Article B - Ethics and Conduct

Code of Ethics for Library Employees:

Ethics is that branch of philosophy dealing with values of human life, concerned with conduct or character in terms of right and wrong, and based on standards or principles which guide a person in making morally right choices in daily activities.

Every citizen has the right as an individual to take part in public debate or to engage in social and political activity. The only restrictions on these activities are those imposed by law or regulation. However, since personal views and activities may be representative of the institution, proper precaution must be taken to distinguish between private actions and those authorized in the name of the institution.

Staff members of the Athens Regional Library System have a special responsibility:

To maintain the principles of the ALA Library Bill of Rights and the Freedom to Read Statement.
To learn and execute the library policies and to express in a positive manner any concern or objection with the policies, philosophies or programs of the library.
To maintain an objective and open attitude of understanding, courtesy, and concern for the patron’s needs.
To protect the essential, confidential relationship which exists between a library user and the library.
To serve all patrons equally according to their needs.
To make the library resources and services known and easily accessible to all current and potential users.
To carry out activities assigned under the policies of the library in a spirit of cooperation.
To avoid personal financial gain at the expense of the institution.
To be cognizant of the obligations of employment and of what constitutes abuse of working conditions and benefits.
To acknowledge the importance of the work done by all staff in all departments and to maintain a sense of loyalty to and cooperation with fellow staff members.
To carry out assignments so that fellow staff members need not assume added responsibilities except in emergencies.
To share knowledge and expertise with others.
To respect the abilities and knowledge or other staff and to treat others with respect.

Staff members are encouraged to become involved in civic, educational and professional organizations. Regularly scheduled and paid work time may not be used to attend meetings which are not job related.

Outside employment

Any outside occupation, pursuit or endeavor that interferes with the regular and punctual discharge of library duties is prohibited and will result in termination. However, if outside activities do not interfere with regular work attendance or quality of work, outside employment is permitted. It should not, however, be in direct conflict with library service or involve the use of confidential information learned directly or indirectly through employment with the library. A statement describing outside employment must be on file.

Confidential Information

Library patrons are legally entitled to privacy with respect to information requested on their applications for borrowers’ cards, to the information they seek, and to the materials they use or borrow. These matters must not be discussed with other library patrons and should not become the subject of idle conversation among staff members.

Any person who comes to the library and inquires about a patron’s reading records or about information contained on the borrower’s application cards should be referred to the Library Director or the librarian in charge at the time. The library has adopted a strong statement on confidentiality of library records and this information will not be provided except by court order.

Personal information about staff members, such as home addresses, telephone numbers, children’s names, etc., should never be given out on the telephone or across the information desk. Refer inquirers to Administration staff. (See Confidentiality Policy in Policy Manual)

Gifts and Gratuities

Monetary gifts should be viewed as a goodwill gesture and must be given to the public library and not to the person performing the service on behalf of the library (speaker at meetings, etc.). By giving the money to the library any conflicts of interest are avoided, and any attempt at cultivating favoritism on the part of any one employee can be avoided. Moreover, since many of our services are provided during regular work hours when an employee is receiving compensation for regular work duty, the acceptance of any monetary gift would be a violation of compensation already provided for in the salary schedule.

Some organizations and individuals may present a gift other than money to show appreciation for a service. These might consist of a gift of food or some other material gift and these too should be given to the library and not the individual.

Staff members requested to speak at job related meetings or workshops are encouraged to do so. Any employee who is hired to work as a consultant or is being paid an honorarium to present a program must work on the employee’s own time, e.g., vacation, holiday, or off day. Employees must have advance approval to participate in a meeting during the time they would be scheduled to work. Use of vacation or holiday time must also be approved.

Political Activity

Employees are encouraged to be involved and interested in civic and political activity vital to a representative government in a free society. Employees are free to engage in whatever civic and/or political activity they choose so long as their involvement does not infringe on library time, is not conducted on library premises and is not a conflict of interest.

F. 3. d. Political Activities

No library employee shall hold an elective government office which affects the funding of the library, nor shall he/she solicit any contributions, assessments, or services.

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 Library 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.

(4-20-2017)

The Internal Revenue Code regarding tax exempt agencies prohibits employees of public agencies from actively campaigning for any candidates for public office at the library. Library employees are prohibited from endorsing or advertising a political candidate or issue on library premises with the exception of bumper stickers on employee cars in library parking lots. No promotional materials will be attached to the vehicles owned by the library and political materials will not be permitted on public bulletin boards. The library can provide materials of an educational and informational nature on local, state and national political issues.

