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BP 4030 Nondiscrimination in Employment (Personnel)

Kern Union HSD
Board Policy
Nondiscrimination In Employment

BP 4030
Personnel

The Board of Trustees is determined to provide a safe, positive environment where all district
employees are assured of full and equal employment access and opportunities, protection from
harassment and intimidation, and freedom from any fear of reprisal or retribution for asserting
their employment rights in accordance with law. For purposes of this policy, employee include job
applicants, interns, volunteers, and persons who contracted with the district to provide services,
as applicable.

(cf. 1240 - Volunteer Assistance) (cf. 3312 - Contracts)
(cf. 3600 - Consultants)
(cf. 4111/4211/4311 - Recruitment and Selection)

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 employee's actual or perceived race, color, ancestry, national origin, age,
religious creed, marital status, pregnancy, physical or mental disability, medical condition,
genetic information, military and veteran status, sex, sexual orientation, gender, gender identity,
gender expression, or association with a person or group with one or more of these actual or
perceived characteristics.
 
The District's Compliance Officer/Title IX Coordinator is:
 
Dr. Dean McGee, Associate Superintendent of Educational Services and Innovative Programs
Kern High School District - District Office 5801 Sundale Avenue
Bakersfield, California 93309
(661) 827-3149
dmcgee@kernhigh.org
 
When the Compliance Officer/Title IX Coordinator receives a complaint or concern under this policy,
he/she/they may investigate, or assign another compliance officer to investigate and/or resolve the
complaint.
 
(cf. 0410 - Nondiscrimination in District Programs and Activities)
 
The district shall not inquire into any employee's immigration status nor discriminate against an
employee on the basis of immigration status, unless there is clear and con incing evidence
that it is necessary to comply with federal immigration law. (2 CCR 11028)

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:
 
1. Discrimination in hiring, compensation, terms, conditions, and other privileges of employment
(cf. 4151/4251/4351 - Employee Compensation) (cf. 4154/4254/4354 - Health and Welfare Benefits)
2. Taking of an adverse employment action, such as termination or the denial of employment,
promotion, job assignment, or training
3. Unwelcome conduct, whether verbal, physical, or visual, that is so severe or pervasive as to
adversely affect an employee's employment opportunities, or that has the purpose or effect of
unreasonably interfering with the individual's work performance or creating an intimidating,
hostile, or offensive work environment
4. Actions and practices identified as unlawful or discriminatory pursuant to Government Code 12940
or 2 CCR 11006-11086, such as:
 
a. Sex discrimination based on an employee's pregnancy, childbirth, breastfeeding, or any
related medical condition or on an employee's gender, gender expression, or gender identity,
including transgender status
(cf. 4033 - Lactation Accommodation)
(cf. 4119.11/4219.11/4319.11 - Sexual Harassment)
b. Religious creed discrimination based on an employee's religious belief or observance, including
religious dress or grooming practices, or based on the district's failure or refusal to use
reasonable means to accommodate an employee's religious belief, observance, or practice which
conflicts with an employment requirement
c. 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
d. 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 who has
requested such accommodations in order to determine the effective reasonable accommodations, if
any, to be provided to the employee
 
The Board of Trustees also prohibits retaliation against any district employee who opposes any
discriminatory employment practice by the district or its employees, agents, or representatives or
who complains, testifies, assists, or in any way participates in the district's complaint process
pursuant to this policy. No employee who requests an accommodation for any protected characteristic
listed in this policy shall be subjected to any punishment or sanction, regardless of whether the
request was granted. (Government Code 12940; 2 CCR 11028)

No employee shall, in exchange for a raise or bonus or as a condition of employment or continued
employment, be required to sign any document that releases the employee's right to file a claim
against the district or to disclose information about harassment or other unlawful employment
practices. (Government Code 12964.5)
 
Complaints concerning employment discrimination, harassment, or retaliation shall immediately be
investigated in accordance with procedures specified in the accompanying administrative regulation.
 
Any supervisory or management employee who observes or has knowledge of an incident of prohibited
discrimination or harassment, including harassment of an employee by a nonemployee, shall report
the incident to the Superintendent or designated district coordinator as soon as practical after
the incident. All other employees are encouraged to report such incidents to their supervisor
immediately.
 
