DPPH

Question 1

TRUE OR FALSE: Members shall refrain from referring to the DPPH as Book 90.

Answer 1

TRUE, they shall refrain from referring to the Handbook as Book 90 and shall discard any existing Book 90 contents and replace them with this updated version of the Handbook

Question 2

There are now ___ parts to the DPPH.

Answer 2

5 parts

1) LAFD Discrimination Prevention Policy and Complaint Procedures
2) LAFD Sexual Harassment Prevention Policy and Complaint Procedures
3) LAFD Disability and Reasonable Accommodation Policy and Accommodation Request Procedures
4) LAFD Lactation Accommodation Policy
5) Appendixes

Question 3

Who reserves the right to amend, supplement or rescind any provisions of the DPPH?

Answer 3

The Board of Fire Commissioners

Question 4

The Department maintains a ____________ policy toward discrimination, harassment and retaliation.

Answer 4

Zero tolerance policy. This means that the Department may take corrective actions up to and including termination when policy violations occur

Question 5

Who is responsible for ensuring that the workplace is free from discrimination, harassment, and retaliation and is expected to avoid any behavior or conduct that could be interpreted as such?

Answer 5

Every member

Question 6

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

Answer 6

Discrimination

Question 7

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

Answer 7

Harassment

Question 8

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

Answer 8

Hostile environment

Question 9

___________ is an adverse employment action taken as a result of a member participating in a protected activity, including “whistleblowing.”

Answer 9

Retaliation

Question 10

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

Answer 10

Hazing activities

Question 11

Complaints of hazing will be promptly investigated by _______________.

Answer 11

The Professional Standards Division

Question 12

TRUE OR FALSE: Officers, Managers and Supervisors who become aware of discriminatory conduct have the obligation to immediately report the harassment.

Answer 12

TRUE, even if the occurrence is not directly within their regular line of supervision or responsibility

Question 13

What should a member who believes that he or she has been subjected to derogatory comments, inappropriate gestures, or actions of a sexual nature by another member or supervisor?

Answer 13

That member is encouraged to communicate to the person that such behavior is offensive or unwelcome

Question 14

Most agencies allow up to a ______ filing period from the date of the most recent alleged harassment.

Answer 14

One-year filing period

Question 15

If a non-supervisory member receives information about alleged discrimination or sexual harassment from another peer-level member, he or she is _______________ to disclose that information to a supervisor.

Answer 15

He or she is encouraged but is not required

Question 16

Officers, Managers and Supervisors shall enter all complaints of discrimination onto what?

Answer 16

Onto the Complaint Tracking System

Question 17

Fire Department members are encouraged to use the internal process for reporting discrimination or harassment. What are the 5 internal procedures that may be used by any member to repot experiencing or witnessing acts of discrimination and harassment, including hazing and retaliation?

Answer 17

1) Complaint Tracking System (CTS)
2) Immediate Supervisor
3) Fire Chief and Fire Commission
4) Any Chief Officer and Supervisor
5) EEO Coordinator

Question 18

_________________ is generally defined as unsolicited, unwelcome sexual advances, requests for sexual favors, and other verbal o physical conductor a sexual nature directed at a person of the same or of the opposite sex.

Answer 18

Sexual harassment

Question 19

There are ____ types of sexual harassment.

Answer 19

Two types

1) Quid pro quo
2) Hostile work environment

Question 20

The EEOC considers that a hostile work environment is created by _______________.

Answer 20

By a pattern of offensive conduct

Question 21

What is the typical profile of a sexual harasser?

Answer 21

There is no typical profile of a sexual harasser

Question 22

Under the law, is an alcoholic a person with a disability?

Answer 22

Yes

Question 23

A _______________ is any modification or adjustment to a job, an employment practices, o the work environment that makes it possible for a qualified individual with a disability to experience equal employment opportunity.

Answer 23

Reasonable accommodation

Question 24

How are reasonable accommodation requests evaluated?

Answer 24

They require that evaluations be made on a case-by-case basis with attention to the unique features of each case

Question 25

Who is responsible for coordinating all Department member requests for accommodation, from both sworn and civilian members?

Answer 25

The Departments Reasonable Accommodation Coordinator

Question 26

A ___________ is a position that is unauthorized and unfunded, where member who have been off duty and have been cleared by their treating physician to return to work with medical/physical restrictions.

Answer 26

A light duty assignment

Question 27

A maximum duration of a light duty assignment is _______.

Answer 27

6 months

Question 28

When did the City of Los Angeles establish the Lactation Accommodation Policy?

Answer 28

October 2011

Question 29

The Lactation Accommodation Policy promotes what?

Answer 29

Promotes a work environment that is supportive of breastfeeding members who wish to continue nursing their children when they return to work

Question 30

The Fire Department is committed to providing a work environment in which all individuals are treated with _______ and __________.

Answer 30

Respect and professionalism

Question 31

The Department maintains a zero tolerance policy toward discrimination, harassment and retaliation, which means the Department may take ________ up to and including termination when policy violations occur.

Answer 31

Corrective actions

Question 32

One of our core values states that “We always treat others as ______ desire to be treated.”

Answer 32

As they desire to be treated

Question 33

Hostile environment includes negative comments regarding an individual’s age when referring to people ___ and over

Answer 33

40 and over

Question 34

For more information on the City’s zero-tolerance policy on hazing, members can refer to Executive Directive ___ and the related posting.

Answer 34

Executive Directive 8

Question 35

The Department’s EEO Coordinator is located ___________________.

Answer 35

In the Professional Standards Division

Question 36

Who coordinates investigations into complaints of sexual harassment, discrimination, retaliation and hazing.

Answer 36

The EEO Coordinator

Question 37

A member who has need of a lactation accommodation should inform her supervisor and/or the _________________ and discuss any relevant workload or scheduling issues.

Answer 37

Fire Department’s Reasonable Accommodation Coordinator