Per 5 Harassment Flashcards
What is Per 5?
Harassment
_____________ shall be responsible for and oversee the investigation of sexual harassment complaints as specified in the Chattanooga City Code.
The City Personnel Department
The Chattanooga Police Department Internal Affairs Unit shall be responsible for and oversee the management of all other types of harassment investigations when so directed by the Chief of Police. True or False?
True
___________ is conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Harassment
Sexual harassment can consist of one or more of the following:
(1) sexually oriented “kidding” or jokes;
(2) certain physical contact such as touching, patting, pinching or purposely rubbing up against another person’s body;
(3) demands or requests for sexual favors tied to promises of better treatment or threats concerning employment;
(4) discriminating against an employee for refusing to “give in” to demands or requests for sexual favors; or
(5) rewarding or granting favors to one who submits to demands or requests for sexual favors.
Employees must report harassment up their chain of command when making a complaint concerning sexual harassment. True of False?
False; Employees have the right to circumvent the chain of command in selecting which person to whom to make a complaint concerning sexual harassment.
A complaint of sexual harassment may be made orally or in writing to any of the following:
a. The employee’s immediate supervisor.
b. The employee’s Division Commander.
c. The City Director of Personnel.
d. The Chief of Police.
e. The City’s equal employment opportunity officer.
f. The Mayor.
Regardless to which persons the employee makes a complaint of sexual harassment, the employee should be prepared to provide all of the following information:
a. The employee’s name, unit and position title;
b. The name of the person or persons committing the sexual harassment, including job title if known;
c. The specific nature of the harassment or sexual harassment, how long it has gone on, and any employment action (demotion, failure to promote, dismissal, refusal to hire, transfer, etc.) taken against the employee as a result of the harassment, or any other threats made against the employee as a result of the harassment;
d. Witnesses to the sexual harassment, if any exist; and
e. Whether the employee has previously reported such harassment and, if so, when and to whom.
When an allegation of sexual harassment is made by any employee, the person to whom the complaint is made shall immediately prepare a report of the complaint. The report shall detail the information required in the proceeding section of this policy and shall be submitted to the _____________
City Personnel Director with a copy to the Chief of Police.
Disciplinary action taken shall not only be consistent with the nature and severity of the offense, but with established policy as well. Such action may include?
Oral or written reprimand, training, suspension, demotion, probation or termination
Any employee found guilty of harassment or sexual harassment shall be warned not to retaliate in any way against the person making the complaint of harassment, witnesses or any other person connected with the investigation of the complaint. True of False?
True
Complaints of harassment other than sexual harassment shall be filed and dealt with following the department’s established ____________.
Grievance procedure
In cases of harassment or sexual harassment committed by a non-employee or contract worker against a department employee in the work place, the __________ shall take all lawful steps to ensure that the harassment is brought to an immediate end.
The Chief of Police, or his designee,
