HomeMy WebLinkAboutOC SAN 22-07OC SAN 22-07-1
RESOLUTION NO. OC SAN 22-07
A RESOLUTION OF THE BOARD OF DIRECTORS OF
THE ORANGE COUNTY SANITATION DISTRICT
AMENDING THE BOARD OF DIRECTORS PERSONNEL
POLICIES AND PROCEDURES MANUAL PROVIDING
FOR CLASSIFICATION, COMPENSATION, AND OTHER
TERMS, CONDITIONS, POLICIES, AND PROCEDURES
GOVERNING EMPLOYMENT OF DISTRICT
EMPLOYEES TO INCLUDE THE ADDITION OF POLICY
NO. 6.6, DIVERSITY, EQUITY, AND INCLUSION; AND
AMENDING RESOLUTION NO. OCSD 18-18
NOW, THEREFORE, the Board of Directors of Orange County Sanitation District,
DOES HEREBY RESOLVE, DETERMINE, AND ORDER:
Section 1: The Board of Directors Personnel Policies and Procedures Manual,
attached hereto as Exhibit “A”, be amended to include the addition of Policy No. 6.6,
Diversity, Equity, and Inclusion.
Section 2: Any change in the Policies and Procedures set forth in the Board of
Directors Personnel Policies and Procedures Manual must be approved by the Board of
Directors prior to implementation.
Section 3: This Resolution shall take effect immediately upon its adoption.
PASSED AND ADOPTED at a regular meeting of the Board of Directors held
February 23, 2022.
_____________________________________
John B. Withers
Board Chairman
ATTEST:
_______________________________________
Kelly A. Lore, MMC
Clerk of the Board
John B Withers (Feb 24, 2022 08:45 PST)
John B Withers
Kelly Lore (Feb 24, 2022 08:50 PST)
Kelly Lore
OC SAN 22-07-2
STATE OF CALIFORNIA )
)
COUNTY OF ORANGE )
I, Kelly A. Lore, Clerk of the Board of Directors of the Orange County Sanitation
District, do hereby certify that the foregoing Resolution No. OC SAN 22-07 was passed
and adopted at a regular meeting of said Board on the 23rd day of February 2022, by
the following vote, to wit:
AYES: Brad Avery, Ron Bates, Art Brown, Kim Carr, Rose
Espinoza, Stephen Faessel, Ryan Gallagher, Marshall
Goodman, Johnathan Ryan Hernandez, Brooke Jones,
Steve Jones, Anthony Kuo, Sandra Massa-Lavitt, Paulo
Morales, Andrew Nguyen, Robert Ooten, David Shawver,
Jesus Silva, Donald Wagner, Chad Wanke, John Withers
and Chad Zimmerman
NOES: None
ABSENT: Patrick Harper, Kim Nichols and Glenn Parker
ABSTENTIONS: None
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal
of Orange County Sanitation District this 23rd day of February 2022.
Kelly A. Lore, MMC
Clerk of the Board of Directors
Orange County Sanitation District
Kelly Lore (Feb 24, 2022 08:50 PST)
Kelly Lore
_____________________________________________________________________________________________
Personnel Policies & Procedures Manual Page 1 of 3 Effective: 02/23/2022
Policy 6.6, Diversity, Equity, and Inclusion
Orange County
Sanitation District
Personnel Policies
Policy Number: 6.6
Effective Date: February 23, 2022
Subject: Diversity, Equity, and
Inclusion Supersedes: N/A
Approved by: General Manager
1.0 PURPOSE
1.1 To ensure OC San maintains a diverse, equitable, and inclusive workplace through
objective and consistent standards, rules, programs, procedures, and practices. This
policy covers all aspects of employment including, but not limited to, recruitment, hiring,
job assignment, promotion, employee benefits, conditions of employment, compensation,
transfer, discipline, training, work environment, and termination of employment.
2.0 ORGANIZATIONAL UNITS AFFECTED
2.1 This policy applies to all OC San employees, job applicants, and all persons who perform
services for OC San, including interns, volunteers, and persons working under contract.
3.0 DEFINITIONS
3.1 Discrimination is the unfavorable or unfair treatment of a person in the work environment,
based on a legally protected class (as described above).
3.2 Diversity is the collective differences and similarities that include individual
characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors
that comprise the OC San workforce.
3.3 Equity refers to a state where rules, programs, procedures, and practices are applied
uniformly regardless of race, color, religion, sex (including pregnancy, childbirth, and
breastfeeding), sexual orientation, age, national origin, ancestry, actual or perceived
disability, medical condition, genetic information, military and veteran status, marital
status, gender, gender identity, gender expression, exercise of rights relating to any
legally-provided leave of absence, or any other legally protected basis.
