SALARIES POLICY

Salaries and other terms and conditions of employment of organized personnel shall be determined through good faith collective negotiations as described and provided for in Act 336 of Michigan Public Acts of 1947 as amended through Act 379 of 1965, and Act 176 of Michigan Public Acts of 1939 as amended through Act 282 of 1965.

Policy Adopted by the Ann Arbor District Library Board December 12, 1995

EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION POLICY

The Ann Arbor District Library is an Equal Opportunity/Affirmative Action employer. The Library bases its employment decisions on its staffing needs and on each person's qualifications, including such relevant factors as performance, experience, training, and education. The Library will not discriminate against employees or applicants for employment on any matter related to employment including hire, tenure, terms, conditions, and priveleges of employment, because of race, color, religion, national origin, ancestry, age, sex, sexual orientation, height, weight, marital status, veteran status, physical or mental disability, or other factors prohibited by applicable law.

The Ann Arbor District Library is committed to taking affirmative action to increase diversity of applicants and employees.

Policy adopted by the Ann Arbor District Library Board December 12, 1995
Revisions adopted April 19, 2004

EMPLOYMENT OF CLOSE RELATIVES

The Ann Arbor District Library Board recognizes that close relatives of currently employed staff are entitled to be considered for employment based on the relative strength of their individual qualifications. The Ann Arbor District Library Board also recognizes that the employment of close relatives can be inconsistent with certain desirable supervisory practices and may even, upon occasion, become disruptive to the working environment. These concerns notwithstanding, the Board will permit the employment of such relatives as long as that employment:

1. Results from standard screening and interviewing processes.

2. Provides the best available candidate for the position.

3. Does not constitute a direct superordinate/subordinate relationship for purposes of supervision and/or evaluation.

Policy adopted by the Ann Arbor District Library Board December 12, 1995
Revision adopted April 19, 2004

FAMILY AND MEDICAL LEAVE POLICY

An employee is eligible for a leave of absence under the Family and Medical Leave Act (FMLA) if he/she has been employed for at least twelve (12) months and works at least 1,040 hours during the twelve (12) month period immediately preceding the employee's request for leave or the date on which the leave commences, whichever comes first.

Upon request, an eligible employee will be granted up to (12) workweeks of unpaid FMLA leave during any rolling twelve (12) month period measured backward from the date an employee uses FMLA leave, for one or more of the following events:

a. for the birth of a son or daughter of the employee and to care for such child.

b. for the placement of a child with the employee for adoption or foster care.

c. to care for a spouse, child, or parent of the employee if the former has a serious health condition, or

d. because of a serious health condition of the employee which renders him/her unable to perform the functions of this or her position.

Leave under the FMLA shall not result in the loss of any employment benefit accrued prior to the date on which the leave commenced; provided, however, that nothing in this sentence shall be construed to entitle any employee who returns from leave to the accrual of any employment benefit during the period of the leave, or to any other right, benefit, or position other than that to which the employee would have been entitled had the employee not taken the leave.

Employees who take a FMLA leave for the intended purpose of the leave shall be entitled, on return from the leave, to be restored to the position of employment held by the employee when the leave commenced or an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment, provided either is available upon the conclusion of the employee's leave. If neither position is available upon the employee's return from leave, the employee shall be placed in another position or laid off.

The Employer shall maintain coverage under any group health plan as defined by the FMLA for a period of up to, but in no event exceeding, twelve (12) weeks and at the level and under the conditions coverage would have been provided if the employee had continued in employment for the duration of the leave. The Employer shall have the right to recover the premiums paid for maintaining coverage for the employee under such group health plan during the period of a FMLA leave if the employee fails to return to work for reasons other than the continuation, recovery, or onset of a serious health condition entitling the employees to leave under Section 2(c) or 2 (d) above, or other circumstances beyond the employee's control. In this situation, the Employer may require certification of inability to return to work as specified and allowed by the FMLA. If an employee's leave under Section 2(d) above is extended beyond twelve (12) weeks, the employee shall pay the full cost of maintaining coverage under any group health plan for the period of such extended leave.

