{ "_metadata": { "source": "https://simbli.eboardsolutions.com/Policy/ViewPolicy.aspx?S=36030397&revid=ZeoR662yfmFJVDvTnuBqFg==", "scrapedAt": "2026-05-24T20:11:49.868Z", "method": "Playwright + Simbli ViewPolicy API scraper" }, "code": "4030", "title": "Nondiscrimination In Employment", "type": "AR", "section": "4000", "lastRevised": "05/24/2023", "lastReviewed": "05/24/2023", "hasAttachment": false, "revid": "ZeoR662yfmFJVDvTnuBqFg==", "contentHtml": "\n\n\t\n\t\n\t\n\t\n\t\n\t\n\t\n\n\n\n

All allegations of discrimination in employment, including those involving an employee, job applicant, intern, volunteer, or person contracted to provide services to the district shall be investigated and resolved in accordance with procedures specified in this administrative regulation.

\n\n

The district designates the position identified below as its coordinator for nondiscrimination in employment (coordinator) to coordinate the district's efforts to comply with state and federal nondiscrimination laws and to answer inquiries regarding the district's nondiscrimination policies. The coordinator may be contacted at:

\n\n

Human Resources
\n750 Bradford Street
\nRedwood City, CA 94063
\n650-482-2200
\nhumanresources@rcsdk8.net

\n\n

Measures to Prevent Discrimination

\n\n

To prevent unlawful discrimination, harassment, and retaliation in district employment, the Superintendent or designee shall implement the following measures:

\n\n

Display in a prominent and accessible location at every work site where the district has employees and post electronically on computers in a conspicuous location, the California Department of Fair Employment and Housing (DFEH) posters in regard to workplace discrimination and harassment and the rights of transgender employees (Government Code 12950)
\n\t
Publicize the district's nondiscrimination policy and regulation, including the complaint procedures and the coordinator's contact information, by: (5 CCR 4960; 34 CFR 100.6, 106.9)
\n\t \n\t
1. Including them in each announcement, bulletin, or application form that is used in employee recruitment
  \n\t\t
2. Posting them in all district schools and offices, including staff lounges and other prominent locations
  \n\t\t
3. Posting them on the district's web site and providing easy access to them through district-supported social media, when available
  \n\t\t
\n\t
Disseminate the district's nondiscrimination policy to all employees by one or more of the following methods: (2 CCR 11023)
\n\t \n\t
1. Printing and providing a copy of the policy to all employees, with an acknowledgment form for each employee to sign and return
  \n\t\t
2. Sending the policy via email with an acknowledgment return form
  \n\t\t
3. Posting the policy on the district intranet with a tracking system ensuring all employees have read and acknowledged receipt of the policies
  \n\t\t
4. Discussing the policy with employees upon hire and/or during a new hire orientation session
  \n\t\t
5. Any other way that ensures employees receive and understand the policy
  \n\t\t
\n\t
Provide to employees a handbook which contains information that clearly describes the district's nondiscrimination policy, procedures for filing a complaint, and resources available to employees who believe they have been the victim of any discriminatory or harassing behavior
\n\t
Provide training to employees, volunteers, and interns regarding the district's nondiscrimination policy, including what constitutes unlawful discrimination, harassment, and retaliation and how and to whom a report of an incident should be made
\n\t
\n\tThe district may also provide bystander intervention training to employees that includes information and practical guidance on how to recognize potentially problematic behaviors and motivates them to take action when they observe such behaviors. The training and education may include exercises to provide employees with the skills and confidence to intervene as appropriate and to provide them with resources they can call upon that support their intervention. (Government Code 12950.2)
\n\t
Periodically review the district's recruitment, hiring, and promotion processes and regularly monitor the terms, conditions, and privileges of employment to ensure district compliance with law
\n\t
For any district facility where 10 percent of employees have a language other than English as their spoken language, translate the policy into every language spoken by at least 10 percent of the workforce

\n\n

Complaint Procedure

\n\n

Complaints of sexual harassment shall be investigated and resolved in accordance with AR 4119.12/4219.12/4319.12 - Title IX Sexual Harassment Complaint Procedures if the alleged conduct meets the definition of sexual harassment pursuant to 34 CFR 106.30.

