Chicago Park Disrict Human Resources Policy and Procedures ...

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I. STATEMENT OF POLICY A. The Chicago Park District is committed to providing a workplace in which all individuals are treated with respect and dignity. Each employee has the right to work in an environment free of discrimination, including sexual harassment. No person should be required to endure sexual harassment by supervisors or coworkers or work in a hostile environment as a condition of employment. Furthermore, this Policy applies to all phases of employment, including but not limited to recruitment, testing, hiring, upgrading, promotion or demotion, transfer, layoff, termination, rates of pay, benefits, and selection for training. The Chicago Park District also is committed to preventing sexual harassment of persons receiving Park District services. B. It is the Policy of the Chicago Park District to prohibit sexual harassment in the workplace. Sexual harassment is a violation of the law and will not be tolerated. Employees found to be in violation of this Policy will be subject to discipline, up to and including discharge. C. This Policy is intended to create guidelines and procedures for responding to complaints of sexual harassment and for disciplining those employees found to have violated this Policy. Nothing in this Policy is intended to nor shall be construed to create a private right of action against the Chicago Park District or any of its employees. Furthermore, no part of this Policy shall be construed to create contractual or other rights or expectations. Furthermore, nothing herein is intended to affect the right of any person to make a charge of discrimination at the Chicago Commission on Human Relations or 2 any state or federal agency with jurisdiction over such claims, raise a grievance under a collective bargaining agreement, or consult a private attorney. D. A determination that sexual harassment or retaliation has occurred in violation of this Policy is not a determination of sexual harassment or retaliation under federal, state, or local law. The Park District’s Policy against sexual harassment is preventative as well as corrective. Conduct that may not constitute unlawful sexual harassment may nevertheless violate this Policy and result in disciplinary action, up to and including discharge. 48
II. CONDUCT PROHIBITED A. As used in this Policy, sexual harassment includes any unwelcome sexual advance or request for sexual favors or conduct of a sexual nature when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or receipt of Park District services; or when submission to or rejection of such conduct by an individual is used as the basis of any employment or service decision affecting the individual; or when such conduct has the purpose or effect of substantially interfering with the work performance of an employee or creating an intimidating, hostile or offensive work environment. There is a broad range of conduct which can, in certain circumstances, be considered sexual harassment under this Policy. This includes, but is not limited to, sexually suggestive or offensive remarks or rumors, sexually suggestive pictures or graffiti, sexually suggestive gesturing, verbal harassment or abuse of a sexual nature, the displaying of sexual objects, subtle or direct propositions for sexual favors, stalking, sexual assault, touching, patting, or pinching, and sending sexually suggestive e-mail messages or accessing sexually suggestive sites on the Internet. Sexual harassment may be directed against a particular person or persons, or a group. Sexual harassment also can result from words or conduct by Park District employees toward members of the public served by the Park District. B. Voluntary social relationships are not prohibited by this Policy. Because the existence of a romantic relationship between supervisors and subordinates, however, has the inherent danger of coercion, or at least has the appearance of impropriety, any 3 supervisor who has such a relationship with another Park District employee over whom he or she has any supervisory authority must report this fact to his or her supervisor, or may be subject to discipline. C. Any supervisor who is aware of or reasonably should be aware of sexually harassing conduct, whether or not anyone complains about such harassment, but fails to report that conduct, may be subject to discipline. Reports should be made to the Human Resources Manager of the relevant region or to the Deputy Director of Human Resources for the Chicago Park District. D. Retaliation against any person for having made a good faith complaint or report of sexual harassment, or participating or aiding in an investigation of sexual harassment, is strictly prohibited. Any person who believes that he or she has been subjected to retaliation should bring the retaliatory conduct to the attention of the Chicago Park District’s Deputy Director of Human Resources or designee. Retaliation will be considered a serious act of misconduct that is subject to appropriate discipline, up to and including discharge. 49
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 and 28: f. An employee shall not willfully
Page 29 and 30: advance, request for sexual favor,
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: 47 Sexual Harassment Policy and Pro
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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