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Ag Managment > Diversity > Flashcards

Diversity Flashcards

1
Q

5/101.24 Harassment and/ or Discrimination

Political affiliation is __________ a protected class as defined by federal or state law, but is considered a ___________ by the department.

However, this _________ supersede LVMPD 4/103.16, political activities.

A

Not
Protected Class
Does Not

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2
Q

5/101.24 Harassment and/ or Discrimination

Employment Diversity Section (EDS):

Is responsible for planning, developing, implementing and maintaining an employment _____________; receiving internal complaints and inquiries regarding _________ and/or ___________; and receiving accommodation requests regarding religion.

A

Diversity Program
Harassment
Discrimination Issues

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3
Q

5/101.24 Harassment and/ or Discrimination

Employment Diversity Section (EDS):

When conducting an investigation relative to harassment or discrimination, members of the EDS will be considered as _________ of the _________ and will function _________ regard to ________ or __________.

A 
Agents
Sheriff
Without
Rank
Classification
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4
Q

5/101.24 Harassment and/ or Discrimination

PREVENTION

Every supervisor has the responsibility to prevent acts of harassment and/or discrimination, which includes:

Reporting ______ complaints of harassment and/or discrimination to the _______, whether _________ or ________, _________ or _____________.

A 
All 
EDS
Witnessed
Reported
Formally 
Informally
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5
Q

5/101.24 Harassment and/ or Discrimination

ACCEPTING COMPLAINTS

Complaints will be accepted from any ________, whether in person, by mail, electronic mail or by _________. It is not a requirement that the reporting member be the intended target of the offensive conduct

A

Source

Telephone

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6
Q

5/101.24 Harassment and/ or Discrimination

ACCEPTING COMPLAINTS

Witnessing offensive behavior between other members may be grounds for ______ a ________.

A

Filing

Complaint

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7
Q

5/101.24 Harassment and/ or Discrimination

ACCEPTING COMPLAINTS

Complaints that do not address diversity issues will be directed to alternate forms of resolution. The following alternate forms of resolution are available:

a. Mediation.
b. _________ Resolution.
c. _______________ - Used when reported conduct is not based on a protected class as defined by _______ and _______ or department policy - but still warrants resolution.

A

Conflict
Internal Affairs Bureau (IAB)
Federal
State law

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8
Q

5/101.24 Harassment and/ or Discrimination

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 a negative effect on an individual or identifiable group compared to the impact on members of other groups. Discrimination is further broken down into adverse impact and disparate treatment.

A

Discrimination

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9
Q

5/101.24 Harassment and/ or Discrimination

Employment practices that appear neutral but have a disproportionately negative effect on members of a protected class (race, color, religion, sex, national origin, age, genetic information, disability, military service, sexual orientation, gender identity or expression, or political affiliation). The adverse impact may be unintentional. Examples of Adverse Impact include: (a substantially different rate of selection in hiring, promotion or other employment decision which works to the disadvantage of members of a protected class).

A

Adverse Impact

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10
Q

5/101.24 Harassment and/ or Discrimination

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.

A

Disparate Treatment

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11
Q

5/101.24 Harassment and/ or Discrimination

Complaint Process

Complainant will:

  1. Contact any ________, _____, or the ____, to seek assistance in filing a complaint of discrimination, harassment (sexual or otherwise) or retaliation.
  2. Forward a written complaint (e-mail, memorandum, or Statement of Complaint) to the EDS Director, including all pertinent information relative to the alleged discrimination or harassment within _____ days of the last incident. Exception: Uniform Service Employment Re-Employment Rights Act of 1994 (USERRA) has no statute of limitation.
A

Supervisor
EDS
IAB
300 days

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12
Q

5/101.24 Harassment and/ or Discrimination

Complaint Process

Supervisors/Person Contacted will:

Assist any member with a complaint of discrimination or harassment, in __________ and ______ the complaint with the EDS.

