ࡱ>  @ bjbjPP /::48888888LP4P4P484d5L1q$6$6"F6F6F6]7]7]7ppppppprR#up8:]7]7::p88F6F6p@@@:d8F68F6p@:p@@kl88PoF66 ݢP4:|tl*pq01qlut>~uTPoLL8888u8Pop]77h@W8T8]7]7]7ppLL0P4?LLP4 PERSONNEL POLICIES AND PRACTICES July 2009 edition Welcome Welcome to the ___________! The ________ Library of _______ is over ___ years old and is an integral part of the fabric of the Town of ______. Our collection, programs, Internet resources, and presence in the community underline our commitment to provide the very best of library services to our patrons. Equally, our staff is dedicated to providing exemplary patron service in keeping with the long traditions of the library. Welcome to the team! Equal Opportunity Statement The __________ Library is an equal opportunity employer. We employ people on the basis of their qualifications without unlawful discrimination and with equal opportunity regardless of race, sex, age, sexual orientation, religion, national origin, or physical or mental disabilities. Employees will be selected, promoted and evaluated solely on the basis of their qualifications to meet the requirements of a particular job. Employment at Will Statement All employees of the __________ Library are employees at will, and either party may terminate the employee-employer relationship at any time with or without cause. This handbook does not create a contract for employment, either explicit or implicit. This handbook is solely to familiarize you with some of our policies. A. General Employment Policies 1. Employee Classifications Fulltime Employees: Fulltime employees are thoseaveraging 35- 40 hours perweek. Part-time Employees: Part-time employees are thoseworking less than 35 hours per week. Temporary Employees: Temporary employees are paid forhours worked, and are not entitled to benefits of anytype, i.e. PTO, health, dental, retirement. 2. Working Hours and Schedules a. Work Week: A work week is defined as a week beginning with the first work day of the week (normally a Monday) and ending with the last day of the week (normally a Saturday).Part-time employees may or may not have a regular schedule. Their work week is defined within theusual Monday-Saturday work period. b. Work Day: A work day is defined as the number ofhours normally worked during a day. c. Breaks: Every four-hour work period entitles a staffmember to one 15-minute break. Aneight-hour work periodentitles a staff member to two 15-minute breaks, plus a 30-minutelunchbreak. These are paid breaks and considered part of the workday. d. Absences: All employees shall work their full work week. All absences shall be reported to theDirectoras soon as possible in order to find a substitute, preferably before 8 a.m. e. Overtime: Payment for overtime hours worked shall beat a rate equivalent to one and a half times theemployees normal pay rate. This rate shall be in effect forovertime paymentregardless of the hoursworked outside of the employee's regular workdays: *e.g. paymentforwork on a Sunday, holiday, or a day not normally worked bythat employee shall not be paid at a rate higher than time and ahalf. Overtime payments shall be made in accordance withthe usual pay schedule. f. PTO (Personal Time Off) Scheduling (1) Employees should submit by September 1 all PTO requests for the upcoming calendar year. (a) As many staff wish to take PTO around holidays, such times will be apportioned among all who wish to take PTO at those times. (2) Only 1 employee shall be on extended PTO (5 to 10 days) at a time. (3) PTO may be scheduled up to 10 consecutive days at a time. (4.) The Library Director will inform each staff member of his/her accrued PTO quarterly. (5) Exceptions to this policy will be permitted in the case of extenuating circumstances with the approval of the Library Director. (added 7/09) g. PTO for part timers working 10 hours or less per week: (1) A less than 10 hr/wk employee shall start accruing PTO as soon as s/he is hired,a total of 1 work week and 1 work day. The PTO may not be useduntil after the 6-month probationary period. Any time off prior tothe end of the probationary period shall be unpaid. (2) After 6 months of employment, these employees may begin to use theiraccrued PTO, not to exceed a total of 1 weeks vacation (equal to the number of hours they would work in a usual week). (3) After 1 year of employment, these employees receive a total of 1.5 weeks vacation. (4) After 5 years of employment, these employees receive a total of2 weeks vacation. (5) After 10 years of employment, these employees receive a total of 2.5weeks vacation. h. Library Coverage: Employees may be asked to workadditional or different hours to cover for a staff member on PTO. 3. Compensation a. Time Sheets: To receive their correct salaries, employees shall record the hours they worked on the timesheets provided by the Director. The time sheets shall be forwardedto theDirector for approval. b. Pay Days: Employees shall be paid bi-weekly. If a payday falls on aweekend or holiday, employees shall be paid on the last business dayprior to the weekend or holiday. 