Other (indicate in message) June 25, 2018 (3 months ago)

Local Employee First Amendment Protections

Hello Sunshine Request,
Can you please contact the following local government entities within Buncombe County:

Asheville
Buncombe County
Biltmore Forrest
Black Mountain
Weaverville
Woodfin

And request the following:

1. A list of all current employees and their religious status: Christian, Muslim, Jew, Buddhist, Pagan, etc. While a excel file containing names is preferable for transparency a number ratio will be acceptable. This should include anyone who is non practicing but decended from a people or faith tradition that is at risk of discrimination or marginalization.

2. Any policy that protects employees of minority religions from discrimination.

3. Any educational programs programs for supervisors specifically aimed at addressing a managers’ bias toward a religion. The past 3 years will do.

4. Any non-Christian holidays provided to all staff as an official non work day. That is: protection for a Muslim or Jew takes a day off but their co-workers are in attendance reinforcing a stereotype of “other” and someone not shouldering an equal burden.

Thank you and have a nice day.

Editor’s Note: We apologize for the delay processing this request. We are working to contact the proper entities to request the information, and will update the status on our site during the week of 09/24/18.

Status: Sent to Government

Activity:

  • October 2, 2018 11:38 am

    2 weeks ago

    from: Selena Coffey <scoffey@weavervillenc.org> via weavervillenc.onmicrosoft.com
    to: Sunshine Request <records@sunshinerequest.com>
    date: Oct 2, 2018, 11:38 AM
    subject: RE: Records Request: Local Employee First Amendment Protections

     

    Please see the following responses to the public information requests below:

     

    1. The Town of Weaverville does not ask for religious affiliation of its employees, therefore we cannot provide this information.
    2. I would refer you to the attached Harassment Policy and Equal Employment Opportunity Policy Section I and II for this information. In addition, please see “Conditions of Employment” prohibiting harassment regarding religious affiliation.
    3. The Town provides in-service training on a variety of topics, including this topic, as well as individualized training as appropriate.
    4. The Town provides for one personal leave day for each employee annually. This personal leave day may be used at the discretion of the employee. The Town’s personnel policy also states, “Annual leave for religious observance may be denied only when granting the leave would create an undue hardship for the Town.”

     

    Regards,
    Selena D. Coffey, MPA, ICMA-CM
    Town Manager, Weaverville, NC

     

    All email correspondence to and from this address is subject to public review under the NC Public Records Law.

     

    **Editor’s Note: Please see aforementioned document at top left in “Documents”


    Status: Response Received from Government
  • September 25, 2018 5:40 pm

    3 weeks ago

    from: Terry White <twhite@ashevillenc.gov>
    to: Sunshine Request <records@sunshinerequest.com>
    date: Sep 25, 2018, 5:40 PM
    subject: Re: [Public Records Request] Records Request: Local Employee First Amendment Protections

     

    Dear Sunshine Request:
    Below, I will provide answers to the four questions that you asked to the City of Asheville.
    1.The religious status of City of Asheville employees is not collected, and, if it were, the employee religious status would be confidential pursuant to N.C.G.S §160A-168.
    2. The City of Asheville’s Workplace Harassment policy, is here.
    It is the intent of the City of Asheville to maintain a workplace free of harassment from any source. This policy affirms the City’s refusal to tolerate workplace harassment; informs managers and supervisors and other employees of performance expectations, guidelines and possible penalties related to harassment; and provides procedures for employees to follow when they believe they may have been harassed. The policy also prohibits retaliation against employees who report harassment or participate in an investigation involving harassment. […]
    Harassment Under this policy, harassment is verbal, visual or physical conduct that denigrates or shows hostility or aversion toward an individual.Harassing conduct includes, but is not limited to; epithets, slurs, or negative Stereotyping; threatening, intimidating, or hostile acts; denigrating jokes and display, transmission, or circulation in the workplace of written or graphic material that denigrates or shows hostility toward an individual or group (including but not limited to email, text, or other electronic means).

     

    […]HARASSMENT COMMITTED BY NON-EMPLOYEES

     

    In cases of harassment committed by a non-employee against a City employee in the workplace or while engaged in work, the Department Director and/or City Manager shall take appropriate steps to insure that the harassment is brought to an immediate end. Employees should immediately report any instances of harassment by non-employees in accordance with the reporting lines outlines in the policy.

