The library will provide equal opportunity to all employees and applicants for employment regardless of actual or perceived race (and traits associated with race including but not limited to hair texture and protective hairstyles), color, religion, gender, sexual orientation, gender identity, national origin, ancestry, work authorization status, age, physical or mental disability, marital status, order of protection status, genetic information, military status, unfavorable discharge from military service or status as a veteran in accordance with applicable state and local laws governing nondiscrimination in employment. Such action shall include but is not limited to: initial consideration for employment, job placement and assignment of responsibilities; performance evaluation; promotion and advancement; compensation and fringe benefits; training and professional development opportunities; formulation and application of human resource policies and rules; facility and service accessibility; and discipline and termination.
Any employee who believes this policy has been violated should report the situation to Human Resources or the Library Director. All such matters will be held in confidence, thoroughly investigated, and rectified if a policy violation is identified. Please refer to the policy governing sexual and other types of harassment for more detailed information concerning the library’s investigative procedures.
The library strongly encourages use of this policy if necessary and assures its employees that they need fear no reprisals for bringing forth a good faith claim, regardless of the results of any investigation.
The Glen Ellyn Public Library is committed to maintaining a work environment that is free of all forms of discrimination and harassment, including sexual harassment, which are all illegal under the Illinois Human Rights Act (IHRA) and Title VII of the U.S. Civil Rights Act of 1964 (Title VII). In keeping with this commitment, it is the policy of the library to maintain a work environment free from all forms of harassment and to insist that all employees be treated with dignity, respect, and courtesy. The Glen Ellyn Public Library will not tolerate discrimination or harassment by anyone, including any supervisor, employee, vendor, customer, contractor, or other regular visitor of the library. Violation of this policy shall be considered grounds for disciplinary action up to and including termination.
Discrimination consists of employment actions taken against an individual based on an actual or perceived characteristic protected by law, such as sex, race (and traits associated with race including but not limited to hair texture and protective hairstyles), color, ancestry, national origin, citizenship status, work authorization status, religion, age, disability, marital status, sexual orientation, gender identity, pregnancy, military or veteran status, genetic information, order of protection status, or any other category protected by applicable law. In other words, discrimination occurs when an individual is treated differently or unequally because the individual is a member of or a perceived member of a protected group.
Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s protected status such as race (and traits associated with race including but not limited to hair texture and protective hairstyles), color, ancestry, national origin, citizenship status, religion, sex, pregnancy, sexual orientation, gender identity, age, disability, marital status, military or veteran status, genetic information, order of protection status, or any other category protected by applicable law. Glen Ellyn Public Library will not tolerate harassing conduct that affects tangible job benefits, interferes unreasonably with an individual’s work performance, or creates an intimidating, hostile or offensive working environment.
The conduct forbidden by this policy specifically includes, but is not limited to:
- Epithets, slurs, negative stereotypes or intimidating acts that are based on a person’s protected status
- Written or graphic material circulated within or posted within the workplace that shows hostility toward a person because of his or her protected status
Definition of Harrassment
Sexual harassment, as defined by the IHRA consists of unwelcome sexual advances, requests for sexual favors; and other verbal or physical conduct of a sexual nature when made by any employee to another employee where:
- Submission to such conduct is made either explicitly or implicitly on a term or condition of a person’s employment.
- Submission to or refusal to engage in such conduct is used as the basis for any employment decisions affecting such individual; or
- Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Sexual harassment, as defined above, may include, but is not limited to:
- Uninvited sex-oriented verbal “kidding” or demeaning sexual innuendoes, leers, gestures, teasing, sexually explicit or obscene jokes, remarks or questions of a sexual nature;
- Graphic or suggestive comments about an individual’s dress or body;
- Displaying sexually explicit objects, photographs or drawings;
- Unwelcome touching, such as patting, pinching or constant brushing against another’s body; or
- Suggesting or demanding sexual involvement of another employee whether or not such suggestion or demand is accompanied by implicit or explicit threats concerning one’s employment status or similar personal concerns.
