Drug Free/Respect For Individual Rights/DV And DUI By Employees/EDS/Values And Ethics

Question 1

Upon becoming aware or developing reasonable suspicion of an employee’s impairment, a supervisor will contact the _______________________________ immediately.

(Drug free workplace)

Answer 1

Internal Affairs Bureau

Question 2

A supervisor will:
1. Conduct a ____________________ (which may include an FST). The supervisor should request a secondary supervisor to observe any indicators of impairment to confirm the reasonable suspicion.
2. Coordinate administrative steps with IAB and transport the employee without delay to the IAB office, _______________.
3. Complete the ______________________ document provided by IAB.
4. Contact the on-call ________________________________ supervisor to follow up with the involved employee.

(Drug-free workplace)

Answer 2

1. Preliminary investigation
2. Unarmed
3. Reasonable Suspicion
4. Public Employee Assistance Program (PEAP)

Question 3

Upon completion of the sample collection, the employee will be released to a ___________________ in their chain of command.

(Drug-free workplace)

Answer 3

Supervisor

Question 4

If the employee is suspected of using alcohol and/or a prohibited drug, the bureau commander or designee will place the employee on ____________________________, pending the results of the drug test.

(Drug-free workplace)

Answer 4

Suspension of Police Powers

Question 5

All complaints alleging the use of bias-based profiling in any law enforcement action will be thoroughly investigated by the ___________________________.

(Respect for Individual Rights of Persons)

Answer 5

Internal Affairs Bureau

Question 6

Training will be presented ___________________ to all personnel regarding the issue of bias-based profiling.

(Respect for Individual Rights of Persons)

Answer 6

Annually

Question 7

Pursuant to NRS 33.031 members who carry a firearm in the performance of his/her duties and are subject to an “extended order for protection” for domestic abuse may carry only _________________________, and only _____________________.

(Domestic abuse and DUI violations by employees.)

Answer 7

Department-authorized firearms / while in the performance of their duties.

Question 8

If the member is prohibited from using or possessing a firearm, but carrying a firearm is essential to the member’s employment, ensure the member only has the firearm __________________. The firearm must be stored by the members’ bureau commander or his/her designee when the member is __________________.

(Domestic abuse and DUI violations by employees.)

Answer 8

While on duty / not on duty

Question 9

Any employee who witnesses or becomes aware of inappropriate conduct, behavior, or harassment by another LVMPD employee will immediately report the misconduct to any on-duty supervisor, persons acting in a supervisory capacity, and/or the _______________________.

Answer 9

Employment Diversity Section

Question 10

Conduct not deemed to rise to the level of harassment may still constitute a ________________________.

(EDS)

Answer 10

Violation of policy

Question 11

EDS will thoroughly investigate complaints that are submitted, and they will be sustained if proven by a _________________________.

(EDS)

Answer 11

Preponderance of the evidence.

Question 12

Unwelcome conduct (verbal or physical) based on the members belonging to one or more of the recognized protected classes.

(EDS)

Answer 12

Harassment

Question 13

The unwelcome conduct has the purpose or effect of unreasonably interfering with an individual’s work performance and/or the conduct is __________ or ____________ to create an intimidating, hostile, or offensive work environment.

(EDS)

Answer 13

Severe / pervasive

Question 14

The elements of Harassment are:
1. __________________
2. Conduct directed at a member of a _____________
3. Offensive to the recipient and to a “____________________”, and
4. Conduct that is ____________ or ____________

(EDS)

Answer 14

1. Unwelcome
2. Protected classes
3. Reasonable person
4. Severe / pervasive

Question 15

May include unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

(EDS)

Answer 15

Sexual Harassment

Question 16

Certain behaviors may constitute sexual harassment when:
1. Conduct is _______________
2. Conduct is subjectively and/or objectively ____________; and
3. Conduct is ___________ in nature;
4. A proposal or rejection of such conduct by an individual is used as the basis for ____________ affecting such individual; or
5. A proposal of such conduct is made either openly or indirectly and is a __________ or __________ of an individual’s employment; or
6. Conduct has the purpose or effect of ____________________________ with an individual’s work performance or creates an intimidating, hostile, or offensive work environment, and is severe or pervasive.

