Kids Section at the Leesville Branch

The Vernon Parish Public Library dedicates itself to being an integral part of our evolving community by providing residents of all ages the means to continue to learn through their lives; helping them learn to find, evaluate and use information effectively; assisting them to develop skills they need to be successful in school and at work; and providing materials and services to address their interest in current topics that stimulate their thinking, satisfy their curiosity, and provide leisure time enjoyment.

Library Board, April, 2004

Library Policies

Library Cards

Adult Vernon Parish Library Card
To attain a Vernon Parish Library card a patron must provide a photo ID and meet one
of the following criteria below. Listed is the criteria and examples of proof a
patron may provide:

Live in Vernon Parish
     o   Current Driver’s License (updated 11.16.2023)
     o   Utility Bill (digital or hard copy) within the past 90 days.
     o   Mail postmarked and dated within the past six months.
     o   Property tax receipt bill

Go to school in Vernon Parish
     o   School Enrollment Document          

Own property in Vernon Parish
     o   Deed
     o   Homeowners insurance documentation
     o   Property tax receipt bill

Work in Vernon Parish
     o   Official letter from employer
     o   Pay-stub from employer

The first library card is free.

We also offer a Libraries Southwest card which is good at the following libraries:

Allen Parish Library*
Armand J. Brinkhaus Community Library*
Beauregard Parish Library*
Calcasieu Parish Library*
Calcasieu Parish School Library
Cameron Parish Library*
Evangeline Parish Library*
Frazar Memorial Library
Jefferson Davis Parish Library*
Rapides Parish Library
SOWELA Technical/Community College
Vernon Parish Library*

* indicates Member, LSW Overdrive Consortium

If you request a Libraries Southwest card, you cannot have a Vernon Parish card, as the Libraries Southwest card takes its place.

Materials and Services

Materials:

  • DVD movies
  • Magazines
  • Audiobooks
  • Legal collection
  • Telephone directories
  • Federal & State Depository Library
  • Music CD’s
  • CD-ROMs
  • Video games

Services: 

  • Internet Access
  • Interlibrary Loan
  • Genealogy
  • Telephone Reference
  • 1-800 toll-free telephone number
  • Archives
  • Wireless Internet Access
  • Mobile Computer Lab for use in the meeting room by a group.
  • FAX & Photocopier services (COLOR COPIER AVAILABLE) Color copier has a thumb drive port to download photos for copying
  • KIC Scanner. Scan documents free and save to a thumb drive or e-mail them to yourself or someone else
  • Special Programs
  • Meeting Room (seats 100)
  • Mobile Branch (travels about 900 miles a month)
  • 2 study rooms

Online Resources and Streaming Services:

  • Freegal (download free music to keep)
  • Hoopla Digital (download videos, television shows, and audiobooks free
  • OverDrive downloadable e-books, audio-books
  • Databases (some can be accessed from home or office)

Access Other Local Libraries:

  • Your Libraries Southwest Library Card is good at Beauregard, Allen, Calcasieu, Jeff Davis, Rapides & Cameron Parish Libraries.

For Kids

  • Summer Reading Program
  • Story Hours
  • SMART Table in Children’s Wing for preK-3rd grade with interactive activities.
  • Book/CDs for children
  • TumbleBooks Online for Children

Special Collections

Accessibility Resources: 

  • Handicapped accessible equipment for the visually impaired
  • Large Print books
  • Books by Mail for shut-ins
  • Mobile Branch (travels about 900 miles a month)

Fine Schedule

  • Print items (books, magazines, vertical file items) 25 cents per day
  • Audio-Visual items (DVDs, CD music, Audio-Books, CD-ROMs 50 cents per day
  • Games (on disc) $1.00 per day
  • ILL (Interlibrary Loan Materials) $1.00 per day
  • LaunchPads $10.00 per day
  • Fishing Poles $10.00 per day

This amount is for each item per day overdue.

Interlibrary Loan

Patron Initiated Inter-Library Loan Instructions for library card holders

Searching and placing requests

1. Login with your username and password.

(if you do not have or do not remember your username and password, ask to have it set up at the main branch of Vernon Parish Library.)
(Due to Library policy, your user name will always be First Initial+Middle Initial [if given]+Full Last Name. [ex. John Phillip Smith would be JPSmith], and the password defaults to your Library Card Number)

2. At the Patron Screen, you are given three search choices:

Keyword Search – searches for any item with any of the words in the text bar.
Browse – searches for any items matching all of the words in the order they are placed in the text bar.
Advanced Search – allows you to search for multiple keywords and words to ignore.

3. Select one, fill in the box, select the search location, then click the “Search” button.

4. Click on the title that matches what you are looking for. This will bring you to the item information page.
If there are multiple versions of the same title [ie. Large Print or Audio], it will bring up a second list. Simply find the appropriate item and click again.

