Chicago Park Disrict Human Resources Policy and Procedures ...

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H. Where appropriate, the Law Department and the Office Legal Investigation will be asked to participate in the investigation process. I. The Human Resource Manager should contact Law enforcement authorities whenever a possible violation of criminal law is discovered during an investigation. J. A written investigation report, with recommendation for remedial and/or disciplinary actions, shall be made by the appropriate Human Resources Manager and forwarded to the Director of Human Resources or designee. The Human Resource Manager shall report any action taken as a result of the report to the Director of Human Resources or designee. II. Employee Assistance A. Employees, including managers and supervisors, should assist persons injured as a result of workplace violence, including summoning Emergency Medical Services (EMS) personnel, staying with the injured person(s) until EMS personnel arrive and assisting Park District officials in reaching the emergency contact(s) of any injured person(s). B. Employees who suffer post-incident distress as a result of an incident of workplace violence should be referred to the Employee Assistance Program for evaluation and referral. III. Confidentiality and Protection from Retaliation A. Consistent with the necessity of prevention and investigation of violence in the workplace, personal information obtained in the course of an investigation under this Policy shall be considered confidential and not subject to public disclosure except as may be necessary as part of the disciplinary process or as otherwise provided by law. B. Retaliation against a person for having made a good faith complaint or report of violence in the workplace, or participating in or aiding in an investigation of violence in the workplace under this Policy, is prohibited. Any person who believes that he has been subject to such retaliation should bring it to the attention of the Director of Human Resources or designee. 62
Section Two Uniform Hiring Guidelines Hiring Process Flow Chart General Employment Rules and Policies Drug and Fingerprinting Processes Exit Process Flow Chart 63
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 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: I. Duties of Personnel A. Each Regi
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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