8.325 Employment Diversity Section Flashcards
(14 cards)
Any employee who witnesses or becomes aware of inappropriate conduct, behavior, or harassment by another LVMPD employee will immediately report the misconduct to ____________________________, and refer to policy 8.159, Reporting Misconduct, for further guidance and direction.
a. Any on-duty supervisor
b. Persons acting in a supervisory capacity
c. Employment Diversity Section
Conduct not deemed to rise to the level of harassment may still constitute:
A violation of policy
Allegations of unlawful harassment, discrimination, and/or retaliation are taken seriously and will be dealt with:
a. Promptly
b. Thoroughly
c. Impartially
d. Equitably
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.
Discrimination
Unwelcome conduct (verbal or physical) based on the member belonging to one or more of the recognized protected classes.
Harassment
Pursuant to Harassment, the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance and/or the conduct is ______ and _______ enough to create an intimidating, hostile, or offensive work environment (select all that apply).
a. Severe
b. Pervasive
The elements of harassment are:
a. Unwelcome;
b. Conduct directed at a member of a protected class;
c. Offensive to the recipient and to a “reasonable person”; and
d. Conduct that is severe or pervasive (e.g., repeated)
Certain behaviors may constitute sexual harassment when:
a. Conduct is unwelcome;
b. Conduct is subjectively and/or objectively offensive; and
c. Conduct or proposal is sexual in nature;
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.
Retaliation
. If at the conclusion of an EDS investigation it is determined that the behavior did not violate language specifically related to harassment, discrimination, and/or retaliation, the case may be sustained for:
Unprofessional conduct
Complaints will be accepted from any source, filed via:
a. Person
b. Mail
c. Email
d. Telephone
When must complaints be filed regarding an incident?
300 days
All supervisors have the responsibility to prevent acts of harassment, discrimination, and/or retaliation, and will:
a. Continually monitor the work environment for signs that harassment, discrimination, and/or retaliation may be occurring.
b. Refrain from participation in, or encouragement of, actions that could be perceived as harassment, discrimination, and/or retaliation (verbal, written, or otherwise).
c. Counsel all members on the types of behavior prohibited and the procedures for reporting and resolving complaints of harassment, discrimination, and/or retaliation.
d. 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.
e. 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.
f. 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.
**All religious accommodation requests will be reviewed and processed on a case-by-case basis. The supervisor will notify __________ of the request for a religious accommodation by a member in a timely manner to begin the formal interactive process.
EDS Director