5. If you want to place a request for this item, click the “Request this item” button on the far right of the item information page.

6. This will take you to the confirmation page, where you may place any special instructions for the request and click the “Submit” button to send the request to the Library for approval.

Request Tracking

1. You can check the status of a request or edit your personal settings by clicking on the “Patron Menu” button on the main page.

2. To check the status of a request, click the “ILL Request Tracking” button, and click the “Submit” button. It should automatically fill in your name and password. This will take you to a page listing all requests you have made and their current status.
(If your e-mail address is entered in the “My Account” page, you will receive an e-mail automatically when the status of a request changes.)

There is a limit of 10 active requests at a time. Any excess requests will be placed on standby until earlier requests are completed.

Vernon Parish Library
WWW.VERNON.LIB.LA.US
E-Mail: W1VR@PELICAN.STATE.LIB.LA.US
Phone #: 337-239-2027

Sexual Predator Policy

Sex Offender Regulation/Policy

In accordance with its responsibility to set policy for the Vernon Parish Library, the Library Board of Control has adopted on this 31st day of October, 2012, the following policy for the purpose of:

  1. Compliance with the statutory mandates set forth in La. R.S. 14:91.2
  2. Protecting children from contact with persons who have been convicted of sex offenses where the victim was under 13 years of age.

Regulation:

  1. Effective January 1, 2013, persons who have been convicted of sex offenses where the victim was under the age of 13 (referred to as “sex offenders” for purposes of this policy/regulation) are restricted as follows:
    1. Sex Offenders are allowed to use the main branch (Leesville) library of the Vernon Parish Library. At these libraries, their access is restricted as follows:
      1. Children’s Areas – No sex offender shall be physically present in any area of the library designated as a “children’s area” or “young readers’ area.
      2. Peak Children’s Hours – No sex offender shall be physically present on public library property during published Children’s programming.
      3. A schedule will be posted online and at the entrance (bulletin board in the lobby) of the library facility.
  2. Libraries On/Within School Property, public parks and recreation facilities, day care centers – According to R.S. 14:91.2C, sex offenders are not allowed on or within 1,000 feet of school property without the permission of school authorities or recreation facilities without the permission of recreation authorities. The following libraries are on or within 1,000 feet of school property or recreational facility/public park:
      1. Dunbar Branch Library 1003 N. Gladys Street Leesville, LA 71446
      2. Pitkin Branch Library 7277 Hwy. 463 Pitkin, La. 70656 Sex offenders will only be allowed access to these libraries if they first obtain permission to be on school property. If they obtain this permission, the same restrictions as in section A of the policy apply.
  3. Alternative channels of access to public library resources include:
    1. Access to the other branches as outlined above, and
    2. Allowing a surrogate to check out library materials from these branches on the sex offender’s library card.
  4. Loitering within 1,000 feet – No sex offender shall loiter within 1,000 feet of public library property.
  5. Employment – No sex offender shall apply for, work for, or otherwise provide services to a library facility as an employee, contractor, sub-contractor, or volunteer.

Exceptions to these restrictions are:

  1. Police station/courthouse/polling station – There shall be no violation of this regulation if the sex offender is reporting to a police station, courthouse, or polling station that is within the restricted area.
  2. With special permission – There shall be no violation of this regulation if the sex offender has requested and has been granted written permission to be physically present on public library property from the Library Director or his designee, and the sex offender complies with any special restrictions contained within said written permission. Said written permission must be presented to library representative on duty at time of entering library building.

The Library Director shall be responsible for developing and implementing administrative and management procedures in furtherance of the policies stated herein.

  1. Configuration – To the extent possible, each library branch shall be arranged in a manner to ensure that areas devoted to children and young readers may be easily supervised by library staff, and such areas are segregated from other library resources and facilities.
  2. Notice – Implement procedures to ensure adequate public notice of each library branch’s times and dates of peak children’s hours and children’s programming. Adequate notice may include posting such information in a prominent location near the library’s entrance and on the library’s website.
  3. Surrogate – Implement procedures to allow sex offenders to authorize a surrogate to check out library materials using the sex offender’s library card. Procedures to obtain a library card via a surrogate may be granted by the Library Director.
  4. Enforcement – Implement procedures to update policies, where necessary, and enforce policies regarding unattended children.

The Library Director and members of the public are invited to make recommendations to the Library Board to improve this regulation or suggest state legislative changes that will allow public libraries to more effectively achieve the public purposes set forth herein. Those recommendations, along with any supporting documentation, should be submitted annually to the Library Board by or before Oct. 1 of said year. Such correspondence shall be sent: Attention: Library Director.

Authority Note
Act 693 of the 2012 Regular Session of the Louisiana Legislature amended and re-enacted R.S. 14.91.2. The effective date of the Act is January 1, 2013.