\n\n

Any other complaint alleging unlawful discrimination or harassment shall be addressed in accordance with the following procedures:

\n\n

Notice and Receipt of Complaint: A complainant may inform a direct supervisor, another supervisor, the coordinator, the Superintendent or, if available, a complaint hotline or an ombudsman. The employee's direct supervisor may be bypassed in filing a complaint where the supervisor is the subject of the complaint.
\n\t
\n\tThe complainant may first attempt to resolve the situation informally with the complainant's supervisor before filing a written complaint.
\n\t
\n\tA supervisor or manager who has received information about an incident of discrimination or harassment, or has observed such an incident, shall report it to the coordinator, whether or not the complainant files a written complaint.
\n\t
\n\tThe written complaint should contain the complainant's name, the name of the individual who allegedly committed the act, a description of the incident, the date and location where the incident occurred, any witnesses who may have relevant information, other evidence of the discrimination or harassment, and any other pertinent information which may assist in investigating and resolving the complaint.
\n\t
Investigation Process: The coordinator shall initiate an impartial investigation of an allegation of discrimination or harassment within five business days of receiving notice of the alleged discriminatory or harassing behavior, regardless of whether a written complaint has been filed or whether the written complaint is complete.
\n\t
\n\tThe coordinator shall meet with the complainant to describe the district's complaint procedure and discuss the actions being sought by the complainant in response to the allegation. The coordinator shall inform the complainant that the investigation of the allegations will be fair, timely, and thorough and will be conducted in a manner that provides all parties due process and reaches reasonable conclusions based on the evidence collected. The coordinator shall also inform the parties that the investigation will be kept confidential to the extent possible, but that some information may be revealed as necessary to conduct an effective investigation.
\n\t
\n\tIf the coordinator determines that a detailed fact-finding investigation is necessary, the investigation shall begin immediately. As part of this investigation, the coordinator should interview the complainant, the person accused, and other persons who could be expected to have relevant information.
\n\t
\n\tThe coordinator shall track and document the progress of the investigation to ensure reasonable progress and shall inform the parties as necessary.
\n\t
\n\tWhen necessary to carry out the investigation or to protect employee safety, the coordinator may discuss the complaint with the Superintendent or designee, district legal counsel, or the district's risk manager.
\n\t
\n\tThe coordinator shall also determine whether interim measures, such as scheduling changes, transfers, or leaves, need to be taken before the investigation is completed to ensure that further incidents are prevented. The coordinator shall ensure that such interim measures do not constitute retaliation.
\n\t
Written Report on Findings and Remedial/Corrective Action: No more than 20 business days after receiving the complaint, the coordinator shall conclude the investigation and prepare a written report of the findings. This timeline may be extended for good cause. If an extension is needed, the coordinator shall notify the parties and explain the reasons for the extension.
\n\t
\n\tThe report shall include the decision and the reasons for the decision and shall summarize the steps taken during the investigation. If a determination has been made that discrimination or harassment occurred, the report shall also include any corrective action(s) that have been or will be taken to address the behavior, provide appropriate options for remedial actions and resolutions for the complainant, and ensure that retaliation or further discrimination or harassment is prevented. The report shall be presented to the Superintendent or designee.
\n\t
\n\tA summary of the findings shall be presented to the complainant and the person accused.
\n\t
Appeal to the Governing Board: The complainant or the person accused may appeal any findings to the Governing Board within 10 business days of receiving the written report of the coordinator's findings. The Superintendent or designee shall provide the Governing Board with all information presented during the investigation. Upon receiving an appeal, the Governing Board shall schedule a hearing as soon as practicable. Any complaint against a district employee shall be addressed in closed session in accordance with law. The Governing Board shall render its decision within 10 business days.

\n\n

Other Remedies

\n\n

In addition to filing a discrimination or harassment complaint with the district, a person may file a complaint with either DFEH or the Equal Employment Opportunity Commission (EEOC). The time limits for filing such complaints are as follows:

\n\n

To file a valid complaint with DFEH, within one year of the alleged discriminatory act(s), unless an exception exists pursuant to Government Code 12960
\n\t
To file a valid complaint directly with EEOC, within 180 days of the alleged discriminatory act(s) (42 USC 2000e-5)
\n\t
To file a valid complaint with EEOC after first filing a complaint with DFEH, within 300 days of the alleged discriminatory act(s) or within 30 days after the termination of proceedings by DFEH, whichever is earlier (42 USC 2000e-5)

