The Library recognizes that one of its responsibilities is to provide job opportunities and employment in a non-discriminatory manner. In order to provide equal employment and advancement opportunities to all individuals, employment decisions at the Library will be based on merit, qualifications, and abilities. The Library does not discriminate in employment opportunities or practices on the basis of race, color, creed, sex, national and ethnic origin, age, disability, political affiliation, religious affiliation, or any other characteristic protected by law. No employee or applicant for employment with the Library shall in any way be favored or discriminated against for any of these reasons.
The Library shall take the necessary action to eliminate equal opportunity barriers and to prohibit discrimination and/or preferred treatment concerning any individual on the basis of race, color, creed, sex, national and ethnic origin, age, disability, political affiliation, religious affiliation, or any other characteristic protected by law (except where age or physical requirements constitute a bona fide occupational qualification necessary for proper and efficient functioning in the job); and, on the basis of any other non-merit factor. Equal employment opportunity, free of discriminatory practices, shall be enforced in all facets of employment including, but not limited to, recruitment, testing, promotion, terms and conditions of employment, compensation, benefits, training, discipline, appeals, layoffs, and terminations.
Any employees or applicants with questions or concerns about any type of discrimination in the workplace are encouraged to bring their issues to the attention of the employee's supervisor or the Library's Human Resources Director as soon as possible. The Library cannot solve the problem unless it knows about it. The Human Resources Director is the Library's EEO Officer. If an employee or applicant is uncomfortable reporting his/her concern to his/her supervisor or the Human Resources Director, the employee or applicant may report the concern to the Executive Director, Deputy Director or any Library Board Member.
Supervisors shall provide employees and applicants alleging discrimination accessibility to those who can respond to and assist the individual in order to ensure that their rights are not violated and to decrease the necessity to seek assistance through outside investigating agencies. Supervisors or Library Board Members receiving complaints about discrimination shall immediately report those complaints to the Human Resources Director. Supervisors and any other employees who witness any type of behavior that they believe may constitute discrimination should immediately report such behavior.
Employees and applicants can raise concerns and make reports without fear of reprisal or retaliation. The Library will not retaliate, or allow retaliation, against any employee or applicant who complains of discrimination, assists in an investigation of possible discrimination, or files an administrative charge or lawsuit alleging discrimination.
The Library will not tolerate discrimination against any employee or applicant. All allegations of discrimination will be quickly and discreetly investigated. To the extent possible, the identity of those involved will be protected against unnecessary disclosure. When the investigation is completed, the involved parties will be informed of the outcome. Any employee found to be engaging in any type of discrimination that violates this policy will be subject to disciplinary action, up to and including termination of employment.
The Human Resources Director shall be responsible for the distribution and discussion of this Equal Employment Opportunity and Anti-Discrimination Policy with directors, managers, supervisors, and other employees, and Library Board Members to assure understanding and reasonable and consistent application. Supervisors shall conduct personnel management operations in accordance with this Equal Employment Opportunity and Anti-Discrimination Policy.
