8.325 EMPLOYMENT DIVERSITY SECTION

Question 1

LVMPD is committed to fostering, cultivating, and preserving a culture of _____ and ______

Answer 1

equity and diversity

Question 2

What is the required action for any LVMPD employee who witnesses or becomes aware of inappropriate conduct, behavior, or harassment by another LVMPD employee?

Answer 2

They should immediately report the misconduct to any on-duty supervisor, persons acting in a supervisory capacity, and/or the Employment Diversity Section (EDS).

Question 3

Some conduct may be inappropriate, unprofessional, and/or subject to disciplinary action but would not fall under the definition of harassment, discrimination, and/or retaliation. Conduct not deemed to rise to the level of harassment may still constitute a ______ ___ _______

Answer 3

violation of policy

Question 4

Who is is responsible for planning, developing, implementing, and maintaining an employment diversity program; receiving internal complaints and inquiries regarding harassment, discrimination, and/or retaliation issues; conducting mandatory training for all employees regarding employment discrimination and diversity issues; and receiving accommodation requests regarding religion

Answer 4

Employement Diversity Section

Question 5

Who manages accomodation requests regarding the American with Diabilities act?

Answer 5

Health and Safety

Question 6

Allegations of unlawful harassment, discrimination, and/or retaliation are taken seriously and will be dealt with _______, _______, ________, and _________

Answer 6

promptly, thoroughly, impartially, and equitably

Question 7

EDS will take action to stop the behavior form recurring and will consult which two entities?

Answer 7

Office of General Counsel and the Office of Labor relations if necessary

Question 8

If an EDS allegation includes claims involving other department policy violations, they will consult with ________ to determine the appropriate investigative body

Answer 8

Office of General Counsel

Question 9

When investigating a case the EDS will be considered:

Answer 9

Agents of the Sheriff and will function without regard to rank or classification.

Question 10

How is Discrimination defined in Policy?

Answer 10

is an act, practice, or pattern of behavior based on individuals or groups of a protected class which has a negative effect on an individual or identifiable group compared to the impact on members of other groups.

Question 11

How is Harassment defined in policy?

Answer 11

Harassment is unwelcome conduct (verbal or physical) based on the member belonging to one or more of the recognized protected classes. The unwelcome conduct has the purpose or effect of unreasonably interfering with an individual’s work performance and/or the conduct is severe or pervasive enough to create an intimidating, hostile, or offensive work environment.

Question 12

Harassment

What are the protected classes?

15 of them

Answer 12

1. race
2. color
3. religion
4. sex
5. national origin
6. age
7. genetic information
8. disability
9. military service
10. sexual orientation
11. gender identity or expression [including non-binary]
12. pregnancy
13. worker’s compensation status
14. family medical leave
15. or political affiliation pursuant to federal and state laws)

Question 13

Harassment includes offensive or derogatory comments (either spoken or written), jokes, pictures, etc., which are made either directly or indirectly toward another person based on their belonging to a protected class. The comments (either spoken or written), jokes, pictures, etc., will be deemed to be offensive or derogatory based on a ______ _______ _______.

Answer 13

Reasonable person standard

Question 14

What are the elements of harassment

4 of them

Answer 14

1. unwelcome;
2. conduct directed at a member of a protected class
3. offensive to the recipient and to a “reasonable person”; and
4. conduct that is severe or pervasive (e.g. repeated)

Question 15

How is Sexual Harassment defined in policy?

Answer 15

Sexual harassment may include unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature

Question 16

Certain behaviors may constitute sexual harassment when:

Answer 16

1. Conduct is unwelcome;
2. Conduct is subjectively and/or objectively offensive; and
3. Conduct or proposal is sexual in nature
   a. A proposal or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
   b. A proposal of such conduct is made either openly or indirectly and is a term or condition of an individual’s employment; or
   c. Conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile, or offensive work environment, and is severe or pervasive.

Question 17

Simple teasing, offhand comments, or isolated incidents can still rise to the level of ________ ________ if the conduct is so frequent or severe that it creates a hostile or offensive work environment

Answer 17

sexual harassment

Question 18

How is Retaliation defined as?