Professional and Public Conduct

In all of its dealings with personnel, the library makes every effort to be fair, to provide good working conditions, equitable payment, and equal opportunity and consideration for all. In return, it expects reasonable effort and productivity, combined with adherence to established rules and regulations. As an institution serving the public, there are specific guidelines for conduct and dress.

Because the demeanor, attitude and conduct of each library employee is as important to the patron as the service received, the library expects each employee to interact with every patron and staff member with poise, tact, courtesy, self discipline and to conduct each encounter with prompt, friendly and efficient service. For this reason, all employees are expected to conduct themselves in accordance with the following guidelines:

Each patron should be given courteous and prompt service.

  1. Staff members should show proper restraint and tact at all times. Difficult situations, or people, should be brought to the attention of the Branch Manager/Team Coordinator.
  2. The staff should be alert and approachable. Patrons should not be made to feel that the staff is completely absorbed in work or conversation and thus too busy to help them.
  3. Telephone calls should be answered pleasantly and with the library’s name.
  4. Employees working in public areas may not eat food or candy or chew gum while they are on duty. Branch/Team Coordinators may specify other areas as off limits to eating or drinking.
  5. Employees are expected to exhibit loyalty to the library system and a spirit of courteous cooperation between individuals and teams when working.
  6. Except for emergencies, employees are expected to conduct personal business on their own time.
  7. Employees are expected to exercise due care in the use of library property and to use such property only for authorized purposes.
  8. Employees are expected to suggest ideas to reduce operating costs to their supervisors.
  9. Employees are required to report to their jobs in appropriate mental and physical condition, ready to work. If an employee may be impaired because of taking medication according to a doctor’s prescription, he or she is expected to discuss it with her/his supervisor before commencing work that day.

Telephone Calls and Other Communications Activity

Prompt and courteous answers to telephone calls are very important. Telephone manners make or lose friends for the library.

Library telephone and data communication lines are intended for library business purposes only and are limited in number. Incoming and outgoing personal calls are discouraged except in case of emergency and should be kept brief. Employees are responsible for making this clear to family and friends. Personal calls should not be taken at public service desks, but should be taken at phones away from public areas and limited to three minutes. Long distance calls and directory assistance must be recorded on telephone log sheets and initialed. These services may not be used for personal business. Staff should use their phone credit card, or charge to their home number any personal long distance calls made from the library.

Library patrons should use the pay telephone for regular telephone usage. However, patrons who have emergency need for use of library telephones will be assisted by library staff members in dialing appropriate numbers. Patrons will be requested to complete calls as quickly as possible to leave library telephone lines available for business use.

The postage meter may NOT be used for personal mail. Staff must buy stamps for personal use from the Business Manager.

All employees, other than couriers and bookmobile drivers, who must leave the building on official business or for personal reasons other than lunch hour, must sign out accurately with time departing, estimated time of return, and destination. The receptionist or staff in the circulation area will use this information for efficiency in answering the phone and for emergency contact purposes. This requirement protects staff should an accident occur while conducting library business. Library errands which require an employee to leave the building must be approved by the team coordinator.

Communication within the library must be directed through regular administrative channels. This will facilitate communication efforts we well as improve their overall effectiveness. External communications that mention the library in any manner must either have the Director, Administrative Assistant, or Public Relations Assistant’s authorization prior to submission for publication or the employee must indicate that the publication does not necessarily represent the views of the library. Publicity programs and requests for graphic art work must be routed through the Public Relations Assistant, except publicity releases to local community papers in the region which may be submitted on approval of the Branch Consultant.

Use of the library’s name in the endorsement of any product or service or other type of promotion is not permitted without prior authorization of the Director.

General Housekeeping Duties

A neat and orderly service area and building reflects positively on the service image of the library. Public service personnel do not dress for work to perform heavy custodial tasks, but some light housekeeping activity is expected of all personnel. Efforts should be made to provide a space for everything and service areas and individual work spaces should be kept clean and orderly. A staff room is maintained for the convenience of employees and volunteers for use during breaks and meal periods. Staff members are expected to wash their own utensils, dispose of unused food, and leave the area in a clean and orderly condition. Staff is not allowed to bring drinks or food into the public service areas. Staff is also expected to remind library patrons that drinks and food are not allowed in the library.

