SEDD Sexual Harassment Policy

The SEDD is committed to providing a workplace that is free from sexual harassment and discrimination. We expect all employees to treat each other with respect, dignity, and professionalism, and to conduct themselves in a manner that is consistent with our values and policies.

Definition of Sexual Harassment

Sexual harassment is any unwanted or unwelcome conduct of a sexual nature that creates a hostile, intimidating, or offensive work environment or that interferes with an individual’s work performance. Examples of sexual harassment may include, but are not limited to:

 

• • Unwanted physical touching or advances

• • Suggestive comments or jokes

• • Displaying sexually suggestive materials in the workplace

• • Making sexual advances or requests for sexual favors

• • Engaging in any other behavior that is sexual in nature and that creates a hostile or offensive work environment

Prohibitions

Sexual harassment is strictly prohibited in our organization. All employees, regardless of their position or status, are expected to treat each other with respect and to refrain from engaging in any behavior that may be considered sexual harassment.

Reporting and Response Procedures

If you experience or witness sexual harassment, or if you have concerns about any behavior that may be considered sexual harassment, you are encouraged to report it immediately to your supervisor or to our Human Resources department. You may also report incidents of sexual harassment to any member of management.

All reports of sexual harassment will be treated with sensitivity, discretion, and confidentiality. We will promptly investigate all reports of sexual harassment and take appropriate action, which may include disciplinary action up to and including termination of employment.

No Retaliation

We will not tolerate retaliation against any employee who reports sexual harassment or who cooperates in an investigation of such a report. Any employee who retaliates against another employee for making a report of sexual harassment or for cooperating in an investigation will be subject to disciplinary action up to and including termination of employment.

Resources and Support

We recognize that experiencing sexual harassment can be a difficult and traumatic experience. If you have experienced sexual harassment, we encourage you to seek support and assistance. Our Human Resources department can provide you with information about available resources and support.

Contact Information

If you have any questions about this policy or if you need to report an incident of sexual harassment, please contact using the “Contact us” button on this site.

Equal Opportunity and Non-Discrimination Policy

The SEDD is committed to providing equal opportunities for all employees and applicants for employment, without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected characteristic.

We believe in the value of diversity and inclusion and strive to create a work environment that is respectful, inclusive, and welcoming to all. We do not discriminate against any employee or applicant on the basis of any protected characteristic, and we are committed to providing equal opportunities for all individuals to succeed and thrive in while working with the SEDD.

Prohibitions

Discrimination and harassment on the basis of any protected characteristic are strictly prohibited in our organization. This includes, but is not limited to, discrimination or harassment based on race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected characteristic.

Reporting and Response Procedures

If you experience or witness discrimination or harassment on the basis of any protected characteristic, or if you have concerns about any behavior that may be considered discrimination or harassment, you are encouraged to report it immediately to your supervisor or to our Human Resources department. You may also report incidents of discrimination or harassment to any member of management.

All reports of discrimination or harassment will be treated with sensitivity, discretion, and confidentiality. We will promptly investigate all reports of discrimination or harassment and take appropriate action, which may include disciplinary action up to and including termination of employment.

No Retaliation

We will not tolerate retaliation against any employee who reports discrimination or harassment or who cooperates in an investigation of such a report. Any employee who retaliates against another employee for making a report of discrimination or harassment or for cooperating in an investigation will be subject to disciplinary action up to and including termination of employment.

Resources and Support

We recognize that experiencing discrimination or harassment can be a difficult and traumatic experience. If you have experienced discrimination or harassment, we encourage you to seek support and assistance. Our Human Resources department can provide you with information about available resources and support.

Contact Information

If you have any questions about this policy or if you need to report an incident of discrimination or harassment, please contact us using the “Contact Us” button on this site.

Open Meetings Compliance

The SEDD is committed to transparency and accountability in all of its operations and activities. To this end, we adhere to the laws and regulations governing open meetings, also known as sunshine laws, which ensure that the public has access to information about the decisions and activities of public bodies.

Definition of an Open Meeting

An open meeting is a meeting of a public body at which any person has the right to attend and observe the proceedings. In general, open meetings laws apply to meetings of governmental bodies at which official actions are taken or discussed.

Open Meetings Compliance

We will comply with all applicable open meetings laws and regulations, including but not limited to notice requirements, agenda requirements, and the requirement that meetings be open to the public.

Notice Requirements

We will provide notice of all open meetings in accordance with the applicable open meetings laws and regulations. Notice will include the date, time, and location of the meeting, as well as an agenda of the matters to be considered at the meeting. Notice will be provided in a timely manner and in a manner that is accessible to the public.

Agenda Requirements

We will provide an agenda for all open meetings in accordance with the applicable open meetings laws and regulations. The agenda will include a description of the matters to be considered at the meeting, as well as any materials that will be presented or discussed at the meeting.

Open to the Public

All open meetings will be open to the public, and members of the public will be allowed to attend and observe the proceedings. We will make reasonable accommodations to ensure that individuals with disabilities have equal access to open meetings.

Record Keeping

We will keep a record of all open meetings, including minutes of the proceedings and any materials presented or discussed at the meeting. These records will be made available to the public upon request in accordance with the applicable open records laws and regulations.

Contact Information

If you have any questions about this policy or if you wish to attend an open meeting of our organization, please contact us using the “contact us” button on this site

Adherence to governmental best practices and procedures

SEDD is committed to compliance with all applicable governmental best practices and procedures. We believe that adhering to these guidelines and standards is essential for the proper functioning of our organization and for protecting the interests of our stakeholders.

Scope: 

This policy applies to all employees of our district, as well as contractors and other third parties who perform work on behalf of the organization.

Procedures:

 

1. 1. All employees, contractors, and third parties who perform work on behalf of the organization shall be familiar with and adhere to all applicable governmental best practices and procedures.

1. 1. SEDD shall maintain policies and procedures that outline the specific governmental best practices and procedures that apply to our operations and activities.

1. 1. SEDD shall provide training and guidance to employees, contractors, and third parties on the applicable governmental best practices and procedures.

1. 1. The organization shall establish relationships with relevant government agencies and organizations in order to stay up-to-date on the latest guidelines and standards.

1. 1. The SEDD shall regularly monitor its compliance with governmental best practices and procedures and take corrective action as needed to address any issues or violations.

1. 1. Any employee, contractor, or third party who becomes aware of a potential violation of governmental best practices and procedures shall report it to the appropriate manager or supervisor.

1. 1. The SEDD shall cooperate fully with any government agency or organization that is conducting an investigation or audit related to our compliance with governmental best practices and procedures.

By following these procedures, we can ensure that the SEDD is in compliance with all applicable governmental best practices and procedures, and that we are operating in a responsible and ethical manner.