\n\n\n", "contentText": "All allegations of discrimination in employment, including those involving an employee, job applicant, intern, volunteer, or person contracted to provide services to the district shall be investigated and resolved in accordance with procedures specified in this administrative regulation. \n\nThe district designates the position identified below as its coordinator for nondiscrimination in employment (coordinator) to coordinate the district's efforts to comply with state and federal nondiscrimination laws and to answer inquiries regarding the district's nondiscrimination policies. The coordinator may be contacted at: \n\nHuman Resources\n\n750 Bradford Street\n\nRedwood City, CA 94063\n\n650-482-2200\n\nhumanresources@rcsdk8.net \n\nMeasures to Prevent Discrimination \n\nTo prevent unlawful discrimination, harassment, and retaliation in district employment, the Superintendent or designee shall implement the following measures: \n\n- Display in a prominent and accessible location at every work site where the district has employees and post electronically on computers in a conspicuous location, the California Department of Fair Employment and Housing (DFEH) posters in regard to workplace discrimination and harassment and the rights of transgender employees (Government Code 12950) \n\n- Publicize the district's nondiscrimination policy and regulation, including the complaint procedures and the coordinator's contact information, by: (5 CCR 4960; 34 CFR 100.6, 106.9)\n\n- Including them in each announcement, bulletin, or application form that is used in employee recruitment\n\n- Posting them in all district schools and offices, including staff lounges and other prominent locations \n\n- Posting them on the district's web site and providing easy access to them through district-supported social media, when available \n\n- Disseminate the district's nondiscrimination policy to all employees by one or more of the following methods: (2 CCR 11023)\n\n- Printing and providing a copy of the policy to all employees, with an acknowledgment form for each employee to sign and return\n\n- Sending the policy via email with an acknowledgment return form \n\n- Posting the policy on the district intranet with a tracking system ensuring all employees have read and acknowledged receipt of the policies \n\n- Discussing the policy with employees upon hire and/or during a new hire orientation session \n\n- Any other way that ensures employees receive and understand the policy \n\n- Provide to employees a handbook which contains information that clearly describes the district's nondiscrimination policy, procedures for filing a complaint, and resources available to employees who believe they have been the victim of any discriminatory or harassing behavior \n\n- Provide training to employees, volunteers, and interns regarding the district's nondiscrimination policy, including what constitutes unlawful discrimination, harassment, and retaliation and how and to whom a report of an incident should be made \n\n\tThe district may also provide bystander intervention training to employees that includes information and practical guidance on how to recognize potentially problematic behaviors and motivates them to take action when they observe such behaviors. The training and education may include exercises to provide employees with the skills and confidence to intervene as appropriate and to provide them with resources they can call upon that support their intervention. (Government Code 12950.2) \n\n- Periodically review the district's recruitment, hiring, and promotion processes and regularly monitor the terms, conditions, and privileges of employment to ensure district compliance with law \n\n- For any district facility where 10 percent of employees have a language other than English as their spoken language, translate the policy into every language spoken by at least 10 percent of the workforce \n\nComplaint Procedure \n\nComplaints of sexual harassment shall be investigated and resolved in accordance with AR 4119.12/4219.12/4319.12 - Title IX Sexual Harassment Complaint Procedures if the alleged conduct meets the definition of sexual harassment pursuant to 34 CFR 106.30. \n\nAny other complaint alleging unlawful discrimination or harassment shall be addressed in accordance with the following procedures: \n\n- Notice and Receipt of Complaint: A complainant may inform a direct supervisor, another supervisor, the coordinator, the Superintendent or, if available, a complaint hotline