G.O. 4.6.1 ANTI-DISCRIMINATION AND EQUAL EMPLOYMENT OPPORTUNITY Flashcards Preview

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Flashcards in G.O. 4.6.1 ANTI-DISCRIMINATION AND EQUAL EMPLOYMENT OPPORTUNITY Deck (41)
1


Who shall the Professional Standards investigator review the results of the discriminatory inquiry with?



Professional Standards Division Commander


EEO Officer


Professional Standards Section Commander


HRD

Professional Standards Section Commander

GO 4.6.1 (4 B 7)

The Professional Standards investigator shall review the results of the inquiry with the Professional Standards Section Commander.

2


Isolated comments where inappropriate comments and behavior of a discriminatory nature, as defined in this policy, do not occur (e.g., race, color, religion, gender, sexual orientation, nation origin, age) will always rise to the level of a hostile working environment.



True


False

False

GO 4.6.1 (4 A 3)

Supervisors shall proactively encourage a work environment where inappropriate comments and behavior of a discriminatory nature, as defined in this policy, do not occur (e.g., race, color, religion, gender, sexual orientation, nation origin, age). An isolated comment or action of this kind may not rise to the level of a hostile working environment. Nevertheless, in such cases, supervisors shall take immediate steps to retrain, counsel, or discipline subordinate for making such comments or taking such actions

3


If a supervisor or manager fails to report such a complaint, he or she is not subject to discipline



True


False

False

GO 4.6.1 (4 B 6)

If a supervisor or manager fails to report such a complaint, he or she is subject to discipline

4


If the discriminatory behavior continues, or if the employee chooses not to confront the individual who is engaging in the behavior, the employee is strongly encouraged to immediately bring a complaint to all of the following EXCEPT:



Personnel Management Manager


Immediate Supervisor


A member of PSD


EEO Officer


Agency Manager

Personnel Management Manager

GO 4.6.1 (4 B 4)

If the discriminatory behavior continues, or if the employee chooses not to confront the individual who is engaging in the behavior, the employee is strongly encouraged to immediately bring a complaint to his or her immediate supervisor, an agency manager, the EEO Officer, or a member of Professional Standards for resolution.

5


Any applicant who feels that he or she has been discriminated against on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, veteran status, political affiliation, or marital status may file a written grievance with the EEO Officer, who is responsible for addressing them.



True


False

True

GO 4.6.1 (4 D 6)

Any applicant who feels that he or she has been discriminated against on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, veteran status, political affiliation, or marital status may file a written grievance with the EEO Officer, who is responsible for addressing them

6


What can complainants of discriminatory behavior request in lieu of a formal investigation



interview


mediation


inquiry

Mediation

GO 4.6.1 (4 B 7)

Complainants of discriminatory behavior may request mediation as a remedy instead of formal investigation.

7


No later than how many working days after receiving the grievance will the EEO Officer issue a receipt to the person filing the grievance?



7


5


6


8

5 working days

GO 4.6.1 (4 D 7)

No later than five (5) working days after receiving the grievance, the EEO Officer shall issue a receipt to the person filing the grievance.

8


If an employee is subjected to inappropriate comments or behavior of a discriminatory nature, as defined in this policy, her or she is encouraged, but is required, to inform the person those comments or behavior are unwelcome and offensive.



True


False

False

GO 4.6.1 (4 B 3)

If an employee is subjected to inappropriate comments or behavior of a discriminatory nature, as defined in this policy, her or she is encouraged, but is not required, to inform the person those comments or behavior are unwelcome and offensive.

9


The Professional Standards investigator is not required to notify the complainant when the accused has been informed of the allegation discriminatory behavior.



True


False

False

GO 4.6.1 (4 B 9)

The Professional Standards investigator shall also notify the complainant when the accused has been informed of the allegation

10


EEO stands for Equal Employment Opportunity



True


False

True

GO 4.6.1 (2)

EEO stands for Equal Employment Opportunity

11


The Professional Standards investigator won't notify the complainant that an inquiry or investigation has been initiated.