Even if two or more individuals are engaging in consensual conduct, such conduct could constitute harassment of or discrimination against another individual who witnesses or overhears the conduct.
Everyone is responsible to help ensure that harassment and discrimination do not occur and are not tolerated. An individual who believes that he or she has been subjected to sexual or other types of harassment or discrimination, or who has witnessed harassment or discrimination, should immediately submit a complaint to his or her supervisor, or the Human Resources Department. If a manager or supervisor receives a complaint of harassment or discrimination or becomes aware of such conduct, the complaint or conduct shall be immediately reported to the Human Resources Department.
The Human Resources Department, or its designee, shall promptly investigate all complaints and make all reasonable efforts to resolve the matter informally. These efforts may include, but are not limited to, convening conferences with the complainant and/or the accused harasser/discriminator to discuss the complaint and the results of the investigation.
The right to confidentiality, both of the complainant and of the accused, will be respected and consistent with the library’s legal obligations and with the necessity to investigate allegations of misconduct and to take corrective action when this conduct has occurred.
A substantiated complaint against an employee will subject the individual to disciplinary action, up to and including termination. Glen Ellyn Public Library will also take appropriate action to address a substantiated complaint of discrimination or harassment by a third party or non-employee. If an investigation results in a finding that the complainant falsely accused another of harassment or discrimination knowingly or in a malicious manner, the complainant will be subject to appropriate discipline, including the possibility of discharge.
Reporting harassment or discrimination or participating in an investigation will not reflect adversely upon an individual’s status or affect future employment. Any form of retaliation against an employee who reports harassment or discrimination or participates in an investigation is strictly prohibited by the Illinois Human Rights Act, the Illinois Whistleblower Act, Title VII of the Civil Rights Act of 1964, and company policy. Any employee who retaliates against another for exercising his or her rights under this policy shall be subject to discipline, up to and including termination. Glen Ellyn Public Library will also take appropriate action to address a third party or non-employee who engages in retaliation.
The purpose of this policy is to establish prompt, thorough and effective procedures for responding to every complaint and incident so that problems can be identified and remedied internally. However, an individual has the right to file formal charges with the Illinois Department of Human Rights (IDHR) and/or the United States Equal Employment Opportunity Commission (EEOC). An IDHR or EEOC complaint must be filed within 300 days of the alleged incident(s) unless it is a continuing offense.
Illinois Department of Human Rights (IDHR)
ShapeChicago 312-814-6200 or 800-662-3942
Chicago TT 866-740-3953
Illinois Human Rights Commission (IHRC)
Chicago TTY 312-814-4760
United States Equal Employment Opportunity Commission (EEOC)
Chicago 800-669-4000 TTY 800-869-8001
The selection of staff members is delegated to the Library Director, who in turn may delegate hiring decisions in each department to the Department Director.
Glen Ellyn Public Library is an Equal Employment Opportunity Employer.
Employment of members of the immediate families of current staff is permitted so long as they are qualified and not appointed to positions directly or indirectly supervising or supervised by another family member.
Employment of members of the immediate family (child, spouse, parent, sibling, grandparent, aunt, uncle, in-laws of the same degree) of Board members or the Library Director is not permitted.
Open Door Communication
The library strives to maintain an “open door” policy of communications, whereby employees are free to ask questions and voice concerns to each other, or to any level of management. The library encourages open and candid feedback.
Employees with a problem or question are encouraged to first discuss it one-on-one with the involved individual(s). If the matter is not resolved, the employee may discuss it with their supervisor, who has primary responsibility for resolving employee concerns.
Employees who wish to discuss a matter further or have a particular question that they are not comfortable discussing with their supervisor, are free to discuss the issue with another member of management. Employee questions or problems will always receive immediate attention and be resolved as soon as possible.
Email communication as a mode to resolve an issue or problem is highly discouraged.
An employee who feels he/she has a legitimate complaint regarding any aspect of employment are encouraged to attempt to resolve the matter informally through their supervisor via the open door communications policy before invoking a formal grievance procedure.
