Wauseon Public Library By-Laws and Personnel Policies

Library Bylaws
Bylaws of the Wauseon Public Library Board of Trustees

Article I. Name and Location
Section A. The Library Board
This organization shall be called the Wauseon Public Library Board of Trustees.
Its mailing address shall be:
Wauseon Public Library Board of Trustees
117 East Elm Street
Wauseon, Ohio 43567

Section B. The Library
The library shall be called Wauseon Public Library.

Article II. Mission
The Wauseon Public Library facilitates connecting people with information and to promote lifelong learning.

Article III. Membership
The Wauseon Public Library is organized as a School District Library. The library’s Board of Trustees consists of seven members who are appointed by the Wauseon School District Board of Education.

Section A. Tenure and Qualifications
Each library trustee is appointed to a four-year term. Appointments are staggered such that no more than one trustee’s term is scheduled to expire in the same year. A trustee must be either a qualified elector of the library district or a qualified elector who resides outside of the library district but within Fulton County. By law, a majority of the trustees (at least four) must be qualified electors of the library district. No one is eligible for membership of the library’s Board of Trustees who is, or has been in the year previous to his or her appointment, a member of the Wauseon School Board. All library trustees serve without compensation. In general, trustees are guided in the performance of their duties by the most recent edition of the Ohio Public Library Trustees’ Handbook.

Section B. Attendance
The insight and attention of each trustee is a valuable asset to the board and the library. Therefore, regular attendance is expected. If a Trustee is absent from a total of five regular meetings in any one calendar year, the board may request that trustee’s resignation.

Section C. Filling Vacancies
Candidates shall be recommended to the full board to fill a vacant trustee position. After review, the board shall select a candidate for each vacant position and request that the Wauseon School Board of Education appoint that candidate as a trustee.

Article IV. Duties and Powers of the Board
The Board of Trustees shall have all the powers and duties granted to it by law and detailed in Ohio Revised Code 3375.40. The board shall determine and establish in accordance with the law, the basic policies of the library with respect to:
• The appropriation and budgeting of funds.
• The establishment and maintenance of the library and library services.
• The acquisition, improvement, maintenance, insurance, use, and disposition of properties.
• The hiring, compensation, and responsibilities of, and the personnel policies concerning, library employees.
• The selection, collection, lending, and disposition of library materials.
• The acceptance of gifts.
The policies approved by the board shall remain in effect until changed or rescinded by further action of the board. These policies shall be administered by library staff. The director shall maintain a file of all policies established by the board for consultation and distribution as directed by the board and as required by law. The Board of Trustees shall be responsible for hiring the library director and appointing the library fiscal officer, and for ensuring that the director and fiscal officer carry out the policies of the library in an effective, efficient, and lawful manner. In order to speak with a consistent voice, all news of board actions or statements by the board released to the media shall be made by the board president or library director speaking for the board. No one board member, other than the president, shall speak for the board unless directed to do so by a majority of board members voting at a scheduled board meeting. All powers of the library board are vested in it as a board, and none at all in its individual members. The individual trustee has no power to act for the board in any way, unless authorized to do so by the board itself.

Article V. Officers of the Board
At the annual organization meeting the board shall elect from its membership a president, vice-president, and secretary, each of whom shall serve a term of one year, commencing immediately upon election and continuing to the election of officers at the next annual organization meeting.
No board member shall hold more than one office at a time.
Vacancies in office shall be filled by vote at a regular meeting of the board as soon as possible after the vacancy occurs.
An Officer of the Board of Trustees, President, Vice President or Secretary; shall sign, along with the fiscal officer, each check issued by the library. The president and secretary shall sign any conveyance of real property.

Section A. President
The president shall preside at all meetings of the board; authorize calls for any special meetings; appoint all committees, with the consent of the board; execute all documents authorized by the board; and perform all other duties generally associated with that office. The president may serve as an exofficio voting member of all committees. The president shall approve all requests for leave, travel expenses, and time sheets submitted by the director.

Section B. Vice President
If the president is absent or unavailable, or declines to act in the capacity of his office, or if the office of president is vacant, the vice-president shall have all the powers and duties of the president except as otherwise provided by law.

Section C. Secretary
The secretary shall preside at board meetings in the absence of the president and vice-president.

Article VI. Board Meetings
Section A. Meeting Types
The board may hold meetings of several different types as described in the Ohio Public Library Trustees’ Handbook. In person attendance by trustees is strongly preferred. In extraordinary circumstances, a hybrid meeting (one or more trustees attend virtually while others are in person) may be held.

For hybrid meetings:
• Trustees must notify the Board President and Library Director at least 48 hours in advance if attending a meeting remotely, except in the case of an emergency in which the trustee is to give such prior notice as is reasonably possible.

• The public must be able to see and hear all trustee discussions during a hybrid meeting, whether a trustee is participating in-person or virtually.

Trustees attending a hybrid meeting remotely must ensure they have the necessary technology to enable them to be seen and heard clearly throughout the meeting. Trustees must always be visible to the public during the meeting. Audio-only participation is not permitted.

Meetings minutes must record if the meeting was hybrid, identifying the trustees attending the meeting remotely, and specify the technology used to attend the meeting.

All votes taken during a hybrid meeting must be a roll-call vote, unless there is a motion for unanimous consent that is not objected to by a trustee. If a vote is taken by unanimous consent, the Board must indicate to the public how each trustee voted – including any trustee who abstained from voting.

The following cannot occur during a hybrid meeting (in-person meetings are required):

• A vote to approve a major non-routine expenditure defined as a new construction project, tax issues, real estate transactions, hiring or dismissal of the Library Director or Fiscal Officer.

• Or if two or more trustees notify the Board President and the Library Director that an agenda item must be acted on at a meeting conducted fully in-person at least 48 hours before the meeting, then the agenda item must be acted upon only at a fully in-person meeting.

The board will hold an organization meeting in January of each year to elect officers, appoint a fiscal officer, and perform other administrative tasks. The organization meeting may be part of a regular board meeting.

Section B. Public Notice of Board Meetings
At its organization meeting in January, the board shall establish, by rule, the method for notifying the public and the news media of the various board meetings that may be held throughout the year. Members of the public or news media who wish to be notified when a particular subject will be discussed at a meeting should inform the library director of their interest. The director will then make arrangements to give advance notice by e-mail or phone prior to the scheduled meeting; members of the public who wish to be notified by postal mail should provide the director with self-addressed, stamped envelopes for that purpose.

Section C. Agenda
The regular meeting agenda is prepared at least one working day before the upcoming regular board meeting. It is prepared by the director in consultation with the fiscal officer and board president.

Section D. Quorum and Rules of Proceedings
The quorum necessary for the board to transact business shall be four members. Lack of a quorum will automatically adjourn a board meeting. Meetings of the board will follow parliamentary procedures when not inconsistent with these bylaws. Except when a larger majority is required by law, an affirmative vote of the majority of Trustees present at a meeting at which a quorum exists shall be necessary to approve any action before the board. The president may make or second a proposal before the board, may participate fully in discussions, and may vote upon all proposals. Each board member shall have one vote.

Section E. Suspension of Rules
Any rule or resolution of the board, whether contained in these bylaws or otherwise, may be suspended temporarily in connection with the business at hand, but such suspension, to be valid, may be done only at a meeting at which a quorum exists, at least four trustees are present, and a majority of the quorum agrees to the suspension.

Section F. Executive Session
The board may enter into executive session for purposes as described in the Ohio Open Meetings Act. The motion to hold an executive session shall state the purpose of such a session, and the motion must be approved in open meeting in a roll call vote by a majority of the quorum of the board.

Section G. Public Participation
The main purpose of board meetings is to conduct the business of the library. Time is set aside at each regular meeting for public participation. Any member of the public who wishes to speak to the board must sign-in before the meeting is called to order. Attendees should register their intention to participate with the Director or Board President within one business day before the meeting so that he or she may be added to the agenda. Speakers must identify any groups or organizations for which they will speak in an official capacity and indicate the topic that they wish to address. Those who have signed-in to address the board will be recognized in the order in which they signed in. Public comments should be addressed to the presiding officer. In order for the board to fulfill its obligation to complete the meeting agenda in an effective and efficient fashion, each public participant may be allowed up to five minutes.
The presiding officer may:
1. interrupt, warn, or terminate a participant's session when they make comments that are repetitive, obscene, and/or comments that constitute a true threat (i.e., statements meant to frighten or intimidate one (1) or more specified persons into believing that they will be seriously harmed by the speaker or someone acting at the speaker's behest);
2. request any individual to stop speaking and/or leave the meeting when that person does not observe reasonable decorum or is disruptive to the conduct and/or orderly progress of the meeting;
3. request the assistance of law enforcement officers in the removal of a disorderly person when that person's conduct interferes with the conduct and/or orderly progress of the meeting;
4. call for a recess or an adjournment to another time when the lack of public decorum so interferes with the orderly conduct of the meeting as to warrant such action;
5. waive these rules with the consent of the Board when necessary for the protection of privacy or the administration of the Board's business.
A member of the public is guaranteed the right to attend a public meeting but not the right to be heard at that meeting. A disruptive person waives the right to remain and observe the meeting and may be removed. The Board President may also limit the public comment to only those subjects appearing on the meeting agenda. The Board President will do so by announcing the subjects at the beginning of the meeting and applying this limitation to all participants.

Article VII. Committees
The standing committees of the board shall be: Finance, Audit and Records Retention;
Facilities and Equipment; Policy and Strategic Planning; and Personnel.
Trustees are appointed to committees by the president with the consent of the board. Committees serve an advisory role and make recommendations to the board; a committee has no other power, unless, by suitable action of the board, it is granted a specific power to act. All committee actions are subject to approval by a majority of the board. In general, committees will work in conjunction with the director and fiscal officer.

Section A. Personnel Committee
The Personnel committee shall advise the board on all matters relating to library personnel.

Section B. Facilities and Equipment Committee
Facilities and Equipment committee shall advise the board concerning the condition, maintenance, and improvement of the library grounds, building, furniture, fixtures, equipment, all technology and materials.

Section C. Finance, Audit and Records Retention
The Finance, Audit and Records Retention committee shall advise the board on all matters relating to the library budget, appropriations, funds, investments, finances, wages, receipts, and disbursements. It shall monitor and review the library’s accounting and financial reporting practices, legal compliance, financial condition and controls over safeguarding of assets. It shall be responsible for overseeing the Library’s compliance with the Ohio Records Law as described in Chapter 149 of the Ohio Revised Code.

Section D. Policy and Strategic Planning Committee
The Policy and Strategic Planning committee shall advise the board on objectives and policies relating to personnel practices, standards, and problems, and public service policies and other policies not covered by the other standing committees.

Article VIII. Library Director
The board shall appoint and fix the compensation of the library director. The director shall have full charge of the administration and operations of the library in accordance with the objectives and policies adopted by the board and under the direction and review of the board. The library director has the authority to administer, and is responsible for, the care of all buildings, furnishings, and equipment; for the employment and direction of library staff; for the selection, acquisition, and disposition of library materials; and for maintaining excellent library service. The director shall serve at the discretion and pleasure of the board. His or her employment shall be governed by the language of his or her job description and the policies of the library as adopted by the Board of Trustees.

Article IX. Fiscal Officer
The board shall appoint and fix the compensation of the fiscal officer. The fiscal officer is the library’s chief financial officer and acts as the Board’s financial agent in library matters. The fiscal officer shall administer and manage the funds of the library in accordance with law and with the objectives and policies adopted by the board and under the direction and review of the board. The fiscal officer has the authority to administer, and is responsible for, the receipt, deposit, and expenditure of, funds; the internal control of library expenditures; and the documenting and reporting of financial activity. The fiscal officer shall serve at the discretion of the board and is appointed for a one-year term at the annual organization meeting of the Board of Trustees. His or her employment shall be governed by the language of his or her job description and the policies of the library as adopted by the Board of Trustees.

Article X. Ethics
The Board of Trustees subscribes to the statement of principles promulgated by the American Library Trustee Association as listed below, and is bound by the applicable statutes of the Ohio Ethics Law and the rulings of the Ohio Ethics Commission.

ETHICS STATEMENT FOR PUBLIC LIBRARY TRUSTEES

• Trustees in the capacity of trust upon them, shall observe ethical standards with absolute truth, integrity and honor.
• Trustees must avoid situations in which personal interests might be served or financial benefits gained at the expense of library users, colleagues, or the institution.
• It is incumbent upon any trustee to disqualify himself/herself immediately whenever the appearance of a conflict of interest exists.
• Trustees must distinguish clearly in their actions and statement between their personal philosophies and attitudes and those of the institution, acknowledging the formal position of the board even if they personally disagree.
• A trustee must respect the confidential nature of library business while being aware of and in compliance with applicable laws governing freedom of information.
• Trustees must be prepared to support to the fullest the efforts of librarians in resisting censorship of library materials by groups or individuals.
• Trustees who accept library board responsibilities are expected to perform all of the functions of library trustees.