A

Documenting

Filing

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13
Q

5/101.24 Harassment and/ or Discrimination

RELIGIOUS ACCOMMODATIONS REQUESTS

Requestor will:

Notify the__________ and/or _________ supervisor of the need for a religious accommodation in a timely manner to begin the formal interactive process.

A

EDS Director

Immediate

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14
Q

5/101.24 Harassment and/ or Discrimination

RELIGIOUS ACCOMMODATIONS REQUESTS

Supervisor will:

Notify the __________ of the request for a religious accommodation by a member in a _______ manner to begin the formal interactive process.

A

EDS Director

Timely

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15
Q

5/101.24 Harassment and/ or Discrimination

CONFIDENTIALITY

All complaints and investigations, whether handled by the EDS, IAB, or the bureau/area command, will remain strictly ___________.

A

Confidential

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16
Q

5/101.24 Harassment and/ or Discrimination

CONFIDENTIALITY

Information regarding matters of __________ and/or ______________ will only be released by the IAB _______ EDS ________ or the IAB ____________ at the direction of General Counsel.

A 
Harassment
Discrimination
Lieutenant
EDS
Commander
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17
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

TYPES OF INVESTIGATIONS

____________ - Conducted to determine the nature of the complaint; they are not considered formal investigations.

A

Citizen Contact/Preliminary Inquiry

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18
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

TYPES OF INVESTIGATIONS
______________ – Disputes concerning the methods and procedures used by the department to provide various services. A customer service dispute is investigated by a supervisor with the goal of explaining and educating the complainant as to the operations of the department as well as improving service delivery by the department. A customer service dispute is not an allegation that involves a violation of department policy or violation of law.

A

Customer Service Dispute

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19
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Internal Investigation Findings
Investigations conducted by the department upon completion are given findings by IAB as follows:

__________ - Investigation established that misconduct occurred.

A

Sustained

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20
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Internal Investigation Findings
Investigations conducted by the department upon completion are given findings by IAB as follows:

_________ - Investigation failed to produce sufficient evidence to clearly prove or disprove the allegation.

A

Not Sustained

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21
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Internal Investigation Findings
Investigations conducted by the department upon completion are given findings by IAB as follows:

__________ – The act complained of conduct did not occur.

A

Unfounded

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22
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Internal Investigation Findings
Investigations conducted by the department upon completion are given findings by IAB as follows:

____________ - The act complained of did occur, but it was justified, legal, and proper.

A

Exonerated

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23
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Internal Investigation Findings
Investigations conducted by the department upon completion are given findings by IAB as follows:

__________ - Misconduct occurred but was not a part of the original complaint.

A

Misconduct Not Based on Complaint

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24
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Internal Investigation Findings
Investigations conducted by the department upon completion are given findings by IAB as follows:

__________ - The act did occur and was in compliance with department policy; however, the determination is the allegation of misconduct could have been prevented had policy been more clear or complete.

A

Policy Failure

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25
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

RECEIPT OF COMPLAINTS

Complaints will be accepted from any ______ and will be received with a minimum of ____________ to the complainant.

A

Source

Inconvenience

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26
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

RECEIPT OF COMPLAINTS

_________ complaints will be evaluated by IAB to determine the extent to which they should be investigated.

A

Anonymous

27
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

RECEIPT OF COMPLAINTS

Complaints of _________ and ____________ will be documented on an SOC and forwarded to the Director of the EDS.

A

Harassment

Discrimination

28
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

RECEIPT OF COMPLAINTS

All ______ complaints against department employees will be documented on an SOC and forwarded directly to _____ for review and assignment for investigation. Not all ______ contacts will rise to the level of an SOC.

A

Other
IAB
Citizen

29
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Supervisor Receiving or Initiating a Complaint will:

Interview the complainant to determine the facts and circumstances of the alleged misconduct. If the complaint is not an allegation that involves a violation of department ______ or violation of _____, handle the matter as a _________________. If it ______ involve a violation of LVMPD policy or law, an SOC _______ opened.

