Policies & Resolutions

Sexual Harassment Prohibition Policy

Introduction

The Park District is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that prohibits discriminatory practices, including sexual harassment.

It is the responsibility of each and every employee, officer, official, park commissioner, agent Therefore, the Park District expects that all relationships among persons in the workplace, including relationships with members of the public, will be business-like and free of bias, prejudice and harassment., volunteer, and vendor of the Park District as well as anyone using the Park District’s facilities, to refrain from sexual harassment. The Park District will not tolerate sexual harassment of or by any of its employees and elected officials. Actions, words, jokes, or comments based on an individual’s sex, sexual identity or orientation, civil union partnership, or any other form of sex discrimination or harassment will not be tolerated.

This policy should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, sexual orientation, civil union partnership, or any other protected characteristic, from participating in business or work-related social activities or discussions in order to avoid allegations of harassment. The law and policies of the Park District prohibit disparate treatment on the basis of race, religion, age, national origin, sex, sexual identity or orientation, civil union partnership, or any other protected characteristic, with regard to terms, conditions, privileges and prerequisites of employment. The prohibition against sexual harassment, discrimination and retaliation are intended to complement and further these policies, not to form the basis of an exception to them.

Definition of Sexual Harassment

Sexual harassment means any unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature when:

(i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;

(ii) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or

(iii) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.  For purposes of this definition, the phrase “working environment” is not limited to a physical location an employee is assigned to perform his or her duties and does not require an employment relationship.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include, but are not limited to: unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering; catcalls or touching; insulting or obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures (including through e-mail, text messages or other workplace communications); and other physical, verbal or visual conduct of a sexual nature.

Conduct prohibited by this policy is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, professional conferences, business meetings and business-related and/or Park District sponsored social events.

Any employee who engages in practices or conduct constituting sexual harassment shall be subject to disciplinary action, up to and including discharge.  Any Park District official (including an elected or appointed official) who engages in practices or conduct constituting sexual harassment shall be subject to appropriate remedial action, up to and including removal from office. 

Retaliation Is Prohibited

The Park District prohibits retaliation against any individual who reports sexual harassment, participates in an investigation of such reports, or files a charge of sexual harassment. Retaliation against an individual for reporting sexual harassment, for participating in an investigation of a claim of sexual harassment, or for filing a charge of sexual harassment is a serious violation of this policy and, like sexual harassment itself, will result in disciplinary action, up to and including termination or removal from office against the retaliator.

Should you be subjected to retaliation for reporting sexual harassment, participating in the investigation of any such report, or for filing a charge of sexual harassment with the Illinois Department of Human Rights or any other federal, state, or local governmental agency with jurisdiction over such a charge, you have the right to file a charge with the Illinois Department of Human Rights at the James R. Thompson Center, 100 West Randolph Street, Suite 10-100, Chicago, Illinois 60601, (312) 814-6200, or filing a civil action against the retaliator under the Illinois Whistleblower Act.  You also may have recourse under the State Officials and Employees Ethics Act.

Reporting Procedure

The Park District strongly urges the reporting of all incidents of sexual harassment or retaliation, regardless of the offender’s identity or position. Early reporting and intervention have proven to be essential to the resolution of actual or perceived incidents of harassment.  Therefore, while no fixed reporting period has been established, the Park District strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken.

The availability of this reporting procedure does not preclude individuals who believe they are being subjected to sexual harassment from promptly advising the offender that his or her behavior is unwelcome and requesting that it be discontinued.

If you experience or witness sexual harassment, you should deal with the incident(s) as directly and firmly as possible by reporting the incident(s) to your immediate supervisor, your department head, and/or the Park District Manager. You should also document or record each incident (what was said or done, by whom, the date, time and place, and any witnesses to the incident). Written records such as letters, notes, memos, e-mails, and telephone messages can strengthen documentation. It is not necessary that the harassment be directed at you to make a complaint.  Following are steps you can take in the reporting process:

