Call: 847-455-6016 Text: 847-220-4616 Fax: 847-455-6416
Mon-Fri: 9-9 Sat: 9-5 Sun: Closed
Volunteers may be used for many jobs in the library. These jobs must be approved by the Executive Director and be ratified by the Board of Trustees when appropriate. The use of individual volunteers is at the discretion of the Executive Director.
The Library District will have a Volunteer Coordinator. This duty will be assigned to a library employee. The Coordinator will instruct volunteers in such policies and procedures as may apply to them.
There will be no monetary remuneration or benefits for any volunteer.
Volunteers are required to fill out a volunteer application form and submit three (3) references.
Volunteers will be supervised by the Department Head or senior employee in the department to which the volunteer is assigned. Volunteers may be reassigned or dismissed from a job at the discretion of the Executive Director.
Volunteers shall not work for the library if they are using alcohol or are under the influence of drugs at the time.
The mission of the Franklin Park Public Library District is to maintain and improve the quality of life for people of the community by providing multi-faceted access to educational and recreational information while promoting the value of the Library and its services.
Unless otherwise specified, volunteers report to the library’s Volunteer Coordinator. The Volunteer Coordinator may arrange for specific volunteers to report to members of other departments, especially if the volunteering activity requires close coordination or supervision.
Please note that the “person in charge” of the library varies according to who is present. In descending order these are the Executive Director, Assistant Director, Head of Adult Services, Librarian with the most seniority. This is useful to know if you have questions when the Volunteer Coordinator (or other assigned supervisor) is not available.
The library is open seven days a week:
Monday – Thursday 9 AM – 9 PM
Friday and Saturday 9 AM – 5 PM
Sunday 1 PM – 5 PM
The library is closed on the following holidays:
New Year’s Day
Sunday prior to Memorial Day
Sunday prior to Independence Day when Independence Day falls on a Monday
Sunday prior to Labor Day
Thanksgiving Eve after 5 PM
Day after Thanksgiving
Christmas Eve Day
New Year’s Eve after 5 PM
A few of the behavior standards adopted for employees also apply to volunteers:
If you are unable to be at your volunteer assignment, be sure to call the library to report your absence.
The Employee E-Mail and Internet Use policies are adopted for application to volunteers:
Volunteers who have e-mail and /or Internet access are expected to use this access to improve library services. Internet use that helps familiarize volunteers with information providers and useful information sites is encouraged. Personal use is discouraged. Excessive personal use may be grounds for dismissal.
Library computers are library property. Their use can and may be monitored and Internet histories checked at any time.
Personal telephone calls are discouraged. Emergencies, of course, arise but such calls are expected to be of minimal length. Telephone calls placed for personal business or recreational use are forbidden.
Volunteers are not paid for their services, though they may be reimbursed for volunteer related automobile use (the standard US rate applies), meals, etc. Activities which may lead to such reimbursement must be approved in advance by the volunteer’s supervisor and the Executive Director.
The library maintains an Emergency Manual. Copies are available in all departments. Volunteers are expected to read it and to know where it can be easily found.
The Library District has adopted a Sexual Harassment Policy. In brief, employees shall not be subject to sexual harassment. This is also true of volunteers. Extending this policy to volunteers, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when:
The Sexual Harassment Policy in its entirety follows:
Sexual harassment prohibited by this policy includes verbal, physical or other conduct of a sexual nature. The terms intimidating, hostile or offensive as used above include conduct which has the effect of humiliation, embarrassment or discomfort. Sexual harassment can occur between men and women, or members of the same gender. This behavior is unacceptable in the work place itself and in other work-related settings such as business trips and business-related social events.
Sexual harassment also includes unwelcome sexual flirtations, advances, or propositions, verbal abuse of a sexual nature, unnecessary touching of an individual, sexually degrading words used to describe an individual, a display in the workplace of sexually suggestive objects or pictures, sexually explicit or offensive jokes or physical assault where the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
The most severe and overt forms of sexual harassment are easier to determine. On the other end of the spectrum, some sexual harassment is subtler and depends to some extent on individual perception and interpretation. An example of the most subtle form of sexual harassment is the use of endearments. The use of terms such as ‘honey,’ ‘darling’ and ‘sweetheart’ is objectionable to many women who believe that these terms undermine their authority and their ability to deal with men on an equal and professional level. Another example is the use of compliment that could potentially be interpreted as sexual in nature. Below are three statements that might be made about the appearance of a woman in the workplace:
The first statement appears to be simply a compliment. The last is most likely to be perceived as sexual harassment, depending on the individual’s perceptions and values. To avoid the possibility of offending an employee, it is best to follow a course of conduct above reproach, or to err on the side of caution.
Within 180 days after the date that a civil rights violation allegedly has been committed, a charge in writing under oath or affirmation may be filed with the Illinois Department of Human Rights by an aggrieved person. The Department must then require the respondent to file a verified response within 270 days thereafter. The complainant may replay to said response within 60 days after it is filed. After the respondent is notified, the Department is required to conduct a full investigation of the allegations. Where there is a failure to settle any charge through conciliation, the Department is required to prepare a written complaint. At any time after a charge is filed, the Department or complainant may petition the appropriate court for temporary relief, pending final determination of the proceedings under the Illinois Human Rights Act. The petition shall be filed in the Circuit Court for the county in which the respondent resides or transacts business or in which the alleged violation took place.
A copy of this policy is to be provided to the Illinois Department of Human Rights upon request.