Article F - Job Performance

Title: ARLS Personnel Policy: ARTICLE F.1. – Job Performance Evaluations  
Prepared by: Valerie Bell & Donna Brumby Date: September 15, 2016
Submitted to ARLS Policy Committee Date: October 20, 2016
Approved by: ARLS Board of Trustees Date: January 19, 2017

F.1. Job Performance Evaluations

A system of performance evaluations is used to evaluate job performance of individual employees. The type of system or form is subject to change without prior notice.

Employee performance is evaluated on a continuing basis through informal coaching and feedback from supervisors, with more formal evaluations performed at periodic intervals throughout employment. Formal performance evaluations will be performed for each employee annually unless disciplinary actions warrant more frequent appraisals.

Completed evaluations are maintained in the employee's personnel file. Employees are entitled to receive a copy of the performance evaluation upon request.

Title: ARLS Personnel Policy: ARTICLE F.2. Employee Responsibilities  
Prepared by: Valerie Bell & Donna Brumby Date: March 28, 2017
Submitted to: ARLS Policy Committee Date: April 25, 2017
Approved by: ARLS Board of Trustees Date: July 20, 2017
Revised Date:

F.2. Employee Responsibilities

Title: ARLS Personnel Policy: ARTICLE F.2.a. Dress Code  
Prepared by: Valerie Bell & Donna Brumby Date: March 28, 2017
Submitted to: ARLS Policy Committee Date: April 25, 2017
Approved by: ARLS Board of Trustees Date: July 20, 2017
Revised Date:

F.2.a. Dress Code

Public image plays an important role in developing and maintaining support for the library. In order to maintain a public image consistent with a professional organization, each staff member's dress and grooming should be appropriate for a public business environment and in keeping with his or her work assignment. Health and safety standards must also be considered in dressing for work.

Clothing and accessories must be neat and clean and should not draw inappropriate or disruptive attention to the individual. Staff members working with the public or in office settings must dress appropriately for a casual business environment. Staff and volunteers who primarily shelve materials, work outdoors, or whose work is confined to the back office areas may dress more casually, but standards still apply.

  • Clothing should cover and conceal underwear.
  • Bare feet are not permitted; shoes should be worn at all times. Flip flops are discouraged, especially for staff who must transport items or move book carts.
  • Shorts may be worn only when performing courier, landscape maintenance, or outdoor programming/events duties.
  • T-shirts or other attire that picture or promote illegal activities, political or religious causes, campaigns, or controversial issues may not be worn.
  • Obscenities, euphemisms, or slang words for foul language, sexual innuendos, and foreign phrases that could be interpreted inappropriately are also not permitted on clothing or accessories.
  • Officially issued ARLS name badges should be worn at all times during work hours.
Title: ARLS Personnel Policy: ARTICLE F.2.b. Updating Personal Employee Records  
Prepared by: Valerie Bell & Donna Brumby Date: March 28, 2017
Submitted to: ARLS Policy Committee Date: April 25, 2017
Approved by: ARLS Board of Trustees Date: July 20, 2017
Revised Date:

F.2.b. Updating Personal Employee Records

It is the responsibility of each employee to keep her or his direct supervisor informed when changes in name, address, telephone numbers, or other contact information occur. It is also the responsibility of the employee to notify, according to established procedures, the Library's Business and Personnel Offices of any change of address, name, marital status, benefits status, telephone number, etc. as soon as the change becomes effective.


Title: ARLS Personnel Policy: ARTICLE F.2.c. Upholding Library Policy
 
Prepared by: Valerie Bell & Donna Brumby Date: March 28, 2017
Submitted to: ARLS Policy Committee Date: April 25, 2017
Approved by: ARLS Board of Trustees Date: July 20, 2017

F.2.c. Upholding Library Policy

All employees are expected to understand and abide by all the approved policies and established procedures of the Athens Regional Library System and its branches. Violation of any ARLS policies or departmental rules and procedures is prohibited. All employees are obligated to uphold, enforce, and apply fairly all library policies to patrons and the general public while on the job.

