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HomeMy WebLinkAbout2023-02-27; City Council; Agendas The City Council also sits as the Carlsbad Municipal Water District Board, Public Financing Authority Board, Community Development Commission and Successor Agency to the Redevelopment Agency. When considering items presented to the Carlsbad Municipal Water District Board, each member receives an additional $100 per meeting (max $300/month). When considering items presented to the Community Development Commission each member receives an additional $75 per meeting (max $150/month). Special Meeting Feb. 27, 2023, 10 a.m. Council Chamber 1200 Carlsbad Village Drive Carlsbad, CA 92008 Welcome to Your City Council Meeting We welcome your interest and involvement in the city’s legislative process. This agenda includes information about topics coming before the City Council and the action recommended by city staff. You can read about each topic in the staff reports, which are available on the city website and in the Office of the City Clerk. The City Clerk is also available to answer any questions you have about City Council meeting procedures. How to Watch In Person On TV Online City Council Chamber 1200 Carlsbad Village Drive Watch the city’s cable channel Spectrum 24 and AT&T U-verse 99 Watch the livestream at carlsbadca.gov/watch How to Participate If you would like to provide comments to the City Council, please: • Fill out a speaker request form, located in the foyer. • Submit the form to the City Clerk before the item begins. • When it’s your turn, the City Clerk will call your name and invite you to the podium. • Speakers have three minutes, unless the presiding officer (usually the Mayor) changes that time. • You may not give your time to another person, but can create a group. A group must select a single speaker as long as three other members of your group are present. All forms must be submitted to the City Clerk before the item begins and will only be accepted for items listed on the agenda (not for general public comment at the beginning of the meeting). Group representatives have 10 minutes unless that time is changed by the presiding officer or the City Council. Reasonable Accommodations Reasonable Accommodations Persons with a disability may request an agenda packet in appropriate alternative formats as required by the Americans with Disabilities Act of 1990. Reasonable accommodations and auxiliary aids will be provided to effectively allow participation in the meeting. Please contact the City Manager’s Office at 442- 339-2821 (voice), 711 (free relay service for TTY users), 760-720-9461 (fax) or manager@carlsbadca.gov by 3 p.m. on the Friday before the meeting to make arrangements. City staff will respond to requests by 9 a.m. on Monday, the day of the meeting, and will seek to resolve requests before the start of the meeting in order to maximize accessibility. More information about City Council meeting procedures can be found at the end of this agenda and in the Carlsbad Municipal Code chapter 1.20. CITY COUNCIL Agenda - Spectrum 24 AT&T U-verse 99 Feb. 27, 2023 Page 2 CALL TO ORDER: 10:02 a.m. ROLL CALL: Blackburn, Bhat-Patel, Acosta, Burkholder, Luna. PLEDGE OF ALLEGIANCE: Council Member Luna led the Pledge of Allegiance. DEPARTMENTAL AND CITY MANAGER REPORTS: 1. AB 1661 TRAINING – SEXUAL HARASSMENT PREVENTION TRAINING AND EDUCATION – Council Members and staff will receive two hours of mandatory sexual harassment prevention training and education. (Staff contact: Judy Von Kalinowski, Administrative Services Department) City Manager’s Recommendation: Receive the training. ACTION: Council received the training. COUNCIL COMMENTARY AND REQUESTS FOR CONSIDERATION OF MATTERS: City Council Regional Assignments (Revised 2/15/23) Keith Blackburn Mayor Buena Vista Lagoon JPC Chamber of Commerce Liaison (alternate) Encina Joint Powers JAC Encina Wastewater Authority Board of Directors Economic Development Subcommittee North County Dispatch Joint Powers Authority (alternate) SANDAG Board of Directors (2nd alternate) SANDAG Shoreline Preservation Work Group (alternate) Priya Bhat-Patel Mayor Pro Tem – District 3 City/School Committee Clean Energy Alliance JPA Economic Development Subcommittee League of California Cities – SD Division (alternate) North County Transit District SANDAG Board of Directors (1st alternate) Melanie Burkholder Council Member – District 1 City Council Legislative Subcommittee