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2.1 Equal Opportunity Statement
The City Library supports equal employment opportunity for all applicants and employees in compliance with federal, state, and local laws. The City Library does not discriminate against
employees or applicants for employment on any prohibited basis, including race, color, national origin, sex, age, religion, disability, or any other characteristic protected by law.
2.2 Anti-Discrimination and Anti-Harassment Policy
The City Library prohibits discrimination and harassment based on race, color, national origin, sex (including pregnancy, childbirth, or pregnancy-related conditions), age, religion, disability, or any other characteristic protected by law. In addition to representing a violation of Library policies, such discrimination or harassment may also constitute a violation of federal, state, or local law. Local law precludes gender identity and sexual orientation discrimination.
If an employee believes that he or she has been subjected to any such discrimination or harassment, the employee must notify their supervisor, manager, a member of the Executive
Leadership Team, or the Human Resources Manager. Any supervisor or manager who has knowledge of any incident of discrimination or harassment prohibited by this policy is required to report such information to the Human Resources Manager. An employee who brings a claim in good faith will not be adversely affected. The complaint will be properly investigated, and any remedial action that is necessary and appropriate will be taken. THE RESPONSIBILITY FOR PROVIDING AN ATMOSPHERE FREE OF DISCRIMINATION AND HARASSMENT RESTS WITH EVERY EMPLOYEE.
2.3 Sexual Harassment Policy
Sexual harassment is a violation of federal law, state law, and Library policy. Sexual harassment in any form may result in disciplinary action up to and including termination. Sexual harassment may take various forms and may be physical, verbal, or visual. Sexual harassment may include, but is not limited to, repeated offensive sexual flirtations, advances, or propositions; continual or repeated verbal abuse of a sexual nature; graphic verbal commentaries about individuals or individuals’ bodies; degrading words or names; or sexually suggestive displays, emails, pictures, or objects in the workplace.
A manager’s, supervisor’s, or co-employee’s threat or insinuation, whether explicit or implicit, that an employee’s refusal to submit to sexual advances will adversely affect the employee’s work environment or any conditions of employment may also be sexual harassment.
If an employee believes that he or she has been sexually harassed, the employee should notify their supervisor, manager, a member of the Executive Leadership Team, or the Human Resources Manager. Any supervisor or manager who has knowledge of any incident of sexual harassment prohibited by this policy is required to report such information to the Human Resources Manager. An employee who brings a claim in good faith will not be adversely affected. The complaint will be properly investigated, and any remedial action that is necessary and appropriate will be taken. THE RESPONSIBILITY FOR PROVIDING AN ATMOSPHERE FREE OF DISCRIMINATION AND HARASSMENT RESTS WITH EVERY EMPLOYEE.
2.4 Nepotism
No Library officer or employee shall employ, appoint, vote for, recommend, or attempt to influence the appointment or hiring of a relative to any position or employment when the salary, wages, pay, or compensation of such appointee is to be paid out of Library funds.
No Library officer or employee shall directly or indirectly supervise a relative in any Library position or employment paid out of Library funds. For purposes of this policy:
“Library Officer” means: any Board Member, manager, administrator, or supervisor.
“Relative” means: father, mother, husband, wife, son, daughter, sister, brother, uncle, aunt, nephew, niece, first cousin, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or household member.
Policy Amended- Library Board Approval March 30, 2020
2.5 Hiring Practices
The Library uses open, competitive processes to select employees. When a full-time or part-time position opens in a department or a need arises to create a new position, the department manager will inform the Human Resources Manager. The Human Resources Department is responsible for employee, substitute, and volunteer recruitment, including position announcements, applicant tracking, and applicant screening. Interview processes are determined by the hiring manager and the Human Resources Department, and are consistent between similar positions. Current Library staff who wish to be considered for an open position must follow the application instructions. If a staff member has not applied for a position, he/she will not be considered.
2.6 Employment Status
2.6.1 Policy Statement
Excluding probationary, substitute, seasonal, and temporary employees, it is the policy of the Library to identify itself as an employer that adopts a “Termination for Cause” relationship with its employees. Every employee should be afforded the opportunity to improve job performance through specific feedback of performance issues, identifying acceptable performance standards, providing a reasonable timeframe to demonstrate improvement, and stating potential consequences for failure to improve performance within the specified timeframe.
The Executive Director is exempt from policy statement 2.6.1, because he/she is appointed and serves at the will of the Salt Lake City Public Library Board of Directors.
2.6.2 Probationary Employees
All new employees are required to serve at least a six-month probationary period. This period is designed to acquaint the new employee with his/her position and to allow the supervisor/manager to evaluate fairly the employee’s ability and aptitude to do the job. If an employee’s performance is not satisfactory, he/she may be terminated at any time, without right of grievance or appeal, during this period. Probationary periods may be extended only in extenuating circumstances including, but not limited to, failure of the Library to provide adequate training, or a medical absence.
2.6.3 Full-time Employees
Full-time employees are those employees who are scheduled to work 40 hours per week for the Library and have worked for the Library at least six months, having successfully completed their probationary period. Full-time employees are eligible for all Library benefits in full, Grandfathered employees as listed below will receive leave benefits on a prorated basis, subject to the terms, conditions, and limitations of each benefit program, and to each employee's election to participate in specific benefit programs.
Policy Amended- Library Board Approval April 26, 2021
2.6.4 Part-time Employees
Part-time employees are those who are scheduled to work fewer than 20 hours per week and have worked for the Library at least six months, having successfully completed their probationary period. Part-time employees are eligible for prorated leave benefits subject to the terms, conditions and limitations of each benefit program. Part-time employees may not work more than 1039 hours in a given fiscal year.
Policy Amended- Library Board Approval May 19, 2014
2.6.5 Substitute Employees
The Library may use substitutes to temporarily fill the specific needs of a department. Substitutes must complete appropriate job-related training, and are compensated at the rate for which they qualify, as determined by the Human Resources Department. They are not eligible for merit increases, do not accrue paid leave, and are not eligible for retirement or insurance benefits. Substitutes do not have rights to grievance or appeal. The Human Resources department maintains a list of persons eligible to fill substitute shifts. Part-time employees may respond to requests for substitute shifts provided they do not exceed the maximum allowable hours worked in a given year. Assigned work takes priority over substitute shifts.
2.6.6 Seasonal Employees
Seasonal employees may be hired for a season, as determined by the department manager, to support specific projects or programs. Seasonal employees cannot work more than 30 hours per week and no more than 11 consecutive months. Seasonal employees are only entitled to benefits required by federal, state, or local law, such as workers’ compensation, Social Security, and Medicare. See the Human Resources Department for more information.
2.6.7 Temporary Employees
Temporary employees may be hired to support specific temporary projects or programs, and are classified as part-time employees or seasonal employees.
2.6.8 Promoted Employees
A promoted employee is an employee who is promoted to a new position involving more complex duties and responsibilities. A promoted employee will begin a new probationary period beginning the effective date of the promotion. The employee has a right to grievance and appeal during this probationary period. The promoted employee is not eligible for merit increases as described in Section 3.2.1 until they have successfully completed 12 months in the new position. A promoted employee will receive a three percent compensation increase or be paid the minimum compensation of the new position’s range, whichever is greater.
2.6.9 Interns
The Library may employ interns for specific projects or programs that align with the intern’s educational experience. Interns can work no more than 30 hours per week and no more than 11 consecutive months.
2.6.10 Volunteers
Volunteers donate their time and do not receive monetary compensation for their services. Nonexempt staff and interns may not, under the restrictions of the Fair Labor Standards Act, serve as volunteers to do the same or similar work for which they are paid.