ATTACHMENT I - Respectful Workplace Policy 011023.docx
DOCX document 30 KB Posted
- Attached to
- Grice-Adair Center for Educational Excellence
- Solicitation number
- 146269
- Issued by
- Multnomah County, Oregon
About this file
This is a Respectful Workplace Policy document for the Grice-Adair Center for Educational Excellence in Oregon. The policy establishes guidelines and expectations for maintaining a professional and respectful work environment for all employees, contractors, and individuals affiliated with the organization. The document outlines the organization's commitment to preventing harassment, discrimination, and other conduct that undermines workplace dignity and respect. The policy applies to all work-related activities, communications, and interactions, whether conducted on organizational premises or in virtual settings.
The policy defines prohibited conduct, including harassment based on protected characteristics such as race, color, religion, sex, national origin, age, disability, and veteran status, as well as other forms of disruptive behavior. The document establishes procedures for reporting violations, conducting investigations, and implementing corrective actions. It emphasizes that retaliation against individuals who report violations or participate in investigations is strictly prohibited. The policy is designed to ensure compliance with applicable federal and state employment laws and to create an organizational culture that prioritizes respect, inclusion, and professional conduct among all personnel.
View the file
Other files
| File | Type | Posted |
|---|---|---|
| ATTACHMENT F - Workforce Training and Hiring Program 051226.pdf | ||
| ATTACHMENT H - Allowable Cost of Work Matrix 060325.docx | DOCX document | |
| ATTACHMENT B - Proposal Form.doc | DOC document | |
| ATTACHMENT D - Career Learning.pdf | ||
| ATTACHMENT E - DSIP Manual.pdf | ||
| 2026-038 RFP 091626.pdf | ||
| ATTACHMENT J - STB Narrative.pdf | ||
| ATTACHMENT K - STB Plans.pdf | ||
| ATTACHMENT C - Reference Sheet.doc | DOC document | |
| ATTACHMENT A - Sample Contract.pdf | ||
| ATTACHMENT G - Preconstruction Scope of Work.docx | DOCX document |
Show all 11
On GovTribe
Work with this file
- Download the original file
- Contacts named in this file
- Similar government files
- Ask GovTribe AI about this file
Text version
Exhibit I Portland Public Schools Respectful Workplace Policy
I. Overview Historically, harassment and discrimination on construction jobsites has created a hostile work environment which can negatively impact overall safety, productivity, and employee retention. Creating a positive jobsite environment, one free from harassment and discrimination, can minimize work stoppages and down time, improve performance, support safety, increase employee engagement, support retention of a skilled workforce, increase health and wellness of workers, increase overall productivity, and build long term success and sustainability of the industry. PPS requires that the Contractor(s) and all entities contractually affiliated with the project take all necessary and reasonable steps to ensure that all workers have meaningful opportunities to fully participate on PPS construction projects and to develop skills in their respective trades, free from behaviors rooted in hostility, racism, sexism, or homophobia, such as exclusion, bullying, harassment, or hazing.
To this end, the Contractor(s) shall plan and implement an approved Respectful Workplace Program (“RWP”) on the project, such as Green Dot for Trades, RISE Up, or an approved equivalent, which meets or exceeds the criteria for a respectful workplace program as outlined in the Respectful Workplace Program Model Review Committee Recommendations. This RWP applies to conduct at the jobsite and other sites where work, design, planning, bidding or other interactive conduct occurs related to this project. Maintaining and managing an RWP is the Contractor’s responsibility, and includes onboarding every worker/subcontractor/supplier on the jobsite. The RWP shall be included in all subcontracts on this project and each subcontractor and supplier shall be bound by its provisions. Much like onsite safety programs, the RWP is continual and requires ongoing messaging and engagement to build awareness and adherence. Additionally, like safety training, the RWP rollout must be managed by individuals or organizations with demonstrated content expertise.
II. Mandatory Program Components An approved RWP must contain, at minimum, the following attributes:
| 1. | Provides evidence-based training for Executives, Managers, Supervisors, Superintendents, Foremen, major project stakeholders and other site leaders promoting awareness of the prevalence and harms of disrespectful behavior on the job site, prior to the start of construction. |
| 2. | Mandatory onboarding for every worker, subcontractor, and subcontractor employee performing work onsite, prior to their participation on the project that, at a minimum, measurably increases their knowledge of: |
| • the types of disrespectful behaviors that will not be permitted (by company policy, government regulation, contract, and/or other applicable dictates) on the job site | |
| • the process for reporting an incident; | |
| • the consequences of perpetrating harmful behavior including the threat of retaliation for reporting; | |
| • how workers should act to counter disrespectful behavior in constructive ways that maintains health, safety and productivity on the job site; | |
| • how site leadership will act promptly and appropriately respond to reported and observed incidents of disrespectful behavior on the job site. | |
| 3. | Reinforces positive jobsite culture education over the duration of the project with evidence-based prevention and bystander intervention training equivalent to Green Dot for the Trades or RISE Up through regularly scheduled ‘tool box talks’ and other jobsite trainings that reinforce positive jobsite culture. |
| 4. | The RWP information shall be posted throughout the jobsite and must include information on how to report incidents and the consequences for violating harassment policy, including but not limited to, retaliation for reporting incidents, potential violations, and incidents. |
| 5. | Daily jobsite scanning and removal, or concealment, concealment pending, and investigation (i.e., hate crime investigation) of any and all symbols of hostility, bullying, racism and sexism or degrading graffiti written on or attached to any location within the job site project prior to start of the work day. |
| III. | Incident Reporting and Resolution |
Incident Reporting process should include at minimum:
| 1. | Third party provided hotline or other resource on the jobsite for anonymous reporting of incidents; |
| 2. | Clear protocols for supervisory personnel to immediately report incidents; |
| 3. | Clear protocols for communication of incidents up the chain of command for all entities including but not limited to Owner; and |
| 4. | Clear protocols to appropriately report any unlawful incidents to the relevant law enforcement and hate crime entities. |
Post-Incident Management and Resolution Process should include at minimum:
| 1. | Reporting of incident to law enforcement entity or entities if applicable; |
| 2. | Immediate and on-going follow up with reporting individuals and/or victims conducted by qualified individuals; |
| 3. | Immediate investigation by qualified, designated, independent individuals; |
| 4. | Jobsite-wide safety meeting with all onsite parties outlining the incident and how it violated policy; |
| 5. | Prohibition of retaliation against any worker bringing a complaint or assisting in the investigation of a complaint; |
| 6. | Additional reeducation on the Respectful Workplace Program in place and awareness of the prevalence and harms of disrespectful behavior on the job site conducted by qualified individuals; and |
| 7. | Other measures as determined by the Owner and Prime Contractor to address harmful jobsite culture. |
| IV. | Program Evaluation |
Respectful Workplace Evaluation Requirements Contractor shall promptly provide all information requested by PPS or its designees including access to records, opportunities to proactively observe and communicate with employees, and collection of evidence and investigation of complaints without interference to evaluate the effectiveness of the required RWP.
011023 image1.png
File details come from the government source that posted it. Updated .