HomeMy WebLinkAboutAdopt Resolution No. 2005-24 Extending Application of Admini �. ��� QC�Mai ,nr7�,`-►�
CITY OF HUNTINGTON BEACH ` �`
MEETING DATE: March 21, 2005 DEPARTMENT ID NUMBER:
Council/Agency Meeting Held.-
Deferred/Continued to:
Approved ❑ Conditionally Approved ❑ Denied ity Clerk's nature
Council Meeting Date: March 21, 2005 Department ID Number:
CITY OF HUNTINGTON BEACH c
REQUEST FOR COUNCIL ACTION
SUBMITTED TO: HONORABLE MAYOR A CITY CO C MEMBERS ='
SUBMITTED BY: PENELOP CULBR TH-GRAFT, CITY A MINISTRATOR
PREPARED BY: CHARLES THOMAS, ACTING DIRECTOR OF AD ISTRATIVE--
SERVICES
SUBJECT: RESOLUTION EXTENDING APPLICATION OF ADMINISTRATIVE
REGULATION NO. 412 PERTAINING TO HARASSMENT IN
EMPLOYMENT POLICY TO ELECTED AND APPOINTED CITY
OFFICIALS
Emeio Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachment(s)
Statement of Issue:
The City of Huntington Beach Administrative Regulation No. 412 pertains to Harassment in
Employment Policy. This policy was approved by the City Administrator and last revised on
October 5, 1999. The policy applies to all City of Huntington Beach employees; however, it
currently does not apply to elected and appointed City officials. Adoption of this Resolution
by the City Council extends policy application to these officials and thereby, revises
Administrative Regulation No_ 412.
Funding Source:
Not applicable.
Recommended Action:
Adopt the Resolution extending application of Administrative Regulation No. 412,
Harassment in Employment Policy, to the City of Huntington Beach elected and appointed
officials.
Alternative Action(s):
Do not adopt the Resolution extending the application of Administrative Regulation No. 412,
Harassment in Employment Policy, to City of Huntington Beach elected and appointed
officials.
Harassment In Employment RCA 3-21-05(revised)1 0 3/8/2005 4.28 PM �1
REQUEST FOR COUNCIL ACTION
MEETING DATE: March 21, 2005 DEPARTMENT ID NUMBER:
Analysis:
On October 20, 2003, the Huntington Beach City Council considered the issue of who the
City's sexual harassment policy should be applicable to. The Council then approved a motion
that directed City staff to modify the appropriate documentation to assure that the elected
officials and all those who serve on a City board, commission, committee, or task force are
included under the City's sexual harassment policy (Administrative Regulation No. 412).
Illegal harassment or discrimination against a public agency employee or job applicant
impedes employment opportunities, morale, job performance, and the provision of public
services. Moreover, harassment or discrimination based on the protected status of an
employee or applicant including race, religious creed, color, national origin, ancestry,
disability, medical conditions, marital status, sex, sexual orientation or age can result in
significant monetary liability to a public agency and creates a negative public image.
Currently, Administrative Regulation No. 412 is only applicable to employees of the City and
not the elected and appointed officials. Adoption of this policy by City Council will extend the
policy's authority to the City Council, elected department heads and all those who serve on a
City board, commission, committee, or task force. By adopting this policy, the City Council
demonstrates that discriminatory Harassment in Employment on the basis of race, religious
creed, color, national origin, ancestry, disability, medical conditions, marital status, sex,
sexual orientation, or age will not be tolerated at any level of the organization.
