Library Board approved September 15, 2009. Revised November 19, 2013.
All employees of the Oak Park Public Library are considered employees at‐will, and any and all language that might be construed to the contrary is hereby specifically disclaimed.
No representative of the Library, other than the Board of Library Trustees or the Executive Director as authorized by the Board of Library Trustees, may enter into any employment agreement on behalf of the Library.
- The Executive Director is responsible for hiring all staff members. Applicants are considered on the basis of qualifications for an available position relative to experience, training, knowledge, abilities, and skills.
- Each new employee must file an Employment Eligibility Verification (Form I‐9) before being scheduled to work. United States citizenship is not a requirement for library employment.
- No two members of the same immediate family shall be employed by the Library, except that those employees hired before the effective date of this policy are exempt from this policy.
- No member of the Board of Library Trustees or of the immediate family of a member of the Board of Library Trustees will be employed by the Library; provided, however, if a member of the immediate family of an existing employee is elected or appointed to the Board of Library Trustees, the existing employee may continue to be employed by the Library.
In this section, an immediate family member is defined as a spouse, domestic partner, parent, child or sibling, including persons having such status both biologically and by adoption.
- Employees whose positions require 1,000 hours or more a year must participate in the Illinois Municipal Retirement Fund (IMRF).
- The Library recognizes and strictly adheres to all guidelines relating to medical records of employees set forth in the Americans with Disabilities Act, Health Insurance Portability and Accountability Act, Family and Medical Leave Act and related regulations.
- Employees should be aware that: the Library retains the right to ask for a physician’s certificate confirming that an employee has undergone an illness and is currently able to work in circumstances in which an employee has used sick leave benefits; and the Library may require employees to be evaluated for fitness for duty whenever circumstances lead to the reasonable belief that the employee is not fit for duty or poses an immediate threat to the safety of themselves or others in the workplace.
- The Library has three general classifications of employees:
A full‐time employee is defined as one whose weekly schedule is budgeted for 40 hours a week.
A part‐time employee is defined as one who is budgeted to work less than 30 hours a week. The number of hours budgeted per week may vary.
A temporary employee is one hired to work for a specified amount of time on specific projects.
- Anti-Bullying Policy
- Bloodborne Pathogens
- Computer and Internet Use – Staff
- Corrective Action
- Credit Card
- Drug-Free Workplace
- Equal Employment Opportunity
- Equity & Anti-Racism in the Workplace
- Health and Sick Leave
- HIPAA Anti-Retaliation
- Hours of Work
- Insurance, Pension, Deferred Compensation, Credit Union
- Introductory Period
- Leaves of Absence
- Library Facilities — Staff Access, Use, and Restrictions
- Mandatory COVID-19 Vaccine Program
- Non-Discrimination and Anti-Harassment
- Position Classification and Pay
- Professional Development
- State Officials and Employees Ethics Act
- Termination of Employment
- Travel Expense Reimbursement
- Whistleblower Reporting and Anti-Retaliation Policy and Procedures
- Workplace Violence