The Greenfield Union School District 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, employees include job applicants, interns, volunteers, and persons who contracted with the district to provide services, as applicable.
The Greenfield Union School District prohibits discrimination, intimidation, harassment (including sexual harassment) or bullying based on a person’s actual or perceived ancestry, color, disability, ethnicity, gender, gender expression, gender identity, immigration status, marital status, national origin, parental status, pregnancy status, race, sex, sexual orientation, or association with a person or group with one or more of these actual or perceived characteristics. For questions or complaints, contact:
Equity Compliance Officer:
Ramon Hendrix--Superintendent
1624 Fairview Rd.
Bakersfield, CA, 93307
661-837-6000
Title IX Coordinator:
Margie Berumen -- Director of School Safety and Student Supports
1624 Fairview Rd.
Bakersfield, CA, 93307
661-837-6000
Section 504 Coordinator:
Melissa Ortiz -- Director of Support Services
1109 Pacheco Rd, Bakersfield, CA 93307
661-837-6130
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 convincing 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
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
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
The district designates the position identified below as its coordinator for nondiscrimination in employment (coordinator) to organize and manage the district's efforts to comply with state and federal nondiscrimination laws and to answer inquiries regarding the district's nondiscrimination policies. The coordinator may be contacted at:
Assistant Superintendent of Personnel
Department of Fair Employment and Housing (DFEH) Non-Discrimination Notice:
Transgender Rights in the Workplace Notice:
Rights and Obligations of Pregnant Employees:
https://calcivilrights.ca.gov/wp-content/uploads/sites/32/2023/01/Your-Rights-and-Obligations-as-a-Pregnant-Employee_ENG.pdf
Family Care & Medical Leave & Pregnancy Disability Leave:
https://calcivilrights.ca.gov/wp-content/uploads/sites/32/2023/01/CFRA-and-Pregnancy-Leave_ENG.pdf