward from the date
an employee uses any FMLA leave for:
• The birth of the employee's child or the placement of a child with the employee for
adoption or foster care, and the first-year care of the child ;
• A serious health condition of the employee's spouse, parent, or child;
• The employee's own serious health condition; or
The qualifying exigency arising out of the fact that the employee's spouse, child, or parent
is a military member on covered active duty status (or has been notified of an impending
call or order to covered active duty).
An eligible employee may be entitled to 26 workweeks of leave during a single
12-month period to care for a covered servicemember with a serious injury or illness.
To be eligible for FMLA leave, an employee must have been employed by the library for at
least 12 months and have worked at least 1,250 hours during the preceding 12-month
period before the leave is requested .
All family and medical leave requests, except in the case of an emergency, must be
submitted at least 30 days in advance to the human resources manager, deputy director,
or director.
Employees may be required to provide certification by a doctor or other health care
provider of the employee's or family member's serious health condition to the library.
While FMLA leave is normally unpaid, the library will substitute an employee's accrued
paid leave for unpaid FMLA leave. All policies and rules regarding the use of paid leave
apply when paid leave is substituted for unpaid FMLA leave. Any substitution of paid
leave for unpaid FMLA leave will count against the employee's FMLA leave entitlement.
During FMLA leave, employees under the library's health, dental, vision, and life
insurance plans will continue to be covered by these plans. Any share of premiums being
paid by the employee before taking the leave must continue to be paid by the employee
during the FMLA leave. Employees who are no longer being compensated through the
library via paid leave will be responsible for funding the employee share of applicable
insurance premiums by reimbursing the library at the beginning of each month. The
library's obligation to maintain insurance coverage ceases if an employee's premium
payment is more than 30 days late and the library notifies the employee at least 15 days
before coverage will cease.
Upon the employee's return to work he or she will be restored to his or her prior position or
to an equivalent position with equivalent employment benefits and pay.
The library may deny restoration of a position to those salaried employees paid among
the top 10% of the library's workforce if it is necessary to prevent substantial and
grievous economic injury to the library's operations.
Please see the attached publication "Employee Rights under the Family
and Medical Leave Act" for additional information.
35
�5.7.
Military Leave and Military Reserve Duty Leave
Leaves of absence for military or reserve duty are granted to all employees of the library.
Employees called to active military duty or to reserve or National Guard training , or
volunteering for the same , should submit copies of their military orders to their
supervisor as soon as is practicable. Employees will be granted a military leave of
absence for the period of military service in accordance with applicable federal and state
laws. Employees who are reservists or members of the National Guard are granted time
off for required military training . Eligibility for reinstatement after the completion of their
military duty and training and benefit continuation/eligibility issues are determined in
accordance with applicable federal and state laws.
5.8.
Family Military Leave
The Illinois Family Military Leave Act entitles eligible employees, who are the spouses,
parents, children, or grandparents of a person called to state or federal military service
lasting longer than 30 days, to take up to 30 days of unpaid, job protected leave during any
12 month period when the federal or state deployment orders are in effect.
To be eligible for Family Military Leave , employees must have been employed by the
library for at least 12 months and have worked at least 1,250 hours during the 12-month
period immediately preceding the leave. Employees are not entitled to Family Military
Leave unless they have exhausted all accrued vacation leave, personal leave and any
other leave to which they are entitled, except sick leave. In add ition , the library will require
employees requesting Family Military Leave to provide certification by the proper military
authority that verifies the employee's eligibility for Family Military Leave.
Employees must give 14 days' notice of the need for Family Military Leave if the leave
will consist of five or more consecutive days' duration. Employees requesting Family
Military Leave for less than five consecutive days must provide as much advance notice
as is practicable. During any Family Military Leave, employees shall be eligible to
continue their benefits at their own expense.
Upon an employee's return to work at the library, he or she will be restored to his or her
prior position or to an equivalent position with equivalent employment benefits and pay.
36
�5.9.
V ictim s Econo mic Safety a nd S ec urity Leave
The Victims Economic Safety and Security Act (VESSA) entitles eligible employees to
take up to 12 workweeks of unpaid, job-protected leave during any 12-month period to
any employees who are victims of domestic or sexual violence, or whose family or
household member is a victim.
In the event of the employee's suffering from domestic or sexual violence, the employee
may elect to use any accrued paid leave credits (including sick, personal, or vacation
leave) toward satisfaction of the 12-week leave period. However, employees are not
required to substitute available paid leave for unpaid leave under VESSA.
All VESSA leave requests, except in the case of an emergency, must be submitted at
least 48 hours in advance to the human resources manager, deputy director, or director.
Employees may be required to provide certification by a doctor or other relevant
individual of the employee's or family member's need for such leave under VESSA.
