Employment Benefit Package & Contract

HERRIN CITY LIBRARY

EMPLOYMENT BENEFIT PACKAGE & CONTRACT

Health Insurance Coverage

            Benefit cost to the library = $721.08* a month single coverage (family coverage available at the employee’s cost) per full-time employee. Life Insurance rider in the amount of $10,000 is also included.

Note: In the event an employee chooses not to be covered by the health insurance plan, the City

shall pay seventy-five percent (75%) of the current monthly premium as part of their non-pensionable salary. This payment will be made on the first pay period of each month.

Retirement Pension Plan

            Illinois Municipal Retirement Fund (participation begins immediately upon employment)

                        Benefit cost to employee = 4.5%* of pay deducted

Benefit cost to library = 9.3%* of pay

Life Insurance Coverage

            $25,000* for Full-Time Employees

            $10,000* single coverage – other full-time employees

*items marked will change yearly dependent on City of Herrin benefits, insurance rates and tax rates

Paid Leave Time

            Sick leave = after six months, one sick leave day per month worked. Unused Sick Leave accumulates annually with no maximum set. At retirement, a portion of Sick Leave credit can be transferred to the IMRF Pension Fund. If the employee is not vested in IMRF, then sick days will be paid out at retirement at the rate of 50% the employee’s current rate for 50% of the sick days accumulated days.  The Herrin City Library or the employee may request 90 days to pay out the amount.

            Vacation = two weeks (10 working days) after completion of first year, three weeks (15 working days) after completing five years with one additional day of vacation for each year worked thereafter (vacation must be used each year) up to a maximum of 30 days of vacation leave.

            Personal Business = three (3) days of leave per year (non-accumulating).

            Bereavement Leave = three (3) days of leave per year (non-accumulating)

            Holidays = holidays as deemed by the Library Board of Trustees.

 
 
 
LEAVES OF ABSENCE

Bereavement Leave/Death in Family

The Employer agrees to provide to full-time staff leave without loss of pay as a result of death in the family three (3) days. This may be extended to one week by approval of the Library Director. Herrin City Library also follows all laws under The Support Through Loss and The Child Bereavement Leave Act and The Family Bereavement Leave Act an amendment of The Child Bereavement Leave Act.

Definition of Family

A member of the immediate family shall be defined to be any full-time staff’s mother, father, wife, husband, daughter, or son (including step or adopted), sister or brother (including half or step), father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in law, grandparent, spouse’s grandparent, grandchild, or legal guardian.

Short Term Military Leave

Any employee covered by the terms of this Agreement who is a member of a reserve force of the Armed Forces of the United States, or the State of Illinois, and who is ordered by the appropriate authorities to attend training programs or perform assigned duties shall be granted a leave of absence, in accordance with all existing state and federal laws.

Maternity Leave

A leave of absence shall be granted for maternity upon request. Such request must be presented in writing to the Library Director, setting forth a date each leave is to begin, as soon as that date can be determined by the full-time staff and the physician. Return to work shall be as soon as reasonable after delivery, as permitted by a signed release by the full-time staff’s physician. Such leave may utilize accrued vacation/comp time and sick leave. For the purposes of absence or returning to duty, pregnancy shall be treated as any other illness or injury.

Sick Leave

Employees shall be granted sick leave as follows:

One (1) sick day shall be granted to all full-time staff per month for non-work-related illness or injury to the full-time staff member or the staff’s immediate family. New employees shall be granted sick leave after six months of employment. Employees absent more than (in the excess of) two (2) consecutive days shall present a doctor’s slip to be entitled        to pay for those days at the discretion of the Library Director.

At the end of each full-time staff member’s employment, the employee shall have the option to sell back the unused sick leave accumulated and not rolled over into IMRF. Such right shall be exercised within two weeks of retirement. The amount to be paid shall       be at the rate of 50% of the employee’s current rate of pay for 50% of the accumulated sick days.

Sick leave is to be used for actual illness or injury, and abuse of said leave shall subject the staff member to disciplinary action.

