Monterey County Grand Jury
• 2019-2020
• Agency Response
Judge Hulsey: This letter is written in response to the Monterey Civil Grand Jury Final Report -*
⚠️ 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.
Findings and Recommendations 2 findings
F1
For two employees, Sand City failed to meet the two-year timeframe for sexual harassment/abusive conduct re-training of supervisory employees, as directed by California Government Code §12950.1 and more particularly specified RECEIVEDSEP 2 8 2020 in 2 CCR §11024----- City of Sand City | 1 Pendergrass Way Sand City, CA 93955 | Ph. 831.394.3054 The Council partially agrees and partially disagrees with the finding. CCR §11024 specifies two methods to track compliance with California Government Code §12950.1. As the Grand Jury Report states, the City's retraining rate in fact resulted in a "100% compliance" under the "Training Year" tracking model set forth in 2 CCR section 11024(b)(1)(B). (Report, ). The City was therefore fully compliant under one of the two tracking methods allowed by the statute. The City agrees that if only the 24- month tracking method is applied, two employees would not be in compliance -- although it should be noted that both of the individuals noted in the Final Report as not in compliance completed the re-training less than a week late.
Related Recommendations (1)
R1
By December 31, 2020, Sand City should ensure that AB 1825 sexual harassment/abusive conduct prevention training undertaken by and/or at the direction of the city follows the directives and protocols laid out in 2 CCR §11024, including but not limited to the following areas: frequency, duration, and documentation of training; content of training; method of delivery of training; qualification of the trainer. This Recommendation is in the process of being implemented by the City of Sand City. City Staff is updating its personnel manual, which will be finalized before the December 31, 2020 deadline and the City will implement any necessary additional training procedures to ensure that the directives and protocols set forth in 2 CCR § 11024 are met.
F2
The city has no written policy regarding AB 1825 sexual harassment/abusive conduct training. The Council partially agrees and partially disagrees with the finding. The City's personnel manual is a written policy which addresses sexual harassment training of supervisors. It requires that the City comply with all rules and regulations regarding the training of employees in supervisory positions, which would include all of the AB1825 requirements. The City agrees with the finding only to the extent it is intended to state that the City has no written policy in addition to the City's personnel manual.
Related Recommendations (1)
R2
Sand City should develop a system to ensure that a full and complete written record of all AB 1825 trainings that it sponsors, regardless of whether delivered via classroom, e-learning, or webinar format, is in place and includes the date of the trainings and the names of attendees. This recommendation should be completed of the publication of this report. This recommendation has not yet been implemented but will be implemented. The City of Sand City is committed to developing a system to ensure that a full and complete written record of all AB 1825 trainings that it sponsors is in place and includes the date City of Sand City | 1 Pendergrass Way Sand City, CA 93955 | Ph. 831.394.3054 of the trainings and the names of attendees well before the 18-month deadline.
* 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.