     

    THREAT OF RETALIATION PROHIBITED

     

    It is the obligation of the City of Asheville to create an environment that encourages employees to come forward and report when they feel that they are being harassed. To that end, it is imperative that employees understand that once a charge has been filed, the City will not tolerate any actions by staff that are deemed or could be deemed retaliatory in nature. Retaliation is any adverse treatment or disciplinary action that is directed to an individual because they came forth with an allegation of workplace harassment. The City of Asheville prohibits retaliation against one who reports harassment or any who participates in an investigation. Any behavior exhibited by employees that may be interpreted as retaliatory in nature will be treated as Inappropriate Personal Conduct as discussed in Section 61 of the City of Asheville’s Personnel Policy.

     

    3. The City of Asheville’s Equal Employment Opportunity Policy, which includes information on supervisory training, is here.

     

    4. A link to the City of Asheville’s Calendar is here. The City observes the following holidays: New Year’s Day, Martin Luther King, Jr. Holiday, Good Friday Holiday, Memorial Day Holiday, 4th of July Holiday, Labor Day Holiday, Thanksgiving Day and the day after Thanksgiving, Christmas Eve, Christmas Day, and the day after Christmas. The City’s leave policy is here.

     

    Please let me know if you have other questions.

     

    All best,
    Terry White
    Public Records Officer
    City of Asheville
    828.259.5631

    Office Hours
    Tuesday – Thursday: 8:00 – 6:30
    Friday: 8:00 – 4:00


    Status: Response Received from Government
  • September 25, 2018 12:38 pm

    3 weeks ago

    from: Jason Young <jyoung@woodfin-nc.gov>
    to: Sunshine Request <records@sunshinerequest.com>
    date: Sep 25, 2018, 12:38 PM
    subject: RE: Records Request: Local Employee First Amendment Protections

     

    See answers below in red…

     

    Jason Young
    Town Administrator
    Town of Woodfin

     

    Woodfin Town Hall
    90 Elk Mountain Road
    Woodfin, NC 28804

     

    828.253.4887 ext. 1007 (Direct Line)
    828.253.4700 (fax)
    jasonyoung@woodfin-nc.gov (email)

     

    A list of all current employees and their religious status: Christian, Muslim, Jew, Buddhist, Pagan, etc. While a excel file containing names is preferable for transparency a number ratio will be acceptable. This should include anyone who is non practicing but decended from a people or faith tradition that is at risk of discrimination or marginalization.

     

    The Town of Woodfin keeps no record of the religious status or faith of employees or any one else for that matter.

     

    Any policy that protects employees of minority religions from discrimination.

     

    The Town’s Personnel Ordinance prohibits discrimination on the basis of religion and does state and federal law.

     

    Any educational programs programs for supervisors specifically aimed at addressing a managers’ bias toward a religion. The past 3 years will do.

     

    No such educational programs exist nor has the Town of Woodfin felt the need to implement any particular programs aimed at addressing bias against any religion.

     

    Any non-Christian holidays provided to all staff as an official non work day. That is: protection for a Muslim or Jew takes a day off but their co-workers are in attendance reinforcing a stereotype of “other” and someone not shouldering an equal burden.

     

    Municipal employees are entitled to the following paid non-religious holidays: New Years Day, Martin Luther King, Jr.’s Birthday, Memorial Day, Independence Day, Labor Day, Veteran’s Day, and Thanksgiving Day and the Day After.


    Status: Response Received from Government
  • September 25, 2018 12:21 pm

    3 weeks ago

    from: Sunshine Request <records@sunshinerequest.com>
    to: Jason Young <jyoung@woodfin-nc.gov>
    date: Sep 25, 2018, 12:21 PM
    subject: Records Request: Local Employee First Amendment Protections

     

    Good Afternoon Town of Woodfin,

     

    We just received another request via www.sunshinerequest.com for information that may be available in your office!

     

    Here are the details:

     

    Subject: Local Employee First Amendment Protections

     

    Message:

     

    “Hello Sunshine Request,
    Can you please contact the following local government entities within Buncombe County:

     

    Asheville
    Buncombe County
    Biltmore Forrest
    Black Mountain
    Weaverville
    Woodfin

     

    And request the following:

     

    1. A list of all current employees and their religious status: Christian, Muslim, Jew, Buddhist, Pagan, etc. While a excel file containing names is preferable for transparency a number ratio will be acceptable. This should include anyone who is non practicing but decended from a people or faith tradition that is at risk of discrimination or marginalization.

     

    2. Any policy that protects employees of minority religions from discrimination.

     

    3. Any educational programs programs for supervisors specifically aimed at addressing a managers’ bias toward a religion. The past 3 years will do.