• Direct Communication with the Offender: If you experience or witness sexual harassment, you should directly and clearly express your objection to the offending person(s) regardless of whether the behavior is directed at you. If you are the harassed employee, you should clearly state that the conduct is unwelcome and the offending behavior must stop. However, you are not required to directly confront the person who is the source of your report, question, or complaint before notifying any of those individuals listed below. The initial message may be oral or written, but documentation of the notice should be made. If subsequent messages are needed, they should be put in writing.
• Report to Supervisory and Administrative Personnel: At the same time direct communication is undertaken, or in the event you feel threatened or intimidated by the offending person, you should promptly report the offending behavior to your immediate supervisor, department head or the Park District Manager. If you feel uncomfortable doing so, or if your immediate supervisor and/or department head is the source of the problem, condones the problem or ignores the problem, report directly to the Park District Manager. If the Park District Manager is the source of the problem, condones the problem, or ignores the problem, you should contact the President of the Board of Park Commissioners.
• Report to Manager/President of the Board of Park Commissioners: An employee may also report incidents of harassment or discrimination directly to the Park District Manager. The Park District Manager or her designee will promptly investigate the facts and take corrective action when an allegation is determined to be valid.  If your complaint alleges harassment by the Park District Manager, or if the Park District Manager condones the problem or ignores the problem, you should immediately report the incident or incidents in writing directly to the President of the Board of Park Commissioners.  An investigation will be conducted and appropriate action will be taken when an allegation is determined to be valid. At no time will personnel involved in the alleged harassment conduct the investigation.
• You have the right at any time to contact the Illinois Department of Human Rights (IDHR) at the address and/or telephone number listed above, about filing a formal complaint. Thereafter, depending upon the results of the IDHR’s investigation and the time required to complete the investigation, the IDHR may file a complaint with the Illinois Human Rights Commission (HRC), located at 100 W. Randolph St., Ste. 5-100, (312) 814-6269, or you may have the right to file a complaint on your own behalf either in circuit court or directly with the HRC.
• Alleged harassment by a commissioner against another elected official can be reported to the Board President. If the Board President is the reporting person or is implicated by the allegation, the report can be made to any other commissioner. Any report under this section must be referred to the district’s legal counsel, who then must appoint a qualified independent attorney or consultant to review and investigate the allegations.

Complaints Against Non-Employees and Third Parties

 If you make a complaint alleging sexual harassment against an agent, vendor, supplier, contractor, volunteer or person using Park District programs or facilities, the Park District Manager will investigate the incident(s) and determine the appropriate action, if any. The Park District will make reasonable efforts to protect you from further contact with such persons. 

Responsibility of Supervisors and Witnesses

 Any supervisor who becomes aware of any possible sexual or other harassment or discrimination of or by any employee should immediately advise the Park District Manager, who will investigate the conduct and resolve the matter as soon as possible.

All employees are encouraged to report incidents of harassment, regardless of who the offender may be or whether or not you are the intended victim.

The Investigation

Any reported allegations of sexual harassment will be investigated promptly. The Park District will make every reasonable effort to conduct an investigation in a responsible and confidential manner. However, it is impossible to guarantee absolute confidentiality. The investigation may include individual interviews with the parties involved, and where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. The Park District serves notice that third parties, including attorneys for the Park District, may be used to investigate claims of sexual harassment.

False and Frivolous Complaints

Given the seriousness of the consequences for the accused, a false and frivolous charge of harassment is a major offense that can itself result in disciplinary action, up to and including discharge or, in the case of an officer, suspension or removal from an elected or appointed position.  False and frivolous complaints are those accusations with respect to which the accuser is using a harassment complaint to accomplish an end other than stopping the harassment.  The term does not refer to charges made in good faith that cannot be proved.

Responsive Action

Subject to legal guidelines, the Park District will make the initial determination as to whether sexual harassment has occurred based on a review of the facts and circumstances of each situation.  Misconduct constituting sexual harassment or retaliation will be dealt with appropriately.  Responsive action may include, for example, training, referral to counseling and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reassignment or demotion, temporary suspension without pay, termination, or, in the case of an officer, removal from an elected or appointed position, as the Park District believes appropriate under the circumstances.

