RivCoParks or RivCo Parks? The Case of the Sneaky Space

Question:

Officially, is it RivCoParks or RivCo Parks? I see it without a space on the website and departmental designs, but I often see the space show up in emails and documents. Did the space used to be there, or did the sneaky space show up on its own?

Answer:

Officially, it’s RivCoParks - one word, no space.

RivCoParks is our official brand name and is used in marketing, promotions, social media, signage, and other less formal communications about the Riverside County Regional Park and Open-Space District.

For legal documents, Board items, official reports, and other formal uses, you’re more likely to see our full legal name - Riverside County Regional Park and Open-Space District - or a shortened reference such as the District or Park District.

So, where did that sneaky space come from? Most of the time, it's just plain human error. The same can be said for the mysterious "s" that regularly finds its way into our legal name. Side note: there is no "s" at the end of Park.

There is another reason you may occasionally see RivCo Parks. Riverside County often uses RivCo as shorthand for Riverside County across departments, programs, and services. As a result, Countywide publications and communications sometimes refer to us simply as Parks, Parks District, or RivCo Parks. Since many of those materials are produced outside our department, we don’t always get to chase down that wandering space before it makes an appearance.

When you see communications directly from us, RivCoParks is the brand to look for. One word. One team. And officially, no space required.

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.