Respect in the Workplace
Guiding Principles of a Respectful Culture
Guiding Principles of a Respectful Culture
Respect is treating others in ways that consider:
☑️ Their individual desires, perspectives, and struggles; and
☑️ The objectives and challenges of the team/ district and of the Courts as a whole.
Abusive Conduct Prevention
Abusive Conduct Prevention
Abusive Conduct is physical, verbal or non-verbal conduct, such as derogatory remarks, insults or epithets made by an employee that a reasonable person would determine (1) was intended to cause intimidation, humiliation or unwarranted distress, (2) exploits a known physical or psychological disability; or (3) results in substantial physical or psychological harm caused by intimidation, humiliation or unwarranted distress. Abusive Conduct is prohibited under HR16-1.
Abusive Conduct is physical, verbal or non-verbal conduct, such as derogatory remarks, insults or epithets made by an employee that a reasonable person would determine (1) was intended to cause intimidation, humiliation or unwarranted distress, (2) exploits a known physical or psychological disability; or (3) results in substantial physical or psychological harm caused by intimidation, humiliation or unwarranted distress. Abusive Conduct is prohibited under HR16-1.
Abusive conduct does not include:
appropriate disciplinary or administrative actions due to misconduct or subpar performance
coaching or work-related feedback
reasonable work assignments or job reassignments
reasonable differences in styles of management, communication, expression or opinion
Workplace Harassment Prevention
Workplace Harassment Prevention
- unwelcome, pervasive, demeaning, ridiculing, derisive, or coercive; AND
- results in a hostile, offensive, or intimidating work environment; AND
- based on one of these classes protected by law and/or policy: age, ancestry, color, gender, gender identity or expression, genetic information, marital status, medical condition, mental disability, military status, national origin, physical disability, pregnancy, race, religious creed, sex, veteran status, or any other category protected by federal, state, or applicable local law.
Conduct in violation of HR15-1 that results in a tangible employment action against an employee is strictly prohibited.
Conduct in violation of HR15-1 that results in a tangible employment action against an employee is strictly prohibited.
Retaliation Prohibited
Retaliation Prohibited
Retaliation is an action taken against an employee for raising a concern or filing a complaint of workplace harassment, abusive conduct, or for participating in an investigation or formal proceeding under harassment/abusive conduct prevention policies. Retaliation is prohibited under HR15-2 and complaint processes are outlined in HR15-3.
Retaliation is an action taken against an employee for raising a concern or filing a complaint of workplace harassment, abusive conduct, or for participating in an investigation or formal proceeding under harassment/abusive conduct prevention policies. Retaliation is prohibited under HR15-2 and complaint processes are outlined in HR15-3.