Environmental Status:
None
Attachment(s):
City Clerk's
Page Number No, Description
Resolution extending Administrative Regulation No. 412 to Elected
1 and Appointed City Officials
Administrative Regulation No. 412, Harassment in Employment
2 policy
H-item correspondence from former Mayor Connie Boardman dated
3 October 13, 2003
RCA Author: Irma Youssefieh
Harassment In Employment RCA 3-21-05(revised)1 0 3/8/2005 4:28 PM
2
ATTACHMENT # 1
RESOLUTION NO. 21 p_5_2 4
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH EXTENDING APPLICATION
OF ADMINISTRATIVE REGULATION NO. 412 PERTAINING TO
HARASSMENT W EMPLOYMENT POLICY TO ELECTED AND APPOINTED
CITY OFFICIALS
WHEREAS, the City has adopted Administrative Regulation No. 412 prohibiting
harassment in the workplace, said policy pertaining to City employees; and
The City Council of the City of Huntington Beach is desirous of extending the policy to
itself and the various boards, commissions, and committees,
NOW, THEREFORE,the City Council of the City of Huntington Beach does hereby
resolve as follows:
Section 1. That the City's adopted Harassment in Employment policy covers the
members of the City Council, the boards, commissions and committees of the City.
Section 2. That the members of the City Council and the various boards,
commissions and committees acknowledge receipt of the policy upon assuming duties to be
performed for the City.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 21 G fi day of March , 20Q5.
REVIEWED AND APPROVED: APPROVED AS TO FORM:
1 _
City Ad inistrator JC' y"AttomAy 3�� 5
INITIATED AND APPROVED:
Director of Administrative Services
05resolce sexual/3/8105
Administrative Regulation Page 2
Office of the City Administrator
4. Definition of Harassment. Harassment includes, but is not limited to:
4.1 Verbal Harassment — Epithets, derogatory comments, slurs and lewd
propositioning on the basis of race, religious creed, color, national origin,
ancestry, disability, medical conditions, marital status, sex, sexual orientation, or
age. Examples include, but are not limited to, inappropriate sexually-oriented
comments on appearance, including dress or physical features, or race-oriented
stories and jokes.
4.2 Physical Harassment - Assault, impeding or blocking movement, or any physical
interference with normal work or movement when directed at an individual on the
basis of race, religious creed, color, national origin, ancestry, disability, medical
conditions, marital status, sex, sexual orientation, or age. Examples include, but
are not limited to, pinching, grabbing, patting, propositioning, leering, or making
explicit or implied job threats or promises in return for submission to physical
acts.
4.3 Visual Forms of Harassment — Derogatory posters, notices, bulletins, cartoons or
drawings on the basis of race, religious creed, color, national origin, ancestry,
disability, medical conditions, marital status, sex, sexual orientation, or age.
4.4 Sexual Favors — Unwelcome sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature which is conditioned upon an
employment benefit, unreasonably interferes with an individual's work
performance or creates an offensive work environment. By definition, sexual
harassment is not within the course and scope of an individual's appointment
and/or employment with the City of Huntington Beach.
4.5 Definition of Employee - An employee shall be defined as any individual,
regardless of classification, employed by the City of Huntington Beach, person
providing services pursuant to a contract, or volunteers working under the
supervision of the City.
5. Policy:
Harassment of an applicant or employee by an elected official, officer, member of
advisory boards, commissions and committees of the City of Huntington Beach,
management employee, supervisor or co-worker on the basis of race, religious creed,
color, national origin, ancestry, disability, medical conditions, marital status, sex, sexual
orientation, or age is prohibited and will not be tolerated.
This policy applies to all terms and conditions of employment, including but not limited
to hiring, placement, promotion, disciplinary action, layoff, recall, transfer, leave of
absence, training opportunities, and compensation. The policy also applies to outside
contractors, customers, and constituents.
AR412
Administrative Regulation Page 4
Office of the City Administrator
To accommodate the unique nature of harassment complaints, a process is provided for
the primary purpose of resolution of a complaint at the earliest possible date. Elements
of this process are as listed below.
Upon notification of a complaint, the Human Resources Manager will:
7.1 Inform the complainant of his/her right to initiate a complaint.
7.2 Notify the appropriate department head of the complainant and authorize the
investigation of the complaint and supervise and/or investigate the complaint. All
investigations should be conducted as confidentially as possible and will include
interviews with:
A. The complainant.
B. The alleged harasser.
C. Any other persons the Human Resources Manager has reason to believe have
relevant knowledge concerning the complainant, such as witnesses and victims
of similar conduct.
