DPPH Flashcards
The Fire Department (Department) maintains a ______ tolerance policy toward discrimination, harassment and retaliation, which means that the Department may take corrective actions up to and including termination when policy violations occur
ZERO
Members will note that several areas of the Handbook, including the Supervisory Guides, have been significantly updated and that there are now __ parts to the Handbook
5
The ______________________ reserves the right to amend, supplement, or rescind any provisions of this Handbook, as it deems necessary
Board of Fire Commissioners
Every ________ in the Department is responsible for ensuring that the workplace is free of discrimination, harassment, and retaliation, and is expected to avoid any behavior or conduct that could be interpreted as such
Member
The Fire Department (Department) is committed to providing all of its members with a work environment free from
•____________
•____________
•____________
•____________
•discrimination
•harassment
•retaliation
•hazing
In line with this policy, one of our core values states that “we always treat ________ as they desire to be treated”
Others
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 is defined as?
Discrimination
____________ is generally defined as unsolicited and/or unwelcome verbal or physical conduct directed to an individual based on membership in a protected class
Harassment
___________ ___________- is a work atmosphere contaminated by a pattern of offensive and unwelcome conduct directed at an individual’s protected class status
Hostile Environment
_____________ is an adverse employment action taken as a result of a member participating in a protected activity, including “whistleblowing”
Retaliation
For more information on the City’s zero-tolerance policy on hazing, members can refer to Executive Directive __
8
_________ - 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
Hazing
Complaints of hazing will be promptly investigated by the _________________________
Professional Standards Division
He or she should support and encourage the member to address his or her concerns through the various resources available, but a “ ___________” is not required to report the alleged discrimination or harassment
Confidante
_____________ -level members cannot act as confidantes, as they are bound by their responsibility to take prompt and appropriate action, which includes reporting the allegation
Supervisory
O fficers, Managers and Supervisors shall enter all complaints of discrimination they receive onto the _____, even if the member considers their complaint to be “informal” or “unofficial”, does not wish to have it investigated or only wishes to have it documented
CTS
______________ concerning complaints or investigations is maintained to the greatest extent possible in order to prevent embarrassment, further discrimination, harassment, or retaliation. However, cannot be guaranteed.
Confidentiality
Any member may independently report incidents of discrimination and harassment they have personally experienced or witnessed by entering a complaint onto the Fire Department’s _____
CTS
A member may file a discrimination or harassment complaint in writing or verbally with the office of the Fire Chief and/or the ____________________________
Board of Fire Commissioners
Complaints under the City’s Discrimination Complaint Procedure must be filed within __ year of the most recent alleged act of discrimination
1
If the complainant does not receive satisfactory resolution of the complaint 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 Discrimination Complaint Resolution (ODCR)
_____ analysts review, investigate, resolve, and respond to complaints of discrimination filed with state and federal enforcement agencies
EEO
_____________ and ____________ are the best tools for the elimination of sexual harassment in the workplace
Prevention
Education
The Fire Department maintains a ______ tolerance policy for discrimination based on sexual harassment.
Zero
There are __ types of sexual harassment
2
• “quid pro quo”
• “hostile work environment”
Types of sexual harassment:
• “______________”
• “______________”
• “quid pro quo”
• “hostile work environment”
______________ - 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
Quid pro quo
______________ - is based on unwelcome sexual conduct that interferes with an individual’s work performance or creates an intimidating, offensive, or hostile work environment
Hostile work environment
To constitute sexual harassment, these claims do not have to result in economic or serious psychological injury, but they do have to ___________ affect a member’s work environment
Negatively
In determining whether or not a hostile work environment exists, courts use a “___________ ________” or “__________ ________” standard
“Reasonable victim”
“Reasonable person”
LAFD maintains a ______ tolerance policy for retaliation
Zero
The Fire Department’s ____ Coordinator is located in the Professional Standards Division
EEO
The Americans with Disabilities Act of _____ (ADA) and California Fair Employment and Housing Act (FEHA) prohibits ________________ against qualified individuals with disabilities in hiring and in terms and conditions of employment
1990
Discrimination
The Americans with Disabilities Act of 1990 (ADA) and Section ____ of the Federal Rehabilitation Act state that a disability is a physical or mental impairment that substantially limits one or more major life activities, having a record of such an impairment, or being regarded as having such an impairment
504
Additionally, under the law an _________ is a person with a disability
Alcoholic
__________________ - 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
“reasonable accommodation”
“___________ ___________” are the basic duties or tasks of the job
“Essential functions”
________________ - is an action requiring significant difficulty or expense in relation to the size of the employer, resources available and the nature of the operation
“Undue hardship”
_________________ - is required to ensure that the employer and the employee both provide and receive adequate information on which to base an accommodation request
“interactive process”
_________________ - are defined as including walking, seeing, hearing, speaking, breathing, learning and working
“Major life activities”
The Fire Department has __ Reasonable Accommodation Coordinator who is responsible for coordinating all Department member requests for accommodation, from both sworn and civilian members
1
A member requesting an accommodation due to a disability should ______________ notify the Supervisor or Commanding Officer and the Reasonable Accommodation Coordinator
Simultaneously
Note: Requests for Reasonable Accommodation Forms should be on a Fire Department F-____ and sent via Interdepartmental Mail marked “Confidential”
223
An employer must give a disabled employee _____________ over nondisabled candidates for vacant positions, even if the other candidates are more qualified or have more seniority
Preference
If a member’s injury or illness occurred prior to January 1, _____, the member may qualify for vocational rehabilitation
2004
Members suffering from an illness or injury who are expected to be rehabilitated to full unrestricted duty in their civil service class are deemed _____________________________ (TPD)
temporarily partially disabled
These restrictions are usually anticipated for a duration of less than __ months, at which time the member will be able to return to full duty.
6
A maximum duration of a light duty assignment is __ months, however the Department may review a member’s prognosis for return to duty in the event the time frame would be exceeded.
6
Members who have suffered an injury or illness while off-duty, and desire a temporary light duty position, may submit an F-____, through channels, to the Administrative Operations Commander
225
The Light Duty Program for uniformed members is coordinated through the _____ Unit
MLU
In October _____, the City of Los Angeles established the Lactation Accommodation Policy.
2011
