Respect In workplace Preventing Harassment And Discrimination

Question 1

When there is evidence of harassing or discriminatory conduct, the —————- section of internal affairs bureau will conduct a complete investigation of the incident

Answer 1

Employment Diversity

Question 2

Reporting and encouraging others to report behavior and
Refraining from participating in or encouragement of actions that could be perceived as harassment or discrimination

Answer 2

Every employees responsibility for preventing harassment and discrimination

Question 3

Title VII of the Civil Rights Act Pregnancy Discrimination Act
Civil Rights Act
Age Discrimination in Employment Act
Americans With Disabilities Act
Rehabilitation Act
Equal Pay Act
Uniformed Service Employment and Re-Employment Rights
Act
The Family and Medical Leave Act
Genetic Information Nondiscrimination Act

Answer 3

Examples of federal and state laws that prohibit discrimination in the workplace

Question 4

Race
Color
Religion
Sex
National Origin
Age
Genetic Information
Disability
Pregnancy
Military Service
Sexual Orientation
Gender Identity
Political Affiliation

Answer 4

Protected classes

Question 5

Categories of discrimination

Answer 5

Disparage Treatment and Adverse Impact

Question 6

Type of treatment that occurs when an employer treats an individual lass favorably than other similarly situated individuals because of their protected status.

Answer 6

Disparate Treatment

Question 7

Discriminatory notice is proved when 1) sufficient evidence reasonably determines that the employer’s explanation to the charge is false and 2) that discrimination was more than likely the motivating factor.

Does not need to be deliberate or willful

Answer 7

Discriminatory notice

Question 8

“A substantial different rate of selection in hiring, promotion, or other employment decision which works to the disadvantage of members of a race, sex, or ethnic group.”

Answer 8

Adverse impact definition

Question 9

any conduct based on that employee’s membership in one or more of the protected classes that has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

Answer 9

Harassment

Question 10

Department policies are more stringent than Federal or State law and one incident can be enough to sustain a complaint.

Answer 10

Requirement for harassment

Question 11

The unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature that could affect an individual’s employment status, opportunities, work performance or could create a hostile, offensive, intimidating work environment is sexual harassment. The conduct must be unwelcomed and of a sexual nature.

Answer 11

Sexual harassment

Question 12

When investigating allegations of sexual harassment, EDS looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis.

Answer 12

Employee Diversity Section considerations for sexual harassment allegations

Question 13

Supervisors are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees sexual harassment will not be tolerated. They can do so by taking immediate and appropriate action when an employee complains.

Answer 13

Supervisor responsibilities for sexual harassment prevention

Question 14

Quid Pro quo and hostile work environment

Answer 14

Categories of sexual harassment

Question 15

This behavior is unacceptable in the workplace. Even one incident, if it is sufficiently serious, may constitute harassment. If it is deemed not to rise to the level of harassment, it may constitute a violation under LVMPD policy.
Determining what constitutes harassment will be accomplished on a case by case basis and depends upon the specific facts and the context in which the conduct occurs. Some conduct may be inappropriate, unprofessional, and/or subject to disciplinary action, but would not fall under the definition of harassment.

Answer 15

If not harassment could still violate policy

Question 16

To prove retaliation it must be shown that the negative job action occurred due directly to filing or participating in a complaint process.

Answer 16

Retaliation proof

Question 17

When an employee notifies her supervisor that she is pregnant, the supervisor must provide to the employee within three days a copy of LVMPD’s Pregnant Workers’ Fairness Act flyer which is available on the EDS intranet site.

Answer 17

Pregnant workers fairness act flyer within 3 DAYS

Question 18

It is the responsibility of all supervisors and managers to enforce the department’s policy. Supervisors and managers will also conduct regular reviews with each employee to ensure they understand their obligations under the policy, as well as set the proper example at all times.

Answer 18

Supervisor responsibilities for sexual harassment, harassment, and discrimination

Question 19

Supervisors must stop offensive conduct before it becomes pervasive or severe, as defined by law and department policy, regardless of the subordinates’ chain of command.
Supervisors Shall:
INSIST that all employees be treated with dignity and fairness
MONITOR the work environment for signs of harassment and or discrimination
REFRAIN from encouraging or participating in acts that could be perceived as harassment and/or discrimination
COUNSEL employees on prohibited behavior
STOP any acts that may be considered harassment, and take steps to intervene even if the employees involved are not under his/ her supervision
REPORT all complaints of harassment/discrimination to the Employment Diversity Section, whether witnessed or reported, formally or informally.

Answer 19

Supervisor

Question 20

Who can receive complaints (3 answers)

Answer 20

Any supervisor
Employee Diversity Section
Internal affairs bureau

In person, by mail, email, or telephone. Can also be done anonymously

Question 21

Who reviews all complaints of harassment or discrimination

Answer 21

Director of Employee Diversity Section

Question 22

Supervisors Shall:
ACT IMMEDIATELY on all complaints, even those that are minimized by the complainant
ENSURE the employee understands the complaint policy as outlined in policy 5/101.24
CONTACT the Employment Diversity Section for assistance in documenting and following-up on complaints
ASSIST the employee with documenting and filing a written complaint

Answer 22

After receiving a complaint a supervisor SHALL

Question 23

All investigations of a harassment/ discrimination complaint should be completed within _ from receipt when possible

Answer 23

90 days

Question 24

Title VII (7)

Answer 24

Prohibits employment discrimination based on protected class status

Question 25

The complainant’s supervisor and/or chain of command should monitor the work environment during and after investigations and routinely follow through with employees) to ensure retaliatory behavior is not occurring in the workplace

Answer 25

Supervisor SHOULD. retaliation after filing a complaint. Environment