If the informal effort to resolve a problem is not successful, an employee who feels that he/she has a legitimate complaint regarding employment with the library should state the complaint in writing and submit it to the Department Head. If the employee feels the response of the Department Head has not satisfactorily resolved the complaint, the Department Head’s decision may be appealed to the Library Director. The decision of the Library Director shall be final.
The library supports the Americans with Disabilities Act of 1990 and will attempt to provide reasonable accommodations for employees and guests with disabilities unless such accommodation(s) would present an undue hardship for the library.
Reasonable accommodations apply to all employees and applicants (where applicable) and include hiring practices, job placement, training, pay practices, promotion and demotion policies and layoff and termination procedures.
A qualified person with a disability is any individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the job the individual has or wants, and does not pose a direct threat to the health or safety of himself/ herself or other individuals in the workplace.
Should you require reasonable accommodation in the workplace, please contact your supervisor.
Information about the library, its patrons, vendors, or employees should not be divulged to anyone other than people who are authorized to receive such information. Some examples include, but are not limited to our employee handbook, training programs, and employee information. When in doubt as to whether certain information is or is not confidential, employees should contact their supervisor. Some employees may be required to sign a Confidentiality Agreement as a condition of employment.
Disciplinary Action Policy
As an integral member of the library team, you are expected to accept certain responsibilities, adhere to acceptable business principles in matters of personal conduct, and exhibit a high degree of personal integrity at all times. This not only involves sincere respect for the rights and feelings of others, but also demands that both in your business and in your personal life you refrain from any behavior that might be harmful to you, your co-workers, patrons, and/or the library.
Whether you are on duty or off, your conduct is reflected on the library. You are, consequently, encouraged to observe the highest standards of professionalism at all times.
These rules and regulations, and others which may be established from time to time, are published to provide and promote understanding of what is considered unacceptable conduct. These rules are not all inclusive, and unacceptable conduct not specifically covered by these rules may result in disciplinary action depending upon the circumstances. Any of the following acts of misconduct are in violation of the library’s rules. Repeated violations of the same rule, violations of more than one rule in a single act, violations of different rules at different times and aggravating circumstances may be cause for accelerated, compound disciplinary action.
These guidelines apply to all employees.
Group One Rules
- Stopping work before the specified end of the workday
- Loitering during work hours
- Regular failure to fill out time sheet or to otherwise accurately account for time worked
- Repeated failure to be at the work station at the work station at the scheduled beginning of the workday
- Smoking, eating or drinking in prohibited areas
- Creating or fostering unsanitary conditions
- Posting or removal of notices on or from library bulletin boards without the expressed, prior approval of the Director
- Unexcused absenteeism
- Careless operation of library equipment
- Obscene, abusive, inflammatory, or derogatory language. This includes the spreading of rumors and/or malicious gossip
- Horseplay during working hours
- Threatening and/or coercing fellow employees during working hours
- Outside employment which conflicts with library interests or inhibits the employee’s ability to function effectively
- Negligent actions that might result in injury to co-workers or damage to library property
- Unauthorized use of library property
Should your performance, work habits, overall attitude, conduct, or demeanor become unsatisfactory in the judgment of the library, based on violations either of the above or any of the other library policies, rules, or regulations, you will be subject to disciplinary action as follows.
First Offense Verbal Warning
Second Offense Written Warning
Third Offense Disciplinary Suspension
Fourth Offense Discharge
The library is not necessarily required to go through the entire disciplinary action process. Discipline may begin at any step, depending upon the severity of the incident. The progressive disciplinary steps and the failure to follow the steps in every situation does not in any way create a contractual right to continued employment.
Group Two Rules
- Refusal to obey a direct, reasonable order that pertains to an employee’s position as described
- Deliberate destruction or damage to library property
- Falsification of any kind or type of library records
- Falsification of time records or the completion of time records for another employee
- Theft of library property of the property of a co-worker
- Any violation of the civil code on library premises. This includes gambling, the use of controlled substances, the possession and/or use of weapons, etc.