True


False

False

GO 4.6.1 (4 B 9)

The Professional Standards investigator shall notify the complainant that an inquiry or investigation has been initiated

12


Who shall the EEO Officer consult and coordinate with regard to all complaints of discrimination.



Risk Management


Under Sheriff


Division Commander


PSD

PSD

GO 4.6.1 (4 B 6)

Professional Standards and the EEO Officer shall consult and coordinate with regard to all complaints of discrimination

13


In a discriminatory complaint, the Professional Standards investigator shall promptly conduct an inquiry to obtain relevant facts, identify the remedy sought by the complainant, consult with the EEO Officer, and determine if a formal investigation is appropriate



True


False

True

GO 4.6.1 (4 B 7)

In a discriminatory complaint, the Professional Standards investigator shall promptly conduct an inquiry to obtain relevant facts, identify the remedy sought by the complainant, consult with the EEO Officer, and determine if a formal investigation is appropriate

14


Who shall investigate all allegations of discrimination?



Personal Management Manager


Division Commander


Professional Standard


Director of Human Resources

Professional Standard

GO 4.6.1 (4 B 2)

Professional Standards shall investigate all allegations of discrimination.

15


Official Equal Employment Opportunity notices shall be kept posted in conspicuous places within the agency where notices to employees and applicants are customarily posted.



True


False

True

GO 4.6.1 (4 D 1)

Official Equal Employment Opportunity notices shall be kept posted in conspicuous places within the agency where notices to employees and applicants are customarily posted.

16


Only agency employees shall not commit or knowingly allow another person to commit, discrimination in violation of this policy regarding employment-related circumstances that are on or off duty



True


False

False

GO 4.6.1 (4 A 1)

No agency employee, appointee, volunteer, vendor, or agent shall commit or knowingly allow another person to commit, discrimination in violation of this policy regarding employment-related circumstances that are on or off duty.

17


The accused, of discriminatory behavior, is permitted to discus the case with the complainant.



True


False

False

GO 4.6.1 (4 B 8)

The accused shall not discuss the case with the complainant or retaliate against the complainant in any way.


18


Who shall determine if an agency member involved in an investigation of discrimination should be transferred during the pendency of the case, including those in consultation for the decision?



applicable Division Commander


Immediate Supervisor


EEO Officer


Professional Standards Section Commander

Applicable Division Commander

GO 4.6.1 (4 B 2)

In consultation with the Professional Standards Section Commander and EEO Officer, the applicable Division Commander shall determine if an agency member involved in an investigation of discrimination should be transferred during the pendency of the case.

19


Who shall monitor the practices, employment policies, and procedures of the agency to ensure compliance with applicable law?



EEO Officer


Legal


Personnel Management Manager


Risk Management

EEO Officer

GO 4.6.1 (4 D 5)

The EEO Officer shall monitor the practices, employment policies, and procedures of the agency to ensure compliance with applicable law.

20


All bona fide occupational qualifications regarding race, color, religion, gender, sexual orientation, national origin, age, disability, etc., must be approved by who?



Legal


the Sheriff


the Human Resources Director


Risk Management

the Human Resources Director

GO 4.6.1 (4 D 4)

All bona fide occupational qualifications regarding race, color, religion, gender, sexual orientation, national origin, age, disability, etc., must be approved by the Human Resources Director and supported, at a minimum, by job analysis data demonstrating the job-relatedness of the qualification

21


If the complainant or accused feels the investigation is not being conducted properly, who should he or she file a complaint with?



Personnel Management Manager


PSD Section Commander


EEO Officer


PSD Division Commander

EEO Officer

GO 4.6.1 (4 B 11)

If the complainant or accused feels the investigation is not being conducted properly, he or she may file a grievance with the EEO Officer, who will determine its merits before the investigative report is finalized.