or an ombudsman. The employee's direct supervisor may be bypassed in filing a complaint where the supervisor is the subject of the complaint. \n\n\tThe complainant may first attempt to resolve the situation informally with the complainant's supervisor before filing a written complaint. \n\n\tA supervisor or manager who has received information about an incident of discrimination or harassment, or has observed such an incident, shall report it to the coordinator, whether or not the complainant files a written complaint. \n\n\tThe written complaint should contain the complainant's name, the name of the individual who allegedly committed the act, a description of the incident, the date and location where the incident occurred, any witnesses who may have relevant information, other evidence of the discrimination or harassment, and any other pertinent information which may assist in investigating and resolving the complaint. \n\n- Investigation Process: The coordinator shall initiate an impartial investigation of an allegation of discrimination or harassment within five business days of receiving notice of the alleged discriminatory or harassing behavior, regardless of whether a written complaint has been filed or whether the written complaint is complete. \n\n\tThe coordinator shall meet with the complainant to describe the district's complaint procedure and discuss the actions being sought by the complainant in response to the allegation. The coordinator shall inform the complainant that the investigation of the allegations will be fair, timely, and thorough and will be conducted in a manner that provides all parties due process and reaches reasonable conclusions based on the evidence collected. The coordinator shall also inform the parties that the investigation will be kept confidential to the extent possible, but that some information may be revealed as necessary to conduct an effective investigation. \n\n\tIf the coordinator determines that a detailed fact-finding investigation is necessary, the investigation shall begin immediately. As part of this investigation, the coordinator should interview the complainant, the person accused, and other persons who could be expected to have relevant information. \n\n\tThe coordinator shall track and document the progress of the investigation to ensure reasonable progress and shall inform the parties as necessary. \n\n\tWhen necessary to carry out the investigation or to protect employee safety, the coordinator may discuss the complaint with the Superintendent or designee, district legal counsel, or the district's risk manager. \n\n\tThe coordinator shall also determine whether interim measures, such as scheduling changes, transfers, or leaves, need to be taken before the investigation is completed to ensure that further incidents are prevented. The coordinator shall ensure that such interim measures do not constitute retaliation. \n\n- Written Report on Findings and Remedial/Corrective Action: No more than 20 business days after receiving the complaint, the coordinator shall conclude the investigation and prepare a written report of the findings. This timeline may be extended for good cause. If an extension is needed, the coordinator shall notify the parties and explain the reasons for the extension. \n\n\tThe report shall include the decision and the reasons for the decision and shall summarize the steps taken during the investigation. If a determination has been made that discrimination or harassment occurred, the report shall also include any corrective action(s) that have been or will be taken to address the behavior, provide appropriate options for remedial actions and resolutions for the complainant, and ensure that retaliation or further discrimination or harassment is prevented. The report shall be presented to the Superintendent or designee. \n\n\tA summary of the findings shall be presented to the complainant and the person accused.