SANDAG Board of Directors Teresa Acosta Council Member – District 4 Chamber of Commerce Liaison City Council Legislative Subcommittee City/School Committee Clean Energy Alliance JPA (alternate) Encina Joint Powers JAC (alternate) Encina Wastewater Authority Board of Directors (alternate) League of California Cities – SD Division San Diego County Water Authority Carolyn Luna Council Member – District 2 Buena Vista Lagoon JPC Encina Joint Powers JAC Encina Wastewater Authority Board of Directors North County Dispatch Joint Powers Authority North County Transit District (alternate) Feb. 27, 2023 Page 3 SANDAG Shoreline Preservation Work Group ANNOUNCEMENTS: This section of the Agenda is designated for announcements to advise the community regarding events that Members of the City Council have been invited to, and may participate in. CITY MANAGER COMMENTS: CITY ATTORNEY COMMENTS: ADJOURNMENT: 11:48 a.m. City Council Meeting Procedures (continued from page 1) Written Materials Written materials related to the agenda that are submitted to the City Council after the agenda packet has been published will be available for review prior to the meeting during normal business hours at the City Clerk’s office, 1200 Carlsbad Village Drive and on the city website. To review these materials during the meeting, please see the City Clerk. Visual Materials Visual materials, such as pictures, charts, maps or slides, are allowed for comments on agenda items, not general public comment. Please contact the City Manager’s Office at 442-339-2820 or manager@carlsbadca.gov to make arrangements in advance. All materials must be received by the City Manager’s Office no later than noon the day before the meeting. The time spent presenting visual materials is included in the maximum time limit provided to speakers. All materials exhibited to the City Council during the meeting are part of the public record. Please note that video presentations are not allowed. Decorum All participants are expected to conduct themselves with mutual respect. Loud, boisterous and unruly behavior can interfere with the ability of the City Council to conduct the people’s business. That’s why it is illegal to disrupt a City Council meeting. Following a warning from the presiding officer, those engaging in disruptive behavior are subject to law enforcement action. City Council Agenda The City Council follows a regular order of business that is specified in the Carlsbad Municipal Code. The City Council may only make decisions about topics listed on the agenda. Presentations The City Council often recognizes individuals and groups for achievements and contributions to the community. Well-wishers often fill the chamber during presentations to show their support and perhaps get a photo. If you don’t see an open seat when you arrive, there will likely be one once the presentations are over. Consent Items Consent items are considered routine and may be enacted together by one motion and vote. Any City Council member may remove or “pull” an item from the “consent calendar” for a separate vote. Members of the public may pull an item from the consent calendar by requesting to speak about that item. A speaker request form must be submitted to the clerk prior to the start of the consent portion of the agenda. Public Comment Members of the public may speak on any city related item that does not appear on the agenda. State law prohibits the City Council from taking action on items not listed on the agenda. Comments requiring follow up will be referred to staff and, if appropriate, considered at a future City Council meeting. Members of the public are also welcome to provide comments on agenda items during the portions of the meeting when those items are being discussed. In both cases, a request to speak form must be submitted to the clerk in advance of that portion of the meeting beginning. Public Hearing Certain actions by the City Council require a “public hearing,” which is a time within the regular meeting that has been set aside and noticed according to different rules. Departmental Reports This part of the agenda is for items that are not considered routine and do not require a public hearing. These items are usually presented to the City Council by city staff and can be informational in nature or require action. The staff report about each item indicates the purpose of the item and whether or not action is requested. Feb. 27, 2023 Page 4 Other Reports At the