(EDS)

Answer 16

1. Unwelcome
2. Offensive
3. Sexual
4. Employment decisions
5. Term / condition
6. Unreasonably interfering

Question 17

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

(EDS)

Answer 17

Retaliation

Question 18

____________________ may include comments, actions, or behavior that disparages or demonstrates hostility or aversion towards any person that could reasonably be perceived as disruptive, disrespectful, offensive, or inappropriate.

(EDS)

Answer 18

Unprofessional conduct

Question 19

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

Answer 19

EDS

Question 20

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

Answer 20

EDS Director

Question 21

Supervisor will notify the EDS director of the request for _________________________ by a member in a timely manner to begin the formal interactive process.

(EDS)

Answer 21

Religious accommodation

Question 22

Disputes concerning the methods and procedures used by the department to provide various services. Investigated by a supervisor with the goal of explaining and educating the complainant as to the operations of the department as well as improving service delivery by the department. Not an allegation that involves a violation of law or department policy.

(Maintenance of Values and Ethics)

Answer 22

Customer Service Dispute

Question 23

A concentration of alcohol that indicates a _______________, at the time of a BAC test, is per se impairment and may be grounds for discipline.

(Drug-Free Workplace)

Answer 23

.02 percent

Question 24

The odor of an alcoholic beverage on an on-duty employee and/or articulable impairment will be cause to initiate an investigation and conduct a _______________ and ____________.

(Drug-Free Workplace)

Answer 24

Field Sobriety Test (FST) / PBT

Question 25

An employee may ____________ as an abuser of prescription or over-the-counter drugs or alcohol before being identified through other means. (Drug-Free Workplace)

Answer 25

Voluntarily self-identify

Question 26

Such self-identification may occur through any supervisor in the employee’s chain of command or an association representative who then has an obligation to report it to the __________________. (Drug-Free Workplace)

Answer 26

Office of Labor Relations

Question 27

The employee will also be subject to the conditions of a Last Chance Agreement, which will include unannounced testing for a _______________. (Drug-Free Workplace)

Answer 27

Two-year period

Question 28

The Last Chance Agreement will only remain in the employee’s personnel file consistent with the department’s purge policy for a ________________. (Drug-Free Workplace)

Answer 28

Major suspension

Question 29

Employee’s Immediate Supervisor will: 1. Address the employee’s behavior through: 1a. ________; and/or 1b. ____________, training, or care programs. 2. Ensure any reduction in discipline, wholly or in part, due to the successful completion of ________________________ retains the designation of the initial discipline. 3 Coordinate any voluntary follow-up care for the employee through PEAP. (Domestic Abuse and DUI Violations by Employees)

Answer 29

1a. Discipline 1b. Counseling 2. Court-referred treatment

Question 30

Conduct not deemed to rise to the level of ______________ may still constitute a violation of policy. (EDS)

Answer 30

Harassment

Question 31

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

Answer 31

Discrimination

Question 32

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. (EDS)

Answer 32

Sexual harassment

Question 33

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 ____________________. (EDS)

Answer 33

Unprofessional conduct

Question 34

Complainant will: 1. Contact any supervisor, EDS, or IAB to seek assistance in filing a complaint of harassment (sexual or otherwise), discrimination, and/or retaliation. 2. In coordination with EDS, submit a complaint to the EDS director, including all pertinent information relative to the alleged harassment, discrimination, and/or retaliation within __________ of the last incident. (EDS)

Answer 34

300 days

Question 35

IAB and bureau command investigators conducting internal investigations will receive the full cooperation of all department employees, whether subject, complainant, or witness. Failure to cooperate will be considered _________________ and will subject that employee to disciplinary measures up to and including termination. (Maintenance of Values and Ethics)

