Management Policy: The duly appointed library board shall have all management rights, authorities, and responsibilities as stated in Wisconsin Statutes, Chapter 43.

The library board shall select, appoint, and when necessary for valid reasons, dismiss the director of the library.
The board shall establish all other positions, and all wage ranges and benefit levels for all library staff. Positions on the Library staff, with the exception of the custodian and story hour person, are classified in according to the guidelines presented in the publication, Position Classification for Wisconsin Public Libraries.
The library board shall provide an effective orientation for new directors to assure that the director understands a) the policies and processes related to the daily operation of the library, b) reporting and budgetary requirements that assure accountability and compliance with the law, c) the expectations of the board in regard to administrative processes and protocol, particularly as they relate to conducting effective and efficient board meetings, and d) rules and requirements for state certification and any assistance which is provided by the Library to acquire and maintain appropriate certification.
The library board shall conduct annual appraisals of the library director’s performance, at which time personal and management goals can be discussed and negotiated.

Administrative Policy: The person appointed as library director shall be charged with the sole administration of the library.

The director shall be responsible to the library board in matters pertaining to and concerning the library; be present at monthly board meetings and prepare and present such reports and meeting documents as requested.
The director shall maintain financial records in an efficient manner; present periodic reports to the library board and to the municipal governing body; prepare the draft of the annual budget to be presented to the library board, and assist trustees with presentation of the adopted request for appropriation to the municipal governing body.
The director will select, appoint, supervise and direct, and when necessary for valid reasons, dismiss the library staff of the library. The director shall hold regular meetings with staff and/or volunteers for training and interpreting board policy.
The director will be responsible for preparing annual performance assessments for library staff and volunteers.
The director shall have the responsibility over collection development for all materials in the library; this includes selection, ordering, processing, weeding, and inventory of the collections according to the guidelines in the policy.
The director will recommend changes in or additions to the library policies as needed.
The director will perform preparatory work to assist the board with regular library planning.


A job classification (job descriptions) and salary schedule has been adopted by the library board: see “Markesan Public Library – Wage Range.” The plan is subject to regular revision so that it will remain equitable for both the library and the staff.

Health and Insurance Policy

Employees eligible for state retirement will be eligible to participate in the health insurance plan offered with the City of Markesan.

Vacation Policy

See: “Vacation Accrual Schedule”

Holiday Policy

See: “Holiday Pay”

Sick Leave

See: “Sick Pay”

Leave of Absence: Leaves of absence without pay may be granted to library employees for the following, but not limited to: maternity, adoption, illness, travel, or graduate or certification training. All leaves are considered on a case-by-case basis and must be approved by the director. The library board must approve a leave of absence for the director.

Requests for leave should be submitted in writing well in advance of the time when the leave is to begin, except in the case of an emergency. Written requests should indicate both a beginning and ending date for the leave. Vacation time must be used before an unpaid leave will be approved for reasons other than maternity, adoption, or military training.

In some instances it may be necessary to deny requests for leaves of absence. Leaves are a privilege and can be granted only if the best interests of the library can be maintained.

Bereavement Leave: “See Bereavement Leave”

Military Leave: Leave will be considered on a case-by-case situation, to comply with federal regulation.
Jury Duty: In the event of a library employee is called for jury duty, the library will release him/her and assure no loss of wages. If fees and expenses paid to jurors do not equal or exceed wages normally paid by the library, these fees can be turned in to the library board and the employee will be paid their wages as usual. An employee may be asked to provide verification of participation in jury duties.
Work Schedule Policy: Major changes in the director’s schedule or other circumstances may not be made without approval of the library board. Requests for such shall be made in writing to the library board.

Requests for changes in the posted work schedule shall be made in writing to the library director. In the case of unexpected short-term illness, staff should make arrangements for the appropriate substitute coverage and notify the director. Requests for short periods of unpaid time off (1-14 days) shall be made in advance as soon as practical. Every attempt to honor such requests will me made whenever possible, but not guaranteed.

Meetings, Conventions, and Workshops: The director, staff, and trustees attending continuing education opportunities to aid the library shall be allowed expenses at the discretion of the library board according to the amount appropriated in budget for such. The director, staff, and trustees are encouraged to attend and participate in continuing education activities.
Disciplinary Policy: An employee of the Markesan Public Library may be dismissed for any action or behavior that causes the Library’s image or operation to be diminished. This includes but is not limited to: incompetence, insubordination or insolence, dishonesty, falsification of records, misconduct, inattention to assigned duties, unapproved or excessive absences or habitual tardiness, making false statements, smoking in Library building, disclosure of confidential information, unprofessional behavior, or disregard to safety procedures. Normally termination would be a final step, which would follow:

A Substandard Performance appraisal,
Verbal and/or written warnings,
Suspension, and/or
Extended probation

It is important that complete and clear records be maintained of all disciplinary processes for the protection of the employee and the library. The Library wants each employee to be successful in his/her job to serve in the operation of the Library and will work with employees to eliminate deficiencies.

While notice of intent to terminate can be expected, the Markesan Public Library reserves the right to dismiss any employee without notice in cases involving theft, drug, or alcohol abuse, criminal activity, or in instances of significant misconduct.

Resignation and Retirement Policy: A library employee wishing to resign or retire from employment must notify the library director; the library director must notify the library board. The library requests a minimum notice of two weeks. For the library director a notice of at least one month is preferred.

The employee must submit a written resignation statement giving the exact date that employment is to be terminated. Between the time of notice and the time when employment ends a final performance appraisal will be conducted.

If the employee is entitle to benefits (such as earned, unused vacation) a lump sum payment can be made to the employee.

Grievance Procedure: It is the intent of the Markesan Public Library that every employee shall have the opportunity to express concerns relating to the physical surroundings in which the employee works, procedures and conditions of the specific position, relationships with fellow workers or supervisors, and library rules as they apply to staff. A concern or grievance should follow the procedure below:

If possible, discuss the problem with the director. In the case of the director having a concern, this should be discussed with the board president
If the director is part of the concern, or if the board president is part of the director’s concern, the concern/grievance should be submitted in writing for the library board and be delivered to the director, who will deliver the concern, during closed session, to the full board at the next or a special board meeting.
The board’s representative will respond to the employee within five (5) days of the board meeting at which the issue is discussed, either providing a determination, solution, or a strategy for how the board will address the issue over time.

Equal Opportunity Employment Policy: It is the policy of the Markesan Public Library to provide an equal employment opportunity for all qualified persons. Equal employment opportunity shall be according to the provisions of State and Federal laws and regulations.
Drug-Free Workplace Policy: In compliance with the Drug-Free Workplace Act of 1988, the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited while performing work for the Markesan Public Library, whether that work is carried out in the workplace building or not. All employees shall abide, as a condition of employment by the terms of this notice shall notify the library director or board within five (5) days of any criminal drug statute conviction for a violation occurring in the workplace.

Failure to comply with the above requirements shall be grounds for appropriate personnel action against such employee up to and including termination, or such employee may be required to satisfactorily participate in a drug abuse assistance or rehabilitation program.

Sexual Harassment Policy: Harassment on the basis of sex is a violation of Title VII (federal law) and Statute 111.36(b) (state law). Sexual harassment, either verbal or physical, is an unlawful employment practice and will not be tolerated by the Markesan Public Library. The Markesan Public Library accepts and adheres to all definitions and procedures outlined in the law as regards sexual harassment. Any employee who engages in sexual harassment will subject themselves to disciplinary action up to and including discharge.

*3-16-2005 (updated Bereavement/Funeral Leave 7/16/2020)