4. Benefits a. Personal Time Off (PTO): is defined asthose days used for vacation, personal, orsick leave. PTO applies to the employee's individual benefit year, beginning onthe anniversary date s/he was hired, and ending one dayprior to the next anniversary date. (1) Eligibility: Employees receive PTO as follows: (a) An employee shall start accruing PTO as soon as s/he is hired,a total of 2 work weeks and 2 work days. The PTO may not be useduntil after the 6-month probationary period. Any time off prior tothe end of the probationary period shall be unpaid. (b) After 6 months of employment, employees may begin to use theaccrued PTO, not to exceed a total of 2 work weeks and 2 work days. (c) After 1 year of employment, employees receive a total of 3work weeks and 2 work days. (d) After 5 years of employment, employees receive a total of4 work weeks and 2 work days. (e) After 10 years of employment, employees receive a total of 5work weeks and 2 work days. (2) The Director, ordesignated alternate, shall be the single authority for approvingPTO. (3) If the employee's PTO is used before the end of the benefit year, no further PTO shall be granted. (a) Exceptions may be made with the approval of the Board of Directors. (4) Anyunauthorized absence by the employee shall be unpaid. (5) Absences inexcess of the allotted PTO shall be treated administratively. (6) PTO not used within the employees benefit year is forfeited. b. Holidays: (1) Paid employees are entitled to 11 legal holidays. New Year's Day Martin LutherKing, Jr. Day Presidents Day Patriots Day Memorial Day July 4th Labor Day Columbus Day Veterans Day Thanksgiving Day Christmas (a) Employees scheduled to work on any of the holidays listed above are eligible for holiday pay for the number of hours, up to eight (8), they would have been scheduled to work on the holiday. This holiday pay will be paid at the employees base hourly rate. Employees not scheduled are not entitled to holiday pay. (b) When a holiday listed above falls on a Sunday or a Monday, full-time employees (hourly and salaried) will be granted a compensation day. This is to be used with in 30 calendar days after the holiday. The Library Director must approve the usage of the day. (2) Unpaid holidays: (a) The library may also be closed on the following days: Theday after Thanksgiving Christmas Eve Day New Year's Eve Day (a) These are unpaid days. The Board of Directors will decide whether or not to close the library for the above listed days at the start ofeach calendar year. (3) Note: If an observed holiday occurs during the workweek inwhich an employee is actually on a scheduled vacation, theemployee shall not be charged with a vacation day for the observed holiday; an extra day shall be added for thevacation. 5. Leaves of Absence a. Jury Duty: Employees shall be granted leaves of absences for jury duty. Providedconfirmation from thecourts is furnished, employees shall receive compensation forscheduledworkdays missed due to jury duty. The compensation shall be equal to the employee's regularsalary for the day missed, minus the daily fee paid by the court. Documentation received for paid jury duty shall be provided in atimely manner, within the pay period. b. Bereavement: All library employees are entitled to 3 paid days for each death within theimmediate family.Immediate family is defined as wife, husband, life partner, children,mother,father, sister, brother, mother-in-law, and father- in-law. For other relatives, up to 3 days maybe allowed,although not automatic, at the discretion of the Director. These 3 days may be paid, at the discretion of the Director. c. The Family Leave Act: A furlough of a regular employee from normal duties, the necessity of which has been broughtabout by: a) the birth of the employee's child; b) seriousillness of the employee as attested to in writing by the employee'sphysician; c) the placementof a child with the employee inconnection with a legal adoption; d) the serious illness oftheemployees child, parent, or spouse; or e) the donationof an organ of that employee for a human organ transplant. (1) Every employee who has been employed by the library for 12 consecutive months is entitled to10 consecutive weeks ofFamily Leave in any 2 years. (2) 30 days written notice shall be provided, except in caseof medical emergency. (3) The employee's physician verifying the amount of leaverequested by the employee shallprovide a certification. (4) Both employer and employee shall sign a written agreement stating the terms of the leave. Theleave may be longer orshorter, since the time given is negotiable, but both parties shallagree. (5) The employee's position is maintained at the same levelfor the agreed upon period. If theemployee does not return to work after the agreed upon period, action taken shall be at therecommendation of the Director, at the discretion ofthe Board of Directors. (6) The employee, upon returning to full time work, shall beplaced in a job equal to that held prior to the leave. (7) The employee shall only be paid for PTO accrued. Anyadditional days of the leave shall be unpaid. Accrued shallmean those number of PTO days earned in the benefit year bytheemployee. (8) The employer shall maintain its share of benefit costs onbehalf of the employee. Theemployee shall maintain his/ her share of any benefits paid in conjunction with employer payments. Such payments shall be made, to the library, no later thanthe 30th of each monthprior to the coverage month. (d) Leave for Victims of Violence: This is a fb88 law that provides job protection for employees who need to take leave due to domestic violence. Leave may be granted to an employee who is a victim of violence, assault, sexual