Chicago Park Disrict Human Resources Policy and Procedures ...

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III. PROCEDURES: ALLEGATIONS OF SEXUAL HARASSMENT IN PARK DISTRICT EMPLOYMENT A. The following persons acting alone or joining together may make a verbal or written complaint of sexual harassment under this Policy: 1. any employee or applicant for employment with the Chicago Park District who believes he or she is the subject of sexual harassment; 2. any person who has knowledge of a sexually harassing or offensive work environment, or other sexual harassment within Park District employment; and 3. any employee or applicant for employment with the Chicago Park District who believes he or she has been retaliated against for making a good faith complaint or report of sexual harassment, or participating or aiding in an investigation of sexual harassment. B. Complaints of sexual harassment shall be made within one year of the sexual harassment. Employees are encouraged to bring their complaints as soon as possible to help ensure an effective investigation and prompt correction of the conduct. Complaints may be made to any of the following persons: 1. any Human Resources Manager for the Chicago Park District, or 2. the Deputy Director of Human Resources. C. Any person described in section B(1) above who receives a complaint must refer it in writing to the Deputy Director of Human Resources no later than the end of the third business day following receipt of the complaint. Failure to refer such complaints can be the basis for disciplinary action. The referral should be in writing, and may be typed or handwritten. A referral shall contain the name, region (if applicable), and phone number of the employee or person making the allegations; the name, region, and phone number of the person referring the matter; and the date the complaint was made. Additional information voluntarily provided by the person making the allegations should be included, but no additional information need be solicited. Persons described in A (1), (2), (3), and B(1) above are also encouraged to contact the Deputy Director of Human Resources by telephone, but a written referral should still be forwarded. 50
51 D. Within ten (10) days after receipt of the referral, or as soon as practicable, the Human Resources Manager or the Deputy Director of Human Resources will meet with the complaining party and explain the options available for proceeding, as described in Options A, B, and C below.
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 and 48: 47 Sexual Harassment Policy and Pro
Page 49: II. CONDUCT PROHIBITED A. As used i
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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