A 
Policy
Law
Customer service dispute
Does
Will be
30
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

If the complaint only involves the complainant’s disagreement with an established and proper department policy, procedure, rule, regulation, law, or practice a supervisor conducting the inquiry will:

  • _______ to the complainant department policy, procedure, rule, regulation, law, or practice and how the issue ________ rise to misconduct.
  • Document the discussion in _________ as a _________.
A

Explain
Does not
Blue Team
Citizen contact

31
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

INVESTIGATIONS OF MAJOR and MINOR ALLEGATIONS

Investigative Timelines

All ________ investigations should be completed within _______ . Any delays must be approved by the IAB _______ via a Request for an Extension.

A

Internal
90 days
Lieutenant

32
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

The Conflict Resolution Program (CRP) - is a cooperative effort between LVMPD, the Clark County Neighborhood Justice Center (CCNJC), and the CRB to provide a method of resolution of some complaints alleged against employees by citizens or other employees. The process is _________ and ________ result in discipline.

A

Non-judgmental

Will not

33
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Conflict resolution will not be used more than _______ with the same complainant unless ________ to by all parties involved in the dispute.

A

One time

Agreed

34
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Upon the return of the investigation from IAB, contact the complainant and discuss the case. A date will be set within _______ for a conflict resolution/mediation meeting to occur.

A

21 Days

35
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

The following guidelines apply to mediation:

The mediation may not be _________. It is recommended that _________ is worn, but the duty uniform of the day is acceptable. If the officer chooses mediation at the CCNJC, weapons must be secured at their facility as no participant may be _______.
The employee may have a ____________ accompany them to the mediation as a non-participatory employee.

A

Recorded
Civilian attire
Armed
Representative

36
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

The following guidelines apply to mediation:

The employee and the complainant must both _____ to the mediation. Employees must conduct themselves in accordance with department _______. Overtime _______ authorized.

A

Agree
Values
Will not

37
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

A mediation attempt will be deemed:
_____________ - if the complainant is intentionally disruptive or uncooperative to the degree that the process cannot be facilitated or if the complainant agrees to mediation but fails to complete the process.

A

Completed

38
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

A mediation attempt will be deemed:
______________ - if the employee is intentionally disruptive or uncooperative to the degree that the process cannot be facilitated, or commits a serious violation of department policy during the process.

A

Unsuccessful

39
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

_______ – The department’s burden of proof for internal investigations is that of clear and convincing evidence. Therefore, before an employee may be held accountable for their conduct, the investigation must demonstrate that the conduct was substantially more likely than not to have occurred. This is a stricter burden of proof than preponderance of evidence; however, it is a lesser requirement than proof beyond a reasonable doubt.

A

Burden of Proof

40
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

Investigation of Minor Allegations by a Bureau/Area Command level

Review the SOC received from IAB and assign the case for investigation, completion and return to IAB within ________. Any delays in completing the bureau level investigation within 30 days must be approved by the IAB __________ and a request for an extension made.

A

30 days

Lieutenant

41
Q

5/101.26 MAINTENANCE OF VALUES AND ETHICS

BUREAU/AREA COMMAND INVESTIGATIONS WITH SUPERVISORY INTERVENTION

__________________ may be used when allegation(s) are minor in nature, not a line item in the discipline matrix and would best be addressed through coaching, counseling, mentoring, mediation, or any component of the Early Identification and Intervention Program.

A

Supervisory intervention

42
Q

5/101.51 EARLY IDENTIFICATION AND INTERVENTION PROGRAM (EIIP)

___________ is the LVMPD’s non-disciplinary approach to addressing employee performance problems. EIIP is considered a Department of Justice (DOJ) best practice of police ___________ and is also a Commission on Accreditation for Law Enforcement Agencies (CALEA) requirement.