assault, or stalking and who needs to prepare for and attend court proceedings, receive medical treatment or obtain necessary services to remedy a crisis. Leave may also be granted to an employee to assist a daughter, son, parent or spouse who needs medical treatment as a result of being a victim of violence or assault. Documentation of the family relationship may be required. (e) Unpaid Leave: Employees are not allowed unpaid leave for sick leave, vacations, or personal emergencies. (1) In certain circumstances, such as for educational reasons, an employee may be granted time off without pay. (2) For an employee to be granted leave without pay: [a] all PTO must have been used [b] prior approval of the director must be received (f) Other Leaves of Absence: Any other leaves of absencenot mentioned above, such as further education or travel,shall be subject to the approval of the Director and the Board ofDirectors. 6. Health, Dental and Other Related Benefits (Note: Information in this employee handbook concerning benefits is for guidance only. Should any information contained in this handbook conflict with information in the actual benefit plan(s), the information in the plan controls.) a. After 6 months employment, all full-time employees (those averaging35-40 hours per week) areentitled to individual health and dental benefits through the fb88MunicipalEmployees Health Trust. The employee shall pay 20% of these costs, while the library shallpay 80%. (1) Spouses/domestic partners have 60 days from the date of marriage/civil union/domestic partnership to join the Librarys health insurance plan. If they do not join within 60 days, they have to wait until open enrollment, which is in December. (2) If full-time employees would like their spouses, families, or domestic partners to be covered by the Librarys health and dental plans, the employee shall pay 20% of these costs, while the Library shall pay 80% of the cost of the coverage. (The definition of domestic partner shall be in accord with the fb88 Municipal Employees Health Trust definition.) (a) Any spouse or domestic partner currentlyreceivinghealth or dental insurance through the Library at the Library employee rate will continue to receive this coverage at the Library employee rate. (3) Employees shall pay for any other benefits offered through the Trustat 100%. 0ptional benefits include Income Protection and LifeInsurance, to be paid 100% by the employee. (4) Part time employees may receiveallowable fb88 Municipalbenefits at 100% cost to themselves. b. Pension Plan: Participation in a 401K pension plan is available for regular employees who have completed six months ofservice with the library. This plan is administered by an agency other than the library and the library is not responsible in any way forthe management of the plan or for the financial performance of the plan. Theguidelines pertaining to the plan are availablefrom the plan's administrator. The employees, as a group,have the right to negotiate directly with the outside agency on matters concerning the plan and its performance. The Boardof Directors has the right to approve or disapprove ofany changes so negotiated. 7. Termination of Employment Notice of Resignation: A minimum of 2 weeks' noticeshall be required for any employee wishing to resign. If 2 weeks notice is not given, accrued PTO shall be applied to fulfill the time notification requirement. In the event ofresignation, an employee shall be eligible for payment ofPTO days earned but not used. PTO earned shall be proportionate totime worked. 8. General Library Policies a. Building Coverage: Two staff members shall be in each building atall times. A Department Head or the Director shall be scheduled to work whenever the library is open. b. Safety Practices: All employees need to maintain personalworkplace safety practices. See Procedures Manual for safety practices. c. Emergency Procedures: The evacuation, safety, security, fire, and emergency procedures, in addition to the storm day policy, aredetailed in the Procedures Manuals located in each building. Staffmembers are expected to be familiar with all procedures. d. Confidentiality of Patron's Records: A patron's borrowing habitsare confidential. Staff shall prevent the possibility of patrons viewing another patron's record on the circulation desk computer. Do not leave patron information on the screen after completing atransaction. Do not allow patrons to view a holds' list. Escape to aneutral screen. Under no circumstances shall a patron's borrowing habits be a topic of conversation with other patrons, staff, or the public at large. e. Working Conditions Suggestions: Staff concerns and suggestionsabout work conditions shall be presented in writing to the Directorwho shall present them to the Board of Directors. g. Personal Telephone Calls: Employees shall reimburse the library for personal telephone calls. h. Internet Facilities: Internet facilities (e-mail, web site, etc.) are provided for the use of the library administration, employees,and patrons. Personal web sites utilizing library Internetfacilities are not permitted by patrons or employees. Employees are entitled to one e-mail address utilizing the library's e-mail designation. No other e-mail address is allowed. This e-mail privilege and use is limited to incoming and outgoing messagespertaining to library business only. Abuse of this privilege will be subject to disciplinary action. Visitation to web sites not directly related to library business isprohibited. Violation of this policy is subject to disciplinary action. The use and establishment of Blogs (web logs) or personal on-linejournals, utilizing library owned or provided equipment, isprohibited under all circumstances. Any creation of this or relatedtypes on the part of an employee are subject to disciplinary action. 