\n\n- Appeal to the Governing Board: The complainant or the person accused may appeal any findings to the Governing Board within 10 business days of receiving the written report of the coordinator's findings. The Superintendent or designee shall provide the Governing Board with all information presented during the investigation. Upon receiving an appeal, the Governing Board shall schedule a hearing as soon as practicable. Any complaint against a district employee shall be addressed in closed session in accordance with law. The Governing Board shall render its decision within 10 business days. \n\nOther Remedies \n\nIn addition to filing a discrimination or harassment complaint with the district, a person may file a complaint with either DFEH or the Equal Employment Opportunity Commission (EEOC). The time limits for filing such complaints are as follows: \n\n- To file a valid complaint with DFEH, within one year of the alleged discriminatory act(s), unless an exception exists pursuant to Government Code 12960\n\n- To file a valid complaint directly with EEOC, within 180 days of the alleged discriminatory act(s) (42 USC 2000e-5)\n\n- To file a valid complaint with EEOC after first filing a complaint with DFEH, within 300 days of the alleged discriminatory act(s) or within 30 days after the termination of proceedings by DFEH, whichever is earlier (42 USC 2000e-5)", "footnotes": [ { "type": "State", "references": [ { "code": "2 CCR 11006-11086", "description": "Discrimination in employment", "url": "" }, { "code": "2 CCR 11023", "description": "Harassment and discrimination prevention and correction", "url": "https://govt.westlaw.com/calregs/Document/I677D23F35A0A11EC8227000D3A7C4BC3?viewType=FullText&originationContext=documenttoc&transitionType=CategoryPageItem&contextData=(sc.Default)" }, { "code": "2 CCR 11024", "description": "Required training and education on harassment based on sex, gender identity and expression, and sexual orientation", "url": "https://govt.westlaw.com/calregs/Document/I679937735A0A11EC8227000D3A7C4BC3?viewType=FullText&originationContext=documenttoc&transitionType=CategoryPageItem&contextData=(sc.Default)" }, { "code": "2 CCR 11027-11028", "description": "National origin and ancestry discrimination", "url": "https://govt.westlaw.com/calregs/Browse/Home/California/CaliforniaCodeofRegulations?guid=I67B23DB05A0A11EC8227000D3A7C4BC3&transitionType=Default&contextData=%28sc.Default%29#I67B5C0235A0A11EC8227000D3A7C4BC3" }, { "code": "5 CCR 4900-4965", "description": "Nondiscrimination in elementary and secondary educational programs receiving state or federal financial assistance", "url": "" }, { "code": "CA Constitution Article 1, Section 1", "description": "Inalienable rights", "url": "https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=CONS§ionNum=SECTION%201.&article=I" }, { "code": "Civ. Code 51.7", "description": "Freedom from violence or intimidation", "url": "http://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?sectionNum=51.7.&lawCode=CIV" }, { "code": "Ed. Code 200-262.4", "description": "Prohibition of discrimination", "url": "http://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?division=1.&chapter=2.&part=1.&lawCode=EDC&title=1.&article=1." }, { "code": "Gov. Code 11135", "description": "Prohibition of discrimination", "url": "https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?sectionNum=11135.&lawCode=GOV" }, { "code": "Gov. Code 12900-12996", "description": "Fair Employment and Housing Act", "url": "https://leginfo.legislature.ca.gov/faces/codes_displayexpandedbranch.xhtml?tocCode=GOV&division=3.&title=2.&part=2.8.&chapter=&article=" }, { "code": "Gov. Code 12940-12954", "description": "Unlawful employment practices", "url": "https://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=ELEC&division=9.&title=&part=&chapter=5.&article=" }, { "code": "Gov. Code 12960-12976", "description": "Unlawful employment practices; complaints", "url": "https://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=GOV&division=3.&title=2.&part=2.8.&chapter=7.&article=1." }, { "code": "Lab. Code 1030-1034", "description": "Lactation Accommodation", "url": "https://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=LAB&division=2.&title=&part=3.&chapter=3.8.&article=" }, { "code": "Lab. Code 1197.5", "description": "Wages, hours, and working conditions", "url": "https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB§ionNum=1197.5." }, { "code": "Lab. Code 79-107", "description": "Division of Labor Standards Enforcement", "url": "https://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=LAB&division=1.&title=&part=&chapter=4.