     

    4. Any non-Christian holidays provided to all staff as an official non work day. That is: protection for a Muslim or Jew takes a day off but their co-workers are in attendance reinforcing a stereotype of “other” and someone not shouldering an equal burden.

     

    Thank you and have a nice day.”

     

    Thank you for your assistance.
    Have a good afternoon!

     

    Sunshine Request


    Status: Sent to Government
  • September 25, 2018 12:20 pm

    3 weeks ago

    from: Sunshine Request <records@sunshinerequest.com>
    to: Selena Coffey <SCoffey@weavervillenc.org>
    date: Sep 25, 2018, 12:20 PM
    subject: Records Request: Local Employee First Amendment Protections

     

    Good Afternoon Town of Weaverville,

     

    We just received another request via www.sunshinerequest.com for information that may be available in your office!

     

    Here are the details:

     

    Subject: Local Employee First Amendment Protections

     

    Message:

     

    “Hello Sunshine Request,
    Can you please contact the following local government entities within Buncombe County:

     

    Asheville
    Buncombe County
    Biltmore Forrest
    Black Mountain
    Weaverville
    Woodfin

     

    And request the following:

     

    1. A list of all current employees and their religious status: Christian, Muslim, Jew, Buddhist, Pagan, etc. While a excel file containing names is preferable for transparency a number ratio will be acceptable. This should include anyone who is non practicing but decended from a people or faith tradition that is at risk of discrimination or marginalization.

     

    2. Any policy that protects employees of minority religions from discrimination.

     

    3. Any educational programs programs for supervisors specifically aimed at addressing a managers’ bias toward a religion. The past 3 years will do.

     

    4. Any non-Christian holidays provided to all staff as an official non work day. That is: protection for a Muslim or Jew takes a day off but their co-workers are in attendance reinforcing a stereotype of “other” and someone not shouldering an equal burden.

     

    Thank you and have a nice day.”

     

    Thank you for your assistance.
    Have a good afternoon!

     

    Sunshine Request


    Status: Sent to Government
  • September 25, 2018 12:24 pm

    3 weeks ago

    from: Sunshine Request <records@sunshinerequest.com>
    to: bchaffin@biltmoreforest.org
    date: Sep 25, 2018, 12:24 PM
    subject: Records Request: Local Employee First Amendment Protections

     

    Good Afternoon Biltmore Forest,

     

    I work for a website called Sunshine Request www.sunshinerequest.com. We built a site that makes it easier to make public records requests by filling out a simple form, and the results of any requests are posted on our site. This allows citizens to learn more about our local government, while saving staff from having to fulfill duplicate requests. If you have any questions about the project, please let me know, and I’ll be happy to answer.

     

    We recently received a request for information that may be available in your office. If there’s another party that we should be contacting about this request then please let us know.

     

    Here are the details:

     

    Subject: Local Employee First Amendment Protections

     

    Message:

     

    “Hello Sunshine Request,
    Can you please contact the following local government entities within Buncombe County:

     

    Asheville
    Buncombe County
    Biltmore Forrest
    Black Mountain
    Weaverville
    Woodfin

     

    And request the following:

     

    1. A list of all current employees and their religious status: Christian, Muslim, Jew, Buddhist, Pagan, etc. While a excel file containing names is preferable for transparency a number ratio will be acceptable. This should include anyone who is non practicing but decended from a people or faith tradition that is at risk of discrimination or marginalization.

     

    2. Any policy that protects employees of minority religions from discrimination.

    3. Any educational programs programs for supervisors specifically aimed at addressing a managers’ bias toward a religion. The past 3 years will do.

     

    4. Any non-Christian holidays provided to all staff as an official non work day. That is: protection for a Muslim or Jew takes a day off but their co-workers are in attendance reinforcing a stereotype of “other” and someone not shouldering an equal burden.

     

    Thank you and have a nice day.”

     

    Thank you for your assistance.
    Have a good afternoon!

     

    Sunshine Request


    Status: Sent to Government
  • September 25, 2018 12:18 pm

    3 weeks ago

    from: Sunshine Request <records@sunshinerequest.com>
    to: Meredith Glenn <meredith.glenn@townofblackmountain.org>
    date: Sep 25, 2018, 12:18 PM
    subject: Records Request: Local Employee First Amendment Protection

     

    Good Afternoon Black Mountain,

     

    We just received another request via www.sunshinerequest.com for information that may be available in your office!