Safety

The library strives to develop and maintain safe working conditions and encourages its employees to work carefully and safely and to observe the safety rules of their area or branch. Many injuries are caused by carelessness, even though the job itself is not hazardous. The prevention of accidents is basically an individual responsibility.

The library may hire security services to provide a more secure environment for staff and patrons. The Access Services Coordinator will be responsible for the security staff; the Access Team supervisors will monitor daily security operations. The security guard is responsible for securing the facility each night.

Only library personnel have access to non-public areas of the building. The code for the security keypad should not be given to anyone other than library personnel.

All valuables such as purses, wallets, jewelry and money funds should be locked at all times whether offices are occupied or unoccupied. Lost property should be reported to a supervisor immediately.

An employee injured on the job should report the injury to his supervisor immediately regardless of how slight it might appear and should also indicate where on library property it occurred. The employee’s supervisor and the employee will notify the Administrative Assistant who will notify and provide information to the managed care provider for further instruction. In the event of an extreme medical emergency, an employee may be directed to the hospital emergency room or have an ambulance called.

An employee can only receive disability benefits for a work related injury if the injury is reported promptly. A slight injury may become quite serious after several days. If the injury is not reported when it occurs, an employee may have difficulty proving that it is work related.

Public Relations

All staff members are expected to be pleasant and courteous to all persons because the opinion people have of the library depends a great deal on the contact they have with the staff. The library cannot function properly as a public service agency unless staff members do their share in helping the public. Consequently, a friendly, helpful attitude on the part of all staff is extremely important if the library is to perform its function of providing information and services to the public.

Staff Children in the Library

Library staff are not permitted to use the library as their 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:

  1. Children must remain in public areas of the library. Staff work areas, including parent’s offices, are off limits. Children MUST NOT be given security codes to enter staff corridors.
  2. A child may join his/her parent in the staff break room during the parent’s regularly scheduled break. Children may not enter the break room unattended.
  3. If staff children become a disruption or distraction for staff, a supervisor may ask the staff member to make other arrangements for child-care.

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:

  1. Children must not be given security codes to enter staff areas or corridors.
  2. 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.
  3. If staff children become a disruption or distraction for staff, a supervisor may ask the staff member to make other arrangements for child-care.
  4. 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.

(4-20-2017)

Employee Theft

Library property is a valuable asset, costly to replace. All employees must protect it from theft, loss and damage. Library property includes knowledge and information as well as physical goods. Cameras, typewriters, AV equipment, computers, stationery and supplies, etc. are for library business only and are not to be used for personal matters.

None of the above items is to be removed from the library other than for library business. If it is necessary to use any of these items outside the library for library business, authorization must be obtained from the Administrative Assistant. The employee is responsible for their safekeeping and return. The library reserves the right to inspect any vehicles parked on library property when there is reasonable suspicion.

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.

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.

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:

  1. Children must not be given security codes to enter staff areas or corridors.
  2. 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.
  3. If staff children become a disruption or distraction for staff, a supervisor may ask the staff member to make other arrangements for child-care.
  4. 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.

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.

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.

F. 3. d. Political Activities

No library employee shall hold an elective government office which affects the funding of the library, nor shall he/she solicit any contributions, assessments, or services.

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 Library 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.

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:

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.

(4-20-2017)

ARTICLE C – DRUG- & ALCOHOL-FREE WORKPLACE

Substance Abuse Policy Statement

The Athens Regional Library System is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when any Athens Regional Library System employee illegally uses drugs on or off the job, comes to work under their influence, possesses, distributes or sells drugs in the workplace, or abuses alcohol on the job. Therefore, the Athens Regional Library System has established the following policy:

  1. It is a violation of library policy for any employee to use, possess, sell, trade, offer for sale, or offer to buy illegal drugs or otherwise engage in the illegal use of drugs on or off the job.
  2. It is a violation of library policy for any employee to report to work under the influence of or while possessing in his or her body, blood, or urine illegal drugs in any detectable amount.
  3. It is a violation of library policy for any employee to report to work under the influence of or impaired by alcohol.
  4. It is a violation of library policy for any employee to use prescription drugs illegally, i.e., to use prescription drugs that have not been legally obtained or in a manner or for a purpose other than as prescribed. (However nothing in this policy precludes the appropriate use of legally prescribed medications. If side effects from taking medication impairs the ability of an employee to work, he/she will be taken home with no penalty.)
  5. Violations of this policy are subject to disciplinary action up to and including termination.