During VESSA leave, employees under the library's health, dental, and life insurance
plans will continue to be covered by these plans. The employee will, however, be
required to reimburse the library for the employee's share of the monthly premiums.
Upon the employee's return to work, he or she will be restored to his or her prior position or
to an equivalent position with equivalent employment benefits and pay.
5. 10. Sch oo l V is itation Leave
An employee who has worked for the library at least six months for an average of at least
20 hours per week may be able to take up to eight hours of unpaid school visitation leave
per school year to attend school conferences or classroom activities related to his or her
child or children if the conference or classroom activities cannot be scheduled during nonworking hours. For purposes of this policy, "school" means any public or private primary
or secondary school or educational faci lity located in Illinois or a state that shares a
common boundary with Illinois.
No more than four hours of school visitation leave may be taken in any one day. Leave
will not be granted until the employee has used all available vacation time and personal
days.
A request for school visitation leave must be provided to the library at least seven days in
advance of the leave. In an emergency, an employee may give 24 hours' notice of the
need for leave. An employee should consult with the supervisor to ensure that leave is
scheduled so as not to unduly disrupt library operations.
5.11. Votin g Leave
In accordance with Illinois law, employees will be granted paid leave of up to two hours to
vote in an election during working hours if the employee starts work less
than two hours after the polls open and ends work less than two hours before
polls close. Employees must notify the library of their need for voting leave
prior to the day of the election. Upon consideration of an employee's
request for voting leave, the library will specify the time during which
37
the employee is granted voting leave.
�5.12. Employee Blood Donation Leave
The Employee Blood Donation Leave Act entitles eligible employees to take up to one
hour of paid, job protected leave during any 56 day period to donate blood. To be eligible
for leave to donate blood, the library requires that the employee must show that he or she
cannot donate blood during nonworking hours. Prior to taking leave to donate blood, the
library must consent to the employee's leave request.
38
�6.
WORKING CONDITIONS
6.1.
Rest Breaks
The library is committed to providing a productive and engaging work environment. We
recognize that employees need to take short periods of time away from their
workstations throughout the day to refresh and refocus. Our guidelines for rest breaks
are designed to be fair and flexible, and we expect employees to understand and follow
our guidelines.
Employees may take breaks from work activities to rest, get a snack or beverage, use
the restroom, or perform other personal tasks. Breaks should be 5-15 minutes in length,
and not exceed more than 15 minutes per rest break. Employees who abuse break time
will be required to use vacation time or non-compensated time to account for the time
away from work activities. Employees who abuse guidelines for breaks will be subject to
disciplinary action up to and including termination from employment.
Each employee is allowed two 15-minute paid rest breaks during a 7.5 hour work
day. One 15-minute rest period shall take place during the first 3.75-hour period of
continuous work, and one 15-minute rest period during the remaining 3.75-hour period of
continuous work. Rest periods are scheduled by the supervisor for staffing purposes. An
employee working a six-hour shift is entitled to one 15-minute rest period within the first
four hours of continuous work .
Breaks may not be saved for use at the end of the workday nor added to meal breaks to
extend the break.
If an employee does not use a rest break during a regular work day, the unused time is
not cumulative and does not accrue, meaning that it cannot be used after that work day.
6.2.
Meals
Employees receive a 30 to 60 minute unpaid meal period when they are scheduled to
work 7.5 hours or more in a single day. Meal periods must begin no later than five hours
after the start of the work period.
Meal times are scheduled by the supervisor for staffing purposes.
If an employee does not use a meal period during a regular work day, the unused time is
not cumulative and does not accrue, meaning that the meal cannot be used after that
work day.
Nonexempt employees may not work through their meal break without recording the
time as worked. Time worked must be compensated . Employees wishing to use their
meal break to "flex" their day (come in late or leave early) must discuss this with their
manager.
6.3.
No Smo kin g P oli cy
Smoking is not allowed on library property. By policy of the Board of Library
Trustees and in compliance with village and state regulations, an employee is
not permitted to smoke in any areas of the library, including the bookmobile,
parking lots, and driveways. That includes all public and private places.
39
If an employee must smoke, he or she may do so outside of and off of
the library property.
�6.4.
Dress Guidelines
Every employee represents Skokie Public Library when he or she is performing work for
the library; therefore, it is important that every employee make clothing choices that
represent the library in a professional and positive manner.
Customer contact, job requirements, and safety issues govern dress guidelines. For staff
who are working at public desks or in the community representing the library, the attire is
business casual. For staff who are not in public areas or who are doing more manual
tasks (such as shelving , cleaning , weeding materials) , the dress code is more relaxed to
allow freedom of movement.
All employees must be well groomed and their clothing choices must be neat and clean at
all times . Staff who receive library-issued clothing or uniforms must clean and maintain
the items so that they look professional. Appropriate hygiene is also required, including
but not limited, to the use of odor-reducing products and effective oral hygiene products.
