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Vision:  Redwood Community Radio envisions a community of listeners who, guided by the example of RCR programming, work together to create better, more just and sustainable world systems to ensure that all humans and other living species on earth move toward a higher quality of life and are able to survive challenges in the time ahead.
Mission Statement:  Redwood Community Radio will encourage a communication center of open airways (KMUD) for all voices to inform, educate, entertain and inspire the listening community through quality programming.
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Proposed Agenda
Redwood Community Radio Board of Directors
December 10, 2018, 2:00 pm
Heart of the Redwoods Community Hospice, Garberville CA

I. Call to order Opening comments from the President; meeting ground rules.

II. Roll call
BOARD-APPOINTED REPS: Mark Marchese, Correspondence Secretary Christine Doyka, behr
MEMBER REPS: Secretary Rob Bier, Vice President Sarah Starck, Treasurer Sarah Scudder
PROGRAMMER REPS: President Jimmy Durchslag, James Ficklin, Eden Goldberg


III. Approval of November minutes
IV. Approval of agenda
V. Open time (Speakers will be assigned an amount of time not to exceed five minutes.)
VI. Consent calendar
A. Programmers agreement (please see attachment)
B. Sexual harassment (please see attachment)
C. Staff evaluations (please see attachment)
VII. Management report
VIII. Finance Committee report

IX. Old business
A. Employee Handbook and Policy Manual [Copies of either document may be obtained from Board Secretary Rob Bier.]
i. Vacation accrual (please see attachment)
ii. Sick leave (please see attachment)
iii. Paid holidays (please see attachment)
iv. Voting leave (please see attachment)
B. Management evaluation (please see attachments)
C. Membership meeting and volunteer appreciation party
X. New Business
A. Station manager hiring
B. Station manager transition
C. Dec. 20 mixer
XI. Committee reports
A. Programmer representatives
B. Member representatives
C. Community Advisory Board (CAB) – Siena Klein
D. Correspondence Secretary – Doyka
E. Development – Durchslag
F. Policy – Bier
G. Mediation – Doyka
H. Election - Bier
XII. Committee meeting schedule
Unless otherwise noted, all meetings take place at KMUD, 1144 Redway Drive, Redway CA. Persons planning on attending a meeting should confirm beforehand that no changes from this schedule have taken place.
Board of Directors 2nd Monday, 2:00 pm, Hospice
Membership Drive 3rd Tuesday, 3:00 pm
Policy 3rd Wednesday, 11:00 am, Calico’s
Executive 3rd Wednesday, 12:00 pm, Calico’s
Finance 4th Tuesday, 1:00 pm
Development 4th Tuesday, 3:00 pm
XIII. Closed session – Personnel

Item VI.A

Revised by Board 4-20-17

________________________________________ (print name), Programmer for

______________________________________________ (show), which airs on

____________________ (day/s), from ________ to _______ o’clock (am/pm)

By signing this, I acknowledge that I have read, and agree to be bound by, all the information contained in the Operator’s Handbook and other documents given to me at training, which include relevant rules and regulations of the Federal Communications Commission [FCC], as well as relevant policy and procedures of Redwood Community Radio [RCR]. I also realize that the full Policy Manual of RCR hangs on the bulletin board at the station for my reference. These rules, regulations, policies, and procedures include the following:

(The underlined words are the new language to be added)

1. I understand that KMUD runs substantially on volunteer energy, and I will do my best to help, over and above my on-air time. I further understand that Programmers are expected to put in a minimum of 8 additional volunteer hours per year, 4 of which are required to be served during membership drives throughout the year. This is in addition to my on-air program time.