The Athens Regional Library System maintains a drug-free workplace. The library is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when any ARLS employee illegally uses drugs on or off the job, comes to work under their influence, possesses, distributes, or sells drugs in the workplace, or abuses alcohol on the job. Therefore, ARLS establishes the following policy:

  1. It is a violation of library policy for any employee to use, possess, sell, manufacture, dispense trade, offer for sale, or offer to buy illegal drugs or controlled substances, or to otherwise engage in the illegal use of drugs on or off the job.
  2. It is a violation of library policy for any employee to report to work or to be on library property under the influence of or while possessing in his or her body, blood, or urine illegal drugs in any amount.
  3. It is a violation of library policy for any employee to report to work or to be in or on library property under the influence of or impaired by alcohol.
  4. It is a violation of library policy for any employee to use legally obtained drugs illegally, i.e., to use prescription drugs or medications that have not been legally obtained, or in a manner or for a purpose other than as prescribed.
  5. Violations of this policy are subject to disciplinary action up to and including termination.

(7-20-2017)

It is the responsibility of the library’s supervisors to counsel employees whenever they see changes in performance or behavior that suggest an employee has a drug problem. Although it is not the supervisor’s job to diagnose personal problems, the supervisor should encourage such employees to seek help and advise them about available resources for getting help. Everyone shares responsibility for maintaining a safe work environment, and co-workers should encourage anyone who has a drug problem to seek help.
The goal of this policy is to balance our respect for individuals with the need to maintain a safe, productive and drug-free environment. The intent of this policy is to offer a helping hand to those who need it, while sending a clear message that the illegal use of drugs and the abuse of alcohol are incompatible with employment at Athens Regional Library System.

As a condition of employment, employees must abide by the terms of this policy and must notify ARLS in writing of any personal conviction of a violation of a criminal drug statute no later than five calendar days after such conviction.

C. 1. Use of Legally Obtained Drugs

Nothing in ARLS policy precludes the appropriate use of legally prescribed medications on the job. Employees may not be on the job, on call, on ARLS property, operating Library equipment or vehicles, or operating any other equipment or vehicle while on Library business while impaired due to any drug, legal or illegal, that renders the employee unfit for duty. Employees are not allowed to work under the influence of marijuana or cannabinoids, whether legally prescribed or not.

An employee who is using legally obtained medications must notify his or her immediate supervisor of any and all symptoms and probable adverse side effects that may render the employee unfit for duty. An employee’s failure to so notify ARLS constitutes grounds for disciplinary action, up to and including termination.

Employees using legally obtained drugs while on the job shall do so in strict accordance with physician and/or manufacturer’s directions. It is the responsibility of the employee to notify the prescribing physician of the duties required by the employee’s position and to ensure that the physician approves the use of the medication while the employee is performing his/her work duties. If side effects from taking medication impair the ability of an employee to perform work, he/she will be considered unfit for duty.

(7-20-2017)

C. 2. Employee Assistance & Treatment

The library offers resource information on various means of employee assistance in the community, including but not limited to, drug and alcohol abuse programs. Employees are encouraged to use this Employment Assistance Program (EAP) resource file, which is maintained by the Personnel Manager. In addition, we will distribute this information to employees for their confidential use.

Employees who self-report substance abuse will be offered these referrals to local counseling and treatment centers when abuse has not been detected as being in violation of the Drug- and Alcohol-free Workplace Policy. This treatment option will be offered on a one-time basis only. Employees who are unable or unwilling to rehabilitate, are unable to perform their duties because of impairment or incapacity due to illegal drug use, have been apprehended selling drugs illegally, or who provide a risk to the safety of the public or co-workers will be dismissed. Employees will be responsible for the payment of any treatment program in which they participate.

