Testing Flashcards
(112 cards)
1
Q
Vision Statement
A
The Ogden Police Department, through a community/police partnership, is an organization of innovative, compassionate professionals dedicated to the pursuit of excellence, both for our employees and for the community which we serve.
2
Q
Mission Statement
A
The Ogden Police Department maintains public safety and order by reducing crime, destroying the perception of criminality, harnessing the power of the community, and creating an environment in which all persons may exercise and enjoy their right to life, liberty, and the pursuit of happiness.
3
Q
Values
A
Excellence–strive for excellence thru improvement in all aspects.
Innovation–progressive & innovative decision making, seeks to improve.
Courage–accept responsibility and accountability, confront danger.
Integrity–sound moral & ethical compass.
Justice & Equality–serve community in an unbiased manner.
Compassion–treat all with empathy, respect, & dignity.
4
Q
Leadership Values
A
Develop mutual respect & trust among employees at all levels
1. Believe in, foster, & support loyalty and teamwork.
2. Be committed to the problem-solving process; use it & let facts, not emotions, drive decisions.
3. When possible, seek employees’ input before making decisions.
4. Manage on the behavior of most employees, nor on the few who cause problems. Deal with all employees promptly & fairly.
5. Encourage creativity through risk taking & being tolerant of honest mistakes.
6. Be a coach & facilitator. Develop an open atmosphere that encourages providing & accepting feedback that provides a positive direction.
7. Develop with employees agreed-upon, realistic goals and a plan to achieve them.
8. Continue to examine processes and improve systems.
5
Q
Who can order an IA investigation? (Policy 01A)
A
Chief of Police
6
Q
Who must approve an employee being placed on Administrative Leave?
A
Chief of Police–Before an employee is placed on Admin Leave the action will be reviewed by the chief or deputy in his absence.
7
Q
When is an employee on Admin Leave expected to be available?
A
Paid Mon-Fir 0800-1600, except holidays. Expected to be available to respond when called. If unavailable they are to notify Div Commander with reason and expected availability.
If subject to an IA they are expected to be available within a reasonable time when requested.
8
Q
When on Admin Leave who do they contact to check subpoenas
A
Watch Commander
9
Q
Unity of Command–Who may temporarily direct any subordinate if an operational necessity exists?
A
Any supervisor
10
Q
What is the order of command authority?
A
Chief
Deputy
Field Ops Captain
Support Services Captain
Watch Commander
11
Q
What constitutes incompetence
A
- Reluctance to properly perform assigned duties
- Derelict–deliberate or conscious neglect or abandonment of or failure to fulfill assignments.
- Act in a manner bringing discredit
- Fail to assume responsibility or exercise diligence, intelligence, or interest.
- Fail to obey & follow rules, regulations, and policies
12
Q
Who must an officer contact to request emergency leave?
A
Immediate supervisor & watch commander
13
Q
Who must an employee contact if they are taking habit forming or prescription medications?
A
Immediate supervisor and will follow their direction but can contact the watch commander for clarification of their work abilities while on the medication.
14
Q
Administrative Order
A
Issued by other departments such as the mayor. They are issued to all personnel.
15
Q
Policy Manual Changes
A
Issued by the chief of police
16
Q
Special Orders
A
Issued by the chief of police that inform of special event. Expire as specified.
17
Q
Information Bulletins
A
Transfers, reminders of policy, or events. Issued TO the division commander, lieutenants, and sergeants and are to be discussed in briefings.
18
Q
Training Bulletins
A
Concerning a special subject. Issued to all officers or civilians if it concerns them.
19
Q
Memos
A
May be written by anyone and directed up or down the chain of command. Once received or complied it expires.
20
Q
Responsibilities when an officer discharges their weapon
A
- Watch commander will secure/protect the scene.
- Notify chief and division commander ASAP
- Notify the WCAO if it involves injury, use of deadly force, or death to any person/invoke the Officer Involved Critical Incident Protocol.
- Notify the Deadly Force Review Board.
- Initiate a “public safety” interview.
- Transfer scene responsibility to the protocol team.
- Assign an officer to escort, observe, & support involved officer (not left alone)
- Will be separated from other involved officers (not treated as suspect or placed in interview room).
- Removed from scene in consultation with protocol team.
- Coordinate with Work-Med for Fit-for-Duty testing.
- Coordinate with protocol team prior to releasing the officer and placing them on paid administrative leave.
- Issue a loaner weapon and ammunition after the protocol team has collected the involved firearms.
