Balancing Collaboration and Focus

The following questions have been edited for clarity, brevity, or to remove identifying details while preserving the intent of the original submitted questions.

Question: 

Is it acceptable for employees to work from a different office or shared workspace? What should employees do if they feel a coworker's conversations or work habits are creating distractions?

Answer:

Thank you for taking the time to share your concern.

Employees may occasionally choose to work in a different location when it supports their productivity or collaboration, provided it does not interfere with operational needs or the work of others. Flexible use of shared workspaces is generally encouraged when it helps employees perform their jobs effectively.

Personally, I don't think any of us are meant to spend 8 to 10 hours a day staring at the same computer screen and office space. Some of the best ideas come from talking to one another. A change of scenery, a chance to collaborate with coworkers, or even a friendly conversation here and there can make work more enjoyable and help build the relationships that make our organization stronger. That's a good thing. The key is finding the right balance, so those interactions don't become a distraction for others who are trying to focus.

We also recognize that shared work environments require consideration and respect. If a coworker's conversations or other behaviors become disruptive, we encourage employees to address the concern directly and respectfully whenever possible. In many cases, individuals are simply unaware that they are creating a distraction, and a courteous conversation can resolve the issue quickly.

While anonymous feedback is always available and appreciated, day-to-day workplace concerns are often addressed most effectively through open communication between coworkers. If you have attempted to resolve the issue directly and it continues, or if you are not comfortable addressing it yourself, you are encouraged to speak with your supervisor so the situation can be reviewed and addressed appropriately.

Policy Enforcement Clarification

Question(s):

I would like to respectfully request clarification regarding the consistent enforcement of departmental policies, specifically Policy C-25 related to zero tolerance for harassment and bullying, as well as the District’s Social Media Policy.

There is a growing concern among staff regarding a pattern of behavior tied to a specific functional area that involves both workplace conduct and public-facing communications. While policies clearly outline expectations for professionalism, respectful interactions, and appropriate public messaging, there appears to be inconsistency in how these standards are applied and reinforced in practice.

In particular, staff have observed instances where conduct that may be perceived as unprofessional, including communication styles and interactions that do not align with a respectful workplace, have not resulted in visible follow-up consistent with Policy C-25. This has contributed to concerns about psychological safety, as well as hesitancy among employees to come forward.

Additionally, a recent social media post containing repeated profanity raised questions about adherence to the District’s Social Media Policy. Given that Riverside County Parks serves families, schools, and minors, public-facing content plays a critical role in maintaining community trust and professionalism. When such incidents occur without clear or visible accountability, it can create confusion regarding expectations and enforcement.

With that in mind, I respectfully ask:

        •       How are concerns related to harassment, bullying, and unprofessional conduct evaluated when they involve ongoing patterns rather than isolated incidents?

        •       What safeguards are in place to ensure that policy enforcement remains consistent and impartial, regardless of role or function?

        •       Can you provide additional clarity on the review and approval process for official social media content, and how compliance is monitored and addressed when standards are not met?

The intent of this inquiry is to better understand how the department ensures accountability while maintaining a safe, respectful, and professional environment for both employees and the public.

Answer:

Thank you for taking the time to share these concerns. Hearing from employees is important, and I appreciate you raising questions about workplace conduct, policy consistency, and the standards we use for public communication.

I want to reassure you that when concerns about bullying, harassment, or unprofessional conduct come forward, they are sent to County Human Resources (HR) right away. Employees can report directly to County HR or through a supervisor, manager, executive team member, or our internal Parks HR liaison (Loree)- whatever feels most comfortable. County HR then investigates and determines what, if any, follow up or actions are necessary.

Policy C‑25 sets a zero‑tolerance standard, and that includes verbal, physical, or visual behaviors, intimidation, or anything that contributes to an unsafe or uncomfortable work environment. Under Policy C‑25, anyone in the District who observes behavior that may violate the policy has a responsibility to report it - not just the person directly affected. And when a supervisor receives a concern, they are required to provide the employee with a copy of Policy C‑25 along with information on how to file a formal report. Creating a safe, respectful workplace is something we all take part in together.

The policy also prohibits retaliation of any kind, and that’s something we take seriously. While Policy C‑25 encourages reporting concerns within 90 days so they can be addressed quickly, all reports are reviewed, even when the issue involves ongoing behavior rather than a one‑time incident.

Regarding how patterns of conduct are evaluated and how we ensure fairness in applying our policies, County HR looks at both individual situations and ongoing trends. That includes reviewing documentation, speaking with involved parties as needed, and determining whether the concern points to a larger pattern that needs to be addressed. The goal is to make sure everyone is treated consistently and that staff feel psychologically safe at work.