9. Library Training, Workshops, and Meetings a. Employees are encouraged to seek further library training. Subjectto the approval of the Director, the library will pay fees for meetings, workshops, and fb88 Library Association courses asappropriate. Sponsorship for all training will be contingent upon: affect of absence of employee(s) upon library operation, cost oftraining, and any other factors that may, in the opinion of theLibrary Director or Board of Directors, affect library operation. (1) During Normal Library Hours: Staff members shall bepaid their regular hourly rate for meetings or workshopsthat meet during normal library hours at the discretion ofthe Director. (2) Outside Normal Library Hours: When attendance isrequested for other meetings, staffmembers shall be paidtheir regular hourly rate, with prior approval by the Director. (3) Expenses: Subject to the approval of the Director, thelibrary shall pay for reasonableexpenses for library meetings and workshops. (4) Business Travel: The library shall pay for reasonablebusiness travel expenses incurredwhile on assignments away from the normal work location which includeconferences, meetings, andworkshops. Alleducational and business travel expenses must have advanceapproval from the Director for reimbursement purposes. Whenapproved, the actual costs oftravel, meals, and otherexpenses directly related to accomplishing business travelobjectiveswill be reimbursed. (a) Mileage: Paid at the Town rate to the driver. (b) Meals: An allowance for meals will be reimbursed at therate of up to $30/day includinggratuities, unless mealsare included with the cost of the meeting/seminar. (c) Library-related business meetings will be consideredwork time and will be reimbursed assuch. b. Reimbursement for college-level courses [Section deleted February 2008] 10. Evaluation, Disciplinary Action, Grievance Procedures a. Evaluation (1) New Employees: Each new employee shall typically be evaluatedweekly during a six-weekprobationary period. A formal six- month review usually follows. Failure to attain a consistent satisfactory rating generally will result in termination. (2) Annual Performance Evaluation: Each employee will receive an annual performance evaluation at a datedetermined by the Director. (3) Disciplinary Action: The Director is authorized toinitiate disciplinary measures. At the Director's discretion, anemployee may be placed on paid administrative leave or suspension when deemed necessary. In the absence of the Director, a majority of members of the Board ofDirectors shall be authorized to initiate disciplinary measures. b. Should it become necessary to discipline an employee forinappropriate conduct, the following procedures shall typically apply: (1) Convening a Disciplinary Review Committee: At the Director'sdiscretion of any alleged act detrimental to the reputation and/orfunctioning of the Library by an employee, the Director may convenethe Disciplinary Review Committee, as defined below, and formally discuss the act with the employee as soon as practicable. Shouldthe Director not be available, a member of the Board of Directorsshall be appointed by the President of the Board to investigate the situation and conduct the initial discussion. (2) Disciplinary Review Committee Membership: The Disciplinary ReviewCommittee shall be comprised of the Director, the employee, and a non- participating recorder who is a Board member. The recorder shall tape recordthe meeting as well as take written notes of the proceedings. TheDirector shall present the facts of the matter under discussion. Theemployee may be given the opportunity to refute any claims thus made. (a) Recording of Proceedings: The Director and recorder may presenta written record of the meeting to the employee as soon as practicable. All parties shall sign the record if there isagreement as to the content. If there is disagreement as to thecontent of the proceedings, the group will review the audiotape and modify the record if necessary.If the employee refuses to sign therecord, the Director and recorder shall so note in writing and initial the record. The audiotape and signed written record shallbecome a part of the employee's employment history. (b) Contents of Record: The record shall list all the possibledisciplinary actions that might be taken, and the final actionrecommended to the Board of Directors. (3) Possible Disciplinary Actions: The disciplinary actions include but are not limited to: administrative leave with pay, demotion, or suspension without pay. (a) The Director shall determine the length of leave, subject totheapproval of the Board of Directors. (b) The Board of Directors shall determine the length of demotion,as recommended by the Director. After the defined length of time, if asubsequent review of the employee's performance finds the employee's performance to be acceptable, the employee may be considered for