SUFFOLK COOPERATIVE LIBRARY SYSTEM

SUFFOLK COOPERATIVE LIBRARY SYSTEM INTRODUCTION The Suffolk Cooperative Library System (SCLS) is an association created by agreement of the Boards of Trustees of its member libraries, each of which remains autonomous under individual charters from the New York State Board of Regents. Local library Boards of Trustees elect the nine-member Board of Trustees which governs SCLS. Founded in 1961, SCLS is one of 22 public library systems providing services to over 740 public libraries throughout New York State. Systems are governed by the regulations of the State Education Department and the Board of Regents. The active participation of the member libraries in the financial support and governance of SCLS makes it unique among the State's library systems. The interdependence of SCLS and the member libraries is an essential ingredient in our success and fundamental to the philosophy of our "cooperative" system. In line with its motto, Helping Your Local Library Serve Your Community Better, SCLS offers a variety of support services to the 56 member libraries. In addition, the Patchogue-Medford Library, as the legally designated central library, also supplies systemwide library support services. In addition to the tasks and services provided, SCLS staff spend many hours visiting and consulting with staff at member libraries. This one-on-one training is a supplement to the training provided in the many workshops staff plan and present each year. -1-

Suffolk Cooperative Library System SCLS TABLE OF ORGANIZATION -2-

POLICIES AND PROCEDURES NON-DISCRIMINATION SCLS is an equal opportunity employer. The employer, either in hiring, promoting, advancing, assigning jobs, granting wage increases, or with respect to any other term or condition of employment, will not discriminate against any individual because of race, creed, color, sexual orientation, sex, age, national origin, disability or veteran status. HARASSMENT The Suffolk Cooperative Library System recognizes its responsibility to insure for its employees a working climate that is free from any form of harassment. For the purpose of this document, harassment is defined as unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age, disability or genetic information. The Board of Trustees of the Suffolk Cooperative Library System recognizes that harassment is an unacceptable form of conduct which undermines the integrity of the employment relationship. It undermines morale and interferes with the productivity of its victims. While it is not the Board of Trustees' intent to regulate employees' social interaction where relationships are freely entered into, conduct constituting harassment will not be tolerated. The Board of Trustees guarantees the right of harassed employees to exercise formal grievance procedures through the Human Resources Officer or their right to present an informal appeal to an appropriate and impartial supervisor within the organization. The Board of Trustees further guarantees that an employee who is found guilty of harassment in the agency can expect serious disciplinary action. Individuals who feel they have been subject to harassment should advise their supervisor, Human Resources Officer or the Director. -3-

Suffolk Cooperative Library System In investigating such complaints, the following principles will be observed: 1. That the person bringing the complaint would suffer no retaliation. 2. That the complaint would not be discussed with anyone else without the complainant's permission. 3. That, if permission was given to pursue the complaint, such an investigation would be conducted by an impartial supervisor, Human Resources Officer or the Director. 4. That in conducting such an investigation, the right to confidentiality, both of the complainant and of the accused, would be respected. 5. That the investigation would be conducted as quickly as possible, and the results reported to the complainant. 6. That in the event the complaint is found to be valid, the person found to be guilty of harassment will receive appropriate counseling or disciplinary action as would be the case in other instances of violation of System policy. GRIEVANCE PROCEDURES Consult the CSEA/SCLS collective bargaining unit Contract for complete details. (A copy of the CSEA Grievance Form is appended. See Appendix C.) PERFORMANCE EVALUATION Each employee will be evaluated on an annual basis after the probationary period is completed. If an employee's performance becomes unsatisfactory, additional evaluations may be necessary. All evaluations will be discussed with the employee, who will always be given the opportunity for comment. EMERGENCIES/ACCIDENTS See the Emergency Action Plan booklet -4-

