10.12, EEO Flashcards
According to California law, supervisors are required to receive sexual harassment prevention training at least once every ______ years.
Two
HPM 10.12, Chapter 3
According to California law, newly-promoted supervisors must receive sexual harassment prevention training within ______ months of their assumption of a supervisory position.
Six months
HPM 10.12, Chapter 3
According to California law, supervisors must receive at least _____ hours of sexual harassment prevention training.
Two hours
HPM 10.12, Chapter 3
_____________ is defined as unwelcome sexual advances, requests for sexual favors, and other verbal, physical, or visual contact of a sexual nature.
Sexual harassment
HPM 10.12, Chapter 3
The two types of sexual harassment recognized by the courts are:
1) Quid pro quo
2) Hostile work environment
(HPM 10.12, Chapter 3)
__________ harassment occurs when submission to or rejection of unwelcome sexual conduct by an individual is used as the basis for employment decisions affecting that individual.
Quid pro quo
HPM 10.12, Chapter 3
__________ harassment occurs when sexual conduct unreasonably interferes with an individual’s job performance or creates an intimidating, hostile, or offensive working environment.
Hostile work environment
HPM 10.12, Chapter 3
True or False: employees who feel they are victims of sexual harassment are required to inform the offending individual that their behavior is unwelcome, offensive, in poor taste, or highly inappropriate.
False
HPM 10.12, Chapter 3
What three conditions must be met in order to establish that a hostile work environment (based on sexual harassment) exists?
1) The behavior in question is of a sexual nature
2) The behavior is unwelcome
3) The behavior is severe or pervasive
(HPM 10.12, Chapter 3)
True or False: a single event/incident of harassment is sufficient to constitute a Title VII violation (sexual harassment discrimination).
True (if it is severe enough)
HPM 10.12, Chapter 3
At the time of their annual performance evaluations, employees are required to sign the _______ form, acknowledging that they understand the Department’s sexual harassment policy.
CHP 237A, Sexual Harassment Prevention and Discrimination Policy Admonition
(HPM 10.12, Chapter 3)
The ________ form, which is maintained in the employee’s field personnel folder, is used to document sexual harassment training.
CHP 237, Sexual Harassment Prevention Training Log
HPM 10.12, Chapter 3
The CHP237 and 237A forms are retained in the employee’s field personnel folder for what length of time?
The length of employment
HPM 10.12, Chapter 3
In addition to filing a discrimination complaint internally with the CHP, an employee may file a complaint externally at the state level with ______________.
The California Department of Fair Employment and Housing (DFEH)
(HPM 10.12, Chapter 3)
In addition to filing a discrimination complaint internally with the CHP, an employee may file a complaint externally at the federal level with ______________.
The Equal Employment Opportunity Commission (EEOC)
HPM 10.12, Chapter 3
True or False: all practices, applications, and conditions of the Department’s Equal Employment Opportunity (EEO) program apply to persons with disabilities.
True
HPM 10.12, Chapter 4
The Department is required to make reasonable accommodation to a known physical or mental limitation of an otherwise qualified applicant or employee who is an individual with a disability unless the hiring authority can demonstrate that the accommodation would impose a/an ____________ on its operations.
Undue hardship
HPM 10.12, Chapter 4
A physical or mental impairment does not constitute a disability unless it results in a limitation of one or more ___________.
Major life activities
HPM 10.12, Chapter 4
True or False: federal and state laws allow the Department to make inquiries into an applicant’s medical status/history prior to making a conditional offer of employment.
False
HPM 10.12, Chapter 4
To be unlawful, harassing conduct must create a work environment that would be intimidating, hostile, or offensive to _____________.
A reasonable person
HPM 10.12, Chapter 1
At what age is “age” considered a protected group?
40
HPM 10.12, Chapter 2
___________ are legally identified groups which are specifically protected by statute against employment discrimination.
Protected groups
HPM 10.12, Chapter 2
Protected group status is automatically conferred upon what persons?
1) Recognized minority group members
2) Females
3) Disabled persons
(HPM 10.12, Chapter 2)
___________ is defined as action taken against an individual because the person opposed an alleged unlawful discriminatory practice, filed a complaint, acted as a witness in a complaint investigation, or assisted in the discrimination complaint process, regardless of whether the complaint was founded or unfounded.
Retaliation
HPM 10.12, Chapter 2
It is the Department’s obligation to protect the rights of employees and resolve issues at the __________.
Lowest possible level
HPM 10.12, Chapter 2
True or False: with respect to EEO policy, the term “employee” includes unpaid interns, volunteers, and persons providing services pursuant to a contract.
True
HPM 10.12, Chapter 2
A ___________ is defined as a logical adjustment made to a job and/or the work environment that enables a qualified person with a disability to perform essential duties of his or her position.
Reasonable accommodation
HPM 10.12, Chapter 5
True or False: all employees are entitled to a reasonable accommodation.
False (only persons with disabilities may be considered for a reasonable accommodation)
(HPM 10.12, Chapter 5)
What form must be completed by an employee requesting a reasonable accommodation?
CHP 163, Reasonable Accommodation Request
HPM 10.12, Chapter 5
True or False: employees requesting reasonable accommodation may be required to provide medical information to substantiate the extent of their disability.
True
HPM 10.12, Chapter 5
If a commander requests medical information to substantiate an employee’s claimed disability, the employee must provide such information within _______ days of the request.
21 calendar days
HPM 10.12, Chapter 5
Before an applicant can be considered a qualified person with a disability, they must not pose a __________ to the health and safety of themselves or others.
Direct threat
HPM 10.12, Chapter 5
A ______________ is a significant risk of substantial and imminent harm which cannot be eliminated or reduced to an acceptable level by reasonable accommodation.
Direct threat
HPM 10.12, Chapter 5
A CHP 163, Reasonable Accommodation Request, will be maintained in the employee’s medical file for a period of _________ years from the date of the approved/disapproved request.
Two years
HPM 10.12, Chapter 5
Name the two different levels of internal discrimination complaints.
1) Formal
2) Informal
(HPM 10.12, Chapter 6)
A complainant has ____ months (from the date of the last incident) to file an internal discrimination complaint.
11 months
HPM 10.12, Chapter 6
A list of all EEO counselor names/work telephone numbers __________ (should/shall) be posted at each work location.
Shall
HPM 10.12, Chapter 6
Information regarding a discrimination issue that is handled informally is documented by the EEO counselor on a __________ form.
CHP 612B, Written Report of Inquiry, Informal Discrimination Complaint
(HPM 10.12, Chapter 6)