Adopted by the Board of Directors of the American Library Trustee Association, July, 1985. Adopted by the Board of Directors of the Public Library Association, July, 1985. Amended by the Board of Directors of the American Library Trustee Association, July, 1988. Approval of the amendment by the Board of Directors of the Public Library Association, January, 1989.

Article XI. Amending of Bylaws
The Policy Committee shall, when necessary, review the bylaws and recommend changes to the board. These bylaws may be amended at any board meeting by the affirmative vote of a majority of the full membership of the Board of Trustees provided that a notice of the proposed amendment shall have been included in the agenda for the meeting.

WAUSEON PUBLIC LIBRARY PERSONNEL POLICIES
TABLE OF CONTENTS

Introduction                            2
Management Rights                        2
Equal Employment Opportunity                3
Americans with Disabilities Act                4
Civil Rights Assurance                        4
At Will Employment                        5
General Expectations-Employment                5
Background Check                        6
Job Descriptions                        7
Separation from Service                    14
Records                            16
Hours & Wages                        17
Hours of Operation                        26
Emergency or Non-Scheduled Closings            26
Staffing                            26
Food Policy                            27
Workplace Standards/Employee Conduct            28
Library Property/Equipment                    30
Library Digital & Social Media                    32
Credit Card Policy                        35
Monetary and/or Verbal Commitment Policy        37
Employee Safety                        37
Disciplinary Policy                        39

INTRODUCTION
The Library Operations and Personnel Manager in coordination with the Director is directly and indirectly responsible for all employees of the Library. In the absence of the Director, the Operations and Personnel Manager shall have the authority to apply discretionary judgments in interpreting Board of Trustees (Board) and administrative policy with regard to special or emergency situations. In the event that the Director and the Operations and Personnel Manager are not available, the Fiscal Officer shall have discretionary authority to interpret policy and assume administrative duties for the Library.
Facilities and Location the Wauseon Public Library is located at:
Wauseon Public Library
117 E. Elm St.
Wauseon, Ohio 43567

Effective Date of Personnel Manual
This Personnel Manual is effective October 8, 2024. These policies supersede any formerly published personnel policies of the Wauseon Public Library. Library policies are always subject to modification as conditions change, and the Library’s Board of Trustees may at its discretion change policies and employee benefits at any time. Future revisions of these policies approved by the Board will take precedence.
WPL Approved 10/8/2024, Amended 1/14/2025, 12/9/25

MANAGEMENT RIGHTS
The Library reserves the exclusive right to manage its affairs, and the Library retains and reserves unto itself, without limitation, all powers, rights, authority, duties and responsibilities conferred upon and vested in it by the laws and constitutions of the State of Ohio and of the United States.
The Library reserves itself the following rights: The right to manage its affairs efficiently and economically, including the determination of quantity, quality, frequency and type of services to be rendered; the determination, purchase and control of the types and numbers of materials, machines, tools and equipment to be used; the selection of the location; and the addition or discontinuance of any services, equipment, materials or methods of operation.
The right to hire and set the starting rate of pay for new employees, to determine the starting and quitting time and the number of hours to be worked, including overtime, lunch, breaks, and clean-up times, and to determine the amount of supervision necessary, work schedules and the method or process by which work is performed.
The right to contract, subcontract and purchase any or all work, processes or services or the construction of new facilities or the improvement of existing facilities; to adopt, revise and enforce working rules and carry out cost control and general improvement programs; and to establish, change, combine or discontinue positions and prescribe and assign jobs duties, content and to establish wage rates for any new or changed positions.
The right to determine the existence or nonexistence of facts which are the basis of the decisions; to establish or continue policies, practices or procedures for the conduct of the Library and its services to the community, and, from time to time, to change or abolish such practices or procedures; the right to determine and, from time to time, redetermine the number and types of its employees or to discontinue any performance of service by employees of the Library; to determine the number of hours per day or week any operation of the Library may be carried on; to select and determine the number and types of employees required; to assign such work to such employees in accordance with the requirements determined by administration; to establish and change work schedules and assignments; to promote or demote employees, or to lay off, terminate, or otherwise relieve employees from duty for lack of work or other reasons; to continue, alter, make and enforce rules for the maintenance of discipline; to suspend, discharge, or otherwise discipline employees and otherwise to take such measures as the Library may determine to be necessary for the orderly and efficient operation of the Library.
WPL Approved 3/13/2024

EQUAL EMPLOYMENT OPPORTUNITY
The Wauseon Public Library shall comply with all Federal laws and regulations prohibiting discrimination. It is the policy of the Wauseon Public Library that equal employment opportunity is afforded to all qualified persons without regard to race, color, religion, national origin, creed, ancestry, age, gender, marital status, military status or disability (will provide reasonable accommodation to meet the job requirements). ln support of this policy, the Wauseon Public Library will not discriminate against any employee or applicant for employment because of race, color, religion, national origin, creed or ancestry, age, gender, marital status, military status or disability (will provide reasonable accommodation to meet the job requirements), The Wauseon Public Library will take affirmative action to insure that applicants are employed and that employees are treated during employment without regard to race, color, religion, national origin, creed or ancestry, age, gender, marital status, military status or disability (will provide reasonable accommodation to meet the job requirement). Such action will include but not limited to: Recruitment, advertising or solicitation for employment, hiring, placement, upgrading, transfer, demotion, selection for training, including apprenticeship, rates of pay, or other forms of compensation, layoffs, or termination.
Purpose: To express the Wauseon Public Library continuing practice of nondiscrimination in employment. Policy The Wauseon Public Library provides equal employment opportunities to all employees, applicants, and job seekers, and is committed to making decisions using reasonable standards No person shall be discriminated against in employment or harassed because of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a physical or mental disability unrelated to ability, protected veteran status, military status, unfavorable discharge from military service, citizenship status, genetic information, marital status, parental status, ancestry, source of income, credit history, housing status, order of protection status, actual or perceived association with such a person or other classes protected by law. This policy includes the commitment to maintaining a work environment free from unlawful harassment. Under this policy, no employee or applicant shall be subject to retaliation (including harassment, intimidation, threats, coercion or discrimination) because he/she has engaged, in good faith, in the following activities: (i) filing a complaint under this Policy with Wauseon Public Library , or with federal, state or local equal employment opportunity agencies; (ii) assisting or participating in an investigation or other activity related to the administration of any federal, state or local equal employment opportunity or affirmative action law; (iii) opposing any act or practice prohibited by this Policy or federal, state or local equal employment opportunity or affirmative action law; or (iv) exercising any other right protected by federal, state or local equal employment opportunity or affirmative action law. Staff employees and applicants for staff jobs should immediately bring any complaint or retaliation under this Policy to the attention to the Operations and Personnel Manager.

AMERICANS WITH DISABILITIES ACT
The Wauseon Public Library is committed to the fair and equal employment of individuals with disabilities under the ADA. In accordance with the ADA, reasonable accommodation will be provided to qualified individuals with disabilities to enable them to apply for positions with the Library and, if hired, perform the essential functions of their jobs or to enjoy the equal benefits and privileges of employment. An employee with a disability may request accommodation from the Operations and Personnel Manager and engage in an informal process to clarify what the employee needs and to identify possible accommodation. If requested, the employee is responsible for providing medical documentation regarding the disability and possible accommodation. All information obtained concerning the medical condition or history of an applicant or employee will be treated as confidential information, maintained in separate medical files, and disclosed only as permitted by law. The Library prohibits harassment or discrimination based on disability or because an employee has requested reasonable accommodation. The Library also prohibits retaliation against employees for exercising their rights under the ADA or other applicable civil rights laws.
CIVIL RIGHTS ASSURANCE OF COMPLIANCE WITH TITLE VI OF THE CIVIL RIGHTS ACT OF 1964, SECTION 504 OF THE REHABILITATION ACT OF 193, TITLE IX OF THE EDUCATION AMENDMENTS OF 1972, AND AGE DISCRIMINATION ACT OF 1975.
The Board of Trustees of the Wauseon Public Library provides this assurance in consideration of and for the purpose of obtaining Federal grants, Ioans, contracts (except contracts of insurance or guarantee), property, discounts, or other Federal financial assistance to education programs or activities from the Department of Education.
The applicant assures us that they will comply with the following:
1. Title VI of the Civil Rights Act of 1954, as amended 42 U.S.C. 2000d et seq. which prohibits discrimination on the basis of race, color, or national origin in programs and activities receiving Federal financial assistance.
2. Section 504 of the Rehabilitation Act of 1973, as amended 20 U.S.C. 794, which prohibits discrimination on the basis of handicap in programs and activities receiving Federal financial assistance.
3. Title lX of the Education Amendments of 1972 as amended 20 U.S.C. 1681 et seq. which prohibits discrimination on the basis of sex in programs or activities receiving Federal assistance.
4. The Age Discrimination Act of 1975, as amended 42 U.S. 6101 et seq. which prohibits discrimination on the basis of age in programs or activities receiving Federal assistance.
5. All regulations, guidelines and standards lawfully adopted under the above statutes by the United States Department of Education.
The applicant agrees that compliance with this assurance constitutes a condition of continued receipt of Federal Financial Assistance, and that it is binding upon the applicant, its successors, transferees, and assignees for the period during which such assistance is provided. The applicant further ensures that all contractors, subcontractors, subgrantees or others with whom it arranges to provide services or benefits to its students or employees in connection with its education programs or activities are not discriminating against in violation of the above statutes, regulations, guidelines, and standards against those students or employees. ln the event of failure to comply, the applicant understands that assistance can be terminated, and the applicant denied the right to receive further assistance. The applicant also understands that the Department of Education may, at its discretion, seek a court order requiring compliance with the terms of the assurance or seek other appropriate judicial relief.
WPL Approved 2/13/2024, Amended 12/9/2025

AT-WILL EMPLOYMENT
The Wauseon Public Library is an at-will employer. This means that all employees have the right to terminate their employment at any time without cause or notice, and that the Library has the right to terminate the employment of any employee at any time with or without cause or notice. Nothing in policy or at hiring creates or is intended to create an employment agreement, express or implied. Nothing contained in this or any other document provided to the employee is intended to be, nor should it be, construed as a contract that employment or any benefit will be continued for any period of time. In addition, no Library employee or Board member is authorized to modify this policy for any employee or to enter into any agreement, oral or written, that changes the at-will relationship. Only a written agreement, adopted at a public meeting of the Board and signed by the President of the Board, can legally create an agreement for employment for any specified period of time. Any salary figures provided to an employee in annual or monthly terms are stated for the sake of convenience or to facilitate comparisons and are not intended to and do not create an employment contract for any specific period of time.
WPL Approved 2/13/2024

GENERAL EXPECTATIONS - EMPLOYMENT
Library employees are expected to maintain high standards of personal conduct at all times. Since the quality of service provided by the Library, as judged by the public, depends upon the appearance, conduct and courtesy of its employees, it is essential that employees conduct themselves in a manner which will reflect the highest standards of behavior.
Hiring Process
The Library will advertise all open and new positions. Applicants will be judged solely on their qualifications.
Application
The Library relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
Probationary Period
The probation period for all employees shall be three (3) months. Any significant absence will automatically extend a probationary period by the length of the absence, not to exceed three (3) months The Library is not obligated to retain an employee for the entire three-month probationary period if the employee’s job performance is not satisfactory, if the employee is significantly absent during the probationary period, or if there is little evidence that further training would rectify the situation.
During the probationary period, the employee will receive daily training and coaching provided by assigned mentors and the Operations and Personnel Manager. Appraisal of the employee and recommendation to retain, terminate, or extend the probationary period of the employee will be made by the Operations and Personnel Manager. If the Operations and Personnel Manager determines that additional time is necessary to thoroughly evaluate the employee's performance, the Operations and Personnel Manager may extend the probationary period for a specified time, not to exceed an additional three (3) months. An employee who successfully completes the probationary period becomes a regular employee of the Library. Successful completion of a probationary period does not create an express or implied contract of employment or otherwise alter the employment-at-will relationship between the Library and its employees.

BACKGROUND CHECK

The Library requires a criminal background check and records check on each employee at hiring and on a periodic basis. Successful completion of the background check is a condition of employment. This shall be performed by the Fulton County Sheriff’s Department through the Bureau of Criminal Identification and Investigation (BCII) and through Federal Bureau of Investigation (FBI) records. The library will assume the cost.
Any information and records obtained from such inquiries are not public record and shall be kept confidential and not released or disseminated.

