It is the intent of the library to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and the library.
Each employee is designated as either NONEXEMPT or EXEMPT. NONEXEMPT employees are entitled to overtime pay or compensation under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws.
In addition to the above category, each employee also belongs to one of the following employment categories:
FULL-TIME employees are those who are not in a temporary status and those who are budgeted to work 37.5 hours per week. Full-time employees are eligible for benefits according to their classification, subject to the terms, conditions, and limitations of each benefit program. Each full-time member of the staff typically works the equivalent of seven and one-half hours per day, excluding time allowed for meals.
BENEFITED PART-TIME employees are those who are not assigned to a temporary status and who are budgeted to and typically work a minimum of 20 hours per week but less than 37.5 hours per week. Benefited part-time employees are eligible for some benefits sponsored by the library, subject to the terms, conditions, and limitations of each benefit program.
PART-TIME employees are those who are not assigned to a temporary status and who are budgeted to and typically work less than 20 hours per week. They receive all legally mandated benefits (such as Social Security and workers’ compensation benefits), plus some miscellaneous library benefits. Examples of part-time employees also include substitute and seasonal employees.
TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits (such as Social Security and workers' compensation benefits), they are ineligible for any of the library's other benefit programs. However, when temporary employees are hired as part of a grant project, they may be awarded the same benefits as an employee in the same classification and status, depending on the terms of the grant.
All employees will be scheduled to work according to the library’s needs, in rotations that may include evenings, Saturdays, and Sundays. Schedules are subject to change as the library's needs change.
The library further classifies each job so that all positions are systematically and equitably categorized to ensure the principle of "equal pay for equal work." Periodically, a review of all positions is completed because changes in job duties, organizational changes, and forces external to the organization, such as technology, may have changed the scope of positions over time.
A position may be evaluated and considered for reclassification when it is evident that the duties and responsibilities of an existing position have significantly changed since the last time the position was reviewed.
An employee whose grade level is raised as a result of reclassification will be advanced to at least the minimum salary for the new range.
An employee whose grade is reduced as a result of reclassification will not have their rate of pay decreased. If the current rate of pay exceeds the maximum in the new range, an employee's rate of pay is not considered for increase until the new grade's salary range, through adjustments over time to the salary scale, exceeds the employee's rate of pay.
Policy revised December 2020 & approved by the Board of Library Trustees on December 16, 2020
Effective 12/16/20
Reviewed & updated 5/4/23