GUIDELINES FOR IMPLEMENTATION OF POLICY

1. Management and administrative personnel will plan and take affirmative action to achieve equal employment opportunity and thus improve the status of minority group members in employment, training and promotional opportunities.
2. The Board of Trustees, through its personnel will plan and take affirmative action to achieve equal employment opportunity and thus improve the status of minority group members in employment, training and promotional opportunities.
3. The Director and the Human Resources Coordinator shall conduct programs of instruction for all supervisors and employees holding responsible on the staff regarding the legal aspects of equal employment orders and court decisions, and the procedure for meeting such requirements.
4. The Director shall instruct each supervisor to be responsible for communicating the affirmative action/equal employment policy to each employee under his or her supervision at least semiannually, and will also be responsible for including equal employment and equal treatment training in all new employment orientation programs, if any.
5. The Director shall arrange for employment and personnel policy publications and communications of the Mansfield/Richland County Public Library to contain the statement "The Mansfield/Richland County Public Library to contain the statement "The Mansfield/Richland County Public Library is an equal opportunity/affirmative action employer."
6. The Director shall post the equal opportunity/affirmative action statement on bulletin boards at all library facilities or in such places as are equally accessible to every employee and library user.
7. A variety of recruiting methods will be used by the library to increase the opportunities for employment of those persons in the protected classes. Positions available at the library will be posted at places most likely to assure compliance, including but not limited to the NAACP, the Ministerial Alliance, Concerned Black Men, Black Women United, the Rehabilitation Center, the Bureau of Services for Visually Impaired, OSU-M/NCSC, and the Ohio Bureau of Employment Services. All recruiting sources used by the library shall be informed orally or in writing of the library's equal opportunity policy, stipulating that these sources should actively recruit and refer members of the protected classes whenever possible for all position openings. Prior to approval of any appointments, the Board of Trustees shall be advised as to the recruiting methods used in hiring of any individual.
8. Each employee and applicant for employment will be brought to the attention of the Director, at which time the Director or his designee will advise the personnel committee and will speedily and thoroughly investigate the charge and resolve it within the guidelines promulgated by the various statutes, executive orders and court decisions.
9. On an annual basis the personnel committee of the Board of Trustees will meet with the Director to review library personnel activities, policies and programs to insure that fair and equal practices are being adhered to within the library.
10. The Director shall arrange for written notification of the library's policy to be sent to all current and future contractors, subcontractors, vendors, and suppliers.
    (See Affirmative Action Statement / Equal Employment Opportunity Policy)