Equal Employment Opportunity
The District Board of Trustees is committed to a policy of nondiscrimination and Equal Employment Opportunity in the recruitment, selection, employment, training, reclassification, promotion and retention of employees.
This policy shall be implemented without regard to race, color, ancestry, national origin, sex, age, religious creed, marital status, medical condition, disability or military status. All of these categories are protected by the following legislation: Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Educational Amendment of 1972, Section 504 of the Rehabilitation Act of 1973, the Fair Employment and Housing Act, California Code I 2900 et seq., and the Americans with Disabilities Act of 1990.
The District actively recruits qualified candidates for employment consideration. All decisions concerning recruitment, selection, employment, training, reclassification, promotion and retention of employees shall be based on the individual's qualifications for the position. Reasonable job accommodations for individuals with physical or mental disabilities will be made.
The Copper Mountain Community College District policy states that harassment is prohibited.
Sexual harassment threatens the well-being of students, faculty and staff. The Copper Mountain Community College District intends to prevent such behavior within the District.
It shall be a violation of District policy for any employee of the Copper Mountain Community College District, or anyone who is authorized to transact business or perform other services on behalf of the CMCCD and any student enrolled, to engage in sexual harassment as defined below.
Sexual harassment is especially serious when it threatens relationships between teacher and student or supervisor and subordinate. In such situations, sexual harassment unfairly exploits the unequal power inherent in the faculty member's or supervisor's position. The District's educational mission is promoted by professionalism in the faculty/student, as well as employee/supervisor relationships. Trust and respect are diminished when those in positions of authority abuse their power of authority. Faculty who date students while in their classes, or supervisors who date employees, may find themselves vulnerable to a potential complaint. These situations may subject both the District and the employee to potential liability in matters of sexual harassment.
Definition of Sexual Harassment
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and any other verbal, visual or physical conduct of a sexual nature.
Sexual harassment occurs when:
Sexual conduct is explicitly or implicitly used as a term or condition of an individual's educational status or employment;
Unsolicited written, verbal, physical and/or visual contact with sexual overtones are made;
Reprisals are made following a negative response to any of the above activity.
All complaints of sexual harassment are treated immediately, confidentially and with sensitivity to the individuals concerned. The District will take action as appropriate following a thorough investigation.
Reporting Work Accidents and Injuries
Immediately report all injuries, no matter how minor, to your supervisor.
Reporting injuries is both your right and your responsibility.It insures prompt medical care for the injured person, if it's needed.You have a right to work in a safe and healthful environment, but work places are not perfect.By reporting incidents, unsafe, malfunctioning or poorly designed equipment can be taken out of service and repaired.Work procedures can be corrected to prevent similar occurrences.
If a work related injury or illness occurs, what happens next?
Seek treatment immediately, if the injury is life threatening.
In the event of industrial injury or environmentally induced illness which occurs while on college property or at a location where a college class is being taught, an employee must report the injury or illness promptly to the District Human Resources Office and the immediate supervisor. If medical treatment is required, the Human Resources Office will authorize such treatment through Avalon Urgent Care Center or a similar agency.If an injury requiring medical treatment occurs before 8:00 a.m. or after 5:00 p.m. or on the weekend, the employee should go to the emergency room of the Hi-Desert Medical Center or the Avalon Urgent Care Center and then contact the Human Resources Office the following work day to complete the required claim report forms.
All industrial injuries and illnesses should be reported promptly regardless of their severity.
Benefits covered under California's workers' compensation include:
Payment to replace lost wages;
Rehabilitation services; and,
Death benefit to eligible dependents.
Southern California Risk Management Associates (SCRMA) is responsible for administration of the college's self-insurance program and payment of all medical expenses related to workers' compensation claims.The Human Resources Office will act as an intermediary between the injured employee and SCRMA.
Report All Close Calls
A close call is a non-injury near miss.We all experience them at one time or another. A safe working environment is everyone's responsibility. The margin of safety in any particular task is dependent on many factors equipment condition, work environment, worker experience, mental focus, knowledge and ability, to name a few.
A close call might be an injury the next time.
If fellow workers are unaware of an unsafe action, tactfully bring it to their attention, before they hurt themselves or someone else, maybe you!
If they continue to wok in an unsafe manner, you may have no choice but to bring the situation to your supervisor. A safe and healthful work environment is your right.Protect it by working responsibly.
Safety is integral to every work function at Copper Mountain College.Report unsafe conditions to your supervisor of to the Safety Committee.
It is the policy of the Copper Mountain Community College District to maintain an alcohol and drug free workplace and educational environment. The manufacture, distribution, dispensation, possession or use of an illegal drug or the unlawful possession, use or distribution of alcohol is prohibited in all buildings, property, facilities, services areas, off-campus sites of the District, or in any location where any District activity is occurring. Copper Mountain College property is defined as all lands, buildings and vehicles under the control of the Board of Trustees of the Copper Mountain Community College District.
This policy is in accordance with the provisions of the Drug-Free Workplace Act of 1988 and the Drug-Free Schools Communities Amendments of 1989.
Tobacco Use on Campus
All Copper Mountain College buildings have been declared as smoke free zones.
Smoking has been determined to be a danger to good health and a discomfort to those present in confined areas. Please respect the rights of employees and students who are non-smokers to work and learn in air that is free of secondhand tobacco smoke.
If you have decided to smoke or use other tobacco products, plan to use them ONLY in designated smoking areas on campus. Remember to keep at least 20 feet or more from any window, entryway or air vent of any building to prevent smoke from re-entering the building.