Library Personnel Policy
 Purpose
The purpose of this Personnel Policy is to establish consistent and fair guidelines for the employment, supervision, and conduct of library staff. The policy ensures that all employees are treated equitably and that library operations support excellent public service in accordance with the mission of the Library.
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Employment Practices
•    Equal Opportunity
The Library is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, sex, age, national origin, disability, sexual orientation, or any other characteristic protected by law.
•    Iowa Veteran Preference Law                                                                                          In accordance with the Iowa Veterans Preference Law (Iowa Code Chapter 35C) the Alton Library gives preference to eligible veterans in its hiring practices. 
•    Hiring and Orientation
The Library Board hires the Library Director. All other staff are hired by the Library Director with Board approval. New employees will receive an orientation to library policies, procedures, and services.
•    See librarian descriptions for expected roles.
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Work Schedule and Attendance
•    Work schedules are established by the Library Director and may be adjusted as necessary for library operations.
•    Employees are expected to arrive on time and notify the Director as soon as possible in case of illness or emergency. The library should be ready to receive patrons when it opens.
•    Time worked must be recorded accurately for payroll purposes.
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Compensation and Benefits
•    Wages are set by the Library Board and reviewed annually during the budget process.
•    Paydays occur monthly
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Employee Conduct
•    Employees are expected to be courteous, professional, and impartial in all interactions with the public.
•    Confidentiality of patron records and information is required by Iowa Code §22.7(13).
•    Personal use of phones, computers on library time should be limited.
•    Employees may not use their position for personal gain or accept gifts of value from patrons or vendors.
•    Staff must do duties as assigned by the director. 
•    Dress must be neat, clean, modest and appropriate for working at the library. Shorts or skirts will be permitted if they are knee length.  
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Performance Evaluation
The Library Director conducts annual performance reviews for all staff. The Library Board conducts an annual review of the Director. Evaluations are used to support professional growth and identify training needs.
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Discipline and Termination
•    Disciplinary action may include verbal warning, written warning, suspension, or termination depending on the severity of the offense.
•    Grounds for disciplinary action include, but are not limited to, insubordination, neglect of duty, misconduct, or repeated unexcused absences.
•    Employees may appeal disciplinary actions in writing to the Library Board.
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Professional Development
The Library encourages continued education and training. Attendance at workshops, webinars, or conferences related to library work may be approved and paid for by the Library when funds allow.
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(Adopted November 2025)