D. Review factual information gathered through the investigation to determine
whether the alleged conduct constitutes harassment, giving consideration to all
factual information including the nature of the verbal, physical, visual or sexual
circumstances surrounding the conduct and the circumstances in which the
alleged incidents occurred.
I
7.3 Report the results of the investigation and the determination, as to whether
harassment occurred to appropriate persons including the complainant, the alleged
harasser, the supervisor, department head, and the City Administrator.
7.4 If it is determined that harassment occurred, recommend to the appointing
authority the appropriate disciplinary and remedial action to be taken. The
appropriate action will be commensurate with the severity of the offense and will be
communicated to the complainant/victim.
7.5 Reasonable steps will be taken to protect the victim and other potential victims
from further harassment.
7.6 Reasonable steps will be taken to protect the victim from any retaliation, as a result
of communicating the complainant.
7.7 Appropriate action will be taken to remedy the victim's loss, if any, which resulted
from the harassment.
AR412
Res. No. 2005-24
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, JOAN FLYNN, the duly elected, qualified City Clerk of the City
of Huntington Beach, and ex-off icio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the
City of Huntington Beach is seven; that the foregoing resolution was passed
and adopted by the affirmative vote of at least a majority of all the members of
said City Council at an regular meeting thereof held on the 29 st day of
March, 2005 by the following vote:
AYES: Hansen, Coerper, Sullivan, Hardy, Green, Bohr, Cook
NOES: None
ABSENT: None
ABSTAIN: None
CiVClerk and ex-officio erk of the
City Council of the City of
Huntington Beach, California
ATTAC H M E N T #2
./1' a ADMINISTRATIVE REGULATION
01 L-2 Office of the City Administrator
HU"NGMN BEACH
Number: 412
Sections: 1-8
Effective Date: March 1, 1991
Revised Date: October 5, 1999
March 21, 2005
SUBJECT: Harassment in Employment Policy
1 . Purpose:
1.1 To establish a City policy regarding the prohibition of harassment in the
workplace and/or while engaged in any activity on behalf of the City of
Huntington Beach.
1.2 To fully inform all elected officials, officers, members of advisory boards,
commissions and committees of the City of Huntington Beach, employees,
department heads, managers, supervisors of the City, that any form of
harassment in the workplace will not be tolerated or condoned.
1.3 To inform elected officials, officers, members of advisory boards, commissions
and committees of the City of Huntington Beach and all City employees of their
rights if they believe they have been a victim of harassment and,
1.4 To provide a means for prompt reporting and a full and effective investigation of
all complaints and provide for remedial action against those who engage in
harassment as prohibited by this regulation.
2. Authority:
Section 401, Huntington Beach Charter. City of Huntington Beach Code of Ethics.
Title VII of the United States Civil Rights Act. Guidelines of the Equal Employment
Opportunity Commission and the California Fair Employment and Housing Act
Commission (Government Code subsection 12900-12940 et. seq. Fair Employment and
Housing Act).
State of California Department of Fair Employment and Housing Commission
28 Civic Center Plaza, Room 538
Santa Ana, CA 92701-4010
(714) 558-4159
3. Application:
This regulation applies to all elected officials, members of advisory boards,
commissions and committees of the City of Huntington Beach and all departments, and
employees of the City of Huntington Beach.
Administrative Regulation Page 2
Office of the City Administrator
4. Definition of Harassment. Harassment includes, but is not limited to:
4.1 Verbal Harassment — Epithets, derogatory comments, slurs and lewd
propositioning on the basis of race, religious creed, color, national origin,
ancestry, disability, medical conditions, marital status, sex, sexual orientation, or
age. Examples include, but are not limited to, inappropriate sexually-oriented
comments on appearance, including dress or physical features, or race-oriented
stories and jokes.
4.2 Physical Harassment - Assault, impeding or blocking movement, or any physical
interference with normal work or movement when directed at an individual on the
basis of race, religious creed, color, national origin, ancestry, disability, medical
conditions, marital status, sex, sexual orientation, or age. Examples include, but
are not limited to, pinching, grabbing, patting, propositioning, leering, or making
explicit or implied job threats or promises in return for submission to physical
acts.
