EEO Flashcards
The City of Chicago is an equal employment opportunity employer. City and Department policies prohibit discrimination against employees on the basis of the following:
Race, color, sex, age, religion, national origin or ancestry, marital status, parental status, sexual orientation, military service, disability, gender identity, and other classifications protected by law. These policies also prohibit discrimination in the form of harassment of an individual on the basis of a protected classification.
City and Department policies specifically prohibit the following:
Any form of retaliation against an employee for making or filing internal or external charges or complaints of employment discrimination or for cooperating with any internal investigation or mediation of a complaint. Retaliation includes adverse employment actions taken against an individual in whole or in part because that person either filed a charge of discrimination or participated in the investigation or mediation of that charge.
Sexual harassment includes the following:
Any unwelcome sexual advance or request for sexual favors or conduct of a sexual nature when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment. This includes using submission to or rejection of such conduct by an individual as the basis of any employment decision affecting the individual.
Sexual Harassment also includes such conduct when it has the purpose or effect of substantially interfering with the performance of an employee or creates an intimidating, hostile, or offensive work environment. Such conduct includes but is not limited to the following:
Sexually suggestive, harassing or offensive statements; sexually suggestive pictures, drawings, or graffiti; sexually offensive publications; inappropriate gestures, touching or other physical acts; subtle or direct propositions for sexual favors; and using Department communication systems and computers to send or receive offensive statements, graffiti, pictures, or other offensive materials, whether or not linked to an employment decision.
Harassment includes conduct that has the purpose or effect of substantially interfering with the work performance of an employee or creating an intimidating hostile or offensive _________ ___________.
Work environment.
The city and the department will take ____________ and appropriate corrective action when it determines that a violation has occurred.
Immediate
Due to the sensitive nature, all complaints will be investigated with ______, and the __________ of the complaining person and the person _________ of harassment will be _________ to the extent possible.
Care
Privacy
Accused
Respected
Department Employees and employees of third-party contractors working at Department facilities are entitled to bring complaints of employment discrimination to such agencies, to bring internal complaints within the Department as described under ________________.
No provision of this directive shall be construed to prevent any Department member from seeking legal remedy __________ the department.
sexual harassment, or both.
outside
Who is responsible for receiving, mediating, and investigation charges of employment discrimination brought under various federal anti-discrimination statutes.
The Equal Employment Opportunity Commission (EEOC)
A state agency that is responsible for receiving and investigating complaints of employment discrimination under the Illinois Human Rights Act is?
Illinois Department of Human Rights (IDHR)
Who is included in a section of the Chicago Human Rights Ordinance which the city agency responsible for receiving and investigating complaints of employment discrimination?
The Chicago Commission on Human Relations. (CCHR)
Who is the county agency responsible for receiving and investigating complaints of employment discrimination
The Cook County Commission on Human Rights (CCCHR)
A Department member or employee of a third-party contractor working at a Department facility who believes that he or she has been the victim of employment discrimination may bring a complaint to any of the following Department members or offices:
a. ANY CPD supervisor, sworn or civilian;
NOTE: For EEO complaints, Department members and employees of third-party contractors working at Department facilities need NOT first report the complaint to their immediate supervisor delineated in the Department directive entitled “Complaint and Disciplinary Procedures.”
b. the Civilian Office of Police Accountability (COPA);
c. the Office of Legal Affairs (OLA); or
d. the Bureau of Internal Affairs (BIA).
NOTE: When reporting complaints directly to any supervisor or the Office of Legal Affairs, the complainant will immediately provide a written summary of the alleged incident.
The supervisor who first receives the EEO complaint will:
- Initiate the complaint disciplinary process and obtain a Complaint Register (CR) number for all employment discrimination complaints, including, but not limited to, incidents of harassment that come to his or her attention, whether or not a complaint has previously been reported or filed with them;
- Call COPA to report the complaint. Inform the COPA call-taker that the subject complaint is an EEO complaint;
- record the CR number assigned to the matter by the COPA call-taker on the initiation To-From-Subject report, which is submitted to COPA.
- obtain a complaint log number from COPA and specify that it should not be converted into a CR number until the identity of the complainant is ascertained If the EEO complaint is anonymous.
Any supervisor receiving complaints subsequent to an already initiated CR number will contact COPA and prepare a To-From-Subject report using the original CR number and EEO complaint number. This report will only contain information relative to the new allegation. Copies of this report will be forwarded as follows: original to COPA, one copy to BIA, and one copy to the Office of Legal Affairs.
The Bureau of Internal Affairs (BIA) has ____________responsibility for conducting a prompt and thorough investigation of complaints of employment ____________.
Primary
Discrimination