&article=" }, { "code": "Pen. Code 422.56", "description": "Definitions; hate crimes", "url": "https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=PEN§ionNum=422.56." } ] }, { "type": "Federal", "references": [ { "code": "20 USC 1681-1688", "description": "Title IX of the Education Amendments of 1972; discrimination based on sex", "url": "" }, { "code": "28 CFR 35.101-35.190", "description": "Americans with Disabilities Act", "url": "" }, { "code": "29 CFR 1636", "description": "Implementation of the Pregnant Workers Fairness Act", "url": "https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1636" }, { "code": "29 USC 218d", "description": "Fair Labor Standards Act; Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act", "url": "https://uscode.house.gov/view.xhtml?req=(title:29%20section:218d%20edition:prelim)%20OR%20(granuleid:USC-prelim-title29-section218d)&f=treesort&edition=prelim&num=0&jumpTo=true" }, { "code": "29 USC 621-634", "description": "Age Discrimination in Employment Act", "url": "https://uscode.house.gov/view.xhtml?path=/prelim@title29/chapter14&edition=prelim" }, { "code": "29 USC 794", "description": "Rehabilitation Act of 1973; Section 504", "url": "https://uscode.house.gov/view.xhtml?req=(title:29%20section:794%20edition:prelim)%20OR%20(granuleid:USC-prelim-title29-section794)&f=treesort&edition=prelim&num=0&jumpTo=true" }, { "code": "34 CFR 100.6", "description": "Title VI; Compliance information", "url": "https://www.ecfr.gov/current/title-34/subtitle-B/chapter-I/part-100/section-100.6" }, { "code": "34 CFR 104.7", "description": "Section 504; Designation of responsible employee and adoption of grievances procedures", "url": "https://www.ecfr.gov/current/title-34/subtitle-B/chapter-I/part-104/subpart-A/section-104.7" }, { "code": "34 CFR 104.8", "description": "Notice of Nondiscrimination on the Basis of Handicap", "url": "https://www.ecfr.gov/current/title-34/subtitle-B/chapter-I/part-104/subpart-A/section-104.8" }, { "code": "34 CFR 106.1-106.82", "description": "Discrimination on the basis of sex; effectuating Title IX", "url": "https://www.ecfr.gov/current/title-34/subtitle-B/chapter-I/part-106" }, { "code": "34 CFR 110.1-110.39", "description": "Nondiscrimination on the basis of age", "url": "https://www.ecfr.gov/current/title-34/subtitle-B/chapter-I/part-110" }, { "code": "42 USC 12101-12213", "description": "Americans with Disabilities Act", "url": "https://uscode.house.gov/view.xhtml?path=/prelim@title42/chapter126&edition=prelim" }, { "code": "42 USC 2000d-2000d-7", "description": "Title VI, Civil Rights Act of 1964", "url": "" }, { "code": "42 USC 2000e-2000e-17", "description": "Title VII, Civil Rights Act of 1964, as amended", "url": "" }, { "code": "42 USC 2000ff-2000ff-11", "description": "Genetic Information Nondiscrimination Act of 2008", "url": "https://uscode.house.gov/view.xhtml?path=/prelim@title42/chapter21F&edition=prelim" }, { "code": "42 USC 2000gg-2000gg-6", "description": "Pregnant Workers Fairness Act", "url": "https://uscode.house.gov/view.xhtml?path=/prelim@title42/chapter22&edition=prelim" }, { "code": "42 USC 2000h-2-2000h-6", "description": "Title IX of the Civil Rights Act of 1964", "url": "" }, { "code": "42 USC 6101-6107", "description": "Age discrimination in federally assisted programs", "url": "https://uscode.house.gov/view.xhtml?path=/prelim@title42/chapter76&edition=prelim" }, { "code": "U.S. Constitution, First Amendment", "description": "Free exercise, free speech, and establishment clauses", "url": "https://constitution.congress.gov/constitution/amendment-1/" } ] }, { "type": "Management Resources", "references": [ { "code": "CA Civil Rights Department Publication", "description": "Sexual Harassment, January 2023", "url": "https://calcivilrights.ca.gov/wp-content/uploads/sites/32/2022/12/Sexual-Harassment-Poster_ENG.pdf" }, { "code": "CA Civil Rights Department Publication", "description": "Family Care and Medical Leave and Pregnancy Disability Leave, January 2023", "url": "https://calcivilrights.ca.gov/wp-content/uploads/sites/32/2023/01/CFRA-and-Pregnancy-Leave_ENG.pdf" }, { "code": "CA Civil Rights Department Publication", "description": "California Law Prohibits Workplace Discrimination and Harassment, January 2024", "url": "https://calcivilrights.ca.gov/wp-content/uploads/sites/32/2023/01/Workplace-Discrimination-Poster_ENG.pdf" }, { "code": "CA Civil Rights Department Publication", "description": "The Rights of Employees Who Are Transgender or Gender Nonconforming: Fact Sheet, November 2022", "url": "https://calcivilrights.ca.gov/wp-content/uploads/sites/32/2022/11/The-Rights-of-Employees-who-are-Transgender-or-Gender-Nonconforming-Fact-Sheet_ENG.pdf" }, { "code": "CA Civil Rights Department Publication", "description": "Harassment Prevention Guide for California Employers, 2017", "url": "https://calcivilrights.ca.gov/wp-content/uploads/sites/32/2017/06/DFEH-Workplace-Harassment-Guide-1.pdf" }, { "code": "CA Civil Rights Department Publication", "description": "Your