Campus Monitor II Twin Lakes

AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYERThe Board of Education is determined to provide district employees interns volunteers and job applicants a safe positive environment where they are assured of full and equal employment access and opportunities protection from harassment or intimidation and freedom from any fear of reprisal or retribution for asserting their employment rights in accordance with law. This policy shall apply to all district employees and to the extent required by law to interns volunteers and job applicants. No district employee shall be discriminated against or harassed by any coworker supervisor manager or other person with whom the employee comes in contact in the course of employment on the basis of the employees actual or perceived race religious creed color national origin ancestry age marital status pregnancy physical or mental disability medical condition genetic information military and veteran status gender gender identity gender expression sex or sexual orientation or his/her association with a person or group with one or more of these actual or perceived characteristics. (cf. 0410 - Nondiscrimination in District Programs and Activities) Discrimination in employment based on the characteristics listed above is prohibited in all areas of employment and in all employment-related practices including the following: in hiring compensation terms conditions and other privileges of of an adverse employment action such as termination or the denial of employment promotion job assignment or conduct whether verbal physical or visual that is so severe or pervasive as to adversely affect an employees employment opportunities or that has the purpose or effect of unreasonably interfering with the individuals work performance or creating an intimidating hostile or offensive work and practices identified as unlawful or discriminatory pursuant to Government Code 12940 or 2 CCR such as: discrimination based on an employees pregnancy childbirth breastfeeding or any related medical condition or on an employees gender gender expression or gender identity including transgender creed discrimination based on an employees religious belief or observance including his/her religious dress or grooming practices or based on the districts failure or refusal to use reasonable means to accommodate an employees religious belief observance or practice which conflicts with an employment discrimination based on a district requirement for a medical or psychological examination of a job applicant or an inquiry into whether a job applicant has a mental or physical disability or a medical condition or as to the severity of any such disability or condition without the showing of a job-related need or business necessity. discrimination based on the districts failure to make reasonable accommodation for the known physical or mental disability of an employee or to engage in a timely good faith interactive process with an employee to determine effective reasonable accommodations for the employee when he/she has requested reasonable accommodation for a known physical or mental disability or medical Information for the Title IX Coordinator:3320 Gilman RoadEl Monte CA 91732