Item VI.B
1. Harassment, Discrimination and Retaliation Prevention
Redwood Community Radio (RCR) is an equal opportunity employer. We enthusiastically accept our responsibility to ensure the fulfillment of this policy with respect to hiring, placement, promotion, transfer, demotion, layoff termination, recruitment advertising, pay and other forms of compensation, training and general treatment during employment. RCR is committed to providing a work environment free of harassment, discrimination, retaliation, and disrespectful or other unprofessional conduct based on sex (including pregnancy, childbirth, breastfeeding or related medical conditions), race, religion (including religious dress and grooming practices), color, gender (including gender identity and gender expression), national origin (including language use restrictions and possession of a driver's license issued under Vehicle Code section 12801.9), ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military and veteran status or any other basis protected by federal, state or local law or ordinance or regulation. It also prohibits discrimination, harassment, disrespectful or unprofessional conduct based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.
In addition, RCR prohibits retaliation against individuals who raise complaints of discrimination or harassment or who participate in workplace investigations.
All such conduct violates RCR policy.
2. Harassment Prevention
RCR policy prohibiting harassment applies to all persons involved in the operation of RCR. It prohibits harassment, disrespectful or unprofessional conduct by any employee of RCR, including supervisors, managers and co-workers. RCR’s Harassment, Discrimination and Retaliation Prevention Policy also applies to vendors, customers, independent contractors, unpaid interns, volunteers, persons providing services pursuant to a contract and other persons with whom you come into contact while working.
Prohibited harassment, disrespectful or unprofessional conduct includes, but is not limited to, the following behaviors:
• Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations, comments, posts or messages;
• Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings or gestures;
• Physical conduct including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex, race or any other protected basis;
• Threats and demands to submit to sexual requests or sexual advances as a condition of continued employment, or to avoid some other loss and offers of employment benefits in return for sexual favors;
• Retaliation for reporting or threatening to report harassment, and
• Communication via electronic media of any type that includes any conduct that is prohibited by state and/or federal law or by RCR policy.
All such conduct is unacceptable in the workplace and in any work-related settings, such as special events, business trips or business-related social functions, regardless of who is engaging in the conduct.
Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this Policy. For example, hostile acts toward an employee because of his/her gender can amount to sexual harassment, regardless of whether the treatment is motivated by sexual desire.
Prohibited harassment is not just sexual harassment but harassment based on any protected category.
RCR is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in RCR operations. RCR prohibits unlawful discrimination against any job applicant, employee or unpaid intern by any employee of RCR, including supervisors and coworkers.
Pay discrimination between employees of the opposite sex performing substantially similar work, as defined by the California Fair Pay Act and federal law, is prohibited. Pay differentials may be valid in certain situations defined by law. Employees will not be retaliated against for inquiring about or discussing wages. However, RCR is not obligated to disclose the wages of other employees.
RCR will not retaliate against you for filing a complaint or participating in any workplace investigation and will not tolerate or permit retaliation by management, employees or co- workers. If you believe someone has violated this policy against retaliation, please notify the Station Manager immediately as provided in "Complaint Process" below.
Reasonable Accommodation
Discrimination can also include failing to reasonably accommodate religious practices or qualified individuals with disabilities where the accommodation does not pose an undue hardship.
To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, RCR will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result.
Any job applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact the Station Manager and discuss the need for an accommodation. RCR will engage in an interactive process with the employee to identify possible accommodations, if any, that will help the applicant or employee perform the job. An applicant, employee or unpaid intern who requires an accommodation of a religious belief or practice (including religious dress and grooming practices, such as religious clothing or hairstyles) should also contact the Station Manager and discuss the need for an accommodation. If the accommodation is reasonable and will not impose an undue hardship, RCR will make the accommodation.
RCR will not retaliate against you for requesting a reasonable accommodation and will not knowingly tolerate or permit retaliation by management, employees or co-workers.
3. Complaint Process
If you believe that you have been the subject of harassment, discrimination, retaliation or other prohibited conduct, bring your complaint to your supervisor or the Station Manager as soon as possible after the incident.
You can bring your complaint to any of these individuals. If you need assistance with your complaint, or if you prefer to make a complaint in person, contact the Station Manager. Please provide all known details of the incident or incidents, names of individuals involved and names of any witnesses. It would be best to communicate your complaint in writing, but this is not mandatory.
RCR encourages all individuals to report any incidents of harassment, discrimination, retaliation or other prohibited conduct forbidden by this Policy immediately so that complaints can be quickly and fairly resolved.
You also should be aware that the Federal Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing investigate and prosecute complaints of prohibited harassment, discrimination and retaliation in employment. If you think you have been harassed or discriminated against or that you have been retaliated against for resisting, complaining or participating in an investigation, you may file a complaint with the appropriate agency. The nearest office can be found by visiting the agency websites at www.dfeh.ca.gov and www.eeoc.gov.
Supervisors must refer all complaints involving harassment, discrimination, retaliation or other prohibited conduct to the Station Manager so RCR can try to resolve the complaint.
When RCR receives allegations of misconduct, it will immediately undertake a fair, timely, thorough and objective investigation of the allegations in accordance with all legal requirements. RCR will reach reasonable conclusions based on the evidence collected.
RCR will maintain confidentiality to the extent possible. However, RCR cannot promise complete confidentiality. The employer's duty to investigate and take corrective action may require the disclosure of information to individuals with a need to know.
Complaints will be:
• Responded to in a timely manner
• Kept confidential to the extent possible
• Investigated impartially by qualified personnel in a timely manner
• Documented and tracked for reasonable progress
• Given appropriate options for remedial action and resolution
• Closed in a timely manner
If RCR determines that harassment, discrimination, retaliation or other prohibited conduct has occurred, appropriate and effective corrective and remedial action will be taken in accordance with the circumstances involved. RCR also will take appropriate action to deter future misconduct.
Any employee determined by RCR to be responsible for harassment, discrimination, retaliation or other prohibited conduct will be subject to appropriate disciplinary action, up to and including termination. Employees should also know that if they engage in unlawful harassment, they can be held personally liable for the misconduct.
4. Acknowledgement of Update Policy
RCR has revised and updated its Anti-Harassment Policy and renamed it Harassment, Discrimination and Retaliation Prevention effective April 29, 2016
I acknowledge that I have been given a copy of this revised and updated Policy dated April 29, 2016 and that I have read, understand, and agree to abide by all of its terms.