- Immoral or indecent actions on library premises
- Failure to return from an absence on the agreed upon date
- Revealing any confidential library information
When a violation of a group two rule occurs, the employee may be subject to immediate termination.
The library reserves the right to conduct an investigative suspension. An investigative suspension is a period of time, normally not to exceed five (5) working days, during which an employee is relieved of his or her job with pay pending an investigation of the employee’s major incident(s) of non-performance, inappropriate behavior, and/or violation of library rules.
An employee may be placed on investigative suspension when it is necessary to make a full investigation to determine the facts of the case.
Paid Relief Periods
Each employee is allowed a relief period of fifteen (20) minutes of library time during each continuous working schedule of four (4) hours or more.
An employee may use a paid relief period to extend a meal break by 20 minutes in lieu of taking a paid relief break at another time during the day.
Employees may not use the relief period to shorten their scheduled workday.
A non-exempt employee who is scheduled to work 7.5 hours on a given day must be allowed a meal break of at least 30 minutes after no more than five hours of work.
Consistent attendance and punctuality contribute to the success of the library’s business operations. Attendance problems disrupt operations, lower productivity, and create a burden for other employees. All employees of the library are expected to assume responsibility for their attendance and promptness. Poor attendance will be reflected in an employee’s performance review and is subject to disciplinary action up to and including termination.
Employees who are unable to report to work as scheduled must contact their immediate supervisor and as soon as possible before their starting time, providing the reason for the absence and the estimated time of return. Additionally, all employees are expected to clear with their supervisors, in advance, any partial or full day appointments.
Employees who are absent for three or more days without calling are considered as having voluntarily quit.
A notice of resignation must be confirmed in writing, either by the staff member or the supervisor, and a copy immediately forwarded to the Business Office. It should include the last day of work, the effective date of the resignation, and the reason for the resignation.
A Department Director or professional (MLS) employee submitting his/her resignation is expected to provide four weeks written notice. All other employees are expected to provide two weeks written notice before voluntarily terminating employment. The library reserves the right to decline such notice or portions thereof when deemed appropriate.
Department Heads are expected to offboard the employee in Bamboo HR.
In the event of an emergency closure of the library, full-time staff shall be paid for their regularly scheduled hours.
Part time staff members who are in the library when it closes due to an emergency are paid for their regularly scheduled hours.
If the library re-opens during an employee’s regularly scheduled hours, all regularly scheduled employees shall be expected to return to work.
Other part-time staff that has not yet reported for work will not be paid but may make up regularly scheduled hours within a two-week period by arrangement with the Department Head.
Drug Free Workplace
Employees are expected and required to report to work on time and in appropriate mental and physical condition for work.
It is the library Board’s intent and obligation to provide a drug-free, healthful, safe, and secure work environment. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance or alcohol on library premises or while conducting library business off library premises is prohibited.
The library’s policy with respect to drugs and alcohol is as follows:
The illegal use, sale, or possession of narcotics, drugs or controlled substances; including, but not limited to, marijuana, cocaine, PCP, heroin, LSD, amphetamines, and barbiturates while on the job or on the library’s property is a dischargeable offense. Any illegal substances will be turned over to the appropriate law enforcement agency and may result in criminal prosecution. The possession, distribution, or use of alcoholic beverages by any library employee is prohibited during working hours. Individuals found using alcohol will be subject to disciplinary action up to and including discharge.
Employees will not be permitted to work while under the influence of drugs or alcohol. Drinking alcoholic beverages during a business lunch is unacceptable conduct. Individuals who appear to be unfit for duty will be relieved from duty and may be requested to take a physical examination at a designated medical facility. Refusal to comply with a physical examination may result in disciplinary action, up to and including discharge.