Adopted by Board of Commissioners December 13, 2017

Amended January 2020 – adopted by Board of Commissioners February 12, 2020

ORDINANCE NO. 20-0212001

AN ORDINANCE ESTABLISHING AN UPDATED SEXUAL HARASSMENT POLICY FOR THE GRANDWOOD PARK PARK DISTRICT IN ORDER TO COMPLY WITH
PUBLIC ACT 100-0554

WHEREAS, the Grandwood Park Park District is a non-home rule unit of local government; and

WHEREAS, Public Act 100-0554 re quires units of local government to adopt a resolution or ordinance establishing a sexual harassment policy that complies with the new statutory requirements for such policies; and

WHEREAS, the Board of Commissioners of the Grandwood Park Park District desires to establish a Sexual Harassment Policy to comply with P.A. 100-0554 and to adopt by ordinance the sexual harassment policy as required by state law.

NOW, THEREFORE BE IT ORDAINED, by the Board of Commissioners of the Grandwood Park Park District that:

Section 1.        The Board of Commissioners of the Grandwood Park Park District hereby adopts and          establishes the policy regarding sexual and other harassment that is attached to this             Ordinance as Exhibit A.

Section 2.        The above “Whereas” recitals are incorporated into and made part of this Ordinance.

Section 3.        All ordinances, resolutions, and regulations in conflict with this Ordinance are hereby           repealed to the extent of such conflict.

 Section 4.        This Ordinance is effective immediately upon its passage and approval.

PASSED this 12th Day of February, 2020.

In order to provide safe, accessible, and entertaining parks for all, please abide by the following regulations. Failure to do so may result in expulsion, fine, and/or arrest.

• Open: Sunrise to Sunset
• While enjoying the park please respect its use by others.
• Smoking and/or Tobacco use of any kind is not allowed on any Park District Property.
• Leash and pick up after all pets.
• Bicycles, tricycles, scooters, rollerblades, skateboards or similar vehicles should not be used on the playground.
• Parents are responsible for the supervision and conduct of their children at all times. Please use your discretion as to your child’s physical ability to use any of the playground equipment.
• Loitering in parking lots is not allowed.
• Hunting and firearms are not allowed.
• Golfing is not permitted in parks.
• Organized league games or practices are not permitted without a permit.

NOTICE: Violation of these rules may result in a fine of up to $500. We ask for your assistance by reporting vandalism or unsafe conditions to the Lake County Sheriff (847) 549-5200, or the Park District Office (847) 356-0008. Thank you.

Board approved 7/11/2012

Photos and video footage are periodically taken of people participating in a Park District program or activity, attending a class or event, or using District facilities or property. Please be aware that by registering for a program or class, participating in an activity, attending and event, or using District facilities or property, you authorize the District to use these photos and video footage for promotional purposes in District publications, advertising, marketing materials, brochures, event flyers, social media (including Facebook, YouTube, Instagram, Twitter, and other social media sites operated by the District), and the District’s website without additional prior notice or permission and without any compensation to you. All photos and videos are property of the district.

SMOKE/TOBACCO FREE PARKS

The District realizes that the issue of smoking and/or tobacco use within the workplace and public facilities has been of growing national concern. The District believes smoking/tobacco use in the proximity of youth and adults engaging in or watching recreational activities whether indoors or outside on District owned or operated facilities is detrimental to their health and can be offensive to those at such locations.

Therefore, in the best interest of employees, program participants, guests and visitors of the District, and to create a healthy environment in which to work and recreate, smoking and/or tobacco use of any kind will not be allowed on any District property or any District vehicle.

The District also reserves the right to enact more restrictive ordinances when in accordance with local, state, or federal law.

Approved by the Board of Commissioners on 1-11-2012

Authorizing the Release of Closed Session Minutes and the Destruction of Closed Session Audio Recordings
GRANDWOOD PARK PARK DISTRICT 

RESOLUTION NO. 22-0209001

A RESOLUTION AUTHORIZING THE RELEASE OF CLOSED SESSION MINUTES
AND THE DESTRUCTION OF CLOSED SESSION AUDIO RECORDINGS

WHEREAS, the Grandwood Park Park District Board has met from time to time in closed session for purposes authorized by the Illinois Open Meetings Act; and

WHEREAS, as required by the Act, the Board has kept written minutes and verbatim record in the form of an audio recording of all such closed sessions; and

WHEREAS, pursuant to the requirements of 5 ILCS120/2.06(d) the Board has determined that the minutes of the meetings listed below no longer require confidential treatment and should be made available for public inspection; and

WHEREAS, the Board has further determined that the need for confidentiality still exists as to the closed session minutes from all other meetings not previously made available for public inspection; and

WHEREAS, the Board also approves the destruction of the verbatim recordings of closed sessions listed below, all of which are of meetings which occurred more than 18 months prior to the destruction of the recording.