4.3 Visual Forms of Harassment — Derogatory posters, notices, bulletins, cartoons or
drawings on the basis of race religious creed color, national origin ance
stry,ry,
disability, medical conditions, marital status, sex, sexual orientation, or age.
4.4 Sexual Favors — Unwelcome sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature which is conditioned upon an
employment benefit, unreasonably interferes with an individual's work
performance or creates an offensive work environment. By definition, sexual
harassment is not within the course and scope of an individual's appointment
and/or employment with the City of Huntington Beach.
4.5 Definition of Employee - An employee shall be defined as any individual,
regardless of classification, employed by the City of Huntington Beach, person
providing services pursuant to a contract, or volunteers working under the
supervision of the City.
5. Policy:
Harassment of an applicant or employee by an elected official, officer, member of
advisory boards, commissions and committees of the City of Huntington Beach,
management employee, supervisor or co-worker on the basis of race, religious creed,
color, national origin, ancestry, disability, medical conditions, marital status, sex, sexual
orientation, or age is prohibited and will not be tolerated.
This policy applies to all terms and conditions of employment, including but not limited
to hiring, placement, promotion, disciplinary action, layoff, recall, transfer, leave of
absence, training opportunities, and compensation. The policy also applies to outside
contractors, customers, and constituents.
AR412
Administrative Regulation Page 3
Office of the City Administrator
Employees who violate this Policy will be subject to disciplinary action, up to and
including termination from employment. Any official found to be in violation of this
Policy may be subject to censure by the City Council. Any member of an advisory
board, commission, or committee found to be in violation of this Policy may be subject
to dismissal from appointment.
6. Responsibility:
The City Administrator, department heads and their designated representatives shall be
responsible for implementation of this policy against harassment in the workplace.
A copy of this Policy shall be provided to all elected officials, officers, members of
advisory boards, commissions and committees of the City of Huntington Beach and all
City employees.
A copy of the information sheet on sexual harassment prepared by the Department of
Fair Employment and Housing is available to all elected officials, officers, members of
advisory boards, commissions and committees of the City of Huntington Beach and all
City employees upon request.
The Human Resources Manager shall make available upon request information from
the Department of Fair Employment and Housing and the Equal Employment
Opportunity Commission about filing claims of discriminatory harassment with these
entities.
A copy of this Policy shall appear in any publication, which sets forth the comprehensive
rules, regulations, procedures, and standard of conduct for employees.
All City officials, officers, members of advisory boards, commissions and committees of
the City of Huntington Beach and all City employees shall receive periodic training on
this Policy.
Supervisors and manager shall take corrective action up to and including
recommending termination from employment, if they learn of a subordinate employee
who is violating this Policy.
7. Complaint Procedure:
An employee who has been harassed on the job should inform his/her employer, its
agents or supervisors or the Human Resources Manager of the alleged harassment.
The employee may first notify any of the following persons: his/her supervisor, his/her
department head, the City Administrator. These officials will treat the complaint
confidentially and immediately forward any written complaint to the Human Resources
Manager for investigation and action.
AR412
Administrative Regulation Page 4
Office of the City Administrator
To accommodate the unique nature of harassment complaints, a process is provided for
the primary purpose of resolution of a complaint at the earliest possible date. Elements
of this process are as listed below.
Upon notification of a complaint, the Human Resources Manager will:
7.1 Inform the complainant of his/her right to initiate a complaint.
7.2 Notify the appropriate department head of the complainant and authorize the
investigation of the complaint and supervise and/or investigate the complaint. All
investigations should be conducted as confidentially as possible and will include
interviews with:
A. The complainant.
B. The alleged harasser.
C. Any other persons the Human Resources Manager has reason to believe have
relevant knowledge concerning the complainant, such as witnesses and victims
of similar conduct.
