Respect in the Workplace Preventing Harassment and Discrimination Flashcards

1
Q

_____________________ of the LVMPD has the responsibility for preventing harassment and discrimination by:
-Reporting and encouraging others to report behavior and
-Refraining from participating in or encouragement of actions that could be perceived as harassment or discrimination.

A

Every member

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2
Q

Who’s mission is it to provide continuous training to all department members, to increase awareness of our culturally diverse community and police department, to reduce complaints of harassment, discrimination and bias-based policing issues.

A

Employment Diversity Section

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3
Q

__________________ treatment occurs when an employer treats an individual less favorably than other similarly situated individuals because of their protected status.

A

Disparate or different

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4
Q

To prove disparate treatment, the employer’s actions must be based on a discriminatory motive but do not need to be ___________ or ____________.

A

Deliberate or willful.

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5
Q

During a disparate treatment investigation, who has the burden of proof?

A

The complainant

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6
Q

Discriminatory notice is proved when:
-Sufficient evidence _____________________ that the subject’s explanation to the charge is false and
-That discrimination was _____________ the motivating factor.

A

Reasonably determines

More than likely

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7
Q

A substantial different rate of selection in hiring, promotion, or other employment decision which works to the disadvantage of members of a race, sex, or ethnic group.

A

Adverse Impact

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8
Q

The focus of the inquiry into a charge of adverse impact is on the _______________ of employment practices rather than the _________.

A

Consequences

Motive

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9
Q

Under Federal law, _____ isolated incident is rarely enough to constitute harassment.

A

One

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10
Q

Generally, harassment requires the __________________ be continuous, frequent, repetitive, part of an overall pattern rather than one event or even several isolated incidents.

A

Offensive conduct

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11
Q

What are the following examples of?

-Vulgar and sexually related epithets
-Racially or sexually explicit cartoons, jokes, emails, text, or conversation
-Religiously offensive jokes, cartoons, etc.
-Derogatory name calling
-Threatening, demeaning or intimidating comments made on the basis of a protected class.

A

Harassing conduct

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12
Q

Does the gender of the victim of sexual harassment matter?

A

No.

They can be the same or differing genders.

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13
Q

Does the victim of sexual harassment have to be the intended target?

A

No.

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14
Q

What is the best tool to eliminate sexual harassment in the workplace?

A

Prevention

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15
Q

What are the two types of sexual harassment?

A

Quid pro quo

Hostile work environment

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16
Q

What standard is used when determining hostile work environment sexual harassment?

A

Reasonable person standard

17
Q

Regarding sexual harassment, one incident, if it is ________________, may constitute harassment.

A

Sufficiently serious

18
Q

For retaliation to occur, what type of link must exist between the adverse action and the person’s involvement in a complaint?

A

A casual link

19
Q

If an employee is part of a complaint, are they exempt from the new or ongoing discipline process as it related to retaliation?

A

No

20
Q

Who do accommodations for pregnancy go through?

A

Health and safety

21
Q

Complaints of harassment or discrimination can be received by one of the following three parties:

A
  1. Any supervisor
  2. EDS
  3. IA
22
Q

Intimidation tactics, or any significant change in how performance is documented or discipline handled after a complaint is made, can be prima facia evidence of _______________________.

A

Adverse employment action