Board of Directors Policies (POL) Flashcards
POL 2006-02 HARASSMENT POLICY
It is the policy of the Monterey County Regional Fire District that harassment of an _________ or ________ by a __________, __________ ________ or __-______ on the basis of race, religious creed, color, national origin, ancestry, physical or mental disability, medical condition, marital status, sex, sexual orientation, veteran’s status or age will not be tolerated
…applicant or employee by a supervisor, management employee or co-worker
POL 2006-02 HARASSMENT POLICY
In the Harassment Policy, what harassment will not be tolerated on the basis of..?
- Race
- Religious creed
- Color
- National origin
- Ancestry
- Physical or mental disability
- Medical condition
- Marital status
- Sex
- Sexual orientation
- Veteran’s status
- Age
POL 2006-02 HARASSMENT POLICY
The District’s no tolerance policy for harassing behavior extends to all…
-District-related activities, including off-site activities
POL 2006-02 HARASSMENT POLICY
The District takes allegations of harassment _________ and will ________ and __________ respond to all complaints
- Seriously
- Promptly
- Thoroughly
POL 2006-02 HARASSMENT POLICY
Monterey County Regional Fire prohibits ___________ made against any employee who lodges a ____ _____ _________ of harassment, or who participates in any related investigation
- Retaliation
- Good Faith Complaint
POL 2006-02 HARASSMENT POLICY
Harassment includes but is not limited to…
- Verbal Harassment
- Physical Harassment
- Visual Forms of Harassment
- Sexual Harassment
- “Unintentional” Sexual Harassment
POL 2006-02 HARASSMENT POLICY
WHAT IS AB 1825
California State Law, that is part of the Fair Employment and Housing Act
POL 2006-02 HARASSMENT POLICY
How often will MCRFD members be trained, and on what?
- Once a year
- On POL 2006-02 and AB1825
POL 2006-02 HARASSMENT POLICY
EXAMPLES OF VERBAL HARASSMENT
-Epithets
-Derogatory comments or slurs on the basis of: race
religious creed
color
national origin
ancestry
physical handicap
medical condition
marital status
sex or age
POL 2006-02 HARASSMENT POLICY
EXAMPLES OF PHYSICAL HARASSMENT
- Assault
- Impeding or blocking movement
- Any physical interference with normal work or movement when directed at an individual on the basis of race, religious creed, color, national origin, ancestry, physical handicap, medical condition, marital status, sex or age
POL 2006-02 HARASSMENT POLICY
EXAMPLES OF VISUAL FORMS OF HARASSMENT
- Derogatory posters
- Notices
- Bulletins
- Cartoons
- or drawings on the basis of race, religious creed, color, national origin, ancestry, physical handicap, medical condition, marital status, sex or age
POL 2006-02 HARASSMENT POLICY
DEFINITION OF SEXUAL HARASSMENT
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature which is conditioned upon an employment benefit, unreasonably interferes with an individuals work performance or creates and offensive work environment
POL 2006-02 HARASSMENT POLICY
FALSE ACCUSATIONS
Can have serious effects on innocent men and women. Therefore, false accusations will be treated comparably with actions taken against actual perpetrators of sexual harassment
POL 2006-02 HARASSMENT POLICY
“UNINTENTIONAL” SEXUAL HARASSMENT
Even conduct that is intended to be “innocent” may still constitute sexual harassment if it falls within the terms of this policy
POL 2006-02 HARASSMENT POLICY
EMPLOYEE RESPONSIBILITIES
An employee who perceives the comments or actions of another employee, supervisor or authorized individual to be of unwanted harassment, he or she should communicate to that person that such behavior is _________ and ________.
-unwelcome and unwanted
POL 2006-02 HARASSMENT POLICY
EMPLOYEE RESPONSIBILITIES
TRUE or FALSE: an employee does not waive his/her right to file a complaint, nor is the harasser exonerated, by the employee’s failure or reluctance to immediately communicate that such behavior is unwelcome
-TRUE
POL 2006-02 HARASSMENT POLICY
EMPLOYEE RESPONSIBILITIES
TRUE or FALSE: Employees are required to directly confront any persons who are the source of their harassment or are closely associated with the person who is the source of the harassment
-FALSE
POL 2006-02 HARASSMENT POLICY
EMPLOYEE RESPONSIBILITIES
TRUE or FALSE: Employees are not required to make a reasonable effort to bring forward any allegations of unlawful harassment or discrimination so the District may stop such wrongdoing and prevent future occurrences
-FALSE
POL 2006-02 HARASSMENT POLICY
EMPLOYEE RESPONSIBILITIES
TRUE or FALSE: If the employee feels uncomfortable reporting to the direct supervisor, or if the supervisor is the source of the violation, then the report can be made to the supervisor’s supervisor, Division Chief or the Fire Chief. If these alternatives are not satisfactory to the employee, then direct the report should be directed to the President or any member of the Board of Directors
-TRUE
POL 2006-02 HARASSMENT POLICY
EMPLOYEE RESPONSIBILITIES
What 2 points does the Harass. Policy make in regards to witnesses?