STAFF RESPONSIBILITIES The first responsibility of every Suffolk Cooperative Library System staff member is to offer courteous, prompt and efficient service to the member libraries. To accomplish this, every staff member needs the cooperation of every other staff member. Each person has a place in the organization and should recognize the need for it and accept the responsibility connected with it. Your work in the Suffolk Cooperative Library System is important, whatever it may be, and by working together we can make the System the best that it can be! Just as important as the work you are doing is the image you project while doing it. Even though your job doesn't involve working directly with the public, you became a public relations representative for the System the day you became a part of the staff. ATTENDANCE Promptness in coming to work is expected of every staff member. Staff members should notify their supervisor within one-half hour after scheduled starting time in the event of unavoidable tardiness or sickness. PUBLIC RELATIONS/CONDUCT You should be aware that your behavior and attitude not only affect your work but also affect the people with whom you work and those you are serving. Your attitude is often telegraphed to co-workers and staff of member libraries nonverbally, and is often most evident in stressful situations. By staying calm, even under pressure, you help maintain a comfortable working atmosphere, promote good relationships with your fellow staff, and project a more positive image. When helping someone from a member library, listen attentively and show your willingness to be of assistance. No matter how mundane a question may seem to you, remember it is important to the person asking it. All member libraries deserve the best help you can give them through use of the System's resources. When a request is outside your area of responsibility or ability to answer, seek help from other staff members or refer the person to the appropriate source. -5-

Suffolk Cooperative Library System In general, let your attitude reflect sincere interest in your work and confidence that you can do it well. Keeping a positive attitude will contribute to your job satisfaction and earn the admiration of those around you. Your conversation, attitude, efficiency and personal appearance are important. The rules of good taste and judgment should prevail. Remember that each time you answer the phone, write a letter, attend a meeting or greet someone from a member library you are the Suffolk Cooperative Library System. Good communication is essential to the successful operation of this organization. It means, simply, to understand and be understood. Never assume that other people know... make sure they know. The manner in which you conduct yourself with coworkers and others will determine not only your success, but the success of the System as well. DRESS All staff are expected to be neat, well-groomed and appropriately dressed. Your face, your hair, your attire, your demeanor... all are part of your public relations image. The impression you make with your outward appearance is the image by which visitors from the member libraries, the general public and your fellow staff members form an opinion of SCLS. In addition to your tidy appearance and congenial manner, a smile goes a long way to promote a favorable impression. A friendly greeting to your co-workers helps start the day off right. Naturally, we want the System to be perceived as pleasant, helpful, neat and courteous. If you are all of these things, SCLS will be, too. ACCESS TO THE BUILDING All staff members are issued access cards to enable you to access the building through the most convenient entrance of your choice, excluding the rear loading dock. Access to the rear loading dock is limited to the shipping/maintenance department, administration, and select staff members who require access to the loading docks. All exterior doors are to remain closed at all times when not in use. Access doors lock automatically and your access card will be necessary for reentering. Visitors may enter the building through the main entrance from the eastern parking lot or from the Outreach Services entrance from the western parking lot. The main entrance is open (unlocked) from 9:00 a.m. to 5:00 p.m., Monday - Friday. -6-

PARKING Staff are asked to park in the eastern parking lot in the marked parking spaces - not along the curbs or under trees. Please do not park in the spaces designated for the handicapped. SMOKING Smoking is not permitted in the building or within 50 feet of the public entrances. TELEPHONE USAGE On the telephone, your voice is the Suffolk Cooperative Library System. Use your voice to express interest in people who call or come in to the System. Let it say, with its tone, that you want to help. Avoid the use of "library-ese" jargon that is not understood by others. Treat each question or call as if it were the first of the day - with calmness and confidence in your ability to provide the information sought. Outgoing personal telephone calls, when they must be made, should be as brief as possible. Incoming personal calls should be discouraged by all staff. The use of cellular phones for personal conversations during work hours is discouraged. VISITORS On occasions when personal visits to staff members occur, a brief visit in the lobby or staff areas will be permissible. STAFF DEVELOPMENT Staff development is activity which fosters one's growth as a staff member with SCLS. This can involve attendance at in-service meetings, outside coursework, seminars, workshops, professional meetings, etc. Staff are encouraged to take advantage of training opportunities. Conference and workshop attendance requests must be approved by an administrator, the Business Manager, or the Director. Reimbursement for mileage, conferences and workshops that will incur an expense in excess of $500.00 must be approved by the Director and Board of Trustees. If a conference or workshop falls on a day when the employee is regularly scheduled to work, the employee may be paid for the day at the regular rate of pay. Compensation may be given for workshops or seminars being held during non-working hours. Compensation (either overtime or time-off) must have the prior approval of the Director. -7-