General Procedures
An employee reporting to work visibly impaired will be deemed unable to properly perform required duties and will not be allowed to work. If possible, the employee’s supervisor will first seek another supervisor’s opinion to confirm the employee’s status. Next the supervisor will consult privately with the employee to determine the cause of the observation, including whether substance abuse has occurred. If, in the opinion of the supervisor, the employee is considered impaired, the employee will be sent home or to a medical facility by taxi or other safe transportation alternative – depending on the determination of the observed impairment – and accompanied by the supervisor or another employee if necessary. A drug test may be in order. An impaired employee will not be allowed to drive.
Opportunity to Contest or Explain Test Results
Employees and newly hired employees who have a positive confirmed test result may explain or contest the result to the library within five (5) working days after the library contacts the employee or new hire and shows him/her the positive test result as it was received from the laboratory in writing. The newly hired employee will not report to work during that time period. A current employee contesting the result of a positive test will be suspended with pay during this time period.
Disciplinary Actions
Disciplinary action taken against an employee found to use illegal drugs may include the full range of disciplinary actions, including removal. At the discretion of the Director, and as part of an EAP, an employee may return to duty if the employee’s return would not endanger public health or safety. Consistent with the Library’s disciplinary policies, the following measures are initiated:

  1. Reprimanding the employee in writing.
  2. Requiring the employee to enroll in an EAP program within 10 days and provide evidence to the Library that he/she is receiving counseling.
  3. Suspending the employee with or without pay for a set period of time.
  4. Removing the employee from service.

An employee who refuses to be tested when so required will be subject to the full range of disciplinary action, including dismissal. No applicant who refuses to be tested shall be extended an offer of employment. Attempts to alter or substitute the specimen provided will be deemed a refusal to take the drug test when required.

C. 3. Employee Testing

This library system has adopted testing practices to identify employees who use illegal drugs on or off the job or who abuse alcohol on the job.
It shall be a condition of employment for all employees to submit to substance abuse testing under the following circumstances:

  1. When a substance abuse test is conducted as part of a routinely scheduled employee fitness-for-duty medical examination that is part of the employer’s established policy; or that is scheduled on a monthly basis for randomly selected employees throughout the region. Employees with a confirmed positive test result may, at their option and expense, have a second confirmation test made on the same specimen. An employee will not be allowed to submit another specimen for testing.

Drug testing of employees may be required under any of the following circumstances.

  1. When there is reasonable suspicion that an employee is using illegal drugs or abusing alcohol. “Reasonable suspicion” is based on a belief that an employee is using or has used drugs or alcohol in violation of the employer’s policy drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience. Among other things, such facts and inferences may be based upon, but not limited to, the following:
    1. Observable phenomena while at work such as direct observation of substance abuse or of the physical symptoms or manifestations of being impaired due to substance abuse;
    2. Abnormal conduct or erratic behavior while at work, or a significant deterioration in work performance;
    3. A report of substance abuse provided by a reliable and credible source;
    4. Evidence that an individual has tampered with any substance abuse test during his or her employment with the current employer;
    5. Information that an employee has caused or contributed to an accident while at work;
    6. Evidence that an employee has used, manufactured, possessed, sold, solicited, or transferred drugs while working or while on the employer’s premises or while operating the employer’s vehicle, machinery, or equipment.
  1. When employees have caused or contributed to an on-the-job injury that resulted in a loss of work time, which means any period of time during which an employee stops performing the normal duties of employment and leaves the place of employment to seek care from a licensed medical provider.
  2. When an employer sends employees for a substance abuse test if/when they are involved in on-the-job accidents where personal injury or damage to company property occurs.
  3. As part of a follow-up program to treatment for substance abuse.

If, during any test, the physician, official, or lab technician has reasonable suspicion to believe that the employee has tampered with the specimen, the employee is subject to disciplinary action up to and including immediate termination.

The library reserves the right to establish and administer a program for routine drug screening of employees.  Under such a program a substance abuse test is conducted as part of a routinely scheduled employee fitness-for-duty medical examination that is part of the employer’s established policy; or that is scheduled on a monthly basis for randomly selected employees throughout the Region.

Employees with a confirmed positive test result may, at their option and expense, have a second test made on the same specimen, at a laboratory approved by the Library. An employee will not be allowed to submit another specimen for testing.

(7-20-2017)

C. 4. Pre-employment Drug Testing

Newly hired employees in this library system will undergo testing for the presence of illegal drugs as a condition of employment. Any new hire with a confirmed positive test will be denied employment.

Applicants will be required to submit voluntarily to a urinalysis test at a laboratory chosen by this library system, and by signing a consent agreement, will release the library system from liability for the test. The labs chosen by the library follow the Health and Human Services Mandatory Guidelines for Federal Workplace Drug Testing Programs published by the Substance Abuse and Mental Health Services Administration (SAMHSA).