Acceptable Casual Attire (for non-public areas or performing manual tasks):
• Any clothing issued by the library
• Casual shirts, blouses, knit tops, cardigans, sweaters, and polos
• Jeans (hemmed and without holes)
• Leggings when worn with longer tunics, tops, sweaters, or dresses
• Dresses and skirts
• Athletic or walking shoes, loafers, clogs, boots, flats
• Open-toed shoes/sandals (except when using book or technology carts or
periorming maintenance work)
Acceptable Business Casual Attire (for public areas or in the community):
• Any clothing issued by the library
• Formal business attire
• Business-appropriate shirts, blouses, knit tops, cardigans, sweaters, and polos
• Slacks, khakis, capri pants
• Dresses and skirts
• Dress or walking shoes, loafers, clogs, boots, flats
• Open-toed dress shoes/sandals (except when using book or technology carts)
Examples of Inappropriate Attire :
• Any clothing that is unclean, faded, torn , ill-fitting, sheer, or excessively tight, short,
revealing , or baggy
• For safety reasons, staff who perform maintenance, security, and materials handling
duties (including staff using book or technology carts) may not wear open-toed shoes
• Any clothing that has words, slogans, terms, cartoons, or pictures that may be
offensive to other employees or customers
• Athletic clothing - including printed T-shirts, sweatshirts, sweatpants, tanks tops unless issued by the library
• Shorts or short skirts
• Flip flops
An employee who fails to meet the above dress code standards, as determined
by their supervisor or the human resources manager, may be sent home
to change attire and receive a verbal warning . Time taken away from
work to correct wardrobe choices will not be paid. In the event an
40
employee's poor wardrobe choices become excessive, further
disciplinary action, up to and including termination , may be taken.
�6.5.
Personal Property
Employees are responsible for exercising care in safeguarding their property while at
work. Lockers are assigned to each employee for this purpose. Employees must keep
their lockers locked and their combinations confidential. Contents of the locker are the
responsibility of the employee to whom the locker is assigned. Lockers are intended only
for the storage of personal items; they are not designed or expected to store valuable
personal property. Lockers may not be used to store unauthorized library property or
prohibited items (e.g. , drugs, weapons, volatile substances, etc.). All borrowed library
materials must be checked out prior to taking for personal or library-related use. Purses
and wallets should be kept out of sight and never left unattended on top of or under
desks, or in other areas of the building, including washrooms.
Lockers remain the property of the library and not employees. Employees have no
expectation of privacy with regard to their lockers. Lockers may be subject to inspection
or search at the sole discretion of the library, or as necessary for safety and security
reasons. In order to maintain order and discipline, the library, at its discretion, may seize
any unauthorized or contraband material, or anything else from lockers that, in the
library's discretion, has the potential to interfere with the operations of the library.
The library is not responsible for employee personal items and will not reimburse
employees for lost, damaged, or stolen items, including cash or charges on stolen credit
cards. This also applies to vehicles damaged in our designated parking lots, including
damage from accidents, weather, other employees, patrons, or contractors of the library.
41
�6.6.
Employee Use of Computing Resources and Commun ication Systems
Computing resources and communication systems resources are provided by the library
for use by library employees in the performance of their work. Computing resources and
communication systems include all library owned, licensed, or managed hardware and
software; the library's network; and use of the library's network via a physical or wireless
connection, regardless of the ownership of the computer or device connected to the
network. Examples include, but are not limited to, the phone system, email, Vocera, the
local network, server resources, including the ILS, and the internet; desktop computers,
laptops, tablets, mobile devices, and printers; applications, files and documents accessed
from local hard drives, network drives, Google Drive, and other online services.
These resources and systems are provided for business use. Personal use should be
minimized and on employees' own time.
Employees have no expectation of privacy in connection with use of the library's computing
resources and communication systems. Computer applications, files, and documents
stored on local and network drives, on Google Docs, or on other online services are the
property of the library. Employees have no right of privacy in any matter stored in, created,
received, or sent through or with the library's computing resources or communication
systems. The library, in its discretion as owner of its computing resources and
communications systems, reserves and may exercise the right to monitor, access, retrieve,
and delete any matter stored in, created by, received , or sent with any library
communication system or computing resource.
The library's policies against sexual and other harassment, discrimination, and retaliation
and other conduct standards apply fully to communications via the library's computing
resources and communications systems, which include the internet when accessed
through the library's resources, systems, and library email. Violations of these policies will
be taken seriously and may result in disciplinary action up to and including termination.
In addition, use of the library's computing resources and communications systems
is a privilege, not a right, and inappropriate use will result in a cancellation of those
privileges. The director and/or IT will make all decisions regarding whether a user has
violated these policies and may deny, revoke , or suspend access at any time.