Rights and Obligations as a Pregnant Employee, January 2023", "url": "https://calcivilrights.ca.gov/wp-content/uploads/sites/32/2023/01/Your-Rights-and-Obligations-as-a-Pregnant-Employee_ENG.pdf" }, { "code": "Court Decision", "description": "Burlington Northern and Santa Fe Ry. Co. v. White (2006) 548 U.S. 53", "url": "" }, { "code": "Court Decision", "description": "Tennessee v. Cardona (2024) 737 F.Supp.3d 510", "url": "" }, { "code": "Court Decision", "description": "Olmstead v. L.C. ex rel. Zimring (1999) 527 U.S. 581", "url": "" }, { "code": "Court Decision", "description": "McDonnell Douglas Corp v. Green (1973) 411 U.S. 792", "url": "" }, { "code": "Court Decision", "description": "John T. D. v. River Delta Joint Unified School District (2021) WL 5176356", "url": "" }, { "code": "Court Decision", "description": "Burlington Industries, Inc v. Ellerth (1998) 524 U.S. 742", "url": "https://law.justia.com/cases/" }, { "code": "Court Decision", "description": "Faragher-Ellerth v. City of Boca Raton (1998) 524 U.S. 775", "url": "https://law.justia.com/cases/" }, { "code": "Court Decision", "description": "Groff v. DeJoy (2023) 600 U.S. 447", "url": "https://www.govinfo.gov/#advanced" }, { "code": "Court Decision", "description": "Kennedy v. Bremerton (2022) 142 S.Ct. 2407", "url": "https://www.supremecourt.gov/opinions/opinions.aspx" }, { "code": "Court Decision", "description": "Shephard v. Loyola Marymount (2002) 102 Cal.App. 4th 837", "url": "https://www.lexisnexis.com/clients/CACourts/" }, { "code": "Court Decision", "description": "Thomson v. North American Stainless LP (2011) 62 U.S. 170", "url": "https://www.govinfo.gov/#advanced" }, { "code": "Federal Register", "description": "Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance, May 19, 2020, Vol. 85, No. 97, pages 30026-30579", "url": "https://www.federalregister.gov/documents/2020/05/19/2020-10512/nondiscrimination-on-the-basis-of-sex-in-education-programs-or-activities-receiving-federal" }, { "code": "U.S. Department of Education Publication", "description": "Guidance on Constitutionally Protected Prayer and Religious Expression in Public Elementary and Secondary Schools, May 2023", "url": "https://www2.ed.gov/policy/gen/guid/religionandschools/prayer_guidance.html" }, { "code": "U.S. DOE, Office for Civil Rights Publication", "description": "Dear Colleague Letter: Enforcement of Title IX under the provisions of the 2020 Title IX Rule, February 4, 2025", "url": "https://www.ed.gov/media/document/title-ix-enforcement-directive-dcl-109477.pdf" }, { "code": "U.S. Equal Employment Opportunity Comm Publication", "description": "EEOC Compliance Manual", "url": "https://www.eeoc.gov/guidance-subject-area" }, { "code": "Website", "description": "U.S. Department of Labor, Office of Federal Contract Compliance Program", "url": "https://www.dol.gov/agencies/ofccp/executive-order-11246" }, { "code": "Website", "description": "CSBA District and County Office of Education Legal Services", "url": "https://legalservices.csba.org/" }, { "code": "Website", "description": "California Department of Industrial Relations", "url": "http://www.dir.ca.gov" }, { "code": "Website", "description": "California Civil Rights Department", "url": "https://calcivilrights.ca.gov/" }, { "code": "Website", "description": "U.S. Department of Education, Office for Civil Rights", "url": "http://www2.ed.gov/ocr" }, { "code": "Website", "description": "U.S. Equal Employment Opportunity Commission", "url": "http://www.eeoc.gov" } ] } ], "crossRefs": [ { "code": "0410", "title": "Nondiscrimination In District Programs And Activities", "type": "AR" }, { "code": "1113", "title": "District And School Websites", "type": "AR" }, { "code": "1113", "title": "District And School Websites", "type": "AR" }, { "code": "1114", "title": "District-Sponsored Social Media", "type": "AR" }, { "code": "1114", "title": "District-Sponsored Social Media", "type": "AR" }, { "code": "1114-E PDF(1)", "title": "District-Sponsored Social Media", "type": "AR" }, { "code": "1240", "title": "Volunteer Assistance", "type": "AR" }, { "code": "1240", "title": "Volunteer Assistance", "type": "AR" }, { "code": "1312.1", "title": "Complaints Concerning District Employees", "type": "AR" }, { "code": "1312.1", "title": "Complaints Concerning District Employees", "type": "AR" }, { "code": "1312.3", "title": "Uniform Complaint Procedures", "type": "AR" }, { "code": "1312.3", "title": "Uniform Complaint