Suffolk Cooperative Library System SAFE AND PRODUCTIVE WORK ENVIRONMENT SCLS is committed to maintaining a safe and productive work environment for all of our employees and guests. Each of our employees and guests has the right to a work place that is free of intimidation, violence, threats, and unproductive or illegal activities. By carefully avoiding a limited number of prohibited actions and by practicing some simple common sense we are able to ensure a comfortable and industrious work place for us all. Prohibited actions include but are not limited to; Possessing or using weapons of any kind on any SCLS owned or leased property; possessing, distributing, or working under the influence of alcohol or drugs; fighting, injuring another person physically, or threatening violence of any kind; using SCLS-owned equipment/vehicles for purposes other than library and/or System business; using profane or inappropriate language; and retaliating against any employee who, in good faith, reports a violation of this policy. Employees who witness or become aware of any violations of this policy are directed to inform a supervisor, the Human Resources Officer, or the Director at the earliest possible time. Employees who are found to be in violation of this policy will be subject to disciplinary actions, up to and including employment termination. -8-

TYPES OF EMPLOYMENT FULL-TIME (ANNUAL RATE) EMPLOYEES: Employees hired for a full time position, are required to work 35/40 hours per week (depending on position) and are entitled to full benefits. Membership in New York State Employees' Retirement System is mandatory. PART-TIME (HOURLY RATE) EMPLOYEES: Employees hired to work normally no more than 30 hours per week and are entitled to limited benefits. Schedules may vary according to the demands of the position. Membership in New York State Employees' Retirement System is offered but not mandatory. TEMPORARY EMPLOYEES: Employees occupying a full-time position, on a temporary basis due to a leave of absence, or working in a temporary full-time position not specifically provided in the current budget year. They are entitled to all the sick and annual leave benefits of annual rate employees and will be paid for holidays that fall within the period they are employed. Temporary employees have the option of joining the New York State Employees' Retirement System. SUBSTITUTES: Employees paid at an hourly wage under 30 hours. Not eligible for benefits. SALARY PAY PROCEDURES An official annual salary is approved for each individual by the SCLS Board of Trustees. All salary increases are based upon satisfactory performance. Salary increases are granted to full-time employees according to contract negotiations. Part-time employees may receive an increase after 500 hours of service based upon the satisfactory performance of the employee by the supervisor, department head, and director totaling no more than two increases in one year. After the first year, part-time employees will receive an annual collective bargaining percentage increase. -9-

Suffolk Cooperative Library System OVERTIME All overtime must have the prior approval of the Director or his/her designee. It is assumed that, except in cases of emergency, all work can be accomplished during regularly scheduled hours. (See Contract for terms of overtime compensation.) If you are interested in working overtime in an area other than where you are assigned, you should inform the supervisor of that department. PAY PERIOD Pay day for all staff is on alternate Fridays. Full-time employees are paid up-to-date. Part-time employees are paid at the end of the second pay period for the hours worked during the first pay period. PAY CHECK DISTRIBUTION Whenever possible, pay checks are distributed to each department after 3:00 p.m. on the Thursday preceding the pay Friday. In general, if you are absent on a pay day, your check will not be issued to anyone for you unless you have made prior arrangements with the Human Resource Office or the Finance Office. Staff may also opt for direct deposit of pay checks. For complete information, check with the Human Resources Office. TIME SYSTEM Individual staff members are responsible for the proper use of the automated time system. All employees will be given training on use of the system PAYROLL DEDUCTIONS Employees may request money to be withheld from their bi-weekly salary checks for direct deposit to financial institutions, annuity plans, etc. Details on the various withholding plans may be secured from the Human Resources Office. PAYROLL CHANGES Employees are required to notify the Human Resources Office, in writing, of any payroll changes desired, such as a change in the amount to be deducted for annuity payments, changes in direct deposit accounts, etc. Two-weeks notice is preferable. -10-

