*Discrimination Prevention Policy Handbook

Question 1

Any questions concerning the discrimination prevention policy should be directed to the _______ or the Fire Commission Office

Answer 1

Professional Standards Division’s EEO Unit

Question 2

______ is treating an individual differently in any employment practice or decision which intentionally or unintentionally results in unequal treatment on the basis of the individual’s membership in a protected class

Answer 2

Discrimination

Question 3

_____ is generally defined as unsolicited and/or unwelcome verbal or physical conduct directed to an individual based on membership in a protected class.

Answer 3

Harassment

Question 4

_____ is a work atmosphere contaminated by a pattern of offensive and unwelcome conduct directed at an individual’s protected class status.

Answer 4

Hostile environment

Question 5

Examples of an action that may create hostile environment based on sexual harassment include negative comments regarding an individual’s age when referring to people ____ and over

Answer 5

40

Question 6

_____ activities are defined as any action taken or situation created in the workplace, which causes or is likely to cause bodily danger, physical harm, or personal degradation or disgrace resulting in physical or mental harm to another member

Answer 6

Hazing

Question 7

Hazing could be activities that disrupt a person’s normal schedule. A normal schedule includes how many reasonably spaced meals per day?

Answer 7

3

Question 8

Complaints of hazing will be promptly investigated by the ______ Division

Answer 8

Professional Standards Division

Question 9

A member who believes he or she has been discriminated against or harassed shall report the situation to who?

Answer 9

Their supervisor

Question 10

Supervisors receiving a complaint for discrimination or harassment shall immediately report and record findings to the _______

Answer 10

Complaint Tracking System.

Supervisors may also consult with Professional Standards Division or the Professional Standard Division’s EEO Unit for guidance

Question 11

True or False?

Even if the member claims they do not want a discrimination or harassment situation documented, supervisors must enter the complaint into the Complaint Tracking System

Answer 11

True

Question 12

True or False?
If a non-supervisory member receives information about alleged discrimination or sexual harassment in confidence from another peer-level member, he or she IS required to disclose that information to a supervisor

Answer 12

False.

He or she is encouraged but is NOT required to disclose that information to a supervisor

Question 13

What are the 5 ways Fire Department members can report discrimination or harassment?

Answer 13

1) complaint tracking system (CTS)
2) immediate supervisor
3) Fire chief and/or Fire commissioners
4) Any chief officer or supervisor
5) EEO Coordinator

Question 14

The _____ Coordinator coordinates investigations into complaints of sexual harassment, discrimination, retaliation and hazing.

Answer 14

EEO

Question 15

In addition to LAFD Discrimination Procedures, The City’s Discrimination Complaint Procedure gives City employees the right to file a discrimination complaint with the City’s ______ Commission

Answer 15

Civil Service

Question 16

Complaints under the City’s Discrimination Complaint Procedure (Not LAFD Procedures) must be filed within how many years of the most recent alleged act of discrimination?

Answer 16

Within 1 year

Question 17

If the complainant does not receive satisfactory resolution of the complaint of discrimination/harassment or does not believe it can be adequately handled at the department level, he or she may submit a discrimination complaint in writing to the Office of ______.

Answer 17

Office of Discrimination Complaint Resolution (ODCR)

Question 18

The _____ investigates discrimination complaints filed with the City’s Civil Service Commission.

Answer 18

Office of Discrimination Complaint Resolution (ODCR)

Question 19

_____ harassment is generally defined as unsolicited, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature directed at a person of the same or of the opposite sex

Answer 19

Sexual

Question 20

What are two types of sexual harassment?

Answer 20

• quid pro quo harassment

* hostile work environment harassment

Question 21

What type of sexual harassment?
_____ harassment occurs when submission to or rejection of unwelcome sexual conduct is used to make an employment decision affecting the complainant, resulting in some tangible injury to the complainant

Answer 21

Quid pro quo

Question 22

Besides filling a complaint within LAFD procedures, a member who believes he or she was sexually harassed may choose to file a complaint through the Personnel Department’s Citywide _______ Counselor.

Answer 22

Personnel Department’s Citywide Sexual Harassment Counselor.

The Counselor can also make preliminary efforts to resolve concerns before a formal complaint is initiated

Question 23

Under the Americans with Disabilities Act (ADA), is an alcoholic a person with a disability?

Answer 23

Yes

Question 24

_______ accommodation is any modification or adjustment to a job, an employment practice, or the work environment that makes it possible for a qualified individual with a disability to experience equal employment opportunity

Answer 24

Reasonable

Question 25

The LAFD’s _________ Coordinator is responsible for ensuring that the Department complies with ADA and FEHA laws. This coordinator is assigned to the Fire Department’s Personnel Services Section.

Answer 25

Reasonable Accommodation Coordinator

Question 26

A member requesting an accommodation due to a disability should simultaneously notify the Supervisor or Commanding Officer and the ______ Coordinator.

Answer 26

Reasonable Accommodation Coordinator

Question 27

Requests for Reasonable Accommodation Forms should be on a Fire Department F-____ and sent via Interdepartmental Mail marked “Confidential”

Answer 27

F-223

Question 28

Who reserves the right to amend, supplement, or rescind any provisions of the discrimination prevention policy handbook?

Answer 28

Board of fire commissioners