Use of any library computing resource or communications system constitutes consent
by the employee to all of the terms and conditions of this policy. Any employee who
discovers misuse of any library computing resource or communications system should
immediately contact his/her supervisor, human resou rces manager, or director.
The library adheres to the policies set forth below for its computing resources and
communications systems. The library reserves the right to change such policies at any
time without prior notice as it deems fit.
42
�6.6.1.
•
•
•
•
•
•
•
•
Computer and Device Use Policy
Employees may only use the computers, computer accounts, and computer f iles for
which they have authorization.
Employees may not use another individual's account, or attempt to capture or guess
other individual's passwords. Employees are not pe rmitted to share or disclose their
individual passwords.
Intentional and unauthorized manipulation of information on any application such as
accounting, patron, and item records is strictly prohibited. Tampering and
unwarranted access to other employees' personal network files stored in individual
home directories is not permitted. Sensitive files should be stored in a secure place.
Only documents and files stored on a network drive are backed up by the library.
Individual employees are responsible for backing up their own f iles and documents if
stored on local drives (i.e., thumb drives, external hard drives, and local workstation
hard drives).
Employees are allowed to download and install software and apps on their
computers and devices to the extent their access privilege allows. Care and good
judgement must be exercised to protect staff and equipment.
All hardware and software purchases for employees must be requested through the
IT department.
Employees must lock, log off, or shut down their PCs prior to leaving their
workstation for an extended period of time. Employees logged in under an
individual account should log off a computer in a common work area if leaving for
more than 1O minutes.
Violations of the computer and device use policy may result in disciplinary action up
to and including termination from employment.
6.6.2.
Library-Issued Devices
Employees in possession of library equipment, including but not limited to laptops, tablets,
mobile phones, mobile hotspots, cameras, or Vocera are expected to protect the
equipment from loss, damage, or th eft. Upon resignation, retirement, or termination of
employment, the employee must return any issued devices. At any time, the employee
may be asked to produce issued devices for return or inspection.
43
�6.6.3.
Inte rnet Servi ces P olicy
Employees may be provided with access to the internet to assist them in performing
their jobs. Access is granted for the purpose of performing library work , and
inappropriate use is not permitted.
Inappropriate internet use includes, but is not limited to:
• Illegal activity, including violation of copyright or other contracts, or transmitting any
material in violation of any State or federal law
• Unauthorized downloading of software, regardless of whether it is copyrighted or devirused
• Downloading of copyrighted material for other than personal use
• Operating a business for personal gain
• Using the networks for private financial or commercial gain
• Wastefully using resources, such as file space
• Advertising for or selling products or services
• Piracy
• Extortion
• Blackmail
• Hacking or gaining unauthorized access to files, resources, or entities
• Printing sexually explicit messages or images
• Accessing, retrieving , viewing , or printing obscene, indecent, or sexually explicit
materials or images
• Invading the privacy of individuals, that includes the unauthorized disclosure,
dissemination, and use of information about anyone that is of a personal nature
including a photograph
• Using another user's account or password
• Posting material authored or created by another without his/her consent
• Accessing , submitting, posting, publishing, or displaying any defamatory, inaccurate,
abusive, obscene, profane, sexually oriented, threatening, racially offensive,
harassing, or illegal material
• Threatening or disrupting the library processes or procedures by interfering with the
rights of others at any time before, during, or after business hours
• Using the internet in any manner that intentionally disrupts the information network
traffic or interferes with the network and/or connected systems
• Using the networks while access privileges are suspended or revoked
• Vandalizing or attempting to vandalize (physical or electronic) the library computers,
the library network, files of others, files of the library, or to the computer network
system
Vandalism includes, but is not limited to, the downloading, uploading, or creation of
computer viruses, and the unauthorized deletion and editing of files and documents.
Employees are responsible for exercising appropriate care to protect the library's
computing resources and communications systems against the introduction of viruses.
When using the library's internet access or electronic communications, equipment, and
capability, individuals must:
• Use the internet or electronic communications systems only in accordance with
library policy
• Maintain the conditions of security (including safeguarding passwords)
under which they are granted access to such systems
• Check with appropriate staff prior to downloading or accessing a file
or document if the source of the fil e or other circumstances raises
44
doubts about its safety
�6.6.3.
Internet Services Policy (co ntinued)
If an employee accidentally introduces a virus to their PC, he or she must notify the
Information Technology department immediately.
Copyrighted materials may not be transmitted by employees on the library's network. All
employees obtaining access to copyrighted materials must respect all copyrights and
may not copy, retrieve, modify, or forward copyrighted materials, except with permission
or as a single copy to reference only. If you find something on the internet that may be
interesting to others, do not copy it to a network drive. Instead, give the URL (uniform
resource locator or "address") to the person who may be interested in the information
and have that person look at it on his or her own.
