300-11 Discrimination, Harassment, and Other Prohibited Conduct Flashcards
To achieve this model work environment
the Houston Police Department prohibits
unlawful discrimination specifically including,but not limited to, ______, ______. and _____ as well as retaliation among
its employees.
disparate treatment,workplace harassment, and sexual harassment,
Such aforementioned behavior
and employee behavior that otherwise impairs the maintenance of a _______ and ________ work environment
is expressly prohibited and shall not be
tolerated.
professional
and dignified
The department's policy is to prevent \_\_\_\_\_\_\_ from occurring before it becomes \_\_\_\_\_\_ or \_\_\_\_\_\_ as to harm employees, interfere with effective management, or violate the law.
precursory conduct
severe or pervasive
This General Order governs employee
conduct during working hours or during
an _______, ______ social or recreational
activity.
off-duty, work-related
This General Order also governs employee conduct in all City workplaces and vehicles, during business travel, and in any other location where City business is conducted, regardless of whether the property is \_\_\_\_\_ or \_\_\_\_\_\_ by the City.
owned or leased
Off-duty conduct may violate
this General Order if the _____ or _________is not work related
and adversely impacts working relationships or the work environment.
subject matter or purpose of the conduct
The department and its employees shall
take _____ and ______ action to
address violations of this order.
immediate and appropriate
Class I Violations.
Actions that are more
than mere offensive utterances or displays
of discriminatory or sexually suggestive
materials.
OR
Class II violations involving
aggravating factors shall be sent as Class I violations
to Internal Affairs Division for formal
investigation.
Class II Violations.
Actions that are only
offensive utterances or displays of discriminatory
or sexually provocative material
and are eligible for informal resolution.
ERS.
The Employee Relations Section of ADR is the primary unit responsible for immediately determining, initiating, and creating a shielding plan for employees reporting prohibited conduct.
Complainant.
The person making a complaint of prohibited conduct as defined by this General Order. The complainant may also be a third party who witnesses such conduct. ADR refers to the complainant as the initiating party.
Severe or Pervasive Conduct. In assessing
whether conduct is sufficiently severe
or pervasive, the department shall take
into consideration the totality of circumstances
including, but not limited to:
a. The frequency of the conduct.
b. The severity of the conduct.
c. Whether the conduct is physically
threatening, humiliating, or merely an
offensive utterance. .
d. Whether the conduct interferes with
an employee’s work performance.
Under the totality of circumstances, a single incident, if sufficiently severe, could be in violation of this General Order, as could a \_\_\_\_\_ or \_\_\_\_\_\_\_\_ pattern of much less severe incidents.
continuous or frequent
For conduct to be considered discrimination (e.g., disparate treatment, workplace harassment, or sexual harassment), it must involve misconduct based upon one of these nine protected categories:
a. Race
b. Color
c. Religion
d. Gender (including pregnancy)
e. National origin
f. Age
g. Disability
h. Sexual orientation
i. Genetic information
Discrimination includes as described below, ______, ______. and ______ based upon a protected category.
disparate treatment,
workplace harassment, and sexual
harassment
Disparate treatment is when an employee of a protected category is treated less favorably than others and such actions are motivated by a discriminatory intent or purpose for taking a job-related action. Disparate treatment takes place when all of the following occur:
a. The employee is qualified for a position.
b. The employee is replaced by someone outside the employee's protected category or is treated less favorably than a similarly situated employee outside his protected category.
c. The employee is subject to an adverse
employment action.
d. The employment action was motivated
by a discriminatory intent or
purpose.
Workplace harassment is any demeaning,
hostile, or offensive conduct. For conduct
to be workplace harassment, all of the
following must be true:
a. The conduct is based upon a protected
category.
b. The conduct is unwelcome.
c. The conduct is severe or pervasive
enough to create a work environment
that a reasonable person would consider
intimidating, hostile, or abusive.
Workplace harassment may be in the
form of words, deeds, or actions
In cases alleging workplace harassment or sexual harassment ,
all reasonable efforts shall be made to _______, _________, if deemed necessary by Alternative Dispute Resolution’s Employee Relations Section.
.
shield complainants, up to and including a
voluntary transfer of assignments away
from the respondent,
Sexual harassment includes, but is not
limited to, unwelcome sexual advances,
unwelcome requests for sexual favors, or
other unwelcome verbal or physical conduct of a sexual nature, or unwelcome
displays or distribution of sexuallyoriented
material. For conduct to be sexually harassing, at least one of the following must be true:
a. Submission to such conduct is either
an explicit or implicit condition of employment.
b. Submission to or rejection of the conduct by an employee is used as the
basis for an employment decision affecting
the employee.
c. The conduct has the purpose or effect
of unreasonably interfering with an
employee’s work performance.
d. The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
The Houston Police Department forbids
retaliation against anyone for ______, _______, _________ or otherwise
opposing conduct prohibited by this
General Order.
reporting prohibited conduct, assisting in making a prohibited conduct complaint, cooperating in a prohibited conduct proceeding
Read
Section 4 “Other Prohibited Conduct”
Employees in a supervisory position shall
keep their relationships with subordinates
on a professional basis and shall exercise
_______ by not dating or having
intimate relationships with individuals
who report, directly or indirectly, to the
supervisor as described below.
good judgment
