Hi there,

Is it unusual not to reimburse part-time librarians to attend professional development opportunities, as well as librarian meetings? I was surprised to find out that I will not be paid to attend work meetings, on-site training sessions, etc. I'm not talking about attending far-away conferences - I just mean attending general work meetings for library staff, database training for databases, etc. that are specific to the institution and integral to my job. I won't even be paid for an orientation if I choose to go to an employee-wide orientation.

I do not agree with this policy at all (but of course I could never tell my employer this! I am not one to make waves or make stinks, nor do I want to be seen as this way, either) and it appears as if my employer really encourages part-timers to attend these meetings, training sessions, etc. However, I cannot justify attending these meetings if I will not be paid to attend them, especially when all the librarian meetings, etc. are a long drive away from me. The last job I had - even for part-time librarians who did not receive benefits - were paid to attend things that will ultimately help someone succeed in their job. However, I had a civil service job before, so not paying people for what they should be paid was out of the question - we belonged to a union that protected us.

This is really a difficult situation for me, as I am in a transition process and moving into a different professional arena of librarian work. However, when I'm not paid to essentially advance my career, nor do I receive retirement, health insurance, paid vacations, sick leave, etc. and when I'm doing the same amount of work and have the same education as a full-time employee who is rewarded with these things, where do I draw the line? When or should I start looking for employment elsewhere? Should I really invest this much time in a job - attending all the meetings when I really can't afford to in terms of gas and distance, etc - when what I really want is full-time employment? It does not appear that there will be any full-time opportunities here, and most of the part-time librarians love it, as they are mothers with young children, retirees, or people who have another full-time job elsewhere. I do want to look good in my employer's eyes, but this policy is just not right. Maybe I should find out if a full-time job is coming up at this institution? That way, I will go to the meetings, and "suck it up" because any good boss would see that a part-time employee who makes this extra effort is serious about moving up in their career. But then again, do I really want to work full-time for an organization that has this kind of policy for it's part-timers?

Am I overreacting?

Also, I am wondering, would it be the library or the larger organization that sets this policy?

I'm not sure if you're saying that your employer doesn't cover registration costs at these meetings, or that time spent at professional development activities is not considered "work" time and you're not compensated your regular hourly wage for attending? If these opportunities are specific to the institution, I'm also confused as to how they can be a long drive away?

In any case, it's fairly common for libraries not to cover costs of professional activities for part-timers, esp. if the institution is financially strapped. If you're really looking for full-time employment and another type of library work, you might limit your professional development activities to those that will advance those goals.

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Rachel Singer Gordon / rachel@lisjobs.com
Find a library job: http://www.lisjobs.com
The Liminal Librarian: http://www.lisjobs.com/blog

In my attempt to remain as anonymous as possible, I am probably making things confusing. But, I don't want to name specific people or places, and I do not know who has access to this discussion board, if employers read it, etc. So, hopefully I can make myself pretty clear without being too specific.

I am also sharing this information, because I think there are other people in this same situation, and it brings up some very important issues regarding part-time librarians and how they are valued in the profession.

This is a more specific example that happened that I do not think is fair. I was scheduled to work from 9-12:30, with a database training starting at 12PM. My employer scheduled me to work from 9-12:30. I figured that the training would be a half hour long, and would end at 12:30, which is why I thought I was scheduled until 12:30.

However, the training didn't end until around 1:15 pm. So, I figured that I would be paid at least another half hour, since I did stay until the conclusion of the presentation. In preparing to submit my timesheet, I emailed my boss stating that the presentation didn't end until around 1PM, and just wanted to clear it with them before I would submit my hours as working from 9-1 that day. My employer emailed me back stating that I will be paid until 12:30 because I was scheduled to work until 12:30, and that they can't pay part-time librarians for professional development opportunities. (Maybe I shouldn't have said anything, and just recorded it as 9-1...)

I don't see how attending a database training for a database that the organization subscribes to can be considered "professional development," as it is something that I need to know in order to be successful at my job. It's not like I'm attending a conference.

I work at a remote branch of a very large library system, and the main branch (where all the meetings are held, and where I had my initial training) is quite a far drive away from where I am scheduled to work. That's what I meant when I mentioned that the meetings are a far drive away from where I live and work, as the branches are quite far away from one-another.

Another example: My employer just sent out a mass email stating that there will be an upcoming librarians' meeting, and after the meeting there would be a training session. The email stated that part time librarians are welcome to attend the meeting and training session, but will not be paid for attending them, but that minutes of the meeting would be provided.

However, I just got hired and am really looking to secure full-time work. So theoretically, I should (and definitely want to) be going to all these meetings. But, I am not going to go if I will not be paid, especially if they are held at the main branch which is pretty far away from me. And, especially if they are things that are central to my job but I won't be paid! I guess it's safe to assume that my employer does not expect part time librarians and will not hold it against us in terms of promotions, etc. if we don't attend the meetings?

It appears to me that this organization is confused about the definition of "professional development." I don't believe that what I'm talking about here is "professional development." Like Joan said, "What you're calling professional development sounds more like job tasks. In-house database training is not professional development as we librarians tend to think of it, but job training. If you are learning how to do your job better at work, that's work."

Bottom line, I need a paycheck. But, maybe give it a few more months, and time to start looking again?

Thanks for all the responses, and I'm sorry for the long post, but I think it does bring up some important issues that are going on in the library field. Again, sorry for lack of clarity, but I don't want to mar my reputation in any way.

Thanks.

First of all, if your job is part-time and you want full-time work, then I suggest going ahead and looking now. That doesn't sound unreasonable at all.

Next, I wouldn't stay any longer than you are scheduled. Your supervisor has been pretty straight about the hours he'll pay you for. Read the minutes at work when they are available. I know you want to attend these meetings, for your career, but right now it's not part of your job or you'd get paid to do it. In regards to promotions: if your employer won't promote you because you wouldn't work for free, then that's a pretty high expectation. Are you even sure it's possible to get promoted from part-time to full-time?

I'd encourage you to work hard, be friendly and a team-player, and use your extra time to look for a full-time position.

I fear that this policy ... if it is a policy ... is likely evidence of other "misuse of employees" issues. An alternative explanation might be that your direct supervisor simply doesn't understand the issue (though that seems doubtful).

I'd advise to hang on and get out when you can.