EEO

Question 0

2. I would first advise the victim of the zero Tollerance and reassure there will be action taken.

Answer 0

3. I would contact the alleged and STOP THE ACTION reminding them also of zero tolerance… And not to retaliate

Question 1

Officer comes to you says her FTO is harassing her and constantly badgers her about her job performance. And she is considering filing a complaint.

Answer 1

1. I fully support the departments zero tolerance policy towards discrimination. There are two types quid pro quo and hostile work environment. The department has a desire to handle it at the lowest possible level. The incident can be handled formally or informally.

Question 2

4. Review officers file and discuss with supervisors for past occurrences

Answer 2

5. Notify chain of command..

Question 3

6. Advise the victim of EAP and offer assistance finding an EEO counselor

Answer 3

7. Explain the right to file a complaint internally or externally (DFEH or federal EEOC)

Question 4

8. explain the right against retaliation and report any events

Answer 4

9. Keep confidential

Question 5

10. Document

Answer 5

11. If there is no victim and just overheard racial jokes; the incident does not appear to rise to level of an adverse action, then 100 form comment, form 2 , memo of Direction…

Question 6

12. If sever enough could lead to AA( written reprimand, suspension, demotion, reduction in pay or dismissal ). Could even lead to criminal charges consult DA

Answer 6

13. Inform victim once the investigation is complete and action taken

Question 7

14. Address EEO at training days, briefing, when118’s are due..

Answer 7

15. Follow up with victim

Question 8

EEO issues have a high potential for civil liability ultimately costing the Department money

Answer 8

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