The library is not responsible for material viewed or downloaded by users from the
internet. The library may use software to identify and block inappropriate or sexually
explicit internet sites. The library has the right, but not the duty, to monitor any and all
aspects of its computing resources and communications system, including, but not
limited to, monitoring sites visited by employees on the internet, monitoring chat groups
and newsgroups, reviewing materials downloaded or uploaded by users of the internet,
and reviewing email sent and received by library employees.
Violation of the Internet Services Policy may result in disciplinary action up to and
including termination from employment.
6.6.4.
Email Policy
Employees are provided with email accounts to assist them in performing their jobs.
Access is granted for the purpose of performing library work, and inappropriate use is
not permitted. The library's conduct standards as well as its nondiscrimination, antiharassment and non-retaliation policies app ly to email use.
Inappropriate emai l use includes, but is not limited to:
• Sending, forwarding, or responding to chain letters
• Sending jokes; soliciting money
• Sending harassing statements to an individual or group of individuals for any reason
including, but not limited any other classification protected by law, or in the library's
Nondiscrimination and Anti-Harassment policies
• Sending sexually explicit text or images
• Engaging in excessive personal use
Nonexempt staff members are not permitted to access library email for purposes of
performing work on non-work time. Accessing library email during non-work time must be
limited to non-work tasks such as checking schedules, communicating with co-workers
about schedule changes, and submitting time off requests.
Employees have no right of privacy in any matter stored in, created, received, or sent
over the library's email system. Unless emai l communications specifically deal with
matters exempted by state law, they are considered to be open public records and not
private or personal. The library, at its discretion, may monitor, access, retrieve, and
delete any matter stored in, created, received, or sent over the email system
for any reason and without the permission of the employee. Use by employees
of passwords or other security measures does not in any way diminish
the library's rights to access materials on its system or create any privacy
45
rights in employees in the messages and files on the system.
�6.6.4.
Email Policy (continued)
The maintenance of an individual user's electronic mailbox is the user's responsibility. This
includes staying within the assigned disk quota. Requests for a larger disk quota are at
the discretion of the Information Technology department.
Communications sent via email and stored electronically are, by definition, public
records, and are subject to Freedom of Information Act (FOIA) requests.
• Information that is traditionally treated in a confidential manner should be carefully
considered prior to being included in email communications.
• Library business conducted through a personal email account (e.g., Gmail, Hotmail,
or Yahoo) is subject to FOIA, regardless of whether such emails are generated on
private equipment or in personal accounts.
• Employees are responsible for the preservation of email subject to FOIA requests .
Information Technology staff are available to help users set up email archives for the
preservation and retention of email for the required three years.
Each employee is responsible for the content of all text, audio, or images that he or she
places on or sends over the library's email system. No email or other electronic
communications may be sent which hide the identity of the sender or represent the
sender as someone else. Because the library's name is attached to all email
messages, employees must recognize that their emails reflect on the library itself and
use care in formulating messages.
Any employee who violates this policy or uses email for improper purposes may be
subject to disciplinary action, up to and including termination from employment.
46
�6.6.5.
Social Med ia Po licy
Social media is defined as media for social interaction, such as biogs, other types of selfpublished online journals, and collaborative web-based discussion forums including, but
not limited to, Linkedln, Facebook, Pinterest, Twitter, lnstagram, Snapchat, YouTube, and
Tumblr.
The following rules and guidelines apply to the use of social media by all employees:
1. Employees are prohibited from sharing, transmitting, or publishing confidential library
information through the use of social media without proper approval. Employees
have a duty to protect all employees' home addresses and other personal
information and the confidentiality of library customer account information, strategic
business plans, business contracts, and other proprietary and nonpublic library
information.
2. Employees cannot use social media to harass, threaten, libel, or slander coworkers, managers, customers, or vendors, any organizations associated or doing
business with the library, or any members of the public, including website visito rs
who post comments.
3. This policy is not intended, nor shall it be applied, to restrict employees from
discussing their wages, hours, and working conditions with co-workers.
4. Employees may not use the library's logo or trademarks or the name, logo, or
trademarks of any business partner, supplier, vendor, affiliate, or subsidiary on any
personal biogs or other online sites unless their use is sponsored or otherwise
sanctioned, approved, or maintained by the library.
5. Employees may not post the library's copyrighted or confidential information or
library-issued documents bearing the library's name, trademark, or logo without
proper approval.
Employees are urged to report any violations of this policy to the human resources
manager. A violation of this policy may result in discipline up to and including
termination of employment.
47
�6.6.5.