Off-the-job illegal drug and/or alcohol use which could adversely affect an employee’s job performance, or which could jeopardize the safety of other employees, the public, or the library’s facilities, or where such usage adversely affects the public trust in the ability of the library to carry out its responsibilities, is also cause for disciplinary action, up to and including discharge.
Employees who are arrested for off-the-job drug activity may be considered in violation of this policy. In deciding what action to take, the library will take into consideration the nature of the charges, the employee’s present assignment and record with the library, and the impact of the employee’s arrest on the conduct of the library’s business.
Employees are encouraged to request assistance through the library’s Employee Assistance Program or reputable sources in the community in dealing with a personal alcohol or drug-related problem. Their employment will not be jeopardized so long as an approved treatment program is successfully completed, and they continue to observe the library’s policy regarding drugs and alcohol. The Employee Assistance Program (EAP) is provided through Reliance Standard Life Insurance. The phone number is 1-800-767-5320 or at www.my-life-resource.com They can be contacted 24 hours a day. The website username is: hmsa and the password is: myresource.
Employees who wish to report drug and alcohol use in violation of this policy should contact a member of management. The library will make every effort to protect anonymity, and such information will be treated in confidence.
Violation of this policy will result in disciplinary action, including possible termination, and may have legal consequences.
Employees are required by law to report to the library within five (5) days any criminal drug conviction arising from a workplace violation.
Smoke Free Workplace
In the interest of promoting high standards of health and safety, no smoking will be permitted in any area of the Glen Ellyn Public Library. Smoking is also prohibited within 20 feet of the library building.
Blood Borne Pathogens
While normal library operations are not likely to involve circumstances exposing employees or users to blood borne pathogens, the Glen Ellyn Public library complies with Illinois Department of Labor regulations and federal Occupational Safety and Health Administration regulations relating to occupational exposures to blood borne pathogens.
Specific procedures must be followed when exposed to blood products or other body fluids.
They are detailed in the Glen Ellyn Public Library Emergency Procedures, under “Blood borne Pathogens.”
Employee and Trustee Ethics
The regulations of Sections 5-15 (5 ILCS 430/5-15) and Article 10 (5 ILCS 430/10-10 through 10-40) of the State Officials and Employees Ethics Act, 5 ILCS 430/1-1 et seq., (hereinafter referred to as the “Act” in this Section) are hereby adopted by reference and made applicable to the officers and employees of the Glen Ellyn Public Library to the extent required by 5 ILCS 430/70-5.
The solicitation or acceptance of gifts prohibited to be solicited or accepted under the Act, by any officer or any employee of the Glen Ellyn Public library, is hereby prohibited.
The offering or making of gifts prohibited to be offered or made to an officer or employee of the library under the Act, is hereby prohibited.
The participation in political activities prohibited under the Act, by any officer or employee of the library, is hereby prohibited.
For purposes of this Section, the terms “officer” and “employee” shall be defined as set forth in 5 ILCS 430/70-5(c).
The penalties for violations of this Section shall be the same as those penalties set forth in 5 ILCS 430/50-5 for similar violations of the Act.
This Section does not repeal or otherwise amend or modify any existing resolutions or policies which regulate the conduct of library officers and employees. To the extent that any such existing ordinances or policies are less restrictive than this Section, however, the provisions of this Section shall prevail in accordance with the provisions of 5 ILCS 430/70-5(a).
Any amendment to the Act that becomes effective after the effective date of this Section shall be incorporated into this Section by reference and shall be applicable to the solicitation, acceptance, offering and making of gifts and to prohibited political activities. However, any amendment that makes its provisions optional for adoption by municipalities shall not be incorporated into this Section by reference without formal action by the corporate authorities of the Glen Ellyn Public Library.
The computers and software that are utilized by Glen Ellyn Public Library staff are owned by the library and are intended to be used for business purposes. Utilizing these resources for informal or personal purposes is permissible only when it is congruent with the library policy and does not adversely affect productivity. Employees are expected to demonstrate a sense of responsibility and not abuse this privilege.
