Recently Asked Questions

What would it look like if a Public Library hired a part-time social worker to help patrons deal with some of their everyday life issues that may come up while visiting the library? I see the potential benefits but can imagine a lot of complications.

[NOTE: This submission is based on real-life questions about the new requirement imposed by New York State Labor Law Section 590(2).]

I heard that as of November 13, 2023, ALL employers in New York must notify an employee of the ability to apply for Unemployment Benefits upon "separation of employment" OR if their regular weekly hours are reduced to below 30.  I have several questions:

Is this true?

Does this new law really apply to ALL employers in New York (even a town or village public library)?

Does the new law apply even if the employee is resigning or retiring?

Does the new law apply to no-show employees or others who may have abandoned their employment?

Is there a form for this notice?

When does this notice have to be provided?

Why was this law passed?

Is there a model policy for this law?

Our Board of Trustees is searching for a new director. Our Library has transitioned from a very small building to a modern, significantly larger building. As a public library, the school district we serve has a population of more than 18,000. Our former director did not have a contract. Some trustees have expressed the desire to make a contract with the candidate selected to serve as the next Library Director. We have received conflicting information about how common such contracts are. We don't want to devote time and energy to drawing up a contract that holds no value in the end. How common and necessary is it to have a Library Director contract for a public library serving a community of our size?

We have a school district public library board considering requiring background checks for new employees. They are concerned that they may be legally required to background check all current employees. Would there be any legal reason they would need to do so?

Should what we think of as the personnel policy be called Employee Handbook or Personnel Policy?

Sometime in the past, legal counsel advised a library system I was involved in, that the term "Employee Handbook" is correct. The document under now review at my library has what amounts to the rules of employment - typical sections about what the library provides, what we expect the employee to do etc. and does have a page acknowledging receipt of the document.

So what should it be called?

Thank you!