A

Early Identification and Intervention Program (EIIP)

Administration

43
Q

5/101.51 EARLY IDENTIFICATION AND INTERVENTION PROGRAM (EIIP)

EIIP’s primary responsibility is to identify ______ and _______ in employee _________ before they become realized risks and liabilities for the department and the employee.

A

Trends
Patterns
Behavior

44
Q

5/101.51 EARLY IDENTIFICATION AND INTERVENTION PROGRAM (EIIP)

EIIP is designed to track various indicators and provide chains of command early identification of officers whose performance indicates emerging problems. This is done so that supervisors can __________ in a _________ way and address these trends or patterns before they turn into employee ___________.

Any supervisory action taken to this end is ______, flexible, and __________.

A 
Intervene
Productive
Misconduct
Informal
Confidential
45
Q

5/101.51 EARLY IDENTIFICATION AND INTERVENTION PROGRAM (EIIP)

First line supervisors will review their employees’ Blue Team dashboard on a ______ basis and respond to EIIP Alerts in Blue Team within _____ calendar days of the chain receiving an EIIP Alert email notification.

A

Monthly

14

46
Q

5/101.51 EARLY IDENTIFICATION AND INTERVENTION PROGRAM (EIIP)

EIIP Alerts ________ be documented in Contact Reports

A

Will not

47
Q

5/101.51 EARLY IDENTIFICATION AND INTERVENTION PROGRAM (EIIP)

First Line Supervisor Will:

Meet __________ with employee to discuss the Alert.
If no pattern or concern exists after face to face meeting, complete EIIP Alert in _________ and forward Alert to second line supervisor for approval within _____ calendar days of the chain receiving an EIIP Alert email notification.

A

Face to Face
Blue Team
14

48
Q

5/101.51 EARLY IDENTIFICATION AND INTERVENTION PROGRAM (EIIP)

First Line Supervisor Will:

If a pattern or concern _____, consult with second line supervisor to determine appropriate course of action.
Complete EIIP Alert in Blue Team indicating what ___________ was taken and forward it to second line supervisor within 14 calendar days of the chain receiving an EIIP Alert email notification.

A

Exists

Remedial action

49
Q

5/101.52 CRIMINAL VIOLATIONS BY LAW ENFORCEMENT EMPLOYEES

PROCEDURE

Any citizen desiring to report a criminal violation involving a department member will be referred to the employee’s area _________, a watch commander, bureau/area commander or the Criminal Investigations Section.

A

Lieutenant

50
Q

5/101.52 CRIMINAL VIOLATIONS BY LAW ENFORCEMENT EMPLOYEES

PROCEDURE

LVMPD members, civilian or commissioned, will immediately advise their _______ of a citizen desiring to report a criminal violation involving a law enforcement ________ (regardless of the agency of employment). The supervisor will immediately notify the ______________ or the Criminal Investigations Section to determine what, if any, enforcement action is required.

A

Supervisor
Employee
Watch Commander

51
Q

5/101.52 CRIMINAL VIOLATIONS BY LAW ENFORCEMENT EMPLOYEES

PROCEDURE

The Sheriff will be notified, through the ___________ as soon as practical, of any member of this department or any other law enforcement agency that is charged with or accused of a criminal violation (including any arrest or ______________, except for minor traffic violations).

A

Chain of Command

Misdemeanor citation

52
Q

5/101.52 CRIMINAL VIOLATIONS BY LAW ENFORCEMENT EMPLOYEES

PROCEDURE

Immediate Supervisor Will:

Upon notification, immediately advise the ___________ if the incident is in progress or has just occurred.

A

Watch Commander

53
Q

Preventing Discrimination and Harassment Handbook

It shall be an unlawful employment practice for an employer - to fail or
refuse to hire or to discharge any individual, or otherwise to discriminate
against any individual with respect to his compensation, terms, conditions,
or privileges of employment, because of such individuals race, color,
religion, sex, or national origin; or to limit, segregate, or classify his
employees or applicants for employment in any way which would deprive
or tend to deprive any individual of employment opportunities or otherwise
adversely affect his status as an employee, because of such individuals race,
color, religion, sex, or national origin.