The use of electronic communications is a privilege, not a right. This privilege may be revoked at any time for abusive conduct. Additionally, employees violating this policy may be subject to discipline, up to and including termination. Such conduct includes, but is not limited to the following:
- The placing of unlawful or unauthorized information on a system
- The unauthorized or excessive use of the internet
- Any use of computer games
- The use of abusive or otherwise objectionable language in either public or private messages
- Communications that contain hostile, degrading, sexually explicit, or otherwise offensive references to people based on their sex, race, nationality, religion, age, color, disability status, or sexual orientation.
Email and Internet messages that are sent and received via the library’s email system are public communication and remain the property of the library. Such communications should not be considered “private” by employees. The company reserves the right to access and monitor all messages on the library’s email system as the library deems necessary and appropriate. There is no exception of privacy within any of the library’s electronic communication systems. The contents of an employee’s email may be inspected as part of routine monitoring by the library or in the course of an investigation triggered by indications of impropriety. All communication, including text and images, may be disclosed by the library to law enforcement authorities or other third parties without the prior consent of the sender or receiver of such information.
All library email that contains a transaction of public business shall be retained as public records per the Records Retention Schedule designated by the Illinois Records Commission which states business correspondence email shall be retained for one year. After one year, public records no longer possessing any further administrative, fiscal, legal and/or historical value are discarded.
Examples of emails that generally constitute public records:
- Email created or received by library employees in connection with library business
- Email that facilitates action, such as initiating, authorizing or completing a transaction in connection with library business
- Policies and directives
- Correspondence or memoranda related to official business
- Work schedules and assignments
- Drafts of documents that are circulated for comment or approval
- Any document that initiates, authorizes, or completes a business transaction
- Final reports or recommendations
Examples of emails that may constitute public records:
- Email that provides substantive comments on an action taken by the library (i.e., comments add to the proper understanding of the execution of the final library action)
- Email providing documentation of significant official decisions and documents reached orally and not otherwise documented in the library’s files
Examples of emails that generally do not constitute public records:
- Personal email messages and announcements not related to library business
- Copies or extracts of documents e-mailed for convenience or reference
- Internal emails created by employees on work-related topics which do not facilitate action or an understanding of the work-related topic (i.e., cover notes, etc.)
- Announcements of social events
Social Media Use
For the purposes of this policy, social media is defined as: blogs, other types of self-published online journals, and collaborative web-based discussion forums including, but not limited to, LinkedIn, Facebook, TikTok and Twitter.
General Rules and Guidelines
The following rules and guidelines apply to the use of social media, whether such use is for the library on company time, for personal use during nonwork time, outside the workplace or during working time while using library owned equipment. These rules and guidelines apply to all employees.
Employees are prohibited from discussing confidential, company matters through use of social media. Confidential information means customer account information, customer lists, business contracts, investments, and employee medical information. Employees may not post any information that is directly or indirectly related to the safety performance of the library’s systems or components.
Employees cannot use social media to harass, threaten, libel or slander, bully, make statements that are maliciously false or discriminate against co-workers, customers, clients, vendors or suppliers, any organizations associated or doing business with, or any members of the public, including web site visitors who post comments. The library’s anti-harassment and EEO policies apply to use of social media in the workplace.
This policy is not intended, or shall it be applied, to restrict employees from discussing their wages, hours and working conditions with co-works.
Library-Sponsored Social Media
Library sponsored social media is used to: convey information about programs and services; obtain member feedback; exchange ideas or insights about library trends; reach out to potential new members; issue or respond to breaking news, and specific activities and events. The library is a public and community entity which may result in photographs of staff appearing on the library’s website, library sponsored social media, or other library marketing materials to either promote events or familiarize the community with the staff. If any staff member is uncomfortable with, or would not like their picture included, they may talk to their department head and elect not to be involved.