If the requested leave is for the birth/care of a child, the placement of a child for adoption with the employee or foster care, or to care for a spouse, child, or parent who has a serious health condition, or because of a serious health condition of an employee which renders him or her unable to perform the functions of his or her position, the employee shall use all accrued paid sick time off. The employee may, at his or her election, also use all accrued vacation time. Upon exhaustion of all paid sick leave and, where applicable, vacation, any portion of the remaining twelve (12) workweeks of leave shall be unpaid.

An unpaid family leave of up to twelve (12) workweeks for the birth/care of a child or for the placement of a child for adoption or foster care may be taken at any time within the twelve (12) month period which starts on the date of such birth or placement of adoption or foster care. However, regardless of when the leave commences, it will expire no later than the end of the twelve (12) month period. For example, an employee who requests a leave at the start of the twelfth (12) month following the date of birth or placement is entitled to only four (4) workweeks of unpaid leave. Additional leave time may be approved as provided in "Unpaid Leaves" of the Guidelines for Non-Represented Regular Staff.

Spouses, both of whom are employed by the Employer, are limited to a combined total of twelve (12) workweeks of unpaid leave during any twelve (12) month period for the birth/care of their child, placement of their child for adoption with the employee or foster care, or for the care of a parent with a serious health condition. However, each employee may use up to twelve (12) workweeks of unpaid leave during any twelve (12) month period to care for their child or spouse who is suffering from a serious health condition.

An eligible employee who foresees that he or she will require leave for the birth/care of a child or for the placement of a child for adoption with the employee or foster care, must notify the Employer, in writing, not less than thirty (30) calendar days in advance of the start date of the leave. If not foreseeable, the employee must provide as much written notice as is practicable under the circumstances.

An eligible employee who foresees the need for a leave of absence due to planned medical treatment for his or her spouse, child or parent, must notify the Employer, in writing, as early as possible so that the absence can be scheduled at a time least disruptive to the Employer's operations. Such employee must also give at least thirty (30) calendar days written notice unless it is impractical to do so, in which case the employee must provide as much written notice as circumstances permit.

If the requested leave is to care for a spouse, child, or parent who has a serious health condition, the employee may be required to file with the Employer in a timely manner a health care provider's statement that the employee is needed to care for the son, daughter, spouse, or parent and an estimate of the amount of time that the employee is needed for such care.

A leave taken under subparagraphs 2(a) or 2(b) above shall not be taken intermittently or on a reduced leave schedule unless the Employer and the employee agree otherwise. Subject to the limitations and certifications allowed by the FMLA, a leave taken under subparagraph 2(c) above may be taken intermittently or on a reduced leave schedule when medically necessary; provided, however, that where such leave is foreseeable based upon planned medical treatment, the Employer may require the employee to transfer temporarily to an available alternative position offered by the Employer for which the employee is qualified and that has equivalent pay and benefits and better accommodations recurring periods of leave than the employee's regular position.

An employee on an approved FMLA leave must keep the Employer informed regarding his or her status and intent to return to work upon conclusion of the leave.

In any case in which the Employer has reason to doubt the validity of the health care provider's statement or certification for leaves taken under subparagraphs 2(c) or 2(d) above, the Employer may, at its expense, require second and third opinions as specified by the FMLA to resolve the issue.

The above provisions are intended to comply with the Family and Medical Leave Act of 1993, and any terms used herein will be as defined in the Act. To the extent that any, of the foregoing provisions are in conflict with the provisions of the Act, the provisions of the Act shall control.

If you have any questions about your FMLA rights, you should contact the Human Resources Department.

Policy adopted by the Ann Arbor District Library Board May 19, 1997
Revisions adopted April 19, 2004

STAFF DEVELOPMENT AND TRAINING POLICY

The Ann Arbor District Library recognizes that staff training, development, and participation in professional conferences are important for professional growth. The Library supports participation in workshops, conferences, seminars, and meetings, consistent with the Library's strategic goals and established budget priorities.

Policy adopted by the Ann Arbor District Library Board May 19, 1997
Revisions adopted April 19, 2004

PERFORMANCE EVALUATION POLICY

Performance appraisals are used to assist in strengthening the library's programs and services, by providing for a periodic exchange of information between supervisor and employee and administrative staff about progress, accomplishments and areas needing improvement. They are an opportunity for a staff member and supervisor to discuss the individual's key responsibilities, align them with the objectives of the department and the library's strategic plan, and to discuss how the individual's behavior fits with organizational values. They are also an opportunity for clarifying work standards, discussing training and development needs, setting goals for the next year and identifying the support needed to reach such goals.