end of each meeting, City Council members and the City Manager, City Attorney and City Clerk are given an opportunity to share information. This usually includes reports about recent meetings, regional issues, and recent or upcoming meetings and events. City Council Actions Resolution A resolution is an official statement of City Council policy that directs administrative or legal action or embodies a public City Council statement. A resolution may be introduced and adopted at the same meeting. Once adopted, it remains City Council policy until changed by subsequent City Council resolution. Ordinance Ordinances are city laws contained in the Carlsbad Municipal Code. Enacting a new city law or changing an existing one is a two-step process. First, the ordinance is “introduced” by city staff to the City Council. If the City Council votes in favor of the introduction, the ordinance will be placed on a subsequent City Council meeting agenda for “adoption.” If the City Council votes to adopt the ordinance, it will usually go into effect 30 days later. Motion A motion is used to propose City Council direction related to an item on the agenda. Any City Council member may make a motion. A motion must receive a “second” from another City Council member to be eligible for a City Council vote. Liebert Cassidy WhitmorePreventing Workplace Harassment, Discrimination and RetaliationPresented By:Stephanie J. Lowe / February 9, 22 & 27, 2023 Liebert Cassidy WhitmoreAgenda•Overview of Laws and Policies Related to Discrimination, Harassment, and Retaliation•Protected Classifications•What is Unlawful Discrimination, Harassment, and Retaliation?•Types of Unlawful Harassment•Bullying/Abusive Conduct in the Workplace•Duties of a Supervisor•Addressing Unlawful Discrimination, Harassment, and Retaliation in the Workplace Liebert Cassidy WhitmorePreventing Workplace Discrimination, Harassment and Retaliation TrainingWhy Are We Doing This Training? Liebert Cassidy WhitmoreAdministrative Order No. 45 ‐EEO and Workplace Civility Policy•“[T]he city is committed to maintaining a workplace that provides equal employment opportunity (EEO), is free from discrimination, harassment and retaliation in any form and fosters diversity, equity, inclusion (DEI) and respect for all individuals.” Liebert Cassidy WhitmoreUnlawful Harassment Unfortunately Still Takes Place…. Liebert Cassidy WhitmorePreventing Workplace Discrimination, Harassment and Retaliation TrainingShould You Want To Be at This Training? Liebert Cassidy WhitmorePreventing Workplace Discrimination, Harassment and Retaliation TrainingSo, What Do We Need to Know?&What Can We Do to Prevent It? Liebert Cassidy WhitmoreTrue or False?…Harassment can be based upon any protected classification.TRUE Liebert Cassidy WhitmoreTrue or False?…Anti‐harassment laws do not apply to volunteers and interns.FALSE Liebert Cassidy WhitmoreTrue or False?…Employees who report harassment must put their complaint in writing.FALSE Liebert Cassidy WhitmoreTrue or False?…Unlawful discrimination generally does not occur when a supervisor applies work rules uniformly.TRUE Liebert Cassidy WhitmoreTrue or False?…If an employee’s religious beliefs preclude the employee from working with any gay, lesbian, or transgender employees, the employer has to reasonably accommodate the employee.FALSE Liebert Cassidy WhitmoreTrue or False?…If the employer is investigating a claim of harassment and the harassment stops, the employer may discontinue the investigation?FALSE Overview of Laws and Policies Related to Discrimination, Harassment, and Retaliation Liebert Cassidy WhitmoreSources of Law•Federal LawEqual Pay Act of 1963Title VII of the 1964 Civil Rights ActAge Discrimination in Employment Act (ADEA)Americans with Disabilities Act (ADA)42 U.S.C. §§ 1981 and 1983•California LawFair Employment and Housing Act (FEHA)California Equal Pay Act Liebert Cassidy WhitmoreAdministrative Agencies•U.S. Equal Employment Opportunity Commission (EEOC)Federal Agency Administering Title VII, ADA, and ADEA Employment Discrimination Laws•Civil Rights Department of the State of California  https://calcivilrights.ca.govState Agency Administering FEHA Employment Discrimination Laws Liebert Cassidy WhitmoreCity Policy•The City’s Policy Against Harassment, Discrimination and RetaliationProhibits employees and non‐employees from discriminating, harassing and retaliating based on any protected status (all must be listed)Protects