HPM 10.12 CH. 1-4

Question 1

It is the policy of the Department to provide EEO to all persons without regard
to any protected characteristic outlined in Chapter 2, Protected Characteristics,
Activities, Terms, and Definitions, of this manual. All examination, hiring, and
promotional practices _____ ensure EEO and be made based on and consistent with the Civil Service Act and Merit Principle.

HPM 10.12 1-3 (3,a)

Answer 1

shall

Question 2

The Department shall maintain both an ________ and ______ complaint process for departmental employees and applicants to bring forward complaints which allege discrimination, harassment, or retaliation in employment practices covering recruitment, selection, appointment, compensation, transfer, training, and other terms and conditions of employment.
HPM 10.12 1-4 (3,f)

Answer 2

formal and informal

Question 3

Managers and supervisors are responsible for supporting, implementing, and facilitating the Department’s EEO policy to ensure hiring, promotion, assignment, and training of personnel is conducted consistent with policy. Further, they are required to take immediate and appropriate action to ____, correct, and prevent inappropriate and violations when necessary.
HPM 10.12 1-6 (5,f)

Answer 3

stop

Question 4

Each employee is responsible for ensuring their conduct adheres to the Department’s EEO Program policies and _______ promptly report any EEO violation to a supervisor or an EEO counselor.
HPM 10.12 1-6 (5,g)

Answer 4

should

Question 5

The informal process allows for complaints to be resolved at the _______ appropriate level and provides management the opportunity to correct inappropriate behavior and practices through education, training, and corrective action.
HPM 10.12 1-7 (6,a)

Answer 5

lowest

Question 6

The formal process provides for a prompt, thorough, and objective investigation, appropriate due process, and impartial review of the evidence collected. This process also provides ___________ the opportunity to correct inappropriate behavior and practices through education, training, and corrective or disciplinary action.
HPM 10.12 1-7 (3,b)

Answer 6

managements

Question 7

A protected characteristic is a characteristic(s) or trait(s) of an employee, applicant, paid or unpaid intern or volunteer, or contractor, which by statute are specifically protected against employment discrimination, harassment, and/or retaliation. The protection extends to the person’s actual or _________ characteristic(s), or on account of their association with a person with an actual or perceived protected characteristic.
HPM 10.12 2-5 (2)

Answer 7

perceived

Question 8

Age discrimination, harassment, or retaliation may occur in recruitment, hiring, promotion, compensation, training, and other terms and privileges of employment and can occur even when both the complainant and the respondent are both over __.
HPM 10.12 2-5 (2,a)

Answer 8

40

Question 9

Department policy in Highway Patrol Manual (HPM) 10.3, Personnel Transactions Manual, Chapter 14, Inconsistent and Incompatible Activities, _________ uniformed employees from using or ingesting marijuana as defined by Section 11018 of the Health and Safety Code.
HPM 10.12 2-11 (4,g)

Answer 9

prohibits

Question 10

When a command meets the language threshold of ___ percent or more public contacts during a language survey in any non-English language and does not have the number of needed certified bilingual employees and/or existing bilingual resources to meet the demand of the public requesting information and/or services in that language.
HPM 10.12 2-13 (6,c)

Answer 10

4.5

Question 11

Equity. An organizational cultural commitment that all employees will be treated fairly and given _____ access to opportunities and resources and feel fully engaged to contribute to the Department’s mission and strategic plan.
HPM 10.12 2-15 (7,h)

Answer 11

equal

Question 12

California ____ __________ ___ _______ ___ (FEHA). Government Code Sections 12900-12996 is the primary California law which provides employees, applicants, paid or unpaid interns, volunteers, or contractors with protection from discrimination, harassment, and retaliation in employment. Prohibits employers from discriminating against and harassing job applicants and employees because of a protected characteristic and from retaliating against them because they asserted their rights under the law.
HPM 10.12 2-19 (10,a)

Answer 12

Fair Employment and Housing Act

Question 13

Pregnancy Disability Leave is a state law that provides eligible employees with unpaid, job-protected leave of up to ____ months during any period of time during which they are unable to work due to pregnancy, childbirth, loss of pregnancy, and/or pregnancy-related medical condition.
HPM 10.12 2-16 (7,g)

