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Note: Missing finding numbers detected: F10
Findings and Recommendations 10 findings
F1
for Item 1: A sexual harassment complaint form has not been developed and included in the Employee Handbook. At this time it appears there is no plan for including a sexual harassment complaint form. County, state, and federal laws do not require a form be used for informal sexual harassment complaints. 3
Related Recommendations (2)
R1
Implement recommendation made by the 2008-2009 Grand Jury.
R6
Item 1 A form for sexual harassment should be defined and made part of the employee handbook. (See Finding 1) Item 2 The complaint forms should be reviewed for reasonable content of the format and information and reissued as revisions. The form should include details of where the employee complaint should be sent. (See Finding 2) Item 3 Handling process for sexual harassment, hostile workplace/violence and illegal activity complaints should be defined and made part of the employee handbook. (See Finding 3) Item 4 Copies of the three complaint forms listed should be made readily available to all employees at their workstations. (See Finding 4) Item 5 Supervisors should advise any employee with a complaint to put it in writing or no action could be taken. Appropriate complaint form should be provided. (See
F2
for Item 2: The current employee complaint forms do not provide information as to where and to whom they should be sent.
Related Recommendations (2)
R2
Implement recommendation made by the 2008-2009 Grand Jury.
R6
Item 1 A form for sexual harassment should be defined and made part of the employee handbook. (See Finding 1) Item 2 The complaint forms should be reviewed for reasonable content of the format and information and reissued as revisions. The form should include details of where the employee complaint should be sent. (See Finding 2) Item 3 Handling process for sexual harassment, hostile workplace/violence and illegal activity complaints should be defined and made part of the employee handbook. (See Finding 3) Item 4 Copies of the three complaint forms listed should be made readily available to all employees at their workstations. (See Finding 4) Item 5 Supervisors should advise any employee with a complaint to put it in writing or no action could be taken. Appropriate complaint form should be provided. (See
F3
for Item 3: The handling process for each type of complaint is included in the employee handbook, however, the timeline for handling each process is not stated.
Related Recommendations (2)
R3
Implement recommendation made by the 2008-2009 Grand Jury.
R6
Item 1 A form for sexual harassment should be defined and made part of the employee handbook. (See Finding 1) Item 2 The complaint forms should be reviewed for reasonable content of the format and information and reissued as revisions. The form should include details of where the employee complaint should be sent. (See Finding 2) Item 3 Handling process for sexual harassment, hostile workplace/violence and illegal activity complaints should be defined and made part of the employee handbook. (See Finding 3) Item 4 Copies of the three complaint forms listed should be made readily available to all employees at their workstations. (See Finding 4) Item 5 Supervisors should advise any employee with a complaint to put it in writing or no action could be taken. Appropriate complaint form should be provided. (See
F4
for Item 4: The Committee was not able to substantiate that all complaint forms are readily available at the employees work location. However, a copy of the hostile workplace/violence form is located in the back of Section 13 – “Workplace Violence Policy” and the illegal activity complaint form maybe found in the back of Section 15 – “Process for Reporting of Illegal Activities Observed in the Workplace.”
Related Recommendations (2)
R4
Implement recommendation made by the 2008-2009 Grand Jury.
R6
Item 1 A form for sexual harassment should be defined and made part of the employee handbook. (See Finding 1) Item 2 The complaint forms should be reviewed for reasonable content of the format and information and reissued as revisions. The form should include details of where the employee complaint should be sent. (See Finding 2) Item 3 Handling process for sexual harassment, hostile workplace/violence and illegal activity complaints should be defined and made part of the employee handbook. (See Finding 3) Item 4 Copies of the three complaint forms listed should be made readily available to all employees at their workstations. (See Finding 4) Item 5 Supervisors should advise any employee with a complaint to put it in writing or no action could be taken. Appropriate complaint form should be provided. (See
F5
for Item 5: The Committee was not able to substantiate if supervisors have been directed to advise any employee with a complaint to put it in writing or no action can be taken.
Related Recommendations (1)
R5
Implement recommendation made by the 2008-2009 Grand Jury. 4
F6
for Item 6: The BOS has been made aware that all departments have been notified to direct all complaints to Administration for action and tracking.
No recommendations for this finding
F7
for Item 7: The Committee was not able to substantiate if reporting statistics on new, open and closed complaints, by type of complaint, and by department, are made by CAO and provided to the BOS. The Committee was unable to determine whether investigations of open complaints, which are late in resolution, are highlighted before presentation to the BOS.
Related Recommendations (1)
R7
Implement recommendation made by the 2008-2009 Grand Jury.
F8
for Item 8: During annual employee retraining a review of current policies and procedures and any changes addressing those areas is presented. The Employee Handbook, under Work Place Violence Section 13, does not define "hostile work environment". It does state that acts of violence in the workplace include: "any intimidating behavior perceived as a threat, including, but not limited to yelling, shouting, swearing in anger, throwing things or slamming doors".
No recommendations for this finding
F9
Examination of five employees’ Performance Reviews from various departments confirmed that the mandate that upper management should review the employee’s Performance Reviews written by subordinate managers is being followed.
Related Recommendations (1)
R9
Upper management must review written employee performance appraisals written by subordinate managers.
F11
Trinity County Leadership and Supervisor Training Program offers training courses in ”Performance Coaching,” “Managing Performance Through Evaluation,” and “Supervisory Skill”. These courses are being used to educate supervisors and management in improving their management skills.
Related Recommendations (1)
R11
Managers should have required periodic training on providing quality annual performance reviews for employees.
Additional Recommendations 1
These recommendations are not explicitly linked to specific findings.
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R0FROM: Trinity County Board of Supervisors SUBJECT: Response to 2009-10 Trinity County Granli Jury Development and Environment Committee Building Dept. Review Final Report DATE: September 7, 2010 The Grand Jury Development and Environment Committee has requested a written response to their final report on the Building Department Review. The Board of Supervisors' response is as follows:
No Responses Found 1
Government entities assigned to respond to this report. No response documents have been linked in our database.
Trinity County Board of Supervisors
Elected County Office