D. Review factual information gathered through the investigation to determine
whether the alleged conduct constitutes harassment, giving consideration to all
factual information including the nature of the verbal, physical, visual or sexual
circumstances surrounding the conduct and the circumstances in which the
alleged incidents occurred.
7.3 Report the results of the investigation and the determination, as to whether
harassment occurred to appropriate persons including the complainant, the alleged
harasser, the supervisor, department head, and the City Administrator.
7.4 If it is determined that harassment occurred, recommend to the appointing
authority the appropriate disciplinary and remedial action to be taken. The
appropriate action will be commensurate with the severity of the offense and will be
communicated to the complainant/victim.
7.5 Reasonable steps will be taken to protect the victim and other potential victims
from further harassment.
7.6 Reasonable steps will be taken to protect the victim from any retaliation, as a result
of communicating the complainant.
7.7 Appropriate action will be taken to remedy the victim's loss, if any, which resulted
from the harassment.
AR412
Administrative Regulation Page 5
Office of the City Administrator
8. Dissemination of Policy: This Policy will be disseminated to all elected officials, officers,
members of advisory boards, commissions and committees of the City of Huntington
Beach and all managers, supervisors, and employees.
1 have read and understand the Harassment in Employment Policy, AR 412. 1
understand that harassment in the workplace on the basis of race, religious creed,
color, national origin, ancestry, disability, medical conditions, marital status, sex,
sexual orientation, or age will not be tolerated by the City of Huntington Beach.
Date:
(Signed)
Printed Name:
•,,fij
enelo a Culbreth-Graft, City Administrator
AR412
ATTACHMENT #3
1o/oko/03
CITY OF HUNTINGTON BEAbw
City Council Interoffice Communication
To: Honorable City Council Members
From: Connie Boardman, Mayor
Date: October 13, 2003
Subject: H-Item, October 20t' City Council Meeting- Sexual Harrassment
Policy
The City currently has a sexual harassment policy that applies to employees of the City.
Administrative Regulation 412 describing this policy is attached. The City Council, and
members of city boards, commissions, committees, & task forces do not currently fall
under this policy.
Since the City Council and the board, commission, committee & task force members
interact with citizens and employees, I believe it is important that they be covered under
the City's policy in this area.
To that end, I am asking that the City Council request that the City Attorney prepare the
appropriate documents to assure that the City Council and those who serve on City
boards, commissions, committees and task forces are included under the City's sexual
harassment policy.
MOTION:
The City Council requests that the City Attorney prepare appropriate documentation to
assure that the City Council and all those who serve on a City board, commission,
committee, or task force included under the City's sexual harassment policy.
Xc: City Administrator
City Clerk
I /�
•
ADMINISTRATIVE REGULATION
ION
OH Office of the City Administrator
szoal
Number: 412
Sections: V_g
Effective Date: March 1, 1991 Revised Date: October 5, '[ggg
7UBJECT: Harassment in Employment Policy
_ Puroose.
1_i This Administrative Regulation is to establish a City policy regarding the
prohibition of harassment in the wort{ place and/or while engaged in any activity
on behalf of the City of Huntington Beach.
1 .2 This policy is to fully inform all Departme.:�t Heads, managers, supervisors and
employees of the City, that any town of harassment in the wcrkplace will not be
tolerated or condoned.
1 To inform employees of their rights if they be!leve they have been a victim of
harassment and,
1 _� To provide a means for prompt reporting and full and effective investigation of
complaints grid provide:,for remedial at;;-,On against those who engage in
harassment as prohibited by this regulation.
2_ Authority. Section 401, Huntington Seach City Charter, Title VI1 of the Unit-ad States
Civil Rights Act. Guidelines of the Equal Employment Opportunity Commission and the
CG!ifornia Fair Employment and Housing Commission. A violation of this policy may not
be a vioiation of State and/or Federal law.
3. Aoclication. This regulation applies to all deparz.ments and employees of the City of
Huntington Beach.
