About the Employment History and the Sexual Coercion of Teresa Williams - #Michael A. Ayele (a.k.a) W

17. PRA REQUEST 23 - 263 04/19/2023 W (AACL) Michael A. Ayele P.O.Box 20438 Addis Ababa, Ethiopia E-mail : waacl13@gmail.com ; waacl1313@gmail.com ; waacl42913@gmail.com Date.: April 19th 2023 Public Records Act (PRA) Request Case No.: 23 – 263 Hello, I am in receipt of your email. I am writing this letter in response to your correspondence from April 18th 2023. Please be advised that I have several concerns with the way you have processed my Public Records Act (PRA) request, which you have assigned Case No.: 23 - 263. After reviewing the disclosures you've made yesterday, I noticed that your disclosures didn't include any proclamations by Humboldt County (California) that recognized the month of April as "Sexual Assault Awareness Month" (SAAM) in Calendar Year 2020 and Calendar Year 2021. Instead, your local government provided me with a January 14th 2020 policy adopted by Humboldt County (California) about "Abusive conduct." (Please see the attached document below on the subject of the January 14th 2020 policy adopted by Humboldt County on "Abusive Conduct.") While I appreciate your disclosure of that document as it is pertinent to my original request on the subject of SAAM within the U.S government, I was hoping you would disclose records of any proclamation that was adopted by Humboldt County in April 2020 and April 2021 that recognized the month of April as SAAM. I was also hoping you would disclose records of any activities that were offered by your local government in April 2020 and April 2021 for the purpose of SAAM. Please be advised that I have other concerns with the way you have processed my Public Records Act (PRA) request because Teresa Williams has informed the judicial branch of the Michigan government that she was prohibited from carrying a concealed weapon following her employment at a local police department in the State of Michigan, where she was perpetually harassed (sexually). In my judgment, the treatment of Teresa Williams in the State of Michigan constitutes "abusive conduct" as it is defined by Humboldt County because she suffered "the infliction of verbal abuse, such as the use of derogatory remarks, insults, and epitheths, verbal or physical conduct that a reasonable person would find threatening, intimidating or humiliating." Of course, in response to this, Teresa Williams says she opted to get a fiream and apply for a license that would allow her to conceal it in public settings. Is that something that would be permitted for a person similarly situated to Teresa Williams in Humboldt County? Is it permissible to carry a concealed weapon after suffering abusive conduct as it is defined by Humboldt County? I ask these questions because the January 2020 policy adopted by Humboldt County doesn't list any specific remedies available to people who have suffered "abusive conduct" except to state that your local government has a "zero tolerance policy" with regards to abusive conduct. I also ask these questions because in your correspondence from yesterday, you MICHAEL A. AYELE (A.K.A) W 1

18. PRA REQUEST 23 - 263 04/19/2023 (Brooke Eberhardt) said that I could ask you questions about Humbolt County processing of the PRA request they have assigned Case No.: 23 - 263. As a representative of the media and a member of the general public, I hope you will perform a more thorough search for responsive records detailing [1] the decision of Humboldt County (California) to recognize the month of April in Calendar Year 2020 and Calendar Year 2021 as SAAM; [2] the activities offered by Humboldt County (California) on the occasion of SAAM in Calendar Year 2020 and 2021; [3] the remedies available to local government employees, who have been subjected to abusive conduct in Humboldt County (California); [4] the formal/informal opinion of Humboldt County (California) on the 2nd (Second) Amendment of the U.S Constitution; [5] the obligations of Humboldt County not to retaliate against a person who has filed a Title VII Complaint pursuant to the 1964 and 1991 Civil Rights Act by filing in a court of law a petition that would prohibit them from carrying a weapon. Again, I hope you reconsider your response. Be well. Take care. Keep yourselves at arms distance. Michael A. Ayele (a.k.a) W Anti-Racist Human Rights Activist Audio-Visual Media Analyst Anti-Propaganda Journalist MICHAEL A. AYELE (A.K.A) W 2

19. PRA REQUEST 23 - 263 04/13/2023 W (AACL) Michael A. Ayele P.O.Box 20438 Addis Ababa, Ethiopia E-mail : waacl13@gmail.com ; waacl1313@gmail.com ; waacl42913@gmail.com Date.: April 13th 2023 Public Records Act (PRA) Request Case No.: 23 – 263 Hello, I am in receipt of your email and I was browsing through the documents you have sent me. I noticed that Humboldt County began commemorating Sexual Assault Awareness Month (SAAM) in 2007, but according to the National Sexual Violence Resource Center (NSRVC), SAAM gained recognition throughout the United States of America (U.S.A) beginning April 01st 2001. I also noticed that among the disclosures you have made recognizing the month of April as SAAM, the month of April in 2014 and the month of April in 2015 were not included. Did Humboldt County recognize the month of April 2014 and the month of April 2015 as SAAM? If yes, could you disclose the records that are within Humboldt County possession that recognized the month of April 2014 and the month of April 2015 as SAAM? As a representative of the media and a member of the general public, I was also rather curious why Humboldt County began commemorating SAAM in the month of April 2007 and not the month of April 2001. Was Humboldt County (California) lobbied by sexual assault survivors and/or their advocacy groups to begin commemorating SAAM in 2002, 2003, 2004, 2005 and 2006? Is that why your local government began commemorating it in 2007? As a representative of the media and a member of the general public, I hope you will address the questions I have asked you. If you are either unwilling or unable to do so, I hope you will perform a more thorough search of responsive records detailing [1] why Humboldt County did not recognize the months of April 2001, April 2002, April 2003, April 2004, April 2005 and April 2006 as SAAM; [2] the name(s) of sexual assault survivor(s) and/or their advocacy group(s), who have encouraged elected/non-elected representatives of Humboldt County (California) to recognize the month of April as SAAM; [3] your discussions with sexual assault survivor(s) and/or their advocacy group(s) about SAAM; [4] the extent of your knowledge on whether Humboldt County recognized the month of April 2014 and the month of April 2015 as SAAM; [5] your discussions about the reasons why Humboldt County opted not to recognize the month of April 2014 and April 2015 as SAAM (if that was indeed what happened). I hope you reconsider your response. Be well. Take care. Keep yourselves at arms distance. Michael A. Ayele (a.k.a) W Anti-Racist Human Rights Activist MICHAEL A. AYELE (A.K.A) W 1