BENEFITS FLEX-TIME/REMOTE WORKING All full-time employees are required to work 35/40 hour per week. Flex-time/Remote Working, at the discretion of the supervisor and with the approval of the Director, may be permitted provided coverage of the department is adequately maintained. Employees wishing to use Flex-time/Remote Working should submit a written request to their supervisor. Flex-time/Remote Working is revocable by SCLS at any time based on current organizational needs. LUNCH All full-time employees may take a meal period of one hour on their own time. The normal lunch period is one hour unless a 30 minute lunch period is approved by the supervisor. BREAKS All full-time employees are given the privilege of two fifteen minute rest (break) periods if the schedule so permits. Staff who work a partial day may take a fifteen minute rest period if their working time is three or more hours. Break time is entirely a privilege granted and should never be added on to lunch hours or used to compensate for late arrival or early departure. Approved locations for breaks are the staff lounge or outside the building within the confines of SCLS property, or your own work area. If you leave SCLS property you must utilize the automated time system. FAMILY AND MEDICAL LEAVE ACT (FMLA) The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave. -11-

Suffolk Cooperative Library System Family and Medical Leave (continued) Eligible employees are entitled to: Twelve workweeks of leave in a 12-month period for: 1. the birth of a child and to care for the newborn child within one year of birth; 2. the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement; 3. to care for the employee s spouse, child, or parent who has a serious health condition; 4. a serious health condition that makes the employee unable to perform the essential functions of his or her job; 5. any qualifying exigency arising out of the fact that the employee s spouse, son, daughter, or parent is a covered military member on covered active duty; or Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the employee (military caregiver leave). An employee must provide SCLS with at least 30 days notice of his/her intention to take leave when the need for such leave is foreseeable; in emergency situations, SCLS is entitled to receive "such notice as is practicable." In the event leave is foreseeable based upon planned medical treatments, leaves are to be scheduled so as not to "disrupt unduly the operations of SCLS." Medical leave may be taken on a reduced leave schedule. An employee is also required to provide medical certification. Forms are available from the Human Resources Office. For the duration of FMLA leave, the employee's health coverage will be maintained with the employee paying his/her normal share of the coverage for that period. If employee is unable to pay the normal share of coverage while on leave, arrangements for reimbursement will be made upon employee's return to work. If the employee does not return to work, arrangements will be made to recover the employer's share of premiums paid during the unpaid FMLA leave. HEALTH CARE Check with the Human Resources Office for details on health plans, domestic partner coverage, dental plan, and optical plan available to full-time employees. EMPLOYEE ASSISTANCE PROGRAM All employees are covered by the BOCES Employee Assistance Program (EAP), a crisis intervention, counseling, and referral service. Details are available from the Human Resources Office. -12-

FLEXIBLE SPENDING PLAN A tax deferred flexible spending plan is available for all employees to be used for medical premiums, and for reimbursement for medical expenses (including dental, optical), child and elder care expenses. Check with Human Resources for details. EDUCATION SCLS may reimburse all full-time employees for tuition costs/fees of courses completed with a passing grade when courses relate to work performed within the System. Request for reimbursement forms are available from the Human Resources Office. WORKERS' COMPENSATION All employees are covered by Workers' Compensation. See Contract for full details. UNEMPLOYMENT INSURANCE All employees are covered by unemployment insurance as required by the New York State Unemployment Insurance Law. RETIREMENT Full-time employees are required to join the New York State Employees' Retirement System. Part-time employees have the option of joining the retirement system. Check with the Human Resources Office for complete details. DISABILITY All full-time and regularly scheduled employees are covered under a non-occupational benefit insurance plan at the employer's expense with the exception of part-time students attending daytime secondary school. Payments under this policy will equal the amount required by New York State law. A doctor's note is required before returning to work. Employees with more than five but less than ten years continuous employment who become disabled and qualify for Social Security disability will have health insurance paid by the employer until the employee is eligible for the Social Security Medicare option. (Appendix B: Sample disability form) DEATH BENEFIT The NYS Retirement System provides a guaranteed minimum death benefit to employees enrolled in the New York State Retirement System under the provisions (Section 60-B) as it applies to the appropriate tier. -13-

