Orange County Grand Jury
• 2012-2013
• Agency Response
Response to:
City of Laguna Hills
City of Laguna Hills City Council August 27, 2013 Mayor Council Members Barbara Kogerman Randal Bressette*
⚠️ Translation Notice: This content has been automatically translated. The original English text is the official version. Translation may contain errors.
⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Note: Missing finding numbers detected: F2, F3
Findings and Recommendations 4 findings
F1
Municipalities in Orange County cities are well-versed in EEO issues and maintain exemplary compliance strategies. Response: The City of Laguna Hills agrees with this finding. The City strives to maintain a workplace environment free from harassment, discrimination, and retaliation.
Related Recommendations (1)
R1
All OC cities and County government shall include funding for training of management and supervision as required by law and ensure training for all employees every two to three years. Response: The recommendation has already been implemented. The City of Laguna Hills provides funding for the training of all management and supervisory staff every 2 years, as mandated by law. Furthermore, it is the City's practice to provide funding, and it will continue to do so, to ensure harassment, discrimination, and retaliation prevention training for all full-time employees every two years.
F4
Complaint ratios between OC cities and the County of Orange are similar; but differences in how previous complaints were handled in the County led to major problems. Response: The City of Laguna Hills agrees with this finding. The City strives to maintain a workplace environment free from harassment, discrimination, and retaliation. In addition, the City has policies and procedures in place to thoroughly investigate all complaints received.
No recommendations for this finding
F5
The County and several cities do not offer, or provide limited, training in harassment, discrimination, and retaliation, particularly for line staff. Response: The City of Laguna Hills disagrees partially with the finding. While some cities do not offer, or provide limited, training in harassment, discrimination, and retaliation, for their staff, particularly line staff, it has been the practice of the City of Laguna Hills to provide onsite sexual harassment, discrimination, and retaliation prevention training to all full-time employees every 2 years.
No recommendations for this finding
F6
There are several Risk Management Joint Powers Insurance Pools (of which most cities are members) to ensure adequate coverage and sharing of liability with other member entities. Response: The City of Laguna Hills agrees with this finding. The City belongs to the Exclusive Risk Management Authority of California (ERMAC) which provides excess coverage for employment practices liability. GRAND JURY RECOMMENDATIONS
No recommendations for this finding
* This report's PDF did not contain easily extractable text and required Optical Character Recognition (OCR) for analysis. There may be minor errors in the extracted findings and recommendations due to OCR limitations with scanned documents.