Should it be necessary to employ a person to maintain continuity of the program, prior to receipt of the criminal history record, the Director may employ the person on a provisional basis until the report is received.

Effect of Guilty Plea and/or Conviction of Enumerated Crimes

Applicants or staff members determined by virtue of a criminal records check to have pled guilty to or have been convicted of any offense enumerated under Ohio Revised Code (R.C.) 3319.39(B)(1), including a judicial finding for intervention in lieu of conviction and/or participation in a pre-trial diversion program relating to any of the offenses listed therein, or who are otherwise determined to have engaged in conduct unbecoming are subject to no employment for applicants or immediate suspension and the initiation of action by the Board to terminate current employment.

WPL Approved 6/11/2024, Amended 12/9/25

JOB DESCRIPTIONS
It is the policy of the Library to develop job descriptions for each position. The Operations and Personnel Manager will generally develop and maintain the descriptions. The Fiscal Officer will generally develop and maintain their job description. Within each position, there may be multiple assignments. The descriptions will detail the unique duties and responsibilities of each assignment. Job descriptions should be considered living documents and should be reviewed and evaluated periodically for modification.
DIRECTOR
The Director of the Wauseon Public Library is employed by the Board of Trustees to execute the orderly administration of the library as defined in this position description and in accordance with the policies set by the Board. This position is responsible to manage the flow and inventory of all library materials. This position may also serve as the head of a specific department.
QUALIFICATIONS:
1.    A Bachelor’s or Associate degree in library science, human services or business, but years of experience in a public library, public service, or management entity may be considered.
2.    A minimum of 2 years of experience in administration/management level position in a library is desired.
3.    Possess interpersonal skills to deal effectively with the public and staff.
4.    Be knowledgeable in general computer applications such as Microsoft, Google and library-specific software and programming.
5.    Knowledge of state and local government law and operations
6.    Able to work with little supervision

RESPONSIBILITIES:
The Director's responsibilities include but are not limited to:
1.    Implement the policies of the Wauseon Public Library Board of Trustees.
2.    Prepare the agenda for and type the meeting minutes from the Board of Trustees meetings.
3.    Review and recommend possible changes in policies to the Board of Trustees.
4.    Consult with the county prosecutor for the library, staff and the Board of Trustees to assure compliance with present laws and their effect on the library.
5.    Develop budget and appropriations with the Fiscal Officer.
6.    Work with department heads to order appropriate programming materials.
7.    Order building cleaning supplies as requested by the Operations and Personnel Manager.
8.    Order needed office supplies.
9.    Approve expenditures in accordance with the budget and in consultation with the Fiscal Officer.
10.    Monitor the cash drawer in the absence of the Fiscal Officer, securing change as needed.
11.    Enter into and maintain all contracts as approved by the Board.
12.    Monitor the library building and schedule all necessary maintenance and repairs to the building, furniture, fixtures and equipment.
13.    Possess a working knowledge of all library positions and serve as a backup when needed.
14.    Provide routine coverage at the circulation desk including additional time to cover staff absences.
15.    Provide program support as needed and in compliance with library policy.
16.    Assist patrons with materials and services including reader advisory, copier and computer use.
17.    Assist librarian to call patrons when reserve items are ready for pickup and place items on reserve shelves as needed.
18.    Monitor reshelving of materials and provide direction to staff in ensuring materials are returned to the appropriate location.
19.    Manage the inventory of all library materials including purchasing new materials, shelving, reading and weeding through and removing outdated or duplicate materials.
20.    Identify damaged materials and replace or direct mending of such materials.
21.    Log all library material purchases to track each department’s budget.
22.    Serve as the primary staff to catalogue and prepare new materials for circulation and patron use.
23.    Complete periodic reporting of total materials in the library collection, monthly circulation and lost or missing items.
24.    Promote the use of the library for digital materials while reducing digital purchasing.
25.    Meet with the Materials Committee at least quarterly and provide a written report capturing all relevant data of library materials and circulation records. Report meeting outcomes to the Board of Trustees.
26.    Accurately complete and timely submit the Annual State Library Report.
27.    Implement the Records Retention Schedule process in maintaining library records.
28.    Seek and participate in appropriate education, training and re-training to stay current on library issues and trends.
29.    Perform clerical tasks as needed.
30.    Perform other duties as requested by the Board of Trustees.

It is the policy of the Wauseon Public Library that equal employment opportunities are afforded to all qualified people without regard to race, color, religion, national origin, creed, ancestry, age, gender, or military status.

FISCAL OFFICER
The Fiscal Officer is employed by the Board of Trustees and serves as the financial officer of the Board of the Wauseon Public Library to manage library funds and maintain accurate financial records under the direction of the Board and according to federal, state and local laws.
QUALIFICATIONS:
1.    Associate degree in accounting or years of related experience
2.    Knowledge of fund accounting and payroll procedures
3.    Computer knowledge with UAN preferred
4.    Knowledge of general computer applications such as Microsoft and Google
5.    Knowledge of state and local government law and operations
6.    Eligible to be bonded
7.    Able to work with little supervision
RESPONSIBILITIES:
The Responsibilities include, but are not limited to, the following:
1.    Report directly to the Board of Trustees.
2.    Attends Board meetings and reports financial activity and other pertinent information.
3.    Records and prepares meeting minutes.
4.    Consult with the county prosecutor for the library, staff and the Board of Trustees to assure compliance with present laws and their effect on the library.
5.    Develop and maintain professional relationships with local government officials.
6.    Prepare the library budget and appropriations in collaboration with the Director and present it to the Finance Committee and Board.
7.    Monitor that expenditures are within authorized appropriations.
8.    Create and approve Purchase orders.
9.    Receive and disperse library funds.
10.    Deposit funds as designated.
11.    Verify, track and process payment of invoices.
12.    Maintain accurate financial records.
13.    Execute depository and investment agreements.
14.    Prepare financial reports required by the Board, Federal, State and/or Local government.
15.    Provide documentation of all financial activity to the Audit Committee for scheduled review.
16.    Maintain change available in money drawer at circulation desk and petty cash.
17.    Complete the payroll process and electronic funds transfer.
18.    Prepare and file all fiscal and payroll reports to federal, state and local authorities.
19.    Maintain accurate personnel payroll records.
20.    Serve as the primary contact for state audits and report outcomes to the Board of Trustees.
21.    Attend professional meetings regarding library finance and other required topics.
22.    Collaborate with area Fiscal Officers for support and to share expertise.
23.    Perform other duties as requested by the Board of Trustees.

OPERATIONS AND PERSONNEL MANAGER
The Operations and Personnel Manager is employed to provide direct supervision of all library staff that do not report directly to the Board of Trustees and monitor day-to-day library operations. This position may also serve as the head of a specific department.

QUALIFICATIONS:
1.    A Bachelor’s or Associate degree in library science, human services or business, but years of experience in a public library, public service, or management entity may be considered.
2.    A minimum of 2 years of experience in administration/management level position is desired.
3.    Possess interpersonal skills to deal effectively with the public and staff.
4.    Be knowledgeable in general computer applications such as Microsoft, Google and library-specific software and programming.
5.    Knowledge of state and local government law and operations.
6.    Able to work with little supervision.

RESPONSIBILITIES:

The Operations and Personnel Manager’s responsibilities include but are not limited to:
1.    Supervise all library staff that do not report directly to the Board of Trustees.
2.    Oversee the hiring and dismissal of personnel with the final approval of the Board of Trustees.
3.    Oversee personnel functions, i.e.: recruitment, selection, and developmental training of staff members.
4.    Provide staff feedback on a regular basis and complete all staff evaluations, on an annual schedule, reviewing outcomes with the Director. Provide a review of each staff person’s job description as part of the evaluation process.
5.    Provide retraining for staff as needed to ensure that position expectations are consistently met.
6.    Maintain organized Personnel files, including all former personnel, in accordance with the Records Retention Schedule. Files are to be secured in the Administrative Office.
7.    Develop and maintain professional relationships with all staff, supporting good morale.
8.    Meet with the Personnel Committee at least quarterly and provide a written report of all relevant personnel matters. Report meeting outcomes to the Board of Trustees.
9.    With the Director, review and recommend possible changes in policies to the library policies.
10.    Provide a monthly report for the Board of Trustee meetings to share any relevant personnel or operations information and updates.
11.    Ensure staff completion of daily tasks and serve as the primary backup for staff absences or other operational needs.
12.    Monitor the cash drawer in the absence of the Fiscal Officer and Director, securing change as needed.
13.    Possess a working knowledge of all direct-report library positions and function as a librarian.
14.    Serve as a backup to all direct-report library positions when needed.
15.    Develop a staff schedule per guidelines developed collaboratively with the Board of Trustees and adhering to the staffing budget.
16.    Assign tasks to support day-to-day library operations and oversee all circulation desk operations.
17.    Provide routine coverage at the circulation desk including additional time to cover staff absences.
18.    Monitor staff workflow at the circulation desk and all areas of the library to ensure a professional standard is consistently upheld for patron and community perception and image.
19.    Be a good steward of time and productivity and promote this standard with all staff.
20.    Approve Paid-Time-Off requests.
21.    Approve bi-weekly payroll that accurately reflects staff hours worked.
22.    Develop a cleaning schedule and ensure that all staff are completing the cleaning tasks for a safe, sanitary environment.
23.    Provide a list of requested cleaning supplies to the Director for purchase.
24.    Complete daily walk-through of the entire building to ensure neatness and organization.
25.    Assign Library Assistants to program support following Board of Trustees policy.
26.    Facilitate and provide direction for all special community events.
27.    Ensure the library is up to date on all current technology. Request vendor-provided technology support only when determined to be needed and confirmed as needed by the Director.
28.    Lead routine staff meetings to provide updates on personnel matters and operations. Combine with monthly Board of Trustees meeting updates as provided by the Director.
29.    Communicate and coordinate pertinent information with the Director.
30.    Manage the Marketing and Public Relations for the library working with the Director and Board of Trustees for any special circumstances requiring specialized focus.
31.    Implement the Records Retention Schedule process in maintaining library records, including those records kept by direct report staff.
32.    Seek and participate in appropriate education, training and re-training to stay current on library issues and trends.
33.    Perform clerical tasks as needed.
34.    Perform other duties as requested by the Director and/or the Board of Trustees.

The Operations and Personnel Manager position may be paired with another position such as Librarian and will include all duties listed on both job descriptions.

LIBRARIAN
The Librarian is employed to perform tasks for the efficient operation of the library as assigned by the Operations and Personnel Manager. Librarians are responsible for the Children, Teen and Adult departments as assigned by the Board of Trustees.
QUALIFICATIONS:
1.    High School diploma or GED equivalent
2.    Experience in libraries preferred
3.    Be knowledgeable in general computer applications such as Microsoft and Google
4.    Knowledge of library-specific software preferred

RESPONSIBILITIES:
The Responsibilities include, but are not limited to, the following:
1.    Perform circulation desk duties.
2.    Assist patrons with materials and services, including reader advisory and computers.
3.    Complete shelving, reading and weeding of library materials.
4.    Call patrons when reserve items are ready for pickup and place items on reserve shelves.
5.    Provide directions to Pages or volunteers and monitor their completion of daily tasks.
6.    Select and order library materials in cooperation with the Director.
7.    Catalogue new materials under the direction of the Director.
8.    Log all library materials purchases to track each department budget.
9.    Cover new library materials.
10.    Identify damaged library materials and replace or direct mending of such materials.
11.    Maintain assigned department and communicate needs to the Operations and Personnel Manager.
12.    Design and implement patron programs.
13.    Provide community outreach as appropriate.
14.    Provide public relations and programming information to Library Assistant for production and posting.
15.    Plan and execute an effective Summer Reading Program.
16.    Provide a monthly report to the Board of Trustees outlining current events.
17.    Follow the cleaning schedule daily assigned tasks and document completion.
18.    Perform clerical tasks as needed.
19.    Perform other duties as requested by the Director, the Operations and Personnel Manager and/or the Board of Trustees.

INTERLIBARY LOAN LIBRARIAN
The Librarian is employed to perform tasks for the efficient operation of the library as assigned by the Operations and Personnel Manager.
QUALIFICATIONS:
1.    High School diploma or GED equivalent
2.    Experience in libraries preferred
3.    Be knowledgeable in general computer applications such as Microsoft and Google
4.    Knowledge of library-specific software preferred

RESPONSIBILITIES:
The Responsibilities include, but are not limited to, the following:
1.    Process all Interlibrary Loans and US Cargo shipment requests.
2.    Complete required reporting of all Interlibrary Loans and US Cargo.
3.    Inform the Director of any changes to the US Cargo system.
4.    Perform circulation desk duties.
5.    Provide oversight to MakerSpace and the Library of Things.
6.    Assist patrons with materials and services, including reader advisory and computers.
7.    Complete shelving of library materials. Read shelves assigned.
8.    Mend damaged library materials as identified by the Librarians.
9.    Gather and deliver library recycling to the local recycling drop off points.
10.    Monitor and update the library inventory with the Director.
11.    Track routine office and cleaning supplies and provide a monthly order to the Director.
12.    Follow the cleaning schedule daily assigned tasks and document completion.
13.    Attend workshops and training appropriate to position.
14.    Perform clerical tasks as needed.
15.    Perform other duties as requested by the Director and/or Operations and Personnel Manager.

