Respect In The Work place Flashcards by Andrew Loos

Q

Respect in the Work Place

(IAB Diversity Section; Labor Relations) will investigate allegations of Diversity policy violations when there is evidence that there was harassing or discriminatory conduct

A

IAB Diversity section

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Q

Respect in the Work Place
Employment Diversity Section

T/F. All complaints of bias-based policing issues will be investigated by Internal Affairs Bureau (IAB) as described in Department policy

A

T

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Q

Respect in the Work Place
Discrimination

Disparate treatment is when an employer treats an individual that is similarly situated differently because of their (protected status/Age)

A

Protected status

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Q

Respect in the Work Place

A claim of discrimination based on disparate treatment must initially establish if the complainant is a member of a protected class (and/or) the complainant was treated differently than others similarly situated

A

And

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Q

Respect in the Work Place

To prove disparate treatment, the employer’s actions must be based on a discriminatory motive but (do; do not) need to be deliberate or willful

A

Do not

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Q

Respect in the Work Place

The burden of proof for allegations of disparate treatment stay with the (investigating body; complainant)

A

Complainant.

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Q

Respect in the Work Place

Discriminatory notice is proven when the subject’s explanation to the charge is proven false (and/or) discrimination was more than likely the motivating factor.

A

And

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Q

Respect in the Work Place

T/F. Employment practices which have an adverse impact on protected classes that are not justified by business necessity constitute illegal discrimination

A

T

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Q

Respect in the Work Place

T/F. Harassment is any conduct based on that employee’s membership in one or more of the protected classes that has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

A

T

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Q

Respect in the Work Place

Under Federal Law, one isolated incident is (not; rarely) enough to constitute harassment.

A

Rarely

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Q

Respect in the Workplace

Generally harassment requires that the offensive conduct be…
A. Repetitive
B. Frequent
C. Continuous 
D. All the above

A

D

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Q

Respect in the Workplace
Sexual Harassment

Sexual harassment (must/should) be unwelcome and sexual in nature.

A

Must

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Q

Respect in the Workplace
Sexual Harassment

T/F. The harasser can be an a supervisee to a supervisor.

A

F

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Q

Respect in the Workplace
Sexual Harassment

The victim (does; does not) have to be the direct target of the harassment

A

Does not

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Q

Respect in the Workplace
Sexual Harassment

Victim (will;should) tell the subject to stop their unwanted advances.

A

Should

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Q

Respect in the Workplace
Sexual Harassment

T/F. When investigating allegations of sexual harassment,EDSlooks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred.

A

T

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Q

Sexual Harassment

Supervisors are (encouraged to; required to) take steps necessary to prevent sexual harassment from occurring.

A

Encouraged to

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Q

Sexual Harassment

In cases of quid pro quo,

T/F. An employee may acquiesce to demands and still have a claim of sexual harassment

A

T.

Q

Sexual harassment

T/F. a consensual sexual relationship between two employees does preclude a sexual harassment claim.

A

F. Does not preclude alone

Q

Hostile Work Environment

Talking about personal problems or questioning a person about personal issues or marital relations (can/cannot) create a hostile work environment

A

Can

Q

Hostile work environment

A

Q

Hostile Work Environment

Determining what constitutes harassment (will; could) be accomplished in a case by case basis

A

Will

Q

Work environment; retaliation.

Retaliation occurs when an employee is subjected to adverse employment action based on their participation in a complaint regarding charges of harassment or …..

A. Sexual Harrassment
B. Racism
C. Discrimination
D. Ageism

A

C

Q

Work Environment; pregnancy

Which bureau handles accommodations for pregnancies 
A. Health and Safety
B. PPA
C. Labor Relations
D. PEAP

A

A

Workplace; supervisor responsibilities. Supervisors (will; should) ensure that those they supervise are understanding of department regulations regarding discrimination, harassment and hostile work environment

Will

Workplace; supervisor responsibilities. Supervisors who act professionally and decisively in dealing with behavior that could result in any allegation of harassment or discrimination (could;will) send out a strong message that it will not be tolerated.

Will

Workplace Environment; supervisor Supervisors must stop offensive conduct before it becomes … or … A. Pervasive; unregulated B. Perversive; severe C. Pervasive; Severe D. Pervasive; Sincere

C

Workplace Environment; supervisor Supervisors shall (INSIST/ENCOURAGE) that all employees be treated with dignity and fairness.

Insist

Workplace Environment; supervisor (MONITOR/DOCUMENT) the work environment for signs of harassment and or discrimination

MONITOR

Workplace Environment; supervisor Shall (REFRAIN; RESTRAIN) Encouraging in or participating in acts that could be perceived as harassment.

REFRAIN.

Workplace Environment; supervisor (COUNSEL; REPORT) employees on prohibited behavior

COUNSEL

Workplace Environment; supervisor STOP; ALLOW) any acts that may be considered harassment and intervene even if the employees aren’t under their direct supervision

STOP

Workplace Environment; supervisor (REPORT; ASSIST) all complaints of Harassment/Discrimination to the Employment Diversity Section

REPORT

Workplace Environment; supervisor Reports (will; can) be accepted from any source to include anonymously

Will

Workplace Environment; supervisor 3 parties that can receive complaints for harassment/discrimination 1. Supervisor 2. Diversity and 3. … A. IAB B. CIU C. OIO D. CIRT

A

Workplace Environment; supervisor | All reports of harassment/discrimination (should; will) be reviewed by the director of EDS

Will

Workplace Environment; supervisor receiving a complaint (ACT IMMEDIATELY; ACT WHEN FEASIBLE) on all complaints no matter how minor

ACT IMMEDIATELY

Workplace Environment; supervisor | (ENSURE; ASSUME) the employee knows the complaint policy

ENSURE

Workplace Environment; supervisor (CONTACT; ADVISE) the EDS for assistance in’s documenting and follow up

CONTACT

Workplace Environment; supervisor (ASSIST; FILL OUT) with documenting and filing a written complaint.

ASSIST

Workplace Environment; supervisor Complaints of harassment and/or discrimination will be investigated as outlined in Department Policy A. 5/101.24 B. 5/900.11 C. 101/5.42

A

Workplace Environment; supervisor Supervisors (May/will) be asked to assist EDS with investigations regarding harassment/discrimination

May

Workplace Environment; supervisor ``` all investigations should be completed within …days from receipt when …. A. 30; possible B. 45; feasible C. 90; possible D. 90; feasible ```

C

Workplace Environment; supervisor T/F. Intimidation tactics, or any significant change in how performance is documented or discipline handled after a complaint is made, can be prima facie evidence of adverse employment action.

T