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Policy Statement on Job Security, Remuneration, and Employment Practices
Adopted by the membership at the sixty-eighth annual meeting in 1975, 68 Law Library Journal 382-83 (1975).
Preamble
In the interest of promoting fair relationships and
understanding, the American Association of Law Libraries endorses
this statement of Policy on Job Security, Remuneration and
Employment Practices, which is intended to serve as a guideline for
law libraries and their employers, whether such employers are
themselves law librarians, firms, institutions or other persons who
employ law librarians. Full and responsive communication between
law librarians and their employers at the beginning of the
employment relationship can prevent later misunderstanding.
Employment relationships based upon fundamental fairness and good
faith are a necessary prerequisite for effective and professional
law librarianship.
Statement of Policy
Security of employment enables a law librarian to work
responsibly without fear of interference or of arbitrary or unjust
dismissal. Security of employment encourages a law librarian to
make professional decisions without fear of reprisal. Security of
employment provides a sufficient degree of economic security to
make the profession of law librarianship attractive to persons of
ability.
Security of employment means that, following the satisfactory
completion of a probationary period, the employment of a law
librarian under any form of permanent appointment status carries
with it a commitment to continuous employment. Professional
competence, in accordance with the aims and objectives of law
librarianship and the official policies of the library's governing
body, should be the criterion for acceptable performance for a law
librarian with permanent appointment status, who should not be
terminated without adequate cause, and then only after being
accorded the forms and substance of due process.
A mutual understanding of the role of the law librarian in the
employer's organization is desirable. The authority and
responsibilities of the law librarian should be defined as clearly
as possible. The terms and conditions of appointment should be
stated in writing and should include a clear statement of practice
in regard to probation, security of employment, retirement and
other benefits. This statement should be in the possession of both
the employer and the prospective employee before appointment is
made. It is also appropriate for a law librarian to request a
letter of confirmation which delineates matters discussed in pre-
employment interviews.
Permanent employment status should not preclude evaluation of
performance. If such evaluations are conducted at regular
intervals according to applicable institutional policies and
procedures, they can facilitate communication and encourage
improved performance. Those employing law librarians should have
or be willing to acquire, enough knowledge of law library methods
and procedures in order that such evaluations of a law librarian's
performance can be made on an informed and intelligent basis. In
order to facilitate this, the law librarian keep adequate statistics and records, and provide the kinds of information the employer needs to judge the performance of the law librarian and the requirements of the law library. Employers should recognize that professional association memberships and professional meetings are important for the continuing education and effective performance of the law librarian.
As previously stated, employment should only be terminated for
adequate cause. Adequate cause is defined to mean demonstrable
incompetence; gross misconduct, or other serious departure from
professional behavior; the employer's bona fide financial exigency;
or retirement for reasons of age, mental, or physical disability.
Employers of law librarians should have or acquire a general
awareness of appropriate and competitive rates of remuneration and
fringe benefits of law librarians in position similar to those of
the law librarian(s) they employ. Employers should seek to meet or
exceed such general levels of compensation and benefits and should
also be prepared to preview the level of compensation as rates of
remuneration and the cost of living rise.
Employers of law librarians should also be aware of federal,
state, and local laws forbidding discrimination on the basis of
race, sex, or other grounds, and at all times seek to comply with
the letter and spirit of such laws.
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