Each employee shall be evaluated periodically by the employee's immediate supervisor. The frequency, process and instruments to be used in such evaluations shall be determined by the administration.

Policy adopted by the Ann Arbor District Library Board February 16, 1998

PAY FOR PERFORMANCE POLICY FOR NON-REPRESENTED EMPLOYEES

I. Purpose

It is the purpose of this policy to provide a means for the regular review and, where appropriate, the adjustment of each employee’s compensation consistent with his/her contributions to the Library, internal equity, and the external market.

II. Statement of Policy

A. It is the policy of the Ann Arbor District Library to provide compensation that will attract and retain qualified staff, encourage employees to make superior contributions to organizational success and assure internally equitable and externally competitive rates of pay.B. The Administration shall be responsible for promulgating a program for adjusting employees’ compensation, subject to the following guidelines:

• All general compensation increases shall take effect on or about July 1 of each year.


• Salary ranges shall be adjusted based upon a survey of benchmarked positions deemed to be comparable in the local area, state, and region every two to five years, as necessary. Between survey, the salary ranges shall be adjusted based upon changes in the consumer price index for southeast Michigan over the preceding year.


• As part of the annual budget process, the Administration will propose, for the Board’s consideration, a "compensation pool" amount to be factored into the budget for the next year’s compensation adjustments.


• A distribution model shall be developed to assist in determining appropriate percentage compensation adjustments based upon each employee’s performance. The aggregate total of all compensation adjustments may not exceed the maximum amount designated by the board for that purpose.


• Step increases may be paid to an employee whose performance meets expectations and is presently compensated at or above the salary low limit and below the competitive minimum. It is expected that the employee will be advanced annually toward the competitive minimum based upon the acquisition of additional experience and skills. Once fully functioning, an employee may continue to be advanced through the salary range, up to the competitive maximum of the range, provided his/her performance is perceived to warrant such advancement, and is approved by the Director.


• In extraordinary circumstances, adjustments may be approved beyond the competitive maximum of the salary range. For purposes of this provision, extraordinary circumstances shall be limited to those cases in which (1) the employee possesses extensive qualifications or experience and performs at level dramatically above the expectations of the Library for that position, or (2) the external market rate for the position is shown to clearly in excess of the rate then established for the competitive maximum of the salary range. All exceptions based on extraordinary circumstances require Board approval.


• No employee receiving a rating below "Meets Expectations" may receive a pay adjustment of any kind.


• Except in the extraordinary circumstances referenced above, an employee may receive an adjustment in base salary only to the competitive maximum. An employee who is at or above the competitive maximum may, however, receive compensation in the form of a bonus (not added to base salary).

III. Definitions

None

IV. Application

This policy shall apply to all non-represented employees of the Ann Arbor District Library.

V. Responsibility

The Associate Director of Finance and Administrative Services shall be responsible for implementation of this policy, subject to the guidance, direction and oversight of the Director.

VI. Administrative Procedure

To be determined by the Administration.

Policy adopted by the Ann Arbor District Library Board July 20, 1998

WORKPLACE VIOLENCE AND WEAPONS POLICY

The Ann Arbor District Library is committed to providing a safe work environment to its employees. Accordingly, no employee is permitted to bring weapons or firearms of any sort into the workplace or carry them in library vehicles or in personal vehicles parked on Library property. In addition, threatening behavior by employees, patrons, or others will not be tolerated. Such threatening behavior includes, but is not limited to, physical attacks, verbal or physical threats, destruction of property, harassment, intimidation, abusive language, or other words or acts which are intended to harm or intimidate or have the effect of harming or intimidating another person.

Employees are to report to management any possession of weapons or threatening behavior they have witnessed, or of which they are aware. Employees should also report any behavior they regard as intimidating or potentially dangerous, even if no actual violence or direct threat has occurred. This includes threats or intimidating behavior from other employees, patrons, or others when a risk has the potential of occurring at the workplace.

Threatening behavior should be reported immediately to a supervisor or manager. If the situation dictates, public emergency resources should be called by dialing 911.

Employees who engage in behavior that threatens the safety of employees or patrons, or others who may be in the workplace, will be subject to disciplinary action, up to and including termination.