HOLIDAYS

The following days shall be recognized and observed as paid holidays:

            New Year’s Day (January 1) Veterans Day (November 11)

            Good Friday                                       Thanksgiving Day

            Memorial Day                                     Day after Thanksgiving

            Independence Day (July 4)              Christmas Eve (December 24)

            Labor Day                                           Christmas Day (December 25)

            Presidents’ Day                                 New Year’s Eve (December 31)

Full-time staff shall receive holiday pay on the day observed by the City of Herrin, except for those with specific dates given (Independence Day, Veteran’s Day, Christmas, Christmas Eve, New Year’s Eve), when holiday pay will be paid on the specified date. Plus, any days designated as City-wide holidays by the Herrin City Library Board of Trustees or the Herrin City Council, or any holiday or other day off with pay granted to any other department of the City of Herrin.

PERSONAL DAYS

In addition to the above holidays, full-time employees shall receive three (3) personal days   

per year after completing six months of employment, and from year to year thereafter to coincide with the anniversary date of employment. Such personal days may be taken at any time of the year at the employee’s discretion, subject to twenty-four (24) hour advance notice and the emergency needs of the Herrin City Library. Personal days do not carry over and expire yearly.

VACATIONS

Schedule of Vacation Time Earned

Full-time staff shall accrue credit for vacations according to the following schedule:

            One (1) year of service completed                             ten (10) days

            Five (5) years of service completed                           fifteen (15) days

Five plus (5+) years of service completed                 one (1) additional day, per year of service past five years up to fifteen (15) additional days, not to exceed thirty (30) days

Full-time staff shall be permitted to take accrued vacation leave at any time of the year and in any increment of time from one (1) day to the entire accrued credit, subject to the scheduling needs of the Herrin City Library. Vacation time should be marked off and approved on the Time-Off Request Calendar or in writing at least one (1) month in advance or at the approval of the Library Director.

Carry-Over of Vacation Credit

Full-time employees may only carry accrued vacation credit from year to year, in the event that a vacation is canceled through no fault of the staff only with approval by the Library Director.

Residency

All full-time employees covered by this Agreement shall maintain their residence within ten (10) miles of the intersection of Walnut and Park Avenue. The Library Director is required to maintain residence within the Herrin City limits.

Probation Period

New employees shall serve a probationary period of one (1) year.

DRUG AND ALCOHOL TESTING

General Policy Regarding Drugs and Alcohol

The use of illegal drugs and the abuse of legal drugs, controlled substances, and alcohol by members of the various departments of the City of Herrin, Illinois, hereinafter referred to as “Departments”, present unacceptable risks to the safety and well-being of other employees and the public, invite accidents and injuries, and reduce productivity. In addition, such conduct violates the reasonable expectations of the public that the employees who serve and protect them obey the law and be fit and free from the adverse effects of drug and alcohol abuse. In the interests of employing persons who are fully fit and capable of performing their jobs, and for the safety and well-being of the employees and residents, the City of Herrin, hereinafter referred to as the “Employer” does hereby establish a program that will allow the Employer to take the necessary steps, including drug and/or alcohol testing, to implement the general policy regarding drugs and alcohol as to those Employees of the Employer not already covered by a similar drug and alcohol testing policy.

Prohibitions

Employees shall be prohibited from:

  1. Consuming or possessing alcohol, illegal drugs or controlled substances at any time during the work day on any City premises or when in a professional capacity representing the Herrin City Library, including all the building of the Herrin City Library and any city buildings, properties, vehicles and the employee’s personal vehicle while engaged in business of the Employer.
  2. Using, selling, purchasing or delivering any illegal drug during the work day or when off duty.
  • Being under the influence of alcohol, illegal drugs or controlled substances during the course of the work day;
  • Violations of these prohibitions will result in disciplinary action up to and including discharge.

Pre-Employment Screening

All new Employee applicants will be required to submit blood and urine specimens to be screened for the presence of drugs and/or alcohol prior to employment. No applicant with a confirmed positive result shall be eligible for hire. Any applicant refusing to submit to such required testing shall not be considered for employment.