Soc ia l Medi a Po licy (con tin ued)
Library-Sponsored Social Media
Library-sponsored social media is used to convey information about library services;
advise customers about library updates; obtain customer feedback; exchange ideas about
trends; issue or respond to breaking news, or respond to publicity; brainstorm with
customers; and discuss library-, business unit-, and department-specific activities and
events.
All such library-related social media is subject to the following rules and guidelines, in
addition to rules and guidelines set forth above:
1. Only employees designated and authorized by the library can prepare content for or
delete, edit, or otherwise modify content on library-sponsored social media.
2. All library-sponsored social media content must comply with all state and federal
law concerning copyright, intellectual property rights, and legal uses of network
computers. Employees cannot post any copyrighted information unless written
permission is obtained in advance. Publications must include a statement of
copyright when appropriate and indicate that permission has been secured when
including copyrighted materials.
3. Designated employees are responsible for ensuring that library-sponsored social
media conform to all applicable library rules and guidelines. These employees are
authorized to remove any content at their discretion immediately and without
advance warning.
4. Employees who post comments representing the library's response to content must
identify themselves as employees.
Permissions for posting to library-sponsored social media may only be granted by the
virtual community engagement manager.
6.6.6.
Voice Mail Po licy
Every library employee is responsible for using the voice mail system properly and in
accordance with this policy. The voice mail system is the property of the libra ry and has
been provided to employees for business use. All communications and information
transmitted by, stored in, or received from the phone system, are library records and
property. Employees have no right of personal privacy in any matter stored in, created,
received, or sent over the library voice mail system. The library, in its discretion as owner
of the voice mail system, reserves and may exercise the right to monitor, access, retrieve,
and delete any matter stored in, created by, received, or sent over the system.
6.6.7.
Disc la imer
The library makes no warranties of any kind, whether expressed or implied, for the
computer network system and internet services it is providing to its staff. The library will not
be responsible for any damages suffered, including the loss of data resulting from delays,
non-deliveries, misdeliveries, or service interruptions. The library denies any responsibil ity
for the accuracy or quality of information obtained through the internet system.
6.6.8.
Security
Security in any computer network system is a high priority and must be
a priority for all users. If a staff member is aware of any security risk or
abuse of the computer or internet system, the staff member must notify
IT or the human resources manager immediately.
48
�6.6.9.
Personal Communications, Personal Phone Calls, and Faxes
Telephones and computers are provided to conduct library business. Personal calls and
personal use of email and the internet shou ld be conducted only during break and meal
times, and shou ld not be conducted at public service desks, except in case of
emergency.
Whi le we expect that our phones will be used for library purposes, we recognize
that some personal business may need to be conducted during the workday. For
emergencies or to meet personal needs that cannot be handled during non-work hours,
short personal phone calls or faxes may be made, provided the call or fax does not
conflict with library business.
In regard to personal calls made during work hours, limit call duration to less than five
minutes. Typically, personal use should not exceed two calls per day. If personal long
distance calls or faxes are necessary, you are to use a personal long distance calling
card or complete and submit a long distance call or fax form .
6.7.
Use of Personal Devices
This policy outlines the use of personal cell phones, tablets, and other mobile devices at
work and the safe use of these devices by employees while driving on library business.
While at work, employees are expected to exercise the same discretion in using personal
cell phones, tablets, and other mobile devices as is expected for the use of library
devices. Excessive personal calls, texts, messaging, etc. during the workday, regard less
of the phone used, can interfe re with employee productivity and be distracting to others.
Employees are encouraged to make any personal calls on nonwork time when possible,
away from public work areas, and to ensure that friends and family members are aware of
the library's policy.
The library will not be liable for the loss of personal cell phones, tablets, or other mobile
devices brought into the workplace .
6.8.
Solicitation Policy
In the interest of maintaining a proper business environment and preventing interference
with work and inconvenience to others, employees may leave solicitation materials in the
employee lounge or a designated area in their department. Employees may not
distribute literature or printed materials of any kind outside the designated locations, sell
merchandise, solicit fi nancial contributions, or solicit for any other cause during working
time. Employees who are not on working time (e.g., those on lunch hour or breaks) may
use this time to solicit other employees who are on meal or regular breaks. There is to be
no solicitation in public areas where such activity is likely to disrupt patrons' use of the
library facilities.
In addition, th e emai l system may not be used for non-work related solicitation except
for library-sponsored and sanctioned fund raising and library social committee
activities, such as retirement parties and showers. If you are unsure as to
whethe r using the emai l system is appropriate, please contact Administration
for guidance.
49
�6.9.
Political Activity
Library employees are expected to serve all patrons equally. The political opinions or
affiliations of any patron should not affect the quality of service received from the library
or any library employee.