- Submit a preliminary internal memo to the chief and division commander before going off duty. (Include circumstances, officer’s assignment, type of incident, how officer became involved, and results of shooting, names of all involved, and public safety questionnaire).
21
Q
When is a Supervisor’s review of Critical Incidents required?
A
- When a use of force results in death or serious injury.
- When subject complains of injury due to an officer’s actions.
- When a person has been struck by an officer or equipment or bitten by police K9.
- When property has been destroyed.
- When an officer uses an aerosol defensive took in an arrest or incident.
- When an officer aims an ECD at an individual or activates the device to gain control AND: points the laser at the individual, displays electric arc, or discharges probes.
- When an officer intentionally or unintentionally points a firearm at an individual.
22
Q
How long does a supervisor have to complete an Administrative Review of Critical Incidents
A
14 days to complete the AAR unless written approval is obtained from the division commander. Sent to the deputy chief.
23
Q
An AAR should determine what?
A
- If department policy or procedures were violated.
- If the relevant policy was clearly understandable and effective to cover the situation.
- If department training is currently adequate.
24
Q
How many hours may a police officer work?
A
A maximum of 24 hours of regular off-duty or extra-duty employment or a total of 64 hours in combination with regular duty in each week. There will be no more than 6 hours extra-duty or off-duty work on a regular duty day.
25
What must happen before shooting a wounded animal?
After all attempts have been made to request assistance from the responsible agency.
26
Who has access to weapons in the arsenal?
Chief, Division Commander, or Watch Commander
27
Who can terminate a pursuit?
Any supervisor or primary unit?
28
What is analyzed in the balance test?
1. The need to apprehend a violent fugitive or violent felon who presents a danger to others because of the serious and violent nature of the crime for which the persons custody is sought, or who creates a clearly articulable risk to the public or other law enforcement officers if not immediately apprehended
2. The legal authority to apprehend a suspect or where the person's driving presents an immediate threat to the safety of the public outweighing the risks of the pursuit.
3. The need to avoid initiating or after initiating, the need to discontinue a pursuit if the danger of the pursuit itself, to public safety, and officer's safety is greater than the need for immediately apprehending the suspect.
29
What constitutes the lowest level of force during a pursuit
Road spikes (They may be used on ANY justified pursuit)
30
When will road spikes NOT be deployed?
1. Any pursuit that is not justified.
2. On pursuits involving motorcycles, three-wheeled or all-terrain vehicles.
31
What must be included in the after action following the deployment of road spikes?
Details of the deployment, including date, time, and location as well as the results of the deployment.
32
What must the watch commander do if there is a likelihood that the use of road spikes will lead to litigation?
Ensure that the road spikes are held as evidence until all legal avenues have been exhausted.
33
A pursuit will be terminated under the following conditions:
1. The suspects identity has been determined and future apprehension is likely.
2. Air support is available to track the suspect.
3. Weather and traffic conditions substantially increase the danger of the pursuit beyond the necessity of apprehending the suspect.
4. The distance between the suspect and pursuing vehicles makes further pursuit futile.
5. Immediate apprehension is not necessary to protect the public or law enforcement officers.
6. The LEO is unfamiliar with the area and is unable to accurately communicate their location and direction of pursuit.
7. The pursuits proceeds the wrong way on a limited-access road, for example, the interstate highway.
8. In the judgement of the WATCH COMMANDER, supervising sergeant, or primary unit, the balance test has been exceeded.
34
What are considered intervention techniques?
Immobilization, channeling, ramming, boxing-in, roadblock procedures, tire deflation device.
35
What level of force doe ramming, roadblocks, channelization, and boxing-in constitute?
Deadly force
36
What speeds should a PIT Technique be used at?
45 MPH or less
37
Techniques for "immobilization"
under 5 MPH and acceptable locations include front or rear tires and bumpers.
38
When will intervention techniques be used?
Only to apprehend violent felons or where the risk to officers and the public, if the pursuit continued, or the suspect is allowed to escape, is judged to be greater than the risk of initiating the intervention.
39
Decisions for initiation of a pursuit
the decision to initiate a pursuit must be based on the pursuing officer's conclusion that the immediate danger to the public created by the pursuit is less than the immediate or potential danger to the public should the suspect remain at large.
40
Consideration in initiating or continuing a pursuit?