Employee Name (please print) __________________________________________

Employee Signature __________________________________________________

Date _________________________-

Employee Personnel File


Item VI.B
(New language is underlined.)

5.4.3 Evaluations
09/20/93; Rev 06/27/06
The station manager shall evaluate general staff performance, first at three months, then at six months or a year, and every year thereafter. Files shall confidential. Files shall be maintained for future reference. The Board’s Management Evaluation Committee shall prepare recommendations for the Board regarding management performance, according to the following procedure.

Item IX.B
(Deleted language is lined-out. New language is underlined.)

5.5.2 Vacation

Vacation time accrues for employees (minimum 24 hours per week) from the first day of employment and can be used after the completion of 30 days of employment. Vacation time must be accrued before it can be used. Employees accrue two weeks of vacation in years 1 through 5. After six years, the accrual is three weeks. The accrual factor is based upon a 40-hour work week. This would be: five days for the first year, 10 days the second year, 15 days after five years and 20 days per year thereafter. Employees who work less than 40 hours will accrue vacation at the appropriate percentage of this rate. Unused vacation days may be carried over to subsequent years, with the proviso that no more days than 1.75 1.5 times the employee’s current annual accrual rate may be accrued. Vacation days may only be converted to a cash payout upon separation. RCR strongly encourages each paid employee to use vacation time each year. The intent is 1) that each employee actually gets an annual rest, and 2) that prolonged absences not negatively impact RCR. Exempt employees will accrue vacation hours based on actual hours worked.
5.5.6 Sick Leave
Employees receive two weeks ten days of paid sick days per year (eight days for 32-hour-per-week employees). Sick pay accrues from the first day of employment and can be used after the completion of 30 days of continuous employment. Sick leave must be accrued before it can be paid. Employees of less than 30 days may take sick time off without pay without reducing the number of paid sick days they are earning. The accrual of sick days is capped at six work weeks (24 days for 32-hour-per-week employees). No more sick days can be accrued until drawn down. Sick days cannot be converted to vacation leave. Unused sick leave shall not be paid in cash.
5.5.7 Holidays
Employees are eligible for the following nine paid holidays: New Year’s Day, Martin Luther King Jr.’s Birthday, Presidents’ Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, the Friday after Thanksgiving, and Christmas. Part-time employees are eligible for paid holidays only on regularly scheduled work days.
(from the draft Employee Handbook)
3-12 Voting Leave
In the event an employee does not have sufficient time outside of working hours to vote in a statewide election, the employee may take off sufficient working time to vote. This time should be taken at the beginning or end of the regular work schedule, whichever allows the most free time for voting and the least time off from work. An employee will be allowed a maximum of two (2) hours of voting leave on Election Day without loss of pay. Where possible, the supervisor should be notified of the need for leave at least two (2) working days prior to the Election Day.


