Employment Diversity Section

Question 1

It is the policy of this department that employees have the right to work in an environment free of unlawful _____, _____, and _____ from any members of the department based on the employee’s race, color, religion, sex, national origin, age, genetic information, disability, military service, sexual orientation, gender identity or expression (including non-binary), pregnancy, workers compensation status, family medical leave, political affiliation protected by federal and state laws, and/or any other class protected
by state or federal law.

Answer 1

Harassment
Discrimination
Retaliation

Question 2

LVMPD is committed to fostering, cultivating, and preserving a culture of _____ and _____.

Answer 2

Equity
Diversity

Question 3

All employees of LVMPD have a responsibility to foster respectful _____, _____, and _____ and will conduct themselves in a professional manner.

Answer 3

Communication
Cooperation
Teamwork

Question 4

Americans with Disabilities Act [ADA] accommodation requests are managed by the _____ and _____ Section.

Answer 4

Health and Safety

Question 5

EDS is within the Internal Affairs Bureau (IAB) and is responsible for _____, _____, _____, and _____ an employment diversity program

Answer 5

Planning
Developing
Implementing
Maintaining

Question 6

Allegations of unlawful harassment, discrimination, and/or retaliation are taken seriously and will be dealt with _____, _____, _____, and _____.

Answer 6

Promptly
Thoroughly
Impartially
Equitably

Question 7

EDS will thoroughly investigate complaints that are submitted, and they will be sustained if proven by _____ of the evidence.

Answer 7

Preponderance

Question 8

_____ is an act, practice, or pattern of behavior based on individuals or groups of a protected class which has a negative effect on an individual or identifiable group compared to the impact on members of other groups.

Answer 8

Discrimination

Question 9

_____ is unwelcome conduct (verbal or physical) based on the member belonging to one or more of the recognized protected classes (race, color, religion, sex, national origin, age, genetic information, disability, military service, sexual orientation, gender identity or expression [including non-binary], pregnancy, worker’s compensation status, family medical leave, or political affiliation pursuant to federal and state laws). The unwelcome conduct has the purpose or effect of unreasonably interfering with an individual’s work performance and/or the conduct is severe or pervasive enough to create an intimidating, hostile, or offensive work environment.

Answer 9

Harassment

Question 10

The elements of harassment are:

Answer 10

1. Unwelcome;
2. Conduct directed at a member of a protected class;
3. Offensive to the recipient and to a “reasonable person”; and
4. Conduct that is severe or pervasive (e.g., repeated).

Question 11

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

Answer 11

Sexual Harassment

Question 12

Certain behaviors may constitute sexual harassment when:

Answer 12

1. Conduct is unwelcome;
2. Conduct is subjectively and/or objectively offensive; and
3. Conduct or proposal is sexual in nature;

Question 13

_____ is a negative job action taken against an employee who has engaged in a protected activity regarding harassment, discrimination, and/or retaliation, and a causal link exists between the action and the engagement in the protected activity.

Answer 13

Retaliation

Question 14

If at the conclusion of an EDS investigation it is determined that the behavior did not violate language specifically related to harassment, discrimination, and/or retaliation, the case may be sustained for
_____ _____.

Answer 14

Unprofessional Conduct

Question 15

Complaints will be accepted from any source, whether in _____, by _____, _____, or by _____.

Answer 15

Person
Mail
Email
Telephone

Question 16

EEOC

Answer 16

Equal Employment Opportunity Commission

Question 17

NERC

Answer 17

Nevada Equal Rights Commission

Question 18

In coordination with EDS, submit a complaint (email, memorandum, Statement of Complaint, verbal interview, etc.) to the EDS director, including all pertinent information relative to the alleged harassment, discrimination, and/or retaliation within _____ days of the last incident.

Answer 18

300

Question 19

Complaints submitted after the 300 days will be evaluated on a case-by-case basis, except for the _____ _____ _____ _____ _____ _____ of 1994 (_____), which has no statute of limitation.

Answer 19

Uniform Service Employment Re-Employment Rights Act of 1994 (USERRA)

Question 20

All supervisors have the responsibility to prevent acts of harassment, discrimination, and/or retaliation, and will;

Answer 20

1. Continually monitor the work environment for signs that harassment, discrimination, and/or retaliation may be occurring.
2. Refrain from participation in, or encouragement of, actions that could be perceived as harassment, discrimination, and/or retaliation (verbal, written, or otherwise).
3. Counsel all members on the types of behavior prohibited and the procedures for reporting and resolving complaints of harassment, discrimination, and/or retaliation.
4. Stop any observed acts that may be considered harassment, discrimination, and/or retaliation and take appropriate steps to intervene, whether or not the involved members are within their line of supervision.
5. With the recommendation of EDS, take action to limit the work contact between two members where there has been a complaint of harassment, discrimination, and/or retaliation pending an investigation.
6. Report all complaints of harassment, discrimination, and/or retaliation to EDS, whether witnessed or reported, formally or informally. Ensure the information is kept confidential and only discuss with others if advised to do so by EDS and/or OGC.