LIBRARY ASSISTANT
The Library Assistant is employed to perform tasks as assigned by the Operations and Personnel Manager for the efficient operation of the library.
QUALIFICATIONS:
1.    High School diploma or GED equivalent
2.    Experience in libraries preferred
3.    Be knowledgeable in general computer applications such as Microsoft and Google
4.    Knowledge of library-specific software preferred

PAGE
The Page is employed to perform tasks as assigned by the Operations and Personnel Manager and to assist Librarians.
QUALIFICATIONS:
1.    Able to work after school, evenings and weekends
2.    Must be sixteen years of age or older
3.    Capable of performing library tasks and following procedures
4.    Be knowledgeable in general computer applications such as Microsoft and Google

RESPONSIBILITIES:
Page's responsibilities include, but are not limited to the following:
1.    Perform circulation desk duties under the guidance and with the aid of Assistant Librarians.
2.    Assist patrons with materials and services including computer support.
3.    Continuous shelving of materials, reading and straightening shelves.
4.    Follow the cleaning schedule daily assigned tasks and document completion.
5.    Display initiative in seeking out tasks during down time.
6.    Perform other duties as requested by the Director, Operations and Personnel Manager and/or Librarians.

WPL Approved 2/13/2024, Amended 1/14/2025, 12/9/25

SEPARATION FROM SERVICE
Furlough of Personnel
The Library may place employees into temporary, non-duty, non-pay status due to budget issues, lack of work, or other non-disciplinary reasons. Furloughs may be instituted on a daily or weekly basis. Furloughs will be scheduled by the Operations and Personnel Manager and employees will not be paid or permitted to use any accumulated leaves during furlough periods. Employees are not permitted to perform any work whatsoever during assigned furlough leave, including, but not limited to, taking or receiving telephone calls, checking or responding to voicemail or email messages. Furloughed employees remain employees of the Library. Employees do not accrue benefits (sick leave, vacation leave, etc.) during periods of furlough. Employees may be recalled to full duty at any point. Except in emergency situations where an immediate recall is necessary, employees will be given five (5) days after being notified of their recall to return to duty. Employees so recalled will be restored to full duty status with pay. Employment with the Library is at-will, and the Library understands that employees may choose to separate from the Library as a result of their furlough.

Resignation
Employees may resign their employment at any time by providing written notification of their resignation, including the reason for their separation from service and the date of their last day of work. After written notification is received, the Operations and Personnel Manager will respond with a written acceptance of the resignation. A two-week written notice is standard. Longer notice periods may be appropriate for key positions and alternative notice arrangements may be negotiated with the employee. Employees are expected to work through their notice period and may not use leave time to extend the notice period. The Library reserves the right to provide an employee with two weeks’ pay in lieu of notice in situations where job or business needs to warrant such action. Such a decision should not be perceived as reflecting negatively on the employee since it may be due to a variety of reasons not known to the individual or other employees. Employees who do not provide the required two-week notice prior to leaving employment with the Library may be ineligible for rehire, and the fact that the employee failed to provide the required notice will be stated in any references provided by the Library for that employee. Exit interviews will be conducted to the extent possible for all employees terminating their employment. The Director with the Operations and Personnel Manager will contact the employee to schedule the confidential exit interview, and every effort will be made to encourage the employee to discuss all aspects of employment with the Library. Pension details, leave time accruals, and related matters will be discussed. Information derived from the exit interview is used by the Library in recommending improvements to its policies and programs. Employee benefits cease on the last day the employee is scheduled to work and actually provides services to the Library. Employees who have completed at least one year’s employment will receive payment for all of their unused (earned but not taken) vacation leave. Employees do not receive payments for unused sick leave. Employees must return all Library property – such as electronics, credit cards, keys, equipment, etc. on or before their last workday. Employees who fail to return Library property will, to the extent permitted by law, have the value of the property deducted from their final paycheck and/or vacation pay-out and may be subject to civil and criminal proceedings for the return of the property. Employees may not discard or destroy library work product, to include, but not limited to e-mails, computer files, and physical files. Deletion and/or destruction could result in criminal prosecution for tampering with records. Additionally, deletion/destruction could result in civil penalties including fines and damages for violations of Ohio’s public records law.
Retirement
Library employees contribute to the Ohio Public Employees Retirement System (OPERS). The age of retirement and years of service credit required for retirement benefits are determined by the Ohio Legislature. To determine eligibility for retirement and to determine the best means to maximize benefits, employees approaching retirement should contact OPERS directly for information on retirement options. There is no mandatory retirement age, and employees who have retired may be considered for reemployment in compliance with OPERS rules. Exit interviews will be conducted to the extent possible for all employees retiring from employment. The Director with the Operations and Personnel Manager will contact the employee to schedule the confidential exit interview, and every effort will be made to encourage the employee to discuss all aspects of employment with the Library. Pension details, leave time accruals, and related matters will be discussed. Information derived from the exit interview is used by the Library in recommending improvements to its policies and programs. Employee benefits cease on the last day the employee is scheduled to work and actually provides services to the Library. Employees who have completed at least one year’s employment will receive payment for all of their unused (earned but not taken) vacation leave. In addition, employees who retire from the Library under the OPERS plan after 10 or more years of public service will receive severance pay for 25% of the employee’s accrued, but unused sick leave at the time of retirement, not to exceed 240 hours, paid at their current rate. Retiring employees must return all Library property – such as electronics, credit cards, keys, equipment, etc. on or before their last workday. Employees who fail to return Library property will, to the extent permitted by law, have the value of the property deducted from their final paycheck and/or vacation/sick leave pay-out and may be subject to civil and criminal proceedings for the return of the property.
Abandonment
Barring extenuating circumstances where an employee cannot physically notify the Library of the need for leave, any employee who fails to report for work, without first requesting and being approved for one of the available types of leave, for three (3) consecutive workdays will be considered to have voluntarily resigned due to job abandonment. Upon acceptance of this resignation, the employee’s employment with the Library will cease and the employee will be subject to the same requirements if the employee resigned.
Death
In the event of the death of an employee, final wage payment shall be made to the estate of the deceased. Payment of accrued and unused vacation and sick leave and compensatory time, if any, shall be made to the estate of the deceased.
Termination
All employees of the Library serve at-will, which means that the employment relationship may be terminated at any time with or without notice or cause by either the employee or the Library. Employee benefits cease on the last day the employee is scheduled to work and actually provides services to the Library. Employees who have completed at least one year’s employment will receive payment for all of their unused (earned but not taken) vacation leave. Terminated employees do not receive any payment for unused sick leave. Terminated employees must return all Library property – such as electronics, credit cards, keys, equipment, etc. on or before their last workday. Employees who fail to return Library property will, to the extent permitted by law, have the value of the property deducted from their final paycheck and/or vacation pay-out and may be subject to civil and criminal proceedings for the return of the property.
WPL Approved 4/9/2024, Amended 12/9/25

RECORDS
Personnel Files
Content of Personnel Files
A personnel file shall be established for each employee and will be maintained by the Operations and Personnel Manager. Personnel files may include a variety of documents relating to an employee’s employment including: forms relating to hiring, transfer, and promotion; performance evaluations and supporting documents; disciplinary records; letters of reference; records of attendance at workshops and other training; emergency contact information; letters of commendation, etc.

Any individually identifiable health information covered by the Health Insurance Portability and Accountability Act of 1996 Privacy Rule is filed separately from an employee’s personnel file.

Any documentation pertaining to an individual employee’s behavior or work performance that is placed in an employee’s permanent personnel folder must be initialed or signed by the employee as indication of the employee’s knowledge of the document (the employee’s signature does not necessarily imply agreement). The employee may write a response to any material in the file; the response will be attached to the file copy of the material at the written request of the employee.

Employees may submit other materials for inclusion in their personnel files (e.g. letters of appreciation and training certificates). The determination of whether to include such items in the personnel file is made by the Operations and Personnel Manager Employees are not permitted to alter or remove documents from their personnel files without the express written permission of the Operations and Personnel Manager.

Access to Personnel Files
Personnel records are retained in the Administrative office. The Director and Operations and Personnel Manager has access to these files for business purposes.

Employees who wish to review their own file should contact the Operations and Personnel Manager. With reasonable advance notice, employees may review their own personnel files in the Library and in the presence of the Director or Operations and Personnel Manager. Such review shall take place during a time when the employee is not scheduled to work. Employees may also request a copy of their personnel file, and the Library will provide the employee with an unredacted copy of the file.

Public Records Requests
Personnel files are public records as defined by ORC 149.43. Requests by members of the public or Library staff for access to employee personnel records will be honored as required by law following the procedures described in the Library Public and Open Records Policy, and the employees affected will be informed of any request to view their personnel records. Any individually identifiable health information covered by the Health Insurance Portability and Accountability Act of 1996 Privacy Rule is not subject to public records requests.

Personal Data Changes
It is the responsibility of each employee to promptly notify the Director, Operations and Personnel Manager and Fiscal Officer of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishments, and other such status reports should be accurate and current at all times.

WPL Approved 3/12/2024, Amended 1/14/2025, 12/9/25

HOURS AND WAGES
Classification of Employees
Employees are considered Regular Full-Time if they are scheduled to work 34-40 hours per week. Employees are considered Regular Part-Time if they are scheduled to work 16-33 hours per week. Employees are intermittent if they are scheduled to work 15 hours or fewer each week. Intermittent employees hired before 8/13/2024 will continue to receive vacation, personal and holiday pay.
Wages
Employees will be hired at the wages determined reasonable by the Director and the Board given the position accepted, the difficulty in filling the position, the wages paid by other libraries to persons in similar positions, and the qualifications of the applicant.
Each year, the board will review the financial resources available and based on the recommendations brought forth by the personnel committee, with consideration of the proposed annual budget, the Library Board of Trustees will determine what, if any, pay increases employees will receive each year.

