Chicago Park Disrict Human Resources Policy and Procedures ...

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SEXUAL HARASSMENT It is the policy of the Chicago Park District to provide a work environment that is free from harassment of any kind. The Chicago Park District does not tolerate any form of sexual harassment. A detailed policy statement along with an acknowledgement receipt foiiii is presented to each employee upon the start of employment. If you did not receive the detailed Sexual Harassment policy contact your Human Resource Manager. If you believe that you are being sexually harassed, contact your Human Resource Manager immediately or the Department of Human Resources, Office of the Deputy Director at 312-742-5220. All complaints of sexual harassment will be handled quickly and within the strictest confidence. Retaliatory action against any complainant will not be tolerated. ALCOHOL AND DRUG POLICY — (FITNESS FOR DUTY) Employees are prohibited from using, possessing, selling, transferring, or being under the influence of alcohol and/or illegal drugs while on duty or otherwise representing the Chicago Park District. Using drugs or drinking alcohol on the job will not be tolerated and will result in disciplinary action. If you are represented by a union, reference your current collective bargaining unit agreement. If you are not represented by a union, reference the Rules of the Personnel Board of the Chicago Park District, Code of Conduct. REVENUE REQUIREMENT Prior to becoming an employee of the Chicago Park District and as a condition of continuing employment, employees must pay all outstanding debt with the City of Chicago. This includes but is not limited to water bills, parking tickets, and vehicle taxes. SECONDARY EMPLOYMENT Secondary employment is allowed as an employee of the Chicago Park District but such employment must not interfere with employee workdays and hours of work. Secondary employment must be reported to the District through the Department of Human Resources. RESIDENCY REQUIREMENT At the time of employment and through the life of employment with the Chicago Park District, all employees must be actual residents of the City of Chicago. Failure to comply with this requirement will result in termination of employment. An employee must keep the Chicago Park District informed of his or her current address, telephone number and emergency contact information. Changes can be made by contacting the Department of Human Resources. Changes of address to post office boxes will not be accepted. Proof of residency may be required at any time. 94
SMOKING POLICY Smoking is prohibited in all Chicago Park District facilities and vehicles. This policy applies to all individuals, including employees, vendors and visitors. IDENTIFICATION CARDS All employees are issued picture identification cards. The identification card must be worn at all times while on duty. There is a $10.00 replacement cost for a lost card. ACCESS TO PERSONNEL FILES Any current employee of the Chicago Park District may review his/her own personnel file maintained by the Department of Human Resources, located at 541 N. Fairbanks, 3 rd Floor. The employee must submit a written request and present proper identification. Upon verification, the Department of Human Resources will forward a copy of the personnel file to the requestor within 5 to 7 business days. Employees may also review their files in person. Removal of any document from a personnel file is prohibited. WORK HOURS AND YOUR PAYCHECK EMPLOYMENT STATUS The Chicago Park District employs hourly and monthly employees. Full-time monthly employees work a minimum of 40 hours per week. Hourly employees work under 30 hours per week part-time based on the operational needs of the District. New employees of the Chicago Park District serve a probationary period of six months. Failure to meet work expectations during this period will result in termination. If as an employee you are represented by a union, reference your current collective bargaining unit agreement for specific definitions regarding employment status definitions. WORK HOURS Your supervisor will explain your work schedule, break and lunch policies. If as an employee you are represented by a union, reference your current collective bargaining unit agreement for specific definitions regarding work hours and schedules. TIME SHEETS Completion of time sheets is required in order to receive pay. Your supervisor will explain how to complete time sheets and advise you of any additional timekeeping procedures. Any attempt to falsify a time sheet will result in disciplinary action. OVERTIME POLICY From time to time employees may be requested to work overtime. Prior to working any overtime, as an employee you must have approval. If as an employee you are represented by a union, reference your current collective bargaining unit agreement for specific definitions regarding overtime rules. 95
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1 Chicago Park District Department
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Section One Rules of the Personnel
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e. "Employee" means a person in the
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Section 4. Creation of New Grades f
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minimum qualifications of the posit
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she was appointed. During the perio
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highest on the seniority and reempl
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effective date of the layoff. A cop
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another position in the same grade,
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(3) Suspension or Discharge. In ord
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(a) order that the employee remain
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c. An employee shall obey the order
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2. Alcohol & Drugs. a. An employee
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f. An employee shall not willfully
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advance, request for sexual favor,
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d. An employee shall comply with th
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d. An employee shall report to the
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the employee's qualification to ser
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(22) unauthorized use, removal or d
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(13) failure to report mechanical d
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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: OUR MISSION The mission of the Chic
Page 97 and 98: HOLIDAYS (H) There are twelve (12)
Page 99 and 100: SAFETY RULES AND GUIDELINES GENERAL
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