1. Road, weather, and environmental conditions.
2. population density and vehicular and pedestrian traffic
3. The relative performance capabilities of the pursuit vehicle and the driver and the suspect vehicle being pursued.
4. The seriousness of the offense.
5. Likelihood of pursuit resulting in apprehension.
6. Familiarity with the area and roads,
7. Any other pertinent factors.
41
How many units should be engaged in a pursuit?
A pursuit shall consist of no more than two police vehicles, a primary and back-up unit. All other personnel shall stay clear of the pursuit unless instructed to participate by a supervisor.
42
Supervisor's responsibilities during a pursuit.
1. May begin exercising management and control immediately (not required to be present).
2. Shall not be engaged in the pursuit when possible.
3. Consider the balance test prior to authorizing or allowing it to continue.
4. Shall monitor incoming information, coordinate and direct activities, appropriately limit the number of pursuing units, and ensure notification of law enforcement agencies into whose jurisdiction the pursuit is likely to enter.
5. Shall have the discretion to terminate the pursuit.
43
When shall intervention techniques be used?
only when it is possible to do so safely and when the LEO using them have received training in their use. The balance test will determine the best intervention technique. WHEN REASONABLY POSSIBLE INTERVENTION TECHNIQUES WILL BE APPROVED AND CONTINUOUSLY MONITORED BY A SUPERVISOR.
44
When can roadblocks not be used?
Roadblocks cannot be used unless the circumstances would warrant the use of deadly force.
45
Considerations for roadblocks?
1. When possible shall be approved by a supervisor.
2. Officer SHALL allow for reasonable stopping distance.
3. Place the roadblock in a position that is reasonably visible.
4. Reasonably ensure the safety of non-involved pedestrians and motorists.
Not place themselves or their vehicle in a position to jeopardize their own safety.
46
When possible should the use of tire deflation devices by approved prior to their use?
Yes and it should only be employed when it is reasonably certain that only the pursued vehicle will be affected by their use.
47
When can road spikes be used?
On any justified pursuit and to apprehend a suspect that constitutes by his actions or potential actions, a greater risk to the community than the deployment of spikes creates. Both officers and supervisors are responsible for the balance test.
48
What is the watch commanders responsibilities during a pursuit?
He will also monitor and evaluate a pursuit and will order the termination of the pursuit if the watch commander determines it does not meet the balance test or the departments best interest.
49
Supervisory requirements for an inter-jurisdictional pursuit
An on-duty watch commander or supervising sergeant must authorize an inter-jurisdictional pursuit or the pursuit will be immediately terminated upon reaching an inter-jurisdictional boundry.
50
Who and when should incident command be established by?
The first responding police supervisor will establish incident command at all critical incidents where the police have primary command responsibility. Subsequent ranking officers may "bump up" the command upon arrival at the scene, however it must be done formally and per the ICS procedures manual.
51
Who and when can the SWAT team be activated?
Any hostage, barricade, sniper, high-risk apprehension, high-risk warrant service. When one of these critical incidents occurs, the first responding supervisor will contact the duty LT who will immediately activate the SWAT team.
52
How long does the SWAT team generally take?
Approximately 40 minutes
53
What is defined as a critical incident?
Any hostage, barricade, sniper, high-risk apprehension, high-risk warrant service or any major crime, particularly those where there will be a response by other public safety agencies, such as the FD or divisions of the department such as detective division, and where the police department has Primary command responsibility.
54
Unified Command
Once a police supervisor has made contact with the incident commander, the supervisor will establish a unified command when another agency has primary command responsibility such as a major fire, hazmat incident, or large scale injury accidents.
55
Who is required to plan, mange, and handle a major event
A lieutenant (these aspects of the event are not to be delegated elsewhere)
56
What is a complaint of misconduct?
An allegation of behavior or intentional wrongdoing that is a violation of the department or city policy by a department employee.
57
Why are complaints investigated?
1. To ensure every employee is fairly and impartially treated in all investigations and to protect police employees from unjustified criticism or false allegations of misconduct.
2. To promote uniform interpretation and compliance by employees with all laws, rules, and regulations.
3. To provide for the uniform, impartial, and expeditious processing of citizen complaints.
58
Who investigates complaints of misconduct?
Complaints will be investigated by a police supervisor or by an IA investigator as assigned by the Chief. Internal Affairs investigations will be conducted solely for administrative disciplinary purposes. Any allegation of misconduct that include possible criminal activity will be referred to the appropriate prosecuting agency for external investigation. During a criminal investigation, department members have the same constitutional rights as any other suspect.
59
When will a person be advised of an allegation?