Compensatory Time
Employees who are not salary exempt in accordance with the Fair Labor Standards Act and whose actual hours worked are more than 40 per week are entitled to be compensated for hours worked over 40. The week is defined as the seven days beginning with Sunday and ending with Saturday. Except in extenuating circumstances, employees should not be scheduled or work more than 40 hours in any week. If employees are required to stay over their scheduled work hours or to come in early so that they will work greater than 40 hours despite being scheduled for 40 hours in any week, the Operations and Personnel Manager should adjust that employee’s schedule for the remainder of the week to ensure that the actual hours worked by the employee remain within the 40-hour limitation. Employees who must work more than 40 hours a week will accrue Compensatory Time at the rate of 1½ times for each hour worked over 40. Any compensatory time accrued by an employee may be used during the second week of the pay period in which it is earned but must be used within the following pay period after it is earned. Compensatory time accrued but unused within the same or the following pay period will be forfeited, with extensions granted by the Operations and Personnel Manager in only the most extreme circumstances. The accrual of compensatory time will only be allowed when library operations and overall patron service is otherwise at risk. The Operations and Personnel Manager must give prior approval to any employee who may accrue compensatory time. There shall be no pyramid of hours or pay.
Honoraria
Employees requested to speak at job-related meetings or workshops, are encouraged to do so, but must have approval in advance to participate in such programs during time they would normally be scheduled to work. If the employee presents the program on Library time, the employee will be paid the employee’s normal wage for the time spent presenting the program, and any cash honoraria paid to the employee will be turned into the Fiscal Officer. Employees may keep any non-monetary material gift received (e.g., pen and pencil set) regardless of whether the program is presented on Library time or not so long as the gift is de minimis and does not violate the Ohio Ethics Laws.
Timekeeping
Accurately recording time worked is the responsibility of every employee. Federal and state laws require the Library to keep an accurate record of time worked to calculate employee pay and benefits. Time worked is all the time spent on the job performing assigned duties. Employees are not permitted to sign in or commence work before their scheduled starting time or to sign out or stop work after their scheduled quitting time without prior approval. Employees shall accurately record the time they begin and end their work. The Library pays employees in increments of 15 minutes. Minutes fewer than the 15-minute increment shall be rounded up or rounded down to the nearest fifteen-minute increment as follows: 7 minutes of work or fewer shall be rounded down to the nearest 15-minute increment and 8 minutes of work or longer shall be rounded up to the nearest 15-minute increment. Employees must also record the beginning and ending time of any departure from work for personal reasons. Salary employees shall accurately record their per pay period absences in accordance with the procedure outlined and approved by the Board. Altering, falsifying, tampering with time records, recording time on another employee’s time record, or deleting time worked from another employee’s time record may result in disciplinary action, up to and including termination of employment. It is the employees’ responsibility to sign their time records to certify the accuracy of all time recorded. The Operations and Personnel Manager will review and sign the time record and approve any time off request for which the employee is entitled to be paid before submitting to the Fiscal Officer for payroll processing. After notifying the affected employee, the Operations and Personnel Manager may complete incomplete timecards and correct incorrect timecards.
Paid Breaks
Employees scheduled to work 7 or more hours in a day will receive one-half-hour paid lunch and two 15-minute breaks, with the option to consolidate the breaks into a one-hour paid lunch break. Employees working at least 6 but less than 7 hours in a day will receive two paid 15-minute breaks with the option to consolidate the breaks into one half-hour break. Employees working between 4 and 6 hours in a day receive one paid 15-minute break. Breaks will be scheduled to meet operational needs but should be taken at the same time each day.
Payroll
All employees are paid bi-weekly. Employees will be paid using direct deposit and will be given a paper paystub.
Payroll Corrections
The Library takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error, the employee should promptly bring the discrepancy to the attention of the Fiscal Officer so that corrections can be made as quickly as possible. Employees who know or should have known that they received greater compensation than they are entitled to and did not report the discrepancy to the Fiscal Officer will be required to return any amounts over their correct payroll amount and will be subject to disciplinary action, up to and including termination.
Payroll Deductions
The law requires that the Library make certain deductions from every employee’s compensation. Among these automatic deductions are the following:
• City Income Tax
• School District Income Tax
• Federal Income Tax
• State Income Tax
• Medicare
• OPERS
The Library must also deduct from an employee’s compensation those amounts dictated by a court ordered garnishment. Employees whose wages are subject to such orders should notify the Fiscal Officer immediately upon learning that such an order has been entered against them.
Sick Leave
Paid sick leave is available to all eligible employees for temporary absence due to illness or injury. Sick leave is intended solely to provide income protection in the event of illness, injury, medical and dental appointments, and may not be used for any other absence. Any other use of sick leave is inappropriate and may result in disciplinary action.
1. Eligible Employees: Regular full-time, part-time, and intermittent employees are eligible to earn and use sick leave as outlined in this Policy.
2. Sick Leave Transfer: A new employee coming to the Library from another public employer shall be credited with the unused balance of that employee’s accumulated sick leave from the previous employer and provided that the employee was not compensated in any way for the sick leave balance from the employee’s prior public employer. This credited sick leave may be used any time after the employee has completed 240 work hours for the Library.
3. Accrual Rates/Amount of Sick Leave: Employees shall accrue sick leave as follows: Full-time, part-time, intermittent employees earn .0577 hours of sick leave for each hour in active pay status. Sick leave is not earned while on an unpaid leave of absence or if absent without approved leave. Employees may accumulate and carry over all sick leave accrued up to 960 hours. Additional sick leave is not accrued through the accrual of compensatory time.
4. Use of Sick Leave: Sick leave, with pay, may be used in increments of 15 minutes or longer for the following purposes, and must have the approval of the Operations and Personnel Manager.
a. For absence of the employee due to illness, injury, or exposure to contagious diseases which could be communicated to other employees. When an employee plans to use or uses sick leave for a period more than 3 days, the employee must obtain a physician’s certificate, personally signed by the treating physician, verifying the specific reason that the employee was unable to work and stating the date when the employee may return to work along with any restrictions.
b. For absence of the employee during the employee’s medical appointments or dental emergencies.
c. For absence of the employee due to illness or injury of someone in the employee’s immediate family or persons for whom the employee is the primary caregiver. When an employee plans to use or uses sick leave for 3 or more consecutive workdays or parts of 3 or more consecutive workdays, an employee must submit a physician’s certificate, signed by the treating physician which authenticates the illness and the necessity for the duration of the leave. For purposes of sick leave, the immediate family is defined as the employee’s husband, wife, live-in domestic partner, child, parent, sibling, grandparent, grandchild and equivalent in-laws or step- family. Primary care provider is defined as any person for whom the employee is the legal guardian or declares a dependent for income tax purposes, or any person for whom the employee stands in the place of a parent or family member, any relative of either spouse living in the immediate household of the employee, or anyone who depends on the employee for support. d. For absence due to attendance at medical or dental appointments of the employee’s immediate family or of a person for whom the employee is the primary caregiver. For purposes of sick leave, the immediate family is defined as the employee’s husband, wife, live-in domestic partner, child, parent, sibling, grandparent, grandchild and equivalent in-laws or step- family. Primary caregiver is defined as any person for whom the employee is the legal guardian or declares a dependent for income tax purposes, or any person for whom the employee stands in the place of a parent or family member, any relative of either spouse living in the immediate household of the employee, or anyone who depends on the employee for support.
5. Notification of Sick Leave Usage: Employees who are unable to report to work due to illness or injury should notify the Operations and Personnel Manager before the scheduled start of their workday if possible. Employees who become ill during their workday should notify the Operations and Personnel Manager immediately of their need to leave early. Notification must also be made on each additional day of absence. Employees who request sick leave to attend scheduled medical appointments will request this at least 2 days in advance.

6. Sick Leave Payment: Sick leave is paid at the employee’s base rate of pay at the time the sick leave is utilized. Pay for sick leave does not include compensatory time or any other special forms of compensation.
7. Maximum Accrued Sick Leave Balance: Unused sick leave will be allowed to accumulate until the employee has accrued a total of 960 hours of accrued sick leave. If the employee’s accrued sick leave balance reaches this maximum, further accrual of sick leave will be suspended until the employee has reduced the balance below the maximum.
8. Pay-Out of Accrued Sick Leave Balance Upon Retirement: An employee who retires from the Library under the OPERS plan after 10 or more years of public service will receive severance pay for 25% of the employee’s accrued, but unused sick leave at the time of retirement, not to exceed 240 hours, paid at their current rate. Other employees leaving the employ of the Library will not be paid any severance for their accrued, but unused sick leave.
9. Employees who become ill or injured while taking prior-approved vacation leave or personal leave will generally not be permitted to substitute sick leave for the approved vacation leave or personal leave. The Operations and Personnel Manager may approve an employee to substitute sick leave for the approved vacation leave or personal leave.
Vacation
Vacation leave with pay is available to eligible employees to provide opportunities for rest, relaxation, and personal pursuits.
1.Eligible Employees: Regular full-time and part-time employees are eligible to earn and use vacation leave. Intermittent employees who were hired on or before 10/18/2023 are also eligible to earn and use vacation.

2. Accrual Rates/Amount of Vacation Leave
Employees will accrue vacation leave based on hours worked and may request that time after one year of employment. Employees with prior years of public service may request vacation after 30 days of employment.

3. Vacation leave will be paid based on the number of years of eligible public service:
Years of
Employment    Accrual Rate (for each paid hour of work)    Annual Vacation Accrual
0-7 years    0.0385 hours     2 weeks
8-14 years    0.0577 hours    3 weeks
15-26 years    0.077 hours    4 weeks
27 year or more    0.0962 hours    5 weeks
An employee is entitled to have their prior service with other eligible public employers (e.g., any political subdivision of the State) counted for the purpose of computing Vacation Leave. All service time with public employers shall be counted. The anniversary date of employment, for Vacation Leave computation purposes, is the adjusted service date including such prior qualified service. The employee is required to submit to the Fiscal Officer documentation of service to be transferred from other public employers.
4. The maximum year-end carryover vacation balance for each employee will be no more than the equivalent of two work weeks which will be calculated following the grid below. Employees who have a vacation balance over this maximum will not accrue additional vacation until existing vacation hours are used.
Scheduled Hours per Week    Maximum Vacation Carryover Hours at Year End
8-12 hours per week    24 hours
13-17 hours per week    34 hours
18-22 hours per week    44 hours
23-27 hours per week    54 hours
28-32 hours per week    64 hours
33-37 hours per week    74 hours
38-40 hours per week    80 hours

5. Accrual of Vacation Leave During Unpaid Leave of Absence: Employees will not accrue or be credited for vacation leave during unpaid leaves of absence.

6. Use of Vacation Leave: Vacation leave must be requested in writing and approved by the Operations and Personnel Manager. Staffing requirements, date of request and seniority will determine approval. The Library reserves the right to revise previously approved vacation requests should an emergency occur or should the previously approved vacation adversely affect the efficiency of the Library. Vacation can be taken in fifteen-minute increments. Vacation can be used in lieu of sick leave in cases where sick leave has been exhausted, with prior approval from the Operations and Personnel Manager.

7. Vacation Leave Payment: Vacation leave is paid at the employee’s base rate of pay at the time the vacation leave is utilized. Pay for vacation leave does not include compensatory time or any other special forms of compensation. Employees are not permitted to work during a scheduled vacation and be compensated for hours worked plus vacation pay.

8. Consideration of Paid Holidays During Vacation Leave: If a holiday occurs while an employee is on vacation leave, the day off on the holiday is considered to result from the holiday and no vacation leave is deducted for that day.

Personal Leave
1. The Library provides personal leave to all full-time, part-time for absence due to personal reasons available to use after 30 days of employment. Intermittent employers who were hired on or before 10/18/2023 are also eligible to earn and use personal leave after 30 days of employment.

2. Regular employees hired on or before April 30 each year shall be eligible for 3 days of personal leave in that year. Regular employees hired after May 1 each year shall be eligible for 2 days of personal leave in that year. Employees hired after September 1 each year shall be eligible for 1 day of personal leave in that year. Anyone hired after November 1 will not receive personal days for that calendar year.
3. Employees will be eligible for Personal Leave under the following schedule:
Scheduled Hours per Week    Personal Pay Hours Received Per Day
8-12 hours per week    2 hours
13-17 hours per week    3 hours
18-22 hours per week    4 hours
23-27 hours per week    5 hours
28-32 hours per week    6 hours
33-37 hours per week    7 hours
38-40 hours per week    8 hours

4. Employees with variable schedules will receive personal leave based on their weekly hours assigned upon hire. On January 1 of the year following their date of hire, employees who work variable hours will be assigned personal leave that is based on the average number of hours worked per week of the prior calendar year. This assignment will remain in effect for the full calendar year and an updated weekly average number of hours worked will be recalculated at the start of each calendar year. Employees hired after October 1 of any year will receive personal leave based on their weekly hours assigned upon hire until December 31 of their second calendar year of employment.

Holidays
1. Paid Holidays: The Library will close for the following paid holidays each year:
• New Year’s Day
• Martin Luther King Jr. Day
• Presidents’ Day
• Memorial Day
• Juneteenth
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Eve
• Christmas Day

2. Employees will be eligible for Holiday Pay under the following schedule:
Scheduled Hours per Week    Holiday Pay Hours Received
8-12 hours per week    2 hours
13-17 hours per week    3 hours
18-22 hours per week    4 hours
23-27 hours per week    5 hours
28-32 hours per week    6 hours
33-37 hours per week    7 hours
38-40 hours per week    8 hours

3. Employees with variable schedules will receive holiday pay based on their weekly hours assigned upon hire. On January 1 of the year following their date of hire, employees who work variable hours will be assigned holiday pay that is based on the average number of hours worked per week of the prior calendar year. This assignment will remain in effect for the full calendar year and an updated weekly average number of hours worked will be recalculated at the start of each calendar year. Employees hired after October 1 of any year will receive holiday pay based on their weekly hours assigned upon hire until December 31 of their second calendar year of employment.

4. Employees who are not scheduled to work on a holiday will receive a floating holiday within that same work week and are not eligible to accrue compensatory time.

5. An eligible employee whose approved vacation or sick leave encompasses a holiday will receive holiday pay and will not be charged vacation or sick leave for the holiday.

6. Holidays that fall on Sunday will be observed on the following Monday, and those that fall on Saturday will be observed on the preceding Friday.