a return to the previously held position and salary. If the employee'sperformance has not improved satisfactorily, the demotion may beextended for an additional period of time. (c) The Board of Directors shall determine the length ofsuspension. c. Steps in a Disciplinary Action: Unless deemed otherwise by theseverity of employee misconduct, the disciplinary action may include the following steps: (1) At the first occurrence, the disciplinary action may includeawritten warning, a close monitoring of the situation by the Directorfor a defined period (as determined by the severity of themisconduct), and a written plan to rectify the situation. (2) At the second occurrence of any type, the disciplinary actionmay include a written warning and an additional disciplinary actionas determined by the severity of the misconduct. (3) The third occurrence of any type may result in immediate termination of employment, subject to the approval of the Board ofDirectors. d. Alleged Theft or Abuse: In the case of alleged theft or directverbal or physical abuse of a patron or staff member, the Board holdsprimary jurisdiction and shall convene and consider the facts as soon as practicable. The employee may be allowed to be present. Ifthe facts substantiate the misconduct, the Board shall decide thedisciplinary action, and take appropriate measures befitting the misconduct. e. Grievance Procedure (1) Informal Resolution: An employee who believes that s/he has agrievance shall first discuss the matter with the Director within 3working days after the occurrence. It shall be the objective of both parties to resolve this matter in an informal way. (2) Written Grievance: In the event the grievance is not settled in an informal manner, the aggrieved employee shall file a writtengrievance to the Library Board President within 5 working days afterthe discussion with the Director. (a) Library Board Response: The Library Board shall investigate thematter and render a decision in a timely manner, after receivingwritten notice of the employee's grievance. A written response may be rendered and will serve as official notification of the Library Board's decision. (3) Ineligible Employees: Employees within their first six months of probationary employment do not have access to the Grievance Procedure. (4) When Director is Subject of Grievance: (a) If the Director is thesubject of the grievance, the aggrieved employee will contact theLibrary Board President within 3 working days after the occurrence of the matter which gave rise to the grievance. It shall be the objective of both parties to resolve this matter in an informal way. (b) Notification when Director is subject of grievance: In the eventthe grievance is not settled in this informal manner, the LibraryBoard may investigate all aspects of the matter and render adecision as soon as practicable after the informal meeting betweenthe aggrieved employee and the Library Board President. A writtenresponse to the employee may be rendered and shall serve as official notification of theLibrary Board's decision. 11. Harassment and Related Policies a. Library employees shall observe the fb88 Municipal Association'sharassment policy that has been also adopted for XXXX townemployees. All library employees shall work in an environment freefrom all forms of harassment. Harassment as defined by this policyis prohibited. This policy refers not only to supervisor-subordinateactions, but also actions between coworkers, actions between patronsand staff, and actions between patrons and patrons. Any complaintsof harassment shall be investigated promptly. There shall be nointimidation, discrimination, or retaliation against any employee whomakes a report of harassment. b. Sexual Harassment: Sexual harassment is the attempt to control,influence or affect the career, salary or job of an individual inexchange for sexual favors. Sexual harassment may also be conductthat creates a hostile or offensive work environment or unreasonablyinterferes with a person's ability to perform his/her job. Sexualharassment is an extremely serious matter. It shall be prohibited in the workplace by any person and in any form. (1) Specific conduct which shall be prohibited includes, but is not limited to: Threats or insinuations, implicit or explicit, that anyemployee's refusal to submit to sexual advances shall adverselyaffect the employee's retention, evaluation, wages, promotion, dutiesor any other condition of employment; Unwelcome sexual flirtations, advances, or propositions; Verbal or written abuse of a sexual nature; Graphic verbal comments about an individual's body; Sexually degrading words used to describe an individual; The display in the workplace of sexually suggestiveobjects orpictures (2) Any employee who believes s/he has been the subject of sexualharassment shall report the alleged act to the Director, or otherappropriate management. Employees may also file a complaint of sexual harassment directly with the fb88 Human Rights Commission at State House Station 51, Augusta, fb88 04333, (207) 289-2326. Any employee wishing to make a complaint directly to the fb88 Human Rights Commission must do so within 180 days of the alleged incident or incidents. (3) Any supervisor or employee who is found, after appropriateinvestigation, to have engaged in sexual harassment shall be subject to discipline, up to and including