NOW THEREFORE BE IT RESOLVED by the Board of Commissioners of the Grandwood Park Park District:

          SECTION 1:  The closed session minutes from those meetings set forth as follows are hereby released:

March 23, 1994

January 14, 2004

April 12, 2006

November 12, 2008

April 19, 2011

September 14, 2016

April 5, 2017

SECTION 2:  The Secretary is hereby authorized and directed to make said minutes available for inspection and copying in accordance with the Illinois Freedom of Information Act.

SECTION 3:  The Secretary is hereby authorized and directed to destroy all audio recordings for those meetings set forth as follows:

October 10, 2018

November 14, 2018

June 12, 2019

August 14, 2019

SECTION 4:  This resolution shall be in full force and effect from and after its passage and approval.

ADOPTED this 9th day of February, 2022

RESOLUTION NO.          2023-0614         

 A RESOLUTION FORMING A COMMITTTEE ON LOCAL GOVERNMENT EFFICIENCY

 GRANDWOOD PARK PARK DISTRICT,
LAKE COUNTY, ILLINOIS

 WHEREAS, the Grandwood Park Park District (“Park District”) is required to form a Committee on Local Government Efficiency (“Efficiency Committee”) pursuant to 50 ILCS 70/1 et seq. (the Act); and

WHEREAS, pursuant to the Act, the Efficiency Committee shall: (1) study the Park District’s governing statutes, ordinances, rules, procedures, powers, jurisdiction, shared services, intergovernmental agreements, and interrelationships with other governmental units and the State of Illinois, (2) collect data, research, and analysis as necessary to prepare a written report that includes recommendations with respect to increased accountability and efficiency, and (3) provide a written report to the administrative office of each county board of the county in which the governmental unit is located; and

WHEREAS, the Efficiency Committee shall consist of the elected or appointed members of the Board of Commissioners of the Park District, at least two residents from the district appointed by the President of the Board of Commissioners and approved by the Board of Commissioners, and the chief executive officer or other officer of the Park District, if any; and

WHEREAS, The President desires to appoint Alain Oller and William Reil as the two resident members of the Efficiency Committee, with the advice and consent of the Board of Commissioners; and

WHEREAS, the Efficiency Committee shall meet at least three times and shall operate as a public body pursuant to the Open Meetings Act and Freedom of Information Act; and

WHEREAS, the Efficiency Committee shall provide a written report to the administrative office of the Lake County Board no later than eighteen months after the day of the Efficiency Committee’s formation; and

WHEREAS, the Efficiency Committee will be dissolved after it has made a written report to the Lake County Board and all other statutory requirements have been satisfied;

NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF COMMISSIONERS OF THE GRANDWOOD PARK PARK DISTRICT, LAKE COUNTY, ILLINOIS as follows:

SECTION 1:  That the Board of Commissioners hereby forms its Committee on Local Government Efficiency consisting of the following individuals:

• Nancy Carlson, President
• David Nichols, Vice President
• Steve Carlson, Commissioner
• Jerry Baker, Commissioner
• Alain Oller, Resident
• William Reil, Resident
• Leslie Cassidy, Park District Manager            

SECTION 2: That Steve Carlson, Commissioner, shall serve as the chairperson of the Efficiency Committee; and

SECTION 3: That the Park District’s Board Secretary, Open Meetings Act Officer, and Freedom of Information Act Officer shall serve the Efficiency Committee in those respective roles; and

SECTION 4: That the Efficiency Committee shall perform its duties in accordance with 50 ILCS 70/1 et seq.; and

SECTION 5: That the Board of Commissioners shall provide a written report to the Lake County Board no later than December 14, 2024, which is eighteen months after the day of the Efficiency Committee’s formation.

DATED this 14th day of June, 2023.

GRANDWOOD PARK PARK DISTRICT