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HomeMy WebLinkAboutRES 2009-13 - Board Resolution No. 2009 = 13 Ivi ADOPTING AMENDMENTS TO THE DISTRICT CODE TITLE 4, PERSONNEL WHEREAS, the Board of Directors of the Truckee Donner Public Utility District wishes to amend the District Code Title 4, Personnel; and WHEREAS, the District Code provides rules and regulations intended to convey a comprehensive description of the manner in which the District operates, and serves its customers and employees; and WHEREAS, periodically, the District Code should be reviewed and updated to conform to District Board directives, new applicable laws and regulations and improvements; and WHEREAS, the revised version of Title 4 will update the District's personnel policies and will replace all preceding resolutions in Title 4. ~~ NOW THEREFORE, BE IT RESOLVED, that the Board of Directors does hereby adopt the amended District Code, Title 4 Personnel, Section 4.2.2, Harassment ,Discrimination and Retaliation, Exhibit "A". PASSED AND ADOPTED by the Board of Directors of the Truckee Donner Public Utility District in a meeting duly called and held within said District on the sixth day of May 2009 by the following roll call vote: AYES: Directors Aguera, Bender, Hemig, Hillstrom and Sutton ABSTAIN: None NOES: None ABSENT: None TRUCKEE DONNER PUBLIC UTILITY DISTRICT By n Hemig, President ATTEST: Michael D. Holley, Clerk of the Board Attachment 1 4.2.2 Harassment, Discrimination and Retaliation The District wishes to provide a business environment that is free of unlawful discrimination and harassment and has zero tolerance for this type of behavior. Individuals who engage in such behavior will be subject to disciplinary action up to and including termination. Therefore, this op lic rLis established by which persons who believe they have been subjected to discrimination or harassing behavior may have their concerns reviewed, addressed and corrected as appropriate. Discrimination prohibited: It is the express policy of the District to conduct its business such that no employee, applicant for employment, customer, supplier, contractor or any other person who does business with the District or interacts with the District in any manner is subjected to discrimination on any legally protected basis. Harassment defined: Harassment is a form of misconduct which undermines the integrity of the employment relationship or the relationship with the public. Harassment is behavior which is unwelcome, which is offensive to a reasonable person, or lowers morale or interferes with work. Sexual harassment defined: Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: • Submission to the conduct is made either explicitly or implicitly a condition of employment; • Submission to or rejection of the conduct by an individual is used as the basis for an employment decision affecting such individual; • Such conduct has the purpose or effect of substantially interfering with the individual's work performance or creates an intimidating, hostile or offensive work environment. Other forms of prohibited harassment: Harassment because of any of the Protected Bases is expressly prohibited. Harassment includes any verbal, written, or physical act in which any of the Protected Bases is referred to or implied in a manner that would make another person uncomfortable in the work environment or that would interfere with another person's ability to perform his or her job. Examples of harassment include inappropriate comments or jokes; the display or use of offensive objects or pictures; use of offensive language; or any other inappropriate behavior which has the purpose or effect of discriminating on any of the Protected Bases. How to report instances of harassment or retaliation: The District cannot resolve matters that are not brought to its attention. Any employee, regardless of position, who has a complaint of or who believes he or she has witnessed harassment, discrimination or Attachment 1 retaliation at work by anyone, including supervisors, managers, employees or even non- employees, has a responsibility to immediately bring the matter to the District's attention. If the complaint or observation involves someone in the employee's direct line of command, or if the employee is uncomfortable discussing the matter with his or her direct supervisor, the employee is urged to go to the General Manager or the Human Resources Administrator. How the District will investigate complaints: The District will thoroughly and promptly investigate all concerns or complaints under this policy. If an investigation confirms that misconduct has occurred, the District will take corrective action as appropriate, up to and including immediate termination of employment. Complaints under this policy will be kept as confidential as possible. Information will be released only on a "need to know" basis, and no employee will be subject to retaliation by the District because he or she has made a report or complaint under this policy. No retaliation: It is strictly against District policy to retaliate against anyone who reports or assists in making a complaint of prohibited harassment, or who participates in the investigative process under this policy. Prohibited retaliation may include, but is not limited to, withholding pay increases, negative evaluations, onerous work assignments, withdrawing friendly courtesies, demotion, discipline, or dismissal. The District does not tolerate retaliation, and violation of t 's-Rolicy will result in discipline up to and including termination. Anyone who feels tha h r she has been subjected to retaliation should bring this to the General Manager's a ention.