Title: ARLS Personnel Policy: ARTICLE F.3. Prohibited Employee Conduct  
Prepared by: Valerie Bell & Donna Brumby Date: December 2, 2016
Submitted to: ARLS Policy Committee Date: April 7, 2017
Approved by: ARLS Board of Trustees Date: April 20, 2017

F. 3. Prohibited Employee Conduct

Because library employees are in positions created for the public and funded by the public, the public has the right to expect that the incumbents in the positions will not abuse the trust placed in them by the public. Employees of the Athens Regional Library System are expected to observe local, state, and federal ordinances, codes and laws.

Title: ARLS Personnel Policy: ARTICLE F.3.a. Firearms and Weapons  
Prepared by: Valerie Bell & Donna Brumby Date: December 2, 2016
Submitted to: ARLS Policy Committee Date: April 7, 2017
Approved by: ARLS Board of Trustees Date: April 20, 2017

F.3.a. Firearms and Weapons

As a condition of employment, Athens Regional Library System employees cannot bring firearms of any kind into library facilities. Firearms and other lethal weapons are not allowed in ARLS-owned vehicles.

Title: ARLS Personnel Policy: ARTICLE F.3.b. Visitors in the Library  
Prepared by: Valerie Bell & Donna Brumby Date: December 2, 2016
Submitted to: ARLS Policy Committee Date: April 7, 2017
Approved by: ARLS Board of Trustees Date: April 20, 2017

F.3.b. Visitors in the Library

Library staff is not permitted to use the library as a regular child care solution. Children of library staff, who must occasionally spend after-school or other extended periods of time in the library due to extenuating circumstances, will be expected to follow the same rules and policies which apply to all children in the library. Each staff member will be responsible for ensuring that library work remains a top priority, and that library time is not used for supervision of children. The following special provisions will apply:

  • Children must not be given security codes to enter staff areas or corridors.
  • A child may join his/her parent in the staff break room during the parent's regularly scheduled break. Children may not enter or remain in the break room unattended.
  • If staff children become a disruption or distraction for staff, a supervisor may ask the staff member to make other arrangements for child-care.
  • Staff children volunteering for work in the library must follow established ARLS volunteer policies and guidelines and be officially registered as volunteers.

Employees should limit their personal conversations with family members or acquaintances who visit the library. Visits are permissible, but should be infrequent and brief in order to maintain a productive work environment.

Title: ARLS Personnel Policy: ARTICLE F.3.b. Restricted Access to Non-Public Areas of the Library Subsection  
Prepared by: Valerie Bell & Donna Brumby Date: December 2, 2016
Submitted to: ARLS Policy Committee Date: April 7, 2017
Approved by: ARLS Board of Trustees Date: April 20, 2017
Restricted Access to Non-Public Areas of the Library

Access to non-public areas of the library is limited to current employees, registered volunteers, and scheduled maintenance or service workers. (For purposes of this section, non-public areas are those areas behind the public service desks, employee workrooms, employee offices, hallways, storage areas, computer equipment rooms, break rooms, and outdoor spaces designated for staff use only.) Volunteers should use public restrooms and vending areas instead of areas designated for staff use only. Other persons with business-related reasons to be in these areas (such as sales persons, vendors, or consultants) must be accompanied by an employee at all times. Codes to work area doors should be shared only with staff and facility service workers for connected local governments.

Title: ARLS Personnel Policy: ARTICLE F.3.c. Private Use of Library Property by Employees  
Prepared by: Valerie Bell & Donna Brumby Date: December 2, 2016
Submitted to: ARLS Policy Committee Date: April 7, 2017
Approved by: ARLS Board of Trustees Date: April 20, 2017
Revised by: ARLS Board of Trustees Date: July 20, 2017

F.3.c. Private Use of Library Property by Employees

All employees must protect library property from theft, loss, and damage. Library property includes knowledge and information as well as physical materials. Library equipment and supplies are intended for library business, not for personal use. Library property should not be removed from the library other than for library business unless pre-authorized by a Resource Team member or a Branch Manager. An employee borrowing library property is responsible for its safekeeping and timely return. The library reserves the right to inspect any vehicles parked on library property when there is reasonable suspicion of policy violations.

Violation of any part of this policy may be considered theft of property or services and subject employees to disciplinary or legal actions.

