The WRLC will comply with all applicable laws and regulations and expects its directors, managers, supervisors, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, violent, dishonest, or unethical conduct.
If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed with your immediate supervisor, department director, Director of Finance and Administration or the Executive Director.
If any employee reasonably believes that some policy, practice, or activity of The Washington Research Library Consortium (“WRLC”) is illegal or dishonest, a written complaint must be filed by that employee with the person(s) listed in the Whistleblower policy. An employee filing the written complaint is known as a “whistleblower” and is protected from retaliation. See the Whistleblower Policy below.
Compliance with this policy of business ethics and conduct is the responsibility of every WRLC employee.
Employment with the WRLC is voluntarily entered into, and the employee is free to resign at any time, with or without cause. Similarly, the WRLC may terminate the employment relationship at will at any time, with or without notice or cause, so long as there is no violation of applicable federal or state law. Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between the WRLC and any of its employees.
The provisions of the handbook have been developed at the discretion of management and may be amended or cancelled at any time, by the WRLC. These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the Executive Director of the WRLC.
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at the WRLC will be based on merit, qualifications, and abilities. The WRLC does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor, department director, Director of Finance and Administration or the Executive Director. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
The WRLC is committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis.
Reasonable accommodation is available to all disabled employees, where their disability affects the performance of job functions. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual.
Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments, classifications, organizational structures, and position descriptions. Leave of all types will be available to all employees on an equal basis.
The WRLC is also committed to not discriminating against any qualified employees or applicants because they are related to or associated with a person with a disability. The WRLC will follow any state or local law that provides individuals with disabilities greater protection than the ADA.
This policy is neither exhaustive nor exclusive. The WRLC is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws.
In compliance with the Immigration Reform and Control Act of 1986, as amended by the Illegal Immigration Reform and Immigration Responsibility Act of 1996, the WRLC is committed to employing only United States citizens and aliens who are authorized to work in the United States. The WRLC does not unlawfully discriminate on the basis of citizenship or national origin.
Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.
Employees with questions or seeking more information on immigration law issues are encouraged to contact the Director of Finance and Administration.
Employment decisions are based on individual merit and job qualifications. The WRLC will consider employment of family members (i.e. persons related by blood, adoption, or marriage or whose relationship with the employee is similar to that of persons who are related by blood or marriage) in different departments; however, individuals may not directly supervise family members or participate in employment, pay, or other decisions concerning a family member that may present a real or perceived conflict of interest. Employees must inform their immediate supervisor, Director, Director of Finance and Administration or the Executive Director of potential or existing situations involving employment of family members.
There may be occasions when temporary, part time help is required and a family member is available and qualified to perform work for the WRLC. On these occasions, the hiring of family members must be approved by the Executive Director in advance.
The WRLC generally does not pay moving and relocation expenses for newly hired individuals. Exceptions may be made at the discretion of the Executive Director.
Allowable expenses that may be considered are:
The WRLC will reimburse expenses up to a maximum amount approved by the Executive Director only if the employee has received advance approval and submits satisfactory proof of the expense within 30 calendar days of the date the expense. If an employee leaves the WRLC within one year of the relocation, the employee will be required to reimburse 50 percent of the original relocation expense to the WRLC.