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Personnel Policy

VII. Personnel

(updated November 19, 2013)

Selection of staff members is based solely upon the ability to fulfill the requirements of the job description, with due consideration of personal, educational, and physical qualifications and aptitudes for the position involved. Cabot Public Library does not discriminate on the basis of race, color, national or ethnic origin, religion, age, sex, sexual orientation, marital status, or handicap in the employment of personnel.

A. Library Co‑Directors

  • Each Library Co‑Director is employed by the Library Trustees for not less than 17.5 hours per week.  Intention to continue this employment will be presumed to exist for the indefinite future and shall be so indicated by both employer and employee.  A job description is contained in the By-Laws.
  • Each Co‑Director is paid for 52 weeks per year, including 35 hours of vacation and 35 hours of sick leave/personal time each year.  Unused vacation time and /or sick leave/personal time will not be accrued and will be paid out at the end of each year.  Upon termination, unused vacation and/or sick leave/personal time will be paid out on a pro-rated basis.  Each Co‑Director is responsible for arranging for substitute coverage of the Library in the event of absence for any reason.
  • The salary paid is that which is agreed upon by the Co‑Directors and the Library Trustees at the time of employment.  Aside from cost of living adjustments, salary increases will be awarded on the basis of merit and will be decided upon when the budget is being prepared for the coming fiscal year.
  • The Co‑Directors are eligible for paid holidays.  Paid holidays shall include New Year’s Day, Memorial Day, July 4, Labor Day, Thanksgiving Day, Christmas Eve, Christmas Day, and New Year’s Eve, if these holidays fall on days the Library is scheduled to be open.  The Co‑Directors may elect to close the Library at other times as approved by the Trustees.
  • The Co‑Directors are expected to pursue professional development opportunities.  These include (but are not limited to) workshops and meetings sponsored by the Vermont Department of Libraries, Town Officer’s Training Conferences, and the annual Vermont Library Conference.  Activities that take place during the Co‑Directors’ regular working hours are paid the normal salary. 
  • Expenses incurred for workshop attendance, trips to Midstate Library Service Center, Vermont Library Conference and other professional activities will be paid upon submission of a valid request/voucher, up to the amount annually budgeted for such activities.  The mileage rate shall be according to the current rate paid to state employees. 
  • A yearly performance review will be performed by the Board of Trustees and presented to each Co‑Director in executive session.  The Co‑Directors are responsible for performance reviews of other employees.
  • A Two-week notice of Termination of Employment is required to be given in writing by either the employee or the Board of Trustees.
  • Each Co‑Director is an employee of the Town of Cabot and as referenced in a letter to the Town dated April 10, 2001 is exempt from the town personnel benefits.
  • Each Co‑Director is eligible for contributions toward a health plan as negotiated with the Board of Trustees.

B. Sexual Harassment

The Cabot Public Library prohibits sexual harassment of its employees.  Sexual harassment is unlawful under state and federal statutes.  The Cabot Public Library is committed to providing a workplace free from this unlawful conduct.

Definition of “Sexual Harassment”

Sexual harassment is a form of sex discrimination and means unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature when:

  • Submission to that conduct is made whether explicitly or implicitly a term or condition of employment; or
  • Submission to or rejection of such conduct by an individual is used as a component or the basis for employment decisions affecting that individual; or
  • The conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Examples of sexual harassment include, but are not limited to the following, when such acts or behavior come within one of the above definitions:

  • Unwelcome sexual advances
  • Suggestive or lewd remarks
  • Unwanted hugs, touches, kisses
  • Requests for sexual favors
  • Pornographic posters, cartoons or drawings
  • Unwelcome sexual jokes and banter
  • Retaliating for complaining about sexual harassment

Retaliation against an employee for reporting sexual harassment or for cooperating in an investigation of a complaint of sexual harassment is unlawful.  It shall be a violation of this policy for any employee who learns of the investigation or complaint to take any retaliatory action which affects the working environment of any person involved in the complaint or investigation.  Employees who believe they are being retaliated against should follow the following complaint procedure.

Complaint Procedure

The Cabot Public Library is committed, and required by law, to take action when it learns of potential sexual harassment.  Any employee who feels that he or she has been victim of sexual harassment should contact a Cabot Public Library Trustee. The Cabot Public Library Trustees will take all necessary steps to ensure that the matter is promptly investigated and addressed.  Any employee who has been found to have harassed another employee will be subject to disciplinary action, ranging from a verbal warning up to and including termination.

Although employees are encourage to file their complaint of sexual harassment through the Cabot Public Library complaint procedure, the following agencies also process complaints of sexual harassment:

  • Attorney General’s Office, Civil Rights Unit, 109 State Street, Montpelier, Vt. 05602 (802) 828-3171
  • Equal Employment Opportunity Commission, 1 Congress Street, Boston, MA 02114 (617) 565-3200

Both of these agencies can conduct impartial investigations, facilitate conciliation and if they find that there is probable cause to believe sexual harassment occurred, they may take the case to court.