Answer 13

four

Question 14

The MOF is a memorandum, signed by the appropriate ________ __________, and is served to the respondent(s) that outlines the conclusion of the investigation. It is used when the respondent(s) is/are exonerated in the allegations or when the respondent’s actions were determined to be a finding in the violation of the Department’s EEO policy
HPM 10.12 2-20 (10,j)

Answer 14

division commander

Question 15

Standard to determine whether the harassment is sufficiently severe and pervasive to constitute a hostile work environment. The standard is whether a ___________ person in the victim’s position considers the conduct so severe or pervasive as to alter the conditions of their employment.
HPM 10.12 2-21 (11,1,a)

Answer 15

reasonable

Question 16

California Family Rights Act (CFRA). Provides eligible employees with up to __ weeks of unpaid, job-protected leave to care for their own serious health condition or a family member with a serious health condition, to bond with a new child, or military exigencies.
HPM 10.12 2-24 (14,e)

Answer 16

12

Question 17

The Department __________ and does not tolerate workplace behavior that a reasonable person would perceive as discrimination or harassment. Additionally, the Department prohibits retaliation against an employee or applicant because such individual has opposed any practice forbidden under the Department’s policy regarding discrimination, harassment, or retaliation, or because the individual has filed a complaint, testified, or assisted in any proceeding covered by this policy. Immediate and appropriate disciplinary or corrective action will be taken against those individuals determined to be in violation of this policy, up to and including, termination.
HPM 10.12 3-3 (2,a)

Answer 17

prohibits

Question 18

The employee’s rank or position in relation to the harasser’s rank or position. For example, single incidents of misconduct perpetrated by a _________ or ________ will carry much greater weight toward establishing a hostile, oppressive, offensive, or intimidating work environment than similar conduct by a peer of the employee.
HPM 10.12 3-9 (3)

Answer 18

supervisor or manager

Question 19

The EEOC states an employer ___ not fire, demote, harass, or otherwise retaliate against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination. The same laws which prohibit discrimination based on a federally protected characteristic, prohibit retaliation against individuals who oppose alleged unlawful discrimination or participate in an employment discrimination proceeding.
HPM 10.12 3-10 (5,a)

Answer 19

may

Question 20

CHP employees, both supervisory and non-supervisory, ___ be personally liable for damages, as well as the Department, in legal actions filed for harassmentor aiding and abetting harassment.
HPM 10.12 4-4 (2,d)

Answer 20

may

Question 21

___ CHP employees shall take the required online sexual harassment and abusive conduct prevention training developed by the California Civil Rights Department (CRD).
HPM 10.12 4-4 (2,h)

Answer 21

all

Question 22

Commands _____ display the most recent versions of the CRD’s and the U. S. Equal Employment Opportunity Commission’s (EEOC) required equal employment opportunity workplace posters in their designated posting areas.
HPM 10.12 4-4 (2,i)

Answer 22

shall

Question 23

Employees are encouraged to first seek informal assistance from their ___________, another manager, or an EEO counselor. Through employees communicating with a supervisor, another manager, or an EEO counselor, the Department can take appropriate action to resolve an issue. (Refer to Chapter 5, Discrimination, Harassment, and Retaliation Complaint Process, of this manual.)
HPM 10.12 4-6 (6,b)

Answer 23

supervisor

Question 24

Take __________ steps to ensure employees receive the required sexual harassment and abusive conduct prevention training, have access to the Department’s discrimination, harassment, and retaliation prevention policy, and CRD’s required EEO postings
HPM 10.12 4-7 (7,a,3)

Answer 24

reasonable

Question 25

_________, document the training on the employee’s CHP 237, Sexual Harassment and Abusive Conduct Prevention Training Log, and obtain the employee’s and supervisor’s signature.
HPM 10.12 4-9 (10,b,1)

Answer 25

Annually

Question 26

The CHP 237 and CHP 237A shall be retained in the employee’s personnel file for the _______ of employment.
HPM 10.12 4-10 (11,b)

Answer 26

length