The testing laboratories used by the library system test for some or all of the following: amphetamines, (“uppers”), barbiturates (sedative hypnotics), benzodiazepine (“downers”), cocaine, cannabis, methodone (heroin/oxycotin replacer), methaqualone (Quaaludes,more “downers”), opium/opiates, phenacyclidine (PCP), propoxyphine(Darvocet brand pain killer), cannabinoids, cocaine, phencyclidine, methadone, methaqualone, opiates, barbiturates, benzodiazepines, propoxyphene, or any other drugs made unlawful under federal or state laws, or a metabolite of any such substances having the same or similar psychotropic effects. Tests may also be used to detect the presence of alcohol, marijuana, hallucinogens, inhalants, or substances used to alter a urine specimen or to conceal illicit chemical substances.

If the physician, official, or lab technician has reasonable suspicion to believe that the newly hired employee has tampered with the specimen, the newly hired employee will not be considered for employment.

This library system will not discriminate against applicants for employment because of a past history of drug abuse. It is the current abuse of drugs, preventing employees from performing their jobs properly, that this library system will not tolerate.

Individuals who have failed a new hire-employment test may initiate another inquiry with the library system after a period of not shorter than six (6) months, but they must present themselves drug-free as demonstrated by urinalysis or other test selected by this library system.

The library reserves the right to establish and administer a program for routine drug screening of employees.  Under such a program a substance abuse test is conducted as part of a routinely scheduled employee fitness-for-duty medical examination that is part of the employer’s established policy; or that is scheduled on a monthly basis for randomly selected employees throughout the region. Employees with a confirmed positive test result may, at their option and expense, have a second confirmation test made on the same specimen. An employee will not be allowed to submit another specimen for testing.

C. 5. Alcohol Abuse

The consumption or possession of alcoholic beverages on library premises is prohibited. An employee whose normal faculties are impaired due to the consumption of alcoholic beverages, or whose blood alcohol level tests .05 or higher, while on duty/library business shall be guilty of misconduct, and shall be subject to discipline up to and including immediate termination. Failure to submit to a required substance abuse test also is misconduct and also shall be subject to discipline up to and including termination.

(7-20-2017)

C. 6. Confidentiality of Testing Results

The confidentiality of any information received by the employer through a substance abuse testing program shall be maintained, except as otherwise provided by law.

Drug Free Workplace Procedures for Random testing of Employees
BOS Temporaries, Inc. provides the monthly drug-free educational material for both employees and supervisors which is in each employees’ pay envelope. BOS also provides the monthly random testing number

  1. The Drug Program Coordinator notifies the employee who has been selected for random testing and his/her supervisor. This notification is confidential to the before mentioned individuals and it is explained to the employee that he/she is under no suspicion of taking drugs and the employee’s name was selected randomly. The drug test must be undertaken as soon after notification as possible, and, no later than 48 hours after notice to the employee. When necessary, employees will be allowed to complete testing on library time and will be paid mileage to and from the testing site.
  2. The Drug Program Coordinator will keep a numeric alphabetical list of all current employees. New employees will be added at the bottom of the list and employees who have left the library will be crossed off monthly. In the first week of January of each new year the list will be re-numbered and re-alphabetized.
  3. Temporary summer help and substitutes will not automatically be sent for drug testing but will be added to the numeric/alphabetical list. If the employee’s number is randomly selected he/she will then be sent for a drug test.
  4. New hires or employees who have been tested within the past 2 months will not be sent for re-testing. Instead, the next number on the random list will be selected.

ARLS Staff Computer Use Policy

Purpose

The Athens Regional Library System provides employees access to computer hardware, software, email accounts, and Internet access to improve the performance of their duties and to support their continuing education and professional development. The following guidelines are aimed at specifying acceptable, responsible and productive computer use by staff.

1. Use of Computer Hardware and Sotfware

2. Email and Internet Usage

3. Security

4. Printing and Faxing

Adopted July 20, 2006

Voting

Library employees are encouraged to vote in all federal, state, and local elections.

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.

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.

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:

  1. Children must not be given security codes to enter staff areas or corridors.
  2. 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.
  3. If staff children become a disruption or distraction for staff, a supervisor may ask the staff member to make other arrangements for child-care.
  4. 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.

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.

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.

F. 3. d. Political Activities

No library employee shall hold an elective government office which affects the funding of the library, nor shall he/she solicit any contributions, assessments, or services.

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 Library 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.

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:

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.

(4-20-2017)