The District is an equal opportunity employer and will consider all candidates based solely on their merits.
The District Administrator is responsible for coordinating compliance with state and federal nondiscrimination laws and the District’s equal employment opportunity policy.
Any employee or applicant for employment who believes he/she has been discriminated against in violation of state and federal nondiscrimination laws or the District’s equal employment opportunity policy may file a complaint as outlined below. If it is determined that a violation has occurred, appropriate steps shall be taken to ensure compliance with state and federal nondiscrimination laws and District policy.
INFORMAL COMPLAINT PROCEDURE
The District promotes the voluntary resolution of problems and thus encourages informal resolution of employment discrimination complaints. If a complaint cannot be solved informally, the complainant may initiate a formal complaint as outlined below. An informal resolution of a complaint does not prohibit the filing of a formal complaint at any time.
FORMAL COMPLAINT PROCEDURE
Any person alleging the District to be in non-compliance with the Equal Employment Opportunity policy shall present their complaint in writing including a statement of facts comprising the alleged non-compliance. The written statement of non-compliance shall be signed, dated and submitted to the District Administrator. The District Administrator shall thoroughly investigate the complaint, notify the employee(s) who have been named and permit them to respond to the allegation, and arrange a meeting to discuss the complaint with all concerned parties within 15 working days after receipt of the written complaint, if deemed necessary. The District Administrator shall give a written answer to the complaint within fifteen working days after receipt of the written complaint.
If the complainant is not satisfied with the response of the District Administrator, the complaint may be submitted to the Board within 10 working days after receipt of the District Administrator response. The Board shall respond to the complaint within 10 working days after receiving said complaint.
Nothing in these procedures shall preclude persons from filing a complaint directly, or on appeal with designated agencies as authorized by state and federal law.
MAINTENANCE OF COMPLAINT RECORDS
Records, as per state statutes, shall be kept of all employment discrimination complaints for the purpose of documenting compliance and past practices. The records shall include information on all levels of the complaint and any appeals. The records should include:
- The name of the complainant
- The date the complaint was filed
- The specific allegation made and any correction action requested by the complainant
- The names of the respondents
- The levels of processing followed, and the resolution, date and decision-making authority at each level
- A summary of facts and evidence presented by each party involved
- A statement of the final resolution and the nature and date(s) of any corrective or remedial action taken.
First Reading: January 19, 2010
Second Reading: February 16, 2010
Date Approved: February 16, 2010
For the Board: Tom Steiner, President; Lynn Jaeger, Vice President; Cole Marshall, Clerk; Bill Barhyte, Treasurer; Sue Giovanni, Member