DHSMV Policy Flashcards
Which statute covers Affirmative Action and equal employment opportunity? (DHSMV 3.01)
F.S.S 110.112
Which statute covers Preference in Employment, reemployment, promotion and retention? (DHSMV 3.01)
F.S.S 110.2135
Which statute is the Florida Civil Rights Act? (DHSMV 3.01)
Chapter 760 Part 1
Which state statute is the Florida Administrative Code? (DHSMV 3.01)
Chapter 60L-36
Which executive order was issued un reference to Ethics, Open Government, and Preventing Sexual Harassment? (DHSMV 3.01)
Executive Order 19-11 (issued on 01/08/2019)
_______ is designed to increase representation in jobs with a low representation of minorities in relation to their availability in the relevant labor market. (DHSMV 3.01)
Affirmative Action
(Executive Order 10925 John F Kennedy 1961)
________is further defined asPositive steps taken by an employer
which contribute toward greater employment opportunities for minorities,
females, the elderly, and the disabled.” (DHSMV 3.01)
Affirmative Action
_______ has been designated by the Executive Director to act as the Affirmative Action/ Equal Employment Opportunity Officer(AA/EEO) (DHSMV 3.01)
Chief of the Bureau of Personnel Services
__________ Positive steps taken by an employer
which contribute toward greater employment opportunities for minorities,
females, the elderly, and the disabled.” (DHSMV 3.01)
Employment Practices
_____________= Ensures all qualified individuals the right
to work and to advance only on the basis of objective, job-related merits, which
measure knowledge, skills and abilities to perform a particular job. EEO is
required by federal and state law. (DHSMV 3.01)
Equal Employment Practices
___________= Groups of individuals shielded against employment
discrimination based on their gender, sexual orientation, race, color, religion,
national origin, ethnicity, age, disability, marital status, veteran status, or any
other class protected under Florida or federal law (DHSMV 3.01)
Protected Classes
__________, as AA/EEO Officer, will
periodically provide the Executive Director and division directors with progress
reports on AA/EEO accomplishments and analysis of employment practices,
along with recommendations for any corrective action needed. (DHSMV 3.01)
The Chief of the Bureau of Personnel Services,
_________A Member or an applicant for employment with the department
alleging unlawful discrimination. (DHSMV 3.05)
Complainant
**_________ – Severe and persistent unwelcome comments or
conduct (including sexual harassment) based on age, race, color, gender, sexual
orientation, religion, national origin, disability, veteran status, marital status, or on
any other legally protected characteristic, that unreasonably interferes with a
member’s or a group of members’ work performance. (DHSMV 3.05) **
Hostile Work Environment
____________ – The Chief of Personnel Services or designee and the General
Counsel or designee have been designated by the Executive Director to receive,
assess, and facilitate resolution of claims of discrimination. (DHSMV 3.05)
Intake Officer
________ – Section within the Bureau of Personnel
Services designated to assist complainants with questions about unlawful
discrimination, provide information to the Intake Officer and the Inspector
General as needed, track the filing of claims of unlawful discrimination, assist
with ensuring their prompt and proper handling, and keep a record of their
ultimate resolution. (DHSMV 3.05)
Office of Employee Relations (OER)
__________ – Change in the work
environment which results in an equal employment opportunity for an individual
with a disability. An accommodation is not reasonable if it would fundamentally
alter the nature of the Department’s mission, cause significant difficulty or
expense, or otherwise impose an undue hardship. (DHSMV 3.05)
Reasonable Accommodation for Medical Reasons
________ – Changes in the work
environment made to accommodate a member’s sincerely held religious belief,
practice, or observance that conflicts with a work requirement. An
accommodation is not reasonable if it would fundamentally alter the nature of the
Department’s mission, cause significant difficulty or expense, or otherwise
impose an undue hardship. (DHSMV 3.05)
Reasonable Accommodation for Religious Reasons
_________________ – Type of unlawful discrimination consisting of unwelcome
sexual advances, requests for sexual favors, and other oral, written, or physical
conduct of a sexual nature, including displays of sexually-oriented images, when
this conduct explicitly or implicitly affects an individual’s employment and unreasonably interferes with an individual’s work performance or creates a
hostile work environment. (DHSMV 3.05)
Sexual Harassment
____________ – Actions that create barriers, deny access, make
employment decisions, or create a hostile work environment on the basis of age,
race, color, sex, pregnancy, gender identity, sexual orientation, religion, national
origin, disability, veteran status, marital status, genetic information, or on any
other basis protected under the law. (DHSMV 3.05)
Unlawful Discrimination
The department will provide initial education(Discrimination) to new members no later than _______days
after the start of employment through new member training courses. (DHSMV 3.05)
30 days
The new
member training courses address claims of discrimination, including sexual
harassment, and are required to be completed by the new member no later than________ from the course assignment date. (DHSMV 3.05)
30 days
Recurring mandatory training will be provided to all members on an annual basis
thereafter, and are required to be completed no later than __________ from course assignment date. In addition, the department will provide specific training for
supervisors. (DHSMV 3.05)
90 days
Upon receipt of a claim of unlawful discrimination, the department will _________ while maintaining the greatest degree of confidentiality possible. (DHSMV 03.05)
initiate a prompt review