applicants, volunteers, independent contractors and employees from being subject to prohibited conductProvides a complaint procedure for employees to report violations for the City to InvestigateIdentifies Civil Rights Department (formerly the Department of Fair Employment and Housing)/EEOC resources including website or link to trainingProvides confidentiality to extent possibleAppropriate remedies for sustained violations Liebert Cassidy WhitmoreCity Policy•Zero ToleranceSingle violation of City’s policy can subject employee to appropriate disciplinary action even if violation would not establish liability or be a violation of state/federal law•Distribution of PolicyReview with and provide to new and current employees with acknowledgement form to ensure receiptPost in the workplace/intranetUpdate policy when appropriate and notify employees of update Protected Classifications and Bullying/Abusive Conduct  Liebert Cassidy WhitmoreUnlawful Harassment?What is Unlawful Harassment?Is There Such a Thing as Lawful Harassment?   Liebert Cassidy WhitmoreProtected Classifications•Sex/Gender/Gender Identity/Gender Expression•Sexual Orientation•Race/National Origin/Color•Disability/Medical Condition•Genetic Information/Characteristics •Religious Creed•Marital Status•Military/Veteran Status•Age (40 Years of Age and Older)•Opposition to Discrimination/Harassment•Association/Perception•Reproductive Health Decision making (new) Liebert Cassidy WhitmoreGender Identity / ExpressionEmployers Must:Permit employees to use the restroom that corresponds to the employee’s gender identity/expression Refer to employees using the employee’s preferred name, gender, and pronouns Designate single occupancy facilities using gender‐neutral signage Liebert Cassidy WhitmoreGender Identity / ExpressionEmployers Must Not:Enforce dress codes more harshly against an employee based on their gender identity/expression Discriminate against an applicant for failing to designate a gender or designating a gender that is inconsistent with the applicant’s sex assigned at birth Inquire about or require documentation or proof of an individual’s sex or gender   What is Unlawful Discrimination, Harassment, and Retaliation? Liebert Cassidy WhitmoreUnlawful Discrimination, Harassment and RetaliationDiscriminationRetaliationHarassment Liebert Cassidy WhitmoreUnlawful DiscriminationElements of Unlawful Discrimination•An adverse employment action taken based on a protected classificationAdverse Employment Action=         •Action taken within the course and scope of employment Hiring, firing, demotion, failure to promote, assignment of job duties, etc. Liebert Cassidy WhitmoreUnlawful Harassment•Harassment is NOTwithin the course and scope of employment•Verbal, visual, or physical actions that are unwelcome and directed to or related to an employee’s protected classification•Includes actions by/towards employees, independent contractors, vendors, and other non‐employees Liebert Cassidy WhitmoreUnlawful RetaliationElements of Unlawful Retaliation•Protected activity –broad standardReporting discrimination or harassmentParticipating in an investigationRefusing to follow order reasonably believed to be discriminatory•Adverse action –broad standard•Causal connection Liebert Cassidy WhitmoreCase StudyJody files a sexual harassment claim against her co‐worker Don.  While the Agency investigates Jody’s allegations, Don is upset about the complaint and tells the other employees in the department that Jody is a “no good liar” and tells their supervisor that she has a “poor work ethic,” resulting in Jody’s demotion to a lower position. Has Jody been subjected to unlawful retaliation?What if Don instead ignores Jody at work following the harassment complaint and leaves the room when she comes in because he does not want her to accuse him of anything else? Liebert Cassidy WhitmoreWhat If You Are Accused?•Refer the accuser to a superior, human resources, or upper management•Report the accusation to your supervisor and to human resources•Refrain from ANYaction that could be interpreted as retaliation•Seek constructive counseling from human resources/upper management •Cooperate in the investigation•Follow the City’s policy Types of Unlawful Harassment Liebert Cassidy WhitmoreTwo Types of Harassment1. Quid Pro Quo(“Economic”)2. Hostile Work Environment(“Environmental”) Liebert Cassidy WhitmoreQuid Pro Quo Sexual Harassment(“Economic”Harassment)Classic Example:  “Sleep with me and I'll make sure you get that promotion…” Liebert Cassidy WhitmoreQuid Pro Quo Sexual Harassment(“Economic”Harassment)Elements of “Economic”Harassment:•Job benefits promised;•Explicitly or implicitly;•In exchange for: Sexual favors; or Denied if sexual favors are not given Liebert Cassidy WhitmoreCase StudySonya is the Finance Manager and oversees Accountant Leo among others at the Agency.  