20. PRA REQUEST 23 - 263 04/13/2023 Audio-Visual Media Analyst Anti-Propaganda Journalist MICHAEL A. AYELE (A.K.A) W 2

21. PROCLAMATION OF THE BOARD OF SUPERVISORS COUNTY OF HUMBOLDT WHEREAS, sexual assault affects children, youth, adults and elders of all genders from all racial, cultural and economic backgrounds with public health and social justice implications for every person in Eureka; and WHEREAS, staff and volunteers of the North Coast Rape Crisis Team provide 24-hour services to survivors and their significant others and encourages every person to End Sexualized Violence by providing prevention education and awareness-raising programs throughout Humboldt and Del Norte Counties; and WHEREAS, no one person, organization, agency or community can eliminate sexual assault on their own but can, through collaboration and partnership, work together to support those impacted, improve responses and ensure that survivors are not re-victimized. NOW THEREFORE, we the Humboldt County Board of Supervisors reaffirms our commitment to the North Coast Rape Crisis Team and holding to our values of HEAL: "Help meet survivors where they're at, Empower them in their healing journeys. Affirm their choices, and Listen to their stories" and acknowledges April 2023 as SEXUAL ASSAULT AWARENESS MONTH. April 4, 2023 Steve Madrone, Chair

22. COUNTY OF HUMBOLDT For the meeting of:4/4/2023 File #: 23-327 To: Board of Supervisors From: Supervisor Michelle Bushnell Agenda Section: Consent Vote Requirement:Majority SUBJECT: Sexual Assault Awareness Month Proclamation (Supervisor Michelle Bushnell) RECOMMENDATION(S): That the Board of Supervisors: 1. Adopt the proclamation. SOURCE OF FUNDING: General Fund DISCUSSION: The North Coast Rape Crisis Team would like to bring awareness to the devastating problems associated with sexual assault and domestic violence by asking the Board of Supervisors to proclaim April 2023 as Sexual Assault Awareness Month in Humboldt County. FINANCIAL IMPACT: There is no financial impact to adopting this proclamation. STRATEGIC FRAMEWORK: This action supports your Board’s Strategic Framework by protecting vulnerable populations. OTHER AGENCY INVOLVEMENT: None ALTERNATIVES TO STAFF RECOMMENDATIONS: Board discretion ATTACHMENTS: Proclamation COUNTY OF HUMBOLDT Page 1 of 2 Printed on 3/9/2023 powered by Legistar™

23. File #: 23-327 PREVIOUS ACTION/REFERRAL: Board Order No.: N/A Meeting of: N/A File No.: N/A COUNTY OF HUMBOLDT Page 2 of 2 Printed on 3/9/2023 powered by Legistar™

24. "V i\ -in >--v Ml MK Proclamation r- of the 'Hi Board of Supervisors County of Humboldt \JAii WHEREAS, sexualized violence affects children, youth, adults and elders of all genders from all racial, cultural and economic backgrounds with public health and social justice implications for every person in Humboldt County; and WHEREAS, staff and volunteers of the North Coast Rape Crisis Team provide 24-hour services to survivors and their significant others and encourages every person to end sexualized violence by providing prevention education and awareness-raising programs throughout Humboldt and Del Norte Counties; and I m ^"3 WHEREAS, no one person, organization, agency or community can eliminate sexual assault on their own but can, through collaboration and partnership, work together to support those impacted, improve responses and ensure that survivors are not re-victimized. i i % I Si fJJrm -IIaI NOW, THEREFORE, BE IT RESOLVED, that the Humboldt County Board of Supervisors do hereby proclaim the month of April 2022 as Sexual Assault Awareness Month and reaffirm our commitment to the North Coast Rape Crisis Team and its vision of - "A World Without fe ll Violent". i April 5, 2022 Virginia Bass, Chair

25. COUNTY OF HUMBOLDT For the meeting of:4/5/2022 File #: 22-382 To: Board of Supervisors From: Supervisor Virginia Bass Agenda Section: Consent SUBJECT: Proclaim April 2022 as Sexual Assault Awareness Month (Supervisor Virginia Bass) RECOMMENDATION(S): That the Board of Supervisors: 1. Adopt the Proclamation. SOURCE OF FUNDING: N/A DISCUSSION: The Humboldt County Board of Supervisors do hereby proclaim the month of April 2022 as Sexual Assault Awareness Month and encourages the community to end sexual violence through prevention education and awareness raising programs throughout the county. FINANCIAL IMPACT: N/A STRATEGIC FRAMEWORK: This action supports your Board’s Strategic Framework by protecting vulnerable populations OTHER AGENCY INVOLVEMENT: N/A ALTERNATIVES TO STAFF RECOMMENDATIONS: Board discretion ATTACHMENTS: Proclamation PREVIOUS ACTION/REFERRAL: COUNTY OF HUMBOLDT Page 1 of 2 Printed on 3/25/2022 powered by Legistar™

26. File #: 22-382 Board Order No.: N/A Meeting of: N/A File No.: N/A COUNTY OF HUMBOLDT Page 2 of 2 Printed on 3/25/2022 powered by Legistar™

27. POLICY NUMBER: HR2020-002 POLICY TITLE: Abusive Conduct RESOLUTION NUMBER: 22-04 ORIGINAL ISSUE DATE: 1/14/2020 REVISION DATE: POLICY CONTACTS: Human Resources RELATED DOCUMENTS: Merit System Rules RELATED POLICIES: Harassment Policy Equal Employment Opportunity Policy Contents Abusive Conduct Policy .................................................................................................................................................. 1 SECTION I – PURPOSE ................................................................................................................................................... 2 SECTION II – APPLICABILITY .......................................................................................................................................... 2 SECTION III – DEFINITIONS ............................................................................................................................................ 2 SECTION IV – POLICY ..................................................................................................................................................... 3 SECTION V – PROCEDURE ............................................................................................................................................. 3 A.Complaint Procedure ......................................................................................................................................... 3 B.Investigations and Penalties .............................................................................................................................. 3

