5/101.24 Harassment and or Discrimination

Question 1

What are considered protected classes in Department Policy?

Answer 1

Race, color, religion, sex, national origin, age, genetic information, disability, workers compensation status, family medical leave, military service, sexual orientation, gender identity or expression and political affiliation.

Question 2

What protected class is not protected in Federal and Nevada State Law?

Answer 2

Political affiliation is not a protected class as defined by Federal or State law, but is considered a protected class by the LVMPD.

Question 3

Who handles complaints regarding Discrimination or Harassment?

Answer 3

The Employment Diversity Section (EDS) within the Internal Affairs Bureau (IAB) is responsible for planning, developing, implementing and maintaining an employment diversity program; receiving internal complaints and inquiries regarding harassment and/or discrimination issues; and receiving accommodation requests regarding religion.

Question 4

Discrimination is?

Answer 4

An act, practice, or pattern of behavior based on an individual’s race, color, religion, sex, national origin, age, genetic information, disability, military service, sexual orientation, gender identity or expression, or political affiliation which has an adverse impact on an individual or identifiable group compared to the impact of members of other identifiable groups.

Question 5

Harassment is?

Answer 5

Any conduct based on an individual’s race, color, religion, sex, national origin, age, genetic information, disability, military service, sexual orientation, gender identity or expression, or political affiliation that has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

Question 6

Sexual Harassment is?

Answer 6

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, or work performance, or could create a hostile work environment.

Question 7

What are the 13 Protected Classes?

Answer 7

Race, 
Color 
Religion
Sex, 
National origin 
Age 
Genetic information 
Disability 
Workers compensation status
Family Medical Leave, 
Military service 
Sexual orientation 
Gender identity or expression
Political affiliation

Question 8

Conflict Resolution is?

Answer 8

A wide range of processes for alleviating or eliminating sources of conflict, utilizing a third neutral party, which includes fostering communication among disputants and problem solving to find a mutually satisfying scenario for all parties involved.

Question 9

LVMPD uses what type of standard to determine if a victim feels offended or not?

Answer 9

Reasonable Person Standard

Question 10

How often must Supervisors train in dealing with Discrimination/ Harassment.

Answer 10

“Mandatory biennial training for all supervisors.”

(Every other year)

Question 11

What must a Supervisor do to prevent acts of discrimination?

Answer 11

1. Monitoring the work environment on a daily basis.
2. Refraining from participation in, or encouragement of actions.
3. Counseling all members on the types of behavior prohibited.
4. Stopping any observed acts that may be considered harassment.
5. Taking immediate action
6. Reporting all complaints of harassment and/or discrimination to the EDS, whether witnessed or reported, formally or informally.

Question 12

What sources are used to report Harassment/ Discrimination?

Answer 12

In person
Mail
Email
Telephone

Question 13

What are alternative methods used to resolve Harassment and Discrimination?

Answer 13

Mediation
Conflict resolution (3rd Neutral Party)
Internal Affairs Bureau
(Used when reported conduct is not based on a protected class as defined by Federal and State law or department policy - but still warrants resolution)

Question 14

What is Disparate Treatment?

Answer 14

A member is intentionally treated differently from other similarly situated members based on that member belonging in one or more of the protected classes (race, color, religion, sex, national origin, age, genetic information, disability, military service, sexual orientation, gender identity or expression, or political affiliation). This is distinguished from the concept of “adverse impact”, which may be unintentional and applies to a protected group rather than an individual.

Question 15

How many days does an Employee have to file within te last incident?

Answer 15

300 days of the last incident.

Question 16

An employee comes to you about religious accommodations what do you do?

Answer 16

Notify the EDS Director of the request for a religious accommodation by a member in a timely manner to begin the formal interactive process.

Question 17

When a complaint of Harassment/Discrimination generated how will it be dealt with

Answer 17

P T I E

Prompt, thoroughly, impartially, equitably