Q: When do I engage with Human Resources (HR)/People Operations? 

A: Safety starts with you and your immediate team, and the HR team is here to support your well-being, rights, and fair treatment. 

• It is appropriate to engage with HR if you have a question about company benefits, i.e., medical, dental, vision or other company provided health plans. 

• HR can also assist with questions related to your pay, the company’s paid time off policy and leave of absence options. 

• You may also contact HR if you are unclear or have concerns about performance feedback you received from your supervisor.

• The HR department can provide  information around the status of your Workers’ Compensation claim or payroll garnishments. 

• You may escalate any unaddressed safety or quality concerns that have already been presented to the Program Director with HR. 

• After referencing the Employee Handbook, you may also reach out to HR directly for any unanswered questions about general employment policies, such as; At Will Employment, Equal Employment Opportunity Act, Policy Against Harassment, Discrimination and/or Retaliation, or the Whistle Blower Policy.  

Q: When should I contact HR/People Operations about a safety issue? 

A: While most safety concerns should first be reported to your Program Coordinator or Director, you should contact HR in the following situations:

• If you sustain an injury or illness that leads to time off work or modified duties, HR will help coordinate workers’ compensation, return-to-work plans, and any required documentation from your medical provider. 

• NOTE: All work-related injuries should be reported immediately to your Program Coordinator or Program Director for proper processing and assessment. 

• If you feel unsafe reporting an issue to your Program Director. If the concern involves a supervisor or coworker and you’re uncomfortable reporting it directly, HR is a safe and confidential resource. 

• If you believe a safety policy is being violated repeatedly or ignored, especially if you’ve reported it previously and no action has been taken. 

• If your injury or illness involves sensitive personal or medical information. HR will protect your privacy and ensure compliance with HIPAA and ADA laws. 

• When accommodations or support related to a medical condition are needed 

Q: How do I contact HR/People Operations?

A: humanresources@districtworks.city

For specific questions about benefits or HR policies:

Molly Marion  

VP, People Operations  

(707) 652-3424  

For payroll related matters:

Juanita Johnson 

Sr. Payroll Specialist 

(510) 214-2554

Q: When should I engage with my Program Director?

A: Whenever you have questions about your job duties, performance, or instructions you’ve been provided with. 

• You may engage with your Director at any time for routine work conversations or questions. 

• When you feel the need to escalate an unaddressed concern presented to your Program Coordinator or a colleague.  

• To request time off, schedule changes, or to request a leave of absence.  

• To report an incident or violation of company policy or to report harassment. 

• To discuss performance and/or progressive discipline. 

• To provide feedback on operations or operational policies and SOPs. 

• To report known or potential workplace violence. 

• If you have questions or concerns about safety or quality policies or practices. 

• Questions about MAPs benefits and/or bonuses. 

• Following up to ensure concerns have been addressed. 

Q: When should I engage with my Program Coordinator? 

Any time you have specific questions about how to perform your job duties and/or you need clarification of any SOPs or other procedures. 

• If you feel you or a colleague needs additional training. 

• When you need on-the-job assistance or backup to address a community issue.

• When you are on the job and feel any concern about your safety. 

• When you suffer a workplace injury or incident. 

• You may engage with your Coordinator at any time for routine work conversations or questions. 

• To request time off or schedule changes.

• To report an incident or violation of company policy or to report harassment. 

• To discuss performance and/or progressive discipline. 

• To provide feedback on operations or operational policies and SOPs. 

• To report known or potential workplace violence. 

• If you have questions or concerns about safety or quality policies or practices. 

• Following up to ensure concerns have been addressed. 

Q: What do I do if I am injured on the job? 

A: Report it right away, even minor injuries. Doing so protects you, your team, and the public. 

• If your injury is severe, i.e., excessive pain or blood loss, inability to move, walk or stand:

  • Call 9-1-1 for emergency medical attention.  

  • If you’re unable to, have a nearby colleague call for help. 

• For less severe injury:

  • If needed, seek treatment at a nearby urgent care medical facility. 

  • Contact, or have a nearby colleague contact the Program Coordinator on shift via Relay+ to report the cause of your accident and describe your injury. 

• As soon as you are able, you will be asked to provide a written statement regarding your work-related accident and injury. This helps us document the incident accurately and supports any follow-up actions, including workers’ comp and safety improvements. 

Q: How do I report a Near-Miss Incident? 

A: A near-miss incident is a warning sign and reporting them helps prevent future injuries. If you experience or witness a near-miss or an accident that could have caused injury or property damage but didn’t, follow these steps:

• Immediately notify your Program Coordinator or Program Director and provide a brief description of what happened. 

• Secure the area if there is a risk to others. If it is safe to do so, remove hazards and alert nearby colleagues.

• Ask your Program Coordinator to complete an Incident Report. A Job Safety Analysis (JSA) should be performed by the Program Director upon notification of a near-miss incident. 

• Participate in follow-up to help identify root causes and preventative measures. 

No one is punished for reporting a near-miss. It’s a sign of awareness and responsibility

Q: What do I do if a co-worker or supervisor violates safety rules? 

A: Report it. Your input helps us improve our safety culture and prevent future issues. 

• Prioritize immediate safety: If someone is in immediate danger, intervene calmly but quickly to stop the unsafe behavior only if it is safe for you to do so. Otherwise, alert a Program Coordinator/Director immediately or call for help if the situation is critical.

• Do Not Ignore it: Never assume someone else will handle it. Safety is everyone’s responsibility; we speak up to protect our team and the public.

• Report the violation promptly to your Program Coordinator or Director, including the following information:  

1. Who was involved

2. What happened

3. Where and when did it happen 

4. Were there any witnesses

• Address the person with respectful, professional, and calm language. For example, “Hey, just a heads-up, safety rules require us to wear gloves when handling that. Want me to grab you a pair?”

• Never argue or escalate if the person is uncomfortable; instead, report it to your Program Coordinator or Director. 

• Follow Up: After reporting, check in with your Program Coordinator or Director later to confirm that action was taken.

Your input helps us improve our safety culture and prevent future issues. 

Q: Where do I find the safety standards for my job or program? 

A: The WorksWise Management System website lists our safety programs, policies, and resources under the ‘Safety Plans and Programs’ menu. If you need a recap on a Safety Talk, navigate to the ‘Training and Resources’ section to find all the safety topics to review. 

Q: How do I give the company feedback on company policies and/or practices? 

A: Your feedback and suggestions for improvement are welcome. If your feedback is for a specific program, contact that program’s Coordinator or Director to give your feedback. If you have feedback generally related to the company and its practices or policies, contact HR/People Operations. 

Follow-up! Always follow up to ensure your concerns have been addressed.