Suffolk Cooperative Library System LEAVE POLICIES ANNUAL LEAVE (Vacation time) All annual leave credit is counted from the first date of employment. No annual leave is earned for overtime work or hours paid in excess of 35/40 hours per week for full time employees and 30 hours per week for part time employees. Full-time Employees ACCRUAL Hours earned per pay period 35-hour Full time (7 years or more service) 7.00 35-hour Full time (1-7 years of service) 5.25 40-hour Full time (7 years or more service) 8.00 40-hour Full time (1-7 years of service) 6.00 Part-time Employees For every 500 hours worked (prior to one year) 1/2 day prorated Part time after one year's continuous service: 30-39 hours 2.25 40-59 hours 3.50 60 hours 5.00 (Note: Based on normal number of hours scheduled per pay period) USE OF ANNUAL LEAVE (See Contract for complete details) All employees are required to take at least two weeks of annual leave during each calendar year. At least one week of annual leave will be taken consecutively. Although annual leave is credited during an employee's probationary period, leave may not be taken until after the employee has completed the probationary period of six months. If employment is terminated for any reason during the six month probationary period, all credited annual leave is forfeited. All annual leave must be scheduled and approved in advance by the employee's immediate supervisor. -14-

Unused Annual Leave At the end of the year, those employees who wish to receive payment for unused annual leave may be paid on an hour-for-hour basis for up to 70/80 hours. Payment will be made on the first pay period in December. Employees will receive complete information from the Human Resources Office prior to December. No employee may have unused annual leave in excess of the amount which can be earned in twelve months (224 hours). SICK LEAVE All sick leave credit is counted from the first date of employment. No sick leave is earned for overtime work or hours paid in excess of 35/40 per week for full-time employees and 30 per week for part-time employees. ACCRUAL Full-time employees: 35-hour Full-time 40-hour Full-time 3.50 hours per pay period 4.00 hours per pay period Part-time employees: (after 1 year) 30-39 hrs 1.50 hrs Based on number of hours 40-59 hrs 2.00 hrs scheduled to work per pay period 60 hrs 3.00 hrs USE OF SICK LEAVE Sick leave may be drawn on for illness in the immediate family (parent, spouse, sibling or child) where such members are dependent on the employee for their care. A statement from a medical practitioner licensed by the State of New York may be required in order to return to work after an illness of more than 5 working days. Unused Sick Leave Unused sick leave may be accumulated to a maximum of 180 working days. Those employees who have accumulated more than 455 hours of sick leave (65 days) may, at the option of the individual employee, be paid in cash at the rate of 5 hours for every 7 hours of the unused sick leave hours earned that year. -15-