22


Who shall proactively encourage a work environment where inappropriate comments and behavior of a discriminatory nature, as defined in this policy, do not occur.



Legal


Director of HRD


Supervisors


Risk Management

Supervisors

GO 4.6.1 (4 A 3)

Supervisors shall proactively encourage a work environment where inappropriate comments and behavior of a discriminatory nature, as defined in this policy, do not occur.

23


If the discriminatory behavior is within the complainant's chain of command, who should the complainant take the complaint to?



A. any other supervisor


B. PSD


C. EEO Officer


D. Risk Management

E. (A, B, C)


EEO Officer, PSD, any other supervisor

GO 4.6.1 (4 B 5)

If the accused is within the complainant’s chain of command (including the immediate supervisor), the complainant may bring his or her concerns to the attention of the EEO Officer, a member of Professional Standards, or any other supervisor or manager.

24


If another complaint alleging discrimination or inappropriate language or conduct pertaining to race, color, religion, gender, sexual orientation, national origin, age, etc., is lodged against the accused, Professional Standards may not re-open a previously mediated complaint for formal investigation.



True


False

False

GO 4.6.1 (4 C 4)

If another complaint alleging discrimination or inappropriate language or conduct pertaining to race, color, religion, gender, sexual orientation, national origin, age, etc., is lodged against the accused, Professional Standards may re-open a previously mediated complaint for formal investigation.

25


If the parties agree on a resolution, the EEO Officer shall refer the case to Professional Standards for investigation.



True


False

False

GO 4.6.1 (4 C 5)

If the parties fail to agree on a resolution, the EEO Officer shall refer the case to Professional Standards for investigation.

26


Who shall the Professional Standards investigator notify of an allegation within a reasonable amount of time of determining an investigation is appropriate?



the Professional Standards Section Commander


the accused


the immediate supervisor


the EEO Officer

The Accused

the accused

GO 4.6.1 (4 B 8)

The Professional Standards investigator shall notify the accused of the allegation within a reasonable amount of time of determining an investigation is appropriate.

27

A personnel requirement for a position which is reasonably necessary to the efficient operation of the agency

Job analysis

Job related behaviors

Discrimination

Bona Fide Occupational Qualification (BFOQ)

Bona Fide Occupational Qualification (BFOQ)

28

Disparate treatment of a person on the basis of race, color, religion, gender, sexual orientation, national origin, age, or as otherwise prohibited by law.

Job analysis

Job related behaviors

Discrimination

Sexual Harassment

Discrimination

29

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature

Job analysis

Job related behaviors

Discrimination

Sexual Harassment

Sexual Harassment

30

A systematic examination and definition of a job in terms of its component duties, tasks, elements, knowledge, skills, abilities, and other characteristics

Job analysis

Job related behaviors

Discrimination

Sexual Harassment

Job Analysis

31

Behaviors required of the employee's position in the agency based on a job analysis

Job analysis

Job related behaviors

Discrimination

Sexual Harassment

Job Related Behaviors

32


Before conducting the mediation, the EEO Officer must obtain a signed mediation agreements from the parties that shall include, but is not limited to, the following: (CHECK ALL THAT APPLY)



The accused that he or she is familiar with the provisions of this general order


The alleged victim for mediation in lieu of formal investigation


The alleged victim to participate in future investigation


The accused to participate in lieu of formal investigation

All the Above

All the above

GO 4.6.1 (4 C 3)

The EEO Officer shall conduct the mediation on a timely basis. Before doing so, the EEO Officer shall obtain a signed mediation agreement from the parties that shall include, but is not limited to, the following:

a. Written request from the alleged victim for mediation in lieu of formal investigation.

b. Written agreement from the accused to participate in the mediation in lieu of formal investigation.

c. Written agreement from the alleged victim to participate in future investigations described in this general order.

d. Written acknowledgement from the accused that he or she is familiar with the provisions of this general order

33


If an agency member receives a complaint of discrimination, they should report it to Professional Standards or to the EEO Officer within how many hours?