Leo’s current assignment includes preparing department budgets –a highly coveted duty that involves overtime.  At one time, Sonya and Leo briefly dated, but Leo ended the relationship because they have to work together. Sonya still regularly flirts with Leo in the workplace and makes comments to him that they should “get back together.”  Irritated by the flirting, Leo confronts Sonya and tells her to stop.  Sonya tells Leo she’ll just reassign him to the less desirable job duties of audits at the Agency (which has no overtime) if he does not “chill out.”Is Sonya liable for quid pro quo sexual harassment?   Liebert Cassidy WhitmoreCase StudyJack and Jill Begin Work at the Same Time as Entry Level Administrative Assistants at the Agency.  Jill Turns to Jack on Their Second Day of Work and Says “Sleep With Me and I’ll Make Sure You Get That Promotion.”Has Jill Engaged in Quid Pro Quo Sexual Harassment? Liebert Cassidy WhitmoreCase StudyProgram Analyst Mary finds sexually offensive language on the wall in the unisex restroom at the office.  Mary is immediately offended and complains to her supervisor.Is this quid pro quo sexual harassment?If not, could this still constitute unlawful harassment in the workplace? Liebert Cassidy WhitmoreHostile Work Environment (“Environmental”Harassment)Elements of “Environmental”Harassment:•Protected Classification•Physical, Verbal, or Visual Conduct•Objectively and Subjectively Offensive (Unwelcome)•Severe orPervasiveSingle Incident May Establish Liability Under FEHA•Unreasonably Interferes With Work Liebert Cassidy WhitmoreHostile Work Environment (“Environmental”Harassment)2019 Changes to California Law:•Decline in productivity not required to establish harassment –it is sufficient that the conduct “so altered working conditions as to make it more difficult to do the job.”•A single incident of harassing conduct may be sufficient to create a hostile work environment•Totality of the circumstances matter, including “stray remarks” by non‐decisionmakers•Standards do not vary by workplace•Rarely determinable “on paper” alone Liebert Cassidy WhitmorePhysical ConductObvious Examples:•Criminal conductRapeSexual assaultTouching/groping•Physical intimidation Liebert Cassidy WhitmorePhysical ConductLess Obvious:•Massage•Hugs Liebert Cassidy WhitmoreCase Study – Verbal ConductAlthough Georgette was assigned at birth as a male, she recently began presenting as a female, consistent with her gender identity. She notified her co‐workers of her new changed presentation as she previously presented as male, named George.  Rick and John refuse to refer to Georgette by her name or female pronouns and still call her “George” and frequently ask “him” why “he” uses the Women’s Restroom and wears skirts.Have Rick and John created a hostile work environment? Liebert Cassidy WhitmoreVerbal Conduct•Sexual comments•Jokes•Mocking accent•Teasing•Slurs Liebert Cassidy WhitmoreCase Study – Visual ConductRon arrives to work and finds a noose hanging in his office’s doorway, with his co‐workers and supervisor in the hallway looking at it and doing nothing.  As an African‐American, Ron is extremely offended and also embarrassed in front of his co‐workers.Has Ron been subjected to a hostile work environment? Liebert Cassidy WhitmoreVisual ConductPostersCalendarsMagazinesEmailsRacial or Religious CartoonsSexual Conduct / Affection Between Other Employees at WorkGesturesStaring / Leering Liebert Cassidy Whitmore“Gray”(Borderline) Areas•“Private”and “consensual”relationships between supervisors and subordinates?  (Warning:not for long!)