At the onset of the investigation unless circumstances preclude this. Such circumstances include accusation of criminal activity where the revelation of the incident would place another in danger, where information the employee would jeopardize the investigation, or other situations, which in the reasonable discretion of the deputy chief of police merit withholding disclosure for a reasonable time.
60
Who should complaints be referred to?
1. Complaints from outside the department will be referred to an on-duty supervisor.
2. Complaints from a department member about another department member will be made to the supervisor of the complaining employee.
3. If the allegation is about the employee's supervisor then the complaint should be made to the watch commander, or if the complaint is about the watch commander or another ranking officer, to the division commander or deputy chief of police.
61
Upon receipt of a complaint the supervisor will take what steps? (Initial complaint)
1. Interview the complainant. The complaint should be written if willing.
2. If the complaint can be resolved by offering an explanation of behaviors or procedures to the satisfaction and the substance of the complaint does not involve a clear violation of policy the matter will be closed by the supervisor and the completed complaint form forwarded to the deputy chief of police through the division commander. Where appropriate halogen entries will be made.
3. Unresolved complaints will be sent to the appropriate division commander on the complaint form for further review and where the nature of the complaint warrants, to the deputy chief of police for assignment of an internal affairs investigator.
4. All complaint forms will be sent to the deputy chief's office for filing regardless of status.
62
Steps in an IA investigation?
1. Employee will be informed at the onset unless circumstances preclude this.
2. Use appropriate investigative techniques (interviews, statements, gather evidence).
3. Complainant and employee may be requested to submit to a polygraph if the investigation cannot resolve the facts.
4. When necessary employee may be ordered to not disclose the content of the matter discussed.
5. If a member requests an attorney or representative this may be permitted, however it may not unnecessarily prolong the investigation and they role is limited to being an observer.
6. Interviews will be conducted while an employee is on duty unless the seriousness requires immediate review.
63
What are the special exam procedures?
1. A department member under investigation may request a breath, blood, urine, medical examination, or polygraph if it is believed that such an examination would be beneficial to his case.
2. An on-duty supervisor may order an employee to submit to a breath, blood, or urine test in accordance with Ogden City Employee Policy.
3. If an identification line-up is solely for administrative purposes and criminal prosecution is not reasonably planned, and officer may be ordered to stand in a line-up and may be disciplined, including termination of employment, for refusal to comply.
4. Property belonging to the department is subject to search with REASONABLE SUSPICION. Personal property located within police property may be searched with REASONABLE SUSPICION. IF criminal prosecution is planned, a search or personal property requires a search warrant.
64
Findings of an IA
1. Unfounded-Not based on fact or never occurred.
2. Exonerated-Incident occurred but members actions were justified and proper.
3. Not Sustained-Insufficient evidence to prove or disprove.
4. Sustained-Evidence supports allegation. All sustained complaints will cite the appropriate rules, policies, orders, and laws violated.
65
Who assumes the duties in the absence of the division commander?
The administrative assistant/day shift watch commander. in both their absence the chief may assign an acting division commander.
66
How many sergeants are required to be on duty per shift?
A minimum of 1 sergeant per shift (not squad). If 2 squads are on duty and 1 sergeant is absent the other sergeant will supervise both squads. the Watch Commander may appoint a senior officer to assist in supervising. If only 1 squad is working and the watch commander is unable to call in a sergeant he will appoint an acting sergeant.
67
What are the watch commander hours?
Sun - Thur 0600-1600 & 1600-0200
Fri & Sat 0700-1700 & 1700-0300
68
How many hours of regular off-duty or extra duty per week?
Max of 24 hours of off-duty or extra-duty or a total of 64 hours combined with regular duty.
69
Off-Duty vs extra-duty
Off-duty does not require the use of police powers. Available to sworn and civilian.
Extra-duty is available to sworn officers and may require police powers.
70
Who can issue a press release?
Chief, Division Commander, Duty LT, an officer appointed by one of the previously mentioned supervisors. Also press released should be issued by either the Duty LT or the LT in charge of the investigation.
71
What should the press release include?
1. General nature of the offense.
2. The investigation is in progress and the general scope of the investigation.
3. The arrest and general steps in the criminal proceeding.
4. A warning of danger when there is reason to believe that the suspect may be a danger to the community.
5. The identity, age, address, and occupation of the arrested person.
6. If the suspect has not been arrested, information that may aid in his capture.
7. The facts, time, and place of arrest and the identity of the arresting officer.
8. If the criminal history relates to the current inquiry or investigation, the essential involvement may be released.
72
What information should NOT be released?