Sexual Harassment Policy

Sexual Harassment Policy

I. Statement of Policy

Employees of the Vernon Parish Library have an expectation and right to be treated with respect and dignity, and to work in a professional environment free of sexual harassment. To accomplish this, the Library prohibits and will not tolerate sexual harassment of any behavior of a sexual nature that intimidates, exploits, insults, demeans, disrespects or embarrasses any employee.

Prevention and elimination of sexually inappropriate behavior requires the personal involvement and commitment of every Library employee. Through this policy and related training requirements, the Library encourages employees who experience, observe or are informed of such behavior to promptly initiate the reporting process set forth in this policy. Employees may be assured that the Library will objectively and thoroughly investigate reports, implement preventive measures to protect against recurrence; impose corrective action to address substantiated violations; and protect complainants and employees involved in the investigative process from any form of harassment, reprisal, or retaliation.

II. Purpose

Through this policy and the mandatory training required for all employees, the Library seeks to:

  • Unequivocally state intolerance for sexually inappropriate behavior
  • Identify the broad scope of such prohibited behavior
  • Establish an effective, uniform reporting process
  • Establish an effective, uniform investigative process
  • Trigger prompt action to protect against recurrence of the prohibited behavior
  • Ensure resolution that imposes appropriate corrective action
  • Protect complainants and employees involved in the investigative process from harassment, reprisal, or retaliation
  • Respect confidentiality and the privacy rights of employees

This policy establishes a procedure to administratively report and address complaints of sexually inappropriate behavior. It is not in any way intended to replace or supersede the statutory or regulatory rights regarding sexual harassment available to employees under federal and state law, including Title VII of the Civil Rights Act (42 U.S.C. 2000e et seq.) And the La. Employment Discrimination Law (La. R.S. 23:301 et seq.). Specific timelines and requisites of law apply to filing a complaint with the qual Employment Opportunity Commission (EEOC) or the La. Commission on Human Rights (LCHR).

III. Applicability

  1. This policy applies to all Vernon Parish employees regardless of position, status, or authority.
  2. This policy applies not only to the customary workplace and work locations where employees may be assigned, but also prohibits such behavior while traveling to a work location, at conferences, workshops, training meetings, business trips, and business-related social events. Additionally, the behavior prohibited by this policy applies to off-duty, off-premises behavior that impacts the workplace.

IV. Employee Relations Designee

Sexual harassment complaints will be handled within the Library by the Director or designee. The Director is available to discuss the content of this policy, answer questions related to the reporting process, receive complaints, and coordinate the investigative process.

V. Training

To support this policy, the Library requires all employees to successfully complete training on his policy upon hiring and on a continuing basis thereafter.

Supervisors and any persons designated by the agency to accept or investigate a sexual harassment complaint are required to complete the training for supervisors on an annual basis.

VI. Prohibited Conduct

    1. Unwelcome sexual advances, requests for sexual favors and other verbal, physical or inappropriate conduct of a sexual nature constitute sexual harassment when the conduct explicitly or implicitly affects an employee’s employment, unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment. Sexual harassment shall not be tolerated.
    2. Prohibited conduct relative to sexual harassment includes but is not limited to the following:
      1. Unwelcome physical contact, including touching on any part of the body, kissing, hugging or standing close enough to make another person uncomfortable;
      2. Requests for sexual favors either directly or indirectly (for example, requiring a subordinate employee to go out to lunch or to have a drink may be perceived as a request for sexual favors under some circumstances, especially if the conduct has no business purpose);
      3. Requiring sexual favors as a condition of employment, obtaining a raise, obtaining new duties, a better office or any type of advancement in the workplace;
      4. Threatening dismissal or unfairly evaluating performance in retaliation for rejection of sexual advances;
      5. Sexual flirtations, advances or propositions;
      6. Graphic comments about an individual’s body;
      7. Sexually degrading words to describe an individual;
      8. The display in the workplace of sexually suggestive objects, pictures, or writings; or,
      9. Other harassment that could rise to the level of sexual harassment.

VII. Reporting procedure

  1. An employee experiencing unwelcome behavior may choose to tell the offender to cease the behavior. Doing so may be sufficient to prevent recurrence. If the behavior continues, the concern should be reported promptly.
  2. In order that complaints may be investigated timely and effectively, employees are strongly encouraged to report sexual harassment as soon as possible. Immediate reporting is ideal.
  3. The initial report need only convey the occurrence of words or actions that are offensive and need not provide details. This report may be verbal, with a follow-up in writing. A specific form is not required.
  4. The report should be made to the Library Director.