Suffolk Cooperative Library System PERSONAL LEAVE All full-time employees are eligible for three days of personal leave per year. Such leave, except in cases of extreme emergency, shall not be taken without prior approval of the Department Supervisor. Approval will not be given for periods before, or at the end of, a regularly scheduled vacation leave. New employees starting work after April 30th will receive only 2 days personal leave in the first calendar year of their employment and those starting after August 31st will receive 1 day for the calendar year. Unused personal leave will be converted to sick leave on an hour for hour basis at the end of each year. In no event may personal leave be taken after written notification to resign. HOLIDAYS Full-time employees: Ten paid holidays annually - New Year's Day, Martin Luther King Day, President's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the Friday after Thanksgiving, the day before Christmas, Christmas Day. If one of these holidays falls on a weekend, holiday time will be given on the preceding Friday or the following Monday. Part-time employees: Six holidays per year prorated on the normal work day - New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. At the discretion of the division administrator, part-time employees may make up hours for holidays not paid during the week of the holiday instead of taking the day without pay. FLOATING HOLIDAYS In addition to the ten paid holidays, full-time employees will receive 5 personal holidays to be specified by each individual employee, with the advance approval of the supervisor. Floating holidays will be prorated at 3 hours per month for employees who begin employment during the year. These holidays do not carry over from one year to the next. Religious Holidays: Employees who wish to observe religious holidays, except for Christmas, may use annual leave, personal leave, or a floating holiday with prior approval of the supervisor. -16-

BEREAVEMENT LEAVE Full-time Employees: Immediate Family and members of the household: Five working days - mother, father, sister, brother, husband, wife, son, daughter, domestic partner or other relationship at the discretion of the director. Close relatives: Three working days - grandmother, grandfather, mother-in-law, father-in-law, sons and daughters-in-law, grandchildren, parents and children of domestic partners. Other relatives: One working day for funeral attendance - uncle, aunt, sister-in-law, brother-in-law, niece, nephew, or first cousin. Part-time Employees: Four days leave, prorated on a normal work day for a member of the immediate family. LEAVE WITHOUT PAY If not detrimental to service, a staff member may be granted, at the discretion of the director, a leave of absence without pay not to exceed fifteen months. This also applies to leave without pay granted for reasons of child care. (See also: Family and Medical Leave Act, Page 11) RESIGNATION/TERMINATION A terminated employee, either by resignation or termination notice, will receive payment in full for unused annual leave. Employees with 20 or more years of continuous satisfactory service will receive four hours pay for every seven hours of unused sick leave. Employees terminated for cause or because of unsatisfactory performance will forfeit conversion of sick leave to terminal leave. (See Contract for full details.) JURY AND MILITARY DUTY Employees will continue to receive regular pay for time off for jury duty. Staff members entering military service are granted leave of absence in conformity with Federal regulations. Staff members in the military reserve corps will be granted leave without pay for up to 30 working days annually to meet the requirement of the annual training periods. Employees will notify their supervisor of dates for jury duty or military reserve duty as soon as written notice is received. -17-

Suffolk Cooperative Library System EMERGENCY CLOSING DAYS Local radio stations WBAB 102.3 and WBLI, 106.1 and selected supervisors will be advised of the decision to delay opening the building or closing the building including cases when the System is declared officially closed early because of snow, hurricane or other emergency. During any emergency closing: Staff members are on call in the event the building is opened during the day and are expected to be at work when notified or use time other than sick time if they do not report. An attempt to contact all staff members will be made in every emergency occasion. An emergency closing contact chain will be developed. All staff members will be paid for their normally scheduled hours when the System is officially closed because of snow, hurricane, or other emergency. Any employee unable to report to work because of the weather on days when the System is officially open must take either annual leave, personal leave, floating holiday, compensatory time or leave without pay. VOTING If there are at least two hours before work or after work to vote, no extra time will be granted. -18-