Religious Observances
Employees who are members of religious groups that have special observances on days other than the holidays observed by the Library, may request time off (vacation leave for eligible employees or unpaid leave of absence) to participate in the observance of their religious holidays. In addition, such employees may request that the employee’s schedule be modified to allow the employee to absent themselves to participate in the observance of their religious holidays. The Operations and Personnel Manager will grant the employees’ request and modify the requesting employee’s schedule, unless doing so creates an undue hardship on the Library. Employees whose schedules have been modified (rather than taking time off) will be required to make up the hours missed on another day in the same work week.
Bereavement
The Library offers paid bereavement leave to provide a time for mourning after the death of an immediate family member. Employees who are eligible for paid time-off benefits may be granted up to 3 workdays per occurrence for attendance at funerals and memorial services in conjunction with the death of a member of the employee's immediate family. If additional time is needed due to out-of-town travel or other circumstances, sick leave, vacation time, or other benefit time may be used with approval. For purposes of bereavement leave, immediate family is defined as the employee’s husband, wife, live in domestic partner, child, parent, sibling, grandparent, grandchild and equivalent in-laws or stepfamily, and persons living in the same household as the employee. Paid Bereavement Leave is deducted from the employee's sick leave and will be allotted based on actual hours scheduled during the bereavement period.
Jury Duty
The Library will provide full pay to employees who are subpoenaed for jury duty by the United States, State of Ohio, or a political subdivision thereof. Employees must provide notice of jury duty within 3 days of receiving the subpoena. While serving jury duty, the employee will receive full pay for the time the employee was scheduled to work for up to 2 weeks per year. Employees who receive compensation for jury duty will be required to reimburse the Library in the amount of the compensation they receive for any day for which the employee was paid by the Library. A personal check in the amount of the jury duty pay received by the employee for those days should be made payable to the Library and given to the Fiscal Officer. Employees may keep jury duty compensation for any days they were not scheduled to work and did not receive pay from the Library.
Family and Medical Leave
Under the Federal guidelines of the Family and Medical Leave Act (FMLA), the Library does not employ a sufficient number of employees to require compliance with the Act.
Leaves of Absence without Pay
Leaves of absence without pay are intended for use only under extraordinary circumstances for either personal or medical reasons. Employees may only request a Leave of Absence Without Pay when all other forms of paid leave are exhausted. Leaves of absence without pay may not be granted to any employee in order that the employee may accept temporary or other remunerative employment elsewhere.

1. Employees Eligible for Leave of Absence Without Pay: All employees who have completed one year of service may request a leave of absence without pay.
2. Non-Continuation of Earned Benefits During Leaves of Absence Without Pay: Earned benefits (e.g., seniority, vacation time, sick time, holiday pay) will not accrue or be paid during leaves of absence without pay.

3. Failure to Return to Work: Employees who do not return to work at the conclusion of the approved leave of absence without pay may be terminated.

4. Types of Leaves of Absence Without Pay:
Personal Leave of Absence Without Pay:
Employees may be granted personal leave of absence without pay for a maximum duration of 4 weeks for any personal reasons of the employee (including extended travel). Such personal leave of absence without pay may not be renewed or extended beyond the initial 4-week period. Such requests will be considered on a case-by-case basis by the Operations and Personnel Manager who will consider: the operational and staffing needs of the library, the amount of notice given by the employee, the nature of the employee’s position, and additional staffing needs created by the employee’s absence. Personal leave without pay requests may be denied when that leave creates an undue hardship.

Medical/Disability Leave of Absence Without Pay:
Employees may be granted a medical leave of absence without pay for a period not to exceed 12 rolling months when the employee’s medical condition continues beyond the use of all accumulated sick, vacation, and other paid leaves. The employee must furnish the Library with a signed physician’s statement declaring the employee to be unable to work which includes the nature of the medical condition and a projected return to work date. The employee will submit a written request for medical leave of absence without pay to attach to the physician’s statement.

a. Requests for Leave of Absences Without Pay for Medical Reasons: Employees shall notify the Operations and Personnel Manager as far in advance as possible of the employee’s need to request any leave of absence without pay. It is the employee’s responsibility to request a medical/disability leave of absence without pay as such leave is not granted automatically when an employee’s accrued leave balances are exhausted.

b. Return to Duty Requirements for Leave Without Pay for Medical Reasons:
The Library expects all employees for whom a leave of absence without pay is granted to return to work at the conclusion of the employee’s period of leave. An employee may return to work before the scheduled expiration of any leave of absence without pay if the employee provides a written request to return early and that request is approved by the Operations and Personnel Manager Employees on medical/disability leave of absence without pay must furnish a physician’s certificate, personally signed by the treating physician, verifying that the employee is able to return to work and to perform all the essential functions of the employee’s job including any accommodations needed as covered by the Americans with Disabilities Act. Employees who are released by the physician(s) provided for in this section shall be assigned to a work schedule as soon as practical following such release(s). Employees who return to work after any leave of absence without pay will be returned to their prior job duties unless their position is no longer available. In cases where the employee cannot be returned to the employee’s prior job duties, the employee will be assigned to the next available job for which the employee is qualified.

WPL Adopted 8/13/2024, Amended 1/14/2025, 12/9/25

HOURS OF OPERATION
Monday        10 a.m. – 6 p.m.
Tuesday        10 a.m. – 6 p.m.
Wednesday        10 a.m. – 4 p.m.
Thursday        10 a.m. – 6 p.m.
Friday            10 a.m. – 6 p.m.
Saturday        10 a.m. – 12 p.m.
Sunday            CLOSED

EMERGENCY OR NON-SCHEDULED CLOSINGS
The Director, or Operations and Personnel Manager if the Director cannot be reached, will make all decisions concerning the closing of the Library in emergency situations (e.g., weather, failure of the heating system, disruption of utility services, environmental or safety hazards, etc.) These administrative closings shall be restricted to the immediate and short-term requirements of the Library. Extended closings shall be handled on a case-by-case basis.
Weather closings will be based on and follow the Fulton County Administration Offices closings. During inclement weather the library shall remain open unless the County offices close.
Employees who are working at the Library on the day of an unscheduled closing shall be paid for the remainder of their scheduled shifts for that day. Employees scheduled for vacation or sick leave on the day of an unscheduled closing must use the leave as planned.
If Employees are given permission to leave early due to weather conditions, and the Library is not closing, any time not worked may be taken as vacation.

WPL Approved 2/13/2024, Amended 1/14/2025, 12/9/25

STAFFING
It is incumbent upon the Operations and Personnel Manager to schedule and ensure minimum staffing levels and stay within budget. Daily library operations require no fewer than two staff present at all times.
Monday-Friday staffing shall be:
Two staff stationed at the circulation desk to provide service to patrons.
One staff stationed in the basement to provide service to patrons. The Children's Librarian can typically fulfill this requirement. The Interlibrary Loan Librarian will serve as the primary backup but will otherwise be stationed in the ILL office or at the main circulation desk when scheduled.
Librarians assigned to provide genealogy services will respond to patron requests.
Two staff will cover the library on Saturday's.
Any programming shall be offered within the library’s open hours. Additional staffing needed for programming will consist of full-time staff who adjust their schedule within the same week to be available as scheduled.
The Library Assistant will be scheduled as needed to provide:
• support for extensive programming, coverage in the absence of full-time staff where the minimum staffing levels cannot otherwise be maintained (by other scheduled staff and/or the Director or Operations and Personnel Manager),
• leadership as assigned and other reasonable needs as determined by the Operations and Personnel Manager to maintain operations.

The Library Director and Operations and Personnel Manager shall be scheduled to work in the library daily, Monday through Friday, and rotating Saturday's to provide supervision.
The Director and Operations and Personnel Manager will provide coverage during lunch breaks and in the absence of library assistant or full-time staff, and both shall also support programming when needed.
No more than one staff person will be permitted to work during an Adult program. Other staff who wish to attend may do so as a patron only (Note: Staff cannot volunteer for a job for which one could be paid per Ohio Department of Labor.)
No more than two staff will be assigned to work at an event held in the community with prior Board approval.
Exceptions to daily staffing may be made by the Operations and Personnel Manager on an as needed basis.
Exceptions to program staffing must obtain prior approval by the vote of the Board of Trustees, Ex. SRP.
WPL Approved 2/13/2024, Amended 3/12/24, 1/14/2025, 12/9/25

FOOD POLICY
Staff shall only store and consume all food items in the staff break room.
Patrons are not permitted to bring outside food into the Library. Patrons may bring a water bottle or a cup with a lid into the library. No other beverages are permitted within the library.
WPL Approved 3/12/2024, Amended 4/9/24, 12/9/25
WORKPLACE STANDARDS/EMPLOYEE CONDUCT
General Employment Conduct/Core Values
The Board of Trustees has established the following as its core values, and all Library employees are expected to adhere to/embody these values:
• Integrity: Employees are expected to be self-aware, accountable, responsible, honest, professional and truthful in their interactions with employees and patrons.
• Respect: Employees are expected to treat employees and patrons with courtesy, politeness, and kindness.
• Accountability: All employees must accept responsibility for their actions, behaviors, performance and decisions.
• Positive Attitude: All employees are expected to come to work with a positive attitude and to be approachable, alert to the needs of all patrons, and to provide exemplary service to the public.
• Teamwork: All employees are expected to work together as a team and to cooperate to accomplish the goals and purposes of the Library.
• Dedication to Service: All employees are expected to provide prompt, courteous, and friendly assistance to the public. All employees are expected to avoid, eliminate, or report situations or practices that may cause irritation to or discomfort for the public.
Professionalism
Employees are expected to be professional at all times, especially when assisting patrons or in view of patrons. The following personal behavior is not permitted in any public area inside the library:
• Extended personal conversations and gossip
• Mobile phone usage (may only be used on breaks)
• Gum chewing
• Eating
• Smoking or vaping is prohibited in all areas inside the library and on library grounds.

Confidentiality
All employees who create or who have access to circulation records and other records identifying the names of Library users with specific materials are directed to become fully conversant with, and to rigidly adhere to, the Library’s policy regarding confidentiality of Library records. Failure to adhere to this policy will result in disciplinary action, up to and including termination.
Attendance and Punctuality
Attendance is an essential function for most Library employees, and punctuality is essential to the smooth functioning of the Library. For these reasons, all employees are expected to arrive on time, ready to work, every day they are scheduled to work.
There may be occasions when tardiness is unavoidable due to an emergency or unusual situation. When employees expect to be late, they should notify their supervisor as early as possible. E-mail messages are not acceptable forms of notification (except in emergency situations). Employees who are late must report to their supervisor immediately upon arrival and make arrangements with the supervisor to make up the time during the day or week.
If unable to work, employees are expected to notify the appropriate supervisor as soon as possible, but at least one hour before their scheduled starting time. Employees must provide the reasons for their absence. Voicemail and text messages are acceptable forms of notification. E-mail messages are not acceptable (except in emergency situations).
Excessive absenteeism/tardiness and/or failure to show up or call in for a scheduled shift without prior approval will result in disciplinary action, up to and including termination. Employees who fail to report to work or call in to inform their supervisor of their absence for three (3) consecutive days or more will be considered to have voluntarily resigned.
Supervisory Responsibility
Operations and Personnel Manager, or Director in the absence of the Operations and Personnel Manager, is responsible for maintaining proper conduct and discipline of Library employees. They are also responsible for ensuring that employees are informed about, understand, and comply with laws, regulations, policies, and procedures, and immediately reporting any violation of laws, regulations, policies, or procedures to the Director, Operations and Personnel Manager and/or the Board.
Dress Code
Library staff are expected to wear professional work attire at all times as it is important that Library employees still project a clean and professional image to our patrons. All employees are expected to dress in a manner consistent with good hygiene, safety, and good taste.

Prohibited Attire
•    Torn, dirty, or frayed clothing
•    Clothing with potentially offensive logos, pictures, cartoons, or slogans
•    Clothing that is tight fitting (tight skirts that ride up; tight pants). Leggings and skinny jeans are permitted if worn with a long top.
•    Clothing that reveals too much (cleavage, back, chest, stomach, bra, underwear)
•    Halter tops, spaghetti straps, midriff/crop tops
•    Graphic T-shirts
•    Sweatpants, exercise pants, shorts
•    Skirts shorter than 4 inches above the knee
•    Flip flops, rain boots, high heels above 3.5 inches
•    Hats
•    Other clothing determined by the Operations and Personnel Manager

Dress Down/Summer Reading/T-shirt Exceptions

Library-themed attire provided or authorized by the Library may be worn as approved by the Operations and Personnel Manager and/or Director.
Religious/Cultural Exceptions

Employees with sincerely held religious practices which require the wearing of prohibited clothing (e.g., hijab, turban) will receive an exception to those prohibitions unless the exception would prove an undue hardship on the Library. Employees desiring an exception for these reasons should discuss the matter with the Operations and Personnel Manager.

Dress Code Violations

The Operations and Personnel Manager is expected to handle dress code violations in a discrete way, without embarrassment to the employee. Employees who are deemed to be in violation of this policy will be informed of their violation and are expected to correct the issue immediately. This may include having to leave work to change clothes (without pay). Repeated or flagrant violations of this policy may result in disciplinary action, up to and including termination.
WPL Approved 3/12/2024, Amended 12/9/25
LIBRARY PROPERTY/EQUIPMENT
Employees may be issued or allowed the use of Library property or resources such as keys, computers, e-mail, etc. Employees in possession of Library equipment are expected to protect the equipment from loss, damage, or theft, and to use it in an appropriate manner. Upon separation of employment, employees are required to turn in all Library property prior to their last day of work.