discharge. c. Verbal Harassment: Derogatory or vulgar comments regarding aperson's sex, religion, age, ethnic origins, sexual orientation, physical appearance, orthe distribution or written graphic material having such an effectshall be prohibited. Any employee who believes s/he has been the subject of verbal harassment shall report the alleged act to the Director, or other appropriate management. Any supervisor oremployee who is found, after appropriate investigation, to haveengaged in verbal harassment shall be subject to discipline, up toand including discharge. d. Patron Harassment: The above policies and procedures on harassment apply also to relations between library patrons and staff, as well as relations between patrons. Because we are a public building, these additional steps shall be observed: (1) The Director or her/his designee shall attempt to speak to theperson allegedly committing an inappropriate act. (2) If the behavior is particularly threatening, the Director ordesignee shall call the police. Library privileges may be suspendedfor an amount of time determined by the Director. (3) In the case of patron complaints, the patron shall write a description of the incident and give the written report to theDirector. The patron shall be asked if (s)he wants the incidentreported to the police, if it has not already been reported. 12. Work Force Reduction a. Should circumstances, regardless of origin, type, or substance, require that the Library operate on a restricted schedule, with fewer public hours resulting in reduced staff, or other staffing restrictions, the following shall apply to the orderly reduction of staff: (1) Staff Reductions: (a) Any full-time staff reduction regardless of title or wage ratewill be based on service dates. For example, the newest hire, basedon his/her official hiring date, will be furloughed first. Worktitles will not be considered in determining the order of forcereduction. The Library Director will be exempted from this process. (b) Any part-time staff reduction regardless of title or wage ratewill be based on service dates. For example, the newest hire, basedon his/her official hiring date, will be furloughed first. Worktitles will not be considered in determining the order of forcereduction. (2) Payment of wages and the Library contribution towards benefits will cease as of the last day of assigned work. There will be no compensation paid for vacation, sick days, or personal days not used by the employee up to the time of furlough. (3) Re-hiring will be based on the principle of seniority - last out first back. For example, the last furloughed employee will be offered a return to work before other furloughed employees. If this offer is declined by the furloughed employee, the next furloughed employee, as determined by seniority, will be offered the position. (4) Job re-calls do not have to be offered within the same job classification as previously held by the furloughed employee. A lesser position may be offered to the next furloughed employee in line for re-call regardless of the title held prior to furlough. In all cases date of original furlough will determine the call back sequence. (5) When staffing has been restored to pre-furlough levels consideration shall be given to aligning the organizational structure of the library to its pre-furlough status. For example, if an employee that formerly held a superior job title now holds a lesser job, such title may be restored according to the needs of the library. (6) When a furloughed employee is reinstated, hourly pay rates, if possible, will be re-established at the same level as prior to furlough. (7) Any unused vacation, sick or personal days not used prior to furlough will not be subject to compensation if employee is furloughed. Similarly, any unused vacation, sick days or personal days lost due to furlough will be re-established for the duration of the benefit year commencing with the date of individual employee re-hiring. Library contributions toward benefits (Health and Dental) will, if available, be reinstated as of the date of employees return or in keeping with provider guidelines. Dates of service (length of employment) will not be adjusted to reflect the time on furlough. For example, if an employee with one year of library employment (service) is furloughed for six months, his/her service as of the date of return will be considered to be one year and not one year and six months. In other words, there will be no credit given toward length of Library service for the period of furlough. Employee Acknowledgement The Personnel Policies and Practices document describes important information about the __________ Library and I understand I should ask the Director if I have any questions not answered in the document, or questions concerning the policies and procedures described in this document. I have entered into my employment relationship with the __________ Library voluntarily and acknowledge that there is no specified length of employment. Accordingly, either __________ Library or I may terminate the employment relationship at will, with or without cause, at any time. I understand that no contract of employment other than at will has been expressed or implied, that no circumstances arising out of my employment will alter my at will employment relationship. 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