Library rules do not preclude an employee from becoming a political candidate or taking
part in election campaigns or other political activities. However, employees may not
engage in political activities at any time during their work hours. Political activities
include, but are not limited to, running as a candidate for public office, soliciting or
receiving funds for a political party or candidate for public office, soliciting votes for a
party or candidate, attending political rallies, circulating petitions, distributing political
literature, or encouraging others to do any of the above.
Employees are prohibited from interrupting or disturbing other employees for purposes of
communicating political messages while those employees are working or during their
working hours.
Political affiliation, preference, or opinion will not influence an individual's employment,
retention as an employee or promotion, or any other condition of employment with the
library.
6.10. Tape Recording Policy
It is a violation of library policy to record conversations with a tape recorder or other
recording device unless prior approval is received from the supervisor or all parties to the
conversation to give their consent.
50
�7.
TRAINING AND DEVE LOPM ENT
7.1.
Tuition Re imbursement
Any full-time staff member who has completed six months of employment, and who is
planning to enroll in a job-related course of an accredited or otherwise recognized
program of study, may request approval by the director to have the course considered for
tuition reimbursement. Each course will be considered for approval independently.
Approval of one course in a program of study does not necessarily imply approval of
other courses in the same program. Upon presentation of evidence of satisfactory
completion of an approved course, tuition reimbursement shall be authorized as follows :
50% for a grade of A or B, 25% for a grade of C, no reimbursement for a grade of D
or a failing grade. The maximum lifetime benefit for an employee under the tuition
reimbursement program is $11,500.
All class meetings and preparation will be undertaken on the staff member's own time.
The schedule must consider departmental needs and be approved by the department
manager. No promotion or increase in salary is guaranteed to a staff member who
undertakes such study. A staff member who leaves the employ of the library within the
year following the receipt of a tuition benefit will be expected to repay such tu ition benefit.
7.2.
Meetings and T raining Sessions
The director or supervisors may from time to time schedule meetings and training
sessions. Attendance is an important part of the regular workweek.
If meetings or training sessions fall outside the employee's scheduled work hours,
employees will be paid for such hours, or time off within the same week will be arranged
with the supervisor.
With the department manager's approval, part-time employees may be paid for meeting
and training session attendance in addition to regularly scheduled hours.
51
�7.3.
Comm ittee Assignments and Conference Attendance
A staff member who is invited to serve on a committee for ALA, PLA, ILA, or another
professional association must submit a written request for approval to the director before
accepting such an assignment. The request should include the name of the committee
and unit, tenure of the assignment, and meeting obligations. Other current committee
obligations should also be listed on the request. This will enable the director to act on the
request with knowledge of impact on the schedule for the individual and for the
department.
A person who has obtained approval for committee service may expect to be approved
for conference attendance during the tenure of the assignment, up to four years. The
library supports such attendance by granting a certain number of days off with pay
to attend the conference, and by financi al subsidy of conference expenses. Financial
support will include the cost of registration and airfare, and may cover lodging and
meals, budget permitting.
After four years of conference attendance, a staff member may not expect approval of
subsidized attendance, even if continuing to serve on a committee. Limitation is
necessary in order to enable other staff the opportunity to get involved and attend
conferences. The department manager may continue to approve a certain number of
days off with pay for conference attendance, schedule permitting, beyond the four-year
period, with staff assuming conference expenses. Additionally, if other staff members are
not interested in attending a conference, a staff member's attendance may be subsidized
for more than four years, with the department manager's recommendation.
After a staff member has been off subsidized conference expense for as many years
as they served with library support, they again become part of the priority pool for
conference attendance.
7.4.
Policy to Regu late Reimbursement of Travel , Meal , and Lodging Expenses
The library will pay only those travel expenses, including for transportation, meals, and
lodging, that are ancillary to or otherwise necessary for the following types of official
library business: conferences; meetings; inter-governmental relations activities; or other
events or programs which an employee attends to further the mission of the library.
Expenses incurred on official library business as described above are eligible for
approval, up to the maximum allowable rates shown by category of expense on
Exhibit A to the library's January 11 , 201 7 Resolution, which may periodically be revised
to substitute rates for one or more category of expenses to reflect then-current market
conditions, on the recommendation of the library director approved by the Board of
Trustees.
The library will only approve reimbursement of travel-related expenses of an employee
if the proposed expenses are submitted on the library's Travel Expense Request Form
available on the library's staff intranet.
The library will not reimburse any employee for any entertainm ent expense
unless such expense is ancillary to the purpose of a program or event which
constitutes official library business.
52
Adopted by the Skokie Public Library Board of Trustees, October 18, 2017
Revised January 10, 2018
�EMPLOYEEMEDICAL LEAVE ACT
RIGHTS
UNDER THE FAMILY AND
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
LEAVE
ENTITLEMENTS
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, Job-protected leave In a 12-month period
for the following reasons;
•The birth of a child or placement of a child fo r adoption or foster care;
•To bond with a child (leave must be taken within 1 year of the child 's birth or placement);
•To care for the employee's spouse, child. or parent who has a quallfylng serious health condition;
• For the employee's own qualifying serious health condition that makes the employee unable to perform the employee's job;
• For qualifying exigencies related to the foreign dep loyment of a military member w ho Is the emp loyee's spouse.
child, or parent.
