Chicago Park Disrict Human Resources Policy and Procedures ...

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OPTION B - INVESTIGATION OF A COMPLAINT 1. An investigation will be initiated when the Deputy Director of Human Resources or designee believes that this option is the best way to proceed or when other methods of resolution (mediation and/or intervention) have not been successful. The person who complained of a possible violation of this Policy may, if he or she desired to be informed of the outcome of the investigation, sign a written complaint. The Deputy Director of Human Resources or designee will inform the Complainant that if the complaint is sustained, and the Park District seeks to discipline the person against whom the complaint was made, the Complainant may be called to testify at subsequent disciplinary proceedings. 2. The Deputy Director of Human Resources or designee shall conduct the investigation. At the conclusion of the investigation, the Deputy Director of Human Resources or designee will prepare and issue a Summary Report containing a recommended finding and a synopsis of the evidence. In instances where the Deputy Director of Human Resources or designee finds that misconduct has occurred, the Deputy Director of Human Resources or designee shall designate which section(s) of the Rules of the Personnel Board have been violated. The respondent shall receive notification of the outcome of the investigation. When a complaint has been signed, the Complainant shall receive notification of the outcome of the investigation. 3. The Summary Report and recommended disciplinary action will be sent to the relevant department head and the Director of Human Resources. In sustained cases (where a violation of the Policy has been found), the Summary Report and recommended disciplinary action also shall be forwarded to the Office of the General Counsel. In sustained cases, the complete investigative file will be made available to the relevant department head and to the Office of the General Counsel. 4. Every 30 days, the Deputy Director of Human Resources or designee will follow up to determine the status of the recommendation. 5. Following issuance of a sustained Summary Report, the Deputy Director of Human Resources or designee will make reasonable attempts to contact the complainant after six (6) weeks and after six (6) months to determine whether the alleged harassment has recurred. If there has been a recurrence, the Deputy Director of Human Resources or designee will determine the most appropriate course of action to address that recurrence. Nothing herein precludes an employee from making a new complaint under this Policy. 54
OPTION C - INTERVENTION The Deputy Director of Human Resources or designee may attempt to resolve the complaint by intervention. Intervention may include but is not limited to: counseling parties, meeting with the parties and other persons deemed beneficial to resolution of the complaint, and/or training. If the allegations are not resolved, mediation and/or investigation may be appropriate. The Deputy Director of Human Resources or designee shall keep appropriate records of intervention actions. IV: PROCEDURES: ALLEGATIONS OF SEXUAL HARASSMENT BROUGHT BY MEMBERS OF THE PUBLIC A. Any member of the public who believes he or she has been subjected to sexual harassment by a Park District employee acting in the scope of his or her employment and in relation to the provision of Park District services may make a complaint with the Chicago Park District’s Office of Legal Investigations. B. The Office of Legal Investigations shall investigate such complaints pursuant to the usual procedures of that office. C. The procedures described in Section III above shall not apply to complaints under this section. 55
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 and 50: II. CONDUCT PROHIBITED A. As used i
Page 51 and 52: 51 D. Within ten (10) days after re
Page 53: 3. Mediation process Before beginni
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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