RCR Station Manager Evaluation Form A
Proposed by Jimmy Durschlag

Evaluation is a tool intended to improve both personal and overall organizational performance. Used properly, the evaluation process clarifies the needs of RCR, measures how well those needs are currently being met, makes suggestions for improvements, awards raises when possible, and improves job descriptions or organizational structure. It is not about friendship and it is not about punishment. Evaluations are also a tool by which the Board of Directors can measure how well the organization adheres, both as individuals and as a group, to the vision, mission, goals, objectives, and culture of RCR. Proper evaluation requires commitment by all parties unbolted to provide constructive comment, suggestions for improvement, and clarification of job expectations. We respect your privacy, all info will be held as confidential. (Job description can be requested by emailing the RCR Board of Directors at This email address is being protected from spambots. You need JavaScript enabled to view it.)

The Station Manager Evaluation Committee will collect information and write a report with recommendations for the Board of Directors. There must be a quorum of a majority of the Committee members participating in all decision making concerning this report. The Board will take action after reviewing the Committee’s report, allowing the Station Manager time to prepare a response, and discussing it with the Station Manager. The Management Evaluation Committee will be reading all comments, the Board members might decide to review them as well, and that all comments will be kept in strictest confidence and destroyed after the Board completes its work.

Staff Station Manager Evaluation Form
Please answer the following questions to the best of your ability using the five point scale provide. You can also write out your specifics in the areas provided or on additional paper as needed.

Please use 5 point scale or DK if you don’t know
5 =Outstanding: 4 =Significantly exceeds expectations 3 =Meets expectations:
2 =needs improvement: 1 =unsatisfactory: DK =don’t know

1. How would you describe the Station Managers’ general leadership?

2. How well does the Station Manager relate staff ideas/concerns to the
Board of Directors?

3. How well does Station Manager understand / respond to technical issues?

4. How would you describe the Station Managers professional skill such as, problem solving and decision making?

5 .Does the Station Manager support a team environment by encouraging and recognizing collaboration, cooperation, and activities contributing to others’ success?

6. Has the Station Manager’s communication and outreach with our listenership benefited RCR?

7. Is the Station Manager successful in communicating to the membership, volunteers and programmers?

8. How effective is the Station Manager in resolving conflict and issues among staff?

8. What were the Station Manager’s most significant accomplishments in the past year?
9. Please provide comments that you feel will be meaningful to Station Manager to improve her effectiveness.
10. Please write an overall view of how you feel KMUD is running currently.
(All evaluations must be signed and returned by 10/16/17. Please place in sealed envelope in the box of the KMUD Board President in the office area. The Management Evaluation Committee may decide one staff member’s input is crucial in this process and may request a special meeting to discuss management of RCR.)
Staff Member signature: ____________________________________(printed name and signed)

RCR Station Manager Evaluation Form B
Proposed by Sarah Starck

[In hard copy, please see next page. Digital version was sent with the rest of the agenda packet.]


Published in Board
Page 3 of 3
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Our Mission and Vision

Vision Statement: Redwood Community Radio envisions a community of listeners who, guided by example of RCR programming, work together to create better, more just and sustainable world systems to ensure that all human and other living species on earth move toward higher quality of life and are able to survive the challenges in the times ahead.

Mission Statement: Redwood Community Radio will encourage a communication center of open airways (KMUD) for all voices to inform, educate, entertain and inspire the listening community through quality programming.



Redwood Community Radio, Inc. • PO Box 135 - 1144 Redway Dr. • Redway, CA 95560 • Office (707) 923-2513 • News (707) 923-2605 • Studio (707) 923-3911