Meeka’s Deck Flashcards
What is the policy statement regarding employment diversity?
Employees have the right to work in an environment free of unlawful harassment, discrimination, and retaliation based on various protected classes.
Protected classes include race, color, religion, sex, national origin, age, genetic information, disability, military service, sexual orientation, gender identity or expression, pregnancy, workers compensation status, family medical leave, political affiliation, and any other class protected by state or federal law.
Who is responsible for compliance with the employment diversity policy?
Every member of the department, regardless of rank, title, or work status.
This includes commissioned and civilian employees, full-time, part-time, temporary, or volunteer.
What should an employee do if they witness inappropriate conduct?
Report the misconduct immediately to any on-duty supervisor or the Employment Diversity Section (EDS).
Refer to policy 8.159 for further guidance.
What is the role of the Employment Diversity Section (EDS)?
Responsible for planning, developing, implementing, and maintaining an employment diversity program.
EDS also handles internal complaints regarding harassment, discrimination, and retaliation.
What type of training does EDS conduct?
Mandatory training for all employees regarding employment discrimination and diversity issues.
What does EDS do with allegations of unlawful harassment, discrimination, and/or retaliation?
They are taken seriously and dealt with promptly, thoroughly, impartially, and equitably.
What actions will EDS take in response to unlawful behavior?
Take action to stop the behavior from recurring and consult with the Office of General Counsel and the Office of Labor Relations.
Fill in the blank: EDS is within the _______.
[Internal Affairs Bureau (IAB)]
List the types of conduct that may be reported to EDS.
- Harassment
- Discrimination
- Retaliation
- Inappropriate conduct
True or False: All employees are required to conduct themselves in a professional manner.
True
What is prohibited conduct related to in the employment diversity section?
Unlawful harassment, discrimination, and retaliation.
What are religious accommodation requests managed by?
Employment Diversity Section; ADA accommodation requests are managed by the Health and Safety Section.
What is the commitment of LVMPD regarding workplace culture?
To foster, cultivate, and preserve a culture of equity and diversity.
Fill in the blank: Conduct not deemed to rise to the level of harassment may still constitute a violation of _______.
[policy]
What is the role of the Employment Diversity Section (EDS) in the investigation of complaints?
EDS will thoroughly investigate complaints and sustain them if proven by preponderance of the evidence.
If allegations involve other department policy violations, EDS will consult with OGC.
Define discrimination as per the LVMPD policy.
Discrimination is an act, practice, or pattern of behavior based on individuals or groups of a protected class that negatively affects an individual or identifiable group compared to members of other groups.
LVMPD prohibits all types of discrimination in hiring, retention, promotions, or other employment benefits.
What constitutes harassment under the LVMPD policy?
Harassment is unwelcome conduct based on a member belonging to a protected class that unreasonably interferes with work performance or creates an intimidating, hostile, or offensive work environment.
Protected classes include race, color, religion, sex, national origin, age, genetic information, disability, military service, sexual orientation, gender identity or expression, pregnancy, worker’s compensation status, family medical leave, or political affiliation.
List the elements of harassment according to LVMPD policy.
- Unwelcome
- Conduct directed at a member of a protected class
- Offensive to the recipient and to a ‘reasonable person’
- Conduct that is severe or pervasive
Severe or pervasive conduct includes repeated instances of unwelcome behavior.
What behaviors may constitute sexual harassment?
Sexual harassment may include unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
Certain behaviors are considered sexual harassment if they are unwelcome, offensive, and sexual in nature.
Fill in the blank: The unwelcome conduct of harassment must be _______ to the recipient and to a ‘reasonable person’.
[offensive]
True or False: Discrimination is only prohibited in hiring practices according to LVMPD policy.
False
LVMPD prohibits discrimination in hiring, retention, promotions, and other employment benefits.
What is the standard used to determine if comments or conduct are offensive in cases of harassment?
A reasonable person standard.
This standard assesses whether a reasonable person would find the conduct offensive.
Fill in the blank: Sexual harassment includes conduct that is _______ in nature.
[sexual]
What must be true for conduct to be considered sexual harassment regarding employment decisions?
A proposal or rejection of such conduct must be used as the basis for employment decisions affecting the individual.
This includes instances where sexual conduct is made a term or condition of employment.
Retaliation is a negative job action taken against an employee who has engaged in a protected activity
regarding harassment
discrimination
the engagement in the protected activity. Protected activities include filing an EDS complaint
encouraging
another employee to file a complaint
and/or participating in an EDS-related investigation. Employees have
the right to communicate concerns or issues to EDS or a supervisor at any time. LVMPD
or any member
thereof
will not retaliate against an employee who has complained
an EDS investigation or complaint process with this department.
8.325.7
Unprofessional Conduct
If at the conclusion of an EDS investigation it is determined that the behavior did not violate language
specifically related to harassment
discrimination
unprofessional conduct. Unprofessional conduct may include comments
actions
disparages or demonstrates hostility or aversion towards any person that could reasonably be perceived
as disruptive
disrespectful
unreasonably interfere with an individual’s work performance and may create an intimidating or offensive
work environment.
8.325.8
Confidentiality
All complaints and investigations handled by EDS will remain strictly confidential. Information regarding
matters of harassment
discrimination
IAB commander at the direction of OGC.
8.325.9
Internal Complaint Process
Complaints will be accepted from any source
whether in person
requirement that the reporting member be the intended target of the offensive conduct. Witnessing offensive
behavior between other members may be grounds for filing a complaint. All complaints of harassment
discrimination
and/or retaliation will be reviewed by the EDS director utilizing federal laws
Equal Employment Opportunity Commission (EEOC) and Nevada Equal Rights Commission (NERC)
standards.
Anonymous complaints will be evaluated by EDS to determine the extent to which they will be investigated.
Complainant will:
- Contact any supervisor
EDS
or otherwise)
discrimination
- In coordination with EDS
submit a complaint (email
interview
etc.) to the EDS director
harassment
discrimination
submitted after the 300 days will be evaluated on a case-by-case basis
except for the Uniform
Service Employment Re-Employment Rights Act of 1994 (USERRA)
which has no statute of
limitation.
