Chicago Park Disrict Human Resources Policy and Procedures ...

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. An employee shall obtain the permission of his/her department head (which permission shall not be unreasonably withheld) and shall complete the prescribed Park District form for reporting additional employment before engaging in a business, profession, trade, or occupation while employed by the Chicago Park District or before changing his/her schedule or the number of hours worked at the other business, profession, trade, or occupation. As a condition precedent to any employee of the Park District engaging in a business, profession, trade or occupation while employed by the Chicago Park District, every such employee shall accurately report the nature and extent of such business, profession, trade or occupation upon these prescribed forms. Similarly, an employee shall accurately report any change of schedule or change in the number of hours worked at that business, profession, trade, or occupation as a condition precedent to changing the schedule or the number of hours worked. 5. Discrimination. a. An employee shall not directly or indirectly sexually harass any other employee. Sexual harassment means unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. It shall be presumed that any sexual 28
advance, request for sexual favor, or other verbal or physical conduct of a sexual nature by a supervisor to a subordinate does have the purpose and effect of creating an intimidating, hostile, or offensive working environment. b. An employee shall not discriminate with regard to employment decisions or access to or use of Park District facilities on the basis of race, color, religion, sex, national origin, ancestry, age, marital status, physical or mental disability, unfavorable discharge from military service, parental status, or sexual orientation or otherwise violating the Human Rights Ordinance. c. An employee shall not retaliate against another employee for making a good faith complaint of discrimination or sexual harassment. 6. Discipline. a. An employee shall be truthful in any disciplinary charges he/she alleges or brings against any other employee and shall avoid bringing or threatening to bring false disciplinary charges. b. A supervisory employee shall take sufficient disciplinary action against an employee who has violated this Code of Conduct or otherwise committed misconduct requiring discipline. The failure to do so will result in disciplinary action against the supervisory employee. c. An employee shall be truthful in any testimony or other statements made during a disciplinary hearing, a pre-suspension meeting, or any other proceeding at any point in the disciplinary process. 29
Page 1 and 2: 1 Chicago Park District Department
Page 3 and 4: Section One Rules of the Personnel
Page 5 and 6: e. "Employee" means a person in the
Page 7 and 8: Section 4. Creation of New Grades f
Page 9 and 10: minimum qualifications of the posit
Page 11 and 12: she was appointed. During the perio
Page 13 and 14: highest on the seniority and reempl
Page 15 and 16: effective date of the layoff. A cop
Page 17 and 18: another position in the same grade,
Page 19 and 20: (3) Suspension or Discharge. In ord
Page 21 and 22: (a) order that the employee remain
Page 23 and 24: c. An employee shall obey the order
Page 25 and 26: 2. Alcohol & Drugs. a. An employee
Page 27: f. An employee shall not willfully
Page 31 and 32: d. An employee shall comply with th
Page 33 and 34: d. An employee shall report to the
Page 35 and 36: the employee's qualification to ser
Page 37 and 38: (22) unauthorized use, removal or d
Page 39 and 40: (13) failure to report mechanical d
Page 41 and 42: Board's review. Notwithstanding all
Page 43 and 44: (ii) (iii) refuse to cooperate with
Page 45 and 46: ( i 1 ) No laboratory report or tes
Page 47 and 48: 47 Sexual Harassment Policy and Pro
Page 49 and 50: II. CONDUCT PROHIBITED A. As used i
Page 51 and 52: 51 D. Within ten (10) days after re
Page 53 and 54: 3. Mediation process Before beginni
Page 55 and 56: OPTION C - INTERVENTION The Deputy
Page 57 and 58: 57 Violence in the Workplace Policy
Page 59 and 60: handled appropriately and informati
Page 61 and 62: I. Duties of Personnel A. Each Regi
Page 63 and 64: Section Two Uniform Hiring Guidelin
Page 65 and 66: QUALIFYING SCREEENING CRITERIA Qual
Page 67 and 68: Addendum TYPES OF SCREENING METHODS
Page 69 and 70: These conditions should not be inte
Page 71 and 72: HIRE FLOW CHART Department Head com
Page 73 and 74: Resources Department. All applicati
Page 75 and 76: UNPAID LEAVES: Prior to any employe
Page 77 and 78: Chicago Park District Department of
Page 79 and 80:
Human Resource Separation of Employ
Page 81 and 82:
Section Three Employee Benefits Sum
Page 83 and 84:
Short-Term Disability Employees off
Page 85 and 86:
Deferred Compensation (Continued) A
Page 87 and 88:
CHICAGO PARK DISTRICT DOMESTIC PART
Page 89 and 90:
CHICAGO PARK DISTRICT DOMESTIC PART
Page 91 and 92:
Section Four Human Resources Guidel
Page 93 and 94:
OUR MISSION The mission of the Chic
Page 95 and 96:
SMOKING POLICY Smoking is prohibite
Page 97 and 98:
HOLIDAYS (H) There are twelve (12)
Page 99 and 100:
SAFETY RULES AND GUIDELINES GENERAL
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