1) STATEMENT OF PURPOSE
The North Shore Public Library believes all the employees are entitled to Equal Employment Opportunity. The Library does not discriminate against employees or applicants for employment because of race, color, religion, sex, age, marital status, national origin, sexual orientation, disability, predisposing genetic condition, or veterans status, provided they are qualified and meet the mental and physical requirements established for the job. The Library seeks to employ the most qualified individuals for each position. All personnel decisions are based on merit. You should report any claim of discrimination to your Department Head, or to the Director, who is also the Library’s Equal Employment Opportunity Compliance Officer (EEO Officer).
2) OUR PERSONNEL PHILOSOPHY
The personnel policies of the Library are based on the belief that the Library’s success is primarily dependent on YOU, our employees.
It is our policy therefore to provide you with the opportunities so that you may have the satisfaction and fulfillment that comes from a positive workplace environment, respect, and the appreciation of accomplishment through work well done.
It is the Library’s policy that all employees are responsible for assuring that the Library’s workplace is free from any and all forms of harassment, whether it be based on race, color, religion, gender, sexual orientation, national origin, age, disability, predisposing genetic condition, or status as a Vietnam-era or special disabled veteran. Improper interference with the ability of employees to perform their expected job duties will not be tolerated.
Because of the Library’s strong disapproval of offensive or inappropriate sexual behavior at work, all employees must avoid any action or conduct which could be viewed as sexual harassment including:
- Unwelcome sexual advances; requests for sexual favors; and all other verbal or physical conduct of a sexual or other offensive nature, especially where:
- Submission to such conduct is made either explicitly or implicitly a term or condition of employment;
- Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment; or
- Such conduct that has the purpose or effect of creating an intimidating, hostile or offensive working environment.
- Offensive comments, jokes, innuendo and other sexually oriented statements.
Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, employees are responsible for respecting the rights of their co-workers.
If you (or you observe a coworker) experience any job-related harassment based on your sex, your race, or any other factor, or believe you have been treated in an unlawful, discriminatory manner, promptly report the incident to your Department Head, who will investigate the matter and take appropriate action, including reporting it to the Director. Employees are encouraged to document the incident in writing using the NSPL Complaint Form. If you believe it would be inappropriate to discuss the matter with your Department Head, report it directly to the Director, who will undertake an investigation. A complaint form can be obtained from the Library Director.
All problems will be handled promptly. In addition, special privacy safeguards will be applied in handling sexual harassment complaints, under which the privacy of the charging party and the person accused of sexual harassment, will be held in confidence to the extent possible. We will seek to retain as confidential all documentation of allegations and investigations.
The Library will take appropriate corrective action against the offending employee, including disciplinary measures up to and including discharge when justified, to remedy any violation of this policy. The Library prohibits any form of retaliation against an employee for filing a bona fide complaint under this policy, or for assisting in a complaint investigation. However, if after investigating any complaint of harassment or unlawful discrimination, it is determined that the complaint is not bona fide, or that the employee has provided false information, disciplinary action may be taken against the individual who filed the complaint or who provided false information.
Please see Appendix A for the Sexual Harassment Prevention Policy Notice, and Appendix B for the Sexual Harassment Policy in New York State.
4) IMMIGRATION CONTROL ACT
The Library complies with the Immigration Reform and Control Act of 1986, which requires the Library to attest to the U.S. Government that all persons hired are legally entitled to work in the United States. In order to comply with this law, the Library must verify your identity and your right to work in the United States. We are required to examine certain documents such as, but not limited to, a U.S. Passport, Certificate of Citizenship, Social Security Card, Certificate of Birth and Driver’s License with photograph.