1. Names and addresses of the victim or witnesses.
2. Comments on the character, credibility, or reputation of the suspect, victim, or witness.
3. Contents of a confession or statement by the victim, witness, or suspect.
4. Criminal history or record of the suspect, victim, or witness.
5. Results of any test or refusal to submit to a test.
6. The specific details of an on-going caser that would jeopardize an effective investigation.
7. Personal opinion.
73
What should be done if a press release is disseminated to the media?
the press release should be uploaded to the OPD approved social media site and saved on the x-drive under the press released.
74
What logo is approved for press releases?
The OPD Coin
75
What are the responsibilities when an employee is seriously injured or killed?
The WATCH COMMANDER or a sergeant designated by him will:
1. Ensure prompt transportation to city designated medical facility
2. Dispatch a police sergeant or LT AND a second officer in a department vehicle to the home of the involved officer's spouse or appropriate family member. The Sgt or LT will inform the person of the situation and will transport the spouse or family member to the appropriate facility. The second officer will remain at the home and provide security or support as needed until released by the family.
3. Notify the chief and appropriate division commander.
4. Ensure that a designated officer remain at the hospital with the family members until other family or clergy arrive.
5. Offer departmental support to the family in every appropriate and applicable way possible.
6. At the appropriate time make arrangements for a critical incident debriefing.
7. Brief oncoming command and staff personnel as to the status and details. The watch commander will ensure all procedures have been followed before going off duty. The oncoming watch commander will ensure appropriate follow up and monitoring occurs.
76
Investigation procedures for serious injury or death?
Watch Commander will activate the Weber County Protocol.
IF the Weber County protocol is not invoked the watch commander will oversee the investigation to include fitness for duty testing.
Ensure all reports, statements, diagrams, and other pertinent documents including a copy of the press release are given to the chief of police and appropriate division commander.
77
Can a K-9 Unit be called in and if so, by who?
The Duty Officer is authorized to contact an off-duty K-9 Team if a situation requires a K-9.
78
Who can authorize a K-9 team to leave the city to assist another jurisdiction?
The watch commander.
79
When is an AAR required (per K9 policy)?
If anyone is injured during a K-9 deployment or any property is damaged.
80
Who should be notified if a K-9 is injured or not in good physical condition?
K-9 supervisor or the watch commander. Medical care will be provided. It should be pre-authorized except in emergency cases.
81
How many officers may be on temporary transitional duty at a time and for how long?
4 at any one time. Time is not to exceed 30 days and will be evaluated on a weekly basis. At the end of the 30 days if the officer is unable to return to work they will revert to appropriate leave.
82
How long does an employee have to pass the PT test?
90 days being retested every 30 days. Must make improvements each retest or temporary transitional duty will be suspended. 210 days with a doctors note.
If an employee fails the mandatory test and then presents a medical note they will have 90 days of temporary transitional duty and any remaining time needed to be cleared up to the full 210 days will be taken as sick, vacation, or leave without pay.
83
Who will be the incident commander on a major event (not pre planned)?
The duty officer will be the incident commander and will represent the department in the incident command post.
84
What are the duty officer's responsibilities during a major event?
1. Determine the magnitude of the event and notify the chief.
2. Determine what personnel will be needed (keeping in mind using on-duty officers first and to be aware of the day-to-day operations).
3. Follow the emergency operation plan.
4. Make arrangements and allow on-duty officers to check on their families.
85
When will the Officer Involved Critical Incident Protocol be enacted?
In cases where an officer may be the actor, victim, or custodial officer where a fatal injury, custodial death, or injury caused by a dangerous weapon.
86
Who will secure the scene according to the Weber Morgan Critical Incident Task Force Policy?
Jurisdictional supervisor
87
When involving the Weber Morgan Critical Incident Task Force, who will issue press releases?
Lead investigator or jurisdictional supervisor following input from the task force commander and county attorney representative.
88
Who authorizes each purcahse?
Division Commander who then forwards it to the DC
89
2 phone quotes are required for purchases of what amount?
1000.00 - 4999.99
90
3 written quotes are required for purchases of what amount?
5000.00 - 25000.00
91
Who must approve overtime?
supervisor. Overtime work must be always approved before it is performed.
92
How many hours can an officer work?
16 hours in any 24 hour period and no more than 64 hours of total overtime in a 7 day work week.
93
Who can authorize an officer to exceed the maximum number of hours worked a week?