Policy adopted by the Ann Arbor District Library Board May 17, 1999

WORKERS' COMPENSATION

If an employee is injured on the job and becomes eligible for and is receiving compensation under the Michigan Workers' Disability Compensation Act (WDCA), the employee may use accumulated sick leave, if applicable, to supplement the difference between the gross weekly compensation under the WECA and his/her gross weekly earnings (or, for casual employees, the gross wages which would be earned in their normally scheduled work week). The difference shall be charged against the employee's accumulated sick leave days, if applicable, on a pro-rated basis.

Policy adopted by the Ann Arbor District Library Board December 12, 1995
Revisions adopted April 19, 2004

COURT APPEARANCES

Employees of the Ann Arbor District Library are required, on occasion, to be absent from their work assignment for the purpose of fulfilling obligations to the judicial system. It shall be the policy of the Ann Arbor District Library Board to give employees administrative leave, where appropriate, to provide services to the courts. Such administrative leave may be with or without pay, and will be granted in accordance with appropriate master agreement, individual contract provision, or administrative regulation.

Where employees are absent from their duties to appear in court for purposes other than to provide service, their absence shall be accounted and reported in a manner determined by the Director or his/her designee. Administration of this policy will be in accordance with appropriate administrative regulations.

Policy adopted by the Ann Arbor District Library Board December 12, 1995

EMERGENCY CLOSING POLICY

The Library will be open whenever possible. In extraordinary cases when inclement weather or other emergencies imperil the health and safety of staff and customers, the Director or his/her designee may declare the Library closed.

The Director will then inform the staff through the appropriate supervisors that they are not required to report to work or that they may go home early.

When the Director declares the Library closed, those regular staff members who were previously scheduled to work will not lose pay for the regularly scheduled hours they would have otherwise worked.

In cases where a Branch or section of a particular building is closed due to emergency conditions, employees may be reassigned to work in different locations.

Policy adopted by the Ann Arbor District Library Board November 18, 1996
Revisions adopted April 19, 2004

SEXUAL HARASSMENT POLICY

The Ann Arbor District Library fully supports and complies with the laws which are enacted to protect and safeguard the rights and opportunities of all people to seek, obtain, and hold employment without being subjected or exposed to sexual harassment in the workplace.

For this purpose, "sexual harassment" is defined as including unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, whether or not it is directly linked to the grant or denial of an economic consideration, where such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

In order to permit the Ann Arbor District Library to take appropriate action to enforce this policy, employees are encouraged to report any sexual harassment to the attention of any one of the following persons:

• Immediate Supervisor


• Human Resources Manager


• Director of the Library

Once reported, a thorough and discreet investigation will be conducted, and any employee found to have had sexually harassed another employee will be subject to disciplinary action.

Policy adopted by the Ann Arbor District Library Board December 12, 1995
Revisions adopted March 24, 1997

SOFTWARE USE POLICY

It is the policy of the Library that every copy of software used on any Library personal computer (PC) shall be a legitimate copy that the Library properly purchased or licensed. This policy applies even if the PC is not located on Library property.

To clarify any uncertainty regarding lawful use of computer software the Library acquires and to prevent any possible violations of the U.S. Copyright Act, the Library hereby adopts the following policies:

Installation, Use, and Copying of PC Software

Under the U.S. Copyright Act, each software program the Library acquires can be installed and used on only one PC at a time, unless additional permission is obtained from the software publisher. All other use of software is specifically prohibited.

Accordingly, to ensure that we comply with the Copyright Act, the Associate Director of Finance and Administrative Services will handle all software acquisitions, and no employee of the Library may do any of the following without first receiving approval from the Associate Director of Finance and Administrative Services.

• Install or store any software on the hard disk of any Library PC.


• Copy any software for personal use, for the use of third parties, or for any other purpose, except for copies reasonably required for backup or archival purposes.


• Lend the original or any copy of any software to other Library offices or departments, or to third parties.


• Remove a copy of any software from the Library premises to run on a home or other non-Library PC, or for any other purpose.


• Bring to the Library premises, or run on a Library PC, any software acquired for use on a home or other non-Library computer.