28. SECTION I – PURPOSE The County of Humboldt is committed to providing a safe work environment. In addition to prohibiting all forms of discrimination and harassment, the County of Humboldt also prohibits any form of Abusive Conduct in the workplace. SECTION II – APPLICABILITY This policy applies to all County of Humboldt employees, including permanent, probationary, part-time and extra help employees. For the purposes of this policy, “employee(s)” includes appointed and elected officials. SECTION III – DEFINITIONS Abusive Conduct: conduct of an employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to the county’s legitimate business interests. Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work performance. A single act shall not constitute abusive conduct, unless especially severe and egregious. Examples: Verbal Abuse: Slandering, ridiculing, bullying, gossiping, or maligning someone against others; persistent name calling which is hurtful, insulting, or embarrassing; yelling, screaming, or cursing; chronic teasing, belittlement, or frequent unwarranted criticism that undermines the employee’s ability to perform their job. Nonverbal and Visual Abuse: Threatening gestures, actions, or glances; shunning, excluding, or disregarding a person; offensive depictions of another through a visual medium such as a drawing or doctored photograph; mimicking another in an offensive manner; objects or clothing that contain offensive language or other depictions. Physical Abuse: Pushing, shoving, punching, kicking, poking, tripping, or purposely impeding another’s path; battering or threatening physical harm; damaging another’s work area or property. Cyber Abuse: Tormenting, threatening, cyber-bullying, harassing, embarrassing, or otherwise targeting another using social media, email, instant messaging, text Policy Title: Abusive Conduct Policy Policy #: HR2020-002

29. messaging, or any other type of digital technology. Cyber abuse outside of regular working hours is actionable under this policy if the conduct demonstrates a nexus that is detrimental to the mission and functions of the county. Workplace Interference:Sabotaging another’s work; deliberately tampering with a person’s work area or property; assigning menial tasks outside of a person’s normal job duties. SECTION IV – POLICY The County of Humboldt has a zero-tolerance policy regarding Abusive Conduct in the workplace or elsewhere, such as offsite events. SECTION V – PROCEDURE A.Complaint Procedure 1.Any individuals who believe that they are being or have been subjected to any form of Abusive Conduct should immediately report this to their supervisor, department head, or Human Resources representative. 2.If the complaint involves a supervisor or department head, it should be made to a Human Resources representative. 3.Any person who believes they have witnessed Abusive Conduct and any person who has received a report of such conduct, whether the perpetrator is an employee or a non-employee, shall immediately report the conduct to their supervisor or other appropriate person in the chain of command. 4.No person shall deliberately and knowingly make a false accusation against another person. Deliberate and knowingly false accusations of abusive conduct may result in disciplinary action if substantiated. B.Investigations and Penalties 1.All employees must cooperate with any investigation into possible violations of this policy. 2.No employee will be subjected to any form of retaliation for reporting an incident of abusive conduct or participating in an investigation by the county or its representatives into allegations of Abusive Conduct. 3.Violations of this policy are subject to discipline in accordance with Humboldt County Merit System Rule X, up to and including termination. Policy Title: Abusive Conduct Policy Policy #: HR2020-002

30. 4.Questions concerning the application of this policy to an employee or applicant should be directed to the Human Resources Director, or designee. Board Approved: Resolution No. 22-04 January 14, 2020 item C9 Policy Title: Abusive Conduct Policy Policy #: HR2020-002

31. COUNTY OF HUMBOLDT For the meeting of:4/2/2019 File #: 19-370 To: Board of Supervisors From: Supervisor Virginia Bass Agenda Section: Initiated by Board Member SUBJECT: North Coast Rape Crisis Presentation on Sexual Assault Awareness Month (Supervisor Virginia Bass) RECOMMENDATION(S): That the Board of Supervisors: 1. Hear the presentation and take appropriate action, if required. SOURCE OF FUNDING: N/A DISCUSSION: The North Coast Rape Crisis Team will give a short presentation highlighting efforts to partner with the County, tribes and other community partners to bring awareness to sexual assault and domestic violence, with an emphasis on workplace sexual harassment and trafficking within the permitted cannabis industry. FINANCIAL IMPACT: N/A OTHER AGENCY INVOLVEMENT: N/A ALTERNATIVES TO STAFF RECOMMENDATIONS: Board discretion ATTACHMENTS: N/A PREVIOUS ACTION/REFERRAL: Board Order No.: N/A Meeting of: N/A COUNTY OF HUMBOLDT Page 1 of 2 Printed on 3/11/2019 powered by Legistar™

32. File #: 19-370 File No.: N/A COUNTY OF HUMBOLDT Page 2 of 2 Printed on 3/11/2019 powered by Legistar™

33. and Cliild utilise Awareness Mo April, 2019 nth The Clothesline Project; A collection of t-shirts designed by survivors of violence against women Visit the collection at Take Back the Night (4/12/18, see details below). Call the North Coast Rape Crisis Team if you would like to make a t-shirt for the project. 707-443-2737 Displays: Portions of the Clothesline Project and other materials will be displayed in libraries, at HSU, the Booklegger, Moonrise Herbs, and other locations around the community during the month of April. National Victims' Rights Week; This year's National Victims' Rights Week is April 7-13th. The theme is 'honoring our past, creating hope for our future' and it aims to make crime victim services more inclusive, accessible, and trauma-informed. For more information, contact Humboidt County Victim Witness by calling (707) 445-7417. National \fictlms' Proclamations and Presentations; 2nd Presentation to the Humboidt County Board of Supervisors, Courthouse, 9am. 2nd Board of Supervisors Proclaim Child Abuse Awareness Month, Courthouse, 9am. 2nd Eureka City Council Proclaims Sexual Assault Awareness Month, Eureka City Hall, 6pm. 3rd Arcata City Council Proclaims Sexual Assault Awareness Month, Arcata City Hall, 6pm. 6th Arts Alive; Enjoy art and music while learning about local service organizations at the Gazebo in Old Town, Eureka. Find out how you can help end sexualized violence and check out the resources that community agencies have to offer. Part of the Clothesline Project will be on display around the Gazebo. Tabling begins at 6pm. Workshops and events leading up to Take Back the Night; A series of workshops and events will be held at HSU throughout the week of April 8th. For more information, call HSU Womxn's Resource Center at 707-826-4216 or North Coast Rape Crisis Team at 707-443-2737. 8th - 12th TAKE BACK THE NIGHT 12th Take Back the Night: Rally, speakers, performances, survivor speak out, and march through Arcata and HSU's campus. Tabling and activities on the HSU Quad from 12:30-5:00pm, main event begins at 6:00pm in the Great Hall at HSU (above College Creek Marketplace). 24th Jeans for Justice Day: Wear jeans to show your support for survivors and to end the myths about sexualized violence. Look for "Jeans for Justice" stickers and info at displays throughout the county, or contact the North Coast Rape Crisis Team at 707-443-2737. 26th Queer Prom; The RAVEN Project is hosting Queer Prom. There will be a photo booth, food, beverages, a raffle, and music! This is a free event for anyone between 10-21 years old. At Eureka Woman's Club from 6:00-9:00pm. Contact the RAVEN Project at 707-443-7099 with any questions.