Information Technology

The Library provides Information Technology resources, including computers, software, network systems, e-mail and internet access, to employees to conduct Library business. Employees shall use information technology resources in a professional manner and in accordance with this policy.
1. Computers & Network: Employees shall not access computers, devices, software, or systems for which they have not received prior authorization or the required training. Employees shall immediately report unauthorized access or use of computers, devices, software or systems by another employee or patron to the Operations and Personnel Manager. Employees should not use another person’s access passwords, logon information or other individual security data, protocols and procedures unless directed to do so by a supervisor. All employees have a duty to protect the computer system and related systems and devices from physical and environmental damage and are responsible for the correct use, operation, care and maintenance of the computer system. Employees shall ensure Library computers and access terminals are not viewable by persons who are not authorized users. Computers and terminals should be secured, users logged off and shutdown overnight and on the weekend; password protections must enable whenever the user is not present. Access passwords, logon information and other individual security data, protocols and procedures are confidential information and are not to be shared. Password length, format, structure and content shall meet the prescribed standards required by the computer system and shall be changed at intervals as directed by the Operations and Personnel Manager. It is prohibited for an employee to allow an unauthorized user to access the computer system at any time or for any reason. Employees shall promptly report any unauthorized access to the computer system or suspected intrusion from outside sources (including the Internet) to the Operations and Personnel Manager. When a problem or alert occurs on an employee’s system, they must contact the Operations and Personnel Manager immediately so the appropriate person to handle the alert is notified. All employees must report to the Operations and Personnel Manager when they realize that their computer system has been hacked or is infected with a virus or malware. The computer should be turned off and disconnected from the Library’s network immediately until it can be cleaned or checked by an IT professional. Because it is not always apparent when a computer gets infected by a virus, users should report any “unusual” or “out of the ordinary” behavior of their computer system immediately to be sure the computer system has not been compromised or infected
2. E-mail: In addition to intra-Library communication, e-mail may be used to access work-related listservs or for professional correspondence. Internal Library messages should be concise and sent only to persons directly in need of receiving them. Announcements of important events in the lives of employees are appropriate (with the employee’s permission), as are announcements of upcoming vacations. E-mail may not be used to solicit others for commercial ventures, religious or political causes (e.g., announcements about free kittens, church services, political rallies, walk-a-thons, yard sales, etc.). A Library e-mail account should not be used for personal correspondence. Any communications transmitted by, received from, or stored on the Library’s email system is the property of the Library. E-mail on the Library’s email system is neither private nor protected; such emails may be public records under Ohio law. The Library reserves the right to monitor the e-mail systems, and all messages transmitted or received by it. By using the e-mail system, employees acknowledge and consent to monitoring their e-mail messages for specific reasons, such as evaluating the operation and effectiveness of the e-mail system, finding lost messages, servicing the Library in the employee’s absence, investigation of suspected illegal or unethical acts, breach of security, breach of Library’s policies, and recovery from system failures.
3. Internet Usage: Access to the Internet is provided to employees for business purposes only. Employee use of the Library’s Internet for purely personal reasons not only reduces productivity and system performance, but also create a potential that malware or viruses could infect the Library’s network. The display or transmission of sexually explicit images, messages, and cartoons is strictly prohibited. Other prohibited displays or transmissions include, but are not limited to, ethnic slurs, racial comments, off color jokes, or anything that may be construed as harassment or showing disrespect for others. All Internet activity is subject to inspection by the Library and the Library reserves the right to monitor Internet activity, browser histories, and keystroke logs. It is a violation of this policy to turn off antivirus protection software or make unauthorized changes to system configurations installed on the Library’s computers. Violations of this policy may result in termination for a first offense.
4. Software: The Library purchases and licenses the use of various computer software for business purposes only and does not own the copyright to this software or its related documentation. Unless authorized or licensed by the software developer, the Library does not have the right to reproduce such software for use on more than one computer. Employees may only use software on local area networks or on multiple devices according to software license agreement. The Library prohibits the duplication of software and its related documentation, and such duplication may be a violation of law. Employees are prohibited from loading any software, files, or other matter onto any Library computer without the prior approval of the Operations and Personnel Manager.
LIBRARY DIGITAL AND SOCIAL MEDIA
Definition of Digital and Social Media: For the purposes of this policy, social media should be understood to include any email, text, website, forum, or app that allows for open communication on the digitally included, but not limited to:
•    Texting, WhatsApp, etc.
•    Email
•    Social Networking Sites (Linkedin, FB/Meta, etc);
•    Micro-blogging Sites X, Instagram, Snapchat, Tumblr, Reddit, etc);
•    Blogs (including company and personal blogs);
•    Online Encyclopedias (Wikipedia);
•    Video and photo-sharing websites (YouTube, TikTok, Flickr, Pinterest, etc)
Think Before Posting- In general, employees should think carefully before posting online, because most online social platforms are open for all to see. Despite privacy policies, employees cannot always be sure who will view, share or archive the information that is posted online. Employees should carefully consider the risks and rewards with respect to each posting. Employees should remember that any conduct, online or otherwise, that negatively or adversely impacts the employee’s job performance or conduct, the job performance or conduct of other co-workers or adversely affects clients, customers, colleagues or associates of Wauseon Public Library of Wauseon Public Library’s legitimate business interest may result in disciplinary action, up to and including termination. If employees have any doubt about what to post online it is probably better not to post, since once something is placed in cyberspace, it is often difficult to retract the information. Employees should use their best judgment and exercise personal responsibility when posting to any social media websites.
Using Social Media at Work- Employees should use social media on equipment provided by Wauseon Public Library ONLY for work related activities. However, employees may use social media on personal equipment during established break periods. Employees must not use Wauseon Public Library-provided email addresses to register on social networks, blogs or other websites for personal use. Employees should note that this provision is not meant to prohibit employees from engaging in concerted protected activity which is lawful under Section 7 of the National Labor Relations Act (NLRA).
Employer Reserves the Right to Monitor-Where applicable law permits, the employer reserves the right to monitor the employee use of any social media, and to take appropriate action with respect to inappropriate or unlawful postings. In monitoring social media, the employer will not in any way interfere with any employee rights under Section 7 of the NLRA.
Employees Are NOT Authorized to Speak on Behalf of the Employer, Unless Explicitly Given Permission- Employees should express only personal opinions online and an employee should never represent himself or herself as a spokesperson for Wauseon Public Library unless given explicit permission or approval to do so. Employees should never post anything to the internet in Wauseon Public Library’s name without prior written consent. If Wauseon Public Library is the subject of content posted online, the employee should make it clear that the views posted do not represent or reflect the views of Wauseon Public Library or other co-workers, clients, customers, colleagues or other individuals who work on behalf of or who are associated with Wauseon Public Library. If an employee chooses to post online content relating to Wauseon Public Library, the employee should make it clear that he or she is not speaking on behalf of Wauseon Public Library. Any online activity relating to or impacting the employer should be accompanied by a disclaimer stating that “The postings on this website are my own and do not necessarily reflect the views of Wauseon Public Library.” This disclaimer should be visible and easy to understand.
Be Mindful of Copyright and Intellectual Property Laws- Employees should be careful to comply with all copyright, trademark and intellectual property laws.
Act Appropriately- Employees should act appropriately when posting online. Any online behavior should be consistent with the employer’s policies and practices with respect to ethics, confidential information, discrimination and harassment. Because online tone can be interpreted in different ways by reader’s employees should not engage in any online conduct that would not be acceptable or appropriate in the workplace, including derogatory, discriminating or stereotypical remarks, threats, intimidation, harassment, insults, slander, defamation or pornography.
Demonstrate Respect- When posting anything online employees should always be fair, courteous and respectful to co-workers, clients, customers, colleagues and other individuals who may work on behalf of Wauseon Public Library. Employees should demonstrate proper respect for the privacy of others. If an employee decides to post a complaint or criticisms, the employee should avoid using any statements, photographs, video or audio that may be viewed as malicious, obscene, threatening, harassing or abusive of co-workers, clients, customers, colleagues or other individuals that work on behalf of or are associated with Wauseon Public Library. Employees should refrain from engaging in offensive postings that may create a hostile and abusive work environment based on race, sex, religion or any other protected class.
Be Accurate and Honest- Employees should always be accurate and honest in posting any news or information to social media and quickly correct any mistakes or errors. Employees should never post any information which is known to be false about Wauseon Public Library or any co-workers, clients, customers, colleagues or other individuals that work on behalf of or are associated with the Library.
NLRA Activity- When applicable, protected concerted activity covered by the NLRA or the particular collective bargaining agreement is not prohibited by this policy.
Business-Related Social Media Accounts- All business-related social media accounts and related posting maintained by employees for marketing and/or networking purposes remain the property of Wauseon Public Library at all times All information including the account, the login and password should be returned to Wauseon Public Library at the end of the employee’s employment No employee has the right to use the account after termination of employment and only Wauseon Public Library is permitted to change account name and setting.
Retaliation Prohibited- Wauseon Public Library prohibits taking adverse action (i.e., discipline, transfer, fire) against any employee for reporting a possible violation of this social media policy or cooperating in any investigation with respect to a potential social media policy violation. Any employee who retaliates against any employee for reporting a possible deviation from this policy or for cooperating in any investigation will be subject to disciplinary action, up to and including termination.
Legal Liability-Employees can be legally liable for what is written or posted online. The employer also reserves the right to discipline employees, up to and including termination, for any commentary, content or images that are pornographic, harassing, and libelous or for anything that creates a hostile work environment based on race, sex, religion or any other protected class particular collective bargaining agreement is not prohibited by this policy.

I, ____________________________ (print name) understand and will abide by this
policy while employed by Wauseon Public Library and in my future dealings with
Wauseon Public Library.

Signature: ______________________________

Date: __________________________________

Approved: ______________________________

Keys
In order to protect the security of Library buildings and property, and for employee, the distribution of keys to employees or other parties is limited and restrictive. The Director has specific responsibility for issuing keys. Upon separation from Library employment, employees are required to return all assigned keys.
Credit Cards
Library credit and debit cards may be furnished to certain employees in connection with their job duties. Library credit cards are to be used for official Library business in accordance with the Wauseon Public Library Credit Card Policy adopted on January 8, 2024, and any revisions thereto. Credit cards may not be used for personal purchases. Misuse of Library credit cards may be grounds for disciplinary action, up to termination of employment and/or referral for criminal prosecution.
WPL Approved 9/10/2024, Amended 1/14/2025

CREDIT CARD POLICY
Credit Card Acquisition
1. This policy applies to all (i) payment cards, checks or other payment instruments associated with a credit account issued by a financial institution or a retailer, and (ii) payment cards related to the receipt of grant funds. All such cards and instruments are referred to herein as “credit cards.”
2. This policy does not apply to merchant cards or to gas cards or other payment cards that are capable of use only for the purchase of certain limited types of goods with specific vendors.
3. The Library will not obtain or maintain any debit cards.
4. The Fiscal Officer will work with the appropriate financial institutions that issue credit cards to determine the best type of credit card accounts for the Library.
a. The Fiscal Officer is responsible for working with the issuing financial institution to determine the dates when credit cards expire and the re-issuance of replacement cards.
b. The Fiscal Officer is responsible for notifying and recommending, when necessary, the need to cancel a credit card account and any adjustment to credit limits on the credit cards.
c. The Fiscal Officer is responsible for notifying the issuing financial institution of a lost or stolen card. If the Fiscal Officer is not available, the Director will report a lost or stolen card taking steps to suspend that card until the Fiscal Officer’s return.

Credit Card Assignment
5. Credit cards will be established in the name of the Wauseon Public Library and bear the specific name of an individual with a maximum credit limit for each set by the Library.
6. Credit cards may be issued to the Director and Fiscal Officer with the approval of the Board to be given upon hire and renewed at the Annual Organization Meeting. All credit cards are the property of the Library.
a. Director with a credit limit up to $3,000.
b. Fiscal Officer with a credit limit up to $3,000.

7. Prior to assignment of any credit cards, staff assigned to that card will acknowledge and sign their agreement to this policy.