The district shall protect any employee who reports such incidents from retaliation.
 
The Superintendent or designee shall use all appropriate means to reinforce the district's
nondiscrimination policy, including providing training and information to employees about how to
recognize harassment, discrimination, or other related conduct, how to respond appropriately, and
components of the district's policies and regulations regarding discrimination. The Superintendent
or designee shall regularly review the district's employment practices and, as necessary, shall
take action to ensure district compliance with the nondiscrimination laws.
 
Any district employee who engages in prohibited discrimination, harassment, or retaliation or who
aids, abets, incites, compels, or coerces another to engage or attempt to engage in such behavior
in violation of this policy shall be subject to disciplinary action, up to and including dismissal.
 
(cf. 4118 - Dismissal/Suspension/Disciplinary Action) (cf. 4218 - Dismissal/Suspension/Disciplinary
Action)

Legal Reference:

EDUCATION CODE
200-262.4 Prohibition of discrimination CIVIL CODE
51.7 Freedom from violence or intimidation GOVERNMENT CODE
11135 Unlawful discrimination 11138 Rules and regulations
12900-12996 Fair Employment and Housing Act, especially: 12940-12952 Unlawful employment practices
12960-12976 Unlawful employment practices; complaints PENAL CODE
422.56 Definitions, hate crimes CODE OF REGULATIONS, TITLE 2

11006-11086 Discrimination in employment, especially: 11013 Recordkeeping
11019 Terms, conditions and privileges of employment
11023 Harassment and discrimination prevention and correction 11024 Sexual harassment training and
education
11027-11028 National origin and ancestry discrimination CODE OF REGULATIONS, TITLE 5
4900-4965 Nondiscrimination in elementary and secondary education programs UNITED STATES CODE,
TITLE 20
1681-1688 Title IX of the Education Amendments of 1972 UNITED STATES CODE, TITLE 29
621-634 Age Discrimination in Employment Act 794 Section 504 of the Rehabilitation Act of 1973
UNITED STATES CODE, TITLE 42
2000d-2000d-7 Title VI, Civil Rights Act of 1964, as amended 2000e-2000e-17 Title VII, Civil
Rights Act of 1964, as amended
2000ff-2000ff-11 Genetic Information Nondiscrimination Act of 2008 2000h-2-2000h-6 Title IX of the
Civil Rights Act of 1964
6101-6107 Age discrimination in federally assisted programs 12101-12213 Americans with
Disabilities Act
CODE OF FEDERAL REGULATIONS, TITLE 28
35.101-35.190 Americans with Disabilities Act CODE OF FEDERAL REGULATIONS, TITLE 34
100.6 Compliance information
104.7 Designation of responsible employee for Section 504
104.8 Notice
106.8 Designation of responsible employee and adoption of grievance procedures
106.9 Dissemination of policy
110.1-110.39 Nondiscrimination on the basis of age COURT DECISIONS
Thompson v. North American Stainless LP, (2011) 131 S.Ct. 863 Shephard v. Loyola Marymount, (2002)
102 Cal.App.4th 837
Management Resources:
CALIFORNIA DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING PUBLICATIONS
California Law Prohibits Workplace Discrimination and Harassment Transgender Rights in the
Workplace
Workplace Harassment Guide for California Employers Your Rights and Obligations as a Pregnant
Employee
U.S. DEPARTMENT OF EDUCATION, OFFICE FOR CIVIL RIGHTS PUBLICATIONS Notice of Non-Discrimination,
August 2010
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PUBLICATIONS EEOC Compliance Manual
Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors, June
1999
WEB SITES
California Department of Fair Employment and Housing: http://www.dfeh.ca.gov
U.S. Department of Education, Office for Civil Rights:
http://www.ed.gov/about/offices/list/ocr
U.S. Equal Employment Opportunity Commission: http://www.eeoc.gov
Policy KERN HIGH SCHOOL DISTRICT
adopted: June 21, 2010 Bakersfield, California
revised: November 5, 2012
revised: June 2, 2016
revised: May 1, 2017
revised: June 24, 2019