Any employee conduct that violates the Library’s rules or that, in the opinion of the Library Director, interferes with or adversely affects the Library is sufficient grounds for disciplinary action. Disciplinary action can range from coaching to immediate termination. The Library’s general policy is to take disciplinary steps in the following order:
However, the Library Director reserves the right to alter the order described above, to skip disciplinary steps, to eliminate disciplinary steps, or to create new and/or additional disciplinary steps. Every attempt will be made to provide the employee an opportunity to correct inappropriate behavior before employment is terminated.
Any permanent full time employee placed on probation will not be allowed to use any accrued vacation time during the probationary period. At the end of the probationary period, the Library Director may reinstate, continue probation, or terminate the employee. If a general wage increase falls within an employee’s probationary period, no wage increase will go into effect for that employee until he/she have satisfactorily completed the probationary period.
In choosing the appropriate disciplinary action, the Library Director may consider any number of factors, including:
The seriousness of the employee’s conduct
The employee’s history of misconduct
The employee’s employment record
The employee’s ability to correct the conduct/performance issues
The employee’s attitude about the conduct/performance issues
The actions the Library has taken for similar conduct/performance issues by other employees
How the conduct/performance issues affects the Library, its customers, and the employee’s coworkers
Any other circumstances related to the nature of the misconduct, to the employee’s employment with the Library, and to the effect of the misconduct on the business of the Library
The Library Director will give those considerations whatever weight they deem appropriate. Depending on the circumstances, the Library may give some considerations more weight than other considerations—or no weight at all.
Some conduct may result in immediate termination. Here are some examples:
Falsification of employment application or medical information
Failure to meet the conditions of the initial employment or extended employment period
Threatening, assaulting, fighting with or harassing another employee or customer
Theft or dishonesty in any form
Gross neglect of duty
Falsification or destruction of any library record or document
Any of the following while on library property:
Possession of a weapon
Immoral conduct, such as lewd or lascivious behavior
Use of alcohol, narcotics, or controlled substances
Unauthorized leave of absence
Absences for more than three (3) days without notification
Failure to supply medical evidence as required
Failure to return to work after exhausting all authorized leave (including FMLA)
Insubordination—the deliberate refusal to carry out one’s duties, for example:
Failure to recognize the authority of a supervisor
Raising the voice, i.e. screaming/yelling at a supervisor
Ignoring a work order provided it is a legal work order
Calling the supervisor names
Creating a hostile work environment
Of course it is impossible to compile an exhaustive list of the types of conduct that will result in immediate termination. Those listed above are merely illustrations.
Missouri is an at-will employment state. Library employees are not hired under contract. If an employee is not under contract, he/she is an at-will employee. The Library Director can dismiss an at-will employee hired for an indefinite term at any time for any non-discriminatory reason. The employee also has the right to end his/her employment at any time.