Title: ARLS Personnel Policy: ARTICLE F.3.d. Political Activities  
Prepared by: Valerie Bell & Donna Brumby Date: December 2, 2016
Submitted to: ARLS Policy Committee Date: April 7, 2017
Approved by: ARLS Board of Trustees Date: April 20, 2017
Revised by: ARLS Board of Trustees Date: July 20, 2017

F.3.d. Political Activities

An Athens Regional Library System employee may hold an elected or appointed public or governmental office, with the restriction that the employee must recuse him/herself from any and all discussions or votes which directly affect library funding, operations, or policy.

Employees are encouraged to exercise their right to vote and, on their own time, to take part in political activities. However, employees' rights to express their political opinions during work hours or as a representative of the library are limited.

No employee may engage in political activities, including displaying political campaign buttons or other apparel, at the work place or during work shifts. No employee may make use of library time, equipment, email accounts, or other resources to aid or endorse a political candidate, party, or cause; nor may any employee use his or her position at the library to persuade, coerce, or intimidate any other person in the interest of a political candidate, party, or cause. Bumper stickers or decals may not be applied to library property or library vehicles unless specifically approved by the Executive Director or Assistant Directors.

All Athens Regional Library System employees should be free of any and all political persuasion or coercion in relationship to their employment, and/or from their supervisors and fellow employees, and should report any such attempted pressure to their supervisor or the Human Resources Officer.

Title: ARLS Personnel Policy: ARTICLE F. 3.e. Canvassing, Solicitation, Literature Distribution  
Prepared by: Valerie Bell & Donna Brumby Date: December 2, 2016
Submitted to: ARLS Policy Committee Date: April 7, 2017
Approved by: ARLS Board of Trustees Date: April 20, 2017

F.3.e. Canvassing, Solicitation, Literature Distribution

It is recognized that library employees may engage in the sale of goods or services outside of their employment with the library. However, it is never appropriate to solicit business from patrons during library work time.

Solicitation of, or distribution of literature to, staff members or the public, including visitors, by anyone for any purpose is prohibited on library property at all times except for the purposes conditions outlined in the following:

  • Fund raising for Athens Regional Library System campaigns pre-approved by the Executive Director;
  • Collections for staff gifts and acknowledgements;
  • Contributions for established charities pre-approved by the Executive Director;
  • Friends of the Library fund-raising events.

Information about fund raising events with which staff members are involved may be placed on the staff bulletin board (other than those boards reserved for official workplace legal postings) in staff break areas. Information regarding personal businesses may be distributed to other employees by placing ads on staff bulletin boards or by posting information or leaving catalogs or brochures in staff break areas.

Other than for library-approved projects, oral and written invitations to product parties, for distribution of other non-library information, to solicit funds, or to sell goods may not be made through interoffice "all-staff" emails.

Title: ARLS Personnel Policy: ARTICLE F.4. Off-duty Conduct  
Prepared by: Valerie Bell & Donna Brumby Date: March 28, 2017
Submitted to: ARLS Policy Committee Date: April 25, 2017
Approved by: ARLS Board of Trustees Date: July 20, 2017

F.4. Off-duty Conduct

Athens Regional Library System will only apply disciplinary policies to off-duty conduct that affects ARLS's business interests. Examples of off-duty conduct which may be subject to disciplinary actions include, but are not limited to, the following: off-duty harassment of ARLS employees; off-duty illegal conduct that occurs on library property; off-duty conduct that indicates violence or potential violence; off-duty illegal conduct that causes the employee to be unable to perform her or his essential job functions; off-duty disruptive actions at a library event; off-duty violations at the library of any provision of the Patron Conduct and Responsibilities policy.

Title: ARLS Personnel Policy: ARTICLE F.5. Disciplinary Actions  
Prepared by: Date:
Submitted to: Date:
Approved by: Date:

F.5. Disciplinary Actions

NOT YET REVISED

Title: ARLS Personnel Policy: ARTICLE F.6. Grievances & Appeals  
Prepared by: Date:
Submitted to: Date:
Approved by: Date:

F.6. Grievances & Appeals

NOT YET REVISED

Title: ARLS Personnel Policy: ARTICLE F.7. Orientation  
Prepared by: Date:
Submitted to: Date:
Approved by: Date:

F.7. Orientation

NOT YET REVISED

Title: ARLS Personnel Policy: ARTICLE F.8. Staff Development  
Prepared by: Date:
Submitted to: Date:
Approved by: Date:

F.8. Staff Development

NOT YET REVISED

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