Executive Directive 23 - Harassment and Discrimination

Question 1

In 1992, the City Council adopted a ‘Discrimination Free Workplace Policy,” outlining the right of all City employees to:

Answer 1

-A discrimination-free workplace
-employee’s responsibility to prevent acts or speech that are derogatory or demeaning to any protected class.

Question 2

In 2004, Mayor James Hahn signed Executive Directive PE-1: Equal Employment Opportunity, Non-Discrimination and Reasonable Accommodations.

This appointed _________ in all city departments, mandating prompt investigations of all complaints.

Answer 2

Equal Employment Opportunity (EEO) representatives

Question 3

In 2008, Mayor Antonio Villaraigosa signed Executive Directive No. 12, “Policy against Discrimination in Employment based on Sexual Orientation, Gender Identity or Gender Expression,” which directs all departments to designate an ______ “counselor” to advise employees who may have been discriminated against on the basis of actual or perceived sexual orientation or gender identity.

Answer 3

Equal Employment Opportunity (EEO)

Question 4

In 2017, the Mayor directed all HEADS of City Depts to report incidents of sexual harassment involving an employee, customer, visitor, volunteer or contractor to the ________ within ____ hours of the incident occurring or of the department becoming aware of the incident.

Answer 4

Personnel Department

48 hours

Question 5

The United States Equal Employment Opportunity Commission (EEOC) recently released the Select Task Force on the Study of Harassment in the Workplace, a report that estimates that ____ percent of incidents of harassment do not result in formal complaints.

Due to this, the Personnel Dept and Information Technology Agency (ITA) developed an ________________.

Answer 5

90%

Online web portal to provide information and ability to report incidents.

Question 6

Executive Order NO 23 helped develop policies and procedures that require _____ to report and take appropriate action to correct and eliminate harassment and discrimination from the workplace.

It also helped the Personnel Dept’s policies that allow for anonymous reporting and ability to report the incident REGARDLESS of time lapsed.

Answer 6

supervisors

Question 7

Directive #23 established the Harassment and Discrimination Intake Unit within the Personnel Department’s EEO division.

The Harassment and Discrimination Intake Unit shall:

Answer 7

• accept all harassment and discrimination reports that are received by the Personnel Department;

• conduct an initial review and refer the matter to the appropriate department;

• ensure all matters are assessed and resolved in accordance with City policies and procedures; and

• track relevant metrics and conduct data analyses to drive performance improvements in accordance with City policies and procedures.