34. Resources Facts North Coast Rape Crisis Team Since 2007, the National Human Trafficking www.ncrct.org Hotline, operated by Polaris, has received Del Norte: (707) 465-2851 Trafficking reports of 22,191 sex trafficking cases inside Humboldt: (707) 445-2881 the United States. vvww.polarisproject.org In 2016, the National Center for Missing & (888) 373-7888 Exploited Children estimated that 1 in 6 www.itsgameover.org . y. I ' '• • .W*--. endangered runaways reported to them were www.rebeccabender.org likely sex trafficking victims. www.sharedhope.org www.missingkids.org Globally, the International Labor Organization estimates that there are 4.5 million people Supporting Survivors trapped in forced sexual exploitation globally. ' u... 1. Believe—the survivor has entrusted you with their story, t)elieve what they tell you. In a 2014 report, the Urban Institute estimated that the underground sex 2. Listen—If you can hear the survivors story, listen to them. If it's too hard to listen... economy ranged from $39.9 million in Denver, Colorado, to $290 million in Atlanta, Georgia. 3. Offer Resources—there are many agencies in our community that exist to help survivors, like the North Coast Rape Crisis Team. North Coast Rape Crisis Team 4. Respect Their Choices—all control and options were taken away from the survivor during the assault, allow them to make their own choices even if you don't agree with them. ci worlli'^yithoul viofouce' 24-hr Hotline: (707) 445-2881 TTY (M-F 8:30-5:00): (707) 443-2738 Business Line: (707) 443-2737 The information in the brochure was taken from the Human Trafficking Resource Center. 2017 www.ncrct.org

35. What is Sex Trafficking Myths/Misconceptions Sex trafficking is a form of modern slavery that exists throughout the United States and globally. Myth: Trafficked persons can only be foreign nationals or are only immigrants from other countries. The federal definition of human trafficking includes both U.S. citizens and foreign nationals. Reality: Sex traffickers use violence, threats, lies, debt bondage, and other forms of coercion to compel adults and children to engage in commercial sex acts against their will. Under U.S. federal law, any minor under the age of 18 years induced into commercial sex is a victim of sex trafficking—regardless of whether or not the trafficker used force, fraud, or coercion. Myth: There must be elements ofphysical restraint, physical force, or physical bondage when identifying a human trafficking situation. Trafficking does not require physical restraint, bodily harm, or physical force. Psychological means of control, such as threats, fraud, or abuse of the legal process, are sufficient elements of the crime. Reality: Myth: Victims of human trafficking will immediately ask for help or assistance and will self- identify as a victim of a crime. Victims of human trafficking often do not immediately seek help or self-identify as victims of a crime due to a variety of factors, including lack of trust, self-blame, or specific instructions by the traffickers regarding how to behave when talking to law enforcement or social services. Reality: The situations that sex trafficking victims face vary dramatically. Many victims become romantically involved with someone who then forces or manipulates them into prostitution. Others are lured in with false promises of a job, such as modeling or dancing. Some are forced to sell sex by their parents or other family members. They may be involved in a trafficking situation for a few days or weeks, or may remain in the same trafficking situation for years. Myth: Reality: Human trafficking only occurs in illegal underground industries. Trafficking can occur in legal and legitimate business settings as well as underground markets. Myth: If the trafficked person consented to be in their initial situation or was informed about what type of labor they would be doing or that commercial sex would be involved, then it cannot be human trafficking or against their will because they " knew better." Victims of sex trafficking can be U.S. citizens, foreign nationals, women, men, children, and LGBTQ individuals. Vulnerable populations are frequently targeted by traffickers, including homeless and youth on the streets, as well as vic tims of domestic violence, sexual assault, war, or social discrimination. Reality: Initial consent to commercial sex or a labor setting prior to acts of force, fraud, or coercion (or if the victim is a minor in a sex trafficking situation) is not relevant to the crime, nor is payment. It's never too late to reach out for support 24 hr. Hotlines Dei Norte: (707) 465-2851 Humboldt; (707) 445-2881 Sex trafficking occurs in a range of venues including fake massage businesses, via online ads or escort services, in residential brothels, on the street or at truck stops, or at hotels and motels. % . Visit us on the web: www.ncrct.org