A

Civil Rights Act of 1964

54
Q

Preventing Discrimination and Harassment Handbook

The terms ‘because of sex’ or ‘on the basis of sex’ include, but are not limited
to, because of or on the basis of pregnancy, childbirth, or related medical
conditions; and women affected by pregnancy, childbirth, or related medical
conditions shall be treated the same for all employment-related purposes,
including receipt of benefits under fringe benefit programs, as other persons
not so affected but similar in their ability or inability to work, and nothing
in section 703(h) of this title shall be interpreted to permit otherwise. This
subsection shall not require an employer to pay for health insurance benefits
for abortion, except where the life of the mother would be endangered if the
fetus were carried to term, or except where medical complications have
arisen from an abortion: Provided, that nothing herein shall preclude an
employer from providing abortion benefits or otherwise affect bargaining
agreements in regard to abortion.

A

Pregnancy Discrimination Act of 1978 (PDA)

55
Q

Preventing Discrimination and Harassment Handbook

It shall be unlawful for an employer to fail or refuse to hire or to discharge
any individual or otherwise discriminate against any individual with respect
to his compensation, terms, conditions, or privileges of employment,
because of such individual’s age; to limit, segregate, or classify his
employees in any way which would deprive or tend to deprive any
individual of employment opportunities or otherwise adversely affect his
status as an employee, because of such individual’s age; or to reduce the
wage rate of any employee in order to comply with this chapter.

A

Age Discrimination in employment act of 1967 (ADEA)

56
Q

Preventing Discrimination and Harassment Handbook

No covered entity shall discriminate against a qualified individual with a
disability because of the disability of such individual in regard to job
application procedures, the hiring, advancement, or discharge of employees,
employee compensation, job training, and other terms, conditions, and
privileges of employment.

A

Americans with Disabilities Act of 1990 (ADA)

57
Q

Preventing Discrimination and Harassment Handbook

FMLA requires that an employer provide leaves of absence for the birth or
adoption of a child, for the care of a seriously ill family member, or for an
employee’s own serious health conditions. It applies to all employers with
50 or more employees and is available to employees who have been
employed by the employer for at least twelve months and have at least 1,250
hours worked in the 12-month period preceding the leave.

A

The Family and Medical Leave Act of 1993 (FMLA)

58
Q

Preventing Discrimination and Harassment Handbook

A substantial different rate of selection in hiring, promotion, or other
employment decision which works to the disadvantage of members of a race,
sex, or ethnic group.

A

Adverse Impact

59
Q

Preventing Discrimination and Harassment Handbook

Disparate or different treatment occurs when an employer treats an
individual less favorably than other similarly situated individuals BECAUSE
of their race, color, religion, sex, or national origin.

A

Disparate Treatment

60
Q

Preventing Discrimination and Harassment Handbook

Offensive verbal or physical conduct that is directed at an individual because
of his/her RACE, COLOR, RELIGION, NATIONAL ORIGIN, SEX, AGE
or ORIENTATION which is continuous, frequent, repetitive and part of an
overall pattern.

A

Harassment

61
Q

Preventing Discrimination and Harassment Handbook

Hostile, intimidating or offensive verbal or physical conduct that is based on
RACE, COLOR, RELIGION, NATIONAL ORIGIN, GENDER, AGE or
ORIENTATION that is sufficiently severe or pervasive to alter the
conditions of an individuals employment or creates an abusive working
environment.

A

Hostile Work Environment

62
Q

Preventing Discrimination and Harassment Handbook

An employee relying upon apparent or actual authority that extorts sexual
consideration from an employee by threatening to withhold a tangible benefit
such as continuing employment, a promotion or increase in wages. This
harassment can be expressed or implied.

A

Quid Pro Quo Harassment

63
Q

Preventing Discrimination and Harassment Handbook

The unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature.

A

Sexual Harassment

Ag Managment (6 decks)

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