On the social media side, we follow the District’s Social Media Policy 3.8, which sets expectations for professional, family‑friendly content. You might also find it helpful to know that I am aware of the recent social media example that raised questions. In that case, our agency was tagged by a community member who shared a video from one of our locations. The video was reposted without the sound being reviewed, and several community members and staff quickly alerted us that inappropriate language was audible. The post was removed right away, and we reviewed our process to understand what went wrong. As a result, we strengthened our approval steps and clarified what types of third‑party posts we will and will not re-share moving forward. This experience helped us improve our safeguards and prevent similar issues in the future. When something doesn’t meet our standards, we look at what happened, address any gaps, and make adjustments so we can continue to represent the District professionally and responsibly.

To help us strengthen our communication and follow‑through, I welcome any additional details you can share about situations that may not have aligned with Policy C‑25 or with the Social Media Policy. You don’t need to share confidential information, just any context that could help us better understand where the concerns are coming from.

At the end of the day, we all want the same thing: a workplace where people feel respected, safe, and supported, and a public presence that reflects our values. I appreciate you taking the time to raise these questions, and I’m happy to continue the conversation privately if that would be helpful.

Thank you again for reaching out.

Instagram Account for Park Site

Comment:

I wanted to propose the idea of creating an official Instagram page for our park (Rancho Jurupa) as a way to better communicate with the community and promote what we already do here.

The page could be used to:

• Share fishing stock updates (dates, species, reminders)

• Promote park events and programs

• Post park rules, safety reminders, and closures

• Highlight the park’s natural features and success stories

An Instagram presence would help us reach families, anglers, and younger visitors who already use social media for local updates. It would also reduce repetitive questions to staff by giving the public one reliable source for information.

Content could remain simple and professional, with posts approved by management and comments moderated or limited if preferred. Many nearby parks use social media successfully as a low-cost way to increase awareness and attendance.

I’d be happy to help manage the page or assist with content ideas if this is something you’d like to explore. Thank you for considering the idea.

Best regards,

Andy

Response:

Thank you for your interest in this topic, Andy. I engaged Robert Williams, Assistant Parks Director to assist with responding to this great suggestion.

Over the past few months, the marketing team has been preparing updates to how we market our sites, events, and activities, including enhancements to social media, website content, and newsletters. At this time, we're taking a centralized approach to social media to better tell the story of RivCoParks as a whole rather than focusing on individual locations. As a diverse park district, it is important that we present a unified voice. That said, we recognize there may be gaps that leave guests wanting more information. We are actively addressing those needs and appreciate your offer to assist.

To better support our customers and ensure all sites can shine, we are implementing the following standards, which I believe align well with what you are working to accomplish at Rancho Jurupa Regional Park.

Social Media Calendar

In the coming weeks, our marketing team will launch a new social media calendar focused on promoting all aspects of RivCoParks. This will include site and amenity highlights, special events, camping promotions, interpretive programming, natural resources, and more. Our success depends on our experts in the field (or subject-matter experts) providing content to Marketing so we can more effectively tell our story. Of course, we'll include site names, hashtags if appropriate, and key words to help reach our target customers.

Increased User Access

We have identified that many customer questions such as park hours, event details, and fish stocking dates are asked through Instagram and Facebook. The marketing team is working with guest services, safety, open-space, and Bureau Chiefs to train additional staff to support social media engagement. Given the District’s diversity, it is important that subject-matter experts can respond accurately and effectively. Implementation is expected in February.

Website Updates and Newsletters

While your question focused on Instagram, it’s important to note that the website remains one of our most critical communication tools. Closures, project updates, and key park information live on RivCoParks.org. Our Marketing Team will continue linking social media content back to the website to provide a complete RivCoParks experience, with additional improvements planned in the coming months. In addition, the website and campground reservation system will soon include an opt-in feature for customers who wish to receive updates on park activities, special events, and promotions. A District newsletter will further strengthen communication and transparency by providing a consistent platform beyond social media to share updates on projects, programs, events, fee changes, and operational impacts.

Overall, a centralized RivCoParks social media account reenforced with additional marketing tools will help deliver consistent and credible messaging. With your help, along with additional team members, we will be able to strengthen our brand while improving communication with our visitors. Staff are encouraged to share their knowledge and ideas by attending monthly marketing meetings or communicating directly with the marketing team.

Keep the great ideas coming!

Respectfully,

Robert & Kyla