     

    Here are the details:

     

    Subject: Local Employee First Amendment Protections

     

    Message:

     

    “Hello Sunshine Request,
    Can you please contact the following local government entities within Buncombe County:

     

    Asheville
    Buncombe County
    Biltmore Forrest
    Black Mountain
    Weaverville
    Woodfin

     

    And request the following:

     

    1. A list of all current employees and their religious status: Christian, Muslim, Jew, Buddhist, Pagan, etc. While a excel file containing names is preferable for transparency a number ratio will be acceptable. This should include anyone who is non practicing but decended from a people or faith tradition that is at risk of discrimination or marginalization.

     

    2. Any policy that protects employees of minority religions from discrimination.

     

    3. Any educational programs programs for supervisors specifically aimed at addressing a managers’ bias toward a religion. The past 3 years will do.

     

    4. Any non-Christian holidays provided to all staff as an official non work day. That is: protection for a Muslim or Jew takes a day off but their co-workers are in attendance reinforcing a stereotype of “other” and someone not shouldering an equal burden.

     

    Thank you and have a nice day.”

     

    Thank you for your assistance.
    Have a good afternoon!

     

    Sunshine Request


    Status: Sent to Government
  • September 25, 2018 12:04 pm

    3 weeks ago

    from: Sunshine Request <records@sunshinerequest.com>
    to: Public Records Request Inbox <opengov@ashevillenc.gov>
    date: Sep 25, 2018, 12:04 PM
    subject: Records Request: Local Employee First Amendment Protections

     

    Good Afternoon City of Asheville,

     

    We just received another request via www.sunshinerequest.com for information that may be available in your office!

     

    Here are the details:

     

    Subject: Local Employee First Amendment Protections

     

    Message:

     

    “Hello Sunshine Request,
    Can you please contact the following local government entities within Buncombe County:

     

    Asheville
    Buncombe County
    Biltmore Forrest
    Black Mountain
    Weaverville
    Woodfin

     

    And request the following:

     

    1. A list of all current employees and their religious status: Christian, Muslim, Jew, Buddhist, Pagan, etc. While a excel file containing names is preferable for transparency a number ratio will be acceptable. This should include anyone who is non practicing but decended from a people or faith tradition that is at risk of discrimination or marginalization.

     

    2. Any policy that protects employees of minority religions from discrimination.

     

    3. Any educational programs programs for supervisors specifically aimed at addressing a managers’ bias toward a religion. The past 3 years will do.

     

    4. Any non-Christian holidays provided to all staff as an official non work day. That is: protection for a Muslim or Jew takes a day off but their co-workers are in attendance reinforcing a stereotype of “other” and someone not shouldering an equal burden.

     

    Thank you and have a nice day.”

     

    Thank you for your assistance.
    Have a good afternoon!

     

    Sunshine Request


    Status: Sent to Government
  • September 25, 2018 12:03 pm

    3 weeks ago

    from: Sunshine Request <records@sunshinerequest.com>
    to: “Kassi L. Day” <kassi.day@buncombecounty.org>,
    “Michael C. Frue” <Michael.Frue@buncombecounty.org>
    date: Sep 25, 2018, 12:03 PM
    subject: Records Request: Local Employee First Amendment Protections

     

    Good Afternoon Buncombe County Gov,

     

    We just received another request via www.sunshinerequest.com for information that may be available in your office!

     

    Here are the details:

     

    Subject: Local Employee First Amendment Protections

     

    Message:

     

    “Hello Sunshine Request,
    Can you please contact the following local government entities within Buncombe County:

     

    Asheville
    Buncombe County
    Biltmore Forrest
    Black Mountain
    Weaverville
    Woodfin

     

    And request the following:

     

    1. A list of all current employees and their religious status: Christian, Muslim, Jew, Buddhist, Pagan, etc. While a excel file containing names is preferable for transparency a number ratio will be acceptable. This should include anyone who is non practicing but decended from a people or faith tradition that is at risk of discrimination or marginalization.

     

    2. Any policy that protects employees of minority religions from discrimination.

     

    3. Any educational programs programs for supervisors specifically aimed at addressing a managers’ bias toward a religion. The past 3 years will do.

     

    4. Any non-Christian holidays provided to all staff as an official non work day. That is: protection for a Muslim or Jew takes a day off but their co-workers are in attendance reinforcing a stereotype of “other” and someone not shouldering an equal burden.

     

    Thank you and have a nice day.”

     

    Thank you for your assistance.
    Have a good afternoon!

     

    Sunshine Request


    Status: Sent to Government