An ellglble employee who Is a covered service member's spouse, child, parent. or next of kin may also take u p to 26 weeks
of FMLA leave In a singl e 12-month period to care for the servlcemember with a serious Injury or Illness.
An e m ployee does not need to use leave In one block. Wh en It Is medically necessary or otherwise perm itted, employees
may take leave Intermitt ently or on a reduced schedule.
Employees m ay choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an em ployee
substitutes accru ed paid leave for FM LA leave. the employee must comply with the employer's normal paid leave policies.
BENEFITS &
PROTECTIONS
While employees are on FMLA leave, employers m ust continue health Insurance coverage as If the employees were not on leave.
Upon return from FMLA leave. most employees must be restored to the same j ob or one nearly Identical to It with
equivalent pay. benefits. and other employment terms and conditions.
An em ployer m ay not Interfere with an lnd lvldual's FMLA rights or retaliate against someone for using or trying to use FMLA leave,
opposing any practice m ade unlawful by the FMLA. or being Involved In any proceeding under or related to the FMLA.
ELIGIBILITY
REQUIREMENTS
An employee who works for a covered e mployer must m eet three criteria In order to be ellglble for FMLA leave. The employee must
• Have worked for the employer fo r at least 12 months;
• Have at least 1.250 hours of service In the 12 months before taking leave;* and
• Work at a location where the employer has at least 50 employees within 75 miles of the employee's workslte.
*Special "hours of service· requirements apply to alrllne flight crew e m ployees.
REQUESTING
LEAVE
Generally, employees must give 30-days' advance notice of the need for FMLA leave. If it Is not possible to give 30-days· notice.
an employee must notify the employer as soon as possible and. generally, follow the employer's usual procedures.
Employees do not have to share a medical diagnosis, but must provide enough Information to the employer so It can determine
if the leave qualifies for FMLA protection. Sutticient information could Include informing an employer that the employee is or
will be unable to perform his or her job functions. that a fam ily member cannot perform dally activities, or that hospitalization or
continuing medical treatment is necessary. Employees must Inform the employer If the need for leave Is for a reason for which
FMLA leave was previously taken or certified.
Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the
certification Is Incomplete. it must provide a written notice Indicating what additional information is required.
EMPLOYER
RESPONSIBILITIES
Once an employer becomes aware that an employee's need for leave Is for a reason that may qualify under t he FMLA. the
employer must notify the employee If he or she Is eligible for FMLA leave and, if eligible. must also provide a notice of rights and
responsibilities under the FMLA. If the employee Is not eligible. the employer must provide a reason for Ineligibility.
Employers must notify its employees If leave wlll be designated as FMLA leave, and If so. how much leave will be designated as
FMLA leave.
ENFORCEMENT
Employees may file a complaint with the U.S. Department of Labor. Wage and Hour Division. or may bring a private lawsuit
against an employer.
The FMLA does not attect any federal or state law prohibiting d iscrimination or supersede any state o r local law or collective
bargaining agreem ent that provides greater family or medical leave rights.
For additional information or to file a complaint:
1-866-4-USWAGE
(1-866-487-9243)
TIY: 1-877-889-5627
www.dol.gov/whd
U.S. Department of Labor
a Ha
w
Wage and Hour Division
WH1420 REV 04/ 16
�
Text
A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text.
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Minutes, Wednesday, January 10, 2018
Creator
An entity primarily responsible for making the resource
Skokie Public Library. Board of Trustees
Contributor
An entity responsible for making contributions to the resource
Parrilli, Karen (Secretary)
Description
An account of the resource
Includes attachment: Borrowing Policy (1/10/2018), Personnel Code (1/10/2018)
Date
A point or period of time associated with an event in the lifecycle of the resource
1/10/2018
Format
The file format, physical medium, or dimensions of the resource
PDF
Subject
The topic of the resource
Public Libraries -- Illinois -- Skokie
Identifier
An unambiguous reference to the resource within a given context
LBM20180110.pdf
Publisher
An entity responsible for making the resource available
Skokie Public Library, Skokie, Illinois
Language
A language of the resource
eng
Temporal Coverage
Temporal characteristics of the resource.
2010s (2010-2019)
Medium
The material or physical carrier of the resource.
Serial publication, paper document
Extent
The size or duration of the resource.
13 p.; attachments: 3 p.; 53 p.
2000s
2010s
Borrowing Policy
library board meetings
personnel code