HPM 10.12 - Equal Employment Opportunity Manual Flashcards
Harassment is defined as ______, persistent, unwelcome conduct which is perpetuated by an individual’s status in a protected group.
Pervasive
Harassment reaches the level of illegality when the conduct becomes a condition of continued employment, or the conduct is severe or pervasive enough to be considered _____, intimidating, or abusive; as measured by the reasonable person standard.
Hostile
Petty slights, annoyances, and isolated incidents, unless ______ ______, will not rise to the level of harassment.
Extremely serious
It is the Department’s _____ to protect the rights of employees and resolve issues at the lowest possible level.
Obligation
Courts have recognized two types of sexual harassment under federal and state law. These include:
1) Quid pro quo
2) Hostile work environment
Employees who feel they are victims of sexual harassment are ______ to inform the individual their behavior is unwelcome, offensive, in poor taste, or highly inappropriate; however, victims are not required to do so by departmental policy, or federal or state law.
Encouraged
In order for conduct to be determined to have created an intimidating, hostile, or offensive work environment based on sexual harassment , the following three criteria must exist:
1) The behavior in question must be of a sexual nature.
2) The behavior must be unwelcome.
3) The behavior must be severe or pervasive enough to create a hostile, intimidating, or offensive work environment.
The complainant has _____ months from the last incident to contact an EEO counselor regarding discrimination-related issues.
11
If any employee believes they have been discriminated against and brings it to the attention of a supervisor and/or manager but does not wish to file a discrimination complaint, the supervisor/manager _____ notify the affected commander.
Shall