Answer 18

Retaliation is a negative job action taken against an employee who has engaged in a protected activity regarding harassment, discrimination, and/or retaliation, and a causal link exists between the action and the engagement in the protected activity.

Question 19

What are considered protected activities for LVMPD employees in relation to the Employment Diversity Section (EDS) complaint process?

Answer 19

Filing an EDS complaint, encouraging another employee to file a complaint, and participating in an EDS-related investigation.

Question 20

How is unprofessional conduct defined in policy

Answer 20

behavior did not violate language specifically related to harassment, discrimination, and/or retaliation, the case may be sustained for unprofessional conduct.

Question 21

How does unprofessional conduct typically affect the work environment?

Answer 21

an individual’s work performance and may create an intimidating or offensive work environment

Question 22

Confidentiality

All complaints and investigations handled by EDS will remain strictly __________

Answer 22

Confidential

Question 23

Information regarding matters of harassment, discrimination, and/or retaliation will only be released by the ___ __________ or the ___ _________ at the direction of OGC.

Answer 23

EDS Director or the IAB Commander

Question 24

From which sources will complaints be accepted regarding offensive conduct, and is it necessary for the reporting member to be the intended target?

Answer 24

Complaints will be accepted from any source, whether in person, by mail, email, or by telephone, and it is not a requirement that the reporting member be the intended target of the offensive conduct.

Question 25

All complaints of harassment, discrimination, and/or retaliation will be reviewed by the ___ _______ utilizing federal laws, state laws, and Equal Employment Opportunity Commission (EEOC) and Nevada Equal Rights Commission (NERC) standards.

Answer 25

EDS director

Question 26

Anonymous complaints will be evaluated by who?

Answer 26

EDS to determine the extend to whichi they will be investigated.

Question 27

When submitting a complaint related to harassment, discrimination, or retaliation in coordination with EDS, what is the required time frame to submit the complaint?

Answer 27

Complaints must be submitted within 300 days of the last incident.

Question 28

What is the general approach for evaluating complaints submitted after the 300-day time frame, and are there any exceptions to this rule?

Answer 28

Complaints submitted after 300 days will be evaluated on a case-by-case basis, except for the Uniform Service Employment Re-Employment Rights Act of 1994 (USERRA).

Question 29

The supervisor who is contacted about an internal complaint will:

Answer 29

immediately contact EDS and assist any member with a complaint of harassment, discrimination, and/or retaliation in documenting and filing the complaint.

Question 30

# Prohibited Conduct Prevention All supervisors have the responsibility to prevent acts of harassment, discrimination, and/or retaliation, and will: | 6 steps

Answer 30

1. Continually monitor the work environment for signs that harassment, discrimination, and/or retaliation may be occurring. 2. Refrain from participation in, or encouragement of, actions that could be perceived as harassment, discrimination, and/or retaliation (verbal, written, or otherwise). 3. Counsel all members on the types of behavior prohibited and the procedures for reporting and resolving complaints of harassment, discrimination, and/or retaliation. 4. Stop any observed acts that may be considered harassment, discrimination, and/or retaliation and take appropriate steps to intervene, whether or not the involved members are within their line of supervision. 5. With the recommendation of EDS, take action to limit the work contact between two members where there has been a complaint of harassment, discrimination, and/or retaliation pending an investigation. 6. Report all complaints of harassment, discrimination, and/or retaliation to EDS, whether witnessed or reported, formally or informally. Ensure the information is kept confidential and only discuss with others if advised to do so by EDS and/or OGC.

Question 31

Every member of this department has the responsibility to prevent acts of harassment, discrimination, and/or retaliation and will: | 3 steps

Answer 31

1. Refrain from participation in, or encouragement of, actions that could be perceived as harassment, discrimination, and/or retaliation (verbal, written, or otherwise). 2. Report acts of harassment, discrimination, and/or retaliation. 3. Encourage any member, who confides that they are being harassed/discriminated

Question 32

All religious accommodation requests will be reviewed and processed on a case-by-case basis by the ___ ________

Answer 32

EDS director

Question 33

What will the supervisor do upon recieving a request for Religious Accommodations?

Answer 33

Notify EDS director and or immediate supervisor0 of the request for religious accommodation in a timely manner to beinng the formal interactive process.