Watch Commander or Bureau Commander
94
How many hours of OT can a LT work in a pay period?
20 hours
95
Who can authorize the adjustment of primary duty shifts for shift differential?
Concurrence by Division Commander and approval by Chief.
96
Who can authorize peer support for an outside agency?
Chief
97
Who can authorize LPR data to be released?
sergeant or lieutenant. The request must include the CAD call or case number.
98
When should LPR data be requested?
Within 14 days
99
What is the definition of fitness for duty?
Means that an employee or volunteer is able to perform that job for which they were hired in a safe and effective manner, unimpaired by some medical or phycological conditions, personal problems, medication, alcohol or drugs.
100
What standard is necessary for drug and alcohol testing?
Reasonable Suspicion
101
Is an employee required to submit to fitness for duty testing?
An employee shall not be forced to undergo a fitness for duty examination. However if an employee appears unfit for duty and refuses to undergo a medical fitness for duty examination or evaluation when requested to do so, they may be subject to disciplinary action, up to and including termination.
102
Who is required to identify of unfit conditions?
both employees and supervisors
103
What are the supervisory actions required after being informed of potential unfit conditions?
Supervisors are required to follow through and act timely and property upon first knowledge or report of a possible impaired worker or unfit condition. They are required to investigate all claims, issues, and situations related to the enforcement of this policy. That shall include the confidential identification of all witnesses. It should also include obtaining a witness to assist in the evaluation of the employees behavior and proper notification to HR.
104
Are supervisors required to keep information confidential?
Supervisors shall hold confidential all information about a reported concern or issue related to enforcement of this and related policies and should only share it with other supervisors who need to know to enforce this and related policies.
105
Should an employee be suspended during a fitness for duty investigation?
Yes, the employee may be suspended from work activity or duty pending a determination of their fitness for duty. Except in the case of a positive drug/alcohol test, refusal, or other policy violation they will generally be suspended with pay. Employees are to be notified of the suspension by a supervisor.
106
When should an employee be suspended immediately during a fitness for duty investigation?
Employees who refuse to take examinations or tests shall be warned that failure to comply and cooperate with the city's policies and procedures will subject them to possible disciplinary actions up to and including termination. IF the employee still refuses to comply with testing procedures they shall be suspended immediately with or without pay.
107
How should suspended employees be transported?
Suspended employees who are perceived to be potentially unfit for duty shall not be allowed to leave unaccompanied in their own transportation. Supervisors should ensure they have safe transportation home. Other city departments may contact the PD if an employee is preparing to drive in an unfit condition.
108
Who should reports of sexual harassment be reported to?
Any employee who is aware of a violation of sexual harassment should promptly report the matter to their supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate they should contact any of the following: city attorney, CAO, director of management services, the human resources officer, or a management member of the city's administration.
109
What is required of a supervisor if they become aware of possible sexual harassment?
Any supervisor or manager who becomes aware of possible sexual harassment should promptly advise the HR office or any member of management who will report to the EEO officer who is the director of management services.
110
What constitutes sexual harassment?
1. When a supervisor propositions a subordinate or suggest or makes clear that the acceptance or granting of sexual favors are conditions of employment or future employment, including promotions.
2. Faxing, posting, sending, communicating electronically, or displaying sexually connotative pictures, literature, or material offensive to another and based on one's sex or sexual nature.
3. When a supervisor or an employee allows a working environment or condition to exist in which intimidating, hostile, or otherwise offensive on account of ones sex. This includes when a person's sex is ridiculed, putdown, derisive and inappropriate behavior or on account of gesture or commentary of a sexual nature. Ogling, staring, smirking, and other visual or nonverbal behaviors can serve as a basis for complains of unwanted sexual harassment.
111
Who should an employee report unlawful harassment or discrimination to?
Any employee who is aware of a violation of the unlawful discrimination or harassment policy or who believes they have been the victim of any illegal discrimination or harassment should report the matter to their supervisor. If the supervisor is unavailable or it would be inappropriate to report to the supervisor, the employee should immediately contact any of the following: city attorney, CAO, director of management services, or the HR officer, or a management member of the city administration.
112
Forms of other prohibited and unlawful harassment and discrimination
Making fun of a coworker based on mental or physical limitation, denying an impaired employee access to work areas, actions, words, or jokes based on an individuals sex, race, ethnicity, age, religion, handicap, disability, or any other legally protected characteristic. Workplace free from discrimination or harassment based on sexual orientation and gender identity.