4. De.5nition of Harassment. Harassment can consist of virtually any form or combination
of verbal, physical, visual or environmental conduct. It need not be explicit, nor even
specifically directed at the victim. Sexually harassing conduct can occur between
people or the same or different genders_ Sexual harassment may be quid pro quo or
the result of a hostile work environment_ Harassment includes, but is not limited to:
4.1 Verbal_ Inappropriate or offerEsive remarks, slurs, Jokes, or.innuendoes based cn
race, religious creed, color, naticnGl chgo, arsestry. physical handicap, medical
Administrativ Regulation Page 3
Office of-.the Cite Administrator
severity of the conduct, whether the conduct is humiliating or physic2ly
threatening; 'and whether the conduct unreasonable inter;,res with an
individual's work_
4.6 Definition of ' Emolovee: An employee shall be defined as any individual,
regardless of classification, employed by the City of Huntington Beach or
volunteers working under the supervision of the City.
5. Policy Harassment of an applicant or employee by a manager, employee, supervisor
or co--worker on the basis of race, religious, creed, color, national origin, ancestiy,
physical handicap, medical condition, marital status, sex, sexual orientation or age is
prohibited and will not be tolerated. All employees shall report any conduct, �4rhicih iiis
the definition of discriminatory harassment to any supervisor or the Personnel Director.
o. Resoonsiioiiity. The City Administratcr, Depalt-ment heads and their designated
reprssentatives shall be responsible for innplementation of this pc!icy against
harassment in the workol2ce and aii e,moloyees shall cocci.rate with ai v invesr,ia2 icn
of any alleged act of discriminator/ harassment.
7. Corrnolaint Procedure. An employee who has beer] harassed on the job should infomn
his/her employer, its agents or supervisors or the .Personnel Director of the alleged
harassment_ The employee may first notify any of the following persons: his/her
supervisor, his/her department head, the City Administrator_ T hese of-ida!s will irea
Wiie l,Omplaint Confidentially and lmmediat�ely any written complaint io Un-
P_rsonne! Director.
To accornmodate the unique nature of harassment complaints, a process Is prov]dec
for thie primary purpose of resolution of a complaint at the earliest possible date..
�!em=fits of this process are as listed below.
Upon noiification of a complaint, the investigator
7_1 Notiiy the appropriate department head of the col-'plaint and authorize th
investigation of the complaint and supervise and/or investigate the complaint. All
investigations should be conducted as confidentially as possible and will include
interviews with--
The complainant.
.5. The alleged harasser.
C. Any other persons the investigator ;has reason to believe have rek--va 't
:knowledge concerning the complaf;. , such as witnesses and victims of
similar conduct_
• (15) October 20, 2003 -Council/Agency Minutes -Page 15
After City Clerk Brockway read by title,a motion was made by Green, second Coerper to
approve for introduction the following ordinances:
1. Ordinance No. 3620- "An Ordnance of the City of Huntington Beach Amending Chapter
14.25 of the Huntington Beach Municipal Code Relating to Storm Water and Utban Runoff
Management"
and
2. Ordinance No. 3621 - "An Ordnance of the City of Huntington Beach Amending Chapter
1 T 05 of the Huntington Beach Municipal Code, Referred to as the Grading and
Excavation Code."
The motion carried by the following roll tali vote:
AYES: Sullivan, Coerper, Green, Boardman, Cook, Houchen, Hardy
NOES: None
ABSENT; None
(City Council)Request the City Attorney to Prepare Documentation Re:Sexual
Harassment Policy to Include City Council, City Board,Commission, Committee,and
Task Force Members ( )
The City Council considered a communication from Mayor Connie Boardman transmitting the
following Statement of Issue: The City currently has a sexual harassment policy that applies to
employees of the City. Administrative Regulation 412(included in the agenda packet)desdibing
this policy is attached. The City Council, and members of city boards, commissions, committees,
and task forces do not currently fall under this policy.
Since the City Council and the board, commission, committee and task force members interact with
citizens and employees, I believe it is important that they be covered under the CKYs policy in this
area.
To that end, I am asking that the City Council request that the City Attorney prepare the appropriate
documents to assure that the City Council and those who serve on City boards, commissions,
committees and task forces are included under the City's sexual harassment policy.
