Item 7a supp1
ITEM NO: 7a_supp1 DATE OF MEETING: November 30, 2009 Port of Seattle Workplace Responsibility Program Status Report November 30, 2009 1 Ethics Compliance Program Schedule Phase I Phase II Phase III Research/Drafting Outreach Finalization April 15 June 15 June 15 Sept 15 Sept 15 December1 Complete Drafts Internal Engagement Complete Training Plan & Statement of Values Employees ~ Statement Curriculum of Values Code of Conduct Complete Port Management ~ Complete Policy Code of Conduct Communications Plan Refresh External Targeted Complete Internal Develop Outreach Reorganization to Align Compliance Options With New Compliance Municipal League Structure Port Ethics Board Members McKay Team SAO 2 Workplace Responsibility Program Development & Outreach Over 20 Core Team Meetings plus numerous subcommittee meetings External Outreach to Municipal League leaders, SAO, Mike McKay, former and current members of Port Ethics Board Internal Outreach led by Development & Diversity Council, Executive Team and Davis Wright Tremaine LLC 4 Executive Team Discussions, Joint Sessions with Development & Diversity Council Members 33 Statement of Values Electronic Communications Reporting Ethics Policies Complaints Employee Anti-Harassment Consultant Fraud Awareness Political Violence in Activities Former Employee Workplace Loss Prevention Equal Gifts Substance Abuse Opportunity Employment of Relatives Training & Communications Compliance & Accountability 4 Statement of Values These core values were developed by Port employees to guide and shape the Port's philosophy and culture. We intend these values to be reflected in all of our business transactions, our community interactions and our workplace. We conduct business with the highest ethical standards. Our business practices reflect integrity, accountability, honesty, fairness and respect at all levels. We honor our commitments to one another, the community and our customers. We provide outstanding service and value to each other, our customers, the citizens of King County and the region we serve. We are capable, high-performing people who appreciate the privilege of public service. We practice open communication, innovation, collaboration and transparency in all interactions. We embrace the richness of a diverse workplace and support employee development. We encourage a healthy and diverse organization which enhances our contributions locally and globally. We are responsible stewards of community resources and the environment. We exercise care and wisdom in the use of both financial and natural resources. 5 Code of Conduct Policies Former Policy Code of Conduct Policy EX-3 Ethics Policy for Port Employees CC-1 Employee Ethics and Conflicts of Interest EX-16 Ethics Policy for Port Consultants CC-2 Consultant Ethics and Conflict of Interest New Formerly embedded in EX-3 CC-3 Former Employee Ethics and Conflict of Interest New Formerly embedded in EX-3 CC-4 Gifts and Hospitality Ex-18 Fraud Awareness and Prevention, Loss CC-5 Fraud Awareness and Prevention of Public Funds and Assets New Formerly embedded in EX-18 CC-6 Loss Prevention 6 Code of Conduct Policies Former Policy Code of Conduct Policy ICT-2 Information Technology CC-7 Electronic Communications Appropriate Use HR-22 Anti Harassment CC-8 Anti Harassment HR-7 Affirmative Action and Equal Opportunity CC-9 Equal Opportunity HR-16 Violence in the Workplace CC-10 Violence in the Workplace HR-17a Drug Free Workplace CC-11 Substance Abuse HR-17b Alcohol and Drug Abuse HR-9 Employment, Promotion, or Transfer of CC-12 Employment of Relatives Close Relatives of Port of Seattle Employees EX-6 Participation in Governmental and Political CC-13 Political Activities Activities EX-13 Whistleblower Policy: Reporting of CC-14 Reporting Complaints Improper Governmental Action 7 00002565100000256510 Workplace Responsibility Training Plan Assumes positive employee intent, reinforces expectations of behavior Emphasizes leader modeling and employee engagement Designed on a Three-year cycle Some areas included every year Every year highlights additional special focus areas Uses a range of learning strategies and tools (on-line modules, classroom) Curriculum based on realistic workgroup centered case studies and examples Uses Learning Management System to track compliance Includes Annual Report to document training outcomes, results and milestones 8 Workplace Responsibility Communication Plan Campaign logo Printed handbook Updated intranet site, multiple access points Posters featuring key ideas Easy access to policies, documents E-mail touch points and reminders 9 Additional Matters Workplace Responsibility Officer reports to General Counsel Job posted for two weeks in November Annual Conflict of Interest and Financial Disclosures required Employee Performance Competencies will include supporting / leading Code of Conduct policies External Hotline renamed 10 WORKPLACE RESPONSIBILITY PROGRAM PLANNING COMMITTEE Core Team Linda Strout, Chair Nancy Blanton Rosalee Walz Lawton Humphrey, DWT * Gary Schmitt Craig Watson Michael Reiss, DWT * Isabel Safora Joe McWilliams Elizabeth Leavitt Sub-Teams Statement of Values Code of Conduct/Policy Refresh Compliance Structure Linda Strout Lawton Humphrey* Michael Reiss* POS Development & Diversity Council Isabel Safora Craig Watson Rosalee Walz Rosalee Walz Becky Williams* Nancy Blanton Matt Breed** Joe McWilliams Gary Schmitt Joyce Kirangi** Training Plan Communication Plan Rosalee Walz Nancy Blanton Annalee Luhman** Lawton Humphrey* Lawton Humphrey* Vanessa Ressler** Gary Schmitt *Davis Wright Tremaine LLC **Ad Hoc Member Bold = Sub-Team Lead or Co-Lead 11
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