3.4 Harassment is defined as: (1) conditioning the granting or denial of employment benefits
on the acceptance of unwanted verbal or physical conduct, or (2) creation of a hostile
work environment through verbal, physical or visual conduct based on a legally protected
class that is severe and/or pervasive and interferes with an employee’s ability to do his or
her job.
3.5 Inclusion is involving people from a range of different social and ethnic backgrounds,
where individuals have equal access to opportunities and resources; where rules,
policies, and procedures are applied uniformly; and where the OC San workforce can
contribute fully to the organization’s success regardless of race, color, religion, sex
(including pregnancy, childbirth, and breastfeeding), sexual orientation, age, national
origin, ancestry, actual or perceived disability, medical condition, genetic information,
military and veteran status, marital status, gender, gender identity, gender expression,
OC SAN 22-07-3
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Personnel Policies & Procedures Manual Page 2 of 3 Effective: 02/23/2022
Policy 6.6, Diversity, Equity, and Inclusion
exercise of rights relating to any legally-provided leave of absence, or any other legally
protected basis.
3.6 Legally Protected Class includes race, religious creed, color, national origin, ancestry,
physical or mental disability, medical condition, genetic information, marital status, sex
(including pregnancy, childbirth, and breastfeeding), gender, gender identity, gender
expression, age (40 years or older), sexual orientation, military and veteran status, and
exercise of rights relating to any legally-provided leave of absence.
3.7 Sex includes, but is not limited to, pregnancy or medical conditions related to pregnancy,
childbirth or medical conditions related to childbirth, breastfeeding or medical conditions
related to breastfeeding. “Sex” also includes, but is not limited to, a person’s gender.
4.0 POLICY
4.1 OC San is an Equal Opportunity Employer and maintains a diverse, equitable, and
inclusive workplace through objective and consistent standards, rules, programs,
procedures, practices, and established Core Values. Equal opportunity shall apply to all
aspects of the employment relationship, including, but not limited to, hiring, promotions,
training and development, working conditions, compensation, benefits, and discipline.
4.2 All OC San employees, contractors, interns, volunteers, and temporary workers are
expected to comply with this policy and all procedures to maintain a diverse, equitable,
and inclusive work environment.
5.0 PROCEDURE
5.1 All employees are required to interact in a professional, respectful, and courteous
manner, in accordance with Core Values, and apply the standards, rules, programs,
procedures, practices, in an objective and impartial manner regardless of race, color,
religion, sex (including pregnancy, childbirth, and breastfeeding), sexual orientation, age,
national origin, ancestry, actual or perceived disability, medical condition, genetic
information, military and veteran status, marital status, gender, gender identity, gender
expression, exercise of rights relating to any legally-provided leave of absence, or any
other legally protected basis.
5.2 Managers and supervisors are required to monitor the workplace, recognize conduct
potentially in violation of this policy, report any such observations, and take appropriate
action to address unacceptable behavior.
5.3 Managers and supervisors who receive reports of policy violations from other employees
must take all such complaints seriously and provide timely and appropriate follow-up to
include reporting the complaint to the Human Resources Department.
5.4 Employees who believe they have been subjected to conduct or have observed conduct
prohibited by this policy are expected to immediately report the matter, verbally or in
writing, to his or her manager or supervisor, or to the Human Resources Department..
6.0 EXCEPTIONS
6.1 Any employee who knowingly files a false and malicious report or complaint, as
opposed to a complaint which, even if erroneous, is made in good faith; or anyone who
OC SAN 22-07-4
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Personnel Policies & Procedures Manual Page 3 of 3 Effective: 02/23/2022
Policy 6.6, Diversity, Equity, and Inclusion
fails to report an actual or perceived form of harassment or discrimination as outlined in
this policy, may be subject to appropriate disciplinary action, up to and including
termination.
7.0 PROVISIONS AND CONDITIONS
8.0 RELATED DOCUMENTS
8.1 U.S. and California State Constitutions
8.2 Title VII of the Civil Rights Act of 1964
8.3 California Fair Employment and Housing Act
8.4 OC San Core Values
8.5 Policy 1.1, Harassment & Discrimination
8.6 Policy 1.2, Retaliation & Whistleblowing
8.7 Policy 1.4, Recruitment & Selection
8.8 Policy 2.1, Classification & Compensation
8.9 Policy 4.1, Insurance
8.10 Policy 4.10, Employee Development
8.11 Policy 5.1, Rules of Conduct
8.12 Policy 5.2, Discipline
8.13 Policy 6.1, Appraisal of Performance
8.14 Policy 6.2, Open Communication
8.15 Policy 6.4, Problem Solving
8.16 Policy 6.5, Grievance Procedure
OC SAN 22-07-5