STAFF SERVICES AND ACTIVITIES CIVIL SERVICE EMPLOYEES ASSOCIATION (CSEA/AFSCME) All full-time employees must join the Civil Service Employees Association within 30 days of being hired. Part-time employees must join within 90 days. The only exceptions are confidential employees as listed in the SCLS/CSEA Contract. Association dues will be withheld from bi-weekly salary checks. Information about benefits available through CSEA/AFSCME such as life insurance and auto insurance may be obtained through the Human Resources Office. BULLETIN BOARDS Bulletin boards are provided for use in posting notices, announcements, position vacancies, and activities of a recreational or social nature. CSEA also maintains a bulletin board in the staff lounge. BORROWING PRIVILEGES SCLS staff may borrow items from any of the in-house collections, including audiovisual materials, provided materials are checked out with the person responsible for the collection. All borrowing rules of the division and rules concerning care and return of materials must be met or borrowing privileges may be suspended. INTERLIBRARY LOAN If a book you wish to borrow is not available from the in-house collections or by placing a hold in the County OPAC, the book may be requested on Interlibrary Loan. Someone from the Interlibrary Loan Department will help you in obtaining the book. All ILL regulations apply to staff. You are responsible for returning the book to the ILL Section for return to the lending library via the SCLS delivery service. PURCHASING PRIVILEGES SCLS staff may purchase books for their personal use at library discount. All orders should be placed with the Acquisitions Clerk. Order forms are available and complete information must be filled in by the staff member who wishes to purchase an item. You will be notified of the cost. Payment by check is required upon receipt of the item. If you fail to pay promptly, you risk the loss of this privilege. -19-

Suffolk Cooperative Library System GIFT AND EXCHANGE Books that have been discarded from member library collections are put onto shelves designated "Gift & Exchange." These books are available to staff for their own personal collections. EMPLOYEE RECOGNITION AWARD Employees are nominated for the Employee Recognition Award by co-workers. Every year a committee of previous award winners chooses a new employee from those selected by co-workers to be honored. The employee receives a gift certificate for dinner, a privileged parking space for a year, and his/her name engraved on a plaque which hangs on the wall at the front entrance. STAFF LOUNGE All employees are permitted to use the staff lounge for breaks and lunch hours. A refrigerator, stove, oven, microwave, sink, and urn of hot water are available for use. Employees must supply own cup, tea/coffee, milk, sugar, etc. All staff must clean up after themselves. A television is available for use. Please be considerate of others by keeping the volume at a reasonable level. QUESTIONS? If you need more information, please feel free to contact the Human Resources Office, your supervisor or the Director. -20-

TABLE OF CONTENTS INTRODUCTION...1 SCLS TABLE OF ORGANIZATION...2 POLICIES AND PROCEDURES NON-DISCRIMINATION... 3 HARASSMENT... 3 GRIEVANCE PROCEDURES... 4 PERFORMANCE EVALUATION... 4 EMERGENCIES/ACCIDENTS... 4 STAFF RESPONSIBILITIES ATTENDANCE... 5 PUBLIC RELATIONS/CONDUCT... 5 DRESS... 6 ACCESS TO THE BUILDING... 6 PARKING... 7 SMOKING... 7 TELEPHONE USAGE... 7 VISITORS... 7 STAFF DEVELOPMENT... 7 SAFE AND PRODUCTIVE WORK ENVIRONMENT... 8 TYPES OF EMPLOYMENT FULL-TIME... 9 PART-TIME... 9 TEMPORARY EMPLOYEES... 9 SUBSTITUTES... 9 PAY PROCEDURES SALARY... 9 OVERTIME... 10 PAY PERIOD... 10 PAY CHECK DISTRIBUTION... 10 TIME SYSTEM... 10 PAYROLL DEDUCTIONS... 10 PAYROLL CHANGES... 10 BENEFITS FLEX-TIME/REMOTE WORKING... 11 LUNCH... 11 BREAKS... 11-21-