Monitoring of Software Use and Copying

Each employee of the Library must assist in maintaining the integrity of this policy by becoming aware of the status of each software program he or she uses, and reporting any suspected illegal copying to his/her supervisor or to the Associate Director of Finance and Administrative Services.

The Associate Director of Finance and Administrative Services will be responsible for maintaining files on all software that the Library purchases or licenses, and for monitoring all software that is used on each Library PC, to verify that each copy of each program stored on each Library PC is an authorized copy that was legally installed on that computer. To this end, the Associate Director of Finance and Administrative Services will make periodic unannounced audits of all software programs stored on Library PC's.

If the Associate Director of Finance and Administrative Services is unable to verify that a program stored on a Library PC is an authorized copy legally installed on that computer, the department/employee responsible for operating that computer will be required to provide appropriate verification by producing a copy of the purchase order or the license agreement for the software, along with the original vendor-supplied documentation and the original vendor-supplied system diskettes for the software. Otherwise, the software will have to be removed from the computer.

All Library employees shall respect the integrity of the system or network. Under no circumstances shall any Library employee intentionally develop or use programs, transactions, data, or processes that harass other users or infiltrate the system or damage or alter the software or data components of a system. Alterations to any system or network software or data component shall be made only under specific instructions from authorized staff.

Policy adopted by the Ann Arbor District Library Board May 19, 1997
Revisions adopted April 19, 2004

COMPUTER, ELECTRONIC COMMUNICATIONS AND VOICE MAIL POLICY

Computer, Electronic and Voice Mail Communications Are Library Records.

The Library's computer, electronic communications, and voice mail systems (collectively referred to as "the Library's systems") are provided for employees to conduct Library business. Communications sent and received through the Library's systems are Library records and are the property of the Library. Excessive personal or inappropriate use of the Library's systems is strictly prohibited. Employees who misuse the Library's systems, or knowingly allow others to do so, are subject to discipline (up to and including termination) and possible legal action.

Library employees may use the Library's systems on their own time to a reasonable extent to pursue nonprofit personal interests, as long as that use does not violate Library policy or interfere with Library business.

The Library's systems must not be used to create offensive or disruptive messages. Among those considered offensive are any containing sexual implications, racial slurs, gender-specific comments, or any that offensively addresses someone else's age, sexual orientation, religious or political beliefs, race, national origin, or disability to harass another person in any way.

The Library's systems must not be used to send (upload) or receive (download) protected copyrighted materials, trade secrets, proprietary financial information, or similar materials without prior authorization.

Monitoring Access

The Library reserves and intends to exercise periodically the right to access, monitor and disclose use of its systems and contents of communications sent or received over its systems to determine whether there have been breaches of security, violations of Library policy or other system misuse. Notwithstanding the Library's right to retrieve and read communications sent or received over its systems, such messages should be treated as confidential by other employees and accessed only by intended recipients or when authorized by the Associate Director of Finance and Administrative Services.

All computer passcodes must be provided to supervisors upon request. No passcode may be used which is unknown to the Library.

Confidentiality

Employees must exercise special care to ensure that electronic and voice mail communications proprietary to the Library, or confidential or copyrighted information, is not provided to persons who do not have a legal or business right to such information.

The use of the Library's systems constitutes an employee's acceptance of this Library policy.

Policy adopted by the Ann Arbor District Library Board May 19, 1997
Revisions adopted April 19, 2004

RELOCATION EXPENSE POLICY

The Library may pay moving and related expenses for new hires, not to exceed a maximum of 20% of their starting annual salary. Prior approval must be secured from the Library Director before the commitment to pay these expenses can be made.

Reimbursable expenses include:

• Cost incurred during one visit to look for new housing in the area which includes overnight lodging not to exceed four nights, rental car, airfare, and per diem of $40


• Packing, shipping and storage charges


• Travel costs en route to the new housing

All recipients of relocation expenses will be required to execute a contract agreeing to reimburse the Library 100% of all monies received, if they do not commence their employment or if they separate from service for any reason, before the end of their first full year of employment.

Applies to: New hires in positions for which the Library has undertaken a national search. The new employee must reside at least 50 miles from Ann Arbor at the time of accepting the job offer.