36. Nort h Coast Rap e Cri si s Team >ntion Education ervices Facts Sexual assault can happen to anyone at anytime, anywhere regardless of gender, age, race, class, sexual orientation, ability/disability... lool and community-based reach and education programs Locally, perpetrators use alcohol or other drugs as a weapon in 85% of sexual assaults against teens. ^rarns are available on a wide variety jbjects that focus on awareness and mention, understanding the laws, porting survivors, and learning about A person with a disability is two times more likely to be sexually assaulted than the general population. urces. 1 in 3 women will be sexually assaulted in her Zhild Abuse Prevention Project [CAPP) is designed for children from preschool through 6th grade. It is a prevention program that empowers children to recognize and deal effectively with potentially dangerous situations. Parent and teacher workshops are available. lifetime. Sexual violence is often a part of hate crimes aimed at people who are perceived to be gay, lesbian, bisexual, transgender, intersex... Servi ng al l of Del Nort e and H u m bol d t Count i es Locally, 85%-90% of sexual assaults are committed by someone the survivor knows. 1 in 3 female and 1 in 6 male children will experience .sexual violence before the age of 18. sexual Harassment and Bullying Prevention in School and Workplace I m ag i ne a w orl d w i t h ou t vi ol ence! The primarv motive for sexual assault is power, domination, and control. ?exual Assault Prevention Relationship Violence Prevention 80/^-90% of violent crimes against women are committed by someone of the same racial background as the survivor. Native American women are the only people more likely to be assaulted by someone of a different race. Women and Girl's Self Defense follows a women's empowerment model of self defense that focuses on awareness, assertiveness, verbal, and physical self defense skills No one de.serves to be sexually assaulted no matter who they are, where they are, or what thev are doing! Sex Trafficking/ Exploitation Prevention "i? uPh+h 0 % m wm _■ ■ ■ ■ • Child Abuse/Mandated Reporting and other trainings for professionals w vvw . ncrct . org 1 our business office to schedule a ;s. If you do not see what you're king for, call to tailor a specific class neet your needs. Del Nort e Count y 24-h r Li ne H ot l i ne (707) 465 28 51 Col l ect Cal l s Accep t ed TTY Li ne: (707) 465-2031' Busi ness Li ne (707) 465-69 61 * •(Avai l abl e M-F 8 : 30-5: 00) P. O. Box 108 2 Crescent Cl t v CA 9 5S^ l H um bol d t Count y 24-h r Li ne H ot l i ne (707) 445-28 8 1 Col l ect Cal l s Accep t ed TTY Li ne: (707) 443-2738 ' Busi ness Li ne (707) 443-2737' •(Avai l abl e M-F 8 : 30-5: 00) P. O. Box i on Furek a. CA 9 5502 H OTL I NES Col l ect Cal l s Accep t ed Del Nort e 24-h r Li ne: (707) 465-28 51 TTY Li ne: (707) 465-2031 M-F 8 : 30-5: 00 H um bol d t 24-h r Li ne: (707) 445-28 8 1 =n \\

37. IT someone you know is sexuall] assaulted: 11 yuu arc sexually assaulted iiii.«:rv«;ni.iun aim Advocacy Services X Free, confidential, and immediate supportive services for people of all ages and genders who are survivors of sexual assault/abuse. it could be important and helpful to consider: • let them know that you care. • getting to a safe place. • be willing to listen, without giving advice or telling them what to do. • 24-hr hotlines (collect calls accepted) • contacting a friend or loved one - someone you trust. • believe what they tell you. • Support and information for families and friends of survivors • contacting the North Coast Rape Crisis Team (NCRCT) for believing and non-judgmental support and information. • reassure them that they are not to blame and did nothing wrong. •Information on medical and legal procedures survivors may encounter • don't pressure them for details and them decide whether they want to anyone else - respect their privacy. • allowing NCRCT to provide information regarding reporting and being supported regardle.ss of your decision about reporting. • Accompaniment to law enforcement interviews, medical appointments, court proceedings, etc. related to an • remember they may or may not wc to be touched - ask first and re.spe( their wishes. • hearing from NCRCT about your medical options including: obtaining care for risks of pregnancy, exposure to STDs and /or injury; obtaining an exam to collect medical evidence whether or not you wish to report. assault • Advocacy on behalf of survivors with law enforcement, medical providers, court personnel, etc. (advocacy is helping someone understand and a.ssert their rights) • do not pressure the survivor to rep reporting is an individual decision choosing not to report does not me the assault didn't happen. • keeping in mind all medical providers are required to report child abuse, sexual assault, or dome.stic violence - NCRCT can provide options should this become a barrier. •Individual counseling • offer choices but allow the sur\'ivo] make the decisions that feel right f< them. • Support groups for adult survivors of sexual assault/abuse •that you are not to blame for what happened - this is not something you asked for - not your fault. it's not fair - it's • remember your feelings are import and you deserve support as well - consider calling us to talk to a counselor. •Information and referral to community and Tribal resources; i.e. therapy, medical, social services, etc. • remembering you don't have to be alone in this - support is a phone call away - no matter what, it's never too late to call - we are here to support you. CALM Sexual assault: any sexual act attempted or committed without freewill and knowing consent Children and Adults Learning to Mend Is a program of the North Coast Rape Crisis Team that provides the above services specifically for child survivors and their families. G y 6

38. RESOURCES SUPPORT V v3 ^ If you believe you have been exploited or trafficked, IT IS NOT YOUR FAULT AND YOU DESERVE Nortti Coast Rope Crisis Team e 0 24-hr Hotlines: SUPPORT. Humboldt (707)445-2881 Del Norte (707)465-2851 The North Coast Rope Crisis Team Business Offices: is here to... Humboldt (707) 443-2737 • LISTEN IKs not the weed, it's the Del Norte (707) 465-6961 • BELIEVE Website: www.ncrct.org EXPLOITERS! .SUPPORT YOUR CHOICES . OFFER OPTIONS California Coalition to Abolish Slavery and Tratticking: www.castla.org We offer free and CONFIDENTIAL services; RAINN: (800) 656-4673 .24-hr hotline (707) 445-2881 Humboldt Domestic Violence Services: • Counseling \ (866) 668-6543 ^7 . V V •Support Groups Humboldt Victim Witness: (707) 445-7417 • Advocacy Humboldt Mental Health (707) 445-7715 • Information • Resources North Cioast Rape Crisis Team "Imagine a worfd'witfiout viofence" Del Norte Victim Witness: (707) 464-7273 Harrington House (Del Norte Domestic We also provide trainings, prevention education, and community outreach programs. Violence): (707) 465-3013 24-hr Hotline: (707) 445-2881 TTY (M-F 8:30-5:00): (707) 443-2738 Business Line: (707) 443-2737 Del Norte Mental Health: (707) 464-7224 www.ncrct.org

