Respect In The Workplace Flashcards

1
Q

What is the mission of the Employment Diversity Section?

A
  1. To provide continuous training to all department members, to increase awareness of our culturally diverse community and police department, to reduce complaints of harassment, discrimination and bias-based policing issues.
  2. To provide objective and complete investigations of those complaints that do arise.
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Who investigates bias-based policing issues?

A

IAB

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What two things must be established to qualify as a legitimate complaint of disparate treatment?

A
  1. The complainant is a member of a protected class.

2. The complainant was treated differently from individuals who are similarly situated.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

What are the recognized protected classes?

A
  1. Race
  2. Color
  3. Religion
  4. Sex
  5. National Origin
  6. Age
  7. Genetic Information
  8. Disability
  9. Pregnancy
  10. Military Service
  11. Sexual Orientation
  12. Gender Identity/Expression
  13. Political Affliation
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Is one incident of harassment enough to sustain a complaint?

A

Under federal law, no. However, the department policy is more stringent that federal law and one incident can be enough to sustain a complaint.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

To qualify as “Sexual Harassment” the conduct must be…

A
  1. Unwelcomed, and

2. Sexual in nature.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

To prevent discrimination and/or harassment complaints, a supervisor SHALL…

A
  1. INSIST - that all employees be treated with dignity and fairness.
  2. MONITOR - the work environment for signs of harassment and/or discrimination.
  3. REFRAIN - from encouraging or participating in acts that could be perceived as harassment and/or discrimination.
  4. COUNSEL - employees on prohibited behavior.
  5. STOP - any acts that may be considered harassment, and take steps to intervene even if the employees involved are not under his/her supervision.
  6. REPORT - all complaints of harassment/discrimination to the Employment Diversity Section, whether witnessed or reported, formally or informally.
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Discrimination and harassment complaints will be accepted…

A

…from any source (including anonymously), whether in person, by mail, email or by telephone.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Complaints of harassment or discrimination can be received by any one of the following 3 parties…

A
  1. Any supervisor
  2. Employment Diversity Section
  3. Internal Affairs Bureau
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

All complaints of discrimination and/or harassment will be reviewed by…

A

The Director of EDS

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

When receiving a complaint about discrimination and/or harassment, a supervisor shall…

A
  1. ACT IMMEDIATELY - on all complaints, even those that are minimized by the complainant.
  2. ENSURE - the employee understands the complaint policy.
  3. CONTACT - the Employment Diversity Section for assistance in documenting and following-up on complaints.
  4. ASSIST - the employee with documenting and filing a written complaint.
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

EDS investigations should be completed within…

A

90 days from receipt, when possible.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What are the two types of Sexual Harassment?

A
  1. Quid Pro Quo - “This for that”, submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employement
  2. Hostile Work Environment - Conduct is severe or pervasive enough to to create an objectively hostile, offensive or intimidating work environment
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

_____________________ of the LVMPD has the responsibility for preventing harassment and discrimination by:
-Reporting and encouraging others to report behavior and
-Refraining from participating in or encouragement of actions that could be perceived as harassment or discrimination.

A

Every member

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Who’s mission is it to provide continuous training to all department members, to increase awareness of our culturally diverse community and police department, to reduce complaints of harassment, discrimination and bias-based policing issues.

A

Employment Diversity Section

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

__________________ treatment occurs when an employer treats an individual less favorably than other similarly situated individuals because of their protected status.

A

Disparate or different

17
Q

To prove disparate treatment, the employer’s actions must be based on a discriminatory motive but do not need to be ___________ or ____________.

A

Deliberate or willful.

18
Q

During a disparate treatment investigation, who has the burden of proof?

A

The complainant

19
Q

Discriminatory notice is proved when:
-Sufficient evidence _____________________ that the subject’s explanation to the charge is false and
-That discrimination was _____________ the motivating factor.

A

Reasonably determines

More than likely

20
Q

A substantial different rate of selection in hiring, promotion, or other employment decision which works to the disadvantage of members of a race, sex, or ethnic group.

A

Adverse Impact

21
Q

The focus of the inquiry into a charge of adverse impact is on the _______________ of employment practices rather than the _________.

A

Consequences

Motive

22
Q

Under Federal law, _____ isolated incident is rarely enough to constitute harassment.

A

One

23
Q

Generally, harassment requires the __________________ be continuous, frequent, repetitive, part of an overall pattern rather than one event or even several isolated incidents.

A

Offensive conduct

24
Q

What are the following examples of?

-Vulgar and sexually related epithets
-Racially or sexually explicit cartoons, jokes, emails, text, or conversation
-Religiously offensive jokes, cartoons, etc.
-Derogatory name calling
-Threatening, demeaning or intimidating comments made on the basis of a protected class.

A

Harassing conduct

25
Q

Does the gender of the victim of sexual harassment matter?

A

No.

They can be the same or differing genders.

26
Q

Does the victim of sexual harassment have to be the intended target?

A

No.

27
Q

What is the best tool to eliminate sexual harassment in the workplace?

A

Prevention

28
Q

What are the two types of sexual harassment?

A

Quid pro quo

Hostile work environment

29
Q

What standard is used when determining hostile work environment sexual harassment?

A

Reasonable person standard

30
Q

Regarding sexual harassment, one incident, if it is ________________, may constitute harassment.

A

Sufficiently serious

31
Q

For retaliation to occur, what type of link must exist between the adverse action and the person’s involvement in a complaint?

A

A casual link

32
Q

If an employee is part of a complaint, are they exempt from the new or ongoing discipline process as it related to retaliation?

A

No

33
Q

Who do accommodations for pregnancy go through?

A

Health and safety

34
Q

Complaints of harassment or discrimination can be received by one of the following three parties:

A
  1. Any supervisor
  2. EDS
  3. IA
35
Q

Intimidation tactics, or any significant change in how performance is documented or discipline handled after a complaint is made, can be prima facia evidence of _______________________.

A

Adverse employment action