Respect in the Workplace

Question 1

all employees have the right to work in an environment free from discrimination and harassment, T/F?

Answer 1

True

Question 2

Every member of the LVMPD has the responsibility for preventing harassment and discrimination by:
1. Reporting and encouraging others to report the behavior and…

Answer 2

2. Refraining from participating or encouragement of actions that could be perceived as harassment or discrimination.

Question 3

These laws prohibit discrimination in the workplace based on particular protected classes which include the following:
Race
Color
Religion
Sex
National Origin
Age
Genetic Information
Disability
Pregnancy
Military Service
Sexual Orientation
Gender Identity
and ...

Answer 3

Political Affiliation

Question 4

The two categories of discrimination are:

1. (DT)
2. (AI)

Answer 4

1. disparate treatment (DT)

2. adverse impact (AI)

Question 5

Disparate or different treatment occurs when an employer treats an individual _______ favorably than other similarly situated individuals because of their protected status

Answer 5

less

Question 6

A claim of discrimination based on allegations of (DT) disparate treatment must initially establish by:

Answer 6

1) the complainant is a member of a protected class and

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

Question 7

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

Answer 7

deliberate

Question 8

The burden of proof stays with the complainant in proving that discrimination against them was based on their protected status, T/F?

Answer 8

True

Question 9

Discriminatory notice is proved when:

Answer 9

1) sufficient evidence reasonably determines that the employer’s explanation to the charge is false and
2) that discrimination was more than likely the motivating factor.

Question 10

“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.” Is the definition of ___________(AI).

Answer 10

Adverse Impact

Question 11

According to the supreme court, practices which have an (AI) adverse impact on protected classes that are not justified by ____________ constitute illegal discrimination under Title VII.

Answer 11

business necessity

Question 12

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

Answer 12

consequences

Question 13

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 :

1. unreasonably interfering with an individual’s work performance or

Answer 13

2. creates an intimidating, hostile or offensive work environment.

Question 14

Generally harassment requires that the offensive conduct be continuous, frequent, repetitive, part of an overall pattern rather than one event or even several isolated incidents, T/F?

Answer 14

True

Question 15

For sexual harassment The conduct must be unwelcomed and of a sexual nature, T/F?

Answer 15

True

Question 16

The unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature that could affect an individual’s employment status, opportunities, work performance or could create a hostile, offensive, intimidating work environment is ________________.

Answer 16

sexual harassment

Question 17

The categories of sexual harassment are:

Answer 17

1. Quid Pro Quo

2. Hostile work environment

Question 18

______________: when an employee is subjected to adverse employment action based on their participation in a complaint regarding charges of harassment or discrimination.

Answer 18

Retaliation

Question 19

To prove retaliation it must be shown that the negative job action occurred due directly to filing or participating in a complaint process, T/F?

Answer 19

True

Question 20

When an employee notifies her supervisor that she is pregnant, the supervisor must provide to the employee within ________ days a copy of LVMPD’s Pregnant Workers’ Fairness Act flyer which is available on the EDS intranet site.

Answer 20

three

Question 21

Supervisors who act professionally and ____________ in dealing with behavior that could result in any allegation of harassment or discrimination will send out a strong message that it will not be tolerated.

Answer 21

decisively

Question 22

Supervisors must stop offensive conduct before it becomes pervasive or_________, as defined by law and department policy, regardless of the subordinates’ chain of command.

Answer 22

severe

Question 23

To prevent complaints of offensive conduct Supervisors Shall (IMR CSR):
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
and …

Answer 23

6. REPORT all complaints of harassment/discrimination to the Employment Diversity Section, whether witnessed or reported, formally or informally.

Question 24

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

Answer 24

1. Any supervisor
2. EDS
3. IAB

Question 25

As a supervisor receiving a complaint I will:
1. ACT IMMEDIATELY on all complaints, even those that are minimized by the complainant
2. ENSURE the employee understands the complaint policy as outlined in policy 5/101.24
3. CONTACT the Employment Diversity Section for assistance in documenting and following-up on complaints
4.

Answer 25

ASSIST the employee with documenting and filing a written complaint

Question 26

Any LVMPD employee that is involved in the complaint process for either a perceived or real violation of Title VII, whether through the Department, Nevada Equal Rights Commission (NERC) or the Equal Employment Opportunity Commission (EEOC), is protected from any form of retaliation T/F?

Answer 26

True

Question 27

Both the EEOC and Courts have recognized some of the more widely used types of retaliation are:
1. Threats to take adverse employment action unless the complainant does not file a complaint
2. Intimidation or harassment
3. Transfer to a lower paying job
4. Denial of overtime
5. Retaliatory reprimands
6. Failure to promote
7. Denial of benefits
8. Manufacturing a case against the complainant to support discipline or discharge
9.

Answer 27

Constructive discharge

Question 28

Supervisors will not use retaliation as a means to discourage others from complaining. Intimidation tactics, or any significant change in how performance is documented or discipline handled after a complaint is made, can be prima facie _________ of adverse employment action.

Answer 28

evidence

Question 29

The complainant’s supervisor and/or chain of command should monitor the work environment during and after investigations and routinely follow through with employee to ensure retaliatory behavior is not occurring in the workplace T/F?

Answer 29

True