39. WEED WHAT IS WHAT TO RAFFICKING? V s WATCH FOR EXPLOITATION Human trafficking is a modem form of slavery. • Online job listing looking It involves controlling a person through force, Whatever you may feel or specifically for "young, pretty fraud, or coercion to exploit the victim for believe about our local industry, girls only" forced labor, sexual exploitation, or both. Human trafficking strips victims of their whether you are for or against • Extreme isolation and/or no freedom and violates every person's basic legalization, we believe human rights. It is also a crime. way to leave, especially if you everyone working in the trim and The Califomia Legislature defines human don't know and trust co- trafficking as "all acts involved in the grow scene desen^es safe workers and bosses recruitment, abduction, transport, harboring, working environments and to be transfer, sale or receipt of persons, within • Offers to "trade" sex for food, I" treated with basic human dignity. national or across intemational borders, money, a place to sleep, etc... through force, coercion, fraud or deception, to place persons in situations of slavery or Just OS some growers exploit • Being asked to trim naked or slavery-like conditions, forced labor or and destroy our land, some services, such as forced prostitution or sexual wearing only underwear or services, domestic servitude, bonded sweatshop engage In labor and sexual bathing suits labor, or other debt bondage." exploitation. • Transporting products with Anytime someone under the age of 18 is be ing exploited, with or without force or coer demands of "trading sex for..." This often happens during cion, they are considered TRAFFICKED harvesting In isolated locations, • Being told you cannot leave PEOPLE and are victims of crime. in-town grow houses, and while • Being told money will come Even if someone enters into an agreement voluntarily, if exploitation occurs they trimming. later with offers to "help you could be considered trafficked and have out" If you're willing to "please" rights and protections.

40. AGENDA ITEM NO. Ho OF O r COUNTY OF HUMBOLDT o u % For the meeting of: April 3, 2018 March 23,2018 Date: Board of Supervisors To: Supervisor Virginia Bass From: Subject: Proclaim April 2018 as Sexual Assault Awareness Month. RECOMMENDAT10N(S1: That the Board of Supervisors adopt the proclamation. SOURCE OF FUNDING: DISCUSSION: The Board of Supervisors has been asked to proclaim April 2018 as Sexual Assault Awareness Month to recognize the staff and volunteers and the work they do in our community to end sexualized violence. FINANCIAL IMPACT: N/A OTHER AGENCY INVOLVEMENT: ALTERNATIVES TO STAFF RECOMMENDATIONS: ATTACHMENTS: Proclamation. Prepared by. Signature REVIEW; County Counsel Risk Manager, BOARD OF SI PERVISORS, COinNTY OF HUMBOLDT Upon motion of Supervisor Auditor Personnel Other TYPE OF ITEM: XX Seconded by Supervisor>(S»^ Consent Departmental Public Hearing Other Ayes ^ ^ PREVIOUS ACTION/REFERRAL: Abstain Absent Board Order No. and carried by those members present, the Board hereby approves the recommended action contained in this Board report. Meeting of; Dated; By; Katliy^^

41. Proclamation of the Board of Supervisors County of Humboldt WHEREAS^ sexualized violence affects children, youth, adults and elders of all genders from all racial, cultural and economic backgrounds with public health and social justice implications for every person in Humboldt County; and WHEREAS, by age 18; and it is estimated that 1 in 3 girls and 1 in 7 boys will be sexually victimized WHEREAS, sex trafficking and exploitation happens in our county, disproportionately impacting the lives of youth/young adults in our community; and WHEERAS, survivors are often blamed while perpetrators are excused, leading to a lack ofjustice and a continuation of violence; and WHEREAS, the "Me Too" movement has raised public awareness and given voice to survivors; and WHEREAS, staff and volunteers of the North Coast Rape Crisis Team provide 24-hour services to survivors and their significant others to support those impacted and ensure survivors are not re-viclimized; and WHEREAS, promotion of best-practice responses is accomplished through multidisciplinary teams such as the Sexual Assault Response Team as well as pannership with governmental. Tribal and community-based organizations; and WHEREAS, the North Coast Rape Crisis Team provides prevention education, self- defense and awareness-raising programs; encouraging every person to participate in ending sexualized violence and promoting social justice. NOW, THEREFORE, BE IT RESOLVED, that the Humboldt County Board of Supervisors affirms its commitment to the North Coast Rape Crisis Team and its vision - "A world without violence" and acknowledges April. 2018, as SEXUAL ASSAULT AWARENESS and CHILD ABUSE PREVENTION MONTH. V •' \JJ1S \ Apnl3,2018 Ryan Sundberg, Chair W' » '7 Ml - rJh

42. AGENDA ITEM NO. e-2 Ho OF Oo COUNTY OF HUMBOLDT o u For the meeting of: April 4, 2017 March 8,2017 Date: Board of Supervisors To: Supervisor Ryan Sundberg From: Subject: Proclaim April 2017 as Sexual Assault Awareness Month. RECOMMENDATION(S): Adopt the Proclamation. SOURCE OF FUNDING: DISCUSSION: The Board of Supervisors has been asked to proclaim April 2017 as Sexual Assault Awareness Month to recognize the staff and volunteers and the work they do in our community to end sexualized violence. FINANCIAL IMPACT: N/A OTHER AGENCY INVOLVEMENT: ALTERNATIVES TO STAFF RECOMMENDATIONS: ATTACHMENTS: Proclamation. 2 Prepared by Signature Tracv Damico REVIEW: County Counsel Risk Manner Auditor Other Personne BOARD OF SUPERVISORS, COUNTY OF HUMBOLDT Upon motion of Supervisor p^^^^^^jSeconded by Supervisor TYPE OF ITEM: Consent Departmental Public Hearing Other Vemeii/hass, XX PREVIOUS ACTION/REFERRAL: Special Abstain Board Order No. and carried by those members present, the Board hereby approves the recommended action contained in this Board report. Meeting of: Dated: By: _ Kathy Hayes, Clerk of the Board