96


24


48


72

24 hours

GO 4.6.1 (4 B 6)

An agency member who receives a complaint of discrimination shall immediately (within 24 hours) report it to Professional Standards or to the EEO Officer.

34


The EEO Officer shall conduct a fair assessment of the grievance. The EEO Officer shall also document the proceedings and maintain all such documentation. The EEO Officer shall notify the applicant of the resolution of the grievance.



True


False

True

GO 4.6.1 (4 D 8)

The EEO Officer shall conduct a fair assessment of the grievance. The EEO Officer shall also document the proceedings and maintain all such documentation. The EEO Officer shall notify the Sheriff of the assessment. The EEO Officer shall then notify the applicant of the resolution of the grievance.

35


The Professional Standards Section Commander shall notify the Sheriff, EEO Officer, applicable Division Commander, complainant, accused, and victim (if different from the complainant) in writing about the findings of the inquiry or investigation.



True


False

False

GO 4.6.1 (4 B 13)

The Professional Standards investigator shall notify the Sheriff, EEO Officer, applicable Division Commander, complainant, accused, and victim (if different from the complainant) in writing about the findings of the inquiry or investigation.

36


All inquiries and investigations will be kept confidential while they are pending. After they are completed, they are not subject to public disclosure.



True


False

False

GO 4.6.1 (4 B 12)

All inquiries and investigations will be kept confidential while they are pending. After they are completed, they are subject to public disclosure under Chapter 119, Florida Statutes.

37


The agency explicitly reserves the right to hold its employee, appointees, volunteers, vendors, and agents, particularly supervisory or managerial personnel, to a higher standard than may be imposed in a court of law.



True


False

True

GO 4.6.1 (4 A 5)

The agency explicitly reserves the right to hold its employee, appointees, volunteers, vendors, and agents, particularly supervisory or managerial personnel, to a higher standard than may be imposed in a court of law.

38


Who shall serve as the EEO Officer for the agency?



Risk Management


Personal Management Manager


Division Commander


Human Resources Director

Human Resources Director

GO 4.6.1 (4 B 1)

The Human Resources Director shall serve as the EEO Officer for the agency.

39


If the investigation concludes that an accused violated agency policy, the following steps will be taken EXCEPT:



The supervisor serving the discipline shall caution the accused against retaliatory actions


The Division Commander or designee shall arrange with the EEO Officer for appropriate remedial training for the accused if his or her employment with the agency is not terminated


The EEO Officer will determine the appropriate disciplinary action.


Appropriate disciplinary action will be initiated.

The EEO Officer will determine the appropriate disciplinary action.

GO 4.6.1 (4 B 14)

If the investigation concludes that an accused violated agency policy, the following steps will be taken

a. Appropriate disciplinary action will be initiated.

b. The supervisor serving the discipline shall caution the accused against retaliatory actions.

c. The Division Commander or designee shall arrange with the EEO Officer for appropriate remedial training for the accused if his or her employment with the agency is not terminated.

40


If the alleged victim requests mediation as a remedy instead of formal investigation, the EEO Officer and _______ shall review the inquiry, and determine if the case qualifies for mediation



Professional Standards Investigator


Professional Standards Division Commander


Professional Standards Section Commander


Risk Management

Professional Standards Section Commander

GO 4.6.1 (4 C 1)

If the alleged victim requests mediation as a remedy instead of formal investigation, the Professional Standards Section Commander and EEO Officer shall review the inquiry, and determine if the case qualifies for mediation

41


In determining if this policy, ANTI-DISCRIMINATION AND EQUAL EMPLOYMENT OPPORTUNITY, has been violated, what shall be reviewed on a case-by-case basis?



the statements


the totality of the circumstances


the complainant


the facts

the totality of the circumstances

GO 4.6.1 (4 A 4)

In determining if this policy has been violated, the agency shall review the totality of the circumstances on a case-by-case basis.