Recently Asked Questions (RAQs)

I work at a library with a diverse range of employee types, including part-time, full-time, union, and non-union staff. Unfortunately, time tracking methods vary widely, with most employees using paper timesheets. There are also inconsistencies in how comp time, overtime, flexible schedules, and double time are applied, even for those not in the union.

What is the best approach to standardize and streamline scheduling, timekeeping, and compensation management for greater efficiency?

Thank you for your guidance.

Our association library is considering changing some librarian positions from salaried “professional” to hourly. Is that legal?

You have asked if a special legislative district library and other types of public libraries must follow New York State Labor Law Section 191 (Labor Law Article 6).

I understand that, as employers of a union shop, the library is required to allow the union a reasonable amount of time to conduct union business.[1] However, how much time is reasonable? Can employees meet with their shop stewards on the clock at the library for 5+ hours a week, taking both away from their duties? Is there a ballpark? Could we set a limit of 1-2 hours a week?
Thank you!

The library (school district public library without a union or a bargaining agreement and less than 50 employees) offers paid sick leave for most employees. However, based on what we have learn we have paid people, without it coming off of their earned sick time, if they are told to quarantine because they have been exposed to the virus. Does the same hold true for someone who is out sick because they have the virus? 
 
I have looked at the Ask a Lawyer FAQs, the various federal and state sites and issues of the HR Specialist Employment newsletter and do not see a clear answer.