•Off‐duty conduct•Invitations to lunch, drinks or dinner •References to appearance or dress•Casual touching of non‐intimate body partsHands on shouldersHands on waist Hand on arm or leg Bullying/Abusive Conduct Liebert Cassidy WhitmoreBullying/Abusive Conduct?What About Bullying and Abusive Conduct in the Workplace? Liebert Cassidy WhitmoreBullying/Abusive Conduct Is Improper In The Workplace•“Bullying/abusive conduct”Conduct in the workplace with malice that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interestsIncludes verbal abuse, derogatory remarks/insults, threatening/intimidating/humiliating physical or verbal conduct, or undermining of a person’s work performance•Bullying/abusive conduct issues are generally covered by the agency’s standards of conduct rules and such rules should be enforced Liebert Cassidy WhitmoreBullying v. Unlawful HarassmentBoth unlawful harassment and bullying consist of offensive conduct that is either pervasive or severe, and thus goes beyond mere incivility...So, what’s the difference? Liebert Cassidy WhitmoreBullying v. Unlawful HarassmentProtected Classification Liebert Cassidy WhitmoreDifference Between Unlawful Harassment and Bullying•Unlawful harassment is directed at membership in a protected classificationTherefore, it is unlawful•Bullying is NOTnecessarily directed at membership in a protected classificationTherefore, bullying is NOTunlawful•While not necessarily unlawful, bullying/abusive conduct towards employees in the workplace is entirely inappropriate and should not be tolerated. BULLY FREE ZONE _ . Duties of a Supervisor Liebert Cassidy WhitmoreWho is a “Supervisor”?•Anyone who has any responsibility or discretion to lead othersGovernment Code Section 12926(t) Liebert Cassidy WhitmoreSupervisor’s Duty to Respond•“Harassment… Shall be Unlawful if the Entity, or its Agents or Supervisors, Knows or Should Have Known of This Conductand Fails to Take Immediate and Appropriate Corrective Action.”Government Code Section 12940(j)(1)Supervisors have an obligation to report harassment, discrimination, and retaliation of which they become aware. Liebert Cassidy WhitmoreCase StudyMargaret supervises a team of five employees, four of whom are male, and one of whom is female.  Today, Margaret overheard the male employees standing around the water cooler speculating on how their female colleague must be “in bed.”  The female colleague was not in the office and did not overhear the discussion.  Does Margaret have an obligation to take action even though the female employee was not there to overhear the discussion? Liebert Cassidy WhitmoreSupervisor’s Duty to Respond•Report observed/overheard conduct•Forward complaints/issues to management and Human Resources promptly, including:Third‐party complaintsVerbal complaintsRumorsRemember:  The word “harassment”need not be used to trigger your duty to act Liebert Cassidy WhitmoreSupervisor’s Duty to RespondDon’t Ignore the Response!•Take immediate action and report/ follow‐up on any harassment, discrimination, or retaliation complaints received•Cooperate in the investigation•Prevent further harassment•Assure no retaliation  Addressing Unlawful Discrimination, Harassment, and Retaliation in the Workplace Liebert Cassidy WhitmoreWhat Can the City Do?•Appropriate corrective actionConduct prompt and thorough investigationo(Confidentiality is limited)Keep the victim informedDiscipline perpetrator appropriatelyPreventative training to prevent future violationsRe‐publish/update City policy Liebert Cassidy WhitmoreOptions for Resolution•Follow the City’s harassment policy complaint procedure •The alleged victim can also take the following actions:Report to the U.S. Equal Employment Opportunity Commission (EEOC)Report to the Civil Rights Department of the State of California https://calcivilrights.ca.govLawsuits in State or Federal Court  Liebert Cassidy WhitmoreConsequences –Employer Liability•The Employeris liable for:The conduct of supervisorswho engage in unlawful harassment, discrimination, or retaliationFailing to take all reasonable steps necessary to prevent harassment from occurring Liebert Cassidy WhitmoreConsequences – Personal Liability•ALLemployees can be personally liable for engaging in unlawful harassment •Supervisorscan also be personally liable for condoning unlawful harassment or failing to act in response to an unlawful harassment complaint Liebert Cassidy WhitmoreConsequences – DamagesDamages Can Include:•Back pay •Emotional distress •Punitive damages (individual employees) Liebert Cassidy WhitmorePrevention•Never play favorites•Report all complaints immediately•Take all complaints seriously •Monitor the workplace•Follow the City’s policy•Be a good role model! The Ultimate Goal is to Establish a Workplace Defined By Courtesy, Sensitivity, and Respect Liebert Cassidy WhitmoreStephanie J. LoweSenior Counsel | San Diego619.481.5900| slowe@lcwlegal.comwww.lcwlegal.com/people/stephanie‐lowe/Thank You!