01 EEO

Question 1

EEO Open 1

Answer 1

• The policy of this Department that the work environment is free of discrimination and sexual harassment.
  o Two types, Quid pro quo and hostile work environment

Question 2

EEO Open 2

Answer 2

• I have a legal and moral obligation to maintain a workplace that is free of discrimination and sexual harassment.
• If this occurs
• The Department faces civil liability regarding these
  issues
• It can have Adverse effects on our employees
• Negative image it can cast upon our Department,
• Loss of Public Trust
• Professional and Organizational Values are core at implementing this policy.

Question 3

EEO Scenario address

Answer 3

• Immediately take all necessary steps to stop this from occurring
• separating these employees (if necessary)
  to prevent its recurrence.
• I need to ensure documenting is occurring
• Initially try to resolve this at the lowest level possible.

Question 4

EEO Victim Employee

Answer 4

Potential aggrieved employee(s):
- Private setting.
- Ask if behavior is unwelcome.
- Ask how they would like the situation resolved.
- Take time to explain the process
- Can be handled informally, with an EEO counselor,
- Formally, with an EEO investigator
- Handle internally (within an 11 month time frame)
- Handle externally filing with (State DFEH) or (Feds
EEOC).
- Assure them we’ll be conducting an inquiry.
- Assure confidentiality to the degree possible.
- Provide with list of EEO Counselors
- Advise to report any retaliation
- Provide with EAP services.
- Follow up with the employee (before, during, after)
- check on general well-being, provide any releasable
status updates, ensure not being subjected still to
such conduct.

Question 5

EEO suspect Employee

Answer 5

• Potential suspect employee
• Private setting
• Approach the situation in a fair and impartial manner.
• I want to appeal to this employees professionalism
• One-way conversation in observation of POBR rights.
  
  • Department does not tolerance violations of our
    EEO policies and IF behavior is occurring, it is to
    stop.
  • Advise that retaliation will result in an Adverse
    Action investigation.
• Provide with Confidentiality statement
• Offer EAP services.
• Follow-up with employee to check on general well
  being (before, during, after)

Question 6

EEO Invest/FU

Answer 6

• Make UPWARD notifications to Chain of Command -
  
  • Discuss a PLAN OF ACTION.
• If warranted, and agreed upon by my next in line of
  command, I would assign a sergeant to make an
  initial inquiry.
  
  • Gather a list of any witnesses and any evidence for
    any potential investigation.
  • Research personnel records for previous
    occurrences
  • speak with other supervisors for any past patterns.
• Advise chain of command, initiate administrative
  investigation/adverse action, if needed.
• Follow up training, briefings, SROVT’s (if necessary)
• Monitor the work environment for associated or more
  violations
• Make sure my supervisors are empowered to do their
  jobs of keeping EEO violations out of the work
  environment through required training and
  discussions.
• have an open-door policy,
• handling this correctly and keeping the chain of
  command updated. (and confidentiality)

Question 7

EEO F/U

Answer 7

• Investing in our People,
  
  • employees provided training to do the job we’re
    asking them to do, and as a Lieutenant, I will
    take personal responsibility and accountability to
• Ensure our employees are receiving their required
  training, both the online and classroom training, sexual
  harassment, cultural awareness, racial profiling and
  other EEO training, AND
• Remind employees/keep in front of minds
  
  • Informal training opportunities in: briefings, ride-
    along(s), training days, SROVT’s, AND
• Although currently suspended, Utilize the expertise of
  our EEO counselors and EEO investigators to provide
  training

Question 8

EEO closing

Answer 8

• As a Lieutenant, I understand the importance of our EEO policies and I will support them and our goals of keeping the Department free of Sexual Harassment, Discrimination and Equal Employment Opportunities.