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II. Governing Principles of Employment
2-1. Code of Ethics
Each employee has an obligation to the citizens, the people’s elected representatives, fellow
employees, and the administration to cooperate in accomplishing the County’s goals, expose
corruption wherever discovered, refrain from disclosing any confidential information, preserve
and safeguard the County’s assets, and uphold these principles, ever conscious that public
employment is a public trust. Employees have the ethical duty to refrain from discrimination in
any County activity because of race, color, national origin, religion, sex, age, or functional
limitation.
As representatives of the County of Ventura and stewards of taxpayer resources,
employees are expected to be conscientious of public perception and make the most
cost-effective, conservative financial decisions possible that impact agency or County
operations. Employees must also refrain from accepting gratuities (fee, compensation, gift,
payment of expense, or any other item of monetary value) in circumstances that may result in,
or create the appearance of resulting in, the use of public office for private gain; preferential
treatment of any person, impeding governmental efficiency or economy; any loss of complete
independence or impartiality; the making of a County decision outside official channels; of any
adverse effect on the confidence of the public in the integrity of County government. (County of
Ventura Administrative Policy Manual, Policy No. Chapter I-3; Article 25, Personnel Rules and
Regulations)
2-2. Equal Employment Opportunity
County of Ventura is an Equal Opportunity Employer. It is the policy of the County of Ventura to
assure equal employment opportunity to its employees and applicants for employment on the
basis of fitness and merit without regard to race, color, religion, national origin, disability, sex or
age. The County of Ventura adheres to this policy with respect to recruitment, hiring, and
promotion into all classifications and with respect to matters of compensation, benefits,
transfers, assignments, tours of duty, shifts, layoffs, returns from layoffs, demotions,
terminations, training, education leave, social and recreational programs, and the use of County
facilities. (County of Ventura Administrative Policy Manual, Policy No. Chapter VIII (A)-2)
To this end, employees who are not able to perform the essential functions of their job after a
disability occurs will be considered for reasonable accommodation, which may, in part, involve
disability reassignment, including other County job openings for which they are qualified and
which they can perform. This policy shall not be construed to either expand rights or obligations
required by law or to guarantee the employment of any person who, with or without reasonable
accommodation, cannot perform the essential duties/responsibilities of the position to which
they are assigned. It should be noted that nothing in this policy is to be construed as requiring
the creation of a position to accommodate the permanent limitations of a disabled employee.
The County will make reasonable accommodations to the known physical or mental limitations
of qualified employees with disabilities unless the accommodation would impose an undue
hardship on the operation of County business (County of Ventura Administrative Policy Manual,
Policy No. Chapter VIII (A)-10). In keeping with Title VII of the Civil Rights Act of 1964, the