Answer 35

Insubordination

Question 36

Not considered formal investigations, these are conducted to determine the nature of the complaint. (Maintenance of Values and Ethics)

Answer 36

Citizen Contact/Preliminary Inquiry

Question 37

Created by law to review internal investigations concerning complaints against commissioned police and corrections officers. (Maintenance of Values and Ethics)

Answer 37

Citizen Review Board (CRB)

Question 38

Allegations of misconduct that if found to be true could result in discipline in a Written Reprimand. These cases can be investigated by the bureau upon approval and direction from IAB. (Maintenance of Values and Ethics)

Answer 38

Minor Allegation Investigation

Question 39

Allegations of misconduct that if found to be true could result in a disciplinary transfer, suspension, demotion, or termination. All such cases will be investigated by IAB unless otherwise directed by the Sheriff or designee. (Maintenance of Values and Ethics)

Answer 39

Major Allegation Investigation

Question 40

Investigations conducted by the department upon completion are given findings by IAB as follows: 1. ____________ - The investigation established that misconduct occurred. 2. ____________ - The investigation failed to produce sufficient evidence to clearly prove or disprove the allegation. 3. ____________ - The alleged act did not occur. 4. ____________ - The alleged act did occur but was justified, legal, and proper. 5. ____________ - Misconduct occurred but was not a part of the original complaint. 6. ____________ - The act did occur and was in compliance with department policy; however, the determination is the allegation of misconduct could have been prevented had the policy been more clear or complete. (Maintenance of Values and Ethics)

Answer 40

1. Sustained 2. Not sustained 3. Unfounded 4. Exonerated 5. Misconduct not based on complaint 6. Policy failure

Question 41

The department’s burden of proof for internal investigations is that of _________________. Therefore, before an employee may be held accountable for their conduct, the investigation must demonstrate that the conduct was substantially more likely than not to have occurred. (Maintenance of Values and Ethics)

Answer 41

Clear and convincing evidence

Question 42

_______ will be immediately notified off any incident or complaint alleging a major violation, alcohol or drug abuse, or criminal acts by an employee. _______ will be immediately notified off any reports of criminal acts disclosed by a citizen or employee that are not the result of a compelled statement. (Maintenance of Values and Ethics)

Answer 42

IAB / CIS

Question 43

All internal investigations should be completed within __________ unless approved by the IAB Lieutenant. (Maintenance of Values and Ethics)

Answer 43

90 days

Question 44

An alternative method to a full investigation. When an employee readily acknowledges his action(s) and wants to conclude the matter promptly, an ______________ may occur, through the OLR. (Maintenance of Values and Ethics)

Answer 44

Expedited investigation

Question 45

IAB conducts investigations of all _______ and selected __________ unless otherwise directed by the Sheriff or designee. (Maintenance of Values and Ethics)

Answer 45

Major / minor allegations

Question 46

Complaints classified as minor allegations and referred to a bureau command may be handled as either: 1. ______________ - performance or misconduct issues alleged that, if true, may lead to discipline or the facts cannot be clearly determined without a full and formal investigation process. 2. _____________ - The allegation(s), if true, would not rise to a disciplinary level. (Maintenance of Values and Ethics)

Answer 46

1. Formal investigations 2. Informal investigations with supervisory intervention

Question 47

Any delays in completing the bureau-level investigation within _________ must be approved by the IAB Lieutenant and a request for extension made. (Maintenance of Values and Ethics)

Answer 47

30 days

Question 48

___________ may be used when allegations are minor in nature, not a line item in the discipline matrix, and would best be addressed through coaching, counseling, or mentoring. The decision to apply ____________ rests with the employee’s bureau commander with input for consistency from IAB and OLR. (Maintenance of Values and Ethics)

Answer 48

Supervisory Intervention

Question 49

There are two options for addressing Sustained Complaints: 1. 2. (Maintenance of Values and Ethics)

Answer 49

1. Supervisory intervention 2. Formal discipline