Councilmember Sullivan requested the City Attorney to review the proposed document as it
pertains to each proposed designee.
A motion was made by Green, second Coerper to request that the City Attorney prepare
appropriate documentation to assure that the City Council and all those who serve on a City board,
commission, committee, or task force included under the City's sexual harassment policy. The
motion carried by the following roll call vote:
AYES: Sullivan, Coerper, Green, Boardman, Cook, Houchen, Hardy
NOES: None
ABSENT: None
(15) October 20, 2003 -Council/Agency Minutes -Page 15
After City Clerk Brockway read by title,a motion was made by Green, second Coerper to
approve for introduction the following ordinances:
1. Ordinance No.3620- "An Ordinance of the City of Huntington Beach Amending Chapter
14.25 of the Huntington Beach Municipal Code Relating to Storm Water and Urban Runoff
Management,"
and
2. Ordinance No.3621 - "An Ordinance of the City of Huntington Beach Amending Chapter
17.05 of the Huntington Beach Municipal Code, Refermd to as the Grading and
l_xcavation Code."
The motion carved by the following roll call vote:
AYES: _ Sullivan, Coerper, Green, Boardman, Cook, Houchen, Handy
NOES: None
ABSENT: None
(City Council) Request the City Attorney to Prepare Documentation Re:Sexual
Harassmen#Policy to Include City Council,City Board,Commission, Committee,and
Task Force Members ( )
The City Council considered a communication from Mayor Connie Boardman transmitting the
following Statement of Issue, The City currently has a sexual harassment policy that applies to
employees of the City. Administrative Regulation 412(included in the agenda packet)describing
this policy is attached. The City Council, and members of city boards, commissions, committees,
and task forces do not currently fall under this policy.
Since the City Council and the board, commission, committee and task force members interact with
citizens and employees, I believe it is important that they be covered under the City's policy in this
area.
To that end. I am asking that the City Council request that the City Attorney prepare the appropriate
documents to assure that the City Council and those who serve on City boards,commissions,
committees and task forces are included under the City's sexual harassment policy.
Councilmember Sullivan requested the City Attorney to review the proposed document as it
pertains to each proposed designee.
A motion was made by Green, second Coerper to request that the City Attorney prepare
appropriate documentation to assure that the City Council and all those who serve on a City board,
commission, committee, or task force included under the City's sexual harassment policy. The
motion carried by the following roll call vote:
AYES: Sullivan, Coerper, Green, Boardman, Cook, Houchen, Hardy
NOES: None
ABSENT: None
RCA ROUTING SHEET
INITIATING DEPARTMENT: ADMINISTRATIVE SERVICES
SUBJECT: Resolution Extending Administrative Regulation 412
pertaining to Harassment in Employment Policy to Elected
and Appointed Officials
COUNCIL MEETING DATE: March 21 , 2005
RCA ATTACHMENTS STATUS
Ordinance (w/exhibits & legislative draft if applicable) Not Applicable
Resolution (wlexhibits & legislative draft if applicable) Attached
Tract Map, Location Map and/or other Exhibits Not Applicable
Contract/Agreement (wlexhibits if applicable)
(Signed in full by the City Attome Not Applicable
Subleases, Third Party Agreements, etc.
Approved as to form by City Attome Not Applicable
Certificates of Insurance Approved by the City Attomey) Not Applicable
Financial Impact Statement (Unbud et, over $5,000) Not Applicable
Bonds (If applicable) Not Applicable
Staff Report (lf applicable) Not Applicable
Commission, Board or Committee Report If applicable) Not Applicable
Find in s/Conditions for Approval and/or Denial Not Applicable
EXPLANATION FOR MISSING ATTACHMENTS
REVIEWED RETURNED FORWARPED
Administrative Staff
Assistant City Administrator Initial
City Administrator Initial
City Clerk
EXPLANATION FOR RETURN OF ITEM:
(Below Space For City Clerk's Use Only)
RCA Author: Irma Youssefleh