43. m m. Proclamation of the Board of Supervisors County of Humboldt i WHEREAS, sexualized violence affects children, youth, adults and elders of all genders from all racial, cultural and economic backgrounds with public health and social justice implications for every person in Humboldt County; and 1 WHEREAS, it is estimated that 1 in 3 girls and 1 in 7 boys will be sexually victimized by age 18; and WHEREAS, sex trafficking and exploitation happens in our county, disproportionately impacting the lives of youth/young adults in our community; and WHEERAS, survivors are often blamed while perpetrators are excused, leading to a lack of Justice and a continuation of violence; and WHEREAS, staff and volunteers of the North Coast Rape Crisis Team provide -24=hourservices to survivors and theirsignificant others to support those— impacted and ensure survivors are not re-victimized; and WHEREAS, promotion of best-practice responses is accomplished through multidisciplinary teams such as the Sexual Assault Response Team and Child Abuse Services Team as well as partnership with governmental, Tribal and community-based organizations; and WHEREAS, the North Coast Rape Crisis Team provides prevention education, self-defense and awareness-raising programs; encouraging every person to participate in ending sexualized violence and promoting social Justice; and WHEREAS, the North Coast Rape Crisis Team and Humboldt State University bystander intervention initiative, "Check planned expansion of "Check iVio local high schools; received National acclaim with NOW, THEREFORE, LET IT BE PROCLAIMED that the Humboldt County Board of Supervisors reaffirms its commitment to the North Coast Rape Crisis Team and its vision - "A world without violence"and acknowledges April, 2017, as SEXUAL ASSAULT AWARENESS MONTH. (j Virginia Bass, Chair April 4, 2017

44. ATTACHMENT I Human Resources/Risk Management County of Humboldt 825 5th Street, Room 100 Eureka, CA 95501 (707) 476-2349 REFERENCE: State of California Department PAGE I OF 8 of Fair Employment and Housing POLICY: BOARD APPROVED: June 7, 2016 HARASSMENT PURPOSE The purpose of this policy is to express the County's strong commitment to prohibit and prevent unlawful harassment, discrimination and retaliation in County operations and to set forth a procedure for investigating and resolving internal complaints of such conduct. This policy prohibits treating any County employee, client, customer or citizen in a discriminatory or harassing manner. This policy also advises employees of the procedures to report incidents of harassment by, or to, employees of Humboldt County. APPLICABILITY This policy applies to all Humboldt County employees, including permanent, probationary, part- time and extra help employees, as well as all volunteers, contract employees, private contractors, appointing authorities and elected officials. Harassment and discrimination are unlawful employment practices prohibited by state and federal law and are unacceptable work behaviors that will not be tolerated by Humboldt County. County employees are expected to adhere to a standard of conduct while on the job that conveys respect and courtesy towards other employees, County officials, vendors and the general public. POLICY All employees and customers shall be treated with dignity, respect and courtesy. A working environment free from harassment and discrimination is essential to the well-being of an employee and an employee's right to perform his or her job effectively without distraction or interference from any unlawful discrimination or harassment. I. UNLAWFUL PROHIBITED CONDUCT: DISCRIMINATION, HARASSMENT, & RETALIATION A. Examples of behaviors constituting Discrimination, f larassment and Retaliation, include, but are not limited to: • Verbal Abuse; • Visual Abuse; • Physical Abuse; and Page 1 of8

45. • Preferential Treatment. I. Discrimination: Adverse actions, decisions or other treatment affecting an employee and motivated by or directed toward the employee on the basis of race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, marital status, sex, gender, gender identification, sexual orientation, pregnancy, genetic information or age, including but not limited to those atTecting hiring, placement, compensation, assignments, leave, promotion, training, disciplinary action, lay-off, recall, transfer, leave of absence, termination, and reinstatement. 2. Harassment: Any unwelcome or offensive conduct motivated by or directed to a person on the basis of race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, marital status, sex, gender, gender identification, sexual orientation, pregnancy, genetic information or age, including harassment of a person of the same gender as the harasser. 3. Sexual Harassment: Any unwelcome or offensive behaviors regarding sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment. This also includes any unsolicited written or oral communications and physical or visual contact with sexual overtones including emails, internet links, screen savers, etc. There are two common types of Sexual Harassment, which include: • "quid pro quo" harassment: commonly referred to under Equal Employment Opportunity Commission (EEOC) guidelines, as "conditional" harassment. Quid pro quo (this for that - i.e .• something offered or given in exchange for something else) harassment occurs when submission to the harassing conduct described above is made an explicit or implicit term or condition of employment; or rejection of such conduct is used as the basis for employment decisions. "hostile environment" harassment: commonly referred to under EEOC guide-lines as "work environment" harassment. Hostile environment harassment occurs when the unwelcome sexual advances, requests for sexual favors (even if not of a quid pro quo or a conditional nature), verbal, visual and physical conduct of a sexual nature creates an intimidating, hostile or offensive work environment. • 4. Retaliation: Adverse actions, decisions or other treatment including but not limited to threats or coercion affecting an employee and motivated by or directed toward the employee on the basis of the employee's participation as complainant or witness in a report or complaint of discrimination, harassment Page 2 of8

46. or retaliation, or the employee's participation in the investigation of such a complaint, including but not limited to actions, decisions, or other treatments affecting hiring, placement, compensation, assignments, leave, promotion, training, disciplinary action, layoff, recall, transfer, leave of absence, termination, and reinstatement. II. RESPONSIBILITIES A. It is the responsibility of all Humboldt County employees to know and follow this policy and avoid engaging in any conduct that constitutes unlawful discrimination, harassment or retaliation. All employees shall be informed of this discrimination and harassment policy and complaint process which ensures their right to file a complaint without fear of retal iation. This policy will be reviewed with employees during their annual performance evaluation. Employees will be given the opportunity to review the policy and ask questions of their supervisor during this time. Every employee is required to sign his or her Performance Evaluation noting the fact that the harassment policy was reviewed during his or her evaluation. B. All supervisors, managers and department heads shall be trained in harassment training pursuant to California Assembly Bill AB 1825, efTective January 1, 2005, all supervisors must attend Sexual Harassment training for a minimum of two (2) hours every two (2) years and all newly hired or promoted supervisors must attend Sexual Harassment training within six (6) months of appointment and every two (2) years, thereafter. C. Sexual Harassment training must consist of two (2) hours of classroom or other effective interactive training designed to assist California employers in preventing andlor changing or modifying workplace behaviors that create or contribute to "sexual harassment" and to develop, foster and encourage a set of values in supervisory employees that will assist them in preventing and efTectively responding to incidents of sexual harassment. III. COMPLAINT PROCEDURE A. Reporting 1. Notitying an offender that his or her behavior is unwelcome and offensive may be an effective way to end inappropriate conduct. However, confronting the perceived offender may be difficult and complicated and is not required before initiating a formal complaint. 2. If, for any reason, the incident remains unresolved, it is of the utmost importance for any person described in this policy, who believes that he or she has been subjected to unlawful discrimination, harassment, or retaliation, to report the incident immediately. The following step should be taken to report a complaint of discrimination, harassment or retaliation: a complaint may be made orally or in writing and one report of the incident is sufficient. Page30f8

