Human Resource Policy

Section 3: Hours & Wages

3.1 TYPES OF POSITIONS AND FLEX TIME

The work week for all employees is Sunday through Saturday. There are four types of position categories:  Regular Full-time, Regular Part-time, Part-time and Seasonal. A regular full-time position is one in which the employee’s regularly worked hours are 40 hours per week. A regular part-time position is one in which the employee’s regularly worked hours are at least 30 hours per week.  A part-time position is one in which the employee’s regularly worked hours are less than 30 hours per week. A seasonal employee works shifts during the summer or winter breaks, or as needed to address library needs. Overtime is ordinarily not scheduled due to budgetary and staff limitations. In an emergency, overtime work may be scheduled or approved by the Executive Director.

FLSA Exempt Employees:

Some professional, administrative, and managerial positions are exempted from overtime provisions by the Fair Labor Standards Act. Exempted positions include: Executive Director, Chief Fiscal Officer, and Directors. Time worked over 40 hours in any one work week by persons in these positions may be compensated by straight time off (1:1) to be taken during the following week. If compensating time needs to be carried longer than one week, permission must be granted by the Executive Director.

FLSA Non-exempt Employees:

Time worked over 40 hours in any one work week by non-exempt employees shall be compensated at a rate of time and a half off (1:1.5) to be scheduled during the following week. If compensating time needs to be carried longer than one week, permission must be granted by the Executive Director.

3.2 STUDENT INTERNSHIPS AND PRACTICUMS

CRCPL periodically employs student interns for periods when they are not in school and students who are in need of formal practicums as part of their undergrad or graduate program.  These paid opportunities will be approved and advertised in accordance with established hiring procedures.

An abbreviated orientation program will be provided by the department director and will highlight key aspects of the position they will be engaged in as well as all company policies with which he or she will be expected to conform during the specific term of employment. This orientation will exclude any discussion of programs and policies, including many of the benefits plans, which do not apply to specific-term employees.

Department orientation. Each intern will be provided with an in-depth review of department functions and activities and the interaction of these activities with the work the student worker will be performing. The department review will be conducted by the department manager and team leads during the first week of employment.

When the opportunity requires specific reporting requirements for college credit, the hiring Director will be responsible for meeting those requirements.

3.3 JOB CLASSIFICATIONS AND DESCRIPTIONS

Positions in the library are classified. Positions that are generally equivalent in the following respects: kind, complexity, and difficulty of duties; responsibility involved; and qualifications required, including education, technical training and experience; are grouped in the same classification.

A job description is a written statement of the essential functions of the job. These descriptions also contain information regarding the skills and abilities required in order to perform the essential functions of a job as well as information concerning reporting relationships and working conditions.

Students working as a paid intern, as part of a practicum or temporary/seasonal worker will be paid the minimum hourly wage under the pay band which their duties will fall.

Current job descriptions, classifications and pay ranges are available from the administrative offices.

Band A     Page

Band B     Clerk & Custodian

Band C     Assistant & Coordinator

Band D     Library Manager

Band E     Administrative Manager

Band F     Director

The Board establishes compensation for the Executive Director and Chief Fiscal Officer.

3.4 PAYROLL

Each job classification corresponds to a range of pay. An employee’s compensation will fall within the pay range where their position is classified. Compensation is reviewed annually by the Board. The current wage schedule is available from the administrative offices.

3.4.1 Timekeeping

It is the responsibility of each employee to accurately report time worked via the library’s electronic timecard software. Each employee is expected to verify their total hours worked , and electronically sign their time card weekly on Friday or Saturday based on their schedule. Paid time off will be verified by the director before they sign the time card.  If employee submits an incorrect time card, corrections will be made in the following pay period.

Employees are not permitted to sign in or commence work before their scheduled starting time or to sign out or stop work after their scheduled quitting time without the prior approval of their supervisor.

3.4.2 Direct Deposit

For security, financial, and administrative reasons, employees are required to use direct deposit via electronic funds transfer (EFT). All EFT paystubs will be delivered via email to an address of the employee’s choosing. All EFT paystub emails will be password protected for the employee’s security.