Grievance and Discipline Policy/Example

DISCIPLINE

The Director may at any time warn, suspend, or dismiss any employee.

Except in exigent circumstances where immediate action is re­quired in the best interest of the Library, the Director shall inform an employee of any reason or consideration for his/her suspen­sion or dismissal and give the employee the opportunity to respond to the allegations before taking action to suspend or dismiss.

GRIEVANCE

1. Employees having grievances arising out of their employment by the Library shall have the right to appeal to their supervisor and, in turn, to the Director.
   

2. Where any employee, regardless of their job, feels that their grievance has not received due consideration, they are to place their grievance in writing and submit it to their supervisor. The matter will then be discussed with the Director.
   

3. In the event the matter is not satisfactorily handled, the employee may then request, in writing, that the Director submit the matter to the Board. At this time, after the reading of the request by the Director, the President of the Board shall appoint a committee to investigate all phases of the situation. In all cases, this investigation will include personally interviewing the employee concerned, the Department, and the Director. After the committee has completed the investigation, it will then report to the Board at the next regular meeting which follows the conclu­sion of the investigation. The employed concerned, if he or she so desires, may present his/her case at this meeting.

4. The decision of the Board of Library Trustees is final.