- Any employee witnessing behavior of this type has a responsibility to report it to the appropriate supervisor or manager
- In the event the perpetrator is the witness’s supervisor, the witness should support the party being harassed in reporting the incident to another supervisor, or the parties indicated above
POL 2006-02 HARASSMENT POLICY
SUPERVISOR RESPONSIBILITIES
Upon receipts of a complaint of harassment, a supervisor or manager is required by law to do..?
-determine the validity of the complaint, and take the appropriate action to document the occurrence, eliminate the situation and refer it to the appropriate authorized individual
POL 2006-02 HARASSMENT POLICY
SUPERVISOR RESPONSIBILITIES
Disciplinary action will be taken against any supervisor or manager who…
- fails to respond in the appropriate manner
POL 2006-02 HARASSMENT POLICY
SUPERVISOR RESPONSIBILITIES
Failure of the employer to eliminate such activity subjects the District to…
- liability in civil court action
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
The harassed employee must contact the immediate supervisor within __ days of incident.
The initial contact with immediate supervisor can be ____ or _______
- 10
- Oral or Written
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
So official investigation can proceed, a “_______ and ______” statement of complaint must be submitted to the Duty Chief within _ ____ of the initial report.
- written
- signed
- 3
- days
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
Upon receipt of written complaint, the Duty Chief will do 2 things:
- Notify the Fire Chief
2. Contact person allegedly engaged in harassment
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
When Duty Chief contacts alleged harasser, he must do 2 things:
- Inform alleged person of “basis” of complaint
2. Give them 10 “working” days to respond in writing
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
Upon receipt of response from alleged harasser, the Duty Chief will do 3 things:
- Determine whether harassment occurred
- Notify both parties of his determination
- Inform parties that appeals to his decision shall be made to the Fire Chief or the President of the Board of the Monterey County Regional Fire District
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
If harassment IS determined:
- Appropriate disciplinary action up to and including termination will be taken
- Severity of discipline will be determined by severity/frequency of the offense, and the Fire District’s existing disciplinary procedure
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
What Policy deals with Disciplinary Action?
-POL 2006-10
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
An employee’s failure to report the occurrence of harassment within ten (10) working days will be deemed a…
-voluntary waiver of any district action.
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
TRUE or FALSE: According to our harassment policy, when a timely complaint is under review, failure to file a written complaint within three (3) working days of the initial report will be considered a withdrawal of that report
-TRUE
POL 2006-02 HARASSMENT POLICY
COMPLAINT PROCEDURE
TRUE or FALSE: If the person against whom the complaint of harassment is filed fails to respond to the complaint within ten (10) working days of notification, the complaint will be taken as true, and the appropriate disciplinary measures shall be instituted
-TRUE
POL 2006-02 HARASSMENT POLICY
INVESTIGATING HARASSMENT COMPLAINTS
What are the 7 steps involved in investigating harassment complaints?
- Important considerations
- Processing the complaint
- Investigating the complaint
- Alleged harasser interview
- Witnesses/other relevant persons interview
- Alleged harasser admits behavior
- Alleged harasser denies behavior
POL 2006-02 HARASSMENT POLICY
What forms are found in the “Complaints and Complaint Investigations Policy 2006-05”
- Complaint – Interview Form
- Accused – Interview Form
- Witness/Other Relevant Persons – Interview Form
What policy is POL 2006-04?
The Anti Retaliation Policy
POL 2006-10 Disciplinary Action
According to the policy, the 3 types of “Informal Discipline” are:
- Counseling-employee is made aware of violation verbally. Counseling is documented
- Admonishment-verbally informed that they are in violation and are instructed to comply in the future
- Remedial Training-conducted when a violation was caused primarily by a need for additional training
POL 2006-10 Disciplinary Action
According to the policy, what are the different types of “Formal” or “Negative” Forms of discipline?
- Written Reprimand-shall cite the violation and state that the violator is being formally reprimanded
- Administrative Leave-with pay, pending the investigation of a possible violation of the provision contained in the district policies and SOPs, shall not be considered punitive in nature and is to be used only while the investigation is in process
- Suspension-temporary removal from duties, max 30 days unless extended by Chief. Days off are consecutive and do not include scheduled days off. Alternatives may be offered, such as paying with vacation hours. If relieved, member must surrender all District property until back on duty.
- Salary Reduction and/or Demotion
- Termination