Procedures", "type": "AR" }, { "code": "1313", "title": "Civility", "type": "AR" }, { "code": "3312", "title": "Contracts", "type": "AR" }, { "code": "3530", "title": "Risk Management/Insurance", "type": "AR" }, { "code": "3530", "title": "Risk Management/Insurance", "type": "AR" }, { "code": "3580", "title": "District Records", "type": "AR" }, { "code": "3580", "title": "District Records", "type": "AR" }, { "code": "4000", "title": "Concepts And Roles", "type": "AR" }, { "code": "4032", "title": "Reasonable Accommodation", "type": "AR" }, { "code": "4033", "title": "Lactation Accommodation", "type": "AR" }, { "code": "4111.2", "title": "Legal Status Requirement", "type": "AR" }, { "code": "4112.4", "title": "Health Examinations", "type": "AR" }, { "code": "4112.5", "title": "Criminal Record Check", "type": "AR" }, { "code": "4112.6", "title": "Personnel Files", "type": "AR" }, { "code": "4112.8", "title": "Employment Of Relatives", "type": "AR" }, { "code": "4112.9", "title": "Employee Notifications", "type": "AR" }, { "code": "4112.9", "title": "Employee Notifications", "type": "AR" }, { "code": "4118", "title": "Dismissal/Suspension/Disciplinary Action", "type": "AR" }, { "code": "4118", "title": "Dismissal/Suspension/Disciplinary Action", "type": "AR" }, { "code": "4119.1", "title": "Civil And Legal Rights", "type": "AR" }, { "code": "4119.11", "title": "Sexual Harassment", "type": "AR" }, { "code": "4119.11", "title": "Sexual Harassment", "type": "AR" }, { "code": "4119.22", "title": "Dress And Grooming", "type": "AR" }, { "code": "4119.23", "title": "Unauthorized Release Of Confidential/Privileged Information", "type": "AR" }, { "code": "4119.41", "title": "Employees With Infectious Disease", "type": "AR" }, { "code": "4131", "title": "Staff Development", "type": "AR" }, { "code": "4131", "title": "Staff Development", "type": "AR" }, { "code": "4151", "title": "Employee Compensation", "type": "AR" }, { "code": "4154", "title": "Health And Welfare Benefits", "type": "AR" }, { "code": "4161.5", "title": "Military Leave", "type": "AR" }, { "code": "4161.8", "title": "Family Care And Medical Leave", "type": "AR" }, { "code": "4211.2", "title": "Legal Status Requirement", "type": "AR" }, { "code": "4212.41", "title": "Employee Drug Testing", "type": "AR" }, { "code": "4212.8", "title": "Employment Of Relatives", "type": "AR" }, { "code": "4212.9", "title": "Employee Notifications", "type": "AR" }, { "code": "4218", "title": "Dismissal/Suspension/Disciplinary Action", "type": "AR" }, { "code": "4218", "title": "Dismissal/Suspension/Disciplinary Action", "type": "AR" }, { "code": "4219.1", "title": "Civil And Legal Rights", "type": "AR" }, { "code": "4219.11", "title": "Sexual Harassment", "type": "AR" }, { "code": "4219.11", "title": "Sexual Harassment", "type": "AR" }, { "code": "4219.12", "title": "Title IX Sexual Harassment Complaint Procedures", "type": "AR" }, { "code": "4219.22", "title": "Dress And Grooming", "type": "AR" }, { "code": "4219.23", "title": "Unauthorized Release Of Confidential/Privileged Information", "type": "AR" }, { "code": "4231", "title": "Staff Development", "type": "AR" }, { "code": "4251", "title": "Employee Compensation", "type": "AR" }, { "code": "4254", "title": "Health And Welfare Benefits", "type": "AR" }, { "code": "4261.5", "title": "Military Leave", "type": "AR" }, { "code": "4261.8", "title": "Family Care And Medical Leave", "type": "AR" }, { "code": "4311.2", "title": "Legal Status Requirement", "type": "AR" }, { "code": "4312.41", "title": "Employee Drug Testing", "type": "AR" }, { "code": "4312.8", "title": "Employment Of Relatives", "type": "AR" }, { "code": "4312.9", "title": "Employee Notifications", "type": "AR" }, { "code": "4319.1", "title": "Civil And Legal Rights", "type": "AR" }, { "code": "4319.11", "title": "Sexual Harassment", "type": "AR" }, { "code": "4319.11", "title": "Sexual Harassment", "type": "AR" }, { "code": "4319.12", "title": "Title IX Sexual Harassment Complaint Procedures", "type": "AR" }, { "code": "4319.22", "title": "Dress And Grooming", "type": "AR" }, { "code": "4319.41", "title": "Employees With Infectious Disease", "type": "AR" }, { "code": "4331", "title": "Staff Development", "type": "AR" }, { "code": "4351", "title": "Employee Compensation", "type": "AR" }, { "code": "4354", "title": "Health And Welfare Benefits", "type": "AR" }, { "code": "4361.5", "title": "Military Leave", "type": "AR" }, { "code": "4361.8", "title": "Family Care And Medical Leave", "type": "AR" }, { "code": "9000", "title": "Role Of The Board", "type": "AR" } ], "attachments": [] }