VIII. Investigation of complaints

  1. The Library Director will assess the information provide. The investigation will be conducted expeditiously, professionally, and with due regard for the rights of all involved. To the extend allowed by law, the investigation will be conducted in a confidential manner. To preserve the integrity of the investigative process, employees will be instructed that the complaint and all information provided during the interview are to remain confidential. Employees are prohibited from obstructing or interfering with the investigation, which includes questioning or confronting any employee participating in the investigation.
  2. The investigation will begin with an interview with the complainant who will be required to provide details to facilitate the investigation process, such as the behavior complained of, the date, time, and location, and any writings, records, logs, recordings, pictures, or other documentation supporting the complaint. Other employees possessing relevant information may also be interviewed.
  3. Participant responsibilities: All employees called upon to participate in the investigation are required to fully cooperate and provide truthful responses. Employees do not have the option of remaining silent or declining to get involved. Those questioned may be required to prepared a written statement. Employees are hereby informed that polygraph examinations may be employed as an investigative tool.
  4. Report and recommendations: Upon completion of the investigation, the Director will determine whether the complaint of sexual harassment is substantiated or unsubstantiated and provide recommendation for resolution.
  5. Management decision: Complainants may be assured that any employee found, after investigation, to have engaged in sexual harassment or other inappropriate behavior of a sexual nature will be subject to corrective action. Corrective actions may include counseling, reprimand, suspension, reduction in pay, or dismissal.

IX. Complaint resolution

Upon conclusion of the investigation, the complainant and accused will be apprised of whether the complaint was substantiated or unsubstantiated. Management’s decision is final and concludes the internal administrative investigative process. Regardless of the outcome, the complainant has the option of pursuing a claim under state or federal law. Initiation of such a claim is not dependent upon the outcome nor completion of the Library’s administrative investigation.

To initiate a claim under federal or state law, employees are referred to the Equal Employment Opportunity Commission and the Louisiana Commission on Human Rights:

EEOC District Office
Hale Boggs Federal Building
500 Poydras St., Suite 809
New Orleans, LA 70130
800-669-4000
https://www.eeoc.gov/field-office/neworleans/location

LCHR
1001 N. 23rd St., Suite 268
P.O. Box 994094
Baton Rouge, LA 70804
225-342-6969
https://gov.louisiana.gov/page/lchr

X. Retaliation Strictly Prohibited

The Library has a policy to protect its employees from harassment, reprisal, or retaliation. This protection extends to any employee making a good faith complaint of sexually inappropriate behavior, as well as those employees providing information or participating in the investigative process. Employees can be assured that if a complaint is made and an investigation reveals that harassment, retaliation or reprisal has occurred, disciplinary action may be imposed on the offender, up to and including dismissal.

XI. Responsibility

It is the responsibility of all employees to ensure compliance with this policy. Complaints must be truthful and made in good faith. Cooperative participation and candor in the investigative process are mandatory.

XII. Violations

The Library will aggressively address violations of this policy. After investigation and satisfaction of due process requirements, corrective action, including disciplinary action up to and including termination, may be imposed for the actions, including but not limited to:

  • Failure to comply with mandatory training requirements
  • Failure by a supervisor or manager to timely transmit a reported complaint of sexually inappropriate behavior
  • Failure to participate or cooperate in the investigative process
  • Providing false or withholding information during questioning
  • Filing a false, malicious, or frivolous complaint
  • Harassment, reprisal, or retaliation towards a complainant or anyone involved in the investigative process

Juvenile Cards

R.S. 25:225

“An Act to enact R.S. 25:225, relative to libraries; to provide relative to the adoption of certain library policies; to provide relative to a minor’s access to sexually explicit materials; to provide for immunity; to provide relative to payments of certain expenses by governing authorities and consideration of certain applications by the State Bond Commission; to provide for definitions, terms, conditions, and procedures; and to provide for related matters.”

On January 01, 2024, all issued Juvenile cards will be assumed Juvenile without restrictions. At any time a parent/guardian can decide to get a restricted card for their child. A notice of the new R.S. 25:225 Act will be posted for public viewing.

To abide by the R.S. 25:225 Act the Vernon Parish Library have updated the card registration form, will now offer a new card for Juveniles with restrictions, and implement a request for reconsideration form for any library material.

The Vernon Parish Library will now offer a Vernon Parish Juvenile Card with restrictions, which (like all other juvenile cards) must be linked to a parent/guardian. These restrictions will only allow the patron to checkout non adult content material in-house, as well as allow them limited online access.

All the cards being issued as a Juvenile with Restrictions Card registration forms will be stamped with the word “restricted.

If material comes into question by a patron whether it is suitable to be in the juvenile collection the Vernon Parish Library has implemented a request for reconsideration process. This process includes but is not limited to: the patron filling out a Request for Reconsideration form with their contact information and title/s of the material in question to be presented to the library board of control whether the library material meets the definition of sexually explicit material by majority vote in an open meeting. There will be a determination approving or denying the request for reconsideration, as well as the patron being promptly notified of the results.