47. Employees are not required to follow their usual chain of command in making a complaint concerning unlawful discrimination, harassment or retaliation. The person(s) to whom you may and are entitled to report your complaint include: • • • • • The Director of Human Resources, or • The County Administrative Officer. Your immediate supervisor, or Any other supervisor, or The Assistant Department Head, or The Department Head, or a. Choose the person from the above list with whom you feel most comfortable and report the incident to him or her; you need only make one report. If you submit a complaint and there is no response, you may contact the Department of Fair Employment and Housing (DFEA) or the Equal Employment Opportunity Commission (EEOC). 3. Prohibitions • No one shall be subjected to retaliation or reprisal due to filing a complaint or participating in an investigation about harassment, discrimination or retaliation. • No person shall deliberately and knowingly make a false accusation against another person. Deliberate and knowingly false accusations of sexual harassment will result in disciplinary action if substantiated. • No subordinate supervisor or manager shall attempt to suppress a complaint about sexual harassment. a. All complaints shall be forwarded to the Department Head and the Human Resources Office immediately. 1. Department Heads shall forward a copy of all reports, investigations and resolutions of prohibited harassment, discrimination or retaliation to the EEO Compliance Officer (Director of Human Resources). • [f the Director of Human Resources or the County Administrative Officer receives the initial complaint, said person shall forward the results of the investigation to the Department Head of the complaining employee, except and unless the Department I lead is the person accused of prohibited conduct. a. In the case of a Department Head being the accused, the results Page 4 01'8

48. of the investigation will be forwarded to the appropriate authority for resolution. Under no circumstances shall a Department Head, alleged to have engaged in prohibited conduct, investigate the complaint. 4. Responsibility for Contractors • County employees responsible for administering or monitoring the work of contractors shall assure that the contractors do not engage in harassment, discrimination or retaliation of County employees. • Contractors will be provided a copy of Humboldt County's Harassment policy. a. If inappropriate behavior by a contractor is committed or persists, necessary steps will be taken to prevent further harassment, up to and including the exclusion of the offending contractor and the procurement of another contractor. 5. Distribution • This policy, including any revisions, shall be distributed to all County offices, including elected officials, managers, supervisors and employees, as well as contractors as the need arises. B. Management Response to Complaints 1. Investigate • All reports shall be promptly and thoroughly investigated by the Human Resources Office or County Administrative Officer. a. The Director of Human Resources or County Administrative Officer may delegate the investigation to an appropriate designee. b. The depth of the investigation will vary depending upon the circumstances of each case, but management personnel will be sensitive and respectful of all persons involved in the incident during investigations. 2. Document • All designated persons receiving complaints shall document the allegations reported, the investigation conducted and the resolution decided upon. • All investigations shall be thoroughly documented and all interviews shall be recorded by Humboldt County investigators. Page50f8

49. The County may provide a copy of the interview, to the interviewee, if requested. 3. Take action • Where charges are substantiated, appropriate corrective action will be taken to remedy the situation and to prevent future episodes of inappropriate behavior. • Appropriate corrective action, depending upon the circumstances, might range from participation in mandatory training, up to and including discharge from County employment consistent with Humboldt County Merit Systems Rules, or termination of a contract in the case of a County vendor/contractor. • As both a precautionary and an informative measure, all unsubstantiated claims will result in the re-education of the parties involved by providing them with a copy of this policy, or other educational measures determined by the Director of Human Resources to be appropriate under the circumstances. C. General Responsibilities of Management 1. Duty to implement policy • All department heads, other managers and supervisors have the duty to implement and enforce this policy. 2. Educate, investigate and cure • Department heads, other managers and supervisors have the responsibilities, as appropriate for their level in the organization, to: a. Ensure all employees are aware that: I. Harassment is prohibited. 11. They have a right to complain about such behavior. Ill. They will be protected from retaliation. IV. Incidents should be reported to help ensure they will not recur. v. Prompt and appropriate follow-up action will be taken to stop such behavior when the supervisor or manager learns of the problem. VI. Harassment may be grounds for disciplinary action. b. Ensure that all employees have a copy of this Harassment Policy, as amended. c. Promptly and thoroughly report any complaint of harassment, discrimination or retaliation to Department Heads, Director of Page 6 of8

50. Human Resources and/or County Administrative Officer or their designees. d. Take appropriate corrective action (sufficient to stop the inappropriate behavior). e. Ensure that all personnel with supervisory authority attend County-sponsored training in recognizing and preventing sexual harassment on a bi-annual basis. f. Take appropriate corrective action to prevent the possible existence of a "hostile work environment". g. This may include the removal or discouragement of offensive pictures, cartoons, e-mail messages, off-color jokes or conversations in the workplace where the communication may be offensive to a "reasonable person". h. Maintain confidentiality of all complaints by limiting dissemination of information to only necessary parties. 3. Director of Human Resources • The Director of Human Resources has the responsibility for: a. Advising Department Heads on how to handle complaints under this policy. b. Accepting claims from County officers, elected officials and employees who believe they are being subjected to harassment. discrimination or retaliation. c. Investigating and attempting to resolve complaints. d. Advising all parties about the limited confidentiality of the complaints and the investigative process. IV. DEFINITION(S): For the purpose of clarification, unlawful discrimination and harassment include, but are not limited to, the following behaviors: A. Disparate Treatment: Treating an individual differently because of his or her protected status. B. Disparate Impact: Following a policy or practice that has a discriminatory impact on a protected person or group of persons. C. Quid Pro Quo: Any sexual advance or act which is sexual in nature and is made explicitly or implicitly a tenn or condition of employment, or where submission to, or rejection ot: the conduct is used as a basis for an employment action, decision, or other treatment affecting such individual. D. Hostile Work Environment: Unwelcome or offensive conduct that is sexual in nature and is motivated by or directed to an employee on the basis of gender with the purpose or effect of unreasonably interfering with an individual's work Page70f8