Policy adopted by the Ann Arbor District Library Board October 20, 1997

RECRUITMENT EXPENSE POLICY

The Library will reimburse costs associated with inviting candidates to Ann Arbor for the purpose of interviewing for positions for which they have been recruited. Such costs may include air travel, airport transit reimbursement, automobile mileage reimbursement, meal allowance, overnight lodging, and other reasonable and necessary expenses

Applies to: Finalists for positions for which the library has undertaken a national search. Finalists must be traveling to the interview a minimum of 50 miles each way.

Policy adopted by the Ann Arbor District Library Board October 20, 1997

BONUS POLICY

From time to time, the Personnel Committee may, at its discretion, review the performance of the Director and make a determination as to what bonus payment, if any, will be paid to the Director.

From time to time, the Director may review, at his/her discretion, the performance of the Associate Director(s) and/or Managers and make a determination as to what bonus payment, if any, may be paid to these individuals. The Director's bonus payment recommendations will be sent to the Personnel Committee for review.

Any approved bonus payments shall be determined prior to the final approval of the budget, and will be included in such budget.

Policy adopted by the Ann Arbor District Library Board April 19, 2004

SOCIAL SECURITY PRIVACY POLICY

I. Policy

Pursuant to Michigan state law, it is the policy of the Ann Arbor District Library (the “Library”) to protect the confidentiality of social security numbers. No person shall knowingly acquire disclose, transfer, or unlawfully use the social security number of any employee or other individual unless in accordance with applicable state and federal law and the procedures and rules established by this policy.

II. Administrative Procedures/Rules

A. Social Security Number Defined
As used in this policy, the term “social security number” includes both the entire nine-digit number and more than 4 sequential digits of the number.

B. Public Display
Social security numbers shall not be placed on identification cards or badges, membership cards, permits, licenses, time cards, employee rosters, bulletin boards, or any other materials or documents that are publicly displayed. Documents, materials, or computer screens that display social security numbers shall be kept out of public view at all times.

C. Access to Social Security Numbers
Only persons authorized by the responsible department or other administrative unit head shall have access to information or documents that contain social security numbers.

D. Mailed or Transmitted Documents
Documents containing social security numbers shall only be mailed or transmitted in the following circumstances:

(i) State or federal law, rule, regulation, or court order or rule authorizes, permits, or requires that a social security number appear in the document.

(ii) The document is sent as part of an application or enrollment process initiated by the individual whose social security number is contained in the document.

(iii) The document is sent to establish, confirm the status of, service, amend, or terminate an account, contract, policy, or employee or health insurance benefit or to confirm the accuracy of a social security number of an individual who has an account, contract, policy, or employee or health insurance benefit.

(iv) The document or information is a copy of a public record filed or recorded with the county clerk or register of deeds office and is mailed by that office to a person entitled to receive that record.

(v) The document or information is a copy of a vital record recorded as provided by law and is mailed to a person entitled to receive that record.

(vi) The document or information is mailed by or at the request of an individual whose social security number appears in the document or information or his or her parent or legal guardian.

Documents containing social security numbers that are mailed or otherwise sent to an individual shall not reveal the number through the envelope window, nor shall the number be otherwise visible from outside the envelope or package.

Social security numbers shall not be sent over the internet or a computer system or network (e.g. through e-mail) unless the connection is secure or the transmission is encrypted. No individual shall be required to use or transmit his or her social security number over the internet or a computer system, or to gain access to an internet website, computer system, or network (e.g. through e-mail) unless the connection is secure, the transmission is encrypted, or a password or other unique personal identification number or other authentication device is also required to gain access to the internet website or computer system or network.

E. Storage and Disposal
All documents or files that contain social security numbers shall be stored in a physically secure manner. Social security numbers shall not be stored on computers or other electronic devices that are not secured against unauthorized access.

Documents or other materials containing social security numbers shall not be thrown away in the trash; they shall be discarded or destroyed only in a manner that protects their confidentiality, such as shredding.

F. Information Collected
Social security numbers should only be collected where required by federal and state law or as otherwise permitted under the Michigan Social Security Number Privacy Act. If a unique identifier is needed, a substitute for the social security number shall be used.

G. Accountability
Any person who fails to comply with this policy shall be subject to discipline up to and including discharge.

H. Policy Guidance
If any questions regarding social security number privacy and security should arise, contact Human Resources for policy clarification and guidance.

Policy adopted by the Ann Arbor District Library Board December 19, 2005