Credit Card Use

8. The Board authorizes the use of Library credit cards for use in connection with Board approved or Library-related activities and only those types of expenses that are for the benefit of the Library, which serve a valid and proper public purpose, shall be paid for by credit card. Credit cards will be used for travel expenses to conferences and/or workshops, pre-payment of materials when required by a vendor and for use for point-of-sale purchases. In any event, credit cards may be used only for expenditures that are within the applicable budget and departmental guidelines.
9. For each purchase made using a credit card, an itemized receipt indicating the amount paid, the vendor, and the goods/services purchased must be submitted to the Fiscal Officer promptly following the purchase.
10. Use of a credit card for personal expenditures, for expenditures in excess of the applicable credit limit, or otherwise in violation of this policy constitutes a misuse of the credit card. Any Library personnel engaging in misuse of a credit card shall reimburse the Library for any unauthorized expenses via payroll deduction and shall be subject to disciplinary action up to and including termination of employment.
Should an employee not have their employment terminated as a result of misuse of a Library credit card, their Library Credit Card privileges will be revoked indefinitely.
A credit card may be used by another staff person, with prior written authorization from the Director. The Fiscal Officer can provide written authorization for staff credit card use in the absence of the Director. The Director and Fiscal Officer are ultimately responsible for his or her own card and allowing staff use of their card. Staff members (other than the Director and Fiscal Officer) utilizing a Library credit card must sign the card in and out on the log kept by the card holder. Staff members must return the card and itemized receipt immediately upon return to the Library, with the total spent being within the spending limit set forth by the Director.
11. All monthly credit card statements and other correspondence associated with the credit card accounts will be sent to the Wauseon Public Library. Payment of the monthly statements must be made in a timely fashion so that finance charges and late payment fees are not incurred.

Credit Card Compliance

12. If a credit card is lost or stolen, or if Library personnel become aware of unauthorized or fraudulent use of any of the Library’s credit card accounts, the same must be reported immediately to the Fiscal Officer. Failure to report misuse of a Library credit card will result in disciplinary action, up to and including termination of employment.
13. The Library Board of Trustees will appoint the Finance Committee to review all credit card accounts every six months, including: the number of accounts and issued/active cards, account expiration dates and credit limits. The Fiscal Officer will provide all related records to the committee along with any additional information requested during the course of the review.

WAUSEON PUBLIC LIBRARY CREDIT CARD USAGE AGREEMENT
All staff who are issued a Wauseon Public Library credit card must read and agree to the following statement:
I have read the Wauseon Public Library Credit Card Policy and accept my personal responsibilities and liabilities in regard to the credit card issued to me. I further acknowledge that any misuse of the credit card may result in disciplinary action up to and including termination of my employment.

Cardholder Signature: __________________________ Date: ____________________

Witness: _____________________________________ Date: ____________________
WPL 9/2023, 11/2023,1/8/2024, Revised 7/9/2024

MONETARY AND/OR VERBAL COMMITMENT POLICY
The Director and/or Fiscal Officer must get the Board of Trustees approval for all monetary and/or verbal commitments for any amount over $500.00 of the Wauseon Public Library Funds.
WPL Original 7/10/12, Reinstated 5/14/24

EMPLOYEE SAFETY
Sexual and Unlawful Harassment
The Library expressly prohibits any form of unlawful employee harassment or discrimination based on race, color, creed, ancestry, national origin, citizenship, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, religion, age, disability, genetic information, service in the military, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Each employee has the right to work in an environment free of harassment of any sort by co-workers and the general public.
1. Unlawful harassment:
Unlawful harassment is conduct that has the purpose or effect of creating an intimidating, a hostile, or an offensive work environment; has the purpose or effect of substantially and unreasonably interfering with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities because of the individual’s membership in a protected class.

Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex, sexual orientation, marital status, religion, age, disability, veteran status, or another characteristic protected by state or federal law.
2. Sexual Harassment:
Sexual harassment is a unique form of gender discrimination and is
defined as unwelcome advances, requests for sexual favors and other physical, verbal or
visual conduct based on gender under any of the following circumstances:
• Submission to the conduct is an explicit or implicit term or condition of
employment.
• Submission to, or rejection of, the conduct is used as the basis of an employment
decision.
• The conduct has the purpose or the effect of interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment includes, but is not limited to,
• Sexual epithets; jokes; written or oral references to sexual conduct; gossip regarding one’s sex life; comments about an individual’s body; and comments about an individual’s sexual activity, deficiencies, or prowess;
• Displaying sexually suggestive objects, pictures, or cartoons;
• Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments;
• Inquiries into one’s sexual experiences; and
• Discussion of one’s sexual activities.

3. Responsibility to Report:
All employees are responsible for ensuring that discriminatory or harassing conduct does not occur in any form in the workplace. Employees who believe that they have been subjected to harassment should, where appropriate, verbally communicate to the offending employee that the employee’s behavior must stop. Employees who believe that they have been subjected to harassment are also required to immediately report the offending incident(s) to the Operations and Personnel Manager. Further, employees who observe conduct, which reasonably amounts to harassment, must likewise immediately report such conduct to the Operations and Personnel Manager. Upon receipt of such a complaint, the Operations and Personnel Manager must report the complaint to the Director. In the event a complaint is lodged against the Director, the employee must report the conduct directly to the Board President.

4. Investigation:
The Operations and Personnel Manager (or the Director if the allegations are against the Operations and Personnel Manager) will act promptly and positively to investigate complaints of harassment. Every effort will be made to conduct the investigation in an efficient and impartial manner. The employee against whom the complaint has been made will be given a full opportunity to respond to the allegations against that employee. To the extent possible, the investigation will be conducted confidentially, with only relevant employees interviewed. The employee who made the complaint and the employee who the complaint is lodged against will be advised of the findings and conclusion of the investigation.

5. Confirmed Allegations of Harassment:
If the allegations of harassment are determined to be valid at the conclusion of the investigation, the Operations and Personnel Manager will take immediate, appropriate, corrective action, including retraining, reassignment, and/or disciplinary action, up to and including immediate termination. If the allegation of harassment was lodged against a patron, the patron may be denied access to Library.

6. False Allegations of Harassment:
No employee should be subjected to false accusations of sexual harassment/unlawful harassment. Any employee determined to have intentionally and knowingly filed a false complaint of harassment against another employee will be subjected to disciplinary action, up to and including termination. Sexual harassment, or any other behavior which is discriminatory, will subject the offending employee to disciplinary action up to and including termination.

7. Prohibition Against Retaliation: No employee shall be subjected to coercion, intimidation, interference, or any form of retaliation for raising a good faith complaint of harassment or for assisting in an investigation under this policy. Any incidences of such retaliation shall be immediately reported to the Operations and Personnel Manager and will, if validated, be grounds for disciplinary action, up to and including termination.

Injury

An injury in the course of employment with the Library shall be reported to the Operations and Personnel Manager or the Director in absence of the Operations and Personnel Manager. An injury report form should be completed and submitted the Operations and Personnel Manager or Director. An application may be completed and filed with the Ohio Bureau of Worker’s Compensation by the employee.

Workplace Violence
The Library is committed to providing a work environment that is safe, secure, and free of harassment, threats, intimidation, and violence. Threats or acts of physical or verbal violence (including intimidation, harassment, or coercion) which involve or affect the Library or its employees or which occur on Library’s property will not be tolerated. Such conduct will be met with the strongest disciplinary action by the Library, up to and including termination, the use of law enforcement, and the use of criminal prosecution measures.
Duty to Report: All employees are required to immediately notify their supervisor or the Operations and Personnel Manager if they witness or hear of any threats or acts which violate this policy. In addition, employees should notify the Operations and Personnel Manager if they become aware of any situation or risk factor which could lead to violence.
Weapons
Employees are prohibited from carrying, using, displaying, possessing, or discharging weapons (concealed or otherwise) on Library property at any time. For purposes of this policy, “weapons” are defined as firearms, handguns, or other weapons further defined by Ohio statute or local ordnance, and “Library property” is defined as including all Library-owned or leased buildings and surrounding areas, such as sidewalks, walkways, parking lots and driveways. This policy applies to all employees and other persons entering the Library’s property at all times regardless of whether the employee or person are licensed to carry the weapon. The only exception to this policy will be police officers, security guards, law enforcement officials, or other persons who have been given consent by the Library to carry a weapon on the property.
WPL Approved 7/9/2024, Amended 12/9/25

DISCIPLINE POLICY

Discipline is intended to serve as corrective action and provide an employee notice of a problem and an opportunity to improve. The library hopes that employees will exercise self-discipline so that it will be unnecessary for the library to impose discipline. However, objectionable and unsatisfactory conduct or performance will not be permitted and may result in disciplinary action, including but not limited to one or more of the following, depending upon the severity of the infraction:
·    Verbal warning
·    Written warning
·    Final written warning
·    Probation and/or suspension
·    Termination of employment
Certain infractions may warrant immediate suspension or termination. Repeated infractions of a less serious nature may result in progressively more serious disciplinary actions, up to and including termination. At all times, the library may take the disciplinary action it believes is appropriate under the circumstances. Behavior which will result in disciplinary action includes, but is not limited to:
·     Unsatisfactory work performance;
·     Violation of the library's policies;
·     Theft or inappropriate removal of library property;
·     Falsification of timekeeping or any other library records;
·    Misrepresentation on any library document, including resumes and employment applications;
·    Working under the influence of alcohol or illegal drugs or controlled substances;
·    Possession, distribution, purchase, or sale of alcoholic beverages, illegal drugs, or controlled substances while on duty;
·    Working on your personal matters while on duty;
·    Disruptive activity in the workplace;
·    Negligent or improper conduct leading to damage of library property;
·    Excessive absenteeism and tardiness;
·    Absence without notice or any unauthorized absence
·    Unauthorized use or possession of library documents or property;
·    Disregard of safety rules or practices;
·    Creating or contributing to hazardous, unhealthy, unsafe, or unsanitary conditions;
·    Fighting, provoking a fight or altercation, engaging in any act or threat of violence, or any conduct that causes any individual to
reasonably fear for his or her safety or the safety of his or her family, friends, or property;
·    Sleeping during working hours;
·    Insubordination;
·    Possessing weapons on library premises;
·    Unauthorized disclosure of confidential information;
·    Violation of the library's policies regarding use of computers, e¬mail, telephone, or other electronic communications equipment;
·    Smoking in unauthorized areas;
·    Refusing to cooperate with a library investigation;
·    Failing to make work accident reports;
·    Unlawful or inappropriate harassment or discrimination.
·    Inappropriate use of library funds

NOTE: Nothing in this policy limits your right or the library's right to terminate employment at any time, with or without cause or notice.

DISCIPLINE/CORRECTIVE ACTION PLAN-DIRECTOR, OPERATIONS AND PERSONNEL MANAGER AND FISCAL OFFICER
The Wauseon Public Library is committed to good service for its patrons and a fair work environment for the director and the fiscal officer. The discipline/corrective action plan will be used as a tool to improve and or resolve performance problems or deficiencies.
1.     When problems or deficiencies arise, the Personnel Committee will meet with the director and/or fiscal officer to investigate and/or resolve the problem.
2.    If the meeting does not resolve the issue the Board of Trustees will meet to determine the appropriate disciplinary action including but not limited to one or more of the following depending upon the severity of the infraction;
•    Verbal warning
•    Written warning
•    Final written warning
•    Probation and/or suspension
•    Performance improvement plan
•    Termination of employment
3.    The Board of Trustees or selected board members will meet with the director and/or fiscal officer to discuss the disciplinary action. If a performance improvement plan is included, it will contain the stated problem, measurable actions to address it, achievable deadlines, and follow-up meetings to monitor progress and improvement.
4.    Progress will be monitored through meetings, documents, and/or evaluations.
5.    If adequate progress is not made on the performance improvement plan, additional disciplinary action may be warranted.

DISCIPLINE/CORRECTIVE ACTION PLAN-STAFF
The Wauseon Public Library is committed to good service for its patrons and a fair work environment for its staff. The discipline/corrective action plan will be used as a tool to improve and or resolve performance problems or deficiencies.
1.     When problems or deficiencies arise, the Operations and Personnel Manager will meet with the staff member to investigate and/or resolve the problem.
2.    If the meeting does not resolve the issue, the Operations and Personnel Manager will determine an appropriate disciplinary action including but not limited to one or more of the following depending upon the severity of the infraction;
•    Verbal warning
•    Written warning
•    Final written warning
•    Probation and/or suspension
•    Performance improvement plan
•    Termination of employment
3.    The Operations and Personnel Manager will meet with the staff member to discuss the disciplinary action. If a performance improvement plan is included, it will contain the stated problem, measurable actions to address it, achievable deadlines, and follow-up meetings to monitor progress and improvement.
4.    The measurable actions, progress, and deadlines will be reviewed at the follow-up meetings.
5.    Written progress notes will be kept.
6.    If adequate progress is not made on the performance improvement plan, additional disciplinary action may be warranted up to and including remedial training and termination.

WPL Approved 2/13/2024, Amended 12/9/25

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