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BLUE BOOK PERSONNEL POLICY and PROCEDURE MANUAL ______Augusta-Richmond County Public Library System (ARCPLS) Revised: 2020 2009 2005 2003 2002

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BLUE BOOK PERSONNEL POLICY and PROCEDURE MANUAL ______Augusta-Richmond County Public Library System (ARCPLS) Revised: 2020 2009 2005 2003 2002 BLUE BOOK PERSONNEL POLICY AND PROCEDURE MANUAL _____________________________________________________________________________ Augusta-Richmond County Public Library System (ARCPLS) Revised: 2020 2009 2005 2003 2002 1 Welcome to employment with the Augusta-Richmond County Public Library System (ARCPLS). We consider our employees the key to successful Library service to the citizens of Richmond County. You were carefully selected in the belief that you will be committed to ARCPLS public service goals and standards and join the Library Board of Trustees (BoT), management, and staff in providing the highest quality services possible with available resources. Employment is meant to benefit the Library and the employee. Either party can terminate the arrangement at will. This handbook explains some of the employment practices and procedures; however, ARCPLS reserves the right of ultimate discretion in furthering the goals of the Library and its mission. The manual is cross- referenced with the Augusta-Richmond County Human Resources’ Personnel, Policies and Procedures Manual (PPPM) where applicable. The PPPM is on the Augusta, GA website at augustaga.gov. The Personnel Policies of the BoT of ARCPLS are applicable to all employees of the Library including its branch libraries unless otherwise stated. “At Will” Employment All employees of ARCPLS are employed or hired “at will,” which means each may resign at any time for any reason or no reason. Each may be terminated at any time for any reason. Employees enter into the employment relationship voluntarily and may leave the employment relationship at any time. Similarly, ARCPLS is free to conclude or end its relationship with any employee at any time for any reason or no reason. The personnel policies of the ARCPLS do not create a contract of employment between the Library and its employees. Statements of salary in annual or bi-weekly intervals are for informational purposes and do not create a contract for the specified time. The relationship between the employee and the ARCPLS remains “at will,” notwithstanding any provision within the Library’s personnel policies. No director, manager, or representative of the ARCPLS other than the Trustees acting officially in a meeting at which a quorum is present has the authority to enter into any agreement with an employee regarding the terms of employment that changes the “at will” relationship with an employee or modifies the ARCPLS personnel policies as to that employee. Equal Opportunity Employer ARCPLS is an Equal Opportunity Employer. ARCPLS does not discriminate on the basis of race, color, national origin, sex, gender, disability, religion, or age in its employment opportunities or practices and provides equal access to everyone. Sexual and disability harassment are acts of discrimination and are not tolerated. See Chapter II Equal Employment Opportunity in the Augusta-Richmond County PPPM for more details. Employees with questions, concerns and/or complaints relating to the nondiscrimination policies or practices of ARCPLS should address those to the Library Director. The Library Board of Trustees (BoT) The Library is governed by a board of twelve (12) trustees in which is vested legal responsibility for ARCPLS and which serves as the policy-making body of the institution. The BoT’s responsibilities include selection and appointment of the Library Director, promotion of Library interest in the community, promotion of a progressive and expanding Library program, and control of Library funds, property, and equipment. Subject to existing statutes and ordinances, the BoT has the power to determine the rules and regulations governing Library services and personnel. (Georgia Code 20-5-43) 2 The Library Director The Library Director is the chief administrative officer of the Library. The Library Director acts in an advisory capacity to the BoT and recommends programs, policies, and changes, and attends all board meetings and committee meetings except when his or her salary and evaluation is discussed. The Library Director is not a member of the respective BoT and has no vote on matters under consideration. The Library Director's duty is to carry out the policies and decisions of the BoT as they affect both patrons and employees. The Library Director is responsible for the preparation of the local and state budget and the request for funds and advises and prepares the Library budget. The Library Director has full responsibility for determining internal Library procedures, for the selection process of books and other materials, and for the complete discharge of all duties imposed upon the position by law or by regulations of the BoT, or by the Office of Public Library Services of the University System of Georgia Board of Regents (Georgia Code 20-5-45). The Library Director shall hire and terminate employees in accordance with policies and practices of the BoT. The Library Director is responsible for the formulation and administration of personnel policies, including, but not limited to, assignment of duties, service standards and staff development. In the Library Director's absence, the Assistant Director or the BoT appointee is responsible for administration of personnel policies at ARCPLS. 3 Table of Contents 1. Attendance, Schedules, and Leave ......................................................................................................... 13 Annual Leave ........................................................................................................................................... 13 Annual Leave: Vacation Buyback ............................................................................................................ 15 Attendance and ADPeTime ..................................................................................................................... 16 Breaks ...................................................................................................................................................... 18 Compensatory Time ................................................................................................................................ 18 Education, Higher, for Library Personnel ................................................................................................ 19 Family Medical Leave Act (FMLA), .......................................................................................................... 19 Funeral Leave .......................................................................................................................................... 21 Holidays and Closures ............................................................................................................................. 22 Hospitalization ........................................................................................................................................ 22 Hours of Work ......................................................................................................................................... 22 Jury or Court Service ............................................................................................................................... 23 Leave of Absence .................................................................................................................................... 23 Library Work Schedule Structure ............................................................................................................ 23 Lunch Hour .............................................................................................................................................. 24 Lunch Meetings ....................................................................................................................................... 24 Military Leave .......................................................................................................................................... 24 Probationary Period ................................................................................................................................ 25 Sick Leave ................................................................................................................................................ 25 Staff Meetings ......................................................................................................................................... 26 Substitutes .............................................................................................................................................. 27 Substitutes: Assistant Director ................................................................................................................ 27 Tardiness ................................................................................................................................................. 28 Telecommuting Policy and Procedures................................................................................................... 28 Time Cards .............................................................................................................................................. 34 Voting ...................................................................................................................................................... 35 Worker’s Compensation ......................................................................................................................... 35 2. Benefits and Retirement ........................................................................................................................
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