When a Test May Be Compelled

There shall be no across-the-board or random drug testing of Employees. Where there is reasonable suspicion to suspect that an Employee is under the influence of drugs or alcohol and is impaired while on duty, that Employee may be required to report for drug testing. When the Library Director has reasonable suspicion to suspect that an Employee is impaired, the director shall notify the Employee. The Herrin City Library shall arrange for the drug test per city ordinance. The Employee being ordered to submit to the test shall have the right to consult with a representative or attorney of their own before submitting to the test. Refusal of an Employee to comply with the order for a drug/alcohol screening will be considered as a refusal of a direct order and will be cause for discharge. Additionally, the Employer may administer a drug and alcohol test pursuant to 50 ILCS 727/1 et. seq., as amended.

DISCIPLINE AND DISCHARGE

The Herrin City Library recognizes the principals of progressive and corrective discipline. Disciplinary action or measures shall include:

  • Verbal warning
  • Written warning
  • Suspension
  • Discharge

Verbal Warning: A verbal warning is provided by the library director for the purpose of correcting a deficiency in the employee’s performance. A verbal warning shall be noted in the employee’s personnel file.

Written Reprimand: A written reprimand shall specify the performance problem and the expected standards for correction, the consequences if no correction is made and a scheduled review date. The written reprimand is placed in the employee’s personnel file and a copy is provided to the employee.

Suspension: The Employer may immediately suspend an employee when the conduct of the employee is such that it may jeopardize or negatively impact upon the operations of the Herrin City Library. The suspension may be without pay pending a review of the conduct. The reason for the suspension shall be in writing, a copy of which shall be given to the employee and to the Library Board of Trustees, and a copy placed in the employee’s personnel file.

Performance Probation: The Herrin City Library shall have the right to place an employee on performance probation not to exceed sixty (60) days for less than adequate job performance. The employee shall be notified of the areas in which performance must improve or if no improvement is made he will be discharged. While on performance probation, an employee will not lose benefits or other contractual rights.

Limitation: The Employer’s agreement to use progressive and corrective disciplinary action does not prohibit the Employer from imposing discipline which is commensurate with severity of the offense, up to and including discharge.

Workweek: The workweek for full-time employees is Monday through Friday and shall start at 9:00 a.m. and go until 5:00 p.m. and includes a one (1) hour paid lunch break.

Hours: The regular workweek shall be thirty-five (35) hours, with one-hour lunch break and with the normal workday being seven (7) hours a day. This provision is not intended to be a guarantee of any number of hours or a limitation on the Employer’s right to schedule overtime. The Herrin City Library reserves the right to modify all work schedules and hours in order to meet the needs of the Herrin City Library

Breaks: All employees shall be entitled to two (2) ten (10) minute break periods per workday. Breaks shall be taken so as not to interfere with Library operations.

Lunch Period: Lunch periods are one (1) hour in duration and shall be taken at separate times from other full-time staff. Lunch periods may be taken at the end of the day, but only with the express permission of the Library Director. The Library Director retains the authority to require on-site lunch breaks for operational needs of the library.

NON-DISCRIMINATION AND EQUAL EMPLOYMENT OPPORTUNITY

The Herrin City Library shall not discriminate against any employee. The Herrin City Library is committed to providing equal employment opportunities for all persons without regard to sex, race, creed, pregnancy, color, national origin, religion, age and disability, sexual preference, less than honorable discharge from the military, or persons who have sought an Order of Protection, or any other protected class established by federal or state law (including the Illinois Pregnancy Accommodation law.)

Signed Contract

This Agreement shall be effective as of 12 July 2022 and shall remain in full force and effect until the 30th day of April, 2026. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing at least one hundred and eighty-one (181) days prior to April 30th. In the event that such notice is given, the Library Board of Trustees shall, unless mutually agreed otherwise, shall begin composition of an amended or new contract no later than sixty (60) days prior to April 30th of the fiscal year when notice is given. Addendums for asterisk items from page one will added yearly to reflect anticipated changes and will be considered part of the original document. 

Employee Name                                                                      Date

__________________________________________/_______________

Library Director                                                                         Date

__________________________________________/_______________

Library Board President                                                          Date

__________________________________________/_______________

Witnessed – Library Board Secretary                                     Date

__________________________________________/_______________

Updated July 2022

Updated November 2000

Updated September 2012

Updated October 2012

Updated January 2016