Suffolk Cooperative Library System FAMILY AND MEDICAL LEAVE ACT... 11 HEALTH CARE... 12 EMPLOYEE ASSISTANCE PROGRAM... 12 FLEXIBLE SPENDING PLAN... 13 EDUCATION... 13 WORKERS' COMPENSATION... 13 UNEMPLOYMENT INSURANCE... 13 RETIREMENT... 13 DISABILITY... 13 DEATH BENEFIT... 13 LEAVE POLICIES ANNUAL LEAVE (VACATION)... 14 USE OF ANNUAL LEAVE... 14 UNUSED ANNUAL LEAVE... 15 SICK LEAVE... 15 USE OF SICK LEAVE... 15 UNUSED SICK LEAVE... 15 PERSONAL LEAVE... 16 HOLIDAYS... 16 FLOATING HOLIDAYS... 16 RELIGIOUS HOLIDAYS... 16 BEREAVEMENT LEAVE... 17 LEAVE WITHOUT PAY... 17 RESIGNATION/TERMINATION... 17 JURY AND MILITARY DUTY... 17 EMERGENCY CLOSING DAYS... 18 VOTING... 18 STAFF SERVICES AND ACTIVITIES CIVIL SERVICE EMPLOYEES ASSOCIATION (CSEA/AFSCME)... 19 BULLETIN BOARDS... 19 BORROWING PRIVILEGES... 19 INTERLIBRARY LOAN... 19 PURCHASING PRIVILEGES... 19 GIFT AND EXCHANGE... 20 EMPLOYEE RECOGNITION AWARD... 20 STAFF LOUNGE... 20 FORMS Disability Form... Appendix A Grievance Form... Appendix B Accident Report... Appendix C -22-

INDEX ACCESS TO THE BUILDING 6 ANNUAL LEAVE 14 ANNUAL RATE EMPLOYEES 9 ATTENDANCE 5 BENEFITS 11 BEREAVEMENT LEAVE 17 BORROWING PRIVILEGES 19 BREAKS 11 BULLETIN BOARDS 19 CIVIL SERVICE EMPLOYEES ASSOCIATION 19 CSEA/AFSCME 19 DEATH BENEFIT 13 DISABILITY 13 DRESS 6 EDUCATION 13 EMERGENCY/ACCIDENTS 4 EMERGENCY CLOSING DAYS 18 EMPLOYEE ASSISTANCE PROGRAM 12 EMPLOYEE RECOGNITION AWARD 20 FAMILY AND MEDICAL LEAVE ACT 11 FLEX-TIME/REMOTE WORKING 11 FLEXIBLE SPENDING PLAN 13 FLOATING HOLIDAYS 16 FORMS DISABILITY Appendix A GRIEVANCE Appendix B ACCIDENT Appendix C FULL-TIME EMPLOYEES 9 GIFT AND EXCHANGE 20 GRIEVANCE PROCEDURES 4 HARASSMENT 3 HEALTH CARE 12 HOLIDAYS 16 HOURLY RATE EMPLOYEES 9 INTERLIBRARY LOAN 19 INTRODUCTION 1 JURY AND MILITARY DUTY 17 LEAVE WITHOUT PAY 17 LEAVE POLICIES 14 LUNCH 11 NON-DISCRIMINATION 3 OVERTIME 10 PARKING 7 PART-TIME EMPLOYEES 9 PAY CHECK DISTRIBUTION 10 PAY PERIOD 10 PAY PROCEDURES 9 PAYROLL CHANGES 10 PAYROLL DEDUCTIONS 10 PERFORMANCE EVALUATION 4 PERSONAL HOLIDAYS 16 PERSONAL LEAVE 16 POLICIES AND PROCEDURES 3 PUBLIC RELATIONS/CONDUCT 5 PURCHASING PRIVILEGES 19 QUESTIONS 20 RELIGIOUS HOLIDAYS 16 RESIGNATION 17 RETIREMENT 13 SAFE & PRODUCTIVE WORK ENVIRONMENT 8 SALARY 9 SCLS TABLE OF ORGANIZATION 2 SICK LEAVE 15 SMOKING 7 STAFF DEVELOPMENT 7 STAFF LOUNGE 20 STAFF RESPONSIBILITIES 5 STAFF SERVICES AND ACTIVITIES 19 SUBSTITUTES 9 TELEPHONE USAGE 7 TEMPORARY EMPLOYEES 9 TERMINAL LEAVE 17 TIME SYSTEM 10 TYPES OF EMPLOYMENT 9 UNEMPLOYMENT 13 UNUSED ANNUAL LEAVE 15 UNUSED SICK LEAVE 15 USE OF ANNUAL LEAVE 14 USE OF SICK LEAVE 15 VACATION TIME 14 VISITORS 7 VOTING 18 WORKERS' COMPENSATION 13-23-