All such library related social media is subject to the following rules and guidelines, in addition to the rules and guidelines set forth above:
Only employees designated and authorized by the library can prepare content for or delete, edit, or otherwise modify content on library sponsored social media. library sponsored social media accounts are owned by the library. Any employees who create such accounts or are provided access to such accounts do not obtain ownership rights to such accounts or any content contained in them. Employees who create or are provided access to library sponsored social media accounts must provide the library with all passwords and/or log-in information to such accounts immediately upon the library’s request, and must transfer “manager” or “owner” status upon the library’s request.
Respect copyright, trademark and similar laws and use such protected information in compliance with applicable legal standards.
Designated employees are responsible for ensuring that the library sponsored social media conform to all applicable company rules and guidelines. These employees are authorized to remove immediately and without advance warning any content, including offensive content such as pornography, obscenities, profanity, and/or material that violates the library’s EEO and/or anti-harassment policies.
Employees who want to post comments in response to content must identify themselves as employees.
Personal Use of Social Media
The following rules and guidelines, in addition to the rules and guidelines set forth in Section 1 above, apply to employee use of social media on the employee’s personal time.
Employees should abide by the library’s Electronic Communication Policy concerning personal use of the library’s computer and related equipment.
Employees who utilize social media and choose to identify themselves as employees of the library may not represent themselves as a spokesperson for the library. Accordingly, employees must state explicitly, clearly, and in a prominent place on the site that their views are their own and not those of the library or of any person or organization affiliated or doing business with the library should they identify themselves as an employee of the library in a post. Employees may share any official library sponsored marketing materials; however, employees may not refer to the library by name when using non-library sponsored or original material. This section does NOT prohibit employees from including the library’s name, address and/or other information on their social media profiles.
Employees should respect all copyright and other intellectual property laws. For the library’s protection, as well as your own, it is critical that you show proper respect for all the laws governing copyright, fair use of copyrighted material owned by others, trademarks and other intellectual property, including the library’s own trademarks and brands.
The library reserves the right to monitor employees’ public use of social media including but not limited to statements/comments posted on the internet, in blogs and other types of openly accessible forums, diaries, and personal and business discussion forums.
Employees should have no expectation of privacy while using company equipment and facilities for any purpose, including the use of social media. The library reserves the right to monitor, review, and block content that violates the library’s rules and guidelines.
The library will investigate and respond to all reports of violations of the library’s rules and guidelines or related company policies or rules. Employees are urged to report any violations of this policy to Human Resources. A violation of this policy may result in discipline up to and including termination of employment.
Parking for Staff
The full-time staff at the Glen Ellyn Public Library is to park in their assigned space and display their yellow sticker in the upper right corner of the rear window. If you do not have your yellow sticker, you will be ticketed by the Glen Ellyn Police. If you are not in your designated spot, you will be ticketed by the Glen Ellyn Police. Staff that are working an evening shift may move their car to a spot on the east end of the commuter lot during their dinner break. If you lose your sticker, or it becomes too faded, stop by the Business Office to pick a new one up. Part time staff are only to park at the West end of the lot facing the commuter lot. The staff is not allowed to park close to the building as these spaces are reserved for library patrons.
As employees of a public service institution whose primary mission is to provide quality library service to library patrons, staff members share the obligation to dress in appropriately professional attire. The way library employees present themselves to the public makes a statement to patrons about the quality of service they can expect to receive from the library and its employees.
All library employees who work with patrons, and in public service areas, are expected to dress as if they worked in a traditional office.
Some employees handle materials in such a way that makes more formal attire usually inappropriate. Jobs such as shelving, Outreach activities, maintenance, or in Technical Services often suggest more casual clothing as best choices. Some items, such as open-toed shoes, could possibly even be dangerous in certain work situations and are not appropriate for those jobs.
Examples of some specific kinds of clothing that are always inappropriate for work include: logo t-shirts, sweat pants, and stretch pants.
Every employee is representing the library when he or she is at work. A library employee also makes a statement about his or her own self image by the way he or she dresses